Germany has implemented visa reforms to attract a wider international talent pool and improve labor market integration through adjusted salary thresholds, IT specialist opportunities, and family reunification provisions.

Germany has been making significant changes to its visa policies for skilled workers and students. With adjusted salary thresholds, expanded opportunities for IT specialists, and new provisions for family reunification, the reforms aim to attract a broader pool of international talent and facilitate smoother integration into the German labor market.

The job offer in Germany must assure an annual gross salary of at least €43,470 (as of 2025). If the employer is bound by collective agreements, remuneration according to the collective agreement is sufficient.

The possibility of obtaining an EU Blue Card was opened to a wider group of people. For example, foreign people who have graduated from university within the last three years can obtain an EU Blue Card if their job in Germany earns them a minimum salary of 45.3% of the annual assessment ceiling for pension insurance (in 2025: €43.759,80). This applies to both regular and shortage occupations.

The salary thresholds for the EU Blue Card in regular and shortage occupations has been significantly lowered. A minimum salary of 45.3% of the annual contribution assessment ceiling for pension insurance (in 2025: €43,759.80) now applies to shortage occupations and new entrants to the labour market; for all other occupations, the figure is 50% (in 2025: €48.300).

For IT specialists, access to the labour market was further facilitated by reducing the required professional experience to two years (from three). A non-academic vocational or academic qualification is still not required. Language skills are no longer required for visa purposes. In this case, the minimum gross salary of at least €43.470 (as of 2025) per year or remuneration according to the collective agreement applies as well.

Spouses or minor children moving to Germany to join certain skilled workers are no longer required to provide proof of sufficient living space. In addition, these skilled workers are now also able to bring their parents and – if the spouse is also a permanent resident of Germany – their parents-in-law to join them if they received their residence permit for the first time on or after 1 March 2024.

The previous 18-month residence permit for the purpose of completing adaptation measures is now granted for 24 months when issued for the first time. It is now possible to extend the permit for a further 12 months, up to a maximum residence period of three years.

The possibility of secondary employment during the qualification measure was increased from 10 to 20 hours per week. This makes it easier for prospective skilled workers to find their way into the labour market.

The employment of people with highly developed practical professional knowledge has been expanded. In the case of a non-academic vocational qualification, a training period of at least two years is required.

In addition, applicants must have a minimum of two years’ work experience in the occupation they wish to enter. Formal recognition of the qualification in Germany is not required. The job offer in Germany must assure an annual gross salary of at least €43,470 (as of 2025).

All third-country nationals with less than three years of regulated nursing training are now able to work in the health and care sector. The prerequisite for this is that such individuals either have relevant vocational training in nursing in Germany or a foreign nursing qualification that is recognised in Germany.

Nursing and care assistants from third countries who have completed their training in Germany are now able to apply for a residence permit for jobseekers. The residence permit is issued for up to twelve months and can be extended by up to six months if the applicant’s livelihood is further secured.