Changing Employers: Report Insurance Correctly and Avoid Pitfalls
11 Jun 2025
10
Minutes
Katrin Straub
CEO at nextsure
A new job brings many changes – also for your insurance. Find out what reporting obligations you have and how to optimally adjust your coverage to avoid any unpleasant surprises.
The topic in brief and concise terms
When you change employer, you usually remain automatically insured under the GKV, but you often have a 14-day special termination right.
The transfer of occupational pension schemes (bAV) is often possible, but must be applied for within one year.
Private disability insurance contracts generally do not need to be reported. For private health insurance, the annual income threshold is decisive.
Quick Facts: The most important information about insurance coverage when changing jobs
Changing employers involves a number of administrative tasks, especially in the area of insurance. The good news is that many reporting processes take place in the background between employers and social insurance bodies. Nevertheless, it is important to know your rights and obligations in order to be optimally insured. Here are the key points at a glance:
Membership in the statutory health insurance (SHI) generally remains intact; the new employer registers you.
When changing employers, a new commitment period of twelve or eighteen months often begins for the SHI.
An extraordinary termination right for the SHI usually exists within fourteen days after starting a new job.
Privately insured individuals must observe income limits and inform the employer about their private health insurance (PHI).
Occupational pension schemes (OPS) can often be transferred or privately continued; a one-year deadline applies for the transfer application.
A private disability insurance (DI) generally does not need to be actively reported unless it involves special student tariffs.
In the event of a gap between two jobs, there is often a subsequent entitlement to benefits from the SHI for up to one month.
This overview serves as a first point of reference. The details of the various types of insurance and specific situations are crucial for a smooth transition.
Statutory Health Insurance (GKV): Cleverly utilise reporting and switching options
When changing employers, you do not need to inform your statutory health insurance provider yourself; this is done by your new employer through registration for social security. You simply inform your new employer which health insurance provider you are insured with. A membership certificate in paper form is no longer mandatory since 2021, as the registration is done electronically. It is important that you provide your new employer with the correct details of your health insurance, often done via a personal questionnaire. Although the membership remains, a new commitment period of twelve months often begins with the new job at your current fund. However, there is an immediate right to choose: You can change your health insurance within fourteen days after starting the new job, even if the previous commitment period has not yet expired. If you miss this deadline, you will remain with your current insurance. A change is then only regularly possible after the new commitment period has expired, usually with a notice period of two months to the end of the month. An exception is the special termination right in the event of an increase in the additional contribution by your fund. During a break between two jobs, you are usually covered as a compulsory insured person for up to one month through the continued entitlement to benefits without having to pay contributions. However, this does not apply if you are voluntarily insured or receiving unemployment benefit. For optimal coverage, especially during longer breaks, a voluntary health insurance may be an option. Knowing these regulations allows you to take advantage of financial benefits and continue your insurance coverage seamlessly.
Private Health Insurance (PKV): What to consider when changing employers
For privately insured individuals, different rules apply when changing employers compared to those who are legally insured. Your private health insurance contract generally remains in force, as it is not directly tied to the employer. You must inform your new employer that you are privately insured and with which company. This information is needed for the employer’s contribution to your premiums. The employer’s contribution amounts to fifty percent of your private health insurance premium, but is limited to the maximum amount he would pay for someone who is legally insured (2025: 471.32 euros per month). The decisive factor for remaining in private health insurance is the annual income threshold (JAEG), which for 2025 is 73,800 euros gross per year. If your new salary falls below this threshold, you are generally obliged to be insured again in the statutory health insurance (GKV). However, you can apply for exemption from this obligation within three months of becoming subject to compulsory insurance in order to stay in private health insurance. This decision should be well thought out, as it is often binding. In the event of an interruption between two jobs, there is no automatic subsequent entitlement to benefits in private health insurance as there is in statutory health insurance. It is important to act proactively here to avoid a gap in coverage. Options include a holding insurance or a dormancy insurance, especially for longer breaks. Termination of private health insurance should only be done after careful consideration and ensuring new insurance coverage. A precise review of your contract conditions and forward planning are essential here.
Disability insurance (BU): Ensuring continuity of protection
A private occupational disability insurance is an essential protection, whose continuity should also be ensured when changing employers. In most cases, you do not need to report a change in your occupational activity to your disability insurance provider. The protection that was agreed upon at the start of the contract or for a later specifically practiced profession remains in place, even if your field of work or risk changes. Exceptions often include policies taken out during training or studies. In such cases, there may be a duty to report when first starting a professional activity, sometimes within six months. Some insurers offer the opportunity to have the premium reviewed and possibly reduced when switching to a profession with lower risk, although this is often associated with a renewed risk assessment. It is different with a company occupational disability insurance (cODI). This is often linked to the employer. When changing employers, portability is not always guaranteed. Often, the policy needs to be continued privately, with the contributions then having to be paid from net income, and the disability pension may be fully taxable in the event of a claim. Clarify early with your new employer whether a transfer of the cODI is possible or what alternatives exist. A careful review of your policy conditions, especially when terminating the disability insurance upon changing employers, is advisable.
