A full-time TV-L E13 postdoc earns €4,759.37–€6,764.69 gross per month during April 2026–February 2027, depending on the experience stage. Your individual offer may follow TVöD, TV-H or a fellowship arrangement instead. Use the tables and offer-comparison worksheet below before accepting a position.
Verified TV-L base rates for 1 April 2026–28 February 2027; later increases and employer-specific agreements are shown below. These figures are not net pay.
How much is the postdoc salary in Germany?
For a 100% appointment under the general German state-university agreement TV-L E13, gross monthly basic pay in November 2026 ranges from €4,759.37 in Stufe 1 to €6,764.69 in Stufe 6. A researcher at Stufe 3 receives €5,366.89. The rate increases from March 2027 under the announced collective agreement.
TV-L applies to many state universities outside Hesse; TV-H is a separate agreement used in Hesse; and some publicly funded non-university institutes use arrangements aligned with TVöD Bund. A stipend is not automatically an employment salary. Annual basic pay also differs from total remuneration where an annual special payment or allowances apply.
Salary figures: [1] TV-L pay tables. See the employer comparison and downloadable comparison worksheet for practical examples.
TV-L E13 salary table: April 2026 to February 2027
The following amounts are the published gross monthly base salaries for 100% appointments. Experience stages are part of the E13 pay group; they are not separate academic ranks.
| Experience stage | Gross salary per month |
|---|---|
| Stufe 1 | €4,759.37 |
| Stufe 2 | €5,106.09 |
| Stufe 3 | €5,366.89 |
| Stufe 4 | €5,873.56 |
| Stufe 5 | €6,573.97 |
| Stufe 6 | €6,764.69 |
Source: TV-L, general pay table (Anlage B), applicable 1 April 2026–28 February 2027 for E13. The source publishes separate January–February 2027 tables because of a change affecting E1; E13 amounts remain unchanged during those two months.
Official basis: [1] TV-L rates and effective dates. Rates in the table are monthly, full-time and before tax.
Does every new postdoc start at Stufe 1?
No. Under TV-L §16, the initial stage depends partly on relevant previous professional experience. The rules distinguish experience with the same employer from experience gained elsewhere. Relevant experience of at least one year with another employer can support entry at Stufe 2, while at least three years of relevant experience may qualify for Stufe 3 under the standard rule. Further provisions allow employers to recognise prior stages or other useful experience in specified circumstances.
Do not assume that a completed PhD automatically places you in Stufe 3 or that all doctoral employment counts without review. Ask the human-resources office for a written assessment of Stufenzuordnung and provide previous contracts, employment certificates and evidence of relevant responsibilities.
TV-L also includes continuity rules for previous employment with the same employer. For scientists in E13 and above, the interruption permitted by the relevant protocol declaration can extend to twelve months. These rules do not automatically preserve a previous stage in every new appointment. A move between employers may involve a separate assessment.
How to request recognition of previous research employment
Before signing the offer, provide dated contracts or employer certificates, the actual hours and pay group, and a short description of the duties performed. Ask HR to confirm the proposed Stufenzuordnung and the experience periods counted. A research assistantship, doctoral employment contract and unpaid fellowship are not necessarily treated identically. If HR assigns a lower stage than expected, ask which parts of TV-L §16 and the institution’s recruitment rules were applied.
For staff progressing through the same pay group with the same employer, the standard stage periods are one year in Stufe 1, two years in Stufe 2, three in Stufe 3, four in Stufe 4 and five in Stufe 5. Progression can be subject to the agreement’s detailed rules.
What changes in March 2027?
Under the 2026 TV-L pay settlement, general table salaries rose by 2.8% from April 2026, subject to a minimum monthly increase of €100. A further 2.0% increase takes effect on 1 March 2027, followed by another scheduled 1.0% increase on 1 January 2028. The March 2027 figures below are therefore higher than the pay currently applicable in November 2026.
| Experience stage | Gross/month from 1 March 2027 |
|---|---|
| Stufe 1 | €4,854.56 |
| Stufe 2 | €5,208.21 |
| Stufe 3 | €5,474.23 |
| Stufe 4 | €5,991.03 |
| Stufe 5 | €6,705.45 |
| Stufe 6 | €6,899.98 |
These published values apply to the general TV-L table from 1 March to 31 December 2027. An individual salary can also change if an employee moves to a different experience stage or changes working hours.
