The shortage of nursing professionals in Germany continues to grow. To address this challenge, many hospitals and care facilities are turning to skilled professionals from abroad. However, the path to Germany is filled with bureaucratic hurdles for nurses coming from non-EU countries. Care with Care Recruitment (CWC) supports both employers and nurses throughout the recruitment process, taking on the majority of the organizational tasks involved. As experts in this field, we would like to outline the most important legal requirements and steps in the recruitment process clearly and understandably.
A key factor for the successful integration of international nurses is proficiency in the German language.
Our recommendation: Entering Germany with B1-level proficiency is often the more practical route, as learning B2-level German in Germany in an immersive environment is more effective and sustainable. Daily use of the language helps accelerate the learning process. Of course, entering with a B2 certificate is also an option. The final decision regarding the required language level lies with the employer and should be made carefully to ensure smooth integration into the workplace.
The nursing profession in Germany is regulated, meaning international nurses must obtain official recognition to work in their field. The responsible recognition authority evaluates whether the foreign qualifications are equivalent to German standards. This process involves two main steps:
The qualification recognition application must be submitted to the relevant authority in the federal state where the nurse will eventually work. Once the employer and the nurse agree to work together, the qualification recognition process can begin. Key steps include:
Care Forward supports nurses in preparing for these measures through:
With our support, international nurses are thoroughly prepared for both the qualification recognition process and their work in Germany.
Nurses from outside the EU/EEA and Switzerland require a residence permit to work in Germany. Depending on the outcome of the recognition process, there are different visa options:
Additionally: Nursing assistants aged 45 and older must either provide proof of adequate retirement provisions or earn a minimum annual salary. In 2025, this minimum salary is €53,130. This requirement ensures financial stability in later stages of life.
Once all necessary steps are completed, the nurse can change their residence permit and take up permanent employment as a fully recognized nurse.
After receiving the deficiency notice (Defizitbescheid) and proving sufficient language skills (at least B1), the nurse can apply for work authorization. The main required documents include:
These documents must be submitted to the German embassy in the home country. Once approved, the embassy will issue the visa, and the nurse can travel to Germany.
Recruiting international nurses requires close cooperation between employers, authorities, and the nurses themselves. CWC Recruitment coordinates and organizes all steps to ensure that legal requirements are fully met.
We streamline the process for employers by matching them with suitable candidates and handling all administrative tasks, from the declaration of intent to the nurse’s arrival in Germany. This ensures the smooth, efficient, and legally compliant integration of international professionals into the German care sector.
Recruiting nurses from abroad demands comprehensive legal knowledge and precise planning. With CWC Recruitment by your side, you can be confident that every step, from qualification recognition to visa application, is managed correctly and efficiently. Together, we lay the foundation for the successful and sustainable integration of international nurses into the German labor market.
When international nurses embark on their journey to work in Germany, one of the most crucial challenges they face is achieving the required German language proficiency. A certified B1 or B2 level is a prerequisite for working as an assistant nurse in Germany, whereby the employees must provide proof of B2 at the latest upon receiving the Qualification Recognition certificate. But certification alone does not always guarantee practical communication skills in a real healthcare setting. Recognizing this challenge, CWC Recruitment has developed a comprehensive linguistic strategy to ensure that candidates’ certified language levels truly reflect their ability to communicate effectively with colleagues and patients upon deployment.
Through our structured and rigorous language program, we not only help candidates reach the necessary proficiency but also ensure that they maintain and improve their skills throughout the recruitment and integration process. Below, we outline the key linguistic strategies that CWC Recruitment has implemented to guarantee that every candidate is fully prepared for their new role in Germany.
From the moment candidates register on the CWC platform, they are provided with access to their personalized Language Center. This section serves as a central hub where they can track their German language progress from initial learning stages up to B2 certification.
Key features of the Language Center include:
By providing full transparency and structured progress tracking, we ensure that candidates are set up for success from day one.
At CWC Recruitment, we take an active role in monitoring candidates’ language development through a dedicated team of linguistic experts. Our strategy includes:
This rigorous approach based on conducting regular customised calls with our candidates guarantees that during deployment and upon arrival, they will just not possess a certificate but also have the practical language abilities needed to succeed in a German healthcare environment.
CWC Recruitment understands that every candidate has a unique background, learning pace, and personal circumstances. To accommodate these variations, we offer flexible learning pathways:
By maintaining a candidate-centered approach, we maximize engagement and ensure that each individual reaches their full linguistic potential.
