Germany is searching - and not a little. Hospitals, nursing homes, outpatient services: there is a great need for qualified people everywhere, especially in nursing. Anyone who has ever visited a ward on the late or night shift knows how thin the staffing levels can be. At the same time, there are many excellently trained specialists in the Philippines - especially nursing professionals - who are motivated to gain a foothold in Germany. But how can these two worlds be brought together in a fair, legally compliant and swift manner? And what exactly do Filipino applicants need to bring with them?
Imagine the process as a bridge: On the one side are the qualifications and motivation, on the other the German labor market with its regulatory system. There are pillars in between: Recognition, language skills, visas and, last but not least, fair recruitment. If these pillars are in place, the bridge will be stable and sustainable.
Nursing professionals (Registered Nurse, BS Nursing): Anyone who has completed a Bachelor of Science in Nursing in the Philippines and obtained an RN licence has the basis to be recognized as a nurse in Germany. However, the nursing profession is regulated, which means that a formal equivalence assessment must be carried out by the responsible German recognition authority. Whether a Philippine university is state-recognized can be determined via the anabine-database of the ZAB (keyword H+-status). This is not "automatic", but it is an important door opener.
Medical doctors (MD): For Filipino doctors, the route is via a license to practice medicine or - as an intermediate step - a professional permit. In addition to the equivalence test, a general German certificate (at least B2) and the Medical language exam (C1) with the respective state medical association.
Other healthcare professions: Physiotherapy, MTA/MTRA, midwives etc. can also be recognized - in each case via the relevant specialist authority. The following also applies here: Regulated professions require formal recognition before you can use the protected professional title.
The data shows that the effort is worthwhile: The Federal Employment Agency has classified nursing and healthcare professions as bottleneck areas for years - skilled workers are particularly urgently needed here.
Everyday clinical and nursing work is all about safety, communication, documentation - in short: language. For nurses, B2 is now the standard when it comes to full professional recognition. Many recognition bodies explicitly mention B2 in their information sheets or notifications.
The bar is higher for doctors: B2 general plus C1 specialist language (specialist language test) are now a prerequisite for a license to practice medicine or a professional permit in most countries.
And in the visa phase? Anyone entering Germany for a recognition measure (§ 16d AufenthG) generally needs at least A2, sometimes higher - depending on the measure and federal state. To look for a job using an opportunity card (§ 20a), at least A1 German or B2 English is required. So plan enough time for language acquisition - B2 is often achieved in 6-10 months with intensive learning, after which the technical language grows fastest "on the job".
Important for the visa: Embassies generally only accept certificates that meet the ALTE standard - such as Goethe, telc, ÖSD or TestDaF.
Every career is different, but the "common thread" for nurses from the Philippines often looks like this:
Doctors often choose a combination of the recognition route (knowledge test) and employment with a professional license until the license is granted; the Technical language test C1 is a key milestone in this process.
Recruiters in the Philippines operate within a clearly regulated framework: Partners should be licensed with the Department of Migrant Workers (DMW, formerly POEA). PEOS/PDOS training and the OEC (Overseas Employment Certificate) as an exit permit are also relevant for the journey to Germany. Reputable processes avoid financial risks for applicants.
An important point: The DMW/POEA made it clear back in 2016 that the private recruitment of Filipino nurses to Germany outside of the Triple Win program must take place without charging placement fees to applicants. Reputable agencies adhere to this - and employers in Germany cover the recruitment-related costs.
In Germany, the state seal of quality "Fair Recruitment Care Germany" (BMG) also serves as a guide for fair procedures. Those who work according to this standard are committed to transparent, ethical rules - good for the nursing staff and the facilities.
For recognition & visa (care):
For Philippine exit (DMW/POEA process):
Many start as "employees in recognition" - with a plan: adaptation course, practical instruction, targeted technical language training. Employers in NRW (e.g. in Cologne, Düsseldorf or Bonn) often offer accompanying courses and tandem programs to ensure a successful arrival. Experience shows: Those who continue to learn, who are knowledgeable about the station and who keep up their technical language skills reliably make the leap to full recognition.
The BA/ZAV and GIZ Triple Win program is a proven, state-supported pathway - including language support, recognition and integration support. In addition to Triple Win, there is also the individual employer route (direct recruitment with a recognition or recognition partnership visa). Both paths are legitimate; the decisive factor is that they are fair and legally secure.
For institutions, international recruitment closes real gaps in supply - not as a "stopgap", but as a strategic addition. For skilled workers from the Philippines, this opens up a stable working environment with attractive development opportunities. Germany's labor market needs this bridge - and if it is built properly, it will be sustainable in the long term. The BA's labor market analysis confirms year after year that nursing and medicine are among the most visible bottleneck areas.
We accompany the entire process: pre-selection and aptitude interviews, language development up to B2, application for recognition, visa (§ 16d/recognition partnership), entry and onboarding - closely interlinked with employers in NRW. Our claim: zero placement fees for candidates, transparent communication and sustainable integration - in the spirit of the state seal of approval for fair recruitment.
Yes, there are official channels, forms and examinations. But beyond that, there is a professional environment where professional quality counts - and people. When qualifications, German and recognition come together, the step from Manila to Cologne, Düsseldorf or Bonn is no longer a leap into the unknown, but a well-planned move. And as with any bridge, with the right pillars, it will not only last today, but for years to come.
If you are a Filipino nurse, doctor or member of another healthcare profession and would like to get started in Germany - get in touch. We will take the steps together in a structured and fair manner. We look forward to accompanying you on your journey.
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