On 8 October 2025, the German Bundestag voted to abolish the so-called “Turbo Naturalization”, which had allowed well-integrated migrants to obtain German citizenship after only three years of residence. From now on, a uniform minimum residence period of five years will apply to all applicants. The decision reverses one element of the 2024 nationality reform, which had temporarily introduced the accelerated pathway. While this fast-track option is now removed, the key features of the 2024 reform remain intact, including the general reduction of the residence period from eight to five years and the allowance of dual citizenship.
The repeal of the “Turbo Naturalization” provision represents a significant shift in Germany’s citizenship and integration policy. The Bundestag deleted § 10(3) of the Nationality Act, which had allowed applicants to naturalize after three years if they could demonstrate exceptional integration achievements such as C1-level language proficiency, stable employment, or long-term civic engagement. The Government justified the decision by emphasizing that citizenship should be the culmination of successful integration rather than a means to encourage it. According to the explanatory statement, sustainable social participation requires time, and the distinction between permanent residence and citizenship must be maintained.
Although the accelerated path was introduced to reward outstanding integration, its practical relevance turned out to be limited, as only a small number of individuals qualified for it. The Bundestag therefore concluded that the system created more complexity than benefit. With the new law, a uniform minimum residence period of five years now applies to all applicants. The law will enter into force the day after its publication in the Federal Law Gazette. However, it contains no transitional provisions for pending cases, meaning that applications still under review at the time of entry into force will be assessed under the new legal framework. Individuals who have not yet reached the five-year threshold risk rejection even if they filed their applications under the previous regime.
The repeal of the three-year naturalization option has both immediate and long-term implications for employers and international professionals in Germany. In the short term, it may create uncertainty for individuals who applied under the previous regime, as their eligibility may now be reassessed. Human resources departments and mobility teams will need to review timelines and ensure that affected employees are informed and supported in maintaining lawful residence and continuous employment.
From a broader perspective, such rapid policy changes can also affect the confidence of foreign nationals in the stability and continuity of Germany’s legal framework. Predictability is a key factor for individuals deciding to build long-term careers and lives in a host country. Sudden legislative reversals, even when justified by policy considerations, may therefore have a dampening effect on perceived reliability.
That said, the reform also offers advantages. The uniform five-year rule brings greater legal clarity and consistency in the application of citizenship law, ensuring that similar cases are treated equally across the country. For businesses, while direct involvement in naturalization processes is uncommon, the reform contributes to a more stable framework for workforce and immigration planning. Employers can rely on a clear and consistent set of requirements when advising internationally mobile employees on long-term career prospects in Germany.
Germany remains an attractive destination for global talent due to its economic strength, social stability, and the ongoing openness of its immigration system. The revised citizenship timeline may be viewed as part of a broader recalibration aimed at balancing integration, fairness, and legal coherence.
Vialto assists employers and individuals in assessing how the repeal affects current and future naturalization plans. We review pending cases, evaluate legal and timing risks, and help companies adapt their internal immigration and talent strategies. We also support HR teams in communicating these changes to affected employees, ensuring compliance and consistency in messaging.
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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