Younger Migrants Often Leave Germany for Spain and Switzerland

Laura Gusner from the Institute for Employment Research stated at a Berlin press conference that successful migration management requires understanding reverse migration. She emphasized the importance of retaining people long-term by providing fair opportunities, reliable procedures, strong support, and an environment where individuals can develop long-term future prospects.

The institute conducted an online survey targeting individuals aged 18 to 65 who had migrated to Germany up to April 2025. Participants were asked about their reasons for leaving Germany and the decisive factors behind their decisions. The study concluded that migration from Germany is not caused by a single factor. Family reasons played a particularly significant role, along with experiences of discrimination. The study also highlighted several politically controllable factors such as bureaucracy, housing, and language learning.

Theresa Koch, an expert at the Institute for Employment Research, explained that those who leave Germany tend to be younger migrants who have spent a shorter time in the country. They often have partners and children living abroad. Additionally, they rarely master the German language but frequently have a good command of English.

While 60 percent of migrants return to their home countries, 40 percent move to other nations. The most popular destinations include Spain, Switzerland, Italy, and Croatia. Julia Kosiakova, head of the Migration, Integration, and International Labor Market Research Department at the Institute for Employment Research, noted that Germany competes with other European countries to attract qualified professionals.

One of the main reasons migrants criticize Germany is the lengthy processing times for naturalization applications, residence permits, visas, and recognition of foreign qualifications. Migrants often face long waits for responses from German authorities, high administrative fees, and insufficient support regarding employment and career development, whether from employment centers or employers.

Laura Gusner pointed out that these factors complicate long-term planning, access to job opportunities, and the sense of belonging in Germany. She said administrative procedures influence how migrants assess their future in Germany. If procedures are perceived as lengthy, unclear, or difficult to access, this may affect their willingness to stay. Gusner added that migrants who view these procedures negatively tend to feel less welcomed in Germany.

Tilman Frank, chairman of the Federal Association for the Employment of International Professionals and CEO of Talent Orange GmbH, which has recruited and supported thousands of healthcare professionals, nannies, and physiotherapists in Germany, emphasized the importance of language for integration, especially in the labor market. He explained that if migrants are not properly selected or supported in learning German from the start, their likelihood of returning home is relatively high. However, when migrants receive adequate language training and are carefully chosen for their commitment to relocating to Germany, retention rates are very high.

Frank mentioned that migrants from Kenya, India, and Vietnam are currently trying to settle in Germany. Kenya’s Ministry of Labor encourages young unemployed people to leave, while parents in India and Vietnam see training opportunities for their children as attractive. Demand remains particularly strong in elderly care.

Frank urged the federal government to promote German language education in migrants’ countries of origin. He criticized attempts to enter Germany without German language skills, noting that international study programs taught in English often lead to hopes of working in Germany that do not materialize.

Another factor contributing to migration may be the placement of migrants in inappropriate jobs. For example, individuals trained in acute hospital care in their home countries may be employed in elderly care roles in Germany without clear communication about the job requirements.

Frank is also familiar with stories of bureaucratic obstacles that many migrants face. His company maintains an Excel spreadsheet documenting various errors, such as different officials issuing conflicting visa decisions and effective dates.

He stressed the necessity of professional support. Politicians have recognized that skilled workers must not only arrive but also remain in Germany. Frank concluded that the situation has both positive and negative aspects. The Federal Employment Agency has introduced a faster and more reliable centralized system, and the state of Hesse is establishing a centralized foreigners’ authority. A federal "Work and Stay" agency is planned.

However, operational challenges persist due to staff shortages in official agencies. Progress in digitalization is slow and fragmented, with individual approaches by states or municipalities, and a lack of unified strategies remains.