Hiring international talent in 2026 is no longer just about finding the right fit—it’s about navigating a high-stakes legal landscape. As Germany continues to reform its Skilled Immigration Act, employers face a new suite of responsibilities designed to protect workers and ensure transparency.
Failure to meet these 2026 standards can result in staggering fines of up to €30,000 and a “blacklist” status that prevents future visa sponsorships. This guide breaks down the essential notification duties, payroll shifts, and audit risks every HR team must master this year.
The New “Duty to Inform”: Section 45c AufenthG
From January 1, 2026, a new rule starts in the German law about staying in the country. It is called Section 45c. This rule starts right when a foreign worker begins the job.
Section 45c AufenthG Notice
You must give a paper to every new worker you hire from outside Germany. Give it on their first day of work. The paper must say that the worker can get free help. The help is about laws for work and social rights. It comes from a service called “Faire Integration.” This service is free and available everywhere in Germany.
Verification & Digital Storage
You must check the worker’s papers for staying and working in Germany. Keep a digital copy that computers can read easily. In 2026, paper copies are often not good enough. Authorities check things online now. Digital copies help you show them fast.
Employer-Specific Binding
Most visas for work have an extra paper called Zusatzblatt. This paper says the worker can only work for your company. You must watch this. Do not let the worker do other jobs if the visa says no. If you let them, you break the rules.
2026 Payroll & Social Security Thresholds
Paying workers correctly costs more in 2026. The government changed some important numbers because pay is going up. These changes make the total cost for each worker higher.
Mandatory Contribution Ceilings
- Pension Insurance: The limit per year is €101,400. You pay 9.3% of the worker’s pay up to this amount for pension.
- Health Insurance Ceiling: The limit is €69,750 per year for public health insurance. If a worker earns more, they can pick private insurance. You must change how you take money from their pay if they do.
These new limits mean you pay more, especially for workers with high pay. Update your pay system for 2026.
EU Blue Card Salary Requirements 2026
To keep the worker’s visa good, their pay must be at least these amounts each year.
- Standard Jobs: €50,700 gross per year.
- Shortage Jobs & IT: €45,934.20 gross per year. This is for jobs like doctors, engineers, IT workers, and scientists where Germany needs more people.
If pay goes below this, the visa can have problems. Check pay and give raises if needed.
Post-Hiring Notification: The Four-Week Rule
You have duties even after hiring. When the job ends, it is important too.
- Premature Termination If the worker leaves or you end the job early, before the visa ends, tell the office for foreigners. You have four weeks to do this.
- Administrative Fines If you forget or are late, big problems can start. A group that checks for illegal work might come to your office. They do a full check. Not telling on time is a common reason for this.
Make a simple way in HR to send these notices fast.
2026 Audit Surge: Protecting Your Business
In 2026, there are more checks at workplaces. They increased by about 20%. They want to see if you follow the new inform rule.
- The “Digital File” Hack Authorities ask for digital copies of permits often. Use a safe online system for HR files. Then you can show them right away if someone comes to check.
- Legal Standards for Qualified Employment The law does not allow you to give low-level jobs to skilled workers. If you hire for a good job, the work must match their skills from the visa. It cannot be simple tasks.
Train your team leaders about this. Keep notes about what work they do.
FAQ: Employer Obligations in 2026
Does the §45c notice apply to foreign workers already in Germany?
No. It is mostly for workers you hire from outside the country. But it is good to give the information to all foreign workers anyway. It helps them and shows you are fair.
What is a “Recognition Partnership”?
This is a new way in 2026. You and the worker agree to finish checking their degree after they come to Germany. If you do this, you must give them time off to do the steps.
Conclusion: Proactive Compliance is Key
In 2026, companies that get ready do best. Set up ways to send notices automatically. Watch the pay amounts for Blue Cards. This keeps you safe from trouble. It also makes a good place for workers from other countries.
Doing this helps you follow the law. It can bring more good workers to your team. Is your HR team ready for 2026 checks? Look at how you hire from abroad. Do you have digital files? Is pay high enough?
Tell us your ideas for helping new foreign workers start. Or sign up for updates on these rules.
Disclaimer: This is just to give information and help learn. It is not real legal help. Check with official places like the Ministry of Labour or a lawyer for Germany work laws. Do this before you decide anything for your company.