For Employers

The duration depends on the purpose of stay and the competent foreign mission. After reviewing the individual case, we provide a realistic timeline and optimize the process from an organizational perspective.

Typically required documents include a detailed job description, employment contract, salary information, and the company’s German employment corporate number. We prepare a case-specific checklist and review all documents prior to submission

Inaccurate or unclear job descriptions can lead to delays, additional requests from authorities, or application rejections. We review and refine all role descriptions before filing to mitigate these risks.

Many activities are not permitted under business traveler rules. We advise on which activities are allowed and how to structure business trips in a compliant manner to avoid immigration or compliance issues.

A risk may arise if external contractors or seconded personnel are deployed in a manner comparable to internal employees. Typical indicators include fixed working hours, direct instructions from the host company, the use of internal systems, or long-term integration into existing teams

Such issues frequently arise in project-based work, short-term assignments, or when cooperating with external specialists. We review planned deployment models in advance and advise on how projects can be structured in a legally compliant manner, without exposing the company to unexpected legal risks.

Yes. We manage all communication with the relevant authorities and coordinate every procedural step with the Federal Employment Agency, local immigration authorities, German consulates, the Department of State and other competent bodies.

Yes. We assess options for immediate deployments (within one to two days) as well as accelerated procedures that can be completed within one to three weeks, depending on the case.

Yes. International employment arrangements may involve immigration-related risks that affect workforce deployability, transaction timelines, or ongoing compliance obligations. We review these aspects as part of broader due diligence or restructuring projects.

Yes, to the extent employment law issues arise in connection with the employment of foreign nationals. For complex employment law matters, we work on a project basis with a specialized partner employment law firm.

Yes. Many companies fully outsource immigration-related processes to Germany in order to reduce internal workload and relieve HR and Legal teams while ensuring consistent compliance.

Yes. The parallel handling of multiple international immigration cases is possible because we have been exclusively specialized in immigration matters for many years, while still assessing each case individually and on its own merits. Our experience allows us to classify and assess situations quickly and reliably, without applying schematic or standardized approaches.

In addition, we rely on long-standing, proven working relationships with the competent authorities and a deep understanding of their respective working methods, communication channels, and decision-making practices. This enables us to steer proceedings in a targeted manner, to apply escalation where appropriate, and to manage projects reliably and efficiently even where several cases are handled in parallel, always in the best interest of the business.

Through our specialization and experience, we avoid unnecessary review cycles and coordination loops and are generally able to arrive at a reliable legal assessment quickly. Our experience allows us to identify the relevant issues at an early stage and to steer procedures efficiently and in a focused manner. This creates predictable processes and cost control, even when handling multiple cases in parallel.

Yes. We assist companies with the legally compliant planning and execution of projects involving the deployment of a larger number of foreign employees or project teams in Germany, on either a temporary or long-term basis.

We assess the appropriate residence permits, deployment models, and secondment structures, review the relevant employment and immigration law requirements, and develop structured roadmaps for coordinated implementation. The goal is a scalable, efficient, and compliant process across the entire project.

Yes. Even with visa-free entry, the scope of permissible activities in Germany is limited. Activities beyond meetings, analysis, or advisory services may already qualify as work requiring authorization.
We assess on a case-by-case basis whether the planned project activities fall within permitted business traveler activities or whether a residence permit is required, and we support the compliant structuring and preparation of the assignment.

Yes. We regularly work with cooperation partners who are involved in immigration-related matters in an international context but do not provide immigration services themselves or prefer not to cover them internally. This includes, in particular, relocation agencies, law firms without an in-house immigration practice, HR and global mobility advisors, tax advisors, and other service providers operating in an international environment.

We act as a specialized legal partner and take over immigration matters in a reliable, structured, and legally compliant manner. Cooperation is based on clear roles, transparent processes, and a shared focus on serving the interests of the client.

For cooperation inquiries, please use our "Strategy Call".

Following an initial, non-binding consultation, we review the facts, develop an appropriate strategy, and assume responsibility for implementation, including project coordination and communication with the authorities.