Why Global Companies Hire Biotechnologists/Lab Scientists from Germany

Germany has established itself as a powerhouse in biotechnology and life sciences, offering exceptional talent that attracts global employers for numerous compelling reasons:

• World-class education system – German universities and technical schools provide rigorous scientific training with a strong emphasis on practical laboratory skills and theoretical foundations.
• Research excellence – Germany’s robust research infrastructure, including institutions like the Max Planck Society and Fraunhofer Institutes, produces scientists with cutting-edge expertise and innovative approaches.
• Industry-academic collaboration – Close ties between universities, research centers, and industry create scientists with both academic knowledge and practical application experience.
• Precision and methodology – German biotechnologists are renowned for their meticulous approach, excellent documentation practices, and adherence to standardized protocols.
• Specialized expertise – Germany’s strong focus on specific biotechnology fields like biopharmaceuticals, industrial biotechnology, and diagnostics creates deep domain expertise.
• Interdisciplinary training – Many German biotechnologists possess cross-disciplinary skills spanning biology, chemistry, engineering, and data analysis.

Who Should Consider Hiring German Biotechnologists/Lab Scientists

Several types of organizations stand to benefit from the expertise of German biotechnology professionals:

• Pharmaceutical companies seeking to enhance their research capabilities in drug discovery, development, and manufacturing processes.
• Biotechnology startups looking to accelerate product development with experienced scientific talent.
• Medical device manufacturers requiring expertise in biological testing, validation, and regulatory compliance.
• Agricultural technology companies developing new crop protection products, breeding technologies, or sustainable agricultural solutions.
• Industrial biotechnology firms working on enzyme development, fermentation processes, or bio-based materials.
• Research organizations seeking to establish or expand specialized laboratory capabilities with experienced scientists.
• Diagnostic companies developing new testing methodologies or platforms requiring specialized molecular biology expertise.

Key Skills and Specializations for Biotechnologists/Lab Scientists

Biotechnologists and lab scientists in Germany typically possess a diverse range of specialized skills relevant to various aspects of biological research and development:

Core Technical Skills

• Molecular biology techniques (PCR, cloning, sequencing)
• Cell culture methods (mammalian, bacterial, insect)
• Protein expression and purification
• Analytical methods (HPLC, mass spectrometry, spectroscopy)
• Microscopy and imaging techniques
• Assay development and validation
• Bioinformatics and data analysis
• Laboratory automation

Specialized Areas

Experience Levels of German Biotechnologists/Lab Scientists

The biotechnology workforce in Germany spans various experience levels, each offering different capabilities:

Entry-Level (0-2 years)

Recent graduates with Bachelor’s or Master’s degrees in biotechnology, molecular biology, biochemistry, or related fields:

• Strong theoretical knowledge from Germany’s rigorous academic programs
• Practical laboratory skills developed through university practical courses
• Experience with standard molecular and cellular techniques
• May have completed internships or thesis projects in industrial or research settings
• Familiar with laboratory safety procedures and documentation requirements
• Often possess basic data analysis and bioinformatics capabilities

Mid-Level Scientists (3-7 years)

Experienced professionals who have developed specialized expertise:

• Proficiency in multiple laboratory techniques and specialized methodologies
• Ability to troubleshoot experiments and optimize protocols
• Experience with project planning and execution
• Deeper knowledge in specific research areas or technologies
• Understanding of regulatory requirements and quality standards
• May have contributed to scientific publications or patents
• Often hold advanced degrees (Master’s or PhD) with specialized focus

Senior Scientists (8+ years)

Highly experienced professionals with comprehensive expertise:

• Extensive technical knowledge across multiple biotechnology domains
• Advanced problem-solving abilities for complex scientific challenges
• Experience leading research projects or laboratory teams
• Strategic thinking about research directions and applications
• Publication record and potential industry recognition
• Deep understanding of regulatory frameworks and compliance
• Typically hold PhD degrees with substantial postdoctoral or industry experience
• May possess expertise in specialized techniques or unique methodologies

Group Leaders/Research Directors (10+ years)

Scientific leaders who direct research programs:

• Strategic vision for scientific direction and innovation
• Experience managing research teams and laboratory operations
• Budget management and resource allocation expertise
• Significant publication and/or patent portfolio
• Network of scientific collaborations and industry connections
• Ability to secure funding and establish research partnerships
• Often possess both scientific expertise and business acumen

Hiring Models to Choose From

When hiring Biotechnologists and Lab Scientists in Germany, companies can choose from several employment models:

Many organizations use a hybrid approach, maintaining core scientific staff while supplementing with contractors or consultants for specialized projects or fluctuating research demands.

