Foreign Workers Leaving Germany in Droves: Why Are They Going?
The conclusion presented by Laura Goner from the Institute for Employment Research (IAB) sounds simple: “anyone who wants to manage immigration successfully must also understand why people choose to leave,” she stated.
“The essence is to make them stay in the long term through fair opportunities, reliable procedures, adequate support, and an environment that allows them to build a future,” the researcher added during a press conference in Berlin.
The institute conducted an online survey of migrants aged 18 to 65 who migrated to Germany up until April 2025. They were asked why they decided to leave Germany and which factors were most decisive in that decision.
The study concluded that emigration is not caused by a single factor. Family reasons are often the primary cause. Experiences of facing discrimination were also frequently reported. Additionally, several factors are deemed addressable through government policy, such as bureaucracy, housing, and language learning.
Choosing Spain or Switzerland
So, which group leaves Germany most frequently?
“On average, those who migrate out are younger. They stay in Germany for shorter periods, or usually have partners and children residing abroad. They also have less proficiency in German but possess good English skills,” said IAB expert Theresa Koch.
Approximately 60 percent return to their home countries, while 40 percent move to third countries. The most popular destinations are Spain, Switzerland, Italy, and Croatia. “We are competing with other European countries for skilled labour,” said Yuliya Kosyakova, Head of the Division for Research on Migration, Integration, and the International Labour Market at the IAB.
“Feeling Unaccepted”
Complaints from migrants in Germany usually revolve around the length of processes for obtaining citizenship, residence permits, visas, and the recognition of foreign qualifications. Furthermore, discrimination or racism is frequently reported in government offices. Foreign nationals also complain about administrative costs, which are deemed expensive. Additionally, support regarding employment and career development—from both the government and companies—is also considered insufficient.
For many foreign nationals, German bureaucracy makes long-term planning difficult, hinders access to the labour market, and reduces their sense of belonging in Germany, according to Laura Goner.
According to her, administrative procedures affect “how migrants perceive their future in Germany. If procedures are perceived as protracted, difficult to understand, or difficult to access, it can influence their decision to stay.” She added, “We see that migrants who have worse experiences with these procedures are also, on average, less likely to feel accepted in Germany.”
Language as the Key to the Labour Market
Tilman Frank understands this issue. The Chairman of the International Recruitment Association has employed and supported thousands of nurses, early childhood educators, and physiotherapists from abroad to work in Germany. He knows why some of them choose to leave after only a short period of residence. According to Frank, language proficiency is the key to adapting in Germany, especially in the professional world.
“Problems arise when the process of coming to Germany is misdirected from the start—when recruitment targets are incorrect, selection is improper, and language learning is not well-supported. In such conditions, the likelihood of them returning to their home country is very high. Conversely, if they receive language learning opportunities and those recruited are truly prepared to take the big step to Germany, their retention rate is very high.”
According to Frank, an increasing number of citizens from Kenya, India, and Vietnam are attempting to build careers in Germany. Kenya, for example, encourages unemployed youth to work abroad. Meanwhile, the influx of labour from India and Vietnam is driven by family factors, where parents view overseas vocational education as an attractive opportunity for their children.
Nevertheless, the labour shortage, particularly in the elderly care sector, remains very high.
Therefore, Frank urged the German government to support German language learning from the home country. “All efforts to come here without German language skills will not last long. For example, international study programmes using English. Many students hope to work in Germany after graduation, but in reality, that is not how it works.”
Another reason driving people to leave Germany, according to Frank, is job placement that does not match personal competence. “There are those who were previously trained as hospital nurses in their home country, but upon arriving in Germany, they are instead placed in nursing homes to handle basic care, without adequate explanation from the start.”
A New Approach: The “Work and Stay” Agency
Frank is also familiar with bad stories regarding the complexity of German bureaucracy that causes many migrants to give up. His company even maintains a long Excel list of various administrative chaos experienced in Germany. One instance involved two different officials sending conflicting decisions and visa validity periods.
Because of this, Frank believes professional guidance is an absolute necessity. Nevertheless, he sees that the government is beginning to realise that foreign labour must not only be brought in but also retained.
According to him, Germany still possesses both bright and dark sides.
“The Federal Employment Agency has implemented a centralised system that is faster and more reliable. The state of Hessen is forming a centralised immigration office. The federal government also plans to establish a ‘Work and Disstay’ agency.”
However, in daily practice, staff shortages in…