International Skilled Workers in Germany and the Employer's Obligations
Given the shortage of skilled workers in Germany, companies are facing increasing challenges in attracting talent. In the information and communication technology sector in particular, a significant proportion of employment growth is attributable to international talent. However, against the backdrop of an ageing population across Europe, the question is increasingly being raised: Where will these skilled workers be recruited from in future?
Skilled workers from non-EU countries, particularly from India and Pakistan, for example, make a significant contribution in this regard. The importance of these target markets is also evident on a political level, as demonstrated by Chancellor Friedrich Merz’s visit to India in January 2026, during which he called for making it easier for qualified workers to immigrate to Germany.
At the same time, however, the legal requirements for employing people from non-EU countries are increasing. Clear processes are becoming increasingly important, particularly when it comes to supporting these employees: visa compliance, registration obligations, secondment guidelines and proper documentation must be closely aligned to ensure that international assignments run smoothly. These include, in particular the timely application for and extension of residence permits, complying with registration deadlines set by local authorities, as well as transparently documenting working conditions in the context of secondments. Equally important is the clear allocation of responsibilities amongst HR, Legal and external service providers in order to minimize compliance risks.
Furthermore, employers are required to provide international employees with comprehensive information about their working conditions, rights and sources of support in Germany. This includes details on working hours, pay, holiday entitlement, as well as information on contact points for the relevant authorities and available integration services.
These obligations for the provision of information go beyond classic contract content and require structured onboarding
processes that should also carefully take into account the intercultural context. When it comes to global mobility, numerous aspects must be considered. For example, the question arises as to whether visa-compliant health insurance must be provided or whether additional, uninsured benefits are required.
Similarly, it is becoming increasingly important to consider the extent to which company pension schemes must meet growing international expectations.
For technology-focused companies with global teams in particular, the factors mentioned above necessitate a thorough review of existing HR and global mobility processes, their effective standardization, and their support via appropriate digital solutions. Successful international recruitment in Germany requires not only competitive offers of employment, but equally a high degree of legal diligence, HR discipline and compliance.
Profion supports international companies with project planning and queries relating to global mobility. Please contact us for a non-binding consultation!
Employee Assistance Programs (EAPs) to Promote Mental Health and Well-being in the Workplace
Employee Assistance Programs (EAPs) are workplace benefits that support employees facing personal and professional challenges, especially during times of crisis. These programs provide confidential access to counselling, mental health services, and legal or financial guidance, helping employees overcome stress and build resilience.
Whether facing a global crisis (such as a pandemic or war) or personal challenges (such as work or family issues), EAPs offer
critical mental health support, reducing anxiety and preventing burnout. At the same time, they help to remove the stigma associated with seeking help: confidentiality builds trust and encourages employees to seek support at an early stage.
By supporting a wide range of needs from emotional strain to financial or family problems, EAPs improve productivity, engagement, and overall well-being. Furthermore, they strengthen trust and loyalty, as employees feel valued and supported.
Ultimately, EAPs are strategic investments that enhance workforce stability, resilience, and long-term organizational success.
Extending Working Life Beyond the Statutory Retirement Age
Insufficient pension payments in old age on the one hand and an increased demand for skilled workers on the other hand, are currently leading to a situation where an increasing number of older workers wish to continue working even after reaching the statutory retirement age.
The so-called ‘active pension’ has also given this a fresh impetus. Since January 1, 2026, anyone who chooses to continue working beyond retirement age can earn up to 2,000 Euro tax-free.
But is it really that simple? Most employment contracts contain a so-called retirement clause, which automatically terminates the employment relationship upon reaching the statutory retirement age. Action is therefore required here to draw up alternative agreements. If this clause were to be omitted, the employment relationship would indeed just continue as before.
The (continued) employment of pensioners also has implications for occupational pension schemes, as well as for social security. These vary for employers depending on the form of continued employment (full-time, marginal) and whether the pensioner may already be receiving benefits from the statutory pension scheme. We would be happy to advise you on this!
