Take families into account

For some of the nurses who are taking up this challenge and are going through the recognition process in Germany, moving to Germany may mean that they have to initially leave their family behind in their country of origin. It is important for employers to be aware of this and to be sensitive to this particular situation and to the nurses who have arrived, right from the beginning. After all, the prospect of staying with the company in the long term can be decisively related to family reunion and to the extent to which a company succeeds in addressing this issue.

Family reunification is a key component of social integration and, at the same time, a strategic tool for strengthening employee loyalty and motivation.

However, it is subject to certain legal requirements.

One important aspect is ensuring that the entire family can cover their living expenses. The total income must meet a certain minimum net amount so that living expenses can be covered even without government support. This amount increases with each additional family member. In many cases, the net salary of a nursing assistant is not sufficient, especially when rental costs are included in the calculation of needs. Given the tight housing situation, affordable housing is a factor that should not be neglected.

In addition, according to § 16d AufenthG, a skilled worker must have sufficient living space for all family members who are joining them. The living space is calculated based on the number and age of the household members.

Even if the accompanying partner is generally allowed to work in Germany and can contribute to the family income, other challenges should also be considered. These include, for example, access to childcare. In many regions, daycare places are scarce and finding a suitable place often requires a certain amount of lead time. Here, employers can actively provide information about childcare options and support services to ease the burden on new employees and highlight opportunities.

Integration managers can help new employees navigate the complex process of family reunification—for example, by providing initial information and, if necessary, referring them to the relevant advice centers or authorities. A basic understanding of the legal framework can be helpful in this regard. However, it often does not replace personal advice and support, for example, in the correct processing of official documents.

The legal basis for family reunification is regulated in §27 ff of the Residence Act (AufenthG). A distinction is made between the reunification of EU citizens and third-country nationals. Those responsible can find a comprehensible explanation of the legal texts on the website of the Federal Government Commissioner for Integration. The Federal Office for Migration and Refugees also addresses this topic.

The make-it-in-germany platform offers internationally trained nursing professionals information on the topic of economic migration as well as on the topic of family reunification.

A video recording was made as part of a DKF online initiative on the topic of “Family reunification” as an important component of the social integration of internationally recruited nursing professionals,” which is aimed at integration managers in health and care facilities as well as multipliers.

Disclaimer: The information provided in this online initiative is for informational purposes only. It is expressly not legal advice. The DKF does not claim to be exhaustive and is not liable for the accuracy of the information. The DKF also has no influence on the content of external websites and accepts no liability.

The DKF has created an online impulse on the topic of “Family reunification as an important component for the social integration of internationally recruited nurses”. Here you can get an overview of important aspects (only in German language available):

The General Equal Treatment Act (AGG) obliges employers and recruitment agencies to design selection procedures in a non-discriminatory manner. This also applies to employees from abroad. Questions about marital status or a (planned) pregnancy are not permitted during the recruitment process. Further information on this topic is available from the Federal Anti-Discrimination Agency

In addition, recruitment agencies may only disclose candidates’ personal data with their consent.

It is important to address the issue of family reunification and provide transparent information about it during the recruitment process. Although the AGG prohibits direct questions about family circumstances, companies can welcome applicants with families by sending discreet signals, such as providing information material on family reunification. If recruitment is carried out through personnel service agencies, this material can also be passed on to the agencies so that it is available to applicants.

However, it should be noted that simply providing information about family reunification does not mean that the company already has the necessary internal structures in place to ensure a genuine work-life balance. References to family reunification in the recruitment process should therefore not be confused with an actual family-friendly working environment. In order to be perceived as a family-friendly employer, appropriate structures such as flexible working hours, childcare options, and supportive measures for balancing family and career must be created. The “berufundfamilie” audit provides guidance here.

A lot of time may pass before the family can also come to Germany, since the reunion can only be initiated when the nurse has acquired full professional recognition. In addition, it should be noted that family members of working age also need work and housing when they come to Germany. For these reasons, it is important for employers, in addition to establishing a sustainable integration management policy, to network well with local and regional stakeholders. A well-developed support network can help the internationally recruited nurses feel part of the family and feel at home in Germany during the time until their family can join them; and their questions, worries and fears can be dealt with. At the same time, these networks can be important contact points and even potential employers for the family joining the nurse. Some stakeholders are listed below:

• IQ-Landesnetzwerke
• Immigration counselling centres of the charitable organisations and other civil stakeholders
• Digital immigration counselling service mbeon
• Immigrant organisations on site
• Partnerships with other hospitals and care facilities
• Language schools
• Municipalities
• Housing associations etc.

The long separation from family and friends in the country of origin can be difficult for new colleagues, especially in the early days after arriving, and can make them homesick. The thoughts and feelings associated with this can have a significant effect on wellbeing, which in turn can affect their ability to work. Repeatedly empathising with the situation of newly arrived colleagues can be particularly valuable for employers, in order to support the nurses in maintaining contact as much as possible.

Despite the lack of opportunities for direct family reunion during the recognition process, employers can still support their international nurses. For example, even small things, such as a well-functioning and stable internet connection in the accommodation and access to the German mobile phone and telephone system, help to prevent homesickness. Also, institutions can consider at an early stage whether it can be made possible for the nurses to take a longer family vacation after their professional recognition, so that the time in the country of origin is also worthwhile and not limited to one or two weeks.