Onboarding New International Hires: Entering Germany Guide
In today’s global business landscape, hiring international professionals isn’t just a competitive advantage—it’s a necessity for driving innovation, diversity, and long-term growth. But with international hiring comes the responsibility of navigating immigration requirements, which vary based on nationality and personal circumstances. For companies, understanding the main entry pathways into Germany is essential to ensure compliance, avoid delays, and create a positive relocation experience for new hires.
Visa-Free Doesn’t Always Mean Work-Ready
Citizens of countries like Australia, Israel, Japan, Canada, New Zealand, South Korea, the USA, and the UK can enter Germany without a visa and stay for up to 90 days. While this visa-free entry is convenient, it does not grant the right to begin working immediately. These individuals must still apply for and receive a residence permit before starting employment, which can take several weeks once inside Germany.
To avoid onboarding delays and ensure a smooth transition into the workplace, it may be recommended that these employees apply for a National Visa (Type D) in their home country prior to relocation. This allows them to begin working legally from day one upon arrival.
EU Citizens: Free Movement, Fewer Barriers
Employees who hold citizenship from EU or EEA countries (including Switzerland) benefit from the European Union’s free movement rules. They do not require a visa or a residence permit to enter or work in Germany. This simplifies the relocation process significantly and allows for greater flexibility in start dates and onboarding timelines.
While there are no entry restrictions, HR teams should still ensure proper registration (Anmeldung) and onboarding procedures are followed once the employee arrives.
Non-EU Nationals: Visa Required Before Entry
For employees who are not citizens of the EU, EEA, entry into Germany for the purpose of work requires a National (D) visa obtained before arrival. This long-term visa must be applied for at the German embassy or consulate in the individual’s country of residence.
It’s critical to note that a tourist or Schengen visa cannot be converted into a residence or work permit inside Germany. Attempting to bypass this step by entering on the wrong visa type may result in legal complications and significant delays.
Special Cases and Legal Grey Zones
Certain employee situations fall outside standard procedures and may require careful evaluation:
Non-EU nationals who are married to EU citizens may have different rights under family reunification or EU mobility laws.
Swiss citizens, while not EU members, enjoy special status but are still subject to certain formalities.
Non-EU citizens with permanent residency in other EU countries may not automatically qualify for work authorization in Germany and could require a fresh visa process.
In these cases, relying on generalized rules can lead to mistakes. Instead, you are advised to seek personalized support to navigate complex scenarios. Our relocation and immigration specialists are equipped to assess individual cases and offer customized strategies to ensure legal compliance and operational efficiency.
Set Up for Success from Day One
The entry process sets the tone for the entire relocation journey. Teams who invest in understanding visa pathways—and support their international employees accordingly—not only reduce legal risk but also deliver a smoother, more supportive onboarding experience. By helping your new hires enter Germany fully authorized and ready to begin, you enable them to focus on what they were hired to do: contribute their skills and energy to your organization.
We support companies and international professionals through every step of the employee life cycle process—from appointment booking to final visa issuance.
Legal Disclaimer: The information provided here and on relokate’s website is for general informational purposes only and does not constitute legal advice.