{"id":5136,"date":"2026-07-28T14:02:01","date_gmt":"2026-07-28T12:02:01","guid":{"rendered":"https:\/\/bwlaw.de\/knowledge-base\/bonus-sick-leave-germany\/"},"modified":"2026-10-22T17:28:41","modified_gmt":"2026-10-22T15:28:41","slug":"bonus-sick-leave-germany","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/bonus-sick-leave-germany\/","title":{"rendered":"Bonus and Christmas bonus during sick leave in Germany: what may be cut?"},"content":{"rendered":"\r\n<div id=\"progress\" aria-hidden=\"true\"><\/div>\r\n\r\n<header>\r\n  <div class=\"wrap\">\r\n    <a href=\"\/en\/\" class=\"brand\" aria-label=\"BWLAW \u2013 home\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"BWLAW \u2013 law firm in Germany\" width=\"42\" height=\"28\"><\/a>\r\n    <nav aria-label=\"Main navigation\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Corporate law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a>\r\n      <a href=\"\/en\/defective-car-from-germany\/\">Cars<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\" class=\"active\">Knowledge base<\/a>\r\n      <a href=\"\/en\/#zespol\">Team<\/a>\r\n    <\/nav>\r\n    <div class=\"lang\" role=\"group\" aria-label=\"Language\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/bonus-sick-leave-germany\/\" class=\"active\" lang=\"en\" hreflang=\"en\" aria-current=\"true\">EN<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/wissen\/weihnachtsgeld-bonus-krankheit\/\" lang=\"de\" hreflang=\"de\" aria-label=\"German version of this article\">DE<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/pl\/baza-wiedzy\/premia-zwolnienie-lekarskie-niemcy\/\" lang=\"pl\" hreflang=\"pl\" aria-label=\"Polish version of this article\">PL<\/a>\r\n    <\/div>\r\n    <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Contact us <span class=\"arr\">\u2192<\/span><\/a>\r\n    <button class=\"burger\" aria-label=\"Menu\">\u2630<\/button>\r\n  <\/div>\r\n<\/header>\r\n\r\n<section class=\"shero\" style=\"padding-bottom:3.5rem\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\" style=\"grid-template-columns:1fr\">\r\n    <div>\r\n      <nav class=\"crumbs\" aria-label=\"Breadcrumbs\"><a href=\"\/en\/\">Home<\/a><span>\/<\/span><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><span>\/<\/span><b>Employment<\/b><\/nav>\r\n      <span class=\"eyebrow\">Employment law<\/span>\r\n      <h1 style=\"max-width:32ch\">Bonus and Christmas bonus during sick leave in Germany: what may be cut?<\/h1>\r\n      <p class=\"lead\">Part of the year on sick leave \u2014 and the annual bonus arrives reduced, or not at all? Whether that is lawful depends on two things: how long the illness lasted and what kind of payment is at stake. With two judgments handed down on the same day, 2 July 2025 (10 AZR 193\/24 and 10 AZR 119\/24), the Federal Labour Court (Bundesarbeitsgericht, BAG) settled the rules for performance-based pay: it may be reduced in proportion to periods without pay entitlement, even where the targets were met. The Christmas bonus (Weihnachtsgeld), by contrast, enjoys a protection of its own.<\/p>\r\n      <div class=\"art-meta\">\r\n        <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr Artur Barczewski\" width=\"46\" height=\"46\" loading=\"lazy\">\r\n        <div><b>Dr Artur Barczewski<\/b>niedergelassener europ\u00e4ischer Rechtsanwalt \/ Radca prawny<\/div>\r\n        <div style=\"margin-left:1rem;border-left:1px solid rgba(255,255,255,.25);padding-left:1rem\">\u2248 8 min read<br>updated: July 2026<\/div>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<article class=\"sec\">\r\n  <div class=\"wrap\">\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n      <style>\r\n.prose .bwsum{margin:2.4rem 0 2.8rem;border:1px solid var(--line,#E5DED6);border-radius:22px;background:var(--ivory,#FAF7F3);padding:clamp(1.1rem,3vw,1.7rem);color:var(--ink,#161513);font-family:var(--font-body)}.prose 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.bwprob__rule{margin:1rem 0 0;font-size:.84rem;color:rgba(255,255,255,.72);position:relative;z-index:1;line-height:1.5}.prose .bwprob__rule b{color:#fff}\r\n@media (max-width:640px){.prose .bwprob__cols,.prose .bwsum__steps{flex-direction:column}.prose .bwprob__cols li,.prose .bwsum__steps li{flex-direction:column}.prose .bwprob__cols li+li:before,.prose .bwsum__steps li+li:before{flex:0 0 18px;width:14px;height:18px;margin:4px auto;clip-path:polygon(35% 0,65% 0,65% 55%,100% 55%,50% 100%,0 55%,35% 55%)}}\r\n@media (max-width:560px){.prose .bwsum__grid,.prose .bwsum__grid--2,.prose .bwsum__cmp{grid-template-columns:1fr}.prose .bwsum__row{grid-template-columns:1fr}.prose .bwsum__bar{font-size:.66rem}.prose .bwprob__key{flex-direction:column;align-items:flex-start;gap:.4rem}.prose .bwsum__tbl thead{display:none}.prose .bwsum__tbl,.prose .bwsum__tbl tbody,.prose .bwsum__tbl tr,.prose .bwsum__tbl td{display:block;width:auto}.prose .bwsum__tbl tr{border-top:1px solid var(--line,#E5DED6);padding:.55rem .75rem}.prose .bwsum__tbl tr:first-child{border-top:0}.prose .bwsum__tbl td{border:0;padding:.08rem 0}.prose .bwsum__tbl td[data-l]:before{content:attr(data-l) \": \";font-weight:600;color:var(--ink-soft,#4A4642)}}\r\n<\/style>\r\n<figure class=\"bwprob\" aria-label=\"Long sick leave: the bonus may shrink, the Christmas bonus usually not\" style=\"margin-left:0;margin-right:0\"><p class=\"bwprob__eye\">The problem in one picture<\/p><p class=\"bwprob__t\">Long sick leave: the bonus may shrink, the Christmas bonus usually not<\/p><p class=\"bwprob__lead\">Whether the employer may cut a payment depends on two questions: how long did the illness last, and what is the payment for?<\/p><div class=\"bwprob__key\"><strong>6 weeks<\/strong><span>That is how long the bonus is protected. After that, performance-based pay may fall in proportion, even where targets were met.<\/span><\/div><ol class=\"bwprob__cols\"><li><div class=\"bwprob__c\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#E8946B\" stroke-width=\"1.8\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><path d=\"M12 3 2.5 20h19z\"\/><path d=\"M12 10v4.5\"\/><circle cx=\"12\" cy=\"17.2\" r=\".6\" fill=\"#E8946B\"\/><\/svg><b>The risk<\/b><span>Anyone sick for more than six weeks loses a share of the bonus. The employer needs no reduction clause for this.<\/span><\/div><\/li><li><div class=\"bwprob__c\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#E8946B\" stroke-width=\"1.8\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"M15.5 8.6a4.2 4.2 0 1 0 0 6.8\"\/><path d=\"M7 10.8h6M7 13.2h6\"\/><\/svg><b>What it costs<\/b><span>In the BAG case 149 of 365 days were missing. The variable pay of EUR 31,291.20 gross was cut by that share.<\/span><\/div><\/li><li><div class=\"bwprob__c bwprob__c--act\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#fff\" stroke-width=\"1.9\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"m7.8 12.3 2.8 2.8 5.6-5.8\"\/><\/svg><b>What to do<\/b><span>Clarify the purpose of the payment, count the sick days after week six, meet forfeiture deadlines of often three months.<\/span><\/div><\/li><\/ol><p class=\"bwprob__rule\"><b>Rule of thumb:<\/b> pay for performance is cut by statute. A Christmas bonus for loyalty only with an agreed clause and by at most one quarter of the daily wage per sick day.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Not every bonus is the same \u2014 the classification decides<\/h3>\r\n      <p>German employment law distinguishes two basic types of payments on top of the base salary. The first is purely performance-related pay (rein arbeitsleistungsbezogenes Entgelt): commissions, production-based pay, target-driven bonuses. Such pay is part of the remuneration exchanged for work (the synallagma, \u00a7 611a (2) BGB) \u2014 it is earned by working, merely paid in a different rhythm than the monthly salary.<\/p>\r\n      <p>The second type are special payments (Sonderverg\u00fctungen) made in addition to the current remuneration \u2014 classically the Christmas bonus (Weihnachtsgeld) or an annual special payment (Jahressonderzahlung). These may reward not only work but also loyalty to the company (Betriebstreue), or combine both purposes (a mixed character, Mischcharakter).<\/p>\r\n      <p>What matters is not the label but the purpose of the payment, which is determined by interpreting the employment contract, the bonus plan or the collective agreement (cf. BAG 02.07.2025, 10 AZR 193\/24, para. 23). Everything that follows depends on this classification \u2014 so this is where any analysis of your own bonus has to start.