How to Legally Hire Biotechnologists/Lab Scientists in Germany

Companies looking to hire biotechnology professionals in Germany have two primary options: establishing a legal entity or using an Employer of Record (EOR) service.

Option 1: Establishing a Legal Entity

Setting up a German legal entity provides full control but requires significant investment:

• Register a GmbH (limited liability company) or other appropriate entity type
• Secure necessary permits for biological/chemical laboratories if applicable
• Set up payroll and tax accounts with German authorities
• Register with social security agencies and occupational safety insurance
• Develop employment contracts compliant with German labor laws
• Implement systems for mandatory record-keeping and reporting
• Establish laboratory safety protocols according to German regulations

Option 2: Using an Employer of Record (EOR) Service

An Employer of Record service offers a streamlined alternative:

• The EOR legally employs the scientists on your behalf
• Handles all employment contracts, payroll, and compliance matters
• Manages mandatory social insurance contributions and tax withholding
• Ensures compliance with German employment laws and regulations
• You maintain day-to-day direction of the scientists’ work
• No need to establish a legal entity in Germany

For companies looking to quickly hire German biotechnology talent without establishing a full entity, Asanify’s EOR services provide a compliant and efficient solution that handles the complex employment aspects while you focus on the scientific work.

Step-by-Step Guide to Hiring Biotechnologists/Lab Scientists in Germany

Follow these steps to successfully hire biotechnology professionals in Germany:

Step 1: Define Your Requirements

• Specify the scientific expertise and laboratory techniques required
• Determine necessary academic qualifications and certifications
• Clarify experience level needed (entry, mid-level, senior)
• Define project scope and expected deliverables
• Consider language requirements (German, English, other)
• Establish whether on-site presence is required or remote work is possible
• Determine if specialized laboratory skills or equipment experience is needed

Step 2: Choose the Right Hiring Model

• Assess whether direct employment, contracting, or EOR model fits your needs
• Consider intellectual property implications of different models
• Evaluate budget constraints and cost structure preferences
• Determine if you need a legal entity in Germany
• Consider laboratory access and facilities requirements
• Evaluate timeline constraints for your research or development needs

Step 3: Source Qualified Candidates

• Utilize specialized life science recruiters familiar with the German market
• Post on industry-specific job boards (BioM, Biojobs, Naturejobs)
• Engage with German research institutions and universities
• Attend biotechnology conferences and career fairs
• Leverage professional networks like LinkedIn and Xing
• Consider partnering with research institutions for access to talent

Step 4: Evaluate and Select Candidates

• Review educational credentials and publication history
• Assess technical expertise through detailed interviews
• Consider practical assessments or technical presentations
• Verify laboratory skills and experience with specific techniques
• Evaluate problem-solving abilities through case studies
• Check references from academic advisors or previous employers
• Assess cultural fit and communication abilities

Step 5: Onboard and Integrate

• Prepare compliant employment contracts with appropriate IP provisions
• Complete necessary administrative registrations
• Provide comprehensive orientation to laboratory facilities and safety procedures
• Establish clear research objectives and performance expectations
• Integrate new scientists with existing research teams
• Implement proper attendance management for laboratory work
• Set up regular progress reviews and feedback mechanisms

Asanify can simplify this process by handling the legal employment aspects through our EOR services, allowing you to focus on finding and integrating the right scientific talent for your research needs.

Salary Benchmarks

Biotechnologist and lab scientist salaries in Germany vary based on experience, education, specialization, and employer type. The following benchmarks represent typical annual gross salaries in euros:

Additional Compensation Factors

• Regional variations: Salaries in biotech hubs like Munich, Berlin, and Heidelberg are typically 5-15% higher than in smaller cities or rural areas.
• Company size: Large multinational pharmaceutical companies often offer higher salaries than small biotech startups or academic institutions.
• Specialized expertise: Rare or highly specialized skills (advanced genetic engineering, specific analytical techniques, etc.) can command premium rates.
• Patent contributions: Scientists who contribute to patentable innovations often receive additional compensation or bonuses.
• Industry experience: Professionals with relevant industry experience typically earn more than those coming directly from academia with similar qualifications.

Benefits and Perks

Standard benefits for German biotechnology professionals typically include:

• 30 days annual vacation
• Healthcare coverage through statutory insurance
• Retirement pension contributions
• Professional development and continuing education allowances
• Flexible working hours or part-time options
• Conference attendance and publication support
• Potential for performance-based bonuses

What Skills to Look for When Hiring Biotechnologists/Lab Scientists

Technical Laboratory Skills

• Molecular biology: PCR, qPCR, DNA/RNA extraction, cloning, sequencing, gene editing
• Cell biology: Cell culture, transfection, FACS, microscopy techniques
• Biochemistry: Protein purification, enzyme assays, Western blotting, ELISA
• Analytical methods: HPLC, mass spectrometry, spectroscopy, chromatography
• Microbiology: Aseptic technique, bacterial cultivation, fermentation
• Genetic engineering: CRISPR, recombinant DNA technology, synthetic biology
• Laboratory automation: High-throughput screening, robotic systems, automated workflows

Scientific Knowledge

• Theoretical understanding: Strong foundation in relevant biological and chemical principles
• Research methodology: Experimental design, controls, statistical analysis
• Literature awareness: Knowledge of current scientific developments and publications
• Regulatory understanding: GLP, GMP, biosafety regulations as applicable
• Documentation practices: Laboratory notebooks, technical reports, SOPs
• Data analysis: Statistical methods, specialized analysis software
• Bioinformatics: Sequence analysis, structural modeling, pathway analysis

Soft Skills and Professional Qualities

• Analytical thinking: Ability to interpret complex data and troubleshoot experiments
• Attention to detail: Precision in experimental work and documentation
• Scientific integrity: Honest reporting and ethical research conduct
• Collaboration: Ability to work in interdisciplinary research teams
• Communication: Clear presentation of scientific results and concepts
• Adaptability: Willingness to learn new techniques and approaches
• Time management: Ability to handle multiple experiments and projects
• Problem-solving: Creative approaches to scientific and technical challenges

Educational Background and Certifications

• Academic degrees: Bachelor’s, Master’s, or PhD in relevant fields (biotechnology, molecular biology, biochemistry, etc.)
• Specialized training: Certifications in specific techniques or equipment
• Safety certifications: Biosafety training, chemical handling, radiation safety if applicable
• Quality assurance: GLP/GMP training, quality management systems
• Professional memberships: Involvement in relevant scientific societies

Legal and Compliance Considerations

Hiring biotechnologists and lab scientists in Germany involves navigating several important legal and compliance aspects:

Employment Law Requirements

• Employment contracts: Written contracts are mandatory and must comply with German labor law
• Working hours: Limited to 8 hours per day (extendable to 10 in certain circumstances) with strict rest period requirements
• Fixed-term contracts: Limited to 2 years without specific justification
• Probationary period: Maximum of 6 months with shorter notice periods
• Termination protection: Strict regulations protecting employees after probation period
• Works councils: Employee representation rights in companies with 5+ employees

Laboratory Safety and Biosafety Regulations

• Biological safety: Compliance with Biostoffverordnung (biological agents ordinance)
• Chemical safety: Adherence to Gefahrstoffverordnung (hazardous substances ordinance)
• Laboratory classification: Proper registration of laboratory biosafety levels
• Risk assessments: Mandatory documentation for hazardous activities
• Safety training: Required for all personnel working with hazardous materials
• Waste management: Proper disposal of biological and chemical waste

Intellectual Property Considerations

• Employee inventions: German Employee Inventions Act (Arbeitnehmererfindungsgesetz) requires specific handling of IP
• Confidentiality provisions: Clear agreements regarding trade secrets and proprietary information
• Publication rights: Balancing scientific publishing with IP protection
• Prior IP disclosure: Identifying previously developed intellectual property
• Data ownership: Clear provisions regarding research data ownership

Research Ethics and Compliance

• Ethics committee approval: Required for human subject research
• Animal experimentation: Strict regulations under the Animal Protection Act
• Genetic engineering: Compliance with Gentechnikgesetz (genetic engineering law)
• Data protection: GDPR compliance for personal and research data
• Research integrity: Adherence to good scientific practice guidelines

Navigating these complex requirements can be challenging for foreign employers. Asanify’s EOR services ensure full compliance with German employment regulations while simplifying the hiring process. Our team stays current with all legal changes affecting employers of scientific personnel in Germany, providing peace of mind and allowing you to focus on your research objectives.

Common Challenges Global Employers Face

Hiring and managing biotechnology professionals in Germany presents several unique challenges:

Complex Employment Regulations

Germany’s labor laws provide strong employee protections that can be unfamiliar to international employers. The detailed requirements for employment contracts, working time regulations, and termination restrictions create a complex compliance landscape. Additionally, the role of works councils (Betriebsrat) in larger companies adds another layer of employment governance that requires careful navigation.

Laboratory Infrastructure Requirements

Establishing laboratory facilities in Germany involves navigating strict regulatory frameworks for biosafety, chemical handling, and waste management. Foreign employers often underestimate the time and investment required to establish compliant laboratory spaces that meet German standards. This can delay research initiatives and increase startup costs significantly.

Intellectual Property Management

Germany’s Employee Inventions Act creates a unique framework for handling intellectual property developed by employed scientists. These provisions differ significantly from IP frameworks in other countries and require specific procedures for invention disclosure, compensation, and patent management. Mishandling these requirements can lead to ownership disputes and compliance issues.

Scientific Work Culture Differences

German scientific culture emphasizes thoroughness, methodical approaches, and comprehensive documentation. This can contrast with the faster-paced, iterative approach common in some other countries. International employers sometimes struggle to align these different work styles, particularly when managing distributed research teams across multiple countries.

Language and Communication Barriers

While many German scientists speak excellent English, technical documentation, regulatory submissions, and safety protocols are often in German. Additionally, nuanced scientific discussions may be more challenging in a non-native language. These language factors can create communication barriers that affect research collaboration and regulatory compliance.

Asanify helps companies overcome these challenges through our deep understanding of the German scientific employment landscape. Our EOR services navigate the complex regulatory environment while our local expertise helps bridge cultural and operational gaps, enabling more effective integration of German biotechnologists into global research teams.

Best Practices for Managing Remote Biotechnologists/Lab Scientists in Germany

Successfully managing German biotechnology professionals, especially in remote or hybrid arrangements, requires specialized approaches:

Establish Clear Scientific Protocols

• Develop standardized experimental protocols with detailed documentation requirements
• Implement structured data management systems accessible to distributed teams
• Establish clear criteria for experimental quality control and validation
• Create templates for consistent reporting of research results
• Define processes for method optimization and protocol modifications

Facilitate Scientific Communication

• Schedule regular research update meetings with screen sharing for data discussion
• Implement digital lab notebook systems for real-time documentation sharing
• Create dedicated channels for troubleshooting experimental challenges
• Organize virtual journal clubs and scientific discussions
• Consider occasional in-person workshops for complex technique training
• Use visual collaboration tools for experiment planning and analysis

Address Laboratory Logistics

• Establish protocols for sample shipping and material transfer
• Implement inventory management systems for reagents and materials
• Develop contingency plans for critical experiments and time-sensitive procedures
• Consider distributed laboratory facilities or partnerships for hands-on work
• Establish clear guidelines for equipment usage and maintenance

Support Professional Development

• Provide access to scientific literature and databases
• Support virtual attendance at conferences and workshops
• Establish mentorship connections with senior scientists
• Enable continuous learning through specialized training programs
• Create opportunities for publication and scientific recognition
• Support participation in professional networks and communities

Respect Cultural Work Patterns

• Acknowledge German work-life boundaries and vacation expectations
• Appreciate the methodical approach to scientific problem-solving
• Understand the value placed on thorough documentation and validation
• Recognize the importance of structured feedback and clear expectations
• Adapt to direct communication styles common in German scientific discourse
• Schedule meetings with awareness of time zone differences

Why Use Asanify to Hire Biotechnologists/Lab Scientists in Germany

Asanify offers specialized Employer of Record (EOR) services that streamline hiring biotechnology professionals in Germany while ensuring full compliance with local regulations:

Scientific Hiring Expertise

• Understanding of the unique requirements for scientific personnel
• Knowledge of appropriate employment terms for research professionals
• Guidance on competitive compensation for different scientific specializations
• Familiarity with standard practices in the German biotechnology sector
• Insights into researcher retention strategies and career progression

Intellectual Property Protection

• Properly structured employment contracts addressing IP ownership
• Compliance with Germany’s Employee Inventions Act requirements
• Appropriate confidentiality provisions for sensitive research
• Guidance on balancing publication rights with IP protection
• Support for invention disclosure and compensation procedures

Comprehensive Compliance Management

• Full adherence to German labor laws and employment regulations
• Management of social security and tax contributions
• Proper handling of scientific working time regulations
• Support for laboratory safety compliance documentation
• Ongoing monitoring of regulatory changes affecting scientific employment

Administrative Simplification

• Management of complex German payroll requirements
• Administration of benefits and leave entitlements
• Handling of expense reimbursements for research-related costs
• Support for professional development administration
• Streamlined onboarding process for scientific personnel

Risk Mitigation

• Reduced liability through proper employment classification
• Protection from non-compliance penalties and legal challenges
• Proper documentation of scientific employment requirements
• Management of termination processes according to German regulations
• Support for laboratory safety compliance documentation

By partnering with Asanify for your EOR needs, you can focus on the scientific and research aspects of your operation while we handle the complex legal and administrative requirements of employing biotechnology professionals in Germany. Our comprehensive services provide peace of mind and allow you to build your scientific team efficiently and compliantly.

FAQs: Hiring Biotechnologists/Lab Scientists in Germany

What qualifications should I look for in German biotechnologists?

Look for candidates with relevant degrees from German universities – a minimum of a Master’s degree (Diplom or M.Sc.) in biotechnology, molecular biology, biochemistry, or related fields. For senior roles, a PhD (Dr. rer. nat.) is typically expected. Additionally, verify practical laboratory experience with techniques relevant to your research needs. German biotechnology education combines strong theoretical foundations with practical laboratory training, so candidates typically have well-developed hands-on skills. For industry positions, experience with quality systems (GLP/GMP) may be important.

How much does it cost to hire a biotechnology professional in Germany?

Annual gross salaries range from €40,000-€55,000 for research assistants with Bachelor’s/Master’s degrees, €60,000-€80,000 for scientists with PhDs, and €75,000-€95,000 for senior scientists, with variations based on industry, location, and specialization. Beyond the base salary, employers must budget approximately 20-25% additional for mandatory social contributions. Total employment costs typically run 1.4-1.5 times the base salary. When using an EOR service, additional service fees apply but are offset by savings in entity setup and administrative costs.

What are the mandatory benefits we must provide to employees in Germany?

Mandatory benefits include health insurance contributions, pension insurance, unemployment insurance, nursing care insurance, and accident insurance (approximately 20-25% of gross salary paid by the employer). Additionally, German law requires a minimum of 20 vacation days per year (though 30 days is standard practice), paid sick leave for up to 6 weeks, maternity protection, parental leave options, and protection against unfair dismissal after the probationary period. Scientific staff often also expect professional development support and conference attendance opportunities.

How do we handle intellectual property rights for innovations developed by our German scientists?

Germany’s Employee Inventions Act (Arbeitnehmererfindungsgesetz) requires specific procedures: employees must promptly report inventions in writing; employers have 4 months to either claim or release the invention; if claimed, the employer must file for patent protection; employees are entitled to “reasonable compensation” for claimed inventions based on commercial value and their contribution. Employment contracts should address these requirements specifically. Asanify can help establish proper IP clauses and procedures compliant with German law.

What are the work permit requirements for non-EU biotechnologists?

Non-EU scientists typically require either an EU Blue Card (for highly qualified professionals earning at least €56,800 annually, or €44,304 for shortage occupations like scientists) or a standard work permit. Requirements include a job offer from a German employer, recognized qualifications (usually automatic for scientific degrees), and proof of appropriate salary. The process takes approximately 1-3 months. Scientists may also qualify for the accelerated “researcher visa” if working for approved research institutions. Asanify can guide you through this process for foreign scientific talent.

How strict are laboratory safety regulations in Germany?

