Global Mobility Services in Germany

All of our immigration lawyers advise fluently in English and are experienced in working directly with HR departments, global mobility managers, and in-house legal teams based outside Germany. We are accustomed to the structures and communication expectations of international organizations, and we adapt our advice accordingly — clearly, efficiently, and without unnecessary formality.

Geography should not slow down a global mobility program. Our processes are fully digital: document submission, consultations, application management, and status updates all take place through secure digital channels. Clients never need to travel to Germany to instruct us or advance their cases, and our approach is built to integrate with the HR workflows and platforms that international teams already use.

Immigration questions rarely travel alone. Relocating an employee to Germany can raise employment law questions about assignment terms, corporate law questions about the structure of the employing entity, tax questions about the employee’s residence status, and — when things go wrong — defense questions about employer liability. As a full-service law firm covering all of these areas, we address the full picture within a single legal relationship, without the delays and inconsistencies that come from coordinating multiple advisors.

For companies that regularly sponsor foreign employees or manage large international workforces, we offer structured portfolio management: tracking permit expiry dates across the organization, initiating renewals proactively, flagging compliance issues before they become problems, and reporting to HR and legal teams in a way that makes the overall picture manageable. We build a working relationship with each client from the outset rather than treating each application in isolation.

Bringing qualified professionals to Germany from outside the European Union requires navigating a structured legal framework — and doing so efficiently at scale. Our lawyers advise companies on the full range of employment-based immigration pathways, identify the right permit for each employee, and manage the application process from start to finish.

Germany’s immigration framework has been substantially reformed in recent years to help companies recruit internationally. The Skilled Immigration Act extended eligibility for work visas to include formally recognized vocational qualifications alongside university degrees, and introduced a fast-track procedure that allows employers to initiate visa processing directly. The EU Blue Card continues to provide an important pathway for highly qualified specialists, with Germany issuing more Blue Cards than any other EU member state.

Our work in this area is not about explaining which visa category exists — it is about ensuring that international companies can recruit and deploy the professionals they need, within the legal framework, without unnecessary delay. We advise on eligibility, coordinate the application process, liaise with German authorities, and ensure that employer obligations are met throughout.

The fast-track procedure (Beschleunigtes Fachkräfteverfahren) under Section 81a AufenthG allows companies to take an active role in accelerating the visa process for skilled workers recruited from outside the EU. Rather than waiting for the employee to initiate the application from abroad, the employer works directly with the relevant Foreigners’ Authority to coordinate qualification recognition, secure preliminary approval, and prepare the groundwork before the candidate travels. Once preliminary approval is granted, the German mission abroad prioritizes visa appointments — significantly faster than the standard procedure. Family members of the skilled worker can also be included in the fast-track process, simplifying the overall relocation timeline.

The procedure requires the employer to enter into a formal commitment agreement with the Foreigners’ Authority, setting out the obligations of all parties and the applicable deadlines. Our lawyers manage the employer’s side of the process — from initial authority engagement through to the point at which the employee can enter Germany and take up their role.

Multinational companies regularly need to move managers, specialists, or executives to German branches or subsidiaries. Internal transfers of this kind involve distinct legal considerations — not just the permit itself, but the structure of the assignment, the conditions attached to it, and what obligations apply to both the company and the employee throughout.

Our lawyers advise on the full range of intra-company transfer scenarios: ICT Card applications for employees being assigned from non-EU entities to German subsidiaries or affiliates, short-term business travel within and beyond the scope of the Business Visa, temporary project assignments, and the transition from a temporary assignment to a longer-term residence permit where the employee is to remain. For companies with multi-country structures, we also advise on how the German ICT framework interacts with the rules applicable in other EU member states involved in the same transfer.

We assess each transfer on its specific circumstances — the structure of the employing entity, the nature of the role, the duration of the assignment, and the employee’s existing permit status — and advise on the most appropriate and efficient route.

When a foreign company posts employees to Germany — even without a registered branch or subsidiary here — German social security and tax law applies in principle from the outset. Social security exemptions exist for defined, time-limited postings where the employee remains integrated in the foreign company, but the conditions vary significantly depending on whether a bilateral social security agreement or EU regulation applies. Income tax obligations are similarly shaped by double taxation agreements, the duration of the employee’s presence in Germany, and whether the employer qualifies as a domestic employer under German tax law. Our lawyers advise companies on the social security and tax implications of posting employees to Germany, working alongside tax counsel where needed to ensure that both the immigration and fiscal aspects of an assignment are handled correctly.

Securing a work permit is only the beginning. Relocating to Germany involves a significant organizational and administrative effort — and how that process is managed has a direct bearing on how quickly an employee settles and becomes effective in their role. At Schlun & Elseven, we provide structured relocation support that goes well beyond the legal paperwork, covering the practical realities of establishing a life in Germany from the ground up.

