Ausbildung in Germany from a CIS country: contract, German and funding for your first move

Checked on 19 October 2026. The financial figures below apply to 2026.

You can move to Germany for vocational training, known as Ausbildung, if the programme qualifies for the relevant residence permit, you demonstrate the required German skills and you can cover your living costs. Where a training place has already been secured, section 16a of the Residence Act (AufenthG) is normally considered. Travelling specifically to find a place is a separate route under section 17(1), with additional conditions. Training pay may cover the financial requirement fully or partly: the word Ausbildung in a contract does not, on its own, settle the funding question.

For a Russian-speaking applicant from outside the EU, preparation starts with four questions: which occupation will you learn, who will train you, what language level is needed and how will you live before the first payment? This guide covers the first move. Nationality, lawful residence and individual circumstances determine the visa process; there is no single special immigration regime for all CIS countries.

What is Ausbildung, and which types are available?

Ausbildung means vocational training. Establish the exact type at the outset because it affects the provider, documents and funding.

Duale Ausbildung, or dual vocational training, combines training in a company with classes at a Berufsschule, a vocational school. Betriebliche Ausbildung means company-based training; for a conventional dual programme, the terms describe the same pathway from different perspectives. You sign an Ausbildungsvertrag with the employer and receive Ausbildungsvergütung, a training allowance or salary. According to the Federal Employment Agency, these programmes usually last between two and three-and-a-half years.

Schulische Ausbildung is mainly organised through a vocational school and may include practical placements. The key confirmation comes from the school and, where applicable, the practical-training provider. Not every programme pays a salary, and some schools charge fees. The official overview of Germany's vocational system explains the formats.

However, “school-based always means unpaid” is also wrong. Training as a Pflegefachkraft, for example, includes remuneration and does not charge school tuition fees. This is confirmed by the official nursing-training portal. Read the financial terms of the individual programme.

For immigration purposes, qualifizierte Berufsausbildung is an important term. It means training in a state-recognised or comparably regulated occupation with a prescribed duration of at least two years. The definition appears in section 2(12a) AufenthG. A short private course cannot automatically be treated as equivalent. A dual degree programme, or Duales Studium, involving a university also requires a separate assessment of the residence ground.

Two routes before entry: with a place, or to look for one

You already have a training place: section 16a

If a company is ready to sign a training contract or a school has confirmed admission, the next step is to check section 16a AufenthG. Company-based training normally involves Federal Employment Agency approval unless an exemption applies. For school-based training, a state-recognised vocational qualification and compliance with the provision's other conditions are important.

The contract or school confirmation establishes the purpose of the trip. Funding, language and the general visa requirements are assessed separately. Even a genuine training contract therefore does not guarantee a visa.

You have not found a place: section 17(1)

Under section 17(1) and (3) AufenthG, a permit to look for a place in qualified vocational training may be issued if you:

• have not yet turned 35;
• can fund your living costs;
• have German at B1 level;
• hold a qualification from a German school abroad, or a school-leaving certificate giving access to higher education in Germany or in the country where it was obtained.

The stay can last up to nine months. Employment of up to 20 hours a week and trial employment totalling up to two weeks are allowed. Simply holding any school certificate does not establish that the educational condition is met.

This route makes sense where being present genuinely helps the search and you have a financial reserve. Make a list of employers, check recruitment and arrange initial conversations while still in your country of residence. Costs start as soon as you arrive, while a contract may come much later or may not materialise at all.

To identify a suitable training route, request an education consultation with FIRMDER / RelocationDE. Prepare information on your education, German, chosen occupation and any contract already available. This allows a practical discussion of the documents and scope of support.

Checking your school certificate and choosing an occupation

For dual training, the law does not prescribe one school qualification for every occupation: the employer sets its selection criteria. It may require a particular educational level and evidence of equivalence. School-based training requires recognition of the school-leaving qualification, with the level depending on the profession. Make it in Germany explains these distinctions.

