Why Skilled Nurses Leave Germany And What Employers Can Do to Retain Them

The migration of skilled workers, especially in healthcare, plays a crucial role in addressing Germany’s workforce shortages. But what happens when those who come to fill the gaps decide to leave again? And more importantly, why do they leave, and what can be done to stop it?

 

Migration Statistics: A Double Movement

Germany has seen a significant movement of people in recent years. According to Statistisches Bundesamt (Federal Statistical Office, 2023), between 2015 and 2022, 12,465,001 people migrated to Germany. However, nearly half that number, 7,142,000, emigrated during the same period.

This trend poses a major concern, particularly in healthcare. Internationally recruited nurses are critical to filling staffing gaps across hospitals, senior care homes, and rehabilitation centers. When they leave after only a few years, or sometimes even months, it not only disrupts patient care but also leads to costly and time-consuming recruitment cycles.

To retain international staff, especially in healthcare, it is essential to understand the complex reasons behind their decision to emigrate and to implement sustainable strategies that address these root causes.

 

Why Do People Come and Why Do They Leave?

A comprehensive 2024 study conducted by the Friedrich-Ebert-Stiftung (FES) analyzed emigration behavior to better understand the motivations behind skilled workers’ decisions to leave Germany. The findings are particularly relevant to healthcare employers, who rely heavily on international personnel.

More Than Just Jobs

The study reveals that around two thirds of participants originally came to Germany because they were offered a job, highlighting the pull of economic opportunity. However, job offers alone are not enough to guarantee long-term retention.

Migration decisions are rarely linear or based solely on economics. As Brzozowski and Coniglio (2021) point out, sociocultural and personal factors such as quality of life, social adaptability, and well-being play just as important a role.

The Risk of Early Exit

The study also found that many migrants return to their home countries or move elsewhere after just a few years. In fact:

• Most emigrate within four years.
• The number of people leaving Germany within just one year has increased significantly, from 24.8% in 2015 to 38.8% in 2022.

This sharp rise underlines a concerning trend: Germany is losing a growing share of its international workforce before they can fully integrate or contribute long-term.

 

Top Reasons Skilled Workers Leave Germany

The FES study outlines three main reasons, often interconnected, that prompt migrants to leave Germany:

1. Not Feeling at Home (38%)Many report never feeling truly “arrived” in Germany. The absence of a sense of belonging can be emotionally draining over time.
2. Dissatisfaction with Social Life (31%)Social isolation and the inability to build a meaningful personal network are cited frequently, particularly among younger migrants.
3. Not Feeling Welcome (27.4%)A lack of cultural openness or experiences of exclusion leave many with the impression that they are tolerated but not truly accepted.

Additional Factors

• Discrimination and Racism: Experiences of bias or exclusion, both inside and outside the workplace, can have a deep psychological impact and are often cited in combination with other factors.
• Language Challenges Are Not the Main Issue: Interestingly, while learning German is a well-known challenge for international nurses, it was not among the top reasons people choose to leave. This suggests that most migrant workers are willing to invest in language acquisition, but their broader social and emotional environment is what ultimately determines their decision to stay.

Key Insight: It’s Not Just About Work

The reasons for emigration are rarely purely professional. They are rooted in the everyday experience of life in a new country, from navigating social norms to forming friendships and feeling part of a community. For employers, this means retention strategies must address not only the job itself but also the overall life satisfaction of their employees.

 

What Can Employers Do to Prevent Early Emigration?

If we want skilled workers to stay, integration must go far beyond orientation weeks and initial onboarding. It must be a long-term, holistic strategy that actively supports individuals both in and outside the workplace.

1. Support Long-Term Integration

Integration should not be a “one and done” activity. It should involve ongoing efforts to help nurses adapt to German society, feel welcomed in their communities, and build strong interpersonal networks.

Best Practices:

• Offer intercultural training for both international nurses and existing staff.
• Promote local community involvement (e.g., through social clubs, mentorships, or local partnerships).
• Assign a “buddy” system to support personal and professional adaptation.

2. Address Racism and Discrimination Proactively

Employers should take a zero-tolerance stance on discrimination and ensure that their teams understand the importance of inclusive behavior.

Best Practices:

• Implement regular anti-discrimination workshops.
• Encourage open dialogue and anonymous reporting systems.
• Celebrate diversity in internal communications and events.

3. Foster a Healthy Workplace Culture

International nurses often report feeling undervalued or socially excluded by their peers. Fostering a workplace culture that promotes mutual respect and inclusion is essential.

Best Practices:

• Conduct regular team-building activities.
• Train supervisors in inclusive leadership.
• Create safe spaces where employees can share challenges or give feedback.

 

The Role of CWC Recruitment in Long-Term Integration

At CWC Recruitment, we recognize that long-term integration is the cornerstone of retention. That’s why we go beyond recruitment to offer comprehensive support to both candidates and clients.

Education and Training Materials

In collaboration with our education partner Care Forward, we have developed specialized Integration Education Materials tailored for international nurses and their teams. These materials focus on social and professional integration and can be adapted to fit the needs of individual facilities.

Integration Management Seminars with GLJ

We’ve partnered with GLJ Integration Management, led by an expert originally from the Philippines and now based in Hamburg. GLJ provides tailored workshops to help our clients:

• Understand the emotional journey of international healthcare workers
• Create welcoming team environments
• Build sustainable retention strategies

 

Retention Starts with Understanding

Skilled international nurses come to Germany with motivation, courage, and the desire to build a better future. But if their social and emotional needs are neglected, they may not stay long enough to contribute meaningfully.

Understanding why people leave is the first step. Implementing proactive, human-centered integration strategies is the next, and it’s a step every healthcare employer in Germany can take today.

At CWC Recruitment, we believe that successful international hiring is not complete until a nurse is not only working, but also thriving, in Germany.

Let’s make it happen together.

 

Further Reading on Integration Management:

• Integration Guide (available per download request)
• Setting the Right Expectations for Employers
• Setting the Right Expectations for Candidates

If you’re a healthcare provider looking to build an international, sustainable and culturally competent team, get in touch with us at CWC Recruitment through service@cwc-recruitment.com.

 

Sources:

• Friedrich-Ebert Stiftung: Studie zur Abwanderung aus und Rückwanderung nach Deutschland
• Friedrich-Ebert Stiftung: Auf Wiedersehen?