New research and proposed policy changes are reshaping the landscape for labour migrants in Germany—and with it, the outlook for companies that rely on international talent.
A recent report by the Institute for Employment Research (IAB) highlights a striking trend: many migrants arriving for work increasingly see Germany not as a long-term home, but as a temporary stop along their professional journey.
According to findings from the IAB’s Longitudinal Internet Panel of Migrants (IMPa), which surveyed over 50,000 individuals who arrived before April 2024, long-term plans often hinge on factors such as:
Migrants without a clear pathway to permanent residence—due to precarious jobs or limited language training—are more likely to move onward to another EU country. Conversely, those who secure stable employment and residence prospects early on are more inclined to stay.
These intentions are dynamic and evolve over time, responding strongly to policy signals and support from employers.
Against this backdrop, Germany’s Federal Ministry of the Interior (BMI) has put forward a draft bill that could further impact perceptions of Germany’s openness to long-term integration.
The proposal aims to eliminate the fast-track naturalisation route introduced in 2024, which allowed highly integrated migrants to obtain citizenship after three years, and to reinstate a minimum residence period of five years for naturalisation, with only narrow exceptions.
The government argues that three years is insufficient for deeper societal integration. Cabinet adoption of the legislation is planned before the summer recess, meaning the changes could take effect swiftly.
In parallel, the bill proposes a two-year restriction on family reunification for individuals with subsidiary protection status.
While this measure does not directly target skilled workers under standard labour migration routes, it sends a broader signal about the pace and depth of permanent settlement Germany is prepared to support. Even when reforms formally affect other migrant groups, they can shape perceptions among international professionals who may view frequent policy shifts as signs of uncertainty.
These developments present both challenges and opportunities for employers competing globally for high-performing talent.
For many international candidates, stable and predictable settlement pathways are critical when deciding where to relocate. The potential removal of the fast-track citizenship option may prompt some to reconsider Germany’s appeal as a long-term destination.
Frequent legislative changes—even when targeted elsewhere—can also prompt questions about:
At the same time, employers have a strong opportunity to position themselves as stable and forward-thinking partners by offering transparent communication about what is—and isn’t—affected by reforms, providing clear guidance on residence and citizenship pathways, and supporting employees with integration and family considerations.
Organisations can reinforce trust and strengthen retention in this evolving environment.
At Vialto Partners, we help employers navigate the dynamic German immigration landscape by:
If you’d like to discuss these issues further, please reach out to your Vialto Partners contact, or connect with:
Mostafa Massoud – Partner
Eva Witt – Manager
Learn more about our services at www.vialtopartners.com.
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