*** Reale Netto-Tariflohnverluste 2026/2027 im Öffentlichen Dienst der Länder *** Die Tarifvertragsparteien des öffentlichen Dienstes der Länder haben sich am Wochenende auf einen neuen Tarifabschluss geeinigt. Für die ersten fünf Monate wurde eine „Nullrunde“ vereinbart. Die erste Tariflohnerhöhung von 2,8%, mindestens jedoch 100 Euro pro Monat, erfolgt ab April 2026. Elf Monate später, im März 2027, folgt die nächste Anhebung um 2,0%. Zum Ende der vereinbarten Laufzeit im Januar 2028 werden die regulären Tabellenentgelte nochmals um 1,0% erhöht. Die Tariflohnzuwächse dürften damit leicht über den erwarteten Preissteigerungen liegen. Die derzeit absehbaren zusätzlichen Belastungen durch weiter steigende Sozialabgaben und höhere Lohnsteuern können dadurch jedoch nicht vollständig ausgeglichen werden.

*** Steigende Sozialabgaben und Inflation fressen Gehaltsplus der Beschäftigten bei Bund und Kommunen auf *** Die Tarifvertragsparteien des Öffentlichen Dienstes von Bund und Kommunen haben sich am vergangenen Wochenende auf einen neuen Tariflohnabschluss mit einer Laufzeit von 27 Monaten geeinigt: Demnach steigen im April 2025 die Löhne um 3,0%, jedoch mindestens um 110 Euro je Monat. Im Mai 2026 gibt es dann nochmals eine Tariflohnerhöhung um 2,8% sowie eine Erhöhung der Jahressonderzahlung und ab 2027 einen zusätzlichen Urlaubstag.

This article examines how collective bargaining through unions and workplace codetermination through works councils relate to labor market imperfections and how labor market imperfections relate to employer wage premia. Based on representative German plant data for the years 1999-2016, the authors document that 70% of employers pay wages below the marginal revenue product of labor and 30% pay wages above that level. Findings further show that the prevalence of wage markdowns is significantly smaller when organized labor is present, and that the ratio of wages to the marginal revenue product of labor is significantly larger. Finally, the authors document a close link between labor market imperfections and mean employer wage premia, that is, wage differences between employers corrected for worker sorting.

Abstract In Germany, employers used to pay union members and non-members in a plant the same union wage in order to prevent workers from joining unions. Using recent administrative data, we investigate which workers in firms covered by collective bargaining agreements still individually benefit from these union agreements, which workers are not covered anymore and what this means for their wages. We show that about 9 per cent of workers in plants with collective agreements do not enjoy individual coverage (and thus the union wage) anymore. Econometric analyses with unconditional quantile regressions and firm-fixed-effects estimations demonstrate that not being individually covered by a collective agreement has serious wage implications for most workers. Low-wage non-union workers and those at low hierarchy levels particularly suffer since employers abstain from extending union wages to them in order to pay lower wages. This jeopardizes unions' goal of protecting all disadvantaged workers.

We give an overview of the "German model" of industrial relations. We organize our review by focusing on the two pillars of the model: sectoral collective bargaining and firm-level codetermination. Relative to the United States, Germany outsources collective bargaining to the sectoral level, resulting in higher coverage and the avoidance of firm-level distributional conflict. Relative to other European countries, Germany makes it easy for employers to avoid coverage or use flexibility provisions to deviate downwards from collective agreements. The greater flexibility of the German system may reduce unemployment, but may also erode bargaining coverage and increase inequality. Meanwhile, firm-level codetermination through worker board representation and works councils creates cooperative dialogue between employers and workers. Board representation has few direct impacts owing to worker representatives' minority vote share, but works councils, which hold a range of substantive powers, may be more impactful. Overall, the German model highlights tensions between efficiency-enhancing flexibility and equity-enhancing collective action. 

This paper examines how collective bargaining through unions and workplace co-determination through works councils relate to labour market imperfections and how labour market imperfections relate to employer wage premia. Based on representative German plant data for the years 1999–2016, we document that 70% of employers pay wages below the marginal revenue product of labour and 30% pay wages above. We further find that the prevalence of wage mark-downs is significantly smaller when organised labour is present and that the ratio of wages to the marginal revenue product of labour is significantly bigger. Finally, we document a close link between labour market imperfections and mean employer wage premia, that is wage differences between employers corrected for worker sorting.