A piggy bank hung with a colorful string of lights
Finance & Law
27.10.2025 Sabrina Ludwig 19061

How to protect your Christmas bonus from garnishment!

If you have financial problems and debts and have already had your wages or salary garnished, you can still look forward to receiving your employer's Christmas bonus. This is because the Christmas bonus is protected from garnishment up to 780 euros.
 

In summary: Protect your Christmas bonus from garnishment

Christmas bonus has been protected against garnishment up to 780 euros since July 2025. Employers pay out the protected amount automatically.

In the case of account seizures, the seizure protection on the P-account must be increased by application. Special payments at the end of the year are also protected if they are paid between November and January.

How high is the garnishment protection for Christmas bonuses?

The regulations are clear: Christmas bonuses are unattachable up to half of the monthly allowance in accordance with section 850c (1) no. 3 ZPO in conjunction with section 850c (4) no. 1 ZPO. Since July 1, 2025, this amount has been a maximum of EUR 780 (section 850c (1) no. 3 ZPO in conjunction with section 850c (4) no. 1 ZPO).

Note tax deductions for Christmas bonuses

You must bear this in mind: Taxes and social security contributions are deducted from the 780 euros.

Automatic payout and garnishment protection - what employers need to do

The employer must determine how much of the Christmas bonus is non-garnishable and transfer it to the employee with the salary. This happens automatically and the employee does not need to worry about anything.

If this does not happen automatically, the person concerned must initiate a clarifying discussion with their employer.

Do you have an account seizure? Then do so:

However, if you have an account attachment, you should urgently increase the amount that cannot be attached to the attachment protection account (P account) by the amount of the Christmas bonus.

Just because you have a P-account does not mean that the garnishment-free Christmas bonus is protected.

"This is because the protected basic amount and other already certified allowances will generally not be enough to secure the extra Christmas bonus," the consumer advice center points out on its website.

For this purpose, the debtor must file a corresponding application with the enforcement court of the place of residence, which is a division of the local court.

Sample letter: Additional release of the Christmas bonus for a P-account

A sample letter (additional release of the Christmas bonus for a P-account) can be easily downloaded from the consumer advice center:

Sample letter: Additional release of the Christmas bonus

When does garnishment protection also apply to special payments?

Important: The special remuneration paid out at the end of the year does not necessarily have to be called Christmas bonus or Christmas gratuity in order to receive the additional attachment protection. It is sufficient if the payment is made in connection with Christmas - i.e. between mid-November and mid-January of the following year.

Tips for those affected - act quickly!

Those affected should take action quickly, as the Christmas bonus is usually paid out with the November salary.

Help and contacts:in

If you have any questions or need assistance, affected employees whose company is a customer of pme Familienservice are welcome to contact the

pme income and budget counseling team
Angelika Heede
(specialist advisor)

Sources:

Consumer advice center

zero Violence at home: what employers can do

Woman who experiences violence at home in a counseling interview
Psyche
09.12.2022 Josephin Hartmann 18801

Violence at home: How employers can help

For those who experience domestic violence, the workplace often becomes a protected space. Managers can support victims: with understanding, a willingness to talk and the provision of help.   

It is often underestimated: When employees call in sick to work, the reason may be that they have been subjected to psychological, physical or sexual violence at home. Companies can provide support in this delicate situation. However, it is important to handle the situation sensitively and offer the right support.

pme life situation coach Jutta Dreyer gives tips on how you as an employer and manager can support affected employees.

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Domestic violence: tips on how managers can support affected employees 

1. watch out for signs: Withdrawal, depressed, anxious  

Domestic violence is not a private matter, it concerns us all. Most managers share this view. Pme life situation coach Jutta Dreyer often sees managers calling her because they are worried about their employees. When they use our advice, they already have the impression that the situation at home is very difficult and that violence could be involved.  

It is often difficult to recognize whether employees are affected by domestic violence, as it is a shameful topic. Those affected try to hide it for as long as possible. They are ashamed and often feel guilty for their situation.  

Therefore, managers can only look out for small signs that violence is taking place at home.  

Signs can be: 

  • Withdrawal: Person withdraws, no longer or less and less participates in team meetings, talks less and less about home. 
  • Person appears depressed or anxious. 

2. offer help: Make contact with help centers 

Jutta Dreyer is familiar with the situation where managers call and need immediate help, for example when an affected employee is sitting next to them and is very afraid to go home.

"This call is the first right step that managers can take. It paves the way for them to contact us, as the people concerned would not pick up the phone themselves. Once contact has been made, we take over the conversation to build trust."

Jutta Dreyer, life situation coach, pme Assistance


However, managers may also call in acute situations because the violent family member is already at the door to collect the person concerned from work. In such cases, a manager should call the police so that the employee is not put at risk. 

3. communicate offers of help within the company 

If a conversation is held with affected employees and the person opens up, it is important what the manager radiates. It is about signaling understanding for the fact that the person concerned has found themselves in such a situation and that it is not something to be ashamed of.  

However, this applies to all problems - be it addiction or mental illness. A manager can provide support by offering help services such as the pme intranet Familienservice . Putting up posters with emergency numbers for people who experience violence at home can also help.  

In this way, employers send a signal of understanding to their employees. At the same time, the inhibition threshold for seeking support is not so high.  

4 Gently seek a conversation 

Managers can also actively seek the conversation. However, caution is advised here. Anyone offering to talk should not open the door directly. Direct statements such as "Are you experiencing violence at home?" can overwhelm the other person.  

It is better to approach the topic carefully. Gentle questions such as "Could it be that it is difficult at home?" or "Could it be that you are being put under pressure at home?" make it easier for those affected to talk openly about it.  

Jutta Dreyer encourages:

"It is important for managers not to give up straight away if they are rejected. The person concerned could initially reply that everything is fine. The manager can stay on the ball and signal a willingness to talk at any time."

Q&A for managers: important questions and answers in brief 

As a manager, is it your job to prevent domestic violence?  

Quite clearly: no. But the employees concerned can be supported with appropriate offers - always provided that the person wants this!

Be aware of how shameful this topic is and that it is rarely communicated in the workplace. Try to develop an understanding for some difficult life situations. Convey the attitude that the person concerned is not to blame for the violence against them.  

How can you provide support?  

Offer the employee a quiet room (e.g. your office) where he/she can call the pme hotline Familienservice without being disturbed. Encourage them to do so, but do not exert any pressure.

You can also offer to call the employee together. This can be very helpful if he/she is not confident enough to make the call alone or may have language problems.  

How intensively should you provide support?  

The most important thing is to support and encourage the employee to contact a counselor, such as the pme Familienservice - but don't turn yourself into a grievance box!

What can you do as a manager if there is an acute threat situation on site (in your unit)?  

In the event of acute threats, call the police: 110. If, for example, an employee is afraid to go home because he/she is afraid of violence, you can call the pme Familienservice as a customer.  

IMPORTANT TO KNOW: Violence Protection Act  

Victims of domestic violence have the right to apply for court protection orders so that they are protected from further attacks by the perpetrator. The same applies to victims of stalking.

More information under: Violence Protection Act

Further help and links:

www.big-koordinierung.de

weisser-ring.de/haeuslichegewalt

www.hilfetelefon.de/gewalt-gegen-frauen/haeusliche-gewalt.html