Resources for employers in Germany
Resources for employers in Germany
We use “refugees” as a term encompassing forcibly displaced people with different legal statuses, such as refugees, subsidiary protection holders, temporary protection holders, asylum seekers and other persons in need of international protection.
In cases where differentiating information relating to each status is essential (i.e. regarding the right to work), this is clearly indicated.
Why hire refugees and stateless people in Germany?
Germany is currently hosting the fourth largest population of refugees in the world, after Iran, Türkiye, and Colombia, and the largest one in the European Union. By welcoming refugees and focusing on German language acquisition, the country is prioritizing their long-term integration into society. This has led to relatively low employment rates among refugees, many of whom are participating in integration programs and learning the language. In order to successfully tackle ongoing labor shortages due to an aging population and low birth rates, the Federal Government is implementing initiatives like Job-Turbo in order to fast-track refugees into suitable employment.
In this context, German businesses play an important role by opening their doors to refugee and stateless jobseekers and helping them contribute to German society as employees, taxpayers, and consumers. At the same time, companies receive many benefits, such as: improved retention, increased recruitment pipelines, enhanced team diversity, connections to international markets thanks to a multilingual workforce, accomplishments of their CSR objectives, and creating a more compelling socially responsible brand. In fact, a 2023 survey conducted by the Tent Partnership for Refugees in Germany has shown that 53% of German consumers are more likely to buy from a brand which hires refugees.
Deutsche Post DHL Group (DHL) is a global leader in logistics services, headquartered in Bonn, Germany. As one of the largest private employers worldwide, the company employs around 570,000 people and operates in over 220 countries and territories. Since the end of 2015, almost 16,800 refugees have signed an apprenticeship or employment contract, and around 1,200 refugees have joined the company as interns. DHL favors internship programs where a refugee employee can learn about the company, meet colleagues to expand their professional network, and gain new skills. At the same time, the company can assess whether a full-time job is a good fit, giving a chance to candidates even if they have limited language proficiency or limited qualifications.
How many refugees and stateless people are there in Germany?
In 2023, there were 2.6 million refugees in Germany, with 1 million coming from Ukraine, 705,000 from Syria, and 255,000 from Afghanistan. In addition, there were 362,000 asylum-seekers, 78,000 of whom from Türkiye, 73,000 from Syria, and 45,000 from Afghanistan. In the case of Ukrainian refugees, about 793,000 are of working age, of which 523,000 women, and have notably high education levels (72% of them hold university degree based on a 2023 survey). There were 28,649 stateless people and people of undetermined nationality in Germany by mid-2024.
Visit the Refugee Data Finder to learn more
How many of them are working?
In November 2021, 36% of asylum seekers from the top eight countries of origin (Afghanistan, Eritrea, Iraq, Iran, Nigeria, Pakistan, Somalia, and Syria) were employed as permanent staff in jobs subject to social insurance contributions.
Among recognized refugees, there is no data available on the number of employed individuals but 200,000 are currently completing integration programs as of 2024.
In particular for Ukrainian refugees, the employment rate is relatively low: as of August 2024, 272,400 of them (30%) were working, both in jobs subject to social insurance contributions and in mini-jobs. Many Ukrainian refugees are still attending integration courses (10%) or are pursuing their education (6.5%). Almost one-third of Ukrainian employees work in people-related service jobs, followed by production jobs (24%), other economic service jobs (21%), commercial and business service jobs (17%), and IT/science jobs (5%). An IAB survey among employers found that Ukrainian refugees are very concentrated in sectors in which no formal qualifications are often required (e.g. in the hospitality industry, in temporary employment, security services, gardening, manufacturing, and the travel industry).
See more statistics in the Migration monitor with detailed data on on employment, job search and unemployment
What are the main challenges?
Some of the most frequent challenges which refugees and stateless people face when accessing employment include: 1) limited proficiency in German; 2) lack of credentials or difficulties with validating them due to delays in the process; 3) limited access to social or professional networks in Germany; 4) lack of qualifications for the desired job; 5) restrictions on the residence of many refugees related to settlement policies which limit their mobility and create higher probability of unemployment for those assigned to counties with less available vacancies; 6) limited childcare options, which disproportionately affects women’s labor market participation.
Stateless people in Germany may face challenges to obtain official recognition of their statelessness, without which they may not be able to obtain a residence permit and access employment.
Read the paper “Labor market integration of refugees in Germany: new lessons after the Ukrainian crisis”
Certain regulated professions such as teachers, architects, and medical professionals require formal validation of qualifications acquired abroad prior to employment. The Federal Government offers a list of competent authorities responsible for validating credentials and has a special section for employers who wish to support their foreign workers. Refugees can also benefit from the counselling services offered by Network IQ. Asylum-seekers can begin the process even before receiving a decision on their asylum application. Employers can also refer to a database of foreign vocational training systems in order to assess how an individual’s qualifications compare to the German system. Finally, the platform check.work is an image-based online application that can be used to determine professional experience and job-related strengths and potential.
