According to a survey by DEGOHA, around

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the introduction of the minimum wage in the hospitality industry and expected a massive increase in personnel costs here too.

three quarters of all restaurateurs saw their personnel expenses rise in the first year with the minimum wage. And the increase in 2022 to 12 euros per hour meant a further increase of 15 to 25 percent, according to DEHOGA. In the middle of the Corona period, the increase came far too early for many hospitality experts. In addition, in addition to the direct wage costs, minimum wage increases in the catering industry are also reflected in the increased costs for suppliers such as greengrocers or lithuania phone data logistics companies , who also have to pay their employees the minimum wage and pass on some of their higher costs to their products. In structurally weak areas, where restaurateurs have difficulty passing on the higher costs to their guests, this continues to lead to considerable problems in reaching the break-even point. The obligation to record working hours in accordance with the Working Hours Act (more on this later) also means an unexpected increase in bureaucratic work for restaurateurs , which reduces time for other operational tasks. Some businesses have had to shorten their opening hours in the past, which has led to a loss of sales.

In addition, many restaurants have difficulties in accurately recording working hours, for example when employees are always present five minutes before work begins for a clean handover, but this time is not recorded. Minimum wage 2024: These bureaucratic hurdles should be known to restaurateurs Whether out of ignorance or deliberate disregard, anyone who circumvents the statutory minimum wage requirements must expect considerable penalties and fines. In this context, the documentation requirement for employers is particularly important. Proper documentation of the working hours of all employees is mandatory under the Minimum Wage Act. These regulations for working time documentation are required by law: Working hours must be documented in writing – whether handwritten or digital. The records must contain precise information on the start and end times as well as the total duration of working time per working day. Break times are exempt from the documentation requirement. The employer is responsible for the accuracy of the information. In the case of violations of the minimum wage law, it does not matter whether these are done knowingly or unknowingly. Employers should keep working time documentation available at all times for possible customs controls and keep it for a minimum period of two years.