Salary & contract
Employment group / classification
Also: Classification · Employment group · Salary scheme
The assignment group assigns an activity to a level in the salary schedule of the collective agreement (Kollektivvertrag). The minimum salary under the collective agreement results from the assignment group and the number of years of experience – the actual activity is decisive, not the job title.
Key Points
- Depending on the collective agreement, the level may be called assignment, employment, or occupational group.
- Minimum salary = Assignment group combined with countable professional/previous service years.
- Classification is based on the actual activities performed, not the job title.
- An incorrectly low classification is a common reason for back payment claims.
- Previous service periods can be countable and increase the level within the group.
How does classification in the collective agreement work?
Each collective agreement contains a salary schedule with several assignment groups that grade activities based on demand and responsibility – from simple support tasks to managerial roles. Within each group, the minimum salary rises with years of experience (progression). Those who know their group and countable years can determine the exact statutory minimum.
- Assignment group: consolidates activities with similar qualifications and responsibilities.
- Salary level: increases within the group with the number of professional years.
- Previous service years: relevant past activities may be countable.
Why does activity count and not the job title?
For classification, what someone actually does is decisive, not what the job is called. Those predominantly performing more demanding tasks of a higher group should be classified there – regardless of a modest-sounding title. Therefore, a formally correct title may still conceal an incorrect, too low classification.
Incorrectly classified
A person independently manages projects but is classified in the group for clerical work – the minimum salary is too low.
Correctly classified
Classification follows the predominantly performed, more responsible activity – the minimum under the collective agreement fits the actual role.
How to check your classification?
Determine collective agreement
First, clarify which collective agreement applies to the company – this defines the appropriate salary schedule.
Match activities
Compare actual tasks with the assignment group definitions in the collective agreement.
Credit years
Review professional and countable previous service years to find the correct salary level within the group.
Seek advice if in doubt
The Chamber of Labor reviews classifications and payrolls. A corrected classification can lead to retroactive payments – the limitation periods of the respective collective agreement must be observed.
Frequently Asked Questions
- What happens with an incorrect classification?
- If a higher assignment group is subsequently determined, a claim for back payment to the correct collective agreement minimum usually arises – limited by the limitation periods of the collective agreement.
- Does my length of service or my tasks count for classification?
- Both. The assignment group depends on the activity, and the salary level within the group depends on the professional and countable previous service years.
Note: This entry provides an overview to the best of our knowledge (as of: July 2026) and does not replace legal advice. Binding information is provided by the Chamber of Labour and the relevant trade union.