Germany’s skilled worker immigration law: what HR leaders need to know

The skilled worker immigration law (Fachkräfteeinwanderungsgesetz, or FEG) in Germany has created new opportunities for employers, easing requirements for skilled workers to migrate and settle long-term.

This law is a major step in addressing national talent shortages in critical sectors such as IT, where sources reported 149,000 unfilled positions.

Simplifying access to skilled talent

A core focus of the Act is attracting skilled professionals through simplified visas and more flexible qualification requirements.

Key updates include:

• Digitised visa processes that speed up hiring
• Recognition-on-the-job pathways to reduce onboarding timelines
• Expanded eligibility for IT professionals with 3+ years of experience, even without a university degree

These changes provide employers access to a global talent pool, helping them fill roles more efficiently.

The opportunity card

The new Opportunity Card is a points-based visa that enables skilled individuals to enter Germany without a job offer.

This means employers can now recruit from both abroad and within Germany’s growing community of international professionals.

Implications for HR

While the Act has streamlined visa procedures and reduced processing times, it’s also increased HR responsibilities, particularly around:

• Documentation and compliance tracking
• Meeting deadlines for recognition of foreign qualifications
• Coordinating with immigration authorities

To manage these requirements, many companies are investing in digital systems to ensure accuracy and compliance.

Key considerations for employers

HR teams must stay current on evolving regulations, including:

• Reduced salary thresholds for shortage occupations
• Verification of degree recognition for Blue Card hires before contracts are signed
• Ensuring Opportunity Card hires meet criteria and salary thresholds
• Regularly updating internal policies in line with legislative changes

Failure to comply can result in fines or even visa revocations, making accuracy and proactive planning essential.

Onboarding as a retention strategy

Successful onboarding plays a crucial role in retaining international talent.

Structured programmes focused on language training and cultural orientation help employees integrate quicker and provides them with the tools needed to succeed.

Looking ahead

For employers, this legislation represents more than just new hiring pathways; it’s an opportunity to build resilient, diverse teams that drive innovation and growth.

Companies that embrace international talent and invest in robust onboarding will be best positioned to succeed.

Playing catch-up in the global talent race

My colleague, Dan J Grace, Director of IRIS HR Consulting Services, shared his thoughts, saying: “The New Skilled Immigration Act is a necessary but ultimately insufficient response to Germany’s demographic crisis – one that piles even more work onto HR teams in an already overly bureaucratic employment market.

“Let me be blunt: while the Act represents progress, it’s essentially Germany playing catch-up with countries that recognised the global talent race years ago.

“The recognition-on-the-job pathway is genuinely innovative, fixing a glaring blind spot: the obsession with formal qualifications that excluded highly capable professionals.

“I’ve seen brilliant software engineers from India and Brazil rejected because their degrees didn’t align perfectly with German standards, even though their skills far exceeded local graduates.

“This flexibility is long overdue.

“But the real challenge isn’t legislative – it’s cultural.

“Germany still struggles to create an environment that’s truly welcoming to international talent.

“Even when companies manage to recruit, retention is abysmal.

“The bureaucratic maze continues with apartment hunting that demands endless documentation, banking headaches and social integration hurdles the Act doesn’t touch.

“The strain on HR is also being seriously underestimated.

“I’m seeing clients allocate two or three additional FTEs just for immigration compliance, not even counting the soft costs of integration support.

“For Germany’s small and mid-sized businesses, this level of resourcing simply isn’t realistic.

“Yes, lowering salary thresholds for shortage occupations helps, but how do you compete with Silicon Valley salaries accessible via remote work?

“That said, there is an opportunity here.

“Forward-thinking companies that invest in robust onboarding, cultural integration and genuine diversity initiatives will gain a first-mover advantage.

“Those treating this purely as a compliance exercise will fall behind, while those embracing it as a strategic transformation will thrive.

“My advice to clients is clear: use the Act as a catalyst for a broader talent strategy.

“Build recruitment pipelines in target countries, provide pre-boarding support locally and foster international communities inside your organisation.

“Go beyond language basics and support families, children’s education and spousal careers.”

“The Skilled Immigration Act provides new tools, but the outcome will hinge on execution.”

About the author: Emmanouela Kagioukli, International HR Consultant at IRIS

Emmanouela is an International HR Consultant at IRIS, with an MSc in Human Resources Management.

A CIPD Associate and certified Change Management Practitioner, she combines hands-on experience with strategic insight in every project.

Having lived and worked across multiple countries, Emmanouela brings a truly global perspective to her work.