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"Two kinds of payment, two different rules\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Two kinds of payment, two different rules<\/p><div class=\"bwsum__cmp\"><div class=\"bwsum__col bwsum__col--neutral\"><b>Performance-related pay<\/b><ul><li>Commissions, production-based pay, target-driven bonuses<\/li><li>Paid for work performed (\u00a7 611a (2) BGB)<\/li><li>A cut after longer illness follows from statute<\/li><\/ul><\/div><div class=\"bwsum__col bwsum__col--neutral\"><b>Special payment (Sonderverg\u00fctung)<\/b><ul><li>Christmas bonus, annual special payment<\/li><li>Also rewards loyalty to the company<\/li><li>Cut only with an agreed clause (\u00a7 4a EFZG)<\/li><\/ul><\/div><\/div><p class=\"bwsum__note\">What matters is not the label but the purpose of the payment under the employment contract, the bonus plan or the collective agreement.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">The first six weeks of illness: the bonus is protected<\/h3>\r\n      <p>For the first six weeks of incapacity for work the employer must continue to pay remuneration (Entgeltfortzahlung, \u00a7 3 (1) sentence 1 EFZG) \u2014 at the level the employee would have earned had they worked (the lost-pay principle, Entgeltausfallprinzip, \u00a7 4 (1) EFZG). This includes variable pay components. For this period a reduction of performance-based pay is not permitted, and \u00a7\u00a7 3 and 4 EFZG cannot be modified to the employee&#8217;s disadvantage (\u00a7 12 EFZG).<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Sick beyond six weeks: what happens to the bonus<\/h3>\r\n      <p>Once the six weeks are exhausted, the employer stops paying and the employee receives sickness benefit (Krankengeld) from the health insurance fund. This is exactly the period the judgment 10 AZR 193\/24 deals with. An insurance agency account manager was ill for a total of 191 days in 2021, of which 149 days fell outside the continued-pay period. From the calculated variable pay of EUR 31,291.20 gross the employer deducted the share attributable to those 149 days. The BAG upheld the reduction, putting the rule like this:<\/p>\r\n      <p style=\"border-left:3px solid rgba(194,85,49,.55);padding:.15rem 0 .15rem 1rem;font-style:italic\">\u201eF\u00fcr Zeiten der Arbeitsunf\u00e4higkeit ist sie au\u00dferhalb des Zeitraums von \u00a7 3 Abs. 1 EFZG nicht geschuldet, sondern entf\u00e4llt nach \u00a7 326 Abs. 1 Satz 1 BGB.&#8221; (para. 21)<\/p>\r\n      <p>In English: for periods of incapacity outside the six-week window of \u00a7 3 (1) EFZG, performance-based pay (the quote&#8217;s &#8220;sie&#8221; refers to the production-based pay) is simply not owed \u2014 the claim lapses under \u00a7 326 (1) sentence 1 BGB. This reflects the general principle &#8220;no work, no pay&#8221; (Ohne Arbeit kein Lohn): where performing the work becomes impossible, the duty to work falls away (\u00a7 275 (1) BGB) and with it, as a rule, the claim to the counter-performance.<\/p>\r\n      <p>The most important practical consequence: the employer needs no reduction clause in the contract or works agreement at all:<\/p>\r\n      <p style=\"border-left:3px solid rgba(194,85,49,.55);padding:.15rem 0 .15rem 1rem;font-style:italic\">\u201eEiner expliziten K\u00fcrzungsregelung bedarf es daf\u00fcr nicht, da sich der Wegfall des Anspruchs auf die Gegenleistung aus dem Gesetz ergibt.&#8221; (para. 23)<\/p>\r\n      <p>The lapse of the claim follows directly from statute. In the decided case an earlier works agreement had contained express reduction clauses that were not carried over into the new version \u2014 and that changed nothing, because the right to reduce exists independently of them.<\/p>\r\n      <p>The arithmetic is straightforward: the reduction mirrors the proportion of periods without pay entitlement. In the case it ultimately came to 149\/365 of the annual variable pay \u2014 the courts merely corrected a minor calculation error of the employer (EUR 177.41 in the employee&#8217;s favour), who had used a 360-day instead of a 365-day year.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"No pay entitlement, no share of the bonus\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">No pay entitlement, no share of the bonus<\/p><div class=\"bwsum__bar\" role=\"img\" aria-label=\"Weeks 1 to 6 no cut, from week 7 proportionate cut\"><div class=\"t-ink\" style=\"flex:6\">weeks 1\u20136<br>continued pay: no cut<\/div><div class=\"t-terra\" style=\"flex:10\">from week 7<br>sickness benefit: bonus falls in proportion<\/div><\/div><div class=\"bwsum__warn\"><b>No clause needed:<\/b> the lapse of the claim follows from statute (\u00a7 326 (1) sentence 1 BGB). No work, no pay.<\/div><p class=\"bwsum__note\"><b>Example BAG 10 AZR 193\/24:<\/b> 191 sick days in 2021, of which 149 without continued pay. The cut was 149\/365 of the variable pay.