New Year, new laws in Germany: From January 1, 2026 – New information obligation when recruiting skilled workers from Non-EU Countries
Dear colleagues, HR decision-makers, and everyone building international teams,
as 1st January 2026, a new legal obligation applies to German employers (§ 45c AufenthG). If you recruit skilled workers from non-EU/EEA/Swiss countries, you are required to inform them about free advisory services – in particular, the nationwide advisory center "Fair Integration."
The most important points at a glance:
- Who is affected?
All employers based in Germany who recruit third-country nationals from abroad
- What do I have to do?
Provide information about free advice on labor and social security law issues, e.g.:
• Employment contract
• Wages & salary
• Vacation
• Termination
• Social security
• Recognition of qualifications
How?
- In written form (email, employment contract, letter) with the current contact details of the nearest "Fair Integration" advisory center.
By when?
- No later than the new employee's first day of work.
What happens in case of violations?
- No direct fines – but the obligation is legally mandated and should be taken seriously (keyword: good corporate governance & prevention of future conflicts).
Practical tip for your processes:
The simplest implementation: Include a standardized paragraph directly in your employment contract or offer letter.
Example wording (adapt!):
"We hereby inform you about the free advisory service 'Fair Integration'. The advisory center supports you with questions regarding employment contracts, wages, vacation, termination, and social security." Contact details of the nearest office: [insert here – available at faire-integration.de]
Also relevant
Existing obligations you should already be aware of:
- Employment Documentation Act (§ 2 NachwG): Written notification of all essential working conditions (no later than 1 month after commencement)
- Approval from the Federal Employment Agency (§ 39 AufenthG): Verification of comparable wages and working conditions
- Notification obligation to the immigration authorities in case of premature termination of employment
In short:
2026 brings greater transparency to international recruitment – and a good opportunity to build trust from the outset.
Have you already integrated this new obligation into your hiring process? What solution has proven successful for you? I look forward to hearing about your experiences and tips in the comments!
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