Serbia and Montenegro are high on the list when it comes to international recruitment for the restaurant and hospitality industries, and that’s no coincidence. Both are among the six Western Balkan countries that have special, simplified access to the German labor market. This market profile objectively outlines which qualifications are common, what role language plays, what the application process looks like, and what businesses can realistically expect. It does not replace an individual assessment, but it provides a practical framework within which individual cases can be evaluated, rather than relying on blanket judgments about countries of origin.
Why Focus on the Western Balkans?
Across all skill levels, a job opening in Germany recently remained unfilled for an average of 165 days (Federal Employment Agency, 2026). The domestic labor market cannot meet the demand, and in labor-intensive industries such as the restaurant industry, this shortage is immediately apparent. The Western Balkans Regulation refers to simplified access to the German labor market for nationals of six countries, as governed by Section 26(2) of the Employment Regulation.
It allows nationals of Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia, and Serbia to take any job in unregulated professions, even without formal qualifications. Up to 50,000 approvals are available from the Federal Employment Agency per calendar year, allocated by month and by nationality. Serbia and Montenegro both fall under this regulation, making them obvious source markets for the restaurant and hotel industries. Compared to more distant recruitment countries, the Western Balkans offer two structural advantages: a clearly regulated, established procedural pathway and a shorter geographical distance, which simplifies travel, job interviews, and subsequent visits home.
Serbia and Montenegro: An Overview
With a population of about 6.66 million, Serbia is the largest country in the Western Balkans, while Montenegro, with about 616,000, is one of the smallest. Both are EU candidate countries and are the furthest along in the enlargement process. Montenegro has been a candidate since 2010, is considered a pioneer, and aims to join by 2028. Serbia has been a candidate since 2012 and has set 2030 as its target (European Commission, 2026). When it comes to recruitment, one thing matters above all else: Both countries fall under the same Western Balkans framework, and the procedural path is identical.
Economically, tourism has a particularly strong impact on Montenegro. Services account for about 76 percent of the country’s economic output (Zahlenbilder, 2022), driven by a distinct peak season along the Adriatic coast. This results in a labor market where practical experience in the restaurant and hotel industries is structurally prevalent. Serbia, as a larger economy, offers a broader range of job profiles and a correspondingly larger pool of potential candidates. For businesses, this means two markets of different sizes but a common legal framework. Added to this is the cultural and geographic proximity to Central Europe: short travel distances, established migration patterns to Germany and Austria, and, in many families, prior experience with working abroad. This reduces practical hurdles that would otherwise entail additional effort when dealing with more distant source markets. In terms of recruitment, this proximity specifically means that in-person job interviews on-site are possible with reasonable effort.
What Qualifications Are Commonly Required
Qualifications range from formal vocational training to many years of practical experience without a formal German degree. Both paths are available. Those with recognized training qualify under the Skilled Workers Immigration Act. Those with experience but no formal recognition may apply through the experience-based track or the Western Balkans Regulation, which does not require recognition for non-regulated occupations.
Official statistics show that the profession of chef is generally eligible for recognition: In 2024, “chef” was among the most frequently recognized foreign qualifications in Germany, with 987 positive recognition decisions (Federal Statistical Office, 2024). To be honest, however, this also means that a formal degree is not always available, and for unregulated jobs in the hospitality industry, it is not legally required. What matters is actual suitability for the specific position, not the piece of paper alone. This is precisely why a thorough professional assessment before placement is more important than simply presenting a certificate. A word about training: Both countries have vocational schools for hospitality professions, but their curricula differ from the German dual training system. Practical skills are often acquired directly on the job, especially during the peak tourism season. In terms of assessment, this means that certificates alone say little about actual kitchen or service experience, which is why a professional assessment is indispensable in the selection process. It’s also worth distinguishing based on the specific role: Service staff who interact with guests have different requirements regarding language skills and demeanor than kitchen staff, for whom technical skills take center stage. Employers who clearly define the position in advance according to this profile—rather than simply looking for a general candidate—will find the right fit more quickly.
The Language Issue
The biggest factor isn’t professional competence, but language. For guest-facing positions in the front of house, a B1 level is generally recommended; in the kitchen and housekeeping, an A2 to B1 level is often sufficient to get started. Let’s be clear: German is the real bottleneck here, not culinary skills. A highly skilled employee who lacks language proficiency will take longer to settle into the workplace than an average candidate with solid German skills.
This has a clear implication for practice: Those who begin language preparation in the country of origin, rather than waiting until after arrival, can significantly shorten the onboarding process at the workplace. Language courses before arrival are therefore not a minor matter, but often the most effective tool for rapid and lasting integration. This applies equally to Serbia and Montenegro, regardless of the candidates’ professional level. A realistic timeframe is helpful here: Depending on prior knowledge and learning pace, the journey from zero to a usable B1 level takes many months, not just a few weeks. Those who factor this timeframe into their overall planning avoid the disappointment of having professionally qualified employees who are not yet fully operational on their first day.
The procedural pathway under the Western Balkans Regulation
The process is the same for both countries and follows a set sequence. Based on a specific employment contract, the Federal Employment Agency grants preliminary approval. The candidate then submits the visa application to the appropriate German diplomatic mission in their home country. Once the visa is issued, the candidate enters the country and registers locally.
There are two points to note in particular. First, the annual quota of 50,000 approvals is divided among the months and may be exhausted, which is why early planning makes all the difference. Second, for workers over the age of 45 who are approved for the first time in 2026, a minimum gross annual salary of 55,770 euros or proof of adequate retirement benefits is required (Federal Employment Agency, 2026). Since most jobs in the restaurant and hotel industries are not regulated, the recognition process does not apply to them, which significantly shortens the process compared to the skilled worker pathway. In practice, it has proven effective to conduct language preparation and gather personal documents in parallel with the preliminary approval process, rather than strictly following the steps one after another. This ensures that by the time the visa is issued, everything needed for a smooth start at the workplace is already in place, and there are no delays between the various stages of the process.
What Businesses Can Realistically Expect
“Realistic” means: The technical foundation exists in the market, the procedural framework is in place, and the language requires lead time. Processes take time, and government agencies are part of the system—that’s something you can’t simply optimize away. Anyone looking to fill a position from Serbia or Montenegro therefore plans in months, not weeks.
The decisive factor here is not the individual profile, but rather a reliable local structure that manages the selection, professional screening, language preparation, and the entire process. This is precisely where the difference lies between a random, one-off placement and a predictable process. To this end, MioTalent maintains its own agency in the region and works with a network of partners in the Western Balkans. Given an average vacancy period of about 165 days, the structured route through the Western Balkans is not a detour, but the shorter path. It’s also important to recognize that integration doesn’t end on the first day of work. Housing, dealing with government bureaucracy, and settling into the team determine whether a placement is sustainable or falls apart after just a few months. Companies that are prepared in these areas—for example, by offering assistance with finding housing—significantly reduce their employee turnover. Even the best selection is of little use if retention efforts are neglected afterward.
For an overview of the legal framework, see “Labor Migration to Germany 2026”; for the basics of the program, see the article “Western Balkans Program 2026.”
Sources: Federal Employment Agency (vacancy periods and Western Balkans regulation 2026); Federal Statistical Office (recognitions 2024); European Commission and Zahlenbilder (country data 2022–2026).
