The Confederation of German Employers' Associations (BDA) calls for further development of the Western Balkans Regulation

A candidate from Belgrade has signed the contract, the logistics position is urgently needed, the business plan is ready – and then suddenly: quota exhausted, next application not possible until the new year at the earliest. What has long been standard practice for many HR departments in Germany could soon become even more difficult. In August 2026, the Confederation of German Employers' Associations (BDA) presented a position paper warning of precisely this scenario: The German government plans to halve the annual quota of the so-called Western Balkans Regulation from the current 50,000 to 25,000 approvals. For companies that rely on workers from Albania, Bosnia and Herzegovina, Kosovo, North Macedonia, Montenegro, or Serbia, this would represent a significant tightening of an already limited market. We explain what the regulation currently achieves and why the planned reduction is detrimental to employers and The risk for skilled workers is equally high – and how companies and employees can now position themselves in a legally compliant manner.

What is the Western Balkans Regulation – and why is it so important for the German labor market?

The legal basis is Section 26 Paragraph 2 of the Employment Ordinance (BeschV). This provision allows nationals of the six aforementioned Western Balkan states to enter Germany for employment purposes – regardless of whether they can prove they have a formal vocational qualification. This regulation thus differs fundamentally from most other pathways to employment. Skilled worker immigration , which generally requires a recognized qualification, is now required instead by a concrete job offer or a An employment contract and prior approval from the Federal Employment Agency (BA), which verifies whether the employment is permissible under residence law and whether standard market conditions apply, are required. Almost one in five first-time residence permits for labor migration in 2024 was granted via the Western Balkans Regulation – proof of how crucial this access route has become for the German labor market. More than 600,000 people from the Western Balkan countries were employed in Germany in December 2025, an increase of 41 percent within five years. They are particularly in demand in the construction and hospitality sectors, the metal and electrical industries, trade, transport and logistics, as well as the health and social services sector.

What are the current requirements – and what are the practical hurdles?

Next to the Since June 2024, a quota limit of 50,000 approvals per year has been in place for employment contracts and the approval of the Federal Employment Agency (BA). Anyone who has received benefits under the Asylum Seekers' Benefits Act within the 24 months prior to application is excluded from this regulation. In practice, however, the real obstacle rarely lies in the legal text, but rather in administrative practice: Visa applications can currently only be submitted at German embassies and consulates in the respective country of origin – often with waiting times of several months for an appointment. Our experience shows that the annual quota is regularly exhausted by late autumn , most recently at the end of November 2025. Anyone who has not yet received an approved application by then must wait until the new calendar year – a significant planning risk for companies with an open, urgently needed position. Furthermore, a peculiarity that surprises many employers is noteworthy: The number of approvals granted by the BA is regularly significantly higher than the number of visas actually issued. Visa applications are subject to delays due to scheduling conflicts at embassies and consulates. Therefore, approval does not guarantee timely entry.

Why does the German government want to reduce the quota – and why does the BDA consider this wrong?

The coalition agreement proposes halving the quota from 50,000 to 25,000 approvals. The BDA (Confederation of German Employers' Associations) strongly rejects this step and instead demands the complete abolition of the quota. The employers' association cites several reasons for its position: The proportion of vacancies in the so-called unskilled sector remains at almost 25 percent, the average time it takes to fill vacancies is six months or longer, and demographic change will further reduce the labor supply in the coming years. A reduction in the quota would thus lead to additional bottlenecks precisely in those sectors that are already suffering from staff shortages – construction, logistics, hospitality, and nursing care. Furthermore, there is a foreign policy argument: Against the backdrop of the ongoing According to the BDA (Confederation of German Employers' Associations), restricting access to the labor market during EU accession negotiations with the Western Balkan states would contradict the German government's stated position of gradually integrating these countries into the European community and ensuring a controlled transition to a future EU membership. To enable freedom of movement within the EU .

Does this regulation actually contribute to the strain on social security systems?

A frequently voiced argument against expanding the regulation is the concern about immigration into the social security system. This concern is legally and factually unfounded: Since entry necessarily requires an existing An employment contract is required. A secure livelihood is already a prerequisite for obtaining a residence permit. According to an analysis by the Institute for Employment Research (IAB), 98 percent of those who entered the country via the Western Balkans Regulation are actually employed, 62 percent of them in jobs requiring at least a vocational qualification. Even after years of employment subject to social security contributions, there is no automatic, unrestricted access to the labor market: Any change in the employment relationship still requires renewed approval from the Federal Employment Agency (Section 26, Paragraph 2, Sentence 5 of the Employment Ordinance in conjunction with Section 9 of the Employment Ordinance). If a person loses their job, they are also obligated to notify the relevant authorities. The immigration authority (§ 82 para. 6 of the Residence Act) can subsequently also examine measures to terminate residency. The system is therefore closely linked to the labor market from the outset – an aspect that is often overlooked in public debate.

What does the impending change mean specifically for employers and skilled workers?

For HR departments that rely on candidates from the Western Balkans, the political uncertainty means one thing above all: time pressure. Those who wait until a final amendment to the law is passed risk facing a significantly smaller quota and even longer waiting lists next year. Those who instead submit applications independently or rely solely on general information portals often underestimate how error-prone the interplay of... The employment contract , the approval process of the Federal Employment Agency (BA), and the visa application at the German mission abroad must actually be valid. Even small errors – an incomplete job description, a document not formulated in accordance with BA regulations – can be problematic. An employment contract or a late application date can lead to an application only being processed after the annual quota has been exhausted. In practice, we regularly assist companies that fail precisely at this point: The right candidate is found, but the application is delayed by months because of the administrative practices of the individual foreign missions and The details differ between immigration authorities and are rarely publicly documented.

What alternatives exist if the Western Balkans Regulation does not apply (temporarily)?

If the annual quota is exhausted or the specific case does not meet the requirements of Section 26 Paragraph 2 of the Employment Ordinance, one should not automatically wait until the end of the year. Depending on qualifications and professional field, other avenues may be available. Consider skilled worker immigration , for example. EU Blue Card for academically qualified skilled workers who Opportunities maps are available for finding local employment, or – for short-term, seasonally limited assignments – short-term quota-based employment according to Section 15d of the Employment Ordinance. However, as the BDA (Confederation of German Employers' Associations) rightly points out, the latter is not a genuine alternative for companies planning permanent employment due to the eight-month limit on the duration of the stay. Which approach is viable in each individual case depends heavily on the specific circumstances – general recommendations from the internet are usually insufficient.

How should employers and professionals proceed now?

Companies that will be in the coming months Companies wishing to hire skilled workers or workers from the Western Balkans should prepare their application as early as possible, paying particular attention to ensuring it complies with BA regulations. Please submit your employment contract and complete, coherent application documentation. We also recommend considering now whether, in individual cases, an alternative residence permit should be prepared as a fallback option should the legal situation actually change during the year. For employees who already have a If you hold a residence permit under the Western Balkans Regulation, the following applies: A change of employer or a significant change in employment should always be discussed with the relevant authorities in advance. The immigration authorities and the Federal Employment Agency must be coordinated in order not to jeopardize the necessary approval.

Conclusion

The Western Balkans regulation has established itself as one of the most important pathways to the German labor market – especially for sectors that urgently need personnel outside of traditional academic profiles. The German government's planned halving of the quota comes at a time when the labor market remains dependent on this immigration, creating additional uncertainty for both companies and employees. Those who act now can still take advantage of the remaining narrow windows of opportunity and simultaneously prepare themselves legally for potential changes. We support employers and Experts from the Western Balkans are helping to find the right approach, prepare robust applications, and avoid typical delays from the outset.