The 1 March 2027 increase follows the negotiated TV-L table. Confirm the period with [1].
Annual salary example for 2027: why the effective date matters
For a researcher who remains in TV-L E13 Stufe 3 at 100% throughout calendar year 2027, the basic gross salary would change during the year. January and February use €5,366.89 a month; March through December use €5,474.23. If the appointment continues without interruption and the stage and working hours do not change, the annual base is calculated as follows:
| 2027 pay period | Illustrative gross basic pay |
|---|---|
| January–February (2 × €5,366.89) | €10,733.78 |
| March–December (10 × €5,474.23) | €54,742.30 |
| 2027 annual base | €65,476.08 |
This is a calculation of contractual basic gross salary, not net income. It excludes the annual special payment, allowances, changes in stage, part-time periods and unpaid absence. Multiplying the March 2027 rate by twelve would overstate this particular full-year example.
TV-L, TVöD Bund and TV-H: compare actual postdoc offers
German university salaries are not governed by one national table. Many state universities use TV-L; Hesse uses TV-H for covered state employees; and the Max Planck Society generally applies conditions aligned with TVöD Bund for its employed postdocs. The comparison below uses E13, Stufe 3, 100% working time under each agreement as an illustration—not as a claim that all three employers must assign the same experience stage.
| Employer salary framework and validity | E13 Stufe 3 gross per month |
|---|---|
| TV-L — 1 Apr 2026 to 28 Feb 2027 | €5,366.89 |
| TVöD Bund — from 1 May 2026 (published 2026–27 table) | €5,709.87 |
| TV-H — 1 Jul 2026 to 30 Sep 2027 | €5,443.76 |
At these stated rates, the TVöD Bund figure is €342.98 above TV-L E13 Stufe 3 per month, while TV-H is €76.87 above TV-L. Those are differences between basic table values, not proof that one employer offers the better overall contract. Working hours, annual special payments, occupational pension rules, assigned stage and the period of the offer can affect the comparison.
Hesse’s TV-H E13 table also distinguishes starting stages Stufe 1a (€4,829.46) and Stufe 1b (€5,003.68) for the July 2026–September 2027 period. They should not be conflated with the single TV-L Stufe 1 amount. A separate TV-H increase is scheduled for October 2027; the March 2027 TV-L increase does not automatically apply in Hesse.
Comparison sources: [1] TV-L, [3] TVöD Bund and [4] TV-H. Rates apply to different dates and should not be treated as contemporaneous annual packages.
Why Max Planck figures may differ from a university advert
Max Planck describes its employees’ terms as closely following TVöD and states that employed postdocs are generally classified at E13, with stage placement depending on recognised experience. A specific institute can still have exceptions or fellowship arrangements. Check the particular vacancy and ask whether you will receive an Arbeitsvertrag (employment contract) or a stipend. Salary, paid leave and social insurance rights can differ between those arrangements.
Institutional context: [5] Max Planck employment conditions.
TV-L E13 versus E14: is a senior postdoc paid more?
E13 and E14 are different pay groups, not interchangeable labels for new and experienced postdocs. The relevant classification depends on the assigned duties and the applicable job-evaluation rules. A researcher does not move from E13 to E14 merely by completing a certain number of postdoctoral years.
| TV-L full-time group and stage (Apr 2026–Feb 2027) | Gross per month |
|---|---|
| E13, Stufe 1 | €4,759.37 |
| E14, Stufe 1 | €5,143.59 |
| E13, Stufe 3 | €5,366.89 |
| E14, Stufe 3 | €5,821.41 |
At Stufe 3, the E14 table value is €454.52 higher per month than E13 for this period. An E14 offer still needs its own stage assignment and contract review. Compare the duties and formal classification as well as the amount.
