Changing employers: report insurance correctly and avoid pitfalls
11.06.25
5
Minutes
Katrin Straub
Managing Director at nextsure
A new job brings many changes – including for your insurance policies. Find out which reporting obligations you have and how to adapt your cover optimally so you don’t get any nasty surprises.
The topic in brief and concise terms
When you change employer, you usually remain automatically insured in the GKV, but often have a 14-day special cancellation right.
The transfer of occupational pension provision (bAV) is often possible, but must be applied for within one year.
Private disability insurance policies usually do not need to be reported; for private health insurance, the annual earnings threshold is decisive.
Quick Facts: The most important information about insurance cover when changing jobs
A change of employer brings a number of administrative tasks with it, especially in the area of insurance. The good news is that many notification processes take place in the background between employers and social insurance providers. Nevertheless, it is important to know your own rights and obligations in order to be optimally covered. Here are the key points at a glance:
Membership in statutory health insurance (GKV) generally remains in place; the new employer will register you.
When changing employers, the GKV often starts a new commitment period of twelve or eighteen months.
Special right of cancellation for the GKV usually exists when changing employers within fourteen days of starting the new job.
Those with private insurance must observe income thresholds and inform the employer about their PKV.
Occupational pension provision (bAV) can often be transferred or continued privately; in this case, there is a one-year deadline for the application for transfer.
Private occupational disability insurance (BU) usually does not need to be actively reported unless it concerns special student tariffs.
If there is a gap between two jobs, GKV often provides continued entitlement to benefits for up to one month.
This overview is intended as a first point of orientation. The details of the individual types of insurance and specific situations are crucial for a smooth transition.
Statutory health insurance (GKV): making smart use of notifications and switching options
When changing employer, you do not need to notify your statutory health insurance fund yourself; your new employer will do this by registering you for social insurance. You only need to tell your new employer which health insurance fund you are insured with. A paper membership certificate has no longer been mandatory since 2021, as the notification is made electronically. It is important that you give your new employer the correct details of your health insurance fund; this is often done via an employee questionnaire. Although your membership remains in place, starting a new job often triggers a new commitment period of twelve months with your current fund. However, you do have an immediate right to choose: you can switch your health insurance fund within fourteen days of starting the new job, even if the previous commitment period has not yet expired. If you miss this deadline, you will remain with your existing fund. A switch is then only possible again once the new commitment period has expired, usually with a notice period of two months to the end of the month. One exception is the special right of termination if your fund increases the additional contribution. If you have a break between two jobs, as a compulsory insured person you are generally covered for up to one month under continued entitlement to benefits, without having to pay contributions. However, this does not apply if you are voluntarily insured or receive unemployment benefit. For optimal cover, especially during longer breaks, voluntary health insurance may be an option. Knowing these rules enables you to make financial savings and continue your insurance cover seamlessly.
Private health insurance (PKV): What you need to bear in mind when changing employer
For privately insured people, different rules apply when changing employer than for those with statutory insurance. Your PKV contract generally remains in place, as it is not directly tied to your employer. You must inform your new employer that you are privately insured and with which provider. They need this information for the employer contribution towards your premiums. The employer contribution amounts to fifty per cent of your PKV premium, but no more than the maximum amount they would also pay for someone with statutory insurance (2025: Euro 471.32 per month). The decisive factor in remaining in PKV is the annual earnings threshold (JAEG), which for 2025 is Euro 73,800 gross per year. If your new salary falls below this threshold, you will generally become subject to compulsory insurance under GKV again. However, you can be exempted from this within three months of becoming subject to compulsory insurance in order to remain in PKV. This decision should be carefully considered, as it is often binding. If there is a break between two jobs, PKV does not provide any automatic continued entitlement to benefits, as GKV does. Here, it is important to act to avoid a gap in insurance cover. Options include a contingent insurance policy or a suspension policy, especially during longer breaks. A cancellation of private health insurance should only be made after careful review and ensuring new insurance cover. A precise review of your contractual terms and forward planning are essential here.
Occupational disability insurance (BU): Ensuring continuous cover
A private occupational disability insurance policy is essential cover, and its continuity should also be guaranteed when you change employer. In most cases, you do not need to notify your BU insurer of a change in your occupation. The cover agreed when the contract was taken out for the occupation you were carrying out at the time, or for a later occupation specifically carried out, remains in place even if your field of work or the risk changes. A common exception is plans taken out during training or university studies. In such cases, a reporting obligation may apply when you first take up employment, sometimes within six months. Some insurers offer, if you move to a lower-risk occupation, the option of having the premium reviewed and, where appropriate, reduced, although this is often linked to a new risk assessment. The situation is different with company occupational disability insurance (bBU). This is often tied to the employer. If you change employer, taking it with you is not always guaranteed. Often the policy has to be continued privately, in which case the premiums are paid from net income and the BU pension may be fully taxable when benefits are paid. Clarify at an early stage with your new employer whether taking over the bBU is possible or what alternatives are available. A careful review of your policy terms, especially if cancelling the BU when changing employer, is advisable.
Company pension scheme (bAV): Know and make use of your options when changing jobs
Occupational pension provision (bAV) is an important building block for financial security in retirement. When changing employers, the question arises of what happens to the accumulated capital and acquired entitlements. In principle, you have several options, depending on the type of your bAV and the new employer’s rules. In many cases, you have a right to transfer (portability) your bAV if the commitment was made after 2005, it is a direct insurance policy, pension fund or pension scheme, and the transfer value does not exceed the contribution assessment ceiling (2025: EUR 96,600). The application for transfer must be submitted within one year of changing jobs. The following scenarios are possible:
The new employer takes over the existing contract and continues it unchanged.
The new employer transfers the accumulated capital into its own pension scheme.
You continue the contract privately with your own contributions (usually then without tax and social security advantages).
You leave the contract dormant; the capital continues to earn interest, but no further payments are made.
It is important to note that contributions from salary conversion are immediately vested. For employer-financed portions, vesting periods apply, which have been reduced since 2018 to three years of service and a minimum age of 21. Please note that additional benefits such as integrated occupational disability insurance are not always transferred as well. Clarify the details with your former and new employer at an early stage. Information on taking your bAV with you or what happens if the new employer does not take over the direct insurance policy is very helpful in this respect. A cancellation and payout of the bAV is only possible in very limited exceptional cases.
Other insurance: What to do in the event of accident and liability insurance
Besides major insurance areas such as health and pension provision, there are other policies that need to be reviewed when changing employer. Private liability insurance is generally not tied to the employer and continues unchanged. There is usually no need to report a change of job here, unless the change of profession leads to a significant change in the insured risk (e.g. taking up a sideline job with a higher liability risk). With accident insurance, a distinction must be made: private accident insurance is unaffected by a change of employer. A group accident insurance policy taken out through the employer or statutory accident insurance ends with the old employment relationship and begins with the new one. You are covered by the new employer for the journey to the new workplace and your work there. If there is a break of more than 31 days between two jobs, there may be a gap in statutory accident insurance if no special agreement insurance is taken out or no notification is made to the employment agency. [,,.] It is advisable to briefly review all existing contracts and adjust the insurance cover if necessary in order to avoid double insurance or gaps in coverage. A sample letter for changing the policyholder can be helpful if needed, as can general tips on writing letters to insurers.
The notification obligations and rules relating to insurance when changing employers are based on various statutory foundations. For statutory health insurance, the Fifth Book of the Social Code (SGB V) is particularly relevant. Section 19 of SGB V, for example, regulates the continued entitlement to benefits. The right to choose a health insurance fund and the binding periods are also enshrined in SGB V. Social security notifications, which also affect health insurance funds, are submitted via the Data Collection and Transmission Ordinance (DEÜV). [,-,.] For occupational pension provision, the Occupational Pensions Act (BetrAVG) is decisive, particularly Section 4 of the BetrAVG on portability. Recent rulings can clarify existing regulations or shed light on new aspects. For example, there are repeated decisions on the vesting of bAV entitlements or on the interpretation of BU clauses. Our expert tip: keep informed about changes in legislation and relevant court rulings, for example through specialist publications or newsletters from consumer advice centres. In complex cases, such as the transfer of a direct commitment within bAV, an actuarial calculation by an actuary may be necessary to ensure the correct transfer value. A thorough understanding of the legal framework protects you from disadvantages.
