Germany’s Federal Ministry of the Interior (BMI) has released a draft bill that aims to tighten several areas of immigration law. Most notably, the bill proposes to eliminate the three-year fast-track naturalisation route introduced in 2024 for highly integrated individuals and to temporarily restrict family reunification for beneficiaries of subsidiary protection. These proposed measures reflect the government’s renewed emphasis on more restrictive migration and integration policies. The legislative process is on an accelerated timeline, with cabinet approval expected by the end of May and parliamentary adoption targeted before the summer recess.
The most prominent change concerns the naturalisation process. In 2024, Germany modernised its citizenship law and introduced a fast-track option, allowing certain well-integrated individuals—such as those with excellent German language skills, strong academic or professional performance, or notable civic engagement—to apply for citizenship after just three years of legal residence. According to the new draft, this pathway is now set to be abolished. The BMI argues that a period of three years is insufficient to ensure deep and lasting integration into German society. As a result, naturalisation will again require a minimum of five years’ residence, with exceptions permitted only in rare hardship cases.
In addition to the changes in naturalisation, the draft bill also introduces a two-year restriction on family reunification for individuals who hold subsidiary protection (refugee) status. During this period, affected individuals would not be permitted to bring in close family members such as spouses and minor children, regardless of their ability to support them financially. While a hardship exception remains possible, the criteria for its application are vague at this stage and would likely be interpreted narrowly in practice. This change could significantly impact humanitarian migrants and their families, and may also affect employers whose staff members are indirectly impacted by such delays.
The political justification for these changes is rooted in a desire to tighten migration pathways and slow the rate of permanent settlement, especially for individuals arriving via humanitarian channels. The proposal is currently under consultation with state governments, with formal cabinet adoption expected on 28 May 2025.
Although these changes are not directly linked to work and residence permits, they will be felt by companies seeking to attract and retain international talent. The fast-track citizenship option had become a compelling incentive for highly skilled non-EU nationals considering long-term relocation to Germany. Its removal may reduce the country’s competitiveness in the global talent market, particularly when compared to jurisdictions that continue to offer clear and stable settlement pathways.
Moreover, the fact that this change comes so soon after the original reform was enacted raises broader concerns about legal certainty and policy stability. Frequent or abrupt legislative reversals can undermine trust among internationally mobile professionals and their employers, sending a signal that long-term integration incentives in Germany may be subject to unpredictable political shifts. Such uncertainty can weaken confidence in Germany as a reliable destination for global talent.
Employees who are personally affected by the family reunification freeze—or who have relatives holding subsidiary protection status—may also face considerable emotional and logistical strain, with potential implications for performance, wellbeing, and retention.
HR and global mobility teams should anticipate increased questions from employees regarding their long-term prospects in Germany and may need to adjust internal messaging around integration and settlement planning.
As a law firm specialised in corporate immigration, we are tracking these developments closely and can help you assess their impact on your global mobility strategy. We support clients in evaluating naturalisation eligibility under the current law and taking timely action before the proposed changes enter into force. We also assist with strategic planning around family reunification scenarios, prepare internal guidance for HR and mobility teams, and represent individual employees in naturalisation and family migration procedures.
Our team will continue to monitor the legislative process and provide timely updates. Please reach out if you would like tailored advice or if you are currently supporting employees who may be affected.
For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:
Mostafa Massoud
Partner
Eva Witt
Manager
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