German employers looking to hire staff from Georgia (the country) are discovering a recruitment market that combines solid qualifications with strong motivation and a close cultural fit with European teams. As of July 2026, the route to Germany is strictly regulated at the same time: recognition procedures, language certificates, and the legally prescribed visa and approval processes involving the Federal Employment Agency.
The market context: why Georgia, why now
The German labour market is losing one of its most important recruitment sources: workers from the Western Balkans are increasingly no longer available, as their home labour markets absorb them. At the same time, the shortage in nursing, seasonal agriculture and building cleaning is well documented — and automation does not compensate for these gaps in the short term. In this situation, Georgia is an alternative recruitment market:
- Qualification base: nurses hold a Bachelor of Nursing or college diploma; candidates for manual and support roles bring solid practical skills.
- Motivation: Germany is a highly attractive destination for Georgian professionals — willingness to invest in language training and recognition is high.
- Cultural proximity: integration into German teams tends to run smoothly.
- Partner on the ground: BGGE has been established in Tbilisi since 2019 under German management — screening in Tbilisi, administrative processing in Germany.
Nurses: the recognition pathway
Georgian nursing degrees are not automatically recognised in Germany. The pathway runs through the recognition procedure at the competent state authorities (Landesbehörden), which — depending on the assessment — requires a knowledge examination (Kenntnisprüfung) or an adaptation course (Anpassungslehrgang). In parallel, candidates need German at B2 level plus a specialist language test for nursing. Entry to Germany runs through the skilled-worker immigration visa routes, for example for the recognition of a foreign professional qualification or as a recognised skilled worker.
Seasonal work and building cleaning
Demand also exists outside nursing — for example harvest work in agriculture (including placements in Bavaria) and building cleaning. Important: the Western Balkans regulation does not apply to Georgia. Employment is possible exclusively through the legally prescribed approval and visa procedures, in which the Federal Employment Agency must approve the employment. For seasonal work, quota-based procedures based on placement agreements with the agency exist. Which route fits your business is assessed case by case — blanket promises would be unserious.
A clear line: what visa-free travel does NOT allow
For companies with operations in both countries, in-house training in Germany (up to 90 days) is a legitimate instrument: employees of a Georgian entity can come to Germany for training and familiarisation purposes — strictly for learning, not for productive work. A trainee who effectively covers shifts crosses the line into illegal employment. BGGE supports clean documentation (secondment and invitation letters, training plans).
| Permitted | Not permitted | |
|---|---|---|
| Schengen visa-free (90/180 days) | Tourist and business visits, meetings | Any gainful employment |
| In-house training (up to 90 days) | Training, familiarisation, job shadowing — documented | Productive work, covering shifts |
| Skilled-worker immigration (nursing) | Employment after recognition + visa | Starting work before the visa is issued |
| Seasonal / support work | Employment after agency approval + visa | Employment without the approval procedure |
The BGGE process in five steps
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Needs analysis
Profile, qualifications, timeline and legal framework with the employer.
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Candidate screening in Tbilisi
Pre-selection, interviews, verification of qualifications and documents.
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Language qualification
Coordination of German courses (nursing: up to B2 plus specialist language test).
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Recognition and visa
Documentation, communication with authorities, support until the visa is issued.
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Onboarding
Arrival logistics and handover to the employer.
The ongoing HR package starts at €450/month; scope and terms depend on the number of candidates and the depth of service.
For companies building a presence in Georgia
If you are planning the reverse — building staff or structures in Georgia — see our guides on Georgia’s 2026 work permit rules, opening a bank account in Georgia and the 1% tax regime for entrepreneurs. For seconded executives, Georgian tax residency may also become relevant.
FAQ
FAQ
Can Georgian citizens work in Germany visa-free?
No. Schengen visa-free travel (90 days per 180-day period) does not permit gainful employment. Employment always requires an appropriate visa or residence title with work authorisation.
How long until a Georgian nurse can start working in Germany?
That depends on the language level and the recognition procedure of the competent state authority. Language qualification up to B2 plus the specialist language test and recognition (knowledge examination or adaptation course) are the time-critical factors — realistic planning is part of our needs analysis.
What does working with BGGE cost?
The HR package starts at €450/month. The exact scope (screening, language course coordination, administrative support, onboarding) is agreed based on your needs.
Is a 90-day training stay an alternative to a work visa?
No. In-house training of up to 90 days is an instrument for training and familiarisation within group and partner structures — productive work is excluded. It does not replace an employment visa.
Does BGGE also place seasonal workers for agriculture?
Yes, exclusively via the legally prescribed approval and visa routes involving the Federal Employment Agency. Whether and to what extent this is possible for your business is assessed during the needs analysis.
This article is general information and does not constitute legal advice, in particular no case-specific immigration or employment law advice. The decisions of the competent German authorities (Federal Employment Agency, immigration offices, state recognition bodies) are authoritative. Tax and reporting obligations — including the duty to declare foreign matters in the respective home country — remain unaffected.