Before an employee arrives in Germany, a range of documents must be gathered, translated, authenticated, and submitted. Our lawyers manage the full preparation process: acquiring the necessary residence permits and visas, advising on work permit conditions and employer confirmation requirements, handling translation and certification of official documents, and ensuring that everything is in order before the employee’s first day. We liaise directly with German authorities on our clients’ behalf, drawing on established relationships with the relevant offices to move applications through as efficiently as possible.

Once an employee arrives, registration with the residents’ registration office, tax ID applications, and appointments at the Foreigners’ Authority all need to be coordinated promptly. Our team handles these steps directly, accompanying or representing employees at authority appointments and resolving any issues that arise. We also advise on the practical requirements of settling in Germany: guidance on the rental market and suitable areas, support with lease review and negotiation, connection to utilities, insurance, car registration, and access to the services that employees and their families need.

For employees bringing their families to Germany, the relocation involves an additional layer of coordination. We manage family reunification applications — including spouse and partner reunification and applications for dependent children — and advise on the conditions that must be met for each permit type. We can also assist with the practicalities of family settlement: information on the German educational system, kindergarten and school applications, child benefits, and language course registration. Settled family life is consistently one of the most important factors in the long-term success of an international assignment, and we treat it accordingly.

For employees who intend to build their careers in Germany, early planning around permanent residence makes a significant practical difference. We advise employees on their specific pathway to a settlement permit — whether through the EU Blue Card, the standard five-year route, or the immediate settlement permit available to certain highly qualified individuals — and ensure they are well-positioned when those applications become available. We also advise on German naturalization and dual citizenship for employees who have established strong ties to Germany over time.

Once settled, international employees may encounter legal challenges that go beyond immigration status — employment disputes, unfair dismissal, family law matters, property purchases, inheritance questions, or tax compliance issues arising from their international circumstances. As a full-service law firm with a dedicated expats practice, we are positioned to support employees across all of these areas within a single legal relationship. For companies that have committed to supporting their international workforce, knowing that a trusted legal partner is available to employees across all aspects of life in Germany is a significant practical benefit.

For companies employing foreign nationals in Germany, the legal obligations do not end once a permit is granted. Employment law, immigration law, tax law, and social security law all place ongoing duties on employers — and when those duties are not met, the consequences can move quickly from administrative penalties to criminal proceedings. At Schlun & Elseven, our interdisciplinary team advises companies on compliance from the ground up and provides immediate defense support when investigations arise.

Before a third-country national begins work in Germany, employers must verify that their residence title permits employment. A residence permit does not automatically authorize work; temporary titles must carry an explicit note permitting employment, and in some cases, that permission is limited to specific activities. Failure to verify this before engagement is itself a violation, regardless of whether the employer was aware of the issue.

Once employment begins, companies must register employees with the social insurance authorities and the tax office under Section 28a SGB IV, comply with minimum wage requirements, and ensure that the employment conditions reflect those stated in the permit application. Role changes, restructurings, and salary adjustments that affect permit conditions must be assessed and handled proactively. Our lawyers work with companies to develop internal verification and onboarding processes that ensure these requirements are met consistently — before any issue arises.

Employing a third-country national without valid work authorization constitutes illegal employment under German law and carries consequences that companies frequently underestimate. Fines of up to €500,000 can be imposed under Section 404 SGB III for employing a foreigner without the required residence title. Where a company persistently repeats the violation or employs more than five unauthorized workers, criminal liability applies — including the possibility of a prison sentence of up to three years, or up to five years where the employee’s working conditions are found to be exploitative.

Investigations are led by the German Customs authority (Finanzkontrolle Schwarzarbeit) and supported by the Federal Employment Agency, tax authorities, social insurance agencies, and the police. The scope of these investigations is broad, and companies in sectors including construction, logistics, catering, cleaning, and security face particular scrutiny. Our lawyers advise employers, managing directors, and executives on their rights and obligations in this area, and represent companies and individuals when allegations have been made.

Violations of the Act to Combat Undeclared Work (SchwarzArbG) cover a range of conduct beyond the unauthorized employment of foreigners — including failure to pay social security contributions, non-compliance with minimum wage requirements, operating without proper business registration, and employees or self-employed persons working without reporting income to tax and social security authorities. Social security contribution violations under Section 266a StGB are treated particularly seriously: an employer who fails to pay employee contributions faces a fine or up to five years’ imprisonment, rising to between six months and ten years in especially serious cases.

When a search or seizure is carried out at company premises, the risk of inadvertently incriminating the company or its management through ill-considered statements is significant. Early legal intervention — ideally before any statement is made — is essential. Our criminal defense lawyers are available immediately in these situations to protect the company’s legal position from the outset.

At Schlun & Elseven, we work with companies at both ends of this area. On the preventive side, we advise on structuring compliant hiring and onboarding processes, review employment arrangements to identify exposure, and help companies in high-risk sectors build the internal controls needed to stay on the right side of German law. On the defense side, our interdisciplinary team — drawing on employment law, criminal law, tax law, and customs law expertise — develops defense strategies for companies and individuals facing investigation or prosecution.