Our commitment to linguistic excellence does not end once candidates arrive in Germany. We continue to support their integration through:
This continuous engagement ensures that both candidates and employers experience a smooth transition and successful professional integration.
CWC Recruitment’s primary mission is to connect top German healthcare employers with highly qualified international nurses. However, our responsibility goes beyond simply recruiting professionals—we ensure that they are fully prepared to excel in their roles by providing them with the necessary linguistic skills.
By implementing a structured, transparent, and supportive language strategy, we guarantee that our candidates not only meet certification requirements but also gain real-life communication skills essential for patient care and teamwork in a German healthcare setting. This approach ultimately leads to greater job satisfaction, smoother workplace integration, and improved patient outcomes.
For our healthcare partners, this means access to well-prepared, confident, and highly skilled nursing professionals who can seamlessly integrate into their teams from day one.
If you are a healthcare employer seeking international nurses who are not just qualified but also linguistically equipped for the job, CWC Recruitment is your trusted partner. Our comprehensive language strategy ensures that every candidate we deploy is truly ready to thrive in the German healthcare system.
Get in touch with us today at service@cwc-recruitment.com to learn more about how our tailored linguistic approach can benefit your organization!
The latest demographic trends indicate that Germany’s population is aging rapidly, leading to an increased demand for healthcare professionals to care for a growing retired population. On the contrary, countries with a large young workforce are well-positioned to export skilled professionals to meet this demand. This dynamic allows Germany to reduce its nursing shortage while enabling highly qualified international nurses to explore professional growth opportunities abroad.
CWC Recruitment acts as a bridging partner between Germany and countries with a surplus of nurses. However, as a healthcare employer, you may wonder why we focus our recruitment efforts on specific countries. In this blog, we will explain the reasons behind our recruitment choices and discuss the World Health Organization (WHO) regulations that govern international nurse migration.
CWC Recruitment launched its pioneering nursing recruitment project in 2012, selecting the Philippines as its primary sourcing country. The Philippines is globally recognized for its structured approach to labor export, particularly in the healthcare sector. The country has a well-established regulatory framework that ensures ethical recruitment processes, protecting both workers and employers.
To maintain high recruitment standards, CWC partnered with reputable on-ground agencies that facilitate compliance with local regulations. The success of this model provided invaluable insights that helped shape our expansion into other recruitment markets.
Following CWC Recruitment’s acquisition by MIMS in 2023, our global reach expanded significantly. This strategic partnership enabled us to broaden our sourcing efforts into India, the Middle East, and the United Arab Emirates, regions with a substantial supply of qualified nurses eager for international career opportunities.
In addition to Asia, we have expanded our recruitment initiatives into North African countries such as Tunisia, Morocco, and Egypt. This expansion was made possible through partnerships with trusted sourcing agencies in these regions, allowing us to tap into a new pool of highly skilled nurses.
CWC Recruitment has also been piloting recruitment campaigns in Latin America to evaluate market potential. This year, we successfully welcomed our first Brazilian nurse to Germany, marking a significant milestone. Additionally, a Colombian nurse’s success story highlights the effectiveness of our structured deployment process.
CWC Recruitment specializes in the recruitment of qualified nursing staff from non-EU countries. A key reason for this focus is the high level of commitment with which these professionals make their decision to pursue a career in Germany. Due to the great geographical distance and cultural changes, the move not only means a new job for them, but also a profound life change – a conscious decision that usually leads to greater long-term commitment. This sustainable integration is reflected in more stable employment relationships.
CWC Recruitment has extensive expertise in the preparation, integration and complex bureaucratic processes surrounding the recruitment of skilled workers from third countries in order to provide the best possible support for this transition.
While Europe faces an aging population and a shrinking labor force, many of the non-EU countries we recruit from have a large and growing pool of working-age professionals. The demographic trends in these regions, such as India, produce a steady stream of highly skilled nursing graduates eager to gain international experience. Importantly, the migration of these professionals does not compromise their home countries’ healthcare systems, as these nations maintain a strong domestic workforce. By connecting these talented individuals with healthcare opportunities abroad, CWC Recruitment helps address staffing shortages while ensuring a sustainable balance between global and local healthcare needs.
To further assist in this journey, the CWC platform provides a structured roadmap detailing all required steps for both candidates and healthcare employers.
While our recruitment efforts target specific regions, we must also adhere to international ethical standards. One of the key regulations governing our process is the WHO Health Workforce Support and Safeguard List.