A practical sequence is to choose an occupation and federal state first, request the employer's or school's requirements, then clarify recognition of the school certificate. Avoid paying to process every diploma you own without knowing who needs it and why. Recognition of school education and recognition of an existing professional qualification serve different purposes.

If you already have a profession and experience, consider why you need another multi-year training programme. It may be a deliberate choice for a career change. If you want to continue your existing career, first compare Ausbildung with employment and qualification-recognition routes. Retraining takes time, and its pay has to be weighed against current family commitments.

Choose according to real job tasks: shifts, customer contact, physical demands, mathematics or technical work. A specific interest in the occupation is more persuasive to an employer than wanting any place simply to move abroad.

German requirements: B1, school expectations and preparation courses

For qualified vocational training, B1 is the usual starting point for visa preparation. Under section 16a(3), separate evidence of sufficient German is required if the education provider has not checked the language skills needed for the particular programme and those skills are not to be acquired on a preparatory German course. Section 16a(1) also includes preparatory language study in Germany for qualified company-based training.

These provisions are not a universal promise of entry with A2. A preparation-course plan needs clear terms: who confirmed the training place, when the course starts, which level must be reached, when training begins and how the intervening period is funded.

A language certificate and the ability to study in German need separate assessment. An employer or school may demand a higher level, such as B2. At interview, you will need to explain your experience and understand questions. Training then brings instructions, technical vocabulary and written assignments. The actual vacancy requirements matter more than an advertisement claiming that “basic German is enough”.

Try a practical self-check: explain the occupation without a translator, describe a workplace situation and write a short email to reschedule an appointment. If this remains difficult, allow time for conversation practice and professional vocabulary. Studying only for the exam format can leave gaps that appear in the first weeks of training.

A standalone language-course visa is a separate route, covered in our guide to Germany's language-course visa. An independent course does not become section 16a preparation merely because you hope to find an Ausbildung afterwards.

If your current German does not meet the programme's needs, discuss language preparation with FIRMDER / RelocationDE. Bring the employer's or school's requirements and intended start date. Your study plan should reflect those, not only the name of a certificate.

What to check in the Ausbildungsvertrag before applying for a visa

The contract should make the occupation, parties, start date, duration, remuneration, working hours, leave and termination conditions clear. The Federal Employment Agency's contract guide explains the main contents.

For someone relocating from abroad, the following questions are particularly important:

• Which programme is this? Does the German occupation name match across the contract, vacancy and school documents? Who is responsible for training and practical placements?
• Which dates are binding? When must you arrive, when do classes start and can the start be deferred if the visa decision is delayed?
• How much is paid? Is gross pay stated for each training year? When is the first payment, and are there deductions for accommodation or meals?
• Where will you live? If a room is promised, obtain its price, address or clear terms of provision. “We help with accommodation” is not enough to budget with.
• Which documents are still conditions of acceptance? These may include a language certificate, school-certificate recognition or confirmation from the school. Verbal agreement and final admission can have different legal or practical status.
• How does the contract end? Understand the probation period, notice requirements and any separate commitments to an intermediary.

Where applicable, ask about contract registration and the competent chamber. If several organisations are involved, make a simple list of who trains you, pays you and provides housing. Keep written answers. Do not accept ordinary unskilled work described as Ausbildung merely to obtain documents.

How much money do you need for Ausbildung in 2026?

The official funding requirement varies by route. At the review date, Make it in Germany gives the following figures:

For a school-based programme, evidence may include a Sperrkonto, or blocked bank account, a Verpflichtungserklärung, or declaration of commitment, or a scholarship. If company-based training pay is too low, the shortfall can be covered through a blocked account or declaration of commitment. The latter is a formal financial undertaking, not an ordinary letter from a relative. The Federal Foreign Office's training guidance also explains the funding distinction.

Do not subtract a net figure from a gross figure. First establish pay after deductions, then compare like with like. The stated pair of thresholds is not a universal gross-to-net salary calculator for every applicant.

