Germany's Skilled Immigration Act 2026: The Employer's Guide
Key takeaways: Germany's Skilled Immigration Act (Fachkräfteeinwanderungsgesetz, FEG) has governed since March 2020 the conditions under which skilled workers from non-EU countries may work in Germany [1]. The “Act on the Further Development of Skilled Immigration” expanded it substantially in three stages (18 November 2023, 1 March 2024, 1 June 2024) [2]. Employers now have three pillars: the qualification pillar (recognised degree), the experience pillar (work experience instead of recognition) and the potential pillar (Opportunity Card). Which one fits depends on the candidate's profile – and on whether the profession is regulated. This guide explains the routes and gives the figures that apply in 2026.
Last updated: September 2026. This article is an orientation for HR decision-makers and does not replace legal advice.
Why the Act matters to employers
Germany depends on immigration to secure its workforce. In nursing, for instance, Federal Employment Agency statistics show that employment growth since 2022 has been carried entirely by foreign workers; by 2049 the Federal Statistical Office expects a gap of roughly 280,000 to 690,000 nursing professionals depending on the scenario [3]. The FEG is the legal tool that lets companies hire these people legally and predictably.
Two principles have been especially important since the reform:
- No more priority check for skilled workers with an employment contract and a recognised qualification [1].
- Any qualified job is possible: since 18 November 2023, a qualification recognised in Germany (vocational or academic) entitles the holder to any qualified employment in a non-regulated profession – not only the one they trained for [1][2].
The three stages of the reform
| Stage | In force since | What changed |
|---|---|---|
| 1 | 18 November 2023 | EU Blue Card with lower salary thresholds; skilled workers with a recognised qualification may take any qualified job in non-regulated professions [2] |
| 2 | 1 March 2024 | Recognition partnership (§ 16d (3) Residence Act); entry for experienced workers without prior recognition (§ 19c (2) Residence Act with § 6 Employment Ordinance); Western Balkans rule made permanent and raised to 50,000 approvals per year; maximum age for training-place seekers raised to 35 [2] |
| 3 | 1 June 2024 | Opportunity Card (§ 20a Residence Act) for job seekers under a points system [2] |
Pillar 1: Skilled workers with a recognised qualification
The classic route. A skilled worker is someone with a qualified vocational training recognised in Germany (§ 18a Residence Act) or a recognised or comparable university degree (§ 18b) [1]. Requirements are a concrete job offer and – for regulated professions such as nursing – the professional licence.
EU Blue Card (§ 18g Residence Act): for graduates. Salary thresholds are tied to the pension insurance contribution ceiling and, according to the Federal Employment Agency, amount in 2026 to EUR 50,700 gross (general) or EUR 45,934.20 for shortage occupations, recent graduates and experienced IT specialists [4][5]. See our EU Blue Card employer guide.
What this means for employers: recognition of the qualification is the entry ticket. If you complete it before entry, you can use the fast-track procedure for skilled workers. If you want to complete it in Germany, you need pillar 1a – the recognition partnership.
Pillar 1a: Recognition partnership (§ 16d (3) Residence Act)
Since 1 March 2024 a skilled worker may enter Germany and go through the recognition procedure after arrival, while already working in a qualified job. Statutory requirements [6]:
- a vocational qualification recognised by the state of origin requiring at least two years of training, or a state-recognised university degree;
- at least sufficient German (level A2);
- an employer who undertakes to enable, within the employment relationship, the qualification measures required by the recognition authority;
- the residence permit is issued for a maximum of one year and can be extended up to a total of three years.
In nursing this means in practice: until the licence is granted, the nurse works below their qualification – usually as a nursing assistant – while completing an adaptation course or knowledge test. What that means for the team and the person is covered in our guide to integrating international nurses.
Pillar 2: Experienced workers without recognition (§ 19c (2) Residence Act, § 6 Employment Ordinance)
The reform's biggest lever for non-regulated occupations – electrical installation, metalwork, logistics, IT. Candidates who meet the conditions need no formal recognition in Germany [7]:
- a vocational qualification recognised by the state of origin with at least two years of training, or a state-recognised university degree (waived for IT occupations);
- at least two years of relevant professional experience acquired within the last five years;
- a salary of at least 45 percent of the contribution ceiling – in 2026 that is EUR 45,630 gross per year [8]. If the employer is bound by a collective agreement and applies it, the salary threshold does not apply [7].