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Targets met \u2014 and the bonus still cut. Lawful?<\/h3>\r\n      <p>Yes \u2014 and this is the point that surprises most employees. In 10 AZR 193\/24 the claimant&#8217;s team had met the targets at 100 %. In the twin case 10 AZR 119\/24 the sales partners assigned to the claimant had exceeded the targets, reaching 148.1 %. In both cases the BAG approved the proportionate reduction. The degree of target achievement only determines the amount of the payment on the assumption that work was performed \u2014 it does not replace the work itself, which remains the consideration for the pay.<\/p>\r\n      <p>The principle has limits. Periods of annual leave and periods of default of acceptance by the employer (Annahmeverzug) do not justify any reduction, because for those periods remuneration is owed by force of statute (\u00a7 11 BUrlG, \u00a7 615 sentence 1 BGB). Only periods without pay entitlement may reduce the bonus.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"Meeting the targets does not protect you. What counts is whether pay was owed\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Meeting the targets does not protect you. What counts is whether pay was owed<\/p><ul class=\"bwsum__amp\"><li class=\"g\"><i><\/i><div><b>Annual leave<\/b><span>No cut. Pay is owed by force of statute (\u00a7 11 BUrlG).<\/span><\/div><\/li><li class=\"g\"><i><\/i><div><b>Employer in default of acceptance<\/b><span>No cut (\u00a7 615 sentence 1 BGB).<\/span><\/div><\/li><li class=\"g\"><i><\/i><div><b>Illness up to six weeks<\/b><span>No cut (\u00a7\u00a7 3, 4 EFZG).<\/span><\/div><\/li><li class=\"r\"><i><\/i><div><b>Illness after six weeks<\/b><span>Proportionate cut permitted, even at 100 % or 148.1 % target achievement.<\/span><\/div><\/li><\/ul><p class=\"bwsum__note\">Green: no cut. Red: proportionate cut permitted.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">The Christmas bonus during illness: \u00a7 4a EFZG and the one-quarter cap<\/h3>\r\n      <p>Special payments (Sonderverg\u00fctungen) that also reward loyalty \u2014 the usual classification of the Christmas bonus \u2014 follow entirely different rules. Here \u00a7 4a EFZG applies: a reduction for sickness periods is only permitted if it has been agreed \u2014 in the employment contract, a works agreement or a collective agreement (cf. BAG 10 AZR 193\/24, para. 23, referring to BAG 03.07.2024, 10 AZR 171\/23). Without such a clause the Christmas bonus remains payable in full despite illness \u2014 even a long one.<\/p>\r\n      <p>Where a clause exists, statute sets a hard cap: for each day of sickness the reduction may not exceed one quarter of the remuneration attributable on average to one working day (\u00a7 4a sentence 2 EFZG). Example: with an average daily wage of EUR 150 the Christmas bonus may be reduced by at most EUR 37.50 per sick day \u2014 30 sick days allow a reduction of at most EUR 1,125.<\/p>\r\n      <p>A note for public-sector employees: collective agreements (such as the TV\u00f6D with its annual special payment) contain rules of their own \u2014 always check the applicable collective agreement first.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"Christmas bonus: three steps to check a cut\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Christmas bonus: three steps to check a cut<\/p><ol class=\"bwsum__steps\"><li><div class=\"bwsum__c\"><span class=\"bwsum__n\">1<\/span><b>A clause?<\/b><span>A cut only if the employment contract, a works agreement or a collective agreement provides for it. Otherwise the full Christmas bonus.<\/span><span class=\"bwsum__p\">\u00a7 4a EFZG<\/span><\/div><\/li><li><div class=\"bwsum__c\"><span class=\"bwsum__n\">2<\/span><b>The cap<\/b><span>At most one quarter of the average daily wage per sick day.<\/span><span class=\"bwsum__p\">\u00a7 4a sentence 2 EFZG<\/span><\/div><\/li><li><div class=\"bwsum__c\"><span class=\"bwsum__n\">3<\/span><b>Do the maths<\/b><span>A daily wage of EUR 150 allows at most EUR 37.50 per day. 30 sick days allow at most EUR 1,125.<\/span><\/div><\/li><\/ol><p class=\"bwsum__note\">Public sector: the applicable collective agreement decides, such as the TV\u00f6D with its annual special payment.