An example where the training salary is insufficient

Suppose a company-based programme confirms EUR 750 net per month and the applicable benchmark is EUR 822. The calculated difference is EUR 72 a month. If funding must be evidenced for 12 months, the preliminary additional amount is EUR 864: EUR 72 × 12.

This is an illustration, not a prescribed amount for a particular applicant. The evidence period, acceptable way of covering the difference, pay changes and housing arrangements must be checked against the documents. If language study starts before paid training, calculate the months before salary separately. Money expected later does not automatically cover the present period.

For a training-place search, nine months at EUR 1,091 total EUR 9,819. That is an arithmetic guide for that period and funding method, excluding fees and relocation costs. The full nine-month stay is not granted automatically.

Why the visa benchmark is not your relocation budget

Even if the contractual pay passes the funding assessment, calculate the following separately:

• translations, necessary certification and the language exam;
• visa costs, travel and temporary accommodation;
• the rental deposit and first rent payment;
• insurance from entry until regular cover begins;
• food, communications and transport before the first salary;
• regular rent, utilities and travel between school and the employer;
• a reserve for a later start, a different room or unexpected expenses.

Prepare two budgets: one-off spending before departure and monthly costs once training starts. Use actual housing offers in your chosen city. If the employer provides a room, ask whether it remains available during illness, a break or termination of training. The plan should at least withstand known payment delays and fixed bill dates.

Searching from your country of residence and planning the timeline

You can search directly on company websites, through the Federal Employment Agency and on chambers' specialist platforms. The official page on finding an Ausbildungsplatz lists useful channels. It also notes that recruitment often starts 12–18 months in advance and that many programmes begin in August or September. There is no single deadline for every occupation.

For your initial shortlist, consider several regions. Compare not only pay but living costs, transport and accommodation availability. Mark vacancies where the employer is willing to consider candidates who are still abroad.

Track applications with their date, contact person, expected response and next action. After an interview, clarify missing documents and decision status. This can reveal the source of delays: weak responses, insufficient German, an unsuitable school certificate or no places for the intended start date.

If time is short, agree a realistic deferral option with the provider. Do not pay for a non-refundable move based on a promise that a visa will arrive within a fixed number of weeks. Timing depends on the mission, the case assessment and any requests for further information.

Documents and steps before applying

Use the exact checklist from the German mission responsible for your place of residence. Submission methods, translations and document formalities differ between countries. If you live outside your country of nationality, clarify in advance what proves your eligibility to apply there.

• Passport and, where required, evidence of lawful residence in the application country;
• contract or admission confirmation with programme details and dates;
• school certificate, supplementary records, necessary translations and recognition where applicable;
• CV and explanation of the occupational choice, with a consistent education history;
• language certificate or documents showing the provider's language assessment and agreed preparation;
• evidence of pay and how any funding shortfall will be covered;
• health insurance suitable for the relevant period;
• application form, photographs, provider documents and other items on the local checklist.

For section 17(1), instead of a signed training contract you substantiate the search and demonstrate that route's specific conditions. Do not mix two document sets into an application with an unclear purpose.

The official training-visa process overview covers online submission through the Consular Services Portal where available, presentation of original documents and subsequent residence-permit formalities in Germany. Uploading files does not replace required in-person steps. After entry, arrange address registration and apply for the appropriate permit before the entry visa expires.

During training and after graduation

Section 16a allows employment independent of the training for up to 20 hours a week. Do not build an unproven visa budget around a hoped-for side job. First consider the timetable, actual workload and restrictions affecting that particular employment.

After successfully completing qualified vocational training in Germany, section 20(1), no.3 and paragraph (2) AufenthG provide for a job-search stay of up to 18 months if the conditions are met. A suitable residence ground for the subsequent job must then be assessed. Permanent residence does not follow automatically from graduation; it has separate requirements.

If training ