New Employer Obligation in Germany: Information on Faire Integration Since January 2026
Employers in Germany hiring international talent should be aware of a new information obligation that has been in effect since 1 January 2026. Under Section 45c of the German Residence Act (Aufenthaltsgesetz), certain employers must inform newly hired third-country nationals about the free Faire Integration counselling service.
The requirement is an important addition to the onboarding process for international employees. Here is what employers need to know and how to comply.
Who is affected by the new obligation?
The information obligation generally applies when all of the following conditions are met:
The employer is based in Germany.
The employee is a third-country national, meaning they are not a citizen of the EU, EEA or Switzerland.
Before starting employment, the employee resides or has their usual place of residence outside Germany.
The employee is hired to work in Germany.
An exception applies to certain cases of cross-border placement under Section 299 of the German Social Code III (SGB III). In these cases, the information obligation may instead apply to the intermediary.
What information must employers provide?
Employers must inform affected employees about the opportunity to receive free counselling on employment and social-law matters through Faire Integration.
The information provided must include:
An explanation of the available counselling service.
The contact details of the counselling centre closest to the employee’s workplace.
The information must be provided in text form no later than the employee’s first working day.
How can employers meet the requirement?
To integrate this obligation into your onboarding process, we recommend the following steps:
1. Obtain the official information sheet
Download the current employee information sheet from Faire Integration. Available languages include German, English, Arabic, Turkish, Ukrainian and Russian.
2. Identify the relevant counselling centre
Find the Faire Integration counselling centre closest to the employee’s workplace and check its current contact details.
3. Provide the information on time
Send the information by email, include it as an attachment to the employment contract, or provide it in another written format. Ensure the employee receives it no later than their first working day.
4. Document the process
Where available, use an official version that includes a receipt confirmation and ask the employee to sign it. Keep a copy of the information provided and any signed confirmation with the employee’s onboarding records.
Does the employee have to use the counselling service?
No. The legal requirement is to provide the information, not to ensure that the employee uses the service. Neither the employer nor the employee is required to contact the counselling centre.
How Wilde Relocation can support your onboarding process
Keeping up with changing requirements is an important part of hiring and supporting international employees in Germany. A clear onboarding process helps employers address their obligations while ensuring that new hires receive relevant information from the outset.
Wilde Relocation can support employers by helping to identify the appropriate information sheet and local counselling centre, incorporating the requirement into practical onboarding processes, and providing guidance on employer compliance requirements.
Our legal team can also assist with implementing the requirements, preparing appropriate documentation and reviewing internal onboarding procedures.
Would you like support implementing this requirement in your onboarding process? Contact Wilde Relocation to discuss your needs and request a quotation.
Disclaimer: This article provides practical guidance only and does not constitute legal advice. Employers should refer to the latest official information sheets, guidance and contact details published by Faire Integration and the relevant authorities.
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