Germany’s naturalisation rules have been the subject of a wave of misleading social-media posts claiming that foreigners can now obtain a German passport in “just a mouse click”. In a fact-checking report published on 18 November and updated on 19 November 2025, Euronews debunks those claims and explains what has really changed in German nationality law.
Background: in 2024 the previous government shortened the regular residence period for citizenship from ten to five years and introduced a three-year ‘fast-track’ option (“Turbo-Einbürgerung”) for exceptionally well-integrated applicants with C1-level German and outstanding civic or professional contributions. The new CDU-SPD coalition that took office in May 2025 argued that the fast-track had created inequality and bureaucratic confusion; on 8 October 2025 the Bundestag voted to abolish it. Since then, the minimum residence period for all naturalisation applicants is five years (with limited reductions only for special hardship or restitution cases). Dual nationality, however, remains widely permitted under the 2024 reforms.
![Germany clarifies ‘turbo-naturalisation’ myths as fast-track citizenship route is abolished]()
The Euronews analysis emphasises that other core requirements continue to apply: permanent residence, proof of financial self-sufficiency, a B1 German-language certificate, a clean criminal record and a commitment to Germany’s constitutional values, including the protection of Jewish life. Contrary to viral videos, there is no automatic ‘pass by app’, no waiver of the language test and no guarantee of approval—local authorities retain discretion and backlogs can still stretch to many months.
Practical implications for global mobility teams are threefold. First, assignees who planned to rely on the three-year pathway must adjust expectations and plan for at least five years of residence before applying. Second, companies should update talent-attraction materials and onboarding guides to avoid promising unrealistic timelines to foreign recruits. Third, HR should monitor local processing times, which vary widely by state; Berlin has set a target of 40,000 decisions in 2025, but Munich reports security-check queues of up to eight months, according to applicant forums.
In the broader policy context, the government insists the abolition of the fast-track will not deter skilled workers because other reforms—such as the revamped EU Blue Card and the new Chancenkarte job-seeker visa—offer attractive entry routes. Business groups remain divided: while some employers welcome uniform rules, start-ups and multinationals that rely on rapid retention argue that a longer path to citizenship could reduce Germany’s competitiveness in the global talent race.
Background: in 2024 the previous government shortened the regular residence period for citizenship from ten to five years and introduced a three-year ‘fast-track’ option (“Turbo-Einbürgerung”) for exceptionally well-integrated applicants with C1-level German and outstanding civic or professional contributions. The new CDU-SPD coalition that took office in May 2025 argued that the fast-track had created inequality and bureaucratic confusion; on 8 October 2025 the Bundestag voted to abolish it. Since then, the minimum residence period for all naturalisation applicants is five years (with limited reductions only for special hardship or restitution cases). Dual nationality, however, remains widely permitted under the 2024 reforms.
The Euronews analysis emphasises that other core requirements continue to apply: permanent residence, proof of financial self-sufficiency, a B1 German-language certificate, a clean criminal record and a commitment to Germany’s constitutional values, including the protection of Jewish life. Contrary to viral videos, there is no automatic ‘pass by app’, no waiver of the language test and no guarantee of approval—local authorities retain discretion and backlogs can still stretch to many months.
Practical implications for global mobility teams are threefold. First, assignees who planned to rely on the three-year pathway must adjust expectations and plan for at least five years of residence before applying. Second, companies should update talent-attraction materials and onboarding guides to avoid promising unrealistic timelines to foreign recruits. Third, HR should monitor local processing times, which vary widely by state; Berlin has set a target of 40,000 decisions in 2025, but Munich reports security-check queues of up to eight months, according to applicant forums.
In the broader policy context, the government insists the abolition of the fast-track will not deter skilled workers because other reforms—such as the revamped EU Blue Card and the new Chancenkarte job-seeker visa—offer attractive entry routes. Business groups remain divided: while some employers welcome uniform rules, start-ups and multinationals that rely on rapid retention argue that a longer path to citizenship could reduce Germany’s competitiveness in the global talent race.
