From 1 January 2026, several important changes in German immigration law will take effect. These include a new obligation for employers to inform foreign workers of their right to free advisory services, and an automatic extension of residence permits for individuals who fled Ukraine. At the same time, updated minimum salary thresholds for work-related residence categories will require employers to review compensation levels carefully. HR, Global Mobility and Compliance teams should prepare now to ensure continued compliance and seamless hiring processes.
New employer obligation to inform employees recruited from abroad of the availability of advisory services
Beginning in January 2026, German employers will be required to provide newly hired third-country nationals who are still living abroad at the time of recruitment with written information about the availability of free advisory services on labour and social law matters. This information must be communicated no later than on the employee’s first working day and must include the contact details of the counselling centre closest to the future workplace.
In practical terms, companies will need to adjust their onboarding materials and processes. Many employers will introduce a standardised information sheet or contract annex to ensure consistent communication and to document compliance.
Automatic extension of residence permits for Ukrainian nationals
Residence permits issued to individuals who fled Ukraine and that remain valid on 1 February 2026, will be automatically extended until 4 March 2027. No application, appointment or additional administrative step is required. This automatic extension ensures continued work authorisation and provides employers with stability when planning for Ukrainian staff throughout 2026 and early 2027.
Salary threshold developments—with concrete examples
Germany’s annual adjustment of social security ceilings continues to influence the minimum salary levels required for several work-permit categories. For the current cycle, employers should note the following indicative figures:
These thresholds shift annually and can affect previously compliant job offers. Employers should therefore review compensation levels early—especially when roles sit close to the threshold—to avoid delays or re-drafting during the application process.
Transitional changes for humanitarian residence categories
At the end of 2025, transitional rules for certain humanitarian residence statuses will change. Existing permits will remain valid until the end of their individual validity periods, but the options for extensions or switching to other residence types will become more limited. While this does not create new employer obligations, it may affect long-term residence planning for affected employees.
The new obligation on employers to inform their new hires from overseas of the availability of advisory services, will require updates to onboarding communication. Although this adds an administrative step, it also improves transparency and compliance with the new requirement is crucial—the government is committed to safeguarding the rights of foreign employees in the country.
The automatic extension for Ukrainian nationals removes administrative pressure, offering continuity for both employees and employers.
Meanwhile, salary thresholds remain a recurring challenge. Proactive alignment between HR, Global Mobility and Compensation teams will be essential to ensure that employment offers remain compliant when applying for or renewing work-related residence permits.
Overall, organisations that take early steps to integrate these changes into their processes will be better positioned to attract talent and maintain compliance.
Our legal team supports organisations across sectors in navigating these regulatory changes. We assist with updating employment contract templates and onboarding documents, preparing compliant information materials for recruits from abroad, reviewing compensation structures in light of evolving salary thresholds, and developing long-term strategies for international and Ukrainian employees.
If you would like tailored advice or support in implementing these updates, our team is ready to assist.
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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