How does a recognition partnership work?

Correct as of March 12, 2025

Background

Before the laws were reformed, a recognition procedure was - with a few exceptions - a prerequisite for obtaining a residence permit as a skilled worker in Germany. Today, it is no longer necessary in every case (for example, see the regulation for experienced professionals).

However, ‘recognition’ can still be useful: for example if you consider the remuneration, opportunities for promotion, long-term integration into the German labour market and, consequently, the skilled worker’s opportunities to be a participating member of society.^[1] Additionally, it makes it easier for employers to assess competencies and identify needs for further training and education. Whether a recognition is required and/or sensible should be discussed during an individual counselling session (points of contact can be found at the bottom of this article).

If the recognition procedure should be or has to be conducted, it was previously required to initiate it from abroad. A notice indicating the (partial) recognition of qualifications had to be presented when applying for a visa or residence permit. This path still exists. Waiting for the notice can, however, delay the entry process. 

With the recognition partnership, the procedure can be initiated after entering Germany. This option opens up new paths for companies, since it reduces the time they have to wait for their new employees from abroad, and it also provides some relief for international skilled workers. Especially in regulated professions, where the recognition is generally mandatory, the accelerated entry is an advantage.^[2] 

What is required for a recognition partnership?

The basis for a recognition partnership is that a foreign skilled worker and a German company found each other (for example, through an online job advertisement) and that they jointly decided to enter an employment relationship as well as cooperate during the recognition procedure. The legal basis for the stay in Germany is the residence title according to Section 16d(3) of the Residence Act [AufenthG], which is initially issued for one year and can repeatedly be extended for one additional year until the total duration of stay of three years is reached.

Explainer Video: How to Achieve Full Recognition in Germany through the Recognition Partnership

More specifically, the following requirements must be met:

Qualification

The skilled worker requires an academic degree or a professional qualification with a minimum vocational training period of two years. The qualification must be recognised by the state in the country in which the qualification was obtained. This can be proven as follows: 

• Professional qualifications: with the digital Statement on a Foreign Vocational Qualification (DAB) provided by the Central Office for Foreign Education (ZAB).
• Academic degrees: with a positive result from the anabin database or with a Statement of Comparability (please find more information on this document here).

Language skills

Moreover, the skilled worker must prove that they have German language skills at a minimum level of A2 of the Common European Framework of Reference for Languages (CEFR) for the recognition partnership. However, to participate in qualification measured in Germany and for regulated professions, German language skills on a higher level may be required, depending on the profession. 

Concrete job offer of a suitable employer

The employer and the skilled worker conclude a contract on the employment (on the condition that the visa is granted, if necessary). The following aspects must be considered:

• As a general rule, it must be a qualified employment position. This means that, in order to practice this profession, an academic degree or the completion of a qualified vocational training programme is required. Auxiliary tasks are not sufficient.
• The remuneration must also be appropriate for the qualified employment position (or it must be according to the current conditions of the collective agreement the employer is bound to). There are no fixed salary thresholds for this. However, it will be assessed by the Federal Employment Agency (BA), just like the other working conditions.

• The concrete employment, the obtained qualification and the target profession of the recognition procedure must be professionally related.
• The company must be suitable to be in a recognition partnership. This can be proven by presenting an existing authorisation for vocational training or by sufficient experience in professional training / post-qualification.

 

Agreement on recognition partnership

To have the intention of entering a recognition partnership in writing, an agreement is concluded (for example, as part of the employment contract). In this agreement, the skilled worker commits to apply for the recognition procedure after entering Germany. (The competent authroity can be found via the Recognition Finder provided by “Anerkennung in Deutschland”.) Conversely, the employer bindingly agrees to provide their support during the recognition procedure and allot time in the employment framework to acquire the qualifications needed for full recognition. The individual assessment during the recognition procedure will reveal which concrete measures this includes. It may include time off work for appropriate measures, such as completing internships, for example.

Visa application

Before applying for a visa, the skilled worker should always seek information on what specific documents (e.g. language certificates) are demanded at the competent German mission abroad. After that, they may book an appointment at the embassy or the consulate. As soon as the visa is issued, plans for entering Germany can be made.

Prospects of the recognition partnership

After entering Germany, the skilled worker can take up employment immediately. With regard to further residence in Germany, it depends on the outcome of the recognition procedure:

• Did the procedure end with a positive result (full recognition)? The skilled worker can now apply for a residence permit for qualified professionals or an EU Blue Card.
• Did the procedure end with the partial recognition of qualifications? The residence permit can be extended for up to two additional years. The extension requires that the skilled worker participates in the individually needed qualification measures (e.g. internship, language course etc.) to receive full recognition. The employer must release them from work to be able to participate. If these measures are completed as well and the differences compared to the German qualification are compensated for, the skilled worker can then have their residence permit converted into a residence permit for qualified professionals or an EU Blue Card.

If the recognition partnership is terminated without full recognition being achieved, a change to a residence permit to work for experienced professionals can be considered for non-regulated professions.

Get advice!

Employers who consider entering a recognition partnership should seek individual advice: 

• Use our database (currently only available in German) to find a consultation centre in your area.
• Contact the Network Integration through Qualification.
• Make an inquiry at your local Employer Service or the competent Chamber.

References

^{[1] Bushanska, Vira; Erbe, Jessica; Gilljohann, Katharina; Knöller, Ricarda; Schmitz, Nadja; Scholz, Moritz: Fachkräfteeinwanderung (nicht) ohne Anerkennung? Was sich mit dem neuen Fachkräfteeinwanderungsgesetz für die Anerkennung ausländischer Berufsabschlüsse ändert. Version 1.0 Bonn, 2023.
[2] In the following cases, recognition procedures for regulated professions are possible: authorised nursing institutions according to Section 72 of the Social Code Book XI [SGB XI], employers subject to ecclesiastical law and employers bound to collective agreements.}