The WHO periodically reviews and publishes a list of countries facing a critical shortage of healthcare workers. According to the WHO’s definition, countries included in this list have a workforce density (medical doctors, nursing personnel, and midwives) below the median threshold of 49 per 10,000 population. Recruiting from these countries could significantly impact their healthcare systems, making it unethical to source talent from these regions.
CWC Recruitment is committed to ethical hiring practices and adheres to WHO guidelines by:
As we look toward 2025, CWC Recruitment remains committed to expanding its global recruitment initiatives while upholding ethical, transparent, and fair hiring practices. Our mission is to bridge the gap between Germany’s nursing shortages and the international talent pool in a way that benefits both parties without disrupting healthcare systems in source countries.
If you are a healthcare employer seeking to recruit internationally, we invite you to connect with us at service@cwc-recruitment.com. Our services go beyond recruitment—we offer comprehensive support to ensure the smooth integration of newly arrived nurses. From pre-arrival guidance to ongoing check-ins, our team is dedicated to ensuring successful placements and long-term employer-employee satisfaction.
For more information, explore our resources, success stories, and the latest updates on WHO regulations through our website and platform.
Ready to take the next step in international hiring? Get in touch with our team today and discover how CWC Recruitment can support your healthcare workforce needs!
Sources:
WHO health workforce support and safeguards list Questions and Answers
WHO health workforce support and safeguards list 2023
It’s no secret that the latest healthcare trends in Germany highlight an increasing demand for highly qualified international nurses. Addressing the need to achieve a balanced ratio between healthcare workers and the requirements of healthcare facilities, CWC Recruitment has emerged as a key player in the industry.
Our success stems from our commitment to creating a fair and transparent recruitment process that benefits both employers and candidates. As a testament to the quality of our efforts, CWC Recruitment has been awarded the prestigious RAL Quality Seal, recognizing us as a leader in the recruitment field.
What sets us apart is our unique, technology-driven solution that simplifies and optimizes the recruitment process. The CWC platform serves as a comprehensive tool for both nurses and healthcare employers, ensuring a smooth, efficient, and tailored hiring journey to meet the specific needs of every organization. The platform also includes a valuable Employer Resource Center with guides, tips and additional material that can help you navigate every phase of the recruitment journey.
The following content will guide you through the key benefits of the CWC Recruitment journey for healthcare institutions. We’ll also explain how our platform supports you every step of the way—from finding the right candidates to welcoming them to Germany.
The first step in your journey toward hiring international nurses is choosing the right recruitment agency. In a highly competitive market where healthcare providers are stretched thin, finding a partner you can trust is crucial. There are many agencies specializing in healthcare recruitment, but not all are the same.
At CWC Recruitment, we pride ourselves on adhering to the highest ethical and transparent recruitment standards. Our commitment to the Gütesiegel Quality Seal values ensures that we operate with integrity and focus on delivering fair outcomes for both healthcare facilities and the nurses we work with. After earning our certification in 2022, we recently underwent the required quality review conducted by the Gütesiegel committee, which occurs a few years after the initial certification. Successfully passing this recertification process reaffirms our mission to maintain a transparent and reliable recruitment pipeline for all our partners, candidates, and employers.
Once you’ve chosen CWC Recruitment as your trusted partner, we’ll connect you with your very own account manager. Think of them as your go-to person, ready to walk alongside you every step of the way.
From the moment you start, they’ll help you navigate the onboarding process with ease, making sure everything—from handling the necessary paperwork to getting familiar with our platform—feels simple and stress-free. They’ll also work closely with you to create and fine-tune your Employer Profile, tailoring it to attract the best candidates.
Your account manager will be there to answer your questions, provide support, and ensure that your recruitment journey is smooth and successful.
As an employer offering job opportunities, showcasing what makes working with you special is key. That’s why we encourage you to complete your profile with a professional banner and photo. It’s a small touch that can make a big difference, drawing more attention from candidates and increasing your chances of finding the perfect match for your needs.
If you’re looking to build your international nursing team, it’s important to present your job opportunities in the best possible light. The CWC platform makes it easy to connect with the right candidates and showcase everything your position has to offer.
With the platform, you can create detailed job listings that clearly outline responsibilities, required qualifications, and any additional benefits you provide. Once your listing goes live, you’ll start receiving applications and can begin interviewing candidates, all the way to extending job offers.
By managing all applications in one central place and streamlining the hiring process, the platform ensures you won’t miss out on the perfect match for your team!
