Part-time Work: Switching From PKV to GKV

German Court Clarifies Health Insurance Rules for Part-Time Workers on Parental Leave

health insurance for part-time workers on parental leave. New ruling affects those working >50% & earning under €73,800.”>

Stuttgart, Germany – In a ruling with potentially broad implications, the State Social Court (LSG) of Baden-Württemberg has clarified regulations regarding health insurance obligations for privately insured individuals who reduce their working hours to take parental leave. The court’s decision, published Friday, July 4, 2025, centers on whether individuals working part-time during parental leave can maintain their exemption from statutory health and nursing insurance.

Key Ruling: Part-Time Work and Insurance Obligations

The LSG Stuttgart ruled that privately insured individuals reducing their work hours to 51% or more of full-time employment as a result of parental leave may lose their exemption from mandatory statutory health and nursing insurance. This ruling affects those whose earnings fall below the annual income threshold.

The court upheld the constitutionality of the regulation that insurance freedom exists only for those working 50% or less part-time time. However, recognizing the fundamental importance of the issue, the Stuttgart judges have allowed for a revision of the ruling by the Federal Social Court (BSG) in Kassel.

Case Details: The Plaintiff’s Situation

The case involved a plaintiff who had worked full-time from 2011 to September 23, 2016, earning above the annual wage limit. Due to these earnings, she had opted for private health insurance for better coverage and cost benefits.

After taking parental leave for two children until August 21, 2022, she continued part-time work. Her contract stipulated working 60%, later increasing to 68.57%,of a full-time position.

The Dispute: Exemption from Compulsory Insurance

Following her transition to part-time work, the plaintiff sought exemption from compulsory insurance, arguing that her previous full-time earnings above the annual wage limit for over five years should maintain her exemption.She contended that the regulation limiting exemption to those working 50% or less part-time violated the principle of equality.

Court’s Decision: Statutory Insurance Obligation Upheld

Both the Stuttgart Social Court and the LSG rejected her claim. The courts found that as the plaintiff’s regular working time exceeded 50% of full-time employment and her earnings fell below the 2025 annual wage limit of €73,800, she was subject to mandatory health insurance and long-term care insurance.

The court acknowledged that this ruling might disadvantage part-time workers exceeding the 50% threshold but justified it by citing the promotion of part-time employment at or below half of regular full-time hours.

Legal Reasoning: Balancing Interests

The court suggested that legislators could reasonably assume that part-time employees working more than 50% do not require financial support via insurance freedom. There were concerns that long-time privately insured individuals might avoid part-time employment if it triggered an insurance obligation.

While the plaintiff worried about future exclusion from private health insurance due to a chronic illness, the court deemed this a “general risk of life,” emphasizing that statutory health insurance provides sufficient protection.

Future Earnings Potential

The court noted that there was no indication the plaintiff would exceed the annual wage limit given her permanent part-time employment.

Did You Know? The annual wage limit for statutory health insurance in Germany is adjusted annually based on economic factors.

Implications and Potential Changes

This ruling highlights the complex interplay between employment status, parental leave, and health insurance obligations in Germany. The upcoming review by the Federal Social Court could potentially alter the current interpretation, leading to amended regulations.

For individuals considering reducing their working hours for parental leave, it is crucial to understand the potential impact on their health insurance status.

Pro Tip: consult with a legal or financial advisor to assess your individual situation and understand the implications of part-time work on your insurance coverage.

Comparative Summary of Insurance Obligations

Working Hours (vs. Full-Time)	Earnings (Annual)	Insurance Obligation
50% or less	Below €73,800 (2025)	Potentially Exempt from Statutory Insurance
More than 50%	Below €73,800 (2025)	Subject to Statutory Insurance
Any	Above €73,800 (2025)	Potentially Exempt from Statutory Insurance

How might this ruling affect your decisions regarding parental leave and part-time work? What steps can individuals take to ensure they have adequate insurance coverage?

Understanding Your Health Insurance Options: An Evergreen guide

Navigating the German health insurance system can be complex, especially when employment circumstances change. Here’s a breakdown of your primary options:

Statutory health Insurance (Gesetzliche krankenversicherung – GKV)

Mandatory for employees earning below a certain income threshold (€73,800 in 2025). Contributions are a percentage of your income,split between employer and employee. GKV offers extensive coverage, including medical, dental, and hospital care.

Private Health Insurance (Private Krankenversicherung – PKV)

Available to those earning above the income threshold and self-employed individuals. PKV offers more tailored coverage options and potentially faster access to specialists. Premiums depend on age, health status, and chosen benefits.

Supplementary Insurance (Zusatzversicherung)

Can be added to GKV to enhance coverage for specific areas like dental care, alternative medicine, or private hospital rooms.

