Employment in Germany can be complex. Whether you’re bringing on a new team member or relocating someone from your existing workforce, you’ll need to follow the country’s immigration and work visa and work permit rules.
Understanding which type of work visa or permit applies is key, since every worker needs the right documentation before they can legally work in Germany. Add in local laws around immigration, tax, and employment, and things can get complicated quickly.
That’s why we’ve put together this guide. Here, you’ll find a comprehensive breakdown of German work visas and work permits, from the different options available to practical tips. So let’s jump straight in.
Why is it important to obtain the right German work visa and work permit?
If you’re hiring or relocating employees in Germany, it’s important to stay compliant with the country’s work visa and work permit rules. Failing to do so can expose your business to financial penalties, legal risks, and even reputational damage.
To avoid complications, it's crucial to make sure that every team member has the right legal status to live and work in the country before they start, and that you seek professional advice where necessary.
Unlike many other European countries, Germany does not issue work permits as standalone documents. Instead, they come as part of a wider residence permit.
As a result, different citizens require different permits and work visas, based on where they are from:
EU/EEA/Swiss citizens
Citizens of European Union (EU) countries, European Economic Area (EEA) countries, and Switzerland are entitled to freedom of movement, and do not need a residence permit or a work visa to live and work in Germany. This includes:
German citizens (even if they currently live abroad)
Permanent residents
Citizens of all 27 European Union (EU) member states
Citizens of Norway, Switzerland, Iceland, and Liechtenstein
Note, however, that EU/EEA/Swiss workers must still obtain an EU registration certificate (Meldebescheinigung) when they move to Germany.
Citizens of certain countries
Nationals of some countries can enter Germany without a work visa, but they must acquire a residence permit to live and work there. These countries are:
The US
Australia
Canada
Israel
Japan
New Zealand
South Korea
All other foreign nationals
All other foreign nationals must obtain a work visa (also known as a national visa or type D visa) and a residence permit to work legally in Germany.
Remote’s Relocation service can help advise on whether your employee is eligible to work in Germany, and provide tailored guidance on visa and immigration requirements. Learn more.
Types of German work visas
If your employee requires a work visa (i.e., they are not a citizen of the countries listed above), the following visa types are available under the Skilled Immigration Act:
Work visa for qualified professionals
This is an employment visa for qualified professionals that work in a regulated profession (such as doctors, engineers, or teachers), and have a job offer with a German employer. Note that recognition of foreign qualifications is a key component of this visa, and that your employee will need to undergo an official recognition procedure with the Central Office for Foreign Education (ZAB).
Note that there may be salary requirements, too, especially if your employee is over the age of 45, although there are no German language skills required.
To obtain this work visa, the Federal Employment Agency (BA) must first assess the conditions of the employment before issuing an approval.
Note that if your employee qualifies for this visa, they may also qualify for the EU Blue Card scheme (see below).
Work visa for professionally experienced workers
This is an employment visa for workers in skilled but non-regulated professions (such as software developers, marketers, and data analysts) who:
Have either an academic or non-academic vocational qualification that is recognised (and was obtained in) in their home country.
Have at least two years of relevant professional work experience (in the last five years).
Have a guaranteed job offer in a relevant field with a German employer.
Again, your employee may need to meet certain salary requirements, and the role will undergo assessment by the Federal Employment Agency (BA).
There are also no German language requirements for this work visa, either.
Opportunity Card
The Opportunity Card (Chancenkarte) is a residence title for skilled foreign nationals that don't yet have a job offer in Germany. It gives recipients up to one year in the country to seek employment (or pursue recognition of their foreign qualifications).
Eligibility is typically determined by a points system, but it is not required if the applicant has a recognized vocational or university qualification. While in Germany, cardholders can work up to 20 hours a week, and upon securing a qualified job, they can apply for a long-term residence permit.
How to obtain a German work visa
If your employee requires a work visa, the first step of the application process is to ensure they meet the eligibility requirements for the relevant visa (as listed above).
They must also have:
Proof of sufficient funds
Proof of professional qualifications
Proof of identity and nationality (i.e., a valid passport)
A clean criminal record
Next, they will need to make an appointment at one of the official German Missions of the Federal Foreign Office (i.e., the German embassy or consulate in their home country). Note that it may be possible to fast-track this step of the application process if your employee is a skilled worker.
At this appointment, they can submit the relevant visa application forms (and supporting documents), as well as the application fee of €75.
Once the application is processed and the visa is granted, your employee can enter Germany. Note that they will need health insurance coverage from their first day in Germany, and they will need to provide proof that they have obtained health insurance when they collect their visa.
Your employee then has 12 months to acquire their residence permit from the Foreigners’ Office (Ausländerbehörde).
What about the Schengen Visa?
The Schengen Visa is simply a travel authorization for those who wish to stay in a member state of the Schengen Area (such as Germany) for up to 90 days (within a 180-day period). By itself, it does not give holders legal permission to work in Germany.
Your employee can not enter Germany on a Schengen Visa and then apply for a residence permit, either. Any applications made in this way will be rejected outright.
Getting a residence permit
Once the visa has been obtained (if one is required; remember, citizens of some countries do not require one), the final step is to acquire the residence permit, known as the aufenthaltserlaubnis.
This permit enables eligible foreign nationals to stay in Germany for more than 90 days, and typically lasts for up to four years (or the duration of the employment contract; whichever is shorter). It is a temporary permit, but under certain conditions the holder can apply for a settlement permit (niederlassungserlaubnis) further down the line, and potentially obtain permanent residence in Germany.
As mentioned, the aufenthaltserlaubnis is usually obtained after your employee has moved to Germany. This must be done at their local Foreigners’ Office (Ausländerbehörde) within 12 months of arriving. However, if they are starting employment immediately (i.e., they are relocating), they may be able to acquire it from one of the German Missions before moving.
What about the EU Blue Card?
The EU Blue Card is a form of residence permit that enables highly skilled professionals from outside the EU to live and work in most of the 27 member states.
Note that he EU Blue Card is a valid German work permit, and holders can live and work in Germany without requiring additional visas or permits.
Germany does not currently offer a dedicated digital nomad visa for remote employees of foreign companies, but it does offer the freiberufler visa for freelancers who want to live and work remotely in Germany. This may be relevant if your company works with independent contractors.
To hire or relocate employees to Germany, you’ll need to have your own local entity there. This is a process that can be complex, lengthy, and expensive.
You also need to comply with relevant immigration laws and regulations to avoid potential penalties, as well as handle payroll, benefits, and all other HR requirements.
This is where Remote’s employer of record (EOR) service can be invaluable. We act as the legal employer in Germany on your company’s behalf, and handle onboarding, payroll, and benefits. We help ensure that you are fully compliant with all local employment and payroll tax laws, and can onboard your employee in a matter of days, too, saving you time, money, and resources.
Alternatively, if you already have an entity in Germany, we can assist in international employee relocation with case-by-case immigration assessments, and guidance on the visa process.