Once your employer profile and job listing are complete, you can start reviewing potential candidate profiles. From the candidate’s perspective, your job listing becomes visible as soon as it’s published, enabling them to apply through the platform if their preferences align with the opportunities your healthcare facility offers. Our user-friendly screening and hiring dashboard streamlines the process, allowing you to advance suitable candidates to the interview stage and ultimately to hiring. When it’s time to extend a final job offer, CWC Recruitment will provide comprehensive guidance on the necessary paperwork, including work permits and qualification recognition, ensuring a smooth transition for bringing nurses to Germany.
Congratulations! Now that you’ve successfully hired your new international nurses, it’s time to get them to Germany. The deployment process is crucial for ensuring a smooth transition for both your organization and your new hires. CWC Recruitment will support you every step of the way, from helping your nurses secure their partial qualification recognition to obtaining their visas and residence permits. We ensure full compliance with legal requirements, so they can smoothly transition to Germany and begin their new roles.
To foster strong connections and set the stage for success, we encourage our employers to have a call with their new hires before deployment. This simple step helps address any concerns, builds trust, and paves the way for a positive and productive working relationship.
At CWC Recruitment, our core motto is to be there not just during the hiring process but also once your new hires have settled in Germany. We believe that employers and nurses can thrive together when both sides have the right tools and soft skills to understand and embrace each other’s cultures. That’s why CWC Recruitment provides an insightful guide on best practices for welcoming new international staff members. Integration plays a key role in guaranteeing that your nurses settle in and become valuable, long-term members of your team.
Through the creation of a seamless and transparent recruitment process, CWC Recruitment addresses the mission to bridge the gap between skilled international nurses and healthcare providers in Germany. By leveraging our technology-driven CWC platform, you can streamline your hiring process, ensuring that you find the right candidates for your facility in a timely and efficient manner.
If you are a hospital, senior care center, or rehabilitation facility looking to expand your team with international nursing talent, don’t hesitate to contact us for more information. Our team is here to assist you every step of the way, from posting your first job listing to welcoming your new nurses to Germany. Reach out to us at service@cwc-recruitment.com to learn more.
For any additional resources to better understand the hiring process at CWC Recruitment, please visit our following sites:
The growing bilateral relationship between Germany and India holds immense potential for addressing pressing challenges in the healthcare sector, particularly through the migration of skilled Indian nurses to Germany. This collaboration is built on the foundation of demographic contrasts between the two nations, presenting opportunities for mutual benefit.
Germany faces a demographic challenge that has profound implications for its healthcare system. With an average age of 45.1 years, Germany is one of the oldest countries in Europe. Every second person in Germany is older than 45, and every fifth person is over 67. This aging population is largely a result of the baby-boomer generation, born between 1955 and 1970, now entering retirement.
The implications are twofold:
In contrast, India’s demographics paint a much younger picture. The average age in India is 28.1 years, and by 2030, an estimated 84 million gross new workers will enter the labor market. This increasing workforce presents a significant opportunity for global recruitment, particularly in sectors like healthcare where skilled professionals are in high demand.
Germany and India have already laid the groundwork for a fruitful partnership to address the nursing shortage in Germany. Several factors contribute to this potential:
India’s status as a strong partner for Germany stems from several compelling factors:
Germany’s interest in deepening ties with India reflects its recognition of these advantages. As stated in a recent study, “we in Germany should see cooperation with India more strongly than before as an opportunity to achieve our own goals”. This vision emphasizes the importance of leveraging bilateral cooperation to meet Germany’s skilled labor needs while fostering global partnerships.
To turn the potential of this partnership into reality, both countries are focusing on fair, transparent, and ethical recruitment practices. Key agreements and initiatives include:
Since 2000, Germany and India have maintained a “strategic partnership” that has evolved through regular consultations. One notable outcome is the significant increase in the number of Indian workers in Germany, with employment relationships subject to social security contributions rising by 25% between 2022 and 2023.
In March 2023, Germany and India signed the Migration and Mobility Partnership Agreement, the first of its kind for Germany. This agreement facilitates the fair migration of skilled workers, students, and professionals. Central measures include:
Germany’s Skilled Immigration Act provides a robust framework for the migration of workers with foreign professional qualifications. This act has laid the foundation for partnerships between federal states, municipalities, and private sector entities to recruit skilled workers effectively.
In this context, CWC Recruitment emerges as a key player, bridging the gap between Germany and India. Headquartered in Berlin with 2 additional agency locations in India, CWC has local, expert knowledge of the talent and what it takes to get them to Germany seamlessly and for the long term. With deep experience in the region, CWC ensures that:
CWC Recruitment’s commitment to excellence and its deep understanding of the cultural and professional nuances of both nations make it an indispensable partner in this bilateral collaboration. By connecting skilled Indian nurses with healthcare opportunities in Germany, CWC contributes to solving Germany’s nursing shortage while empowering Indian professionals to achieve their career aspirations.
