A promise by Hainzelman
Even the digital
colleague pays
their fair share.
For every active digital employee, Hainzelman pays a symbolic employee contribution into projects that mirror the pillars of the German social-security system. Bindingly committed, transparently disclosed.
Employee share
3 %
Hainzelman · included in the price
Employer share
+3 %
Client · voluntary, cancellable monthly
The parity principle of German social insurance — applied to the digital employee.
The principle
Like a colleague who gets hired .
When you hire an employee, you pay their salary — which already includes the social contributions they bear themselves. The employer share you pay on top.
It's exactly the same for a digital employee. Its employee share flows into projects that mirror the pillars of the German social-security system — Hainzelman covers it out of the role price. The employer share you take on if you wish. Just as you would for any human colleague.
“Like a human colleague, it pays its share into projects that mirror social insurance — through Hainzelman.”
Where the contributions
go.
Three areas where the skills shortage is most acute — along the pillars of German social insurance.
50 %
Education & reskilling
Qualification instead of displacement — for the people whose tasks are changing.
30 %
Care
The area with the greatest skills shortage.
20 %
Pensions
Against old-age poverty among low earners.
Bindingly committed
Hainzelman anchors the employee share firmly in the role price — not as a campaign, but as part of every engagement.
Transparently disclosed
The contribution is clearly quantified: 3 % of the role price, included in the price. The employer share appears as a separate line item on the invoice.
The mechanics — short and
honest.
The contribution is 3 % of the monthly role price — not a flat fee. For a standard role at €500 that's €15; for a specialist role at €1,500 it's €45.
You can voluntarily match the same share as the employer contribution.
That way, up to 6 % per role flows into projects that mirror the social system. On the invoice the employer share is a separate line item — cancellable monthly, no lock-in.
Frequently asked questions
Are these the real social contributions of an employee?
No. They are deliberately symbolic shares adapted to the economic logic of a digital employee — not the full statutory social-insurance rates. They mirror the parity principle without replicating it one to one.
As a client, do I have to pay the employer share?
No. The 3 % employee share is always included in the role price and borne by Hainzelman. The additional 3 % employer share you take on voluntarily — cancellable monthly, no lock-in.
How is the contribution treated for tax purposes?
The employer share appears as its own clearly quantified line item on your invoice. How you classify it for tax is best clarified with your tax advisor — we disclose it transparently.
Where exactly does the money go?
Into three areas along the pillars of German social insurance: 50 % to education & reskilling, 30 % to care, and 20 % to projects against old-age poverty. The selection follows the greatest skills shortage.
A digital colleague
who pays their share .
DigiFair belongs to every role you fill with Hainzelman. Tell us where it pinches — we'll say honestly whether a digital employee helps.
Arrange a conversation