What do 100%, 75%, 65% and 50% postdoc contracts mean?
The percentage is the fraction of a full-time appointment, not a separate salary grade. A position advertised as “TV-L E13, 75%” pays a proportion of the full-time E13 salary at the assigned stage.
For example, the full-time E13 Stufe 3 base salary for April 2026–February 2027 is €5,366.89 gross monthly:
| Appointment percentage | Illustrative gross monthly base pay |
|---|---|
| 100% | €5,366.89 |
| 75% | About €4,025.17 |
| 65% | About €3,488.48 |
| 50% | About €2,683.45 |
Illustrations calculated from the full-time table rate multiplied by the working-time percentage, rounded to cents. Payroll rounding and other pay components can affect the exact payslip.
A 65% contract does not automatically mean that the institution expects full-time work for 65% of the pay. Ask for the actual weekly working hours, teaching and laboratory commitments, expectations for fieldwork or travel, and the institution’s procedures for recording working time.
Compare two German postdoc salary offers
Compare the published full-time salary for your agreement and experience stage, then apply the working-time percentage. The optional calculator below uses official rate tables and gives gross basic pay only; it does not estimate tax, benefits, annual special payments or future stage increases.
The results depend on the salary table’s validity period. Comparing monthly amounts from different periods does not compare the same twelve-month period. Confirm the agreement and stage with the employer. The calculator works in browsers where JavaScript is enabled.
Download the free salary-offer comparison worksheet (.xlsx)
TV-L E13 and E14, TVöD Bund E13, TV-H E13, working-time percentage, annualised basic gross salary and contract duration.
A verified net-pay estimate, employer-specific benefits, housing costs, relevant experience and the legal basis of the contract. No personal salary or visa eligibility is guaranteed.
Official base figures: [1] TV-L, [3] TVöD Bund and [4] TV-H. Formula: full-time monthly gross × contractual working-time fraction. This original worksheet is prepared for CareerAidHub readers and is not an official government calculator.
Gross salary versus take-home pay: what actually reaches your bank account?
German salary tables show Brutto (gross pay), not Netto (take-home pay). The employer’s payroll calculation may deduct wage tax, health insurance, long-term care insurance, pension contributions and unemployment insurance, depending on the employee’s circumstances. Church tax may apply where relevant. Employer-side contributions are separate from the employee’s deductions.
For an E13 Stufe 3 employee working full-time under TV-L in November 2026, the published base is €5,366.89 gross per month. That figure is a dependable starting input, but giving one net amount without the person’s tax and insurance details would be misleading.
| Input to confirm | Why it changes the result |
|---|---|
| Salary table, Stufe and contract fraction | Sets the gross salary used in payroll. |
| Tax category and household circumstances | Influence German monthly wage-tax withholding. |
| Health insurer and insurance status | Determine applicable health-insurance contributions. |
| Long-term care status, children and other deductions | Can change social contributions and the amount paid out. |
| Location and housing costs | Do not change the published TV-L grade but affect disposable income after living expenses. |
For a simple gross-pay comparison, E13 Stufe 3 at 75% yields around €4,025.17 gross per month, compared with €5,366.89 at 100%. The net amounts will not necessarily be reduced by exactly 25%, because income tax and applicable contribution rules are not all proportional. Where accuracy matters, ask the university payroll office for a personalised sample payslip before accepting the offer.
Use the offer comparator to examine employer pay agreements side by side. For personal net pay, obtain a payslip estimate from HR; [8] Germany’s wage-tax calculator does not include a full social-insurance computation.
Why a DFG postdoc budget is not the postdoc’s salary
Applicants sometimes see a research proposal budgeting figure and assume it is the researcher’s annual pay. In its published 2026 personnel rates, the German Research Foundation (DFG) lists €88,200 per year (€7,350 per month) for the postdoctoral researcher or comparable personnel-cost category.
