You have now got the job as an educator or child care worker and received your employment contract. What happens next? What points should you pay attention to and what can you expect?
In our article we answer the key questions, explain important information and address essential points in the employment contract.

The employment contract as an educator is a crucial document that sets the framework for your professional collaboration. It is important to review it carefully and understand all relevant points. There are also differences in each federal state. Here are some aspects that you should consider if you have received an employment contract in Bavaria:
Employment contract as a kindergarten teacher and the most important clauses
1: Employment as an educator or educational specialist or educational support worker
Our applicants often come to us with concerns and ask: "Why does my employment contract say "additional teaching staff" and not "childcare worker" or "teaching specialist" instead of "nurse"?
All terms are permitted in Bavaria: Kindergarten teacher corresponds to the pedagogical specialist, and child care worker corresponds to the pedagogical supplementary worker. Therefore, you are not disadvantaged by the use of these terms in your employment contract.
2: Remuneration and benefits
It is important to note that everything you have agreed verbally about your salary as a kindergarten teacher is also clearly and clearly recorded in writing in your employment contract. Make sure that you are given the correct classification according to your existing professional experience and qualifications, as well as the allowances that have been promised to you. Your remuneration is usually based on the TVÖD Sue, but the regulation can vary depending on the employer. You can read more about pay and classification in our article here .
If you have any questions, please do not hesitate to contact us. We can discuss together whether your working conditions are fair and where improvements might be possible. We will also be happy to explain how you can prove your existing professional experience.
3: Working hours and holiday regulations
Make sure there are clear rules regarding your working hours at the daycare, both in terms of weekly hours and possible overtime regulations. Note that anything under 39 hours per week is considered part-time.
Understand the vacation policies in your contract, including the number of vacation days you are entitled to and the process for scheduling your vacation. Also, be aware of the daycare's closing times and whether you will need to take vacation during those times as well.
4: Personnel questionnaire, vaccinations, certificate of good conduct
Together with your employment contract as a kindergarten teacher, you will receive a personal questionnaire on which you must provide your details such as name, address, social and health insurance number, identification number and bank details. You will also need proof of measles vaccination. If you do not yet have a vaccination certificate in Germany, contact your family doctor, who will issue you one and inform you about the options for measles vaccination.
The documents from your new employer should include a letter requesting an extended certificate of good conduct. You must use this letter to apply for an extended certificate of good conduct at the district office. In many cases, you will need to make an appointment in advance. After you have applied, you will receive confirmation and the certificate of good conduct will be sent to you by post within a few weeks. It is valid for three to six months.
5: Contract duration, probationary period and notice period
Last but not least, the employment contract regulates the duration of the contract, probationary period and notice period. As a rule, an indefinite employment contract is concluded, with a usual probationary period of 6 months and a notice period of two weeks during this time.
After the probationary period, the notice period can vary depending on the employer - it is often two or three months. If not explicitly stated, the statutory notice period of one month applies. Always observe the notice periods stated.
If you would like to leave your employment early, you can sign a termination agreement with the daycare provider. Always read carefully what you sign.
In the event of termination of employment, always inform the employment office in good time. If the termination is unjustified, you can seek advice from a lawyer to clarify your rights.
If you have any further questions or concerns, please do not hesitate to contact us. Our experts in the daycare sector will be happy to support you both in the application process and with any concerns that may arise during and after employment.
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Vladislava Ivanova
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