Immigration has been a defining issue in Germany’s 2025 elections. Now, as the results unfold, HR and global mobility professionals must prepare for shifts in talent relocation policies.
The truth is that Germany’s labor market and economy have a heavy reliance on international talent. Take, for instance, the Berlin or Munich tech sectors. According to Jannis Gilde, Project Lead Research at Startup Verband, about 50% – 60% of the employees aren’t from Germany — many of them come from the rest of Europe, while another 20% – 30% come from outside Europe, including the US. And it’s not just about technical skills — startups also rely on practical experience in scaling tech companies.
For example, as Gilde puts it, “It’s about experiences, especially if we’re getting talent from the U.S., people who know how to build tech scale-ups, and that’s important for us.” That said, global mobility is not just a “nice-to-have.” It’s a strategic necessity for Germany to maintain its competitiveness in the global market.
At Localyze, we hosted a webinar with industry experts to discuss the implications of this election on Germany skilled worker immigration policies and what these mean for companies looking to hire international candidates.
Anticipated Policy changes in Germany's Immigration Policies
Now that the elections are over, you can expect to see several changes in the German immigration policy. It’s important to understand these changes because they’ll directly affect your talent mobility efforts.
One key change is the digitalization of visa processes, especially in light of increased applications. According to the winning party, CDU/CSU (The Conservatives), a digital “Work and Stay Agency”, will help speed up work-related immigration processes. For many political analysts, this focus seems misplaced because, according to Gilde, digitizing an already inefficient system won’t solve underlying complexities. He suggests that instead of digitalizing an inefficient system, a broader structural overhaul is needed. “We should speak more about what we can change generally in the system because we have too many different visa options and processes in the different embassies.”
There have also been talks about increasing language requirements for work visa applicants coming in for work in Germany. This change will, however, depend on the coalitions that will be formed. If the CDU/CSU decides to form a coalition with the AfD (Alternative for Germany), Germany may have stricter language requirements and knowledge for both the main visa applicants and dependents. However, it’s worth noting that the CDU/CSU has ruled out a coalition with the AfD.
Practical Takeaways for Global Mobility Teams
With policy changes now in motion, global mobility and HR managers need to prepare to adapt. However, it’s worth noting that these immigration regulatory changes in Germany won’t change as fast as organizations and people sometimes expect. Tips to adapt include:
Stay Agile Amid Uncertainty
As immigration policies begin to change, it’s important to become proactive in how you prepare. One thing your organization can do is update its job descriptions for international candidates and align them with Germany’s “skilled worker” criteria. This move can help emphasize the candidate’s international experience and their in-demand skills.
Aligning job descriptions with the “Skilled Worker” criteria can strengthen visa applications, especially if the Skilled Immigration Act evolves further.
Additionally, since the CDU/CSU intends to enforce strict border rejections by determining who can get into Germany and stay, organizations should think about relocating to smaller cities and other EU jurisdictions or integrating working arrangements like remote and hybrid work.
“I think in the tech sector, you even have a higher portion of companies that have the ability to work in a hybrid way, work remotely, and thus also find it easier to, for example, create hubs abroad, ” says Hanna Asmussen, Co-Founder and CEO of Localyze.
Strengthen Employee Support Systems
Successfully relocating international talent into Germany depends on how quickly they integrate into the society. Therefore, it’s important for your organization to think about how best you can support your talent. One way you can do this is to provide accommodation and community. “Because they (the employer) also know that even if somebody is coming, the first thing is basic accommodation, which is very necessary,” says Aarsh S Arun, Director of Global Strategy & Operations of BSL Group of Companies.
This is the first thing most people consider when coming for work and if it’s affordable. Your organization can, therefore, secure housing in advance for these individuals. Next, a community that rallies around the individual is essential for integration. As such, you can think about connecting employees with local networks to make the transition easier.
Looking Ahead: Optimism Amid Complexity
The future may look complex if you look at it from the perspective of stricter policies. But like most changes, and as already established, policy changes take time. As such, you have time to prepare and adjust if need be, lest you face compliance challenges. Stay updated on changes, communicate early with leadership and employees, and support talent where you can.
Want to stay ahead of immigration changes? Watch our webinar on demand and read our relocation guide for actionable insights for navigating German Immigration.
