A recent ruling by the Administrative Court (Verwaltungsgericht) of Trier has recently clarified an important point for foreign nationals and their employers in Germany: applications for so-called “Turbo Naturalization”, which allowed German citizenship after three years of residence, cannot succeed if the legal basis has been repealed by the time the court decides, even if the application was filed while the rule was still in force. The judgment underscores that pending naturalization applications do not benefit from automatic protection of legitimate expectations and that legislative changes can directly affect ongoing procedures. For internationally mobile employees and the companies employing them, this decision has direct implications for citizenship planning, retention strategies and communication with key talent.
The background of the case lies in Germany’s recent reform of its nationality law. As part of the 2024 reform, the standard residence period for naturalization was reduced from eight to five years. In addition, a special fast-track option was introduced that allowed particularly well-integrated individuals to apply for German citizenship after only three years of lawful residence. This provision quickly became known as “Turbo Naturalization” and was widely discussed among employers seeking to enhance Germany’s attractiveness for international professionals.
However, the political consensus behind this accelerated route proved short-lived. The legislator decided to abolish the three-year pathway and return to a uniform minimum residence period of five years. The abolition entered into force before many of the applications filed under the former rule had been decided by the competent naturalization authorities.
In a case decided by the Administrative Court of Trier, the applicant had submitted his naturalization application in due time while the three-year rule was still valid. When the authority failed to issue a decision, he brought an action for failure to act (Untätigkeitsklage). By the time the court heard the case, the legal provision allowing naturalization after three years had already been repealed. The applicant argued that he should nevertheless benefit from the old law, relying on the principle of legitimate expectations and the fact that the delay was attributable to the authorities.
The court rejected this argument. It held that, as a rule, the legal situation at the time of the court’s decision is decisive. The mere fact that an application was filed while a more favorable rule was in force does not create a protected legal position unless the legislator has expressly provided for transitional arrangements or exceptional circumstances justify trust protection. According to the court, neither condition was met. The public debate surrounding the abolition of the three-year rule meant that applicants could not reasonably rely on its continued application, and EU law principles, including non-discrimination, did not alter this assessment.
For employers in Germany, the decision highlights that naturalization and long-term residence status have become increasingly relevant elements of workforce strategy rather than purely private matters for employees. Companies employing international professionals are operating in an environment where immigration law is subject to political debate, frequent legislative change and significant administrative delays. As this case demonstrates, even timely and well-founded applications may be affected if legal frameworks change before a decision is issued.
From a challenge perspective, employers must manage expectations among employees who may have planned their long-term stay in Germany around specific legal incentives that are no longer available. Delays in naturalization procedures can create uncertainty for employees and, by extension, for employers who rely on the long-term availability of key talent. This is particularly relevant for senior specialists, managers and project-critical staff for whom legal certainty regarding residence and citizenship plays a decisive role in career and family planning.
At the same time, an important opportunity is emerging. An increasing number of companies are now actively supporting naturalization and permanent residence procedures for their employees. This support goes beyond administrative assistance and is increasingly viewed as a strategic retention and risk-management tool. From a business perspective, facilitating these procedures helps strengthen employee loyalty, provides long-term right-to-work security and reduces dependency on time-limited residence permits that may be affected by changing legal requirements or compliance risks.
The ruling of the Administrative Court of Trier further underlines the value of proactive employer involvement. Close monitoring of application timelines, early identification of delay risks and strategic use of procedural remedies can help mitigate the impact of legislative changes on ongoing cases. Companies that integrate citizenship and settlement planning into their broader global mobility and employment strategies are therefore better positioned to provide stability for both their workforce and their operations in Germany.
Our legal team supports organisations across sectors in navigating exactly these types of legal shifts. We advise employers on how changes in nationality and residence law affect long-term workforce planning, retention strategies and global mobility policies. We assist with the preparation and strategic timing of naturalization and residence applications, always with a view to minimizing exposure to legislative and procedural risk.
Where applications are delayed, we assess the viability of procedural remedies and represent clients in proceedings before administrative authorities and courts. In addition, we provide clear, practical communication support to help employers explain legal developments to affected employees in a transparent and credible manner.
If you would like to discuss how this decision may affect your current population of international employees or future hiring plans in Germany, we would be pleased to advise you.
For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:
Mostafa Massoud
Partner
Inga Mayer
Senior Manager
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