The Western Balkans Regulation is the most practical procedural pathway available to Germany for international recruitment in the commercial sector. No professional recognition process, no priority review, clear requirements. For the restaurant and hotel industries, it has been the most important channel for accessing qualified workers from abroad for years. This article explains how it works—and what it does not accomplish.
What the Western Balkans Framework Is—and What It Isn’t
The Western Balkans Regulation refers to the special procedure under Section 26(2) of the Employment Regulation (BeschV), which allows nationals of Albania, Bosnia and Herzegovina, Kosovo, North Macedonia, Montenegro, and Serbia to enter Germany for the purpose of gainful employment—regardless of formal professional recognition and without a priority review by the Federal Employment Agency.
The program is neither a free pass nor a sure thing. It is a defined legal framework with clear requirements for both sides—the employer and the candidate. What sets it apart from other procedures is that it focuses on the essentials: A German company offers a job. A candidate from one of the six countries accepts it. The visa is applied for on this basis.
What this regulation is not: a guarantee of quick entry, a path free of red tape, or a substitute for preparation. Government agencies remain part of the system. Documents must be complete. Deadlines must be met.
Who Is Covered by the Rule
The Western Balkans Regulation is open to nationals of six countries: Albania, Bosnia and Herzegovina, Kosovo, North Macedonia, Montenegro, and Serbia. These countries are members of neither the European Union nor the Schengen Area. In principle, the visa requirements under German residence law apply to them—the Western Balkans Regulation establishes a clearly defined exception to this rule.
This regulation applies to employment relationships subject to social security contributions. Self-employment, freelance work, and marginal employment are not covered. The candidate must be of legal age and hold a valid passport.
Requirements on the Employer’s Side
A signed employment contract under German law is a prerequisite. It must clearly describe the planned job duties, compensation, and working hours. The compensation must comply with applicable minimum wage and collective bargaining agreements—even if the candidate is still abroad.
In addition, the employer must be able to prove that the business is operating properly: business premises, business license, and tax registration. Shell companies and non-operational businesses are excluded from this regulation.
Candidate Requirements
The applicant is not required to have a formally recognized German or European vocational qualification. What they must demonstrate is the ability to actually perform the job as described—through work experience, a foreign qualification, or both. The German diplomatic mission abroad reviews this evidence as part of the visa application process.
Language skills are not a formal requirement for obtaining a visa—but they are a practical necessity for day-to-day work. In the restaurant and hotel industries, German language skills at the B1 level are realistically required for service positions; for kitchen positions, the threshold is lower, depending on the establishment. This assessment belongs in the job description, not in the visa application process.
How the process works in practice
The procedure under the Western Balkans Regulation follows a set sequence. If you are familiar with this sequence, you can avoid the most common delays.
Step 1: Prepare and sign the employment contract
The first step before any further action is the employment contract. It is drafted in accordance with German law, signed by both parties, and serves as the basis for all subsequent documents. MioTalent prepares this contract—the employer reviews and signs it.
Step 2: Apply for a visa at a German diplomatic mission abroad
The applicant must submit the application in person at the German embassy or consulate in his or her country of origin. He or she must bring the employment contract, passport, photographs, and, depending on the diplomatic mission, other documents. An appointment is required in advance—the wait time for an appointment varies depending on the diplomatic mission and the season.
Under the Western Balkans Regulation, the Federal Employment Agency is not involved in the approval process. The diplomatic mission reviews the application independently and issues the visa if all requirements are met.
Step 3: Entry and Registration
After the visa is issued, the applicant enters the country. They register with the Residents’ Registration Office at their place of residence and apply to the local immigration office for a residence permit for employment. This permit replaces the visa as a permanent residence permit and must be updated in the event of changes (change of employer, extension).
What Sets This Regulation Apart from Other Procedural Channels
The Western Balkans Regulation is neither a better nor a worse process than the Skilled Immigration Act—it is simply a different one. The main differences lie in three points.
First, the priority review is eliminated. The Federal Employment Agency does not have to determine whether a domestic applicant is the preferred candidate for the position. This saves time and eliminates a review step whose outcome would be predictable anyway for many positions in the restaurant and hotel industries.
Second, the requirement for professional recognition is waived. A Serbian chef does not need to have his or her degree formally recognized by the German education system in order to work as a chef. What counts is demonstrated ability—not a formal title.
Third, the pool of candidates is geographically limited. The Western Balkans Regulation applies only to the six countries mentioned. Those recruiting from Ukraine, India, or Morocco must follow different procedures—with different timelines and different requirements.
In a direct comparison: The Skilled Workers Immigration Act generally allows entry from all countries, but has more stringent requirements and, depending on the country of origin, involves a significantly longer processing time. The EU’s free movement of workers does not require a visa at all—but applies only to EU nationals. The Western Balkans Regulation is the pragmatic middle ground for a clearly defined group of candidates.
How the restaurant and hotel industries specifically benefit from this
The average time a position remains vacant in the hospitality industry is 165 days (Source: Federal Employment Agency, 2026). This means that, on average, nearly half a year passes before a position is filled. Every week that the hiring process is shortened is a week during which the business can return to full operation.
The Western Balkans program is structurally well-suited for positions in the kitchen, service, and housekeeping: The Western Balkans have a well-established tradition of training in the restaurant and hospitality industries, German language preparation is available in the countries of origin, and the geographical proximity to Germany makes it easier to visit family later on—which helps stabilize employees’ commitment to the business.
MioTalent operates its own agency in Montenegro. This means that candidates are screened on-site, not assessed remotely. Initial interviews take place on-site. Language training is coordinated. Documents are prepared before the candidate arrives for their first appointment at the embassy. This local presence isn’t just a marketing pitch—it’s the operational difference between a resume and a vetted candidate.
What the policy doesn’t cover — and what you need to be prepared for
The Western Balkans program operates under a quota system. This means there is an annual cap on the number of employment relationships that can be established through this program. This cap has been raised several times in recent years—but it is not unlimited. Those who recruit late in the year may find that the quota has already been exhausted.
The process speeds things up, but it doesn’t eliminate the need to deal with government agencies. You must request an appointment at the diplomatic mission and wait for it. During peak seasons or at understaffed consulates, it’s not unusual to wait several weeks just for the appointment. If you don’t factor this in, your plans won’t reflect reality.
The regulation does not protect against poor onboarding. A candidate who enters the country legally but is not welcomed at the company will leave the company. The visa process is a beginning, not an end.
Related articles in this series: Country-specific profiles on Serbia and Montenegro (Week 24), North Macedonia and Albania (Week 27), and Bosnia and Herzegovina (Week 30) will be published in the coming weeks. For an overview of the international recruitment process, see the article from May 4, 2026. The work visa process is described in detail in the article from May 6, 2026.