Germany has very stringent laboratory safety regulations governed by multiple laws including the Biostoffverordnung (biological agents ordinance) and Gefahrstoffverordnung (hazardous substances ordinance). Laboratories must be properly classified, registered, and inspected. Risk assessments are mandatory for all hazardous activities, and detailed documentation is required. All laboratory personnel must receive specific safety training, and regular safety audits are conducted. Non-compliance can result in significant penalties, operational restrictions, or facility closures. These regulations apply regardless of whether the scientists are employed directly or through an EOR.

Can we hire biotechnologists as contractors instead of employees?

While technically possible, contractor arrangements in Germany face significant scrutiny for potential false self-employment (Scheinselbstständigkeit). Scientists working primarily for one company, following company directives, or using company facilities are likely to be classified as employees by authorities, resulting in back taxes and penalties. Given the integrated nature of scientific work, proper employment is typically the safer option. For specific expert consultations or truly independent scientific services, contractor arrangements may be appropriate if properly structured.

What termination notice periods apply in Germany?

Standard notice periods in Germany start at 4 weeks during the probationary period (maximum 6 months). After probation, the statutory minimum notice period is 4 weeks to the 15th or end of a calendar month, increasing progressively with length of service up to 7 months for employees with 20+ years of service. Scientific positions often specify longer contractual notice periods of 3-6 months, especially for senior roles. Importantly, termination requires valid reasons (performance, business necessity, conduct) after the probationary period. Asanify can help navigate these complex termination requirements.

How do we establish laboratory facilities for our scientists in Germany?

Options include: establishing your own laboratory (requires significant investment and regulatory compliance); partnering with existing research institutions or universities for laboratory access (common for collaborative research); utilizing innovation centers or biotech incubators that offer ready-to-use laboratory spaces; or contracting with Contract Research Organizations (CROs) for specific experimental work. Each approach has different implications for costs, timeline, and intellectual property. The employment model (direct or EOR) is independent of your laboratory facility strategy.

What ongoing training is expected for biotechnology professionals?

German scientific culture values continuous professional development. This typically includes regular updates on laboratory safety regulations and procedures; attendance at scientific conferences and workshops in relevant fields; specialized training for new techniques or equipment; participation in internal knowledge-sharing sessions; and support for publishing in scientific journals. Budget approximately €3,000-5,000 annually per scientist for professional development. Many companies also support scientists pursuing additional certifications or specialized training courses related to their research area.

How are research working hours structured in Germany?

German law limits working time to 8 hours per day (extendable to 10 hours if balanced within 6 months) and requires 11 consecutive hours of rest between workdays. Scientific work often requires flexible scheduling for time-sensitive experiments, which must be properly documented and compensated. Many research institutions offer flexible working hours (Gleitzeit) with core hours for team meetings. Laboratory work typically follows more structured schedules than computational or analytical work. Time tracking is mandatory, and Asanify can provide compliant attendance management systems suitable for scientific work patterns.

What are the most important cultural factors to consider when managing German scientists?

Key cultural factors include: appreciation for thoroughness and methodology (German scientists typically prefer complete data sets and comprehensive analysis over rapid preliminary results); direct communication style (straightforward feedback is valued over diplomatically phrased suggestions); strong respect for expertise and qualifications; expectation of clear structure and planning in research projects; value placed on work-life balance and protected personal time; and appreciation for autonomy within defined parameters. Understanding these cultural elements helps create productive working relationships with German biotechnology professionals.

Conclusion

Hiring Biotechnologists and Lab Scientists from Germany provides organizations with access to exceptionally well-trained professionals who combine strong theoretical knowledge with practical laboratory skills. The country’s world-class education system, research infrastructure, and strong tradition of scientific excellence create a talent pool that can significantly enhance your R&D capabilities and accelerate innovation.

While navigating Germany’s employment regulations, laboratory safety requirements, and intellectual property frameworks presents challenges, the strategic advantages of accessing this specialized workforce make it well worth the effort. Companies that successfully integrate German biotechnology professionals into their research teams gain both immediate technical capabilities and valuable methodological approaches that can elevate their entire scientific operation.

For organizations without a legal presence in Germany or those seeking to minimize administrative complexity, Asanify’s Employer of Record services offer a streamlined solution. Our comprehensive approach handles all aspects of employment compliance while allowing you to focus on the scientific and research aspects of your operation.

With the right approach to hiring and managing German biotechnology professionals, companies can accelerate their research programs, develop innovative products, and maintain competitive advantage in the rapidly evolving life sciences sector.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.