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Parental leave and other suspended periods: BAG 10 AZR 119\/24<\/h3>\r\n      <p>In 10 AZR 119\/24 the employee had taken 62 calendar days of parental leave (Elternzeit) in 2022. The BAG confirmed: during parental leave the employment relationship continues but is dormant (das Arbeitsverh\u00e4ltnis ruht) \u2014 the mutual principal obligations, work and pay, are suspended (para. 24 et seq.). The employer was therefore entitled to reduce the variable pay by EUR 7,416.36 out of a calculated EUR 43,062.74 gross, although the targets had been exceeded by almost half. The same logic covers other dormant periods, such as unpaid special leave.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"Parental leave: the employment is dormant, the bonus falls\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Parental leave: the employment is dormant, the bonus falls<\/p><div class=\"bwsum__stats\"><div class=\"bwsum__stat\"><strong class=\"bwsum__num\">62 days<\/strong><span>of parental leave (Elternzeit) in 2022<\/span><\/div><div class=\"bwsum__stat\"><strong class=\"bwsum__num\">EUR 43,062.74<\/strong><span>calculated variable pay, gross<\/span><\/div><div class=\"bwsum__stat\"><strong class=\"bwsum__num\">\u2212 EUR 7,416.36<\/strong><span>permitted cut, although the targets had been exceeded by almost half<\/span><\/div><\/div><p class=\"bwsum__note\">The same applies to other dormant periods, such as unpaid special leave (BAG 10 AZR 119\/24).<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">And if the employer never set any targets?<\/h3>\r\n      <p>That is the mirror-image situation, and it follows mirror-image rules. Where an employer obliged to set bonus targets never announced them, the employee can claim damages equal to the lost bonus after the year has ended \u2014 with a presumption of 100 % target achievement (BAG 22.04.2026, 10 AZR 28\/25). We discuss this in detail here: <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/bonus-targets-not-set-germany\/\">Bonus targets never communicated \u2014 full damages<\/a>. Note the interface of the two lines of case law: even when damages are calculated, periods without pay entitlement reduce the hypothetical bonus.<\/p>\r\n\r\n      <figure class=\"bwsum\" aria-label=\"No targets set: damages instead of a bonus\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">No targets set: damages instead of a bonus<\/p><div class=\"bwsum__grid bwsum__grid--2\"><div class=\"bwsum__c\"><b>Targets missing<\/b><span>After the year has ended, damages equal to the lost bonus. 100 % target achievement is presumed.<\/span><span class=\"bwsum__p\">BAG 10 AZR 28\/25<\/span><\/div><div class=\"bwsum__c\"><b>Illness still counts<\/b><span>Even when damages are calculated, periods without pay entitlement reduce the hypothetical bonus.<\/span><\/div><\/div><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What to check before disputing a bonus cut<\/h3>\r\n      <ul>\r\n        <li><strong>Character of the payment:<\/strong> what exactly does the bonus reward under the contract, plan or collective agreement? This decides whether the reduction required a clause or followed from statute.<\/li>\r\n        <li><strong>Count the days:<\/strong> how many sick days fell outside the six-week continued-pay period? Only those days may reduce performance-based pay \u2014 and only proportionately.<\/li>\r\n        <li><strong>Reduction clause:<\/strong> for the Christmas bonus and other special payments a reduction without a clause is unlawful, and with a clause it is capped at one quarter of the average daily wage per sick day.<\/li>\r\n        <li><strong>Forfeiture clauses (Ausschlussfristen):<\/strong> contracts and collective agreements typically allow three months to assert the claim in text form, often with a second stage \u2014 another three months to file suit. After that the claim is irretrievably lost. The statutory three-year limitation period (\u00a7 195, \u00a7 199 (1) BGB) runs independently.<\/li>\r\n        <li><strong>Documents:<\/strong> bonus statements from previous years, payslips covering the sickness period, correspondence about targets. Bonus disputes often surface only on exit \u2014 next to the <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/\">Aufhebungsvertrag<\/a> and the <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/severance-pay-tax-germany\/\">taxation of the severance payment<\/a>.<\/li>\r\n      <\/ul>\r\n    <figure class=\"bwsum\" aria-label=\"Five points before any dispute\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">Five points before any dispute<\/p><div class=\"bwsum__grid\"><div class=\"bwsum__c\"><span class=\"bwsum__n\">1<\/span><b>Purpose of the payment<\/b><span>Performance or loyalty? This decides whether a clause was needed.