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Inbound assignments to Germany
Strategic Mobility: How to Master Legally Compliant Employee Deployment from Abroad
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The definition and practical delimitation of inbound secondment.
Which visa types are crucial for your international talent .
How to avoid pitfalls in labor and social security law .
How VISAGUARD provides legally compliant support for your global mobility process.
1. What is an inbound assignment?
2. Visa regulations for inbound assignments
3. Employment law and social security law in the case of inbound secondments
4. VISAGUARD services for inbound assignments
5. FAQ Inbound Assignments
6. Conclusion on inbound assignments
1. What is an inbound assignment?
An inbound assignment refers to the temporary cross-border transfer of an employee from abroad to Germany . Unlike an outbound assignment, where a local employee is sent abroad, the inbound scenario focuses on integrating international specialists into the local company . Common use cases include intra-group projects, the establishment of new locations, or knowledge transfer between international branches.
In practice, companies must pay particular attention to the time limits and the employee's obligation to follow instructions, as the distinction between temporary and employee leasing can be fluid (exception: group privilege). A clear contractual arrangement is essential to legally establish the secondment status. Practical issues often include adapting employment contracts through secondment letters or supplementary agreements that consider both the interests of the sending company and the strict German compliance regulations. We support you in tailoring these mobility strategies to your specific company structure .
2. Visa regulations for inbound assignments
Visa requirements depend largely on the employee's nationality and the planned length of stay. We generally distinguish between short-term stays of up to 90 days, which can often be handled via a Schengen visa , and long-term assignments. For the latter, a national visa (D visa) is usually required, which is later converted into a residence permit. While EU citizens are privileged due to the free movement of workers, third-country nationals must undergo complex official review processes, during which we ensure compliance with the legal framework (see VISAGUARD's guides on work permits ).
For long-term employment, the appropriate legal basis must be precisely determined to avoid rejections by the immigration authorities or the Federal Employment Agency. Options such as the EU Blue Card for highly qualified professionals or the ICT Card for intra-company transfers are key considerations. Specialized regulations, such as the employment of certain nationals under Section 26 of the Employment Ordinance ( the "Best Friends" regulations ), also play an important role. We analyze the optimal residency strategy for each project to ensure a swift and legally secure start to employment.
3. Employment law and social security law in the case of inbound secondments
Besides the visa, labor and social security law form the second pillar of a successful employee secondment. In terms of labor law, it is essential to examine which German minimum standards, such as the Continued Payment of Wages Act or the Federal Vacation Act, are mandatory for the foreign employment relationship. Companies must pay particular attention to ensuring that German minimum wage regulations are observed, especially regarding compensation. Tax law aspects are also of paramount importance for the company's compliance.
In the area of social security, the distinction between intra-EU and external situations is fundamental. Within the EU, Regulation (EC) No. 883/2004 stipulates that employees with an A1 certificate can remain in their home country's social security system. For postings from third countries, the decisive factor is whether a bilateral social security agreement exists with Germany. Without such an agreement, there is a risk of double insurance coverage or involuntary subjection to the German social security system. We help you navigate these complex regulations to ensure your skilled workers remain fully covered.
4. VISAGUARD services for inbound assignments
Our services as a specialized law firm encompass comprehensive support for your global mobility activities. We not only provide strategic advice on selecting the right visa, but also handle all correspondence with German embassies and consulates and regional immigration authorities. Our expertise in immigration law allows us to expedite processes through advance approvals and minimize bureaucratic hurdles. Our goal is to keep the administrative burden on your HR department to a minimum while guaranteeing legal protection .
Furthermore, we support you in drafting legally compliant secondment agreements and advise on all interface issues in labor and social security law. We see ourselves as a partner to your HR department and offer tailored solutions for individual secondments or large-scale project transfers. Through continuous monitoring of current legislation, we ensure that your company's compliance is always up to date. With VISAGUARD, you can rely on the seamless integration of international talent into your German operations.
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5. FAQ Inbound Assignments
Does every employee from abroad need a visa for Germany?
No, citizens of the EU, the EEA, and Switzerland enjoy full freedom of movement and do not require a visa. However, visa requirements apply to many other countries, with a distinction made between short-term and long-term stays.
What is the ICT card and who is it suitable for?
The ICT card is a special residence permit for the internal transfer of managers, specialists or trainees from a country outside the EU to a German branch.
Will the employee remain in the foreign social security system during the posting?
This depends on the duration of the posting and the country of origin. Within the EU, this is usually possible via the A1 certificate; for third countries, specific agreements determine jurisdiction.
How long does the visa process for an inbound assignment take on average?
The duration varies considerably depending on the consulate and the complexity of the case. However, with professional preparation and the expedited specialist procedure, the timeframe can be significantly reduced.
6. Conclusion on inbound assignments
Successful inbound employee assignments require precise coordination between immigration law , labor law, and social security law. While globalization facilitates the exchange of talent, bureaucratic hurdles remain high. Companies that rely on sound legal advice protect themselves from sanctions and ensure the satisfaction of their international employees. At VISAGUARD, we are experienced experts at your side to ensure the efficient and legally compliant success of your global mobility projects.
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List of Sources (Paywall)
[1] Timmermann/Uznanski/Mävers/Klaus, Employment of foreign workers, 2nd edition 2026