Understanding Regulated vs. Non-Regulated Professions in Germany
Published: 02.07.2025
Updated: 18.02.2026
Author: Hanna Kovacs, relokate HR GmbH
Hiring international talent for your German office?
Employers often face unexpected hurdles relocating international talent into regulated roles. This article explains regulated versus non-regulated professions, reveals how to check, and guides you through the recognition process. Over 350 professions in Germany demand formal qualification approval.
The first question you need to answer is whether the position is regulated or non-regulated. This single distinction determines your entire visa timeline, recognition requirements, and hiring strategy.
This guide explains everything you need to know—with actionable steps for hiring teams recruiting globally.
Hiring internationals in Germany involves more than just finding a candidate and issuing a job offer. One of the biggest hurdles hiring teams faces is the concept of professional recognition. Unlike in many other countries, Germany makes a legal distinction between professions that require government permission to practice and those that don't.
This guide provides clear insights into the differences between these two categories, the official procedures involved, and practical steps to support a smooth hiring process.
What Are Non-Regulated Professions?
Non-regulated professions in Germany are roles that are not legally restricted by the state. This means there is no specific license required to practice them. Instead, hiring decisions can be driven by the labor market and your hiring needs and requirements. If you, as an employer, are satisfied with a candidate’s qualifications and fit, you can hire them and onboard them without verifying their professional license.
Most roles in Germany fall into this category. They include many academic and white-collar professions—such as roles in mathematics, chemistry, or economics—as well as around 330 vocational occupations in the dual training system, for example, office management or automotive mechatronics.
However, when hiring candidates from outside the EU/EEA, formal degree evaluation can still play a role in the immigration process. International hires may need a Statement of Comparability for their university degree to meet work visa requirements. While this is not a license to practice, it can be an important step in securing the right to work in Germany.
Common non-regulated professions include:
Software developers and IT specialists
Marketing managers
Sales professionals
Project managers
Business analysts
Data scientists
Product managers
Key Differences Between Regulated and Non-Regulated Professions
The main difference lies in the legal requirement to work. For regulated professions, recognition is mandatory; for non-regulated ones, it is helpful but optional for the work itself.
Here is how they compare:
| Feature | Regulated Profession | Non-Regulated Profession |
|---|---|---|
| Right to Work | Requires recognition of qualifications by the relevant authority | Requires recognition of qualifications, an employment contract, and a valid visa |
| Title Protection | The German professional title (e.g., Ingenieur) cannot be used without prior approval of the profession | Titles are generally flexible (e.g., Software Developer) |
| Primary Focus | Public safety, health, and law | Business, IT, and general industry |
| Visa Implications | Recognition must be obtained before the visa can be issued | A degree assessment is usually required; in some cases, proof of work experience is accepted as well |
Understanding this distinction saves time. You don't want to spend months waiting for months on a recognition process that your advertised position doesn't actually need.
What Are Regulated Professions in Germany?
Regulated professions are usually those where a mistake could cause serious harm to people or the public interest. These roles require a state license (Approbation or Erlaubnis) or permission to use a specific title.
If you are hiring in these fields, you must ensure that the candidates hold the corresponding professional licence and, if needed, undergo the recognition procedure.
Healthcare Roles Such as Doctors and Nurses
Healthcare is the most strictly regulated sector. Medical practitioners, nurses, dentists, and pharmacists must obtain an Approbation (license to practice). The authorities check not only the medical knowledge but also candidate’s German language skills (usually C1 level). Even for temporary work, a specific permit (Berufserlaubnis) is required. Without these documents, employees cannot treat patients.
Legal Professions Including Lawyers
Legal roles are tied specifically to the German legal system. A foreign law degree does not automatically qualify individuals to work as a Rechtsanwalt (lawyer) in Germany. They usually need to pass German state examinations or go through a rigorous integration process.
Engineering and Craft Trades
The title Ingenieur (Engineer) is protected by law in Germany. It might be possible to work in an engineering role without the title, but individuals cannot be legally called an engineer without recognition. Similarly, craft trades (like bakers or electricians) often require a Meister (Master Craftsperson) title to run a business or train apprentices, making recognition vital for career growth.
Common regulated professions include:
Doctors and healthcare professionals
Engineers (certain specialisations)
Teachers and educators
Architects
Lawyers and legal advisors
Pharmacists
Accountants and auditors
Key challenge: Foreign qualifications must be officially recognised before the candidate can work in Germany, adding 2-6 months to your timeline.
Typical Non-Regulated Professions for International Workers
The good news is that many popular fields for hiring internationals are non-regulated. In these areas, you can assess your candidate’s skills during the interview process. If you think they are good enough, that is usually sufficient for the professional side beasides ensuring the visa requirments are met.
Common non-regulated fields include:
IT and Tech: Software developers, data scientists, and system administrators.
Business: Marketing managers, accountants (excluding tax advisors), and office managers.
Natural Sciences: Chemists, biologists, and mathematicians (unless working in schools/public safety).
Media: Journalists and PR specialists.
For these roles, you focus on your visa requirements rather than a professional license.
What Recognition Means for Your Hiring Process
For regulated professions in Germany, foreign-qualified candidates cannot legally practice their occupation without formal recognition. This process evaluates whether a candidate’s foreign qualification is equivalent to the German reference profession. Figuring out if your advertised position is regulated can be tricky because the rules can vary by federal state (Bundesland).
For employers, this means:
👉 Hiring decisions alone are not sufficient. Legal authorization to work in the profession depends on recognition status.
Use our free Tool to find out in 30 seconds if a Profession is regulated.
