Many employers assume that hiring international and refugee talent involves high organizational and financial effort. Topics such as language barriers, bureaucratic processes, or additional onboarding needs can appear complex at first and therefore discourage many companies.

However, what is often unknown is that there are many public funding programs designed to address exactly these challenges and support employers both financially and organizationally. From salary subsidies and language training to qualification measures, companies can often access concrete support.

In this article, we provide an overview of key funding opportunities and show how companies can use them to successfully hire and integrate international and refugee talent in the long term.

Why it is worth taking a closer look at funding program

The integration of international professionals is not only socially meaningful but also economically attractive. Funding programs help reduce risks and cushion investments in onboarding and qualification.

Employers benefit, for example, from:

• Financial subsidies for salaries

• Support for language training

• Programs for qualification and further education

• Guidance from employment agencies and job centers

These tools make it easier to get started and create long-term perspectives for both sides:

Job BSK

Language is one of the most important factors for successful integration at the workplace. With the Job BSK (in German: Berufsbezogener Sprachkurs) program, international and refugee employees can improve their German in a work-related context.

💡 What does this mean for employers?

Companies can support their employees in attending job related language courses funded by the Federal Office for Migration and Refugees.

🚀 Benefits

• Employees improve communication in everyday work

• Higher productivity and safety

• Better integration into teams

• Courses are often free of charge for participants

• Companies benefit without carrying high training costs

✅ Access and requirements

Employers usually do not apply for Job BSK themselves. Instead, employees register through the job center, employment agency, or other responsible institutions. Employers can support the process by raising awareness, confirming the need, and enabling participation, for example through flexible working hours.

Participants usually need basic German skills and a clear connection to the labor market, such as an existing job or a job offer. The program is especially relevant for people who want to improve their professional language skills.

In addition, there are other publicly funded language programs. Job centers and employment agencies also offer regional or sector specific language courses. Companies benefit by supporting employees in choosing the right options and strengthening long term integration and productivity.

🧑‍💻 Contact persons

If you, as an employer or participant, are interested in Job BSK, you can contact the responsible BAMF offices directly for further information. They provide guidance on participation requirements, course offers, and regional contacts.

Key contacts are:

• Hamburg (Bremen, Hamburg, Lower Saxony, Mecklenburg Western Pomerania, Schleswig Holstein): bsk.hamburg@bamf.bund.de

• Berlin (Berlin, Brandenburg, Saxony, Thuringia, Saxony Anhalt): bsk.berlin@bamf.bund.de

• Cologne (North Rhine Westphalia, Hesse): bsk.koeln@bamf.bund.de

• Stuttgart (Baden Württemberg, Rhineland Palatinate, Saarland): bsk.stuttgart@bamf.bund.de

• Nuremberg (Bavaria): bsk.nuernberg@bamf.bund.de

In addition, companies can contact their local job centers, employment agencies, or regional training providers to find suitable courses and funding opportunities.

Wage subsidy for integration

The wage subsidy for integration (in German: Eingliederungszuschuss) is one of the most important funding instruments for employers. It supports companies financially when they hire people who do not yet fully meet the job requirements.

Example: A company hires a professional who already has relevant experience but still needs time to become familiar with internal processes and technical systems. During this onboarding phase, productivity may be lower. The wage subsidy can cover part of the salary until the employee is fully integrated.

💡 What does this mean for employers?

The employment agency or job center covers part of the salary for a certain period. The amount and duration depend on the individual support needs.

🚀 Benefits

• Reduced financial risk during onboarding

• More time for qualification and adaptation

• Long term retention of motivated talent

✅ Access and requirements

The subsidy is usually applied for before employment. The main condition is that the employee needs additional support due to factors such as limited German skills, lack of work experience in Germany, or not yet recognized qualifications.

Companies contact the responsible employment agency or job center to check eligibility and determine the amount and duration. Typical funding ranges between 30 percent and 70 percent of the salary for several months up to one year.

In many cases, the integration subsidy can also be combined with programs such as Job-BSK, provided that both measures are approved individually. This allows employers to benefit from both financial support and language training at the same time.

Employers can find further information as well as the option to apply directly on the official website of the Federal Employment Agency.

Training and qualification

Many international talents already bring valuable experience. However, specific skills or knowledge are often missing to work directly in the German labor market. Public programs support exactly this.

💡 What does this mean for employers?

Companies can train their employees and receive financial support from the employment agency.

🚀 Benefits

• Employees become productive faster

• Skill gaps are closed in a targeted way

• Long term employee retention

• Lower costs and risks

✅ Access and requirements

The Qualification Opportunities Act (in German: Qualifizierungschancengesetz, QCG) supports companies in developing employees. Depending on company size, large parts or even the full cost of training can be covered. Wage subsidies during training are also possible. The training must be relevant for the job, provide new skills, and be delivered by an approved training provider. Applications are usually submitted before the training starts and in coordination with the employment agency.

🔍 Typical examples:

• Care providers qualify international employees while they work

• Manufacturing companies support technical training

• Logistics companies support language and job related training

Support for the recognition of qualifications acquired abroad

Recognition of qualifications is often a key step because many international professionals must officially validate their credentials to work in their profession in Germany. Without recognition, they may only work below their qualification level or cannot perform certain tasks. Recognition therefore becomes a key lever to use talent effectively in the long term. There are funding and advisory services available:

• Financial support for recognition procedures

• Guidance from employment agencies or specialized organizations

• Programs for additional qualification

This makes it easier for companies to access qualified professionals.

Recognition of qualifications is a crucial step for many international talents. At the same time, companies are often unsure how to support this process. Public programs provide both financial and organizational assistance.

💡 What does this mean for employers?

Companies can actively support employees during the recognition process and use available funding. This includes guidance as well as financial support for procedures, translations, and additional training if required.

🚀 Benefits

• Access to qualified international talent

• Faster productivity

• More planning security in recruitment

• Long term employee retention

✅ Access and requirements

Employers and employees can seek early guidance from employment agencies, job centers, chambers, or recognition networks. Financial support is assessed individually and usually requires a concrete job perspective. Programs can cover fees fully or partially and also support additional training if gaps need to be closed.

How employers can use funding in practice

Many companies still do not use these programs due to uncertainty or lack of information. The entry point is often simpler than expected. Three basic steps help to use funding effectively:

1. Clarify needs in your company: Identify current challenges such as language, qualification, or onboarding of international employees.

2. Check suitable funding: Contact your local employment agency or job center early to get an overview and clarify open questions.

3. ​​Plan funding early: Integrate funding already in recruitment and onboarding to support international talent and retain them long term.

Platforms such as Workeer help companies find suitable candidates, keep track of funding programs, and simplify the entire process. If you want to learn more about funding opportunities or need support in recruiting international talent, feel free to contact us.