DFG explicitly says this is a standard employer-cost rate for grant budgeting. It includes employer social security and other cost components, including the annual special payment; it is not intended for calculating an individual employee’s remuneration. The employing institution determines the pay group and stage under the applicable employment arrangements. A grant funded at this budget rate does not entitle an individual postdoc to €7,350 gross salary per month.
DFG source: [7] Personnel Rates for 2026. DFG budgets are not employee salary offers.
Annual special payment, leave and pension
Annual special payment
TV-L includes an annual special payment, known as Jahressonderzahlung, subject to eligibility and calculation rules. Under §20 TV-L, the specified percentage for E12 and E13 is 46.47% of the relevant assessment base. The assessment generally uses remuneration from July through September; service and eligibility conditions can alter the amount. It is not the same as receiving another full month’s salary.
Paid annual leave
For staff covered by the standard TV-L holiday provision, annual leave is 30 working days where the regular working week is distributed across five days. Different working patterns and appointments covering only part of the year require the relevant rules to be applied.
Insurance and retirement provision
Employees subject to social insurance usually participate in the statutory insurance system. Some public-sector research employers also provide occupational pension benefits, such as VBL, under the applicable arrangements. Eligibility, employee contributions and waiting periods should be confirmed with HR, particularly for fixed-term international appointments.
Other matters worth checking include sick-pay provisions, parental leave, professional development support, conference travel funding, relocation assistance and flexible working arrangements. Do not assume that every listed benefit is automatically included in every postdoctoral contract.
Fixed-term research contracts and the WissZeitVG reform
Many German postdoctoral roles have a defined end date. Employers may rely on the Wissenschaftszeitvertragsgesetz (WissZeitVG, Academic Fixed-Term Contract Act) or another lawful basis for a time-limited contract. The legal basis affects how the contract is assessed; it cannot be inferred from the phrase “funded postdoc”.
What changed in the German parliament in November 2026?
On 12 November 2026, the German Bundestag adopted a reform bill on scientific fixed-term employment, in the version amended by the research committee. The adopted reform provides for minimum durations for certain first qualification-related fixed-term contracts—three years before the doctorate and two years after it—and requires qualifying fixed-term contracts to identify the intended scientific or artistic qualification. Other changes address family-related circumstances and third-party-funded employment.
Questions to ask before signing
- Legal basis and duration: What is the Befristungsgrund for the fixed term, and what are the exact contract dates?
- Qualification objective: If the position is qualification-related, what objective is stated in the contract and what time is provided for achieving it?
- Renewal: Is a renewal legally and financially possible, and who will decide?
- Pay classification: Which collective agreement, group, stage and working-time fraction apply?
- Funded tasks: How much time is allocated to research, teaching, project administration or other duties?
- Leave and mobility: How are annual leave, parental leave, sick leave and international research travel handled?
Ask for the complete written employment conditions, not only the PI’s email describing the project. Project funding security and the legal validity of an employment term are different questions.
Legislative record: [6] German Bundestag, 12 November 2026. The effective law must be verified separately.
Information for international postdoctoral applicants
Researchers moving to Germany should separate two issues: whether they qualify academically for the post and whether they have the appropriate permission to work or conduct research in Germany. A host institution may issue an employment contract or hosting agreement, depending on the appointment and residence route.
For eligible non-EU researchers, a research residence route under §18d of the German Residence Act may be available. An EU Blue Card or another work-residence route may also be appropriate in certain cases. Requirements depend on the research arrangement, nationality, qualifications and current immigration rules.
Before departure, ask the host institution’s international office about the applicable process and the documents needed for the chosen residence route. Plan for temporary accommodation, registration procedures, health insurance, a local bank account and the gap between arrival costs and the first salary payment.
When comparing salaries across countries, compare the full package rather than converting gross pay into your home currency. Contract duration, benefits, dependent-family arrangements, housing costs, postdoctoral independence and future career prospects can matter more than a small difference in headline pay.
Frequently asked questions
Is €5,000 per month a typical postdoc salary in Germany?
It falls within the published full-time TV-L E13 scale for 2026–27, but there is no single salary for all postdocs. The employer, pay grade, experience stage and appointment percentage determine the amount.
