Germany’s long-awaited third implementation stage of the Skilled-Worker Immigration Act (Fachkräfteeinwanderungsgesetz, FEG) entered into force on 1 June 2026. From today qualified third-country nationals can apply for the new points-based ‘Chancenkarte’ to search for a job in-country, while employers gain access to an expanded West Balkan scheme that doubles the annual quota from 25,000 to 50,000 approvals. The Chancenkarte (Section 20a AufenthG) awards points for recognised qualifications, professional experience, German or English language skills, age and links to Germany. Applicants who reach the threshold without yet holding an employment contract receive a one-year residence permit that allows trial employment of up to two weeks at a time and limited secondary work. The permit can be extended for up to two additional years once a binding job offer exists. Simultaneously, nationals of Albania, Bosnia-Herzegovina, Kosovo, Montenegro, North Macedonia and Serbia benefit from the enlarged West Balkan Regulation. Employers now request only an online ‘pre-approval’ from the Federal Employment Agency; once granted, the worker applies for a visa at the German mission abroad.
![Stage 3 of Germany’s Skilled-Worker Immigration Act starts: Chancenkarte and doubled West Balkan quota]()
At this critical filing stage, both employers and applicants can simplify the paperwork by using VisaHQ’s dedicated German portal (https://www.visahq.com/germany/), which provides real-time document checklists, digital application tools and optional concierge review for Chancenkarte and West Balkan work visas—helping to prevent costly omissions before files reach the consulate.
The controversial labour-market priority check (Vorrangprüfung) remains suspended, accelerating processing but raising trade-union concerns about wage dumping. For German companies grappling with severe skills shortages—especially in crafts, healthcare and IT—the reforms open new recruitment channels. HR departments should familiarise themselves with the self-assessment tool on Make-it-in-Germany and prepare standardised templates for pre-approval filings. Smaller firms, however, may still face capacity bottlenecks at consulates and local foreigners’ offices; industry associations are urging the government to dedicate more staff to visa sections. Looking ahead, further employer information duties on fair-integration counselling will apply from January 2027. Businesses are advised to track forthcoming guidance to remain compliant throughout the employee life-cycle.
At this critical filing stage, both employers and applicants can simplify the paperwork by using VisaHQ’s dedicated German portal (https://www.visahq.com/germany/), which provides real-time document checklists, digital application tools and optional concierge review for Chancenkarte and West Balkan work visas—helping to prevent costly omissions before files reach the consulate.
The controversial labour-market priority check (Vorrangprüfung) remains suspended, accelerating processing but raising trade-union concerns about wage dumping. For German companies grappling with severe skills shortages—especially in crafts, healthcare and IT—the reforms open new recruitment channels. HR departments should familiarise themselves with the self-assessment tool on Make-it-in-Germany and prepare standardised templates for pre-approval filings. Smaller firms, however, may still face capacity bottlenecks at consulates and local foreigners’ offices; industry associations are urging the government to dedicate more staff to visa sections. Looking ahead, further employer information duties on fair-integration counselling will apply from January 2027. Businesses are advised to track forthcoming guidance to remain compliant throughout the employee life-cycle.
