Expanding into European Countries like Germany, Austria, The Netherlands or Spain offers companies access to Europe’s strongest economy, skilled talent pool, and a gateway to broader European markets. To support this growth, companies increasingly use employee assignments to meet staffing needs without navigating the complexities of traditional recruitment.
Employee assignments allow businesses to transfer their own employees from one location to another, typically within the company's international network. This approach accelerates onboarding, reduces hiring risks, and ensures operational continuity. Unlike direct hires, assignments focus on moving existing talent to key locations. By relying on employees who are already familiar with internal systems, companies avoid delays linked to recruitment, onboarding, and training.
Germany’s well-structured immigration system provides clear pathways for these assignments, supported by efficient residence and work permits. This guide outlines how companies can use employee assignments to support global mobility, boost efficiency, and achieve compliance in Germany.
What Are Employee Assignments?
Employee assignments involve the transfer of an existing employee from one company location to another — often across international borders. In Germany, companies typically use this method to move managers, specialists, or key technical staff to support large-scale projects, bridge skill gaps, or oversee critical operations.
Instead of hiring new employees locally, companies leverage internal talent, ensuring continuity in project execution and maintaining company knowledge. Employee assignments are particularly valuable for multinational corporations with global networks.
Key Characteristics of Employee Assignments:
- Existing Employee Transfer: Unlike direct hires, employees remain on the payroll of their home company.
- Short-Term or Long-Term Assignments: Assignments can last from a few months to several years, depending on business needs.
- Intra-Company Structure: Employees move within the same corporate group.
- Operational Continuity: Employees are already familiar with the company’s processes, values, and goals.
Employee assignments allow businesses to scale operations, support international expansion, and maintain alignment with corporate objectives.
Key Permits for Employee Assignments in Germany
To legally assign employees to Germany, companies must secure work and residence permits for their staff. Germany has established clear pathways for this process, each tailored to specific assignment scenarios. These include the Intra-Corporate Transfer (ICT) Permit, the Residence Permit for Employment Purposes, and the EU Blue Card.
Intra-Corporate Transfer (ICT) Permit
The ICT Permit is the most efficient option for companies moving employees from one branch to another within their global network. It allows for the transfer of managers, specialists, and trainees under a streamlined process.
Key Features of the ICT Permit:
- Who qualifies? Managers, specialists, and trainees are employed for at least six months before the transfer.
- Duration: Valid for up to 3 years for managers and specialists, and up to 1 year for trainees.
- Employer Requirements: The home and host companies must belong to the same corporate group.
- Application Process: Applications must be submitted outside of Germany through a German mission or consulate.
This permit eliminates the need for a labor market check, as employees remain bound to their original employment contracts. For multinational corporations with existing internal talent, the ICT Permit offers a fast and compliant route to deploy staff in Germany.
Residence Permit for Employment Purposes
This permit applies when companies transfer skilled employees who do not qualify for the ICT Permit. It offers more flexibility and allows companies to bring skilled workers to Germany for specific roles.
Key Features of the Residence Permit for Employment Purposes:
- Who Qualifies? Skilled employees with vocational qualifications or academic degrees.
- Duration: Usually issued for 1 year but can be renewed as needed.
- Salary Requirements: Employee salaries must match local market rates for similar positions.
- Employer Responsibility: Companies may need to demonstrate that local talent could not fill the role.
This permit is ideal for companies filling high-skill roles where internal knowledge is critical. The process is more flexible than the ICT Permit but requires more administrative steps, such as labor market approval from the Federal Employment Agency.
EU Blue Card
While typically used for direct hiring, the EU Blue Card also supports employee assignments for high-earning specialists. This permit offers a fast, simple route for companies to place highly qualified professionals in Germany.
Key Features of the EU Blue Card:
- Who Qualifies? Highly skilled employees with a university degree and a salary of at least €45,300 annually (€41,041.80 for shortage occupations).
- Duration: Valid for up to 4 years, with the option to apply for permanent residency after 21 or 33 months.
- Employer Responsibility: Companies do not need to submit applications to the Federal Employment Agency, reducing processing times.
The EU Blue Card is particularly useful for skilled professionals, as it enables fast-track transfers, family reunification, and fewer administrative burdens.
Employee Assignments vs. Direct Hiring in Germany
Companies must decide whether to assign an internal employee to Germany or hire locally. Each option comes with its own legal, financial, and operational considerations.
Benefits of Employee Assignments Over Direct Hiring:
- Speed: Assigning existing employees avoids the lengthy recruitment process.
- Cost Savings: No recruitment fees or onboarding expenses.
- Knowledge Retention: Employees bring company knowledge to the new location.
- Compliance: Reduced risk of employment law violations.
Direct hiring, on the other hand, requires sourcing, recruitment, onboarding, and training. For companies with urgent staffing needs or short-term projects, employee assignments provide a faster, simpler, and more cost-effective option.
Post-Arrival Steps for Employee Assignments in Germany
Once an employee arrives in Germany, companies must ensure compliance with local administrative requirements. These steps are essential for legal residency, taxation, and access to social benefits.
- Register the Employee’s Local Address
Upon arrival, employees must register their address at the local Resident Registration Office (Einwohnermeldeamt) within two weeks. This process is critical for accessing services like healthcare and banking.
- Schedule an Appointment with the Immigration Office
Employees must book an appointment with the local immigration office (Ausländerbehörde) to finalize the work and residence permit. At this stage, employees receive a residence card that confirms their right to work and live in Germany.
- Secure Health Insurance
All employees working in Germany must have health insurance, either public or private. Without it, employees cannot legally reside or work in the country.
- Tax and Social Security Registration
Depending on the nature of the assignment, companies may be required to contribute to Germany’s social security system. This process ensures employees are registered for pension, healthcare, and unemployment benefits.
By following these steps, companies ensure compliance with German labor and immigration laws.
How MOVES Consulting Simplifies Employee Assignments
Employee assignments to Germany come with administrative, legal, and compliance challenges. We simplify this process by providing expert support every step of the way.
Here’s how MOVES Consulting helps companies manage employee assignments:
- Comprehensive Permit Support: We assess your needs and identify the best permit option (ICT, Residence Permit, or EU Blue Card).
- Fast-Track Processing: We handle applications with embassies and immigration offices to minimize delays.
- Post-Arrival Compliance: From address registration to residence cards, we ensure all local obligations are met.
- Customized Assignment Support: Companies' needs are different, and we tailor solutions accordingly.
With our help, companies avoid delays, reduce administrative burdens, and ensure fully compliant employee assignments.
Employee assignments offer companies a strategic advantage by enabling faster onboarding, operational consistency, and the seamless transfer of key talent. They reduce risks linked to hiring, ensure continuity in operational processes, and retain internal company knowledge. By using employee assignments, businesses can respond to urgent staffing needs, increase project efficiency, and grow their global footprint.
Transferring employees to Germany doesn’t have to be complicated. We take care of every step and provide clear, efficient, and compliant solutions for employee assignments in Germany.
Don’t let administrative hurdles slow you down. Contact us today and discover how we can simplify your company’s employee assignments.