Private health insurance (PKV) in Germany

Employees can generally choose PKV once they are no longer subject to compulsory GKV membership. Self-employed people and civil servants can also generally access private health insurance under different eligibility rules.

For employees, income is one of the key factors determining whether PKV is an option.

In 2026, the general compulsory insurance threshold (Versicherungspflichtgrenze or Jahresarbeitsentgeltgrenze) is €77,400 gross per year, or €6,450 per month.

The threshold is adjusted regularly. The final 2027 threshold has not yet been officially confirmed. We update this page when the new official figure is published.

Employees above the applicable threshold can generally choose between voluntary GKV membership and private health insurance, subject to the applicable rules.

There is no single answer. PKV can be attractive for some higher-earning employees, self-employed professionals and people who value broader or individually defined benefits. GKV can be particularly attractive for families because eligible spouses and children may be covered without an additional contribution.

The better choice depends on your income, age, health, family situation and long-term plans in Germany.

There is no fixed PKV price. Your premium depends on factors including your age when you join, health, chosen benefits, deductible and insurer.

That is why comparing only the cheapest monthly premium can be misleading. The benefits and long-term suitability of the plan matter too.

GKV contributions are mainly based on income up to the contribution assessment ceiling (Beitragsbemessungsgrenze). In PKV, premiums are calculated individually based on factors such as age at entry, health and the selected benefits.

This means two people earning the same salary can pay different PKV premiums.

If you are employed, your employer generally contributes towards your eligible private health insurance costs.

The employer typically pays half of the eligible PKV premium, but only up to the applicable statutory maximum. This is why employees should compare their actual share after the employer contribution, rather than simply comparing the total PKV premium with the total GKV contribution.

PKV does not have the same free family insurance system as GKV. In private health insurance, each family member generally needs their own cover and premium.

In GKV, eligible spouses and children can be covered through Familienversicherung without an additional contribution if the applicable conditions are met. This makes your current and future family situation an important part of the PKV decision.

PKV insurers assess your health when you apply. Depending on your medical history and the insurer, a pre-existing condition can affect the terms offered to you and may result in a risk surcharge, exclusion or other underwriting decision.

Health questions should therefore be answered completely and accurately. Where appropriate, we can first explore how insurers may assess your situation before proceeding with a formal application.

The deductible (Selbstbehalt) is the amount of eligible healthcare costs you pay yourself according to your plan before or alongside reimbursement.

A higher deductible can reduce the monthly premium, but it also increases the amount you may have to pay yourself. The right balance depends on your health, finances and employment situation.

If you are employed, your employer normally continues paying your salary for a limited period when you are unable to work due to illness. After that, privately insured employees may need Krankentagegeld to protect their ongoing income.

The appropriate amount and start date depend on your employment and income situation, so Krankentagegeld should be considered together with your PKV plan.

PKV premiums can change over time, for example when healthcare costs or the underlying calculations change. Private insurers also build ageing reserves (Alterungsrückstellungen) to help finance higher healthcare costs later in life.

It is therefore misleading to assume either that your premium will stay unchanged forever or that it automatically increases simply because you have another birthday.

Sometimes, but you cannot simply choose to return whenever you want. Changes in your circumstances can create compulsory GKV membership again, for example in certain employment and income situations.

Returning becomes considerably more restricted from age 55, which is one reason PKV should be considered as a long-term decision rather than purely on today’s monthly price.

Private patients may experience differences in access to doctors and available services, but faster appointments should not be treated as guaranteed.

A better way to compare GKV and PKV is to look at the actual contractual benefits, such as outpatient treatment, hospital accommodation, dental benefits and reimbursement rules.

What happens depends on where you move, how long you leave Germany and the terms of your policy. A permanent move abroad can affect whether you keep, modify or end your German PKV contract.

If you expect to return to Germany later, it can also be worth checking whether an Anwartschaft is appropriate instead of simply cancelling the policy.

Do not compare PKV plans on price alone. Look at the benefits and conditions you may rely on for many years.

Important areas include outpatient treatment, hospital treatment, dental benefits, deductibles, reimbursement limits, Krankentagegeld, benefits abroad and how the plan fits your family and long-term plans.