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Secondments to Germany
All information on the requirements and application process for postings to Germany
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what a posting is
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everything about Supplementary Sheet B for postings to Germany
1. Postings to Germany
2. Types of posting to Germany
2.1 Short-term assignments
2.2 Long-term assignments
3. Requirements for a posting
3.1 Recognized qualification
3.2 Secondment contract
3.3 Supplementary Sheet B
4. FAQ Secondments to Germany
5. Conclusion
1. Postings to Germany
The posting of third-country nationals to Germany refers to the temporary employment of foreign workers sent to Germany by a company based outside the EU. "Temporary" can mean anything from a deployment lasting just a few weeks or months to a stay of several years. The term "posting" is not used consistently and is therefore difficult to define in general business usage. "Posting" is often understood to include, for example, the following assignments:
business trips,
Secondments and project work
international personnel exchange
longer retreats
in-house training abroad
long-term work assignments
This article covers all the necessary requirements for a secondment and explains what you need to do to complete a secondment. Please note, however, that this article refers to secondments to Germany, not from Germany. If you want to send German employees abroad, we refer you to our VISAGUARD article on secondments abroad (A1 certificates) .
2. Types of posting to Germany
2.1 Short-term assignments
When it comes to posting third-country nationals to Germany, a fundamental distinction is made between short-term and long-term postings . In the case of short-term postings, particular attention must be paid to visa requirements, the applicability of the 90-day rule, and the necessary work permit. In many cases, short-term postings can be carried out as simple business trips or with a so-called CEO visa. In this case , no separate work permit is required, and the posting can be carried out with a Schengen visa or visa-free. However, it should be thoroughly examined whether it is actually possible to work without a work permit. Otherwise, it would be considered illegal activity , which could have serious consequences. One of our lawyers would be happy to advise you on this matter.
2.2 Long-term assignments
Long-term assignments generally require a national employment visa (D visa) and separate approval from the Federal Employment Agency. The review and administrative effort is significantly greater in this case. The following residence permits are particularly suitable for long-term assignments to Germany:
Each of these residence permits has its own requirements, which are described separately in our respective guides.
3. Requirements for a posting
The requirements for a secondment are very diverse and cannot be comprehensively presented here, as it ultimately depends on the specific visa type (e.g., EU Blue Card ). However, it can generally be said that a legally secure secondment is possible if a recognized qualification is available, or the seconded employee is a manager or specialist , and an appropriate salary (according to German standards) is paid.
3.1 Recognized qualification
The recognition of academic qualifications in Germany is verified through the Anabin database . Anabin evaluates both foreign educational institutions and specific qualifications and assigns them to the German education system. For a successful assignment, it is crucial that the foreign university degree is classified in Anabin with the status "corresponds" or "equivalent" to a German qualification and that the university is listed as H+. If such an assessment is available, a separate recognition procedure can usually be dispensed with, which significantly speeds up the process. For qualifications that are not listed or not evaluated, however, an individual certificate evaluation by the Central Office for Foreigners (ZAB) is required, which leads to longer processing times.
If the employee to be posted does not have a recognized degree, other posting options exist. For example, for a so-called GATS posting ( Section 29 (5) of the Employment Regulations ), the employee must also have a university degree, although this does not have to be recognized. If the employee does not have a university degree, the posting must be carried out using a so-called CEO visa. We have written a separate VISAGUARD article on the CEO visa .
3.2 Secondment contract
Secondment agreements for assignments to Germany play a key role for companies that wish to send employees from abroad to work temporarily in Germany. A secondment agreement regulates the employment law conditions between the sending company, the seconded specialist, and, if applicable, the host company in Germany. Particular attention must be paid to the correct wording of the secondment agreement for a legally compliant assignment, as the employment contract is subject to review by the authorities. Incorrectly worded secondment agreements often lead to significant problems, delays, or application rejections. We have written a dedicated VISAGUARD article on the correct wording of secondment agreements , and one of our attorneys would be happy to advise you on this topic.
3.3 Supplementary Sheet B
In cases where the approval of the Federal Employment Agency is required for the posting, Supplementary Sheet B Supplementary Sheet B is specifically designed for postings . Supplementary Sheet B contains
the sending or seconded company
the corporate/group structure of the companies involved in the posting
and details of the posting modalities
Particular attention should be paid to ensuring that the information in Supplementary Sheet B matches the information in the actual employment declaration. We have written a separate VISAGUARD article on correctly completing the employment declaration (and the supplementary sheets) .
4. FAQ Secondments to Germany
What is meant by a posting to Germany?
A posting occurs when a company sends a worker to Germany temporarily to perform work without terminating the employment relationship with the foreign employer. The worker remains subject to social insurance in their home country, provided the requirements are met.
Is an assignment the same as a business trip?
That depends on the definition of a secondment. The term "secondment" is not used consistently internationally and is understood differently in many places. Therefore, even a business trip can be considered a (short-term) secondment.
Do posted employees need a work permit in Germany?
Yes, in principle, if they come from a third country. Workers from EU countries do not require a work permit.
How long can a posting last?
From a migration law perspective, there are no legal restrictions on the duration of a posting, as long as the requirements for issuing the respective residence permit are met. However, limitations on the period usually arise from the social security regulations of the sending country.
5. Conclusion
The posting of third-country nationals to Germany is a legally complex process that takes into account aspects of migration law, employment law, and social security law. A distinction must be made between short-term and long-term postings – the latter generally require a national visa and approval from the Federal Employment Agency . A successful posting requires, among other things, an appropriate salary , a legally compliant posting contract, and – depending on the case – a correctly completed Supplementary Form B. Due to the high formal requirements and the risk of incorrect documentation, companies should carefully prepare postings to Germany and seek legal advice. An individual assessment of which residence permit is applicable – such as the EU Blue Card , ICT Card , or CEO visa – is just as important as observing ANABIN classifications and the terms of the contract. This is the only way to reliably avoid delays, rejections, and potential sanctions. Legal advice from experienced lawyers specializing in migration law is therefore recommended in most cases.
List of Sources (Paywall)
[1] Barein in Braun/Wisskirchen KonzernArbR, Chapter 7. Employment and service relationships in international groups, 2nd edition 2024
[2] Timmermann/Uznanski/Mävers/Klaus, Employment of foreign workers, 2nd edition 2025