Important for healthcare: for regulated professions this route does not replace the professional licence. Anyone who wants to work as a nurse in Germany still needs recognition under the Nursing Professions Act – see our guide to recognition of foreign nursing qualifications.
Pillar 3: Opportunity Card (§ 20a Residence Act)
Since 1 June 2024, third-country nationals can enter without an employment contract to look for work. Anyone with a qualification recognised in Germany receives the card directly; everyone else needs at least six points for criteria such as qualification, language skills, experience, age and ties to Germany [2][9]. For employers the Opportunity Card is less a recruitment route than a candidate pool: these people are already in the country and can switch to a work permit once a contract is signed.
Special rules employers must know
Western Balkans rule (§ 26 (2) Employment Ordinance): nationals of Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia and Serbia can obtain approval for any job without proof of qualification – permanent since March 2024 and capped at 50,000 approvals per year [2].
Recruitment in health and nursing professions (§ 38 Employment Ordinance): from countries listed in the annex to the Employment Ordinance (WHO list), only the Federal Employment Agency may recruit and place workers for health and nursing occupations [10]. A private agency offering you nurses from one of these countries is acting unlawfully.
New information duty since 1 January 2026 (§ 45c Residence Act): an employer who concludes an employment contract with a third-country national still living abroad must, no later than the first working day, inform them in writing about the free “Faire Integration” counselling service and provide the contact details of the nearest advice centre [11].
Which route for which profile?
| Candidate profile | Recommended route | What the employer must provide |
|---|---|---|
| Nurse from a third country, qualification not yet recognised, German A2–B1 | Recognition partnership § 16d (3) | Commitment to enable qualification measures within employment; organise practical instruction |
| Nurse with equivalence decision in hand, B2 | Skilled worker § 18a + fast-track § 81a | Power of attorney, agreement with immigration office, EUR 411 fee [12] |
| Electrician/welder/mechatronics technician with 2+ years' experience, no recognition | Experienced worker § 19c (2) | Salary ≥ EUR 45,630 (2026) or collective agreement [7][8] |
| Engineer with university degree | EU Blue Card § 18g | Salary ≥ EUR 45,934.20 (shortage occupation) or EUR 50,700 (2026) [5] |
| Professional driver from the Western Balkans | Western Balkans rule § 26 (2) Employment Ordinance | Employment contract; quota 50,000/year [2] |
| Candidate already in Germany on an Opportunity Card | Switch to work permit | Employment contract |
Realistic timelines
The Act speeds up procedures but does not remove lead times. A hospital integration coordinator reports that up to a year can pass between employment contract and arrival, depending on the country of origin – language course, recognition and visa run one after another [13]. If you want to fill positions next year, you need to recruit now.
How TalentSure supports this
On the TalentSure platform employers see, for every candidate, which residence route is planned, which documents are on file and where recognition, language course and visa currently stand. The platform replaces neither the authorities nor legal advice – it makes the process transparent for everyone involved. See hire skilled workers from abroad or our article managing skilled-worker immigration digitally.
Frequently asked questions
Does the Skilled Immigration Act apply to EU citizens?
No. EU citizens enjoy freedom of movement and need no residence permit. The FEG governs immigration from third countries [1].
Does the qualification always have to be recognised?
Not any more. For non-regulated professions, two years of experience plus a two-year qualification from the country of origin have been sufficient since March 2024 under certain conditions (§ 19c (2) Residence Act) [7]. Regulated professions such as nursing or medicine still require a professional licence.
Which German language level is mandatory?
It depends on the route. The recognition partnership requires “sufficient” German (A2) [6]. For the nursing licence the federal states generally require B2 [14]. For experienced workers and the EU Blue Card the law prescribes no language level.
What does the fast-track procedure cost?
The immigration office charges EUR 411; recognition and visa fees come on top [12]. Details in our fast-track procedure guide.