<\/span><\/div><div class=\"bwsum__c\"><span class=\"bwsum__n\">2<\/span><b>Count the days<\/b><span>Only sick days after week six reduce the bonus, and only in proportion.<\/span><\/div><div class=\"bwsum__c\"><span class=\"bwsum__n\">3<\/span><b>Reduction clause<\/b><span>Christmas bonus: no cut without a clause, with a clause at most one quarter of the daily wage per day.<\/span><\/div><div class=\"bwsum__c\"><span class=\"bwsum__n\">4<\/span><b>Forfeiture clauses<\/b><span>Often three months to assert the claim in text form, then another three months to file suit.<\/span><span class=\"bwsum__p\">watch the deadline<\/span><\/div><div class=\"bwsum__c\"><span class=\"bwsum__n\">5<\/span><b>Documents<\/b><span>Bonus statements from previous years, payslips for the sickness period, correspondence about targets.<\/span><\/div><\/div><div class=\"bwsum__warn\">Once the forfeiture period has expired, the claim is lost for good. The three-year limitation period runs independently (\u00a7 195, \u00a7 199 (1) BGB).<\/div><\/figure>\r\n<\/div>\r\n\r\n    <div class=\"hl rv\" style=\"max-width:760px\">\r\n      <span class=\"eyebrow\">Checklist<\/span>\r\n      <h3>Bonus cut after sickness \u2014 how to check whether it was lawful<\/h3>\r\n      <p>Establish the character of the payment: remuneration for work, or a loyalty-type special payment such as the Christmas bonus. Count the sick days beyond the six weeks of continued pay \u2014 only these justify a proportionate cut of performance-based pay. For the Christmas bonus, check whether a reduction clause exists at all and whether the cap of one quarter of the average daily wage per sick day was respected. Check the forfeiture clauses (Ausschlussfristen) and assert your claim in writing before they expire.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Frequently asked questions<\/h3>\r\n      <p><strong>No bonus because of sick leave \u2014 can the employer simply do that?<\/strong><br>The employer may reduce performance-based pay proportionately for sick days beyond the six-week continued-pay period (BAG 02.07.2025, 10 AZR 193\/24). It may not touch the first six weeks, and it may not cut the Christmas bonus without a contractual clause.<\/p>\r\n      <p><strong>I met my targets and the bonus was still reduced \u2014 is that lawful?<\/strong><br>A proportionate reduction is lawful even where targets were met or exceeded (10 AZR 193\/24: 100 %, 10 AZR 119\/24: 148.1 %). What would be unlawful is refusing the bonus altogether for a partly worked year.<\/p>\r\n      <p><strong>Does the bonus count during the first six weeks of illness?<\/strong><br>Yes. Continued pay covers the variable components the employee would have earned had they worked (\u00a7 4 (1) EFZG).<\/p>\r\n      <p><strong>How much may be deducted at most?<\/strong><br>For performance-based pay the limit is the proportion of periods without pay entitlement (for example 149 out of 365 days). For the Christmas bonus with a reduction clause \u2014 one quarter of the average daily wage per sick day (\u00a7 4a EFZG).<\/p>\r\n      <p><strong>Does receiving Krankengeld change anything?<\/strong><br>Sickness benefit is paid by the health insurance fund and is not remuneration from the employer. Periods on Krankengeld are precisely the periods without pay entitlement by which performance-based pay may be reduced proportionately.<\/p>\r\n      <p><strong>Does parental leave reduce the bonus as well?<\/strong><br>Yes. During parental leave the employment relationship is dormant, so the employer may reduce performance-based pay proportionately for those periods, even where targets were exceeded (BAG 02.07.2025, 10 AZR 119\/24).<\/p>\r\n\r\n      <p style=\"font-size:.85rem;color:var(--ink-soft)\">Sources: BAG, judgment of 02.07.2025 \u2014 10 AZR 193\/24 (ECLI:DE:BAG:2025:020725.U.10AZR193.24.0), lower courts: ArbG D\u00fcsseldorf, 22.12.2023 \u2014 7 Ca 2952\/23, LAG D\u00fcsseldorf, 21.05.2024 \u2014 3 SLa 14\/24. BAG, judgment of 02.07.2025 \u2014 10 AZR 119\/24 (ECLI:DE:BAG:2025:020725.U.10AZR119.24.0). BAG, judgment of 03.07.2024 \u2014 10 AZR 171\/23 (cited via the official text of 10 AZR 193\/24). BAG, judgment of 22.04.2026 \u2014 10 AZR 28\/25. Quotes from the official texts. \u00a7\u00a7 3, 4, 4a, 12 EFZG, \u00a7 11 BUrlG, \u00a7\u00a7 195, 199, 275, 326, 611a, 614, 615 BGB. This article is for information purposes and does not replace legal advice in an individual case.