| Status | Who it applies to | Right to work? | Process |
|
Asylum seeker |
Individuals who have applied for international protection in Germany but still have not received a decision on their application. | During the first three months of the asylum process, asylum-seekers are not allowed to work. In addition, they are not allowed to work as long as they are obligated to live in an initial reception centre, which can be a maximum 6 months. Afterwards asylum-seekers can work in Germany but they are not allowed to be self-employed. Persons from a country designated as a safe country of origin are not allowed to work as asylum-seekers. | In order to take up a specific job, asylum-seekers require a work permit, which they can apply for at the Aliens Authority. For the Aliens Authority to issue the permit they need permission from the Federal Labour Agency,or the job does not require an approval by the Federal Labour Agency. |
| Refugee status according to the 1951 Geneva Convention | Individuals who are threatened by serious human rights violations that are linked to race, religion, nationality, political conviction or because he/she belongs to a particular social group. | Refugees have the right to work in Germany. | The process is the same as for citizens. |
| Asylum according to the Constitution | Individuals who are victims of political persecution. However, this only applies if they did not travel to Germany from a so-called safe third country (via an overland route). | Asylees have the right to work in Germany. | The process is the same as for citizens. |
| Subsidiary protection | Individuals who do not qualify for a refugee status or asylum but who are unable to return to their home country because it would mean they face capital punishment, torture or inhumane or degrading treatment or punishment. | Beneficiaries of subsidiary protection have the right to work in Germany. | The process is the same as for citizens. |
| National ban on forced return | Individuals who do not qualify for a refugee status, asylum, or subsidiary protection, but who have other reasons why they should not be returned to their home country (for instance, a serious illness that cannot be treated in their country of origin). | Individuals with a national ban on forced return have the right to work in Germany. | Individuals with a national ban on forced return need permission from the Aliens Authority to work. |
| Temporary protection | Residents of Ukraine and their family members who were forced to leave their country due to the current war. | Individuals with temporary protection have the right to work in Germany. | The process is the same as for citizens. |
| Stateless person | A stateless person is someone who is not considered as a citizen by any country (whether recognized as such or not) | Stateless people who have a residence permit are allowed to work in Germany. All residence permits include a right to work unless otherwise specified by law and in the permit itself. In case of such limitations, the right to work in a job covered by the limitation would require the consent of the aliens authority. | The process is the same as for foreigners. The residence permit states the right to work or eventual limitations. In case of limitations, the person concerned can apply for a permission with the local aliens office which would collect the consent of the Federal Labour Agency. |
1. There is not a big difference between refugees and those with a right to asylum. The two forms of protection are mainly based on different legal foundations. The protection of refugees is anchored in the 1951 Geneva Refugee Convention and the Protocol of 1967; the protection of those entitled to asylum is defined in the German constitution, the German Basic Law. Yet the reasons for recognition are essentially the same.
2. If asylum-seekers come from a so-called safe country of origin, they are not allowed to work during the asylum process. Countries that are currently considered as safe are Albania, Bosnia and Herzegovina, Ghana, Kosovo, Macedonia, Montenegro, Senegal and Serbia.
How do I connect with refugee talent?
The Federal Employment Agency and local Job Centers provide a variety of services to employers who are interested in hiring refugees, including counselling, recruitment assistance, advice on funding opportunities, and tips for the successful integration of refugees in the company. 75% of companies which have hired refugees used the Federal Employment Agency in the recruitment process. Companies can also greatly benefit from collaborating with refugee organizations and NGOs, such as the International Rescue Committee, the German Red Cross, the Norwegian Refugee Council, the refugee council of the respective state and training organizations such as the ReDI School of Digital Integration. Other available services are “IvAF Networks” which places refugees in work and training nationwide in cooperation with employment agencies, Socialbee which helps companies through a diversity recruitment program with a focus on women, and the Youth Migration Service which focuses on refugees up to 27 years.
What can I do to support refugee and stateless employees?
Employers who wish to support refugee and stateless jobseekers and employees can take several steps in order to make their recruitment and onboarding process more refugee and stateless-friendly. These include: 1) offering language training, for example in cooperation with external NGO partners; 2) offering continued education and internal training for candidates who may lack the sufficient expertise in the desired job; 3) setting up trial jobs in order to evaluate qualifications when credentials are missing; 4) creating a “buddy program” in order to help new hires integrate in the workplace and improve interations with coworkers; 5) organizing diversity training for the whole team; 6) offering childcare support; etc.
Governmental support
Employers can benefit from several funding programs, including “Perspectives for Young Refugees”, "Paths to Training for Refugees", “Step by Step into In-company Training”, “Kommit – cooperation model with career-related further training” and other generic financial incentives such as the “Integration allowance” and promotion of training and further education. Finally, through the Job-Turbo initiative, employers are encouraged to offer employment to refugees in combination with further language and upskilling courses on a part-time basis.
Professional networks
Employers hiring refugees can join the network called “Companies Integrate Refugees”, which currently has more than 4300 members. The network supports companies of all sizes, industries and regions through free resources, events and webinars, checklists and guides, cooperation among members, and visibility for companies at events and in the press. Another business network is the TENT Partnership for Refugees which offers members access to a hub with resources, training, and best practices, tailored advice, regular meetings and workshops with other members, etc.
Recruitment support
Companies which are looking to hire refugees can post vacancies on Jobsuche or several job boards, such as: Workeer which offers a job board specifically for refugees and international talent in Germany; Jobs4Refugees.org which matches refugee talent with companies and also provides counselling, mediation, DEI consulting and training for managers and teams; Jobboerse.de which also has a section for hiring refugee talent; and UA Talents which targets Ukrainians across Europe for remote jobs, primarily in the IT sector. In addition, the so-called "welcome guides" can support companies on a regional level.
“Skills for Employment” toolkit prepared by IKEA with best practices on how employers can open employment pathways for refugees
Infographics on refugee employment by the Companies Integrate Refugees Network (in German).
"Integration of Refugees in Training and Employment: Guide for Companies” by DIHK (in German)