What is the difference between E13 and Stufe 3?
E13 is the pay group. Stufe 3 is an experience stage within that group. Both are needed to identify the table rate.
Does PhD experience count towards TV-L salary stages?
Potentially, but it is not automatic. HR must assess relevant previous employment and the applicable rules. Provide documentation of previous paid research duties.
What salary does a 75% E13 Stufe 3 contract pay?
Using the published April 2026–February 2027 full-time base, 75% is approximately €4,025.17 gross monthly, before taxes and contributions.
Will E13 salaries increase in 2027?
Yes. The published TV-L tables show a 2.0% increase from 1 March 2027, with E13 Stufe 1 rising to €4,854.56 gross monthly and Stufe 3 to €5,474.23.
How much is TV-L E13 Stufe 3 over the whole of 2027?
Assuming a continuous 100% appointment at the same stage, basic gross pay is €65,476.08: two months at €5,366.89 and ten months at €5,474.23. Any annual special payment, allowances or stage progression are additional considerations.
What is the difference between TV-L E13 and TV-H E13?
TV-H is Hesse’s separate agreement with its own rates and increase dates. Its E13 Stufe 3 basic gross rate is €5,443.76 from July 2026 through September 2027, compared with €5,366.89 under the applicable TV-L table for April 2026–February 2027.
Does a Max Planck postdoc receive TV-L E13?
Usually not under TV-L. Max Planck says its postdoctoral employment generally follows TVöD, with E13 common for employed postdocs. The published TVöD Bund E13 Stufe 3 monthly gross table rate from May 2026 is €5,709.87, but the individual contract and recognised stage control the offer.
Are German postdoctoral fellowships taxed the same as salaries?
Not necessarily. A genuine fellowship stipend and an employment salary can have different tax and social-insurance treatment. Read the award conditions and seek qualified advice for your circumstances.
Is a German postdoctoral position permanent?
Many are fixed-term, but the duration and legal basis differ. Check the actual contract and discuss renewal expectations with the employer.
What should you do before signing a German postdoc offer?
Ask HR for a written statement of the Tarifvertrag, Entgeltgruppe, Stufe and Arbeitszeitanteil. If the research is funded by a fellowship, confirm whether it creates an employment relationship. Clarify the expiry date, any qualification objective, the principal duties and the availability of research and travel funds.
E13/E14, stage, fraction and applicable table date.
Start/end date, funding, legal basis and expectations.
Individual payroll estimate, insurance, rent and living expenses.
Teaching, supervision, leave, pension, travel and mobility support.
For openings, use CareerAidHub’s postdoctoral fellowship directory. For German employer-specific context, see the Max Planck postdoc guide. These articles do not replace the employing institution’s official offer.
Official Sources and Application Links
Pay tables apply only during their specified dates. The sources below support the figures, collective-agreement rules, research employment guidance and immigration information. This is an employment-information article rather than a specific recruitment call, so there is no single application portal.
- Tarifgemeinschaft deutscher Länder (TdL): TV-L salary tables — E13/E14 basic pay, 2026 and 2027 effective dates.
- Bavaria’s official TV-L agreement text — §§16–17 (experience stages), §20 (annual special payment), §26 (leave), and applicable research-employment provisions.
- Sächsische Aufbaubank: TVöD Bund table from May 2026 — comparative E13 figures.
- Hesse Ministry of the Interior: official TV-H salary tables — E13 Stufe 1a/1b and later stages.
- Max Planck Society: collective employment conditions — TVöD-aligned appointments and benefits.
- German Bundestag: 12 November 2026 WissZeitVG reform decision — adopted bill and proposed changes; check separately for commencement and transitional rules.
- German Research Foundation (DFG): 2026 personnel cost rates — employer-cost grant budgets, not individual wages.
- Federal Ministry of Finance: wage-tax calculator — wage-tax estimates; not a full net salary calculator.
- Make it in Germany: research residence guidance — researcher visa and residence-permit requirements.
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