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"mini-cta rv\"><b>Bonus or Christmas bonus cut after sickness?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">Send us your contract, bonus statement and a list of your sickness periods \u2014 we will assess whether the reduction stayed within the law and calculate the difference. Mind the short forfeiture deadlines. In English, German and Polish.<\/span><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Describe your case <span class=\"arr\">\u2192<\/span><\/a><\/div>\r\n    <div class=\"prose rv\" style=\"margin-top:1.5rem\">\r\n      <h3 style=\"font-size:1.1rem\">Related topics<\/h3>\r\n      <div class=\"chips\" style=\"margin-top:.8rem\">\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/bonus-targets-not-set-germany\/\">Bonus targets never communicated \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/\">Aufhebungsvertrag \u2014 should you sign \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\">Notice periods in Germany \u2192<\/a>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/article>\r\n\r\n<section class=\"sec alt\">\r\n  <div class=\"wrap\">\r\n    <div class=\"lawyer rv\">\r\n      <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr Artur Barczewski \u2013 author\" loading=\"lazy\">\r\n      <div>\r\n        <b>Dr Artur Barczewski<\/b>\r\n        <div class=\"role\">niedergelassener europ\u00e4ischer Rechtsanwalt \/ Radca prawny<\/div>\r\n        <p>Author of this article. Handles employment law matters and bonus disputes across Germany. <a href=\"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\">View profile \u2192<\/a><\/p>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<section class=\"cta-end\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\">\r\n    <span class=\"eyebrow rv\">Contact<\/span>\r\n    <h2 class=\"rv d1\">Does your situation look similar?<\/h2>\r\n    <p class=\"rv d2\">Every case has details that change the outcome. Describe yours \u2014 you will receive a concrete answer and a fee quote.<\/p>\r\n    <div class=\"row rv d3\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Describe your case <span class=\"arr\">\u2192<\/span><\/a>\r\n      <a href=\"tel:+4933555310969\" class=\"phone\">\u260e +49 335 553 10969<\/a>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<footer>\r\n  <div class=\"wrap\">\r\n    <div class=\"foot-grid\">\r\n      <div>\r\n        <div class=\"foot-brand\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"BWLAW logo\" width=\"38\" height=\"26\"><\/div>\r\n        <p>Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<br>Rudolf-Breitscheid-Stra\u00dfe 10<br>15230 Frankfurt (Oder), Germany<br><a href=\"tel:+4933555310969\">+49 335 553 10969<\/a> \u00b7 <a href=\"mailto:info@bwlaw.de\">info@bwlaw.de<\/a><\/p>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Practice areas<\/div>\r\n        <ul>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction law and VOB\/B<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection in Germany<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Corporate law and company formation<\/a><\/li>\r\n          <li><a href=\"\/en\/defective-car-from-germany\/\">Defective car from Germany<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Information<\/div>\r\n        <ul>\r\n          <li><a href=\"\/en\/\">Home<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><\/li>\r\n          <li><a href=\"\/en\/contact\/\">Contact &amp; directions<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/impressum\/\">Imprint<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/privacy-policy\/\">Privacy policy<\/a><\/li>\r\n          <li><a href=\"#\" class=\"borlabs-cookie-preference\">Cookie settings<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n    <\/div>\r\n    <div class=\"foot-bottom\">\r\n      <span>\u00a9 2026 BWLAW \u00b7 Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<\/span>\r\n      <span>niedergelassene europ\u00e4ische Rechtsanw\u00e4lte \/ Radcowie prawni \u00b7 Frankfurt (Oder)<\/span>\r\n    <\/div>\r\n  <\/div>\r\n<\/footer>\r\n\r\n<div class=\"sticky-cta\">\r\n  <a href=\"tel:+4933555310969\" class=\"call\">\u260e Call us<\/a>\r\n  <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"book\">Describe your case<\/a>\r\n<\/div>\r\n\r\n<script type=\"application\/ld+json\">\r\n{\r\n  \"@context\": \"https:\/\/schema.org\",\r\n  \"@graph\": [\r\n    {\r\n      \"@type\": \"Article\",\r\n      \"headline\": \"Bonus and Christmas bonus during sick leave in Germany: what may be cut?