Our automated assessment tells you:
Whether the position is regulated or non-regulated
Required next steps
Regulated or Not? Find Out in Seconds
Determine if recognition of the profession is needed for your foreign candidates
The recognition procedure:
Compares foreign qualifications to German standards
Identifies “substantial differences” in training or education
Typically costs €200–€600 (paid by the candidate or employer, depending on your policy)
Takes around 3–4 months once complete documentation is submitted
Delays or gaps in recognition can directly affect onboarding timelines and visa process and lead to delays, increased costs for the company and canididates, visa rejections, and loss of potential talents.
How to Obtain Recognition
Identifying the Correct Competent Authority
Germany does not have a single central recognition authority. Applications must be submitted to the relevant recognition authority, which varies depending on the profession and federal state. Employers should advise candidates to consult the official recognition authority or check the Recognition Finder tool.
Responsibility is divided among:
Federal states
Professional chambers (e.g., medical, crafts, engineering)
The responsible body depends on:
The profession
The location of intended employment
If your employee relocates to another federal state, additional registration or notification requirements may arise.
Takeaway: Always verify the correct authority early to avoid misfiled applications and lost time.
Document Preparation and Submission
Recognition requires a structured documentation package, usually including:
Valid ID or passport
Certified diplomas and certificates with a transcript of records
Proof of professional experience (references/work experience letters)
Certified German translations
German-language CV
Incomplete or incorrectly prepared applications are the leading cause of delays.
Takeaway: Supporting candidates with document preparation significantly reduces time-to-hire.
Possible Outcomes of the Recognition Decision
Authorities issue a formal decision notice (“Bescheid”) with one of three outcomes:
Full recognition
Qualification deemed equivalent
A candidate can work without restrictions
Partial recognition
Qualification gaps identified
Candidate must complete adaptation measures or pass an aptitude test.
No recognition
Qualification not equivalent
Bridging measures may be extensive or impractical
Takeaway: Partial recognition is common and should be factored into workforce planning and training budgets. In some cases, hiring is still possible; however, the company should provide a structured training plan to support the candidate in obtaining the required competencies.
Impact on Visas and International Hiring
Recognition status is closely tied to visa process.
For third-country nationals (non-EU/EEA/Switzerland):
Regulated professions → Recognition is typically mandatory before visa approval
Non-regulated professions → A degree recognition (based on Anabin) may still be required for visa purposes
Takeaway: Recognition is not just a professional issue—it is a visa-critical factor that can delay or block hiring.
Timeline Considerations
Non-regulated professions: Degree recognition is often fast if the qualification is listed in Anabin. If it is not listed, the process may take several weeks, typically up to 8 weeks.
Regulated professions: The recognition process can take anywhere from a few months to over a year, depending on the profession, the completeness of documentation, and any additional requirements such as exams or internships.
Early initiation of the recognition or equivalency process is essential to avoid employment delays and to ensure a seamless transition.
Best Practices for Employers
1) Pre-Relocation Qualification Screening
Assess recognition needs before contract signature.
Recommended steps:
Check whether the profession is regulated
Ask candidates about their recognition status early and start collecting documents in time
Plan for 3–6 months processing time where needed
For non-regulated roles, ensure degree comparability documentation is available for visa applications
2) Partnering with Specialists
Recognition procedures are administrative-heavy and jurisdiction-specific.
Many employers collaborate with:
Global mobility providers
Immigration lawyers
Benefits include:
Correct authority selection
Proper documentation handling
Reduced rejection risk
Faster onboarding timelines
Taking off work from your shoulder
3) Avoiding Common Employer Pitfalls
Frequent mistakes in international hiring include:
Assuming a foreign degree equals work authorization
Applying in the wrong federal state
Using non-certified translations
Missing authority deadlines
Treating protected titles (e.g., architect, engineer) as generic job labels
Key insight: Even graduates from top global institutions must complete German recognition if the profession is regulated.
Ready to Hire International Talent Without Delays?
Recognition, visas, and relocation in Germany are complex, and small mistakes can cost you months, top candidates, and significant budget.
Instead of navigating multiple authorities, translations, and legal requirements alone, let specialists handle it end-to-end.
relokate HR GmbH supports employers with the full process:
✅ Profession checks (regulated vs. non-regulated)
✅ Recognition and degree comparability
✅ Visa coordination
✅ Authority communication
✅ End-to-end relocation support
relokate has 6+ years of experience and over 1,000 successful relocations. We specialize in relocating international talent to Germany—with particular focus on engineering and tech sectors.
Your HR team stays focused on hiring. We handle the bureaucracy.
Book a consultation with relokate and turn international hiring into a predictable, scalable process—not a risk.
Legal Disclaimer: The information provided here and on relokate’s website is for general informational purposes only and does not constitute legal advice.
Contact & Support
relokate HR GmbH
Urbanstraße 71
10967 Berlin
Germany
📧 Email: hello@relokatehr.com
📞 Video Call: Book here
🌐 Website: www.relokatehr.com
Social Media:
FAQ on regulated vs non-regulated positions
What costs should employers expect for a professional recognition process?
Recognition fees usually range from €200–€600. Additional costs may include certified translations and aptitude tests. Some employers cover these as part of relocation packages.
How long should employers plan for recognition?
Typically 3–4 months after complete submission. Complex cases or adaptation measures can extend timelines significantly.
Are language skills relevant for hiring?
Yes. Many regulated professions require B2–C1 German, especially in healthcare. This can be a parallel hiring requirement. However visa approvals do not require specific language skills.
Can candidates start working without recognition?
In regulated professions, full practice without recognition is not permitted. Limited temporary permissions may exist for assistant roles. Unathorized employment can lead to serous fines.
What if the employee relocates within Germany?
Additional registration or revalidation may be required depending on the profession and state regulations.