Checklist and recommendations for your smooth transition
Changing jobs requires attention to your insurance policies. A structured approach helps ensure nothing is overlooked. Here is a checklist with practical recommendations:
Statutory health insurance: Inform your new employer about your current health insurer. Check your special cancellation right (fourteen-day notice period after starting the job). Clarify cover during any gap between jobs (continuing entitlement to benefits for up to one month).
Private health insurance: Give your new employer your private health insurance details for the subsidy. Check your salary against the annual income threshold (73,800 euros in 2025). If necessary, cover gaps between jobs with a deferred policy (Anwartschaft) or a dormant policy (Ruhensversicherung).
Occupational disability insurance: Private disability insurance usually does not need to be reported. For employer-provided disability insurance, clarify take-over or continuation options.
Occupational pension provision: Clarify transfer options (portability) with your former and new employer (application deadline: one year). Check options such as continuing privately or placing it on hold.
Other insurance policies: Check private liability and accident insurance for up-to-dateness; occupational policies end/start with the job.
Observe deadlines: Note all relevant deadlines, especially for cancellations or applications (e.g. fourteen days for switching GKV, one year for bAV transfer).
Collect documents: Keep all relevant insurance documents ready.
Our expert tip: Speak to your new employer early about taking over contracts such as the bAV. Proactive communication can prevent many problems and helps you find the best solution for you. Careful planning secures your insurance cover and avoids unnecessary costs or gaps in cover.
Your next step towards optimal insurance cover
The change of employer is an opportunity to review and optimise your insurance situation. Many aspects need to be considered, from reporting obligations and notice periods to transferring pension contracts. An individual analysis of your situation is often essential in order to make the most of all benefits and avoid possible pitfalls. With the information presented here, you already have a good overview. Nevertheless, personal advice from experts can provide clarity and help you make the right decisions for your financial security. Take the opportunity to adapt your insurance policies to your new life situation. Request an individual risk analysis now: Have your insurance situation checked free of charge and receive concrete suggestions for optimisation.
More useful links
Techniker Krankenkasse provides detailed information on changing employers and the associated changes in health insurance.
The GDV (German Insurance Association) explains how occupational pension provision can be continued after changing employers.
The Pronova BKK provides a comprehensive guide to social insurance for businesses.
The AOK provides information on the options and process for switching health insurance providers.
The Verbraucherzentrale provides information on switching statutory health insurance more quickly.
The Deutsche Rentenversicherung explains the DEÜV reporting procedure for employers and tax advisers.
A press release from the Deutsche Rentenversicherung deals with exemption from compulsory pension insurance for members of professional pension schemes.
The Arbeitsagentur provides information and support on changing careers and further training.
FAQ
What deadlines do I need to observe when changing employer for my insurance policies?
Important deadlines include, for example, the 14-day deadline for changing health insurance provider when starting a new job and the one-year deadline for applying to transfer occupational pension provision. Please find out the specific details of your contracts.
Does the health insurance fund inform the new employer?
No, you inform your new employer about your health insurance provider. Your new employer then registers you with that health insurance provider. Communication between the new health insurer (when changing) and the employer then takes place electronically.
What if my salary with my new employer falls below the income threshold for private health insurance?
If your salary falls below the annual earnings threshold (2025: EUR 73,800), you will generally become liable for statutory health insurance again. However, you can have yourself exempted from this obligation within three months in order to remain in private health insurance.
Do I need to inform my private disability insurance provider if I change jobs?
As a rule, no. Your private occupational disability insurance usually remains in force, regardless of a change of occupation, unless there are special clauses (e.g. for pupil or student rates).
What happens to my occupational pension if the new employer does not take it over?
If your new employer does not take over your occupational pension scheme (bAV), you can often continue the policy privately (with contributions then paid from your net income) or leave it dormant. The capital you have built up remains yours once it has vested.
Am I covered by health insurance between two jobs?
People with statutory compulsory insurance often retain a continuing entitlement to benefits for up to one month. Privately insured people must actively seek a solution such as deferred cover or suspension insurance to avoid gaps.
