Hiring international apprentices
Vocational training visas for third-country nationals: employer preparation
Employers can offer people from third countries company-based vocational training in Germany. For candidates who require a visa, a concrete training contract forms the basis of the procedure. Language proficiency, secured living costs, Federal Employment Agency approval and complete documents must fit the individual case. A successful start also requires accommodation, vocational school, workplace supervision and realistic language development. This overview reflects official information available on 17 August 2026; competent bodies make binding decisions, and changing amounts must be checked before application.
On this page
- 01A concrete, qualified training place is the starting point
- 02Align German proficiency with everyday vocational training
- 03Calculate the training allowance and living costs for 2026
- 04Coordinate Federal Employment Agency approval and the visa application
- 05Design selection and candidate experience for apprentices
- 06Responsibility matrix for the company, school and project partners
- 07Plan accommodation, arrival and the first 90 training days
- 08How DACHma Talent prepares international training projects
A concrete, qualified training place is the starting point
A visa for vocational training requires evidence of a concrete training place in Germany. For company-based training, this generally means a signed training contract and the related information on the recognised training occupation. The company must be authorised and suitable to provide training, appoint an appropriate trainer and meet the requirements of the competent chamber. A general expression of interest or internship offer does not replace a training place. Official information for employers is available from Make it in Germany.
Employers should align the occupation, start date, duration, probation, allowance, working hours, vocational school and deployment location fully. The contract, chamber documents and visa information must be consistent. Official employer guidance indicates that a clause making the contract effective only once the visa is issued may be considered; its wording should be reviewed legally. The candidate needs a clear and understandable copy of every agreement.
The training must suit the candidate. Schooling, previous learning or practical experience, motivation, ability to learn and a realistic understanding of the occupation are assessed before selection. A training contract must not serve as a simple entry route for auxiliary work that is actually intended. The objective is successful completion of a German vocational qualification through regular workplace and school-based training.
- Recognised training occupation and concrete training place
- Suitable training company and named supervision
- Consistent contract, chamber and visa details
- Genuine training objective rather than disguised auxiliary work
Align German proficiency with everyday vocational training
A vocational training visa generally requires German at B1 level under the Common European Framework where the educational institution has not already assessed the language skills or no preparatory German course is planned. Official employer guidance indicates that, in defined circumstances, a separate certificate may be waived if the training company confirms sufficient proficiency. Such a confirmation should be given only after a robust assessment.
B1 is a guide, not a success guarantee. Vocational school texts, exam questions, safety instructions, technical terminology, customer conversations and training records present different demands. Employers should conduct part of the interview in German and include typical training situations. Results are documented in a differentiated way: general communication, listening, job-specific language, learning strategy and outstanding development steps.
Before training starts, a structured language plan can combine terminology, everyday life and vocational school. After arrival, the apprentice needs scheduled learning time and suitable provision. Trainers should give short, clear feedback and actively check understanding. Language support does not replace training quality; it enables professional learning objectives to become achievable.
- Check B1 evidence or a permissible alternative at the time
- Assess vocational school and safety communication
- Begin language planning before entry and continue at work
- Observe comprehension rather than relying on a certificate alone
Would you like to assess this step for your specific staffing requirement?
Describe your staffing needsCalculate the training allowance and living costs for 2026
Living costs must be secured for the duration of the stay. For company-based training, the training allowance can serve as evidence. Official information states that in 2026 an allowance of at least EUR 1,048 gross or EUR 822 net per month is sufficient. Where compensation is lower, the difference may potentially be covered by a blocked account or a formal declaration of commitment. Amounts and permissible evidence must be confirmed at application time.
Employers should consider the actual living situation. Rent, deposit, transport, food, mobile service and initial purchases often arise before the first full payment. A mathematically sufficient threshold does not mean that every home near the workplace is affordable. The company should give transparent information and support a viable initial accommodation solution without unclear deductions or dependencies.
Training allowance, benefits in kind and possible support are separated clearly in the contract and candidate information. If housing or transport is provided, conditions must be understandable and legally permissible. Repayment or retention clauses require qualified review. Fair recruitment means apprentices understand costs and commitments before making their decision.
Coordinate Federal Employment Agency approval and the visa application
For company-based vocational training, approval from the Federal Employment Agency is generally obtained in the visa procedure. Its review includes whether the apprentice will receive conditions comparable with domestic apprentices. The employer must supply complete employment and training details. The apprentice submits the visa application to the competent German mission or through the designated digital route.
Depending on the case, the employer package includes the training contract, chamber registration or evidence, training plan, allowance, hours and location, and other requested declarations. Personal evidence such as passport, language certificate and financing documents belongs to the applicant. A shared status list prevents responsibilities from becoming confused. Originals and sensitive information are transmitted securely.
The fast-track skilled-worker procedure may in principle also be available for apprentices. Official employer information states a fee of EUR 411. Whether it is useful depends on the individual requirements, responsible foreigners authority and document readiness. It guarantees neither a positive decision nor a fixed entry date. Employers should therefore plan the training start with realistic windows and a coordinated contingency.
