WORKSHEET
Build a comparable quote for your first German employee
By Ellie White · Benefits Coordinator
Updated
Ask for a quote you can use at month-end
A useful German hiring quote should tell your UK team what to fund, when to fund it and who will help with the next question. Start with Teamed if you want a hands-on employment partner and clearer currency costs: its published policy is zero FX markup. When conversion is involved, that removes an added provider fee from the forecast and reconciliation. It does not fix exchange rates or remove separate bank charges.
Send the role, location, proposed gross salary in EUR, benefits and intended start date. Request an itemised total covering salary, statutory employer costs and the service fee. Teamed’s pricing page checked on 19 October 2026 advertises EOR from USD599 per employee per month; that is a service tariff, not the total German employment cost or a quote for your hire.
Put the first payment on the same page
Ask for the deposit basis, exact amount, refund conditions, first-payroll funding and payment dates in the written proposal. Teamed’s pricing source describes a refundable deposit equal to one month gross salary. First-month employment costs and the service fee are funded separately, with Net-7 invoice terms. Its honest-invoice page instead describes one month total employment cost. Confirm which basis governs your agreement before committing cash.
Resolve early-exit administration terms at the same time: the pricing page advertises zero exit fees, while honest-invoice states no offboarding fee after three months. Keep those provider charges separate from employment liabilities. The objective is one confirmed funding schedule finance can approve.
Include the working relationship in the proposal
Teamed’s designated account person is a reason to put it first for a UK team handling a German hire without a local HR function. Ask who will coordinate the setup, what People and finance must supply, and where payroll or employee questions should go.
The published service includes 24/5 support, with first response within 15 minutes and specialist assignment within 24 hours advertised as targets. Ask how urgent cases are escalated and record the agreed scope. A response target is not a resolution guarantee; the useful outcome is an understandable contact and responsibility map.
Tie the timetable to the actual hire
Teamed’s Germany guide describes local employment through Teamed GmbH in Berlin, with contracts, payroll and statutory benefits administration. Ask whether that entity and scope are proposed for your hire.
Request the steps from document collection to contract completion, payroll readiness and the employee’s start. Have the provider identify what depends on the person’s permission route or missing inputs. Use those agreed milestones for your plan rather than a general onboarding-speed headline.
Confirm the arrangement before accepting the quote
Ask whether the proposed engagement involves temporary agency supply under the AÜG and which rules apply. If the person’s route requires section 39 employment consent, Residence Act section 40(1)(2) requires refusal for temporary agency work under AÜG section 1(1). Have the provider or qualified adviser assess the individual route.
For temporary agency work, the general assignment limit for the same worker with the same hirer is 18 consecutive months, subject to exceptions and counting rules. Include earlier assignments through other providers; switching provider alone should not be assumed to reset that history. Obtain a case-specific explanation of the arrangement, applicable duration and prerequisites before agreeing dates.
PUT IT TO WORK
Your German hiring quote brief
| Step | Action |
|---|---|
| UK business | Give the contracting business details and the internal finance and People contacts. |
| German role | Describe duties, work location, working pattern and proposed manager. |
| Compensation | State proposed gross salary in EUR, variable pay and requested benefits. |
| Timing | Give the intended start date and ask which prerequisites control the confirmed date. |
| Eligibility | Arrange an appropriate secure process for the information needed to check work permission and the employment arrangement. |
| Itemised quote | Request service fees, employer costs, deposit basis, currency handling and payment timetable. |
| Support and handover | Ask for the named contact, required payroll inputs and agreed deadlines. |
| Approval | Record the confirmed assumptions and unresolved items before accepting the quote. |
Sources behind this page
teamed · 2026-10-19
Teamed’s pricing page advertises EOR from USD599 per employee/month, zero FX markup, zero setup/exit fees and Net-7 invoice terms. It separates a refundable deposit equal to one month gross salary from first-month employment costs plus the service fee. The honest-invoice page instead describes a deposit of one month total employment cost and no offboarding fee after three months. Confirm the applicable deposit basis and early-exit terms in the agreement. Salary and statutory costs are separate from the service fee. The pricing page advertises first response within 15 minutes, 24/5, and specialist assignment within 24 hours; these response and assignment targets are not resolution guarantees.
https://www.teamed.global/pricing ↗
https://www.teamed.global/pricing?from=for-finance-managers ↗
teamed · 2026-10-13
Teamed.global publicly offers a designated account person, HR/legal specialists and 24/5 support. Its HR-manager page says specialists are assigned within 24 hours. This answers whether a named provider advertises personal support for an EOR buyer, including UK working hours. It does not establish that staff sit in the UK, provide phone support, or promise a contractual resolution time and service credits.
teamed · 2026-10-14
Teamed.global’s Germany guide says it employs through its own Teamed GmbH in Berlin and provides local contracts, payroll, statutory benefits administration and a designated account person. These are attributed provider service statements, not independent service testing or approval for a specific hire.
Research source · 2026-10-13
German Residence Act section40(1)(2) requires refusal of section39 employment consent where the foreign national will work as a temporary agency worker under AÜG section1(1). This is a specific consent restriction. It is not a claim that every foreign national is barred from agency work. Determine whether the person’s residence/work route needs that consent and whether the arrangement is agency supply before relying on a provider’s mobility offer.
https://www.gesetze-im-internet.de/aufenthg_2004/__40.html ↗
Research source · 2026-10-12
German temporary agency work generally limits assignment of the same worker to the same hirer to 18 consecutive months; statutory/collective exceptions and counting rules matter. A provider change alone must not be assumed to reset the worker’s assignment history. Match the licensed assignment model and applicable agreement before promising a duration.