Hiring in Germany on a Work and Holiday Visa: Everything Employers Need to Know
The Work and Holiday Visa is a unique residence title that allows young adults from selected partner countries to travel through Germany while taking up temporary employment. For employers, it presents an opportunity to fill short-term staffing needs, but it comes with restrictions and is not intended for permanent employment. Understanding the rules is essential for HR teams evaluating candidates already in Germany on this visa.
What Is the Work and Holiday Visa?
The Work and Holiday Visa is part of a long-standing framework of bilateral agreements between Germany and several partner nations. Its primary purpose is cultural exchange: young people can explore Germany while working to support their stay. Nevertheless, the visa also grants access to the German labor market—within clearly defined limits that differ from country to country.
This visa category applies to young adults from Argentina, Australia, Chile, Israel, Japan, New Zealand, South Korea, Uruguay, and Canada. These countries have agreements with Germany allowing their citizens to enter, travel, and work temporarily. Because these agreements vary, the employment rights attached to a Work and Holiday Visa depend heavily on nationality.
Employment Conditions under the Work and Holiday Visa
Although the visa enables access to the German labor market, the level of flexibility differs based on bilateral agreements. For example, nationals of Australia, Canada, New Zealand, Japan, and South Korea benefit from the broadest employment rights, without restrictions on employer or duration. Others—such as citizens of Argentina, Chile, Israel, and Uruguay—are subject to defined employment periods per employer or per stay. In some cases, limited self-employment is also permitted, but only for specific nationalities.
For employers, this means that not every candidate on a Work and Holiday Visa can work full-time or remain with the same company for the entire duration of the visa. Before offering a role, HR/People teams should verify the individual’s nationality and the corresponding employment conditions.
Even when employment is allowed, a few important principles apply. Work may only begin after the visa has been issued. The Work and Holiday Visa is not a substitute for a long-term employment permit, and its purpose must remain aligned with temporary travel and cultural exchange. If the role develops into a long-term employment relationship, the individual will need to transition to a work-based residence permit.
Hiring a Work and Holiday Visa Holder for Long-Term Employment
If you identify a strong candidate who wishes to stay in Germany beyond the limits of the Work and Holiday Visa, they must switch to an appropriate employment residence permit. This application can be submitted within Germany at the local immigration office, as long as the candidate still holds a valid Work and Holiday Visa.
The required documents are the same as for any other work permit or visa application. These usually include:
a valid passport,
a job offer,
a degree or qualification,
proof of work experience,
proof of recognition of the qualification (if applicable),
city registration (Meldebescheinigung), and
The correct permit category depends on several factors, including the role, qualifications, degree recognition status, and salary level. Candidates may be eligible for the EU Blue Card or a Skilled Worker Permit, both of which offer long-term stability and faster processing. Others may fall under role-specific permits, such as IT specialists without formal qualifications. Processing times vary depending on the permit type and the city where the application is submitted. We recommend planning for at least 5–8 weeks of processing time.
How relokate Supports Employers
Hiring a candidate on a Work and Holiday Visa can feel complex, especially when evaluating the best long-term residence option. At relokate, we take over the entire process for your candidate:
We assess which German work permit is the most suitable based on the position, qualifications, and employer requirements.
We manage the complete application process—whether in Germany or via the candidate’s home-country embassy.
We coordinate directly with immigration offices and the Federal Employment Agency when required.
We support with relocation, settling-in, city registration, health insurance, and integration.
For HR and People teams, this means certainty, compliance, and a seamless process from the candidate’s initial assessment to their long-term employment in Germany.
If you are considering hiring someone on a Work and Holiday Visa or want clarity on how to secure the correct work permit, relokate is your partner for end-to-end immigration and relocation support in Germany.
Legal Disclaimer: The information provided here and on relokate’s website is for general informational purposes only and does not constitute legal advice.