- Separate employer and candidate documents clearly
- Allow for BA review of training conditions
- Coordinate document status and questions centrally
- Do not promise a fixed visa or entry date
Design selection and candidate experience for apprentices
International training applicants are often at the beginning of their careers. Employers should not demand the same professional experience as from a skilled worker. Assessment focuses on learning motivation, basic occupational understanding, reliability, school foundations, practical interests and ability to act on feedback. A realistic preview of tasks, shifts, physical requirements and vocational school prevents decisions based on idealised expectations.
During the interview, the company should explain the training pathway, first months, examinations and support. Candidates can ask about accommodation, allowance, workplace, team and progression. Where parents or other close people are included, an adult applicant remains the contracting and decision-making party. Personal data is processed only with the required legal basis and transparent information.
Decisions are communicated promptly and understandably. Before signing, the person knows all essential conditions and outstanding procedural points. A training contract is a long-term mutual commitment, not a non-binding reservation. Employers should sign only as many contracts as their actual training, housing and onboarding capacity can support.
Responsibility matrix for the company, school and project partners
The training manager owns quality, planning and professional supervision. HR or administration prepares the contract, coordinates chamber documentation and handles employer records. A project owner maintains visa and arrival status. The vocational school is involved early regarding the start, registration and support. Management or HR leadership provides time, budget and housing support. In small companies, one person may carry several roles, but tasks and backup remain named.
The apprentice supplies personal evidence, learns German, submits the visa application and communicates official questions. DACHma Talent can structure search, pre-selection, Germany Ready preparation and project communication within the agreed scope. The chamber, Federal Employment Agency, German mission and foreigners authority decide within their respective remits. None of these tasks should be presented as an unrestricted all-inclusive promise.
A shared milestone plan covers selection, contract, chamber, language, visa, accommodation, arrival, vocational school and the first training day. When delays occur, it is immediately clear who can act. Changes to start, allowance or location are documented and aligned with relevant bodies. This keeps the process manageable where several apprentices are involved.
Plan accommodation, arrival and the first 90 training days
Accommodation available from the day of entry is particularly important. It should be affordable, safe, accessible and governed by clear conditions. A private room and practical routes to both company and school create stability. Employers should prepare arrival, key handover, initial food and required registration. The new person needs an accessible contact for arrival day.
At work, training starts with orientation, occupational safety, team introduction and understandable process explanations. A training buddy can answer everyday questions while the responsible trainer manages learning objectives and feedback. The first 30 days emphasise safety and orientation, by day 60 initial recurring tasks, and by day 90 a stable learning rhythm. Objectives are adapted to occupation and individual starting point.
Vocational school, workplace and language learning must fit together in time. Regular short discussions reveal whether subject content, language, housing or social integration is creating difficulty. Employers respond early without controlling every private matter. DACHma Aftercare can complement agreed check-ins. Training law, management, instruction and educational responsibility remain with the company.
How DACHma Talent prepares international training projects
DACHma Talent first clarifies occupation, number, location, start, allowance, language target, school and housing situation. Candidates from Morocco are pre-selected against motivation, education, language proficiency and realistic occupational understanding. The employer conducts interviews and decides. Outstanding evidence and risks are stated visibly instead of promising entry or completion.
Germany Ready can structure preparation for working culture, communication, daily life and expectations. The project plan separates employer tasks, candidate tasks and external decisions. The company remains responsible for the training contract, suitability to train, professional quality, vocational school, safe housing support and onboarding. Authorities and chambers make their own decisions.
Employers can describe their training occupation and existing conditions in the staffing analysis. DACHma Talent reviews what is missing for a robust search and whether capacity, timing and candidate profile fit. An enquiry is not a placement assignment or confirmation that an individual visa will be granted.
Clear answers
Frequently asked questions
These answers set out the scope, requirements and boundaries transparently.
Send us your questionWhich visa do apprentices from third countries need?
People who require a visa generally need a visa for vocational training. A concrete training place and the evidence required in the individual case form the basis.
What German level is required for a training visa?
B1 is generally required unless the educational institution has already assessed proficiency or a permissible alternative applies. Additional job-specific language development may still be necessary for training success.
How high must the 2026 training allowance be?
Official information treats living costs as secured in 2026 from EUR 1,048 gross or EUR 822 net monthly for company-based training. Lower amounts may potentially be supplemented. Current values must be checked.
Must the Federal Employment Agency approve?
For company-based training, BA approval is generally obtained within the visa procedure. Its review includes comparable training and employment conditions.
Can the fast-track skilled-worker procedure be used?
It can in principle be considered for apprentices. Suitability, documentation and process must be checked with the competent foreigners authority. It guarantees neither a visa nor a fixed entry date.
Who organises accommodation?
Responsibilities must be defined clearly in the project. In practice, employers should actively support a safe, affordable and accessible initial solution because reliable remote housing searches are often extremely difficult.