Company Pension Scheme (bAV): Know and Utilize Your Options When Changing Jobs
Occupational pension schemes (bAV) are an important component for financial security in retirement. When changing employers, the question arises of what happens to the accumulated capital and acquired entitlements. Basically, you have several options, depending on the type of your bAV and the regulations of the new employer. In many cases, you have the right to transfer (portability) your bAV if the commitment was made after 2005, it is a direct insurance, pension fund, or pension scheme, and the transfer value does not exceed the contribution assessment ceiling (2025: 96,600 euros). The application for transfer must be submitted within one year after the job change. 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 their own pension system.
You continue the contract privately with your own contributions (usually without tax and social security benefits).
You put the contract on hold; the capital continues to earn interest, but no new contributions are made.
It is important that contributions from salary conversion are immediately vested. Employer-financed portions are subject to vesting periods, which have been shortened to three years of service and a minimum age of 21 years since 2018. Note that additional benefits, such as an integrated disability insurance, are not always transferable. Clarify the details early with your old and new employer. Information on taking your bAV with you or what happens if the new employer does not take over the direct insurance is very helpful in this regard. A termination and payout of the bAV is only possible in very limited exceptional cases.
Additional Insurance: What to do with Accident and Liability Insurance
Alongside the major insurance components like health and pension benefits, there are other policies that require examination when changing employers. The private liability insurance is generally not tied to the employer and continues unchanged. Reporting a job change is usually not necessary here, unless the career change results in a significant alteration of the insured risk (e.g., taking on a part-time activity with a higher liability risk). It is important to distinguish with accident insurance: A private accident insurance remains unaffected by the change of employer. A group accident insurance concluded through the employer or statutory accident insurance ends with the old employment relationship and begins with the new one. For the commute to the new workplace and the activities there, you are insured through the new employer. If there is a gap of more than 31 days between two jobs, there might be a gap in the statutory accident insurance, unless a commitment insurance is taken out or a notification is made to the employment agency. [...] It is advisable to briefly review all existing contracts and, if necessary, adjust the insurance coverage to avoid double insurance or coverage gaps. A sample letter for policyholder change can be helpful if needed, as well as general tips on writing letters to insurers.
Expert Depth: Legal Foundations and Recent Judgments
The reporting obligations and regulations concerning insurance when changing employers are based on various legal foundations. For statutory health insurance, the Fifth Book of the Social Code (SGB V) is particularly relevant. § 19 SGB V, for instance, regulates the subsequent entitlement to benefits. The right to choose a health insurance fund and the binding periods are also anchored in SGB V. Reports to social insurance, which also involve health insurance funds, are made through the Data Collection and Transmission Regulation (DEÜV). For occupational pension schemes, the Company Pensions Act (BetrAVG) is crucial, especially § 4 BetrAVG regarding portability. Recent court decisions can refine existing regulations or highlight new aspects. For example, there are frequent rulings on the vesting of occupational pension rights or the interpretation of disability insurance clauses. Our expert tip: Stay informed about changes in legislation and relevant court rulings, for example through specialist publications or newsletters from consumer centres. In complex matters, such as the transfer of a direct commitment in occupational pensions, 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 a smooth transition
Your next step towards optimal insurance coverage
More useful links
Techniker Krankenkasse offers detailed information on changing employers and the associated changes in health insurance.
The GDV (Gesamtverband der Deutschen Versicherungswirtschaft) explains how occupational pension schemes can continue after a change of employer.
The Pronova BKK provides a comprehensive guide to social security for companies.
The AOK informs about the options and the process of switching health insurers.
The Consumer Advice Centre offers guidance on faster switching of statutory health insurance.
The German Pension Insurance explains the reporting procedure according to DEÜV for employers and tax advisors.
A press release from the German Pension Insurance discusses the exemption from compulsory pension insurance for members of professional pension schemes.
The Employment Agency provides information and support on career changes and further education.
FAQ
What deadlines do I need to consider for my insurance when changing employers?
Important deadlines include the 14-day period for changing health insurance providers when starting a job, and the one-year deadline for applying to transfer occupational pensions. Make sure to inform yourself specifically about your contracts.
Does the health insurance inform the new employer?
No, you inform your new employer about your health insurance. The new employer will then register you with this health insurance. Communication between the new health insurance (in case of a switch) and the employer then takes place electronically.
What if my salary at the new employer falls below the compulsory insurance threshold for private health insurance?
If your salary falls below the annual income threshold (2025: 73,800 euros), you will generally be subject to mandatory insurance in the statutory health insurance (GKV). However, you can apply for an exemption from this obligation within three months if you wish to remain in private health insurance (PKV).
Do I need to inform my private disability insurance about a job change?
Usually not. Your private disability insurance coverage generally remains in place regardless of a change in occupation, unless there are specific clauses (e.g., with student or pupil tariffs).
What happens to my company pension if the new employer does not take it over?
If your new employer does not take over your occupational pension scheme, you can often continue the contract privately (with contributions then from your net income) or have it suspended. The accumulated capital will remain yours in case of vesting.
Am I insured between jobs?
Statutory insured individuals often have a residual entitlement to benefits for up to one month. Those with private insurance need to actively seek solutions such as a waiting period or suspension insurance to avoid any gaps.