What new duty do employers have since 2026?
Since 1 January 2026 employers must inform newly hired third-country nationals arriving from abroad in writing about the “Faire Integration” advice centre (§ 45c Residence Act) [11].
Sources
- IHK Regensburg für Oberpfalz / Kelheim: “Regelungen des Fachkräfteeinwanderungsgesetzes – Überblick für Unternehmen”, https://www.ihk.de/regensburg/fachthemen/fachkraefte/fachkraefteeinwanderungsgesetz/regelungen-des-neuen-feg-4713888 (accessed 12 Sept 2026)
- Unternehmen Berufsanerkennung (DIHK/ZDH, funded by BMBF): “Was ändert sich 2023/2024 mit den neuen Regelungen der Fachkräfteeinwanderung?”, https://www.unternehmen-berufsanerkennung.de/fragen-antworten/was-aendert-sich-2023-/-2024-mit-den-neuen-regelungen-der-fachkraefteeinwanderung (accessed 12 Sept 2026)
- Bibliomed Medizinische Verlagsgesellschaft (ed.): e-book “Ausländische Pflegekräfte | 2026 – Pflege international gestalten”, Die Schwester | Der Pfleger / f&w, Melsungen, March 2026, p. 4 (“Pflegepersonal in Deutschland – Zahlen und Projekte”, data: Statistik der Bundesagentur für Arbeit; Destatis nursing workforce projection, January 2024)
- Bundesagentur für Arbeit / ZAV: “Blaue Karte EU”, International Services Spotlight 03/2026, https://www.arbeitsagentur.de/vor-ort/zav/working-and-living-in-germany/newsletter-iss/03-2026/blaue-karte
- ibid. (2026 thresholds: EUR 50,700 and EUR 45,934.20)
- § 16d (3) AufenthG, https://www.gesetze-im-internet.de/aufenthg_2004/__16d.html
- § 6 BeschV, https://www.gesetze-im-internet.de/beschv_2013/__6.html; § 19c (2) AufenthG, https://www.gesetze-im-internet.de/aufenthg_2004/__19c.html
- Bundesagentur für Arbeit / ZAV: “Arbeitsmarktzugang für Berufserfahrene”, International Services Spotlight 04/2026, https://www.arbeitsagentur.de/vor-ort/zav/working-and-living-in-germany/newsletter-iss/04-2026/berufserfahrene (2026 threshold: EUR 45,630)
- § 20a AufenthG, https://www.gesetze-im-internet.de/aufenthg_2004/__20a.html
- § 38 BeschV, https://www.gesetze-im-internet.de/beschv_2013/__38.html
- IHK Region Stuttgart: “Faire Integration: Neue Pflicht für Arbeitgeber”, https://www.ihk.de/stuttgart/fuer-unternehmen/fachkraefte-und-ausbildung/personalgewinnung-und-entwicklung/fachkraefteeinwanderung/neue-pflicht-fuer-arbeitgeber-6845440; BMAS: “Start des Beratungsangebots Faire Integration” (2026), https://www.bmas.de/DE/Service/Presse/Meldungen/2026/start-des-beratungsangebots-faire-integration.html
- IHK Erfurt: “Beschleunigtes Fachkräfteverfahren (§ 81a AufenthG)”, https://www.ihk.de/erfurt/fachkraefte/auslaendische-fachkraefte/beschleunigtes-fachkraefteverfahren-6170272
- Bibliomed Medizinische Verlagsgesellschaft (ed.): e-book “Ausländische Pflegekräfte | 2026 – Pflege international gestalten”, Die Schwester | Der Pfleger / f&w, Melsungen, March 2026, p. 35 (Robin Keller: “Mein Alltag als Integrationskoordinator”, Agaplesion Klinikum Hagen; first published Die Schwester | Der Pfleger 5/2025)
- Hessisches Landesamt für Gesundheit und Pflege: “Anerkennung internationaler Pflegeabschlüsse – Antrag und Anerkennungsverfahren”, https://hlfgp.hessen.de/pflegefachberufe/auslaendische-abschluesse-pflege-antrag-und-anerkennungsverfahren