Frequently Asked Questions About Health Insurance and Part-Time Work

• What is the annual income threshold for mandatory health insurance in Germany? In 2025, the annual income threshold for mandatory statutory health insurance in Germany is €73,800.
• how does parental leave affect my health insurance coverage? If you reduce your working hours to 51% or more of full-time employment during parental leave and your earnings fall below the annual income threshold, you may become subject to mandatory statutory health insurance.
• What are the options if I want better healthcare benefits than those offered by statutory insurance? You can consider private health insurance if your income is above the threshold or purchase supplementary insurance to enhance your statutory coverage.
• What is the difference between statutory and private health insurance in Germany? Statutory health insurance (GKV) provides comprehensive coverage based on income, while private health insurance (PKV) offers tailored coverage based on individual needs and health status.
• Where can I find current information on health insurance regulations in Germany? you can consult the websites of the German Federal Ministry of Health (Bundesministerium für Gesundheit) or seek advice from independent insurance advisors.
• Are there any exceptions to the health insurance rules for part-time work during parental leave? The Federal Social Court (BSG) may review the current interpretation, potentially leading to amended regulations. Consult legal experts for case-specific advice.

Stay informed and prepared for any changes in regulations. Share your thoughts and questions in the comments below!

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Part-Time Work: Navigating the Switch from Private (PKV) too Statutory Health Insurance (GKV)

Understanding the Landscape: PKV vs. GKV for Part-time Employees

Choosing the right health insurance is crucial, especially when you’re a part-time worker. In Germany, you have two main options: Private Health Insurance (PKV – Private Krankenversicherung) and Statutory Health Insurance (GKV – Gesetzliche Krankenversicherung). Switching between these while employed part-time involves specific regulations and requirements.This article provides a comprehensive guide on how to transition from PKV to GKV, ensuring you have the best coverage suited for your individual circumstances. Key aspects to consider include part-time job regulations and health insurance options.

Key Differences Between PKV and GKV

Before diving into the switch, understanding the core differences is vital. This table helps to illustrate the core differences:

Feature	Private Health Insurance (PKV)	Statutory Health Insurance (GKV)
Eligibility	Generally for self-employed, high-income employees (annual income above the compulsory insurance limit), and civil servants.	Available to most employees earning below the compulsory insurance limit, students, and unemployed individuals.
Contribution	Based on individual health risk and age, not income. Can be more expensive for older individuals or those with pre-existing conditions but with the advantage of a no-claims bonus depending on the provider.	Based on income (percentage of your gross salary), with a capped contribution.
Benefits	Frequently enough offers more comprehensive benefits, including private doctor visits, and access to specialists. Flexible coverage.	provides comprehensive basic coverage and access to doctors and hospitals,mostly standardized across all providers.
Contribution	Depends on individual health risk and age which may cost more.	Based on income and is capped to a limit.
Dependents coverage	Each family member has an individual insurance plan.	Family members without income are covered for free.

Eligibility criteria: Switching to GKV as a Part-Time Employee

Transitioning from PKV to GKV as a part-time employee hinges on meeting specific income thresholds. It’s crucial to know whether your income is below the compulsory insurance threshold. This threshold changes annually, so you will need to check what the limit is at the time of your switch. Generally, if your gross annual income falls below this limit, you’re eligible to switch to GKV. Furthermore, this switch must be requested and approved by the statutory insurance provider.

income Threshold and Determination

• Annual gross Income: The primary factor. if your income is lower you can switch.
• Employment Status: Part-time work is eligible; the critical determinant is income.
• Employment Contract: Permanent contracts are not always required, part-time work is sufficient to switch.
• Age: Not a direct factor, provided you satisfy the income requirements.

The switch Process: Steps to Take When Switching From PKV to GKV

The transition process from PKV to GKV needs clear planning:

1. Check for eligibility requirement Confirming your income falls below the annual threshold.
2. Plan Ahead Contact your current PKV provider and request a termination.
3. Choose a GKV provider Compare offers from different providers. (such as AOK, Barmer, Techniker Krankenkasse).
4. Application process Complete needed application forms.
5. Confirmation Get official confirmation from your GKV provider regarding your insurance coverage.

Practical Tips for the Transition

• Gather all your health records: This can help with assessing further care needs.
• Consult your financial advisor: Evaluate the financial effects of your decision.
• Inform your employer: Notify your employer of the switch,as they are involved in processing health insurance contributions.

Consider the waiting periods and any potential gaps in coverage during the transition period. A smooth transition is crucial.

benefits of Switching to GKV for Part-Time Workers

Switching to GKV can offer significant advantages for part-time employees:

• Lower Contributions: Contributions are income-based (percentage of your salary), potentially saving you money compared to PKV.
• Family Coverage: Spouses and children without their own income are covered free of charge, which can save money compared to individual PKV policies.
• Comprehensive Benefits: GKV mandates basic coverage that often includes all necessary medical treatments, but this does not mean that you will get all the benefits you have in PKV.

Potential Considerations and Challenges

Tho usually beneficial, switching to GKV may come with a few considerations:

• Choice of Doctors: GKV beneficiaries might have restricted access to certain specialists compared to PKV.
• Waiting periods: Usually not applicable, yet a small delay could occur in the begining.
• Flexibility: GKV might not offer the same level of plan customizations as PKV.

These points should be carefully assessed based on your specific needs.