ZDF documentary about questionable recruitment practices for skilled workers abroad

The ZDF documentary "Exploited Instead of Trained," broadcast on July 24, 2026, showed how a group of Vietnamese trainees in Thuringia had to live and work under conditions that deviated significantly from the promises made when they were brought to Germany: dormitories with up to ten people, doors without handles, unpaid wages, and nursing training that, according to those affected, did not take place as agreed. For our law firm, this case is not an isolated incident. In advising international We regularly see how opaque placement models lead to existential problems for skilled workers and employers – legal, financial, and immigration-related. We explain below what lies behind such cases and what those affected, as well as employers, should pay attention to now.

What does the ZDF documentary show about the recruitment of skilled workers from abroad?

The documentary documents a pattern that extends beyond the individual case in Thuringia: Young people from Vietnam come to Germany with the promise of recognized vocational training and a better future. Their families take out loans of between €10,000 and €40,000 to finance this. On the ground, the actual conditions often deviate significantly from the contractual promises. Berlin-based migration researcher Oliver Klawitter warns of business models that deliberately exploit a lack of transparency and financial dependence – mechanisms he compares in part to practices in the field of human trafficking. This is a harsh assessment, but it highlights the structural dimension of the problem: A shortage of skilled workers and inadequately regulated placement practices converge , and it is precisely in this gap that exploitative relationships arise.

Why are termination agreements so dangerous for international trainees?

When those affected complained about their situation in the documentary, they signed termination agreements whose implications, according to their own statements, were not adequately explained to them. From our perspective, this is the most critical moment in the entire process. A residence permit for the purpose of vocational training under Section 16a of the German Residence Act (AufenthG) is purpose-bound: If the training position is lost, the residence permit is also at risk. Anyone who signs a termination agreement not only loses their training position but also risks their right of residence – and must find a new training company within a few months to avoid being required to leave the country. In practice, we also see that Immigration authorities often interpret these deadlines more strictly than the letter of the law necessarily requires, and appointments for a follow-up interview can sometimes take weeks to obtain. Therefore, a termination agreement should never be signed without first having the consequences under immigration law individually assessed.

What does the law say about placement fees for recruiting skilled workers?

According to Section 296 of the German Social Code, Book III (SGB III), a placement fee for arranging apprenticeships and jobs may, in principle, only be charged by the employer. Agreements that obligate trainees or employees themselves to pay are invalid. In practice, however, such fees are often passed on indirectly – for example, through loans in the country of origin that are not formally designated as placement fees but effectively serve precisely this function. This financial dependence is what prevents those affected from taking early action against poor working conditions, because dropping out of training can mean the loss of the entire family's livelihood.

What can those affected do if their residence permit is at risk due to the loss of their apprenticeship?

Anyone who finds themselves in such a situation should not wait. Based on our experience with similar cases, the most important thing is to document working conditions and agreements early on (photos, contracts, communication), and, if necessary, pursue outstanding wage claims through a legal process. Enforce legal proceedings , and proactively rather than reactively engage with the responsible authority Communicate with the immigration authorities before your residence permit expires. It is also crucial to have any termination agreement legally reviewed before signing it – because once signed, the consequences under immigration law are almost impossible to reverse. Unlike simply waiting or submitting an application independently, only individual legal counsel provides the certainty of meeting deadlines and using appropriate wording that will determine your right to remain or your deportation.

How can employers and HR departments identify reputable partners for recruiting skilled workers?

For companies that urgently need international The fact that skilled workers are needed is also a wake-up call. We have examined hundreds of placement and The documentary examines employment contracts and highlights the distinguishing features of reputable partners: transparent, written fee structures without hidden costs for skilled workers; employment contracts that precisely match the previously communicated conditions; and verifiable standards for accommodation and on-site support. The Thuringian bakery Bergmann demonstrates in the documentary that foregoing private agencies in favor of public programs can be successful. For HR departments, this means that those who fail to conduct a compliance check of their recruitment processes risk not only reputational damage but also the sudden loss of urgently needed skilled workers if their residency permits are jeopardized.

Conclusion

The ZDF documentary shows, using an example, what is not an isolated case in consulting practice: While Germany urgently When skilled workers are sought, opaque placement structures often lead to the loss of precisely those people who should be addressing the shortage. For those affected, the early legal classification of termination agreements and residency deadlines often determines whether they have the right to remain or must leave the country. For employers, the careful selection and vetting of recruitment partners determines whether investments in international skilled workers are sustainable. We support both sides – those affected in securing their residency rights and companies in structuring their recruitment processes in a legally compliant manner.