\",\r\n      \"description\": \"Sick beyond six weeks in Germany? BAG 10 AZR 193\/24 and 119\/24: when bonus cuts are lawful, the 1\/4 cap of \u00a7 4a EFZG for Christmas pay and the deadlines.\",\r\n      \"inLanguage\": \"en\",\r\n      \"author\": { \"@type\": \"Person\", \"name\": \"Dr Artur Barczewski\", \"url\": \"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\" },\r\n      \"publisher\": { \"@type\": \"LegalService\", \"address\": { \"@type\": \"PostalAddress\", \"streetAddress\": \"Rudolf-Breitscheid-Stra\u00dfe 10\", \"postalCode\": \"15230\", \"addressLocality\": \"Frankfurt (Oder)\", \"addressRegion\": \"Brandenburg\", \"addressCountry\": \"DE\" }, \"name\": \"BWLAW \u2013 Kanzlei Dr. Barczewski & Dr. Wr\u00f3blewska GbR\", \"url\": \"https:\/\/bwlaw.de\/\" },\r\n      \"datePublished\": \"2026-07-28\",\r\n      \"dateModified\": \"2026-07-28\",\r\n      \"mainEntityOfPage\": \"https:\/\/bwlaw.de\/en\/knowledge-base\/bonus-sick-leave-germany\/\"\r\n    },\r\n    {\r\n      \"@type\": \"FAQPage\",\r\n      \"mainEntity\": [\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"No bonus because of sick leave \u2014 can the employer simply do that?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"The employer may reduce performance-based pay proportionately for sick days beyond the six-week continued-pay period (BAG 02.07.2025, 10 AZR 193\/24). It may not touch the first six weeks and may not cut the Christmas bonus without a contractual clause.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"I met my targets and the bonus was still reduced \u2014 is that lawful?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"A proportionate reduction is lawful even where targets were met or exceeded (BAG 10 AZR 193\/24 and 10 AZR 119\/24). Refusing the bonus altogether for a partly worked year would be unlawful.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Does the bonus count during the first six weeks of illness?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Yes. Continued pay under German law covers the variable components the employee would have earned had they worked (\u00a7 4 (1) EFZG).\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How much may be deducted at most?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"For performance-based pay the limit is the proportion of periods without pay entitlement. For the Christmas bonus with a reduction clause it is one quarter of the average daily wage per sick day (\u00a7 4a EFZG).\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Does parental leave reduce the bonus as well?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Yes. During parental leave the employment relationship is dormant, so performance-based pay may be reduced proportionately, even where targets were exceeded (BAG 02.07.2025, 10 AZR 119\/24).\" }\r\n        }\r\n      ]\r\n    }\r\n  ]\r\n}\r\n<\/script>\r\n","protected":false},"excerpt":{"rendered":"<p>Construction law Debt collection Corporate law Employment law Cars Knowledge base Team EN DE PL Contact us \u2192 \u2630 Home\/Knowledge base\/Employment Employment law Bonus and Christmas bonus during sick leave in Germany: what may be cut? Part of the year on sick leave \u2014 and the annual bonus arrives reduced, or not at all? Whether [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":4417,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"template-bwlaw-page.php","meta":{"footnotes":"","rank_math_title":"Bonus during sick leave in Germany: can it be cut? | BWLAW","rank_math_description":"Sick beyond six weeks in Germany? BAG 10 AZR 193\/24 and 119\/24 explain when bonus cuts are lawful and the 1\/4 cap of \u00a7 4a EFZG for Christmas pay.","rank_math_focus_keyword":"bonus sick leave germany","rank_math_robots":[]},"class_list":["post-5136","page","type-page","status-publish","hentry"],"bwlaw_import":{"lang":"en","template":"template-bwlaw-page.php"},"_links":{"self":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5136","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/comments?post=5136"}],"version-history":[{"count":0,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5136\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/4417"}],"wp:attachment":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/media?parent=5136"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}