In conclusion, the growing relationship between Germany and India is a testament to the power of global partnerships in addressing shared challenges. With the support of key players like CWC Recruitment, this collaboration has the potential to redefine the future of healthcare, creating a win-win situation for both nations.
Do you belong to the German healthcare ecosystem and are looking to expand your nursing team? Don’t hesitate to connect with us at service@cwc-recruitment.com and let us help you!
Source: Publikationen Bundesregierung
As we step into 2025, it is the perfect moment to reflect on the accomplishments of the past year and set our sights on the opportunities and challenges that lie ahead. At CWC Recruitment, this annual tradition is more than a retrospective; it’s an alignment of our mission to improve healthcare systems worldwide. At this time of year, we revisit as a team our journey, celebrate our successes, and strategize for the future.
Join us as we explore CWC Recruitment’s incredible progress over the past year and envision the exciting chapter that 2025 promises to be.
CWC Recruitment’s journey began in 2012 as a pilot project within the Care.com company. Founders Laura Esnaola and Steffen Zoller envisioned a social initiative to address Germany’s nursing shortage by connecting internationally qualified nurses with top healthcare employers in Germany.
By 2020, Care With Care emerged as its own entity, embarking on a transformative phase. In 2023, CWC Recruitment joined the MIMS group, a global conglomerate of healthcare companies with a prominent standing in the healthcare industry. This acquisition brought fresh opportunities and a rebranding under the name CWC Recruitment, while preserving the same unwavering dedication to serving nurses and employers alike.
Growth was a defining theme of last year. Our company achieved significant expansion across various dimensions, fostering continuous improvement and self-development to provide a journey defined by transparent processes and clear, guided instructions. Listed below are some of the growth achievements that significantly impacted our progress in 2024.
At CWC Recruitment, we see technology as a transformative force in healthcare recruitment. As a result, over the past year, we implemented substantial improvements to our platform, creating a unique online space where nurses and healthcare employers can connect and build a strong foundation for future working relationships.
Our specialized sales team remains at the forefront of the healthcare industry, providing comprehensive guidance to employers on hiring international nurses. From compliance with regulations to cultural integration, our experts ensure a smooth and efficient recruitment experience.
As part of the MIMS group, CWC joined a global network of recruitment agencies including locations in India, Philippines, Malaysia, South Korea, Ireland, and Australia. These, as well as additional partnerships in Brazil, Tunisia, and Kenya, afford us access to over 1000 recruiters worldwide while maintaining high standards of in ground-level recruitment and trust with nurses and employers alike.
Building on 2024’s successes, we aim to make 2025 a year of sustained growth, innovation, and impact. Here’s what lies ahead:
We will explore new partnerships with healthcare clients to continue bridging the gap between nursing supply and demand in Germany. By aligning with more hospitals, senior care centers, and rehabilitation facilities, we strive to ensure every healthcare provider has access to the skilled professionals they need.
To diversify our talent pool, we plan to continue amplifying our recruitment efforts in Latin America. This will broaden our global footprint and help address nursing shortages with a fresh influx of skilled professionals.
We will remain at the forefront of healthcare and technology integration. Our development team is already working on features that promise to further optimize both candidate and employer journeys. Automation, personalization, and user experience will be central to these advancements.
Recognizing the human element of our mission, we aim to provide additional resources for nurses’ well-being. From cultural acclimation programs to customised language support, 2025 will be about empowering nurses to thrive both professionally and personally.
Reflecting on 2024 fills us with pride, gratitude, and inspiration. At CWC Recruitment, we believe in the power of collaboration and the transformative impact of connecting people with opportunities. As we step into 2025, we carry forward our unwavering commitment to innovation, excellence, and social commitment.
Together, let’s shape the future of healthcare recruitment. Here’s to another year of making a difference—one nurse, one hospital, one life at a time.
Are you a healthcare employer looking to grow its team internationally? Our Service Team will be happy to answer you any questions about our program at service@cwc-recruitment.com.
If instead, you’re an international nurse from abroad looking to coming to Germany and explore new job opportunities, don’t hesitate to contact us at candidates@cwc-recruitment.com.
Every year, the German Federal Government’s Statistical Administration (Statistischer Bundesamt) and the Federal Institute for Vocational Education and Training (Bundesinstitut für Berufsbildung) release comprehensive analyses of socioeconomic trends in the country. Their latest reports highlight a particularly pressing topic: the surge in Qualification Recognition (QR) applications as Germany strives to meet its demand for highly skilled workers, particularly in the healthcare sector.
Germany has long been recognized as an attractive destination for skilled professionals, but this need has become more critical than ever. With its aging population and ever-increasing healthcare demands, the country has focused on streamlining processes that allow qualified workers from abroad to integrate into the German workforce. One of the key markers of this trend is the sharp increase in QR applications—essential for foreign workers to practice regulated professions in Germany.
Let’s dive into the numbers and what this increase in QR applications means for Germany’s workforce.
In 2023, Germany saw an unprecedented rise in QR processes. A total of 48,546 applications and processes were submitted, marking a remarkable 23% increase compared to the previous year. This growth underscores how crucial it is for Germany to welcome professionals from abroad, with the healthcare sector leading the charge.
The healthcare field, particularly nursing, continues to dominate QR applications. In 2023, nurses (referred to as Gesundheits- und Krankenpfleger/in or Pflegefachperson in German) accounted for a significant portion of submissions—20,394 applications. This makes nursing the profession with the highest number of QR applications, followed closely by doctors and physiotherapists.
This trend highlights the urgent need for qualified healthcare professionals in Germany. The increasing number of applications from foreign nurses signals both the growing demand in the German healthcare system and the readiness of international workers to fill this gap.
Another noteworthy aspect of the 2023 QR statistics is the countries from which the applications are coming. While submissions from the EU, EWR (European Economic Area), and Switzerland have remained relatively stable, there has been a sharp rise in QR applications from outside these regions.
Turkey led the list with 6,240 applications, representing a staggering 89% increase from 2022. Bosnia and Herzegovina followed with 3,447 applications, while Tunisia ranked third with 3,309. Meanwhile, the Philippines and India were not far behind, making them the 4th and 5th largest contributors to the foreign nursing workforce.
The influx of applications from these countries signals a broader trend: international professionals, especially from regions like Asia and North Africa, are increasingly seeing Germany as a prime destination for career opportunities, particularly in healthcare.
At CWC Recruitment, we recognize the importance of these trends and are fully committed to supporting Germany’s healthcare sector by recruiting skilled nursing professionals from diverse countries. Our recent partnerships with new healthcare employers have allowed us to expand our task forces with our partner agencies in countries like the Philippines and India.
We believe in creating a global pool of talented nurses, offering them the opportunity to gain international experience while addressing Germany’s pressing demand for healthcare specialists. As we continue to expand our partnerships and recruitment services across more regions, our goal is to provide solutions that benefit both foreign workers and Germany’s healthcare system.
The sharp rise in QR applications in 2023 reflects the increasing importance of foreign professionals in strengthening Germany’s healthcare ecosystem. With a growing number of skilled workers from outside the EU stepping up to fill critical roles, Germany is well on its way to addressing its workforce shortages. CWC Recruitment is proud to be part of this movement, helping to bridge the gap between demand and supply, ensuring that both healthcare providers and patients receive the support they need.
Sources:
With the growing demand for nursing staff in Germany, many healthcare facilities are increasingly turning to recruiting nurses abroad. However, these efforts often come with substantial costs, including agency fees, language courses, and travel expenses. What many healthcare providers may not realize is that, under certain conditions, these expenses can be reimbursed. Through refinancing under Section 75 of the SGB XI, care facilities are able to reclaim a significant portion of these costs. In this blog, we explain who qualifies for reimbursement and outline the steps involved in the process.
Hospitals and care facilities licensed under the Fifth or Eleventh Social Code (SGB V or SGB XI) that recruit foreign nursing staff are eligible to refinance these costs through remuneration and payment agreements. This applies to both inpatient and outpatient care facilities that are required to provide medical or nursing services under their care contracts.
The refinancing of recruitment costs under Section 75 SGB XI is only available to facilities that work with certified agencies that carry the “Faire Anwerbung Pflege Deutschland” quality seal (Gütesiegel). This seal guarantees that international nursing staff are recruited in accordance with clear, ethical guidelines. Institutions that take this route can ensure that their expenditure on recruiting specialist staff from abroad is not only reimbursed, but also recognized as a sustainable investment in the long term.
At CWC Recruitment, we are proud to be a quality seal holder and thereby committing to transparent, fair and ethical recruitment processes. By adhering to these high standards, healthcare employers can not only ensure that they attract top-notch professionals, but also maximize their chances of recovering certain recruitment costs. This approach makes it easier to overcome financial challenges while speeding up the process of integrating qualified nurses from abroad into the German labor market. The result is more efficient and stronger nursing teams that sustainably improve patient care.
Reimbursable costs include in particular
These costs must be documented by the care facility and included in the negotiations with the cost bearers (care insurance funds, social welfare agencies). It is particularly important that an employment contract is concluded before the healthcare worker arrives and that the costs for the necessary measures are covered.
Refinancing takes place via remuneration agreements with the cost bearers. Facilities must provide evidence of the costs incurred in connection with the recruitment and integration of foreign nursing staff. This also includes prospective costs, i.e. expenses that will be incurred in the future. Retroactive reimbursements are generally not possible.
The refinancing process differs depending on the federal state. While in some federal states, such as Lower Saxony and Brandenburg, the recruitment costs are already taken into account in the negotiations, in other regions, such as Schleswig-Holstein, this is not yet the subject of discussion. Preparing actual cost documentation and referencing the previous “Faire Anwerbung Pflege Deutschland” quality seal can strengthen the case for reimbursement.
If no agreement is reached with the cost bearers, arbitration can be pursued under Section 76 SGB XI. In this case, the arbitration board sets the care rates, and the refinancing of recruitment costs can also be included in the negotiations.
As of June 19, 2025, a new regulation has come into effect allowing healthcare facilities in Schleswig-Holstein to apply for refinancing of recruitment-related costs. For every international nurse employed in facilities within this region, employers can receive up to €12,500 in financial support. This measure, approved by the Landespflegesatzkommission (State Care Rate Commission) in Kiel, aims to ease the financial burden of recruiting foreign nursing professionals by reimbursing significant expenses such as recruitment fees, recognition procedures, and integration efforts.
In addition to the requirement that facilities work with a Gütezeichen-certified agency, the refinancing application process includes verification of key criteria such as the number of professionals recruited, the recruitment timeframe, and the alignment of hiring with the facility’s size, concept, and specific care needs.
More on the latest refinancing updates in Schleswig-Holstein can be read in this document.
Should you have any questions, please feel free to contact us at service@cwc-recruitment.com. We’ll be happy to provide you with accurate advice tailored to your specific situation.
Disclaimer: Please note that while we strive to provide accurate information based on official documentation and our team’s research, we are not responsible for any outdated or misleading information due to recent legislative changes. We recommend consulting official administrative authorities for the most up-to-date details on available refinancing options.
You can also refer to the latest letter from the German Health Ministry (Bundesministerium für Gesundheit) for more detailed information on the refinancing process and regulations.
Source:
Germany has introduced some significant adjustments in the minimum wage and holiday allowances for nurse assistants and registered nurses as of the second quarter of this year. These changes reflect the country’s commitment to improving the working conditions for healthcare professionals and addressing the critical shortage of nursing staff. The Healthcare Commission (Pflegekommission), which includes representatives from both employers and employees, makes bi-yearly recommendations to ensure healthcare working conditions are aligned with the economic and social trends of the country.
These adjustments are a vital recognition of the hard work done by healthcare professionals who care for senior patients. They also demonstrate Germany’s urgent need to attract additional healthcare experts to mitigate the current nursing shortage. These recent changes are also an excellent opportunity for international nurses who are highly skilled and eager to embark on new professional trajectories outside their home countries.
Since May 1st, 2024, healthcare workers can benefit from significant changes in their working conditions (for more guidelines on the conditions that must be met, you can download the official publication of the Federal Ministry of Labour and Social Affairs here).
(1) Increased Minimum Wage
One of the most notable changes is the increase in the minimum wage for healthcare workers:
This wage increase is a crucial step in ensuring that healthcare workers are compensated fairly for their essential work.
(2) Extended Holiday Allowance
In addition to wage increases, there have been changes to the holiday allowance for nursing healthcare workers. The entitlement to paid vacation has been extended beyond the legal minimum. Nursing professionals are now entitled to 9 additional vacation days per calendar year for a five-day work week (total minimum amount of 29 days of holiday per year). However, if an employer already provides additional vacation days above the legal minimum, this new regulation does not apply.
The decisions made by the German commission consider several factors, including economic trends and the future prospects of the healthcare industry in Germany. To align with Germany’s urgent need to bridge the gap between supply and demand, the commission is committed to continuously assessing the conditions of healthcare workers. A future salary increase is also projected to occur in July 2025.
Senior care employment is an excellent professional entry point for qualified nurses looking to move to Germany. In addition to the recent salary and holiday allowances adjustments, there are several other benefits of working in nursing positions for newly arrived nurses:
Structured Routine: The highly structured and scheduled routine in senior care centers allows newly arrived nurses to have a smooth transition into their new life.
Language Improvement: Working with the same patients daily helps improve German language skills more efficiently.
Are you a nurse from abroad looking to come to Germany to work? Register today at CWC and embark on a fulfilling career in senior care in Germany.
Sources:
Healthcare Commission (Pflegekommission)
German Federal Ministry of Labor and Social Affairs
As Germany continues to face a growing demand for healthcare professionals, the recruitment of international qualified workers has become a crucial strategy for filling the gaps. Understanding the bureaucratic processes involved in bringing these skilled workers into the country is essential for healthcare facilities aiming to maintain and enhance their staffing levels. Recently, the association BDA (Die Arbeitgeber) released important information for employers about these processes. Here, we provide an overview of the key points from the BDA’s latest brochure, focusing on the Qualification Recognition Partnership (Anerkennungspartnerschaft) and related visa procedures.
The BDA has addressed several critical questions concerning the qualification recognition and visa process for international healthcare workers. This information is particularly valuable for employers seeking to navigate the complexities of hiring foreign professionals. CWC, an international recruitment agency connecting nurses with German healthcare facilities, has curated the most relevant FAQs from the BDA’s brochure. These insights clarify key concepts and highlight recent changes in the recruitment and hiring processes.
The concept of the Qualification Recognition Partnership is designed to help foreign qualified workers stay in Germany and prepare for an exam that will fully recognize their qualifications. In the healthcare sector, nurses often arrive in Germany with a “partial qualification recognition.” The goal of the Qualification Recognition Process is to achieve “full qualification recognition,” allowing nurses to work as officially registered nurses and earn higher, competency-based salaries.
A significant update in the process is that the Qualification Recognition procedure must not yet have been initiated for the first application for a residence permit and the initial examination by the Bundesagentur für Arbeit (BA). This means that at the time of the initial residence permit application, no (partial) notice of recognition must have been issued by the competent recognition body.
There is no fixed salary threshold for employment under the recognition partnership. However, the remuneration of skilled workers must align with regional salary levels or, for employers bound by collective agreements, with applicable collective agreement conditions. The recognition partnership agreement must specify the target occupation for professional recognition. There must be a professional connection between the foreign qualification and the employment during the QR partnership, ensuring that international nurses are hired for roles where they can apply their nursing education skills.
The BA evaluates whether the employment is sufficiently related to a profession eligible for a professional recognition procedure with the acquired qualification. Employers must provide a declaration of commitment, ensuring the employee can participate in training courses, language courses, and practical vocational measures. Similarly, the foreign worker must commit to submitting an application for professional recognition to the competent recognition office immediately upon entry. Language skills are verified by the body issuing the qualification, not the Bundesagentur. The Bundesagentur’s approval for the initial application is limited to twelve months, with the entire recognition partnership not exceeding 36 months.
Employers should initially contact the Employer Service (Arbeitgeber) for inquiries related to the Arbeitsagentur. The Employer Service provides advice on employing third-country nationals. For general questions about labor market admission and specific applications, employers can contact the “Arbeitsmarktzulassung” department at 0228 7132000 (available Monday to Thursday from 8:00 a.m. to 2:30 p.m., Friday from 8:00 a.m. to 12:30 p.m.).
Additional resources and information are available at the Employer Service of the Arbeitsagentur.
For detailed information on the requirements, implementation, and process of the Qualification Recognition and visa application, employers can visit the specialist website Make It in Germany.
The ability for nurses to enter Germany with partial qualification recognition has significantly accelerated the deployment process. The primary goal is to facilitate the path for nurses to achieve full qualification recognition while working as assistant nurses. Recent legal revisions aim to simplify bureaucratic hurdles and expedite the deployment of international healthcare workers.
Healthcare facilities in Germany can benefit greatly from these updates, ensuring they can efficiently integrate skilled international nurses into their teams. For further questions or assistance with the Qualification Recognition Process, visa applications, and other related inquiries, please contact us at service@cwc-recruitment.com.
By staying informed about these processes and leveraging the available resources, healthcare facilities can better navigate the complexities of international recruitment, ultimately strengthening their workforce and improving patient care outcomes.
Source:
Association BDA (Die Arbeitgeber) – Fragen zur praktischen Umsetzung des Gesetzes und der Verordnung zur Weiterentwicklung der Fachkräfteeinwanderung (FAQ Stand Juni 2024)