A seasonal work permit in Germany lets a worker from outside the EU take a job that only exists during a particular season, most often harvest work in agriculture, for a strictly limited time. Under the Employment Ordinance (BeschV), the Federal Employment Agency (Bundesagentur für Arbeit) can issue a work permit (Arbeitserlaubnis) for seasonal employment of up to 90 days in any 180 days, but only for nationals of countries with which it has signed a placement agreement. At present, the agency names Georgia and the Republic of Moldova as the countries covered, and the work it lists is agricultural: fruit, vegetables, vines, nurseries and similar crops. Hotels, restaurants and other businesses with peaks that are not tied to the harvest use a separate contingent-based short-term route, and citizens of six Western Balkan states have their own regulation. This guide explains how Saisonbeschäftigung works, who can use it, what employers must provide,e and where the limits lie.

What a seasonal work permit in Germany actually is

German immigration law normally ties a residence permit to a qualification, a recognised degree or a specific skilled occupation. Seasonal employment is an exception. It allows an employer to bring in workers for a job that is needed only at certain times of the year, without the worker having to prove vocational training or formal recognition of qualifications. In return, the rules are narrow: the work must genuinely depend on the season, the stay is short, the worker must leave when the permit ends, and the Federal Employment Agency controls who comes and from which countries.

The term people search for in German is Saisonbeschäftigung (seasonal employment), and the workers are often called Saisonarbeitskräfte or Erntehelfer (harvest helpers). It is important to understand from the start that a seasonal permit is not a general right to work in Germany for a few months. It is permission for one specific job with one specific employer, for a period fixed in advance, and it is available only through the channels the Federal Employment Agency has opened.

EU, EEA and Swiss citizens do not need any permit for seasonal work in Germany, because they enjoy free movement. Much of the seasonal workforce in German agriculture comes from other EU member states for exactly this reason. The rules in this guide apply to third-country nationals, meaning people who do not hold the citizenship of an EU or EEA state or Switzerland.

The legal basis for Saisonbeschäftigung under the Employment Ordinance

Seasonal employment for third-country nationals rests on Section 15a of the Employment Ordinance (BeschV), read together with the Residence Act (AufenthG). Section 15a implements the EU Seasonal Workers Directive, which sets common minimum standards for seasonal work across the EU, including rules on accommodation, working conditions and the maximum length of stay.

The Federal Employment Agency's employer guidance on seasonal work in agriculture states that the work permit is issued under Section 15a paragraph 1 sentence 1 number 1 of the Employment Ordinance. This is the short-stay route for nationals of countries whose citizens can enter the Schengen area without a visa. The agency issues the permit itself, without involving the visa section of a German mission. Under Section 39 of the Residence Act, the agency may also check after the permit has been issued whether the job actually started and whether it matches the information the employer gave.

The Bavarian state service portal, which describes the procedure for employers, lists Section 15a paragraph 1 number 1 BeschV and Section 39 AufenthG as the legal basis and confirms that the permit is applied for by the employer, not by the worker.

Which sectors qualify for seasonal employment

Seasonal employment covers work whose volume rises and falls with the seasons. In practice, the Federal Employment Agency's current placement arrangements focus on agriculture, and its employer guidance lists 24 agricultural activities that qualify. These include:

• cereal growing and other arable crops
• vegetable and potato growing
• tobacco growing
• viticulture, meaning wine grapes and table grapes
• citrus, pome fruit (such as apples and pears) and stone fruit (such as cherries and plums)
• strawberry growing
• nurseries and plant propagation, which form part of horticulture
• mixed farming
• agricultural services for crop production and post-harvest work

Planting, tending and harvesting are the typical tasks. Work in post-harvest activities, such as sorting and preparing crops on the farm, can also be covered where it is part of the listed activities. The decisive question is always whether the job is tied to the growing or harvest season and appears in the agency's list, not simply whether the employer is busy.

The Federal Employment Agency's page on short-term contingent employment makes the boundary explicit: seasonal work that has labour market access under Section 15a is excluded from that other route, and the agency states that this currently means harvest helpers in agriculture. Put simply, agricultural harvest work goes through the seasonal route, while hotels, restaurants, airports and other businesses with peak periods use the contingent route described later in this guide.

Forestry, sawmills, fruit and vegetable processing plants and hospitality have featured in older seasonal schemes. If you are offered seasonal work in one of these sectors, do not assume it falls under Section 15a. Ask the employer which legal basis it is using and check it against the agency's current guidance.

The 90 days in 180 rule and the six-month ceiling

Time limits are the core of the seasonal system, and there are two of them that work together.

Visa-free nationals and the work permit (Arbeitserlaubnis)

For nationals of countries whose citizens can enter the Schengen area without a visa, the Federal Employment Agency issues a work permit for seasonal employment of no more than 90 days in any period of 180 days. The agency's employer page states this in plain terms: the employment may last at most 90 days per 180-day period. The worker's total stay in Germany may not exceed 90 days either.

The 180-day period is a rolling window, not a calendar half year. To check whether a planned job fits, count back 180 days from each day of the intended stay and add up all days spent in the Schengen area in that window, including any earlier visits. Earlier seasonal work, tourist trips or family visits all count towards the 90 days.

Visa-free entry on its own never allows work. The Federal Foreign Office states in its overview of visa requirements for Germany that people entering visa-free may generally stay no longer than 90 days in 180 days and may not take up gainful employment during that period. The seasonal work permit is the separate authorisation that makes the job lawful. It must be issued before work starts: the agency's guidance states that employment may begin only after the work permit has been granted.

Longer stays and visa-required nationals.

Alongside the 90-day limit, there is an overall ceiling. The Bavarian service portal and the Federal Employment Agency's annex to the placement agreement both state that seasonal employment may not exceed six months in any twelve months. Stays of more than 90 days, and seasonal work by nationals who need a visa to enter, require a residence title issued through a German mission abroad rather than a stand-alone work permit from the agency.

In practice, the agency's current guidance for agriculture describes only the 90-day work permit route for workers from Georgia and Moldova, both of which are visa-free countries for holders of biometric passports. If an employer offers you seasonal work in Germany for more than 90 days, or you are a national of a country that needs a visa, ask exactly which permit the employer intends to obtain and confirm with the German mission responsible for your place of residence before you make any commitment.

The employment period shown on the work permit is what counts. The agency's guidance states that a later start or earlier end does not change the period that has been approved. If an employer wants to extend a seasonal contract within the limits, it must contact the agency's employer service in good time before the original period ends.

Placement agreements and which countries are currently covered

Section 15a seasonal employment is possible only where the Federal Employment Agency has concluded a placement agreement (Vermittlungsabsprache) with the employment administration of the worker's home country. These agreements set out how workers are selected and placed, and they are the gateway to the whole scheme. Without one, nationals of a country cannot use the seasonal route at all, even if they could otherwise enter Germany visa-free.

The Federal Employment Agency's page on seasonal workers from third countries states that placement and the work permit are currently possible for seasonal workers from Georgia and the Republic of Moldova. The Bavarian service portal says the same. Workers from other countries cannot currently obtain a Section 15a seasonal permit, regardless of what a recruiter may promise.

The list of partner countries can change as agreements are signed or end. Some older EU and third-party summaries state that Germany had no placement agreements in force at all, which is no longer the position on the agency's own pages. Always check the agency's current page rather than relying on an article or social media post.

Within a partner country, selection runs through the national employment administration working with the Federal Employment Agency. Workers who want to take part should approach the public employment service of their own country and ask about seasonal work in Germany under the agreement, rather than paying a private intermediary.

How the Federal Employment Agency procedure works

The employer, not the worker, applies to the Federal Employment Agency. The agency's employer guidance describes two ways in.

Anonymous placement through the employer service

An employer that does not yet know which workers it wants to hire reports its demand to the employer service (Arbeitgeber-Service) of its local employment agency. It does this with an order confirmation and an employer declaration. The Bavarian service portal explains that the order confirmation counts at the same time as the application for the work permit. The agency then forwards placement proposals, the employer confirms which workers it intends to hire, the agency issues the work permit, and work can begin. The agency advises submitting the order roughly eight weeks before the planned start date.

Named requests

An employer that already knows the workers, for example people who worked on the farm in a previous season, can submit a named request (namentliche Anforderung) using the agency's form. This goes directly to the labour market admission team of the International Placement Services (ZAV). The agency then issues the work permit, and the worker can start once it is granted.

For both routes, the Bavarian portal lists the evidence the agency asks for, including details of pay, working hours and working conditions, a statement on health insurance cover, information on accommodation on the official form and copies of the workers' travel documents.

Timing, fees and the digital work permit

According to the Bavarian service portal, the procedure is free of charge for the employer, and processing takes at least four weeks where the worker is already known and roughly four to eight weeks otherwise. These are indications from the authority, not guarantees, and workers should not book travel before the permit has been issued.

The Federal Employment Agency states that the work permit is now created digitally and uploaded to the Central Register of Foreigners (Ausländerzentralregister). It carries no signature from the agency and is valid without one. A permit is tied to the specific employment relationship. It is not a general authorisation to work for any farm.

The Bavarian portal also lists grounds for refusal. A permit will not be issued where, for example, the worker has already worked or will work 90 days within 180 days, the job involves fewer than 30 hours a week, the worker has applied for asylum, the person failed to meet obligations under a previous seasonal permit, or the employer is insolvent or no longer trading.

What employers must provide

Seasonal workers are entitled to the same core protections as any other employee in Germany, and the Seasonal Workers Directive adds specific safeguards. The Federal Employment Agency's employer guidance on seasonal work in agriculture sets out the main obligations.

Pay at least the statutory minimum wage.

Employers must comply with the statutory rules, in particular the Minimum Wage Act (MiLoG), or with an applicable collective agreement. The agency stresses that the statutory minimum wage must be paid regardless of output, including where workers are paid by piece rate (Akkord). Piece-rate pay is allowed only if the worker receives at least the minimum wage for every hour worked.

The minimum wage is a gross hourly amount, meaning before any tax or social contributions are deducted. Make it in Germany explains the difference: gross salary is pay before deductions,s and net salary is what reaches your account. The minimum wage rate is adjusted periodically, so check the current figure on an official federal page before you sign rather than relying on a number quoted by a recruiter.

The contract must state the pay. The agency's annex to the placement agreement requires a written job offer or contract that covers the place of work, the type of work, the duration, the pay, the weekly or monthly working hours, paid leave and, where possible, the start date.

Accommodation standards and rent deductions

The employer must provide suitable accommodation or arrange it. The agency explains that suitable (angemessen) refers both to the type and condition of the housing and to whether the rent is affordable. Accommodation must meet the Workplace Ordinance (Arbeitsstättenverordnung) and the technical rule for accommodation, ASR A4.4.

There are strict limits on charging rent against wages. The agency's guidance states that rent may be deducted from the minimum wage only if the contract expressly says so, the worker keeps at least the amount protected from garnishment (Pfändungsfreibetrag), and the deduction does not exceed the values set in the Social Insurance Remuneration Ordinance (SvEV). The same conditions apply where rent is set off under a separate tenancy agreement. The annex to the placement agreement adds that the rent must be reasonable, must not be automatically deducted from pay, and must be set out in a tenancy agreement given to the worker. Any change of accommodation must be reported to the Federal Employment Agency.

Health insurance and social insurance

Every seasonal worker must have health insurance cover in Germany. Without it, the work permit cannot be issued. Where the job is subject to German social insurance, the worker is covered by statutory health insurance, and employer and employee share the contributions. Where the job is not subject to social insurance and the worker's home country insurance does not extend to Germany, the agency's guidance states that the employer must take out comparable private health insurance at its own cost and prove it. Group policies are possible.

Whether social insurance applies depends on the circumstances. Short-term employment (kurzfristige Beschäftigung) is generally limited to three months or 70 working days per calendar year, and it can be exempt from compulsory social insurance unless the work is carried out on a professional basis and the pay exceeds a set monthly limit. The agency uses a questionnaire to establish insurance status for third-country nationals. Statutory accident insurance applies in all cases, and in agriculture it is handled by the agricultural social insurance institution, which covers temporary seasonal staff as well.

Working time rules and the contract

The Working Hours Act (ArbZG) applies to seasonal work. The agency's annex summarises the main points: daily working time is generally limited to eight hours and can be extended to ten hours if the average over a reference period stays at eight; workers need a break of at least 30 minutes after more than six hours and 45 minutes after more than nine hours; no one may work more than six hours in a row without a break; and there must be a rest period of at least eleven hours after the working day, which agriculture may shorten by up to one hour under compensation rules. Sunday work is permitted in agriculture where the work cannot be done on weekdays.

The job itself must involve regularly at least 30 hours a week. The employment contract must be governed by German law and written in a language both sides understand, or in two languages. The Federal Employment Agency offers sample employment and tenancy contracts for employers.

The contingent-based short-term employment route

Since the Skilled Immigration Act reforms, Germany has a second route for short-term work that is often confused with seasonal employment: contingent-based short-term employment (kontingentierte kurzzeitige Beschäftigung) under Section 15d of the Employment Ordinance. It is designed for businesses with temporary peaks in demand that are not necessarily seasonal, such as hotels, restaurants and airports.

The Federal Employment Agency's page on short-term contingent employment sets out the main conditions:

• The route is not limited to any sector, the peak does not have to be seasonal, al and the worker's qualifications do not matter.
• The employer must be bound by a collective agreement, and workers are paid on collectively agreed terms. A fact sheet from the agency adds that simply referring to a collective agreement in the employment contract is not enough.
• The employer must pay the necessary travel costs for the outward and return journey.
• The job must involve regularly at least 30 hours a week and must be subject to social insurance. Marginal employment (Minijobs) and temporary agency work are not allowed.
• Agricultural harvest work that falls under Section 15a is excluded.

The agency sets an annual contingent. Its page currently states 25,000 approvals or work permits per calendar year, plus an additional 1,500 per calendar year for Georgia under the German-Georgian migration partnership, and it notes that the agency may adjust the contingent at any time according to labour market needs. Once the contingent is used up, no further approvals are issued under this route until it is renewed.

The time limits mirror the seasonal route in part. The agency's supplementary form for this route (Zusatzblatt D) states that total employment under Section 15d may not exceed eight months in any twelve months. Nationals of visa-free countries who work no more than 90 days in 180 days receive a work permit directly from the agency. Nationals of visa-free countries who work longer, and nationals of countries that need a visa, require a residence title from a German mission, for which the agency gives its prior approval (Vorabzustimmung).

For a worker, the practical difference is that this route is open to more nationalities than the seasonal route, but only with employers that meet the collective agreement condition and only while the contingent lasts.

The Western Balkans regulation as an alternative

Citizens of Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia and Serbia have another option that is not limited to seasonal or short-term work: the Western Balkans regulation (Westbalkanregelung) under Section 26 paragraph 2 of the Employment Ordinance.

According to the Federal Employment Agency's page on the Western Balkans regulation, it applies in principle to any type of employment, and recognition of a professional qualification in Germany is not required. Regulated professions, such as doctors, are excluded. The worker needs an employment contract or a binding job offer, working conditions must match those of comparable workers in Germany, and the worker must not have received benefits under the Asylum Seekers' Benefits Act in the 24 months before applying. For first-time approvals of workers over 45, a minimum salary linked to the pension contribution assessment ceiling or proof of adequate retirement provision is required.

The regulation is subject to an annual cap. The agency's page states that up to 50,000 approvals can be granted per calendar year, that monthly quotas apply by nationality and that the agency cannot change them. Applications are processed only while the monthly quota for the worker's nationality is not yet used up, which can mean long waits for some nationalities. The size of this cap has been the subject of political debate, so check the agency's page for the position when you apply.

The employer can apply online for the agency's prior approval, after which the worker applies for a visa at the German mission. Because the Western Balkans regulation leads to a residence permit for regular employment, it suits workers who want a longer stay rather than a single harvest season. Our separate guide on changing employers on a residence permit explains what happens if a Western Balkans worker later wants to move to another job.

Not all temporary work is seasonal.

A frequent mistake is to treat any short or temporary job as seasonal employment. German law distinguishes between several routes, each with its own conditions, and using the wrong one can make the employment unlawful.

• Seasonal employment under Section 15a is for work tied to the seasons, currently agricultural activities on the agency's list, and only for nationals of countries with a placement agreement.
• Short-term contingent employment under Section 15d covers peaks in any sector, but requires a collective agreement and depends on an annual contingent.
• Holiday employment for foreign students under Section 14 of the Employment Ordinance is for students at accredited foreign universities aged up to 35 who work during their official semester holidays. The Federal Employment Agency's page on holiday employment for foreign students states a limit of 90 days within twelve months and requires confirmation from the agency before the job starts.
• The Western Balkans regulation leads to ordinary employment for nationals of six countries, with no seasonal limit but an annual cap.
• Skilled worker routes, the EU Blue Card and the Opportunity Card (Chancenkarte) are for people with recognised qualifications or who meet points criteria. They are covered in our separate guide on applying for a residence permit for work.

A short contract does not make a job seasonal, and a job in a busy summer resort is not automatically covered by Section 15a. Temporary agency work is excluded from the short-term contingent route, and seasonal permits are tied to a named employer. If a recruiter cannot tell you which of these routes applies to your job, treat that as a warning sign.

Practical steps for workers abroad

If you live outside the EU and want seasonal work in Germany, the following sequence keeps you within the rules.

1. Check your nationality. Seasonal employment under Section 15a is currently available to nationals of Georgia and Moldova. If you hold another nationality, look at the short-term contingent route, the Western Balkans regulation if it applies to you, or skilled worker routes instead.
2. Check your passport. Visa-free entry for Georgian and Moldovan nationals applies only to holders of biometric passports, according to the Federal Foreign Office. Your passport must remain valid for the whole planned period, as permits are tied to the validity of the travel document.
3. Use the official channel. Contact your national public employment service about seasonal work in Germany under the placement agreement. If you already have an employer in Germany, it can submit a named request to the Federal Employment Agency.
4. Read the contract before you travel. It should state the employer, place of work, type of work, period, gross hourly pay, weekly hours, paid leave and accommodation terms, in a language you understand.
5. Wait for the work permit. Do not start work, and ideally do not travel, until the employer confirms that the agency has issued the permit for your employment.
6. Count your days. Keep a record of all days spent in the Schengen area so you do not exceed 90 days in 180, and remember the overall limit of six months of seasonal work in twelve months.
7. Keep copies. Keep your contract, tenancy agreement, payslips and records of hours worked. They matter if there is a dispute about pay or deductions.

Risks, warning signs and consequences of working without a permit

Seasonal work attracts intermediaries who promise quick jobs in Germany for a fee. Germany's official seasonal route runs through the Federal Employment Agency and the employment administration of the partner country. The agency does not charge employers for the work permit procedure, and nothing in the official procedure requires a worker to pay for a permit.

Warning signs include offers to nationals of countries that are not covered by a placement agreement, promises that visa-free entry is enough to work, requests to travel first and sort out paperwork later, contracts that do not state gross pay or hours, and rent or transport deductions that are not set out in writing. Accommodation charges that leave you below the protected minimum are not permitted under the agency's guidance.

Working without the required permit is unauthorised employment. The Federal Employment Agency may check after issue whether the job began and matches what the employer declared, and the Bavarian service portal lists a failure to meet the obligations of an earlier seasonal permit as a ground for refusal. A breach in one season can therefore close the door to future seasons, and it can have further consequences under residence and labour law for both worker and employer. If you are unsure whether your situation is lawful, contact the Federal Employment Agency's advice line for employers and foreign workers or the foreigners authority (Ausländerbehörde) responsible for the place of work.

Seasonal workers who experience unpaid wages, unlawful deductions or poor housing should keep evidence and raise the matter promptly. The Federal Employment Agency must be told about changes of accommodation, and the obligations on pay, housing and insurance described above are conditions of the permit.

Sources and References

• Seasonal workers from third countries, Federal Employment Agency
• Seasonal employment in agriculture, employer guidance, Federal Employment Agency
• Seasonal employment, annex to the placement agreement, Federal Employment Agency
• Seasonal employment of foreign nationals, work permit, Bavarian state service portal
• Short-term contingent employment, Federal Employment Agency
• Supplementary sheet D, declaration of employment relationship, Federal Employment Agency
• Fact sheet on short-term contingent employment, Federal Employment Agency, via City of Böblingen
• Western Balkans regulation, Federal Employment Agency
• Holiday employment for foreign students, Federal Employment Agency
• Employing workers from abroad, Federal Employment Agency
• Overview of visa requirements for Germany, Federal Foreign Office
• Salary, taxes and social security, Make it in Germany