Fair migration – equal rights, equal opportunities

Fair migration creates prospects – transparent, fair and humane. The Federal Employment Agency supports people abroad on their way into the labour market in Germany and ensures equal opportunities and protection against exploitation.

Fair migration: creating opportunities, preventing discrimination

Fair migration means that people from abroad, regardless of their origin, gender or religion, have equal access to the German labour market through transparent procedures, impartial and free advice as well as regulated recognition processes.

As a German government agency, the Federal Employment Agency adheres to international standards to guarantee fair and transparent procedures.

One important quality standard is called IRIS (International Recruitment Integrity System). It details the guidelines for the fair recruitment of international labour force and skilled workers. For example, it states that you do not have to bear the costs of placement, but rather your future employer. These guidelines provide guidance, but are not binding.

In order to promote labour mobility within the European Union on fair terms, the BA is a member of the EURES network. For more information, visit the EURES portal.

Fair und transparent job placement in practice

  • You can view the working and employment conditions and ask questions.
  • You are informed about the use and protection of your personal data.
  • You are informed about your rights.

Tipp:Tip: Are you thinking about using a private job placement service? Check in advance whether it complies with the rules of "fair migration". You can also find the most important points on Make it in Germany: Placement agencies.

How the Federal Employment Agency deals with abuse in labour migration

The Federal Employment Agency does not tolerate abuse in labour migration. Within the scope of its responsibilities, it is committed to ensuring the best possible protection in labour migration. It does this by preventing, uncovering and prosecuting violations of the rights of labour migrants from the outset.

The Federal Employment Agency is also a point of contact and offers support in the event of difficulties arising during labour migration.

Even before you enter Germany, it pays close attention to compliance with fair recruitment and working conditions, for example by checking wage conditions. But even after you have started working in Germany, the Federal Employment Agency checks this preventively or on a case-by-case basis. It does this by contacting employers and checking their information and the documents submitted. If violations are found, the employer must expect a legal response, such as a sanction. Depending on the individual case, the Federal Employment Agency may also involve the relevant investigative authorities.

With this approach, the Federal Employment Agency contributes to fair migration.

Labour law in Germany

In Germany, the same labour law standards apply to people from abroad as to German employees. The Federal Employment Agency does not offer advice on labour law issues. However, it does help you find employers who offer fair conditions.

Employment contract

If you work in Germany, you receive a written employment contract. Among other things, this contract must include the following points:

  • Working hours: According to the German Working Hours Act, employees are not allowed to work more than 48 hours per week.
  • Fair salary: Employees are generally entitled to the statutory minimum wage. There are exceptions, for example for interns or trainees. This minimum wage protects against exploitation and dumping wages.
  • Probationary period: In Germany, employers are allowed to stipulate a probationary period. During this time, you and the company can get to know each other and see if the working relationship is working out. The probationary period must be specified in the employment contract.
  • Holiday: Full-time employees are entitled to at least 24 days of holiday per year. Your employer may give you more days off, but not fewer. You will continue to be paid during your holiday.
  • Term: The contract must specify when the working relationship begins. If the contract is for a fixed term, it must also specify when the contract ends.

Protection against dismissal

After the probationary period, special protection against dismissal applies in Germany. This means that your employer needs a good reason to dismiss you.

Exception: If your employment contract is for a fixed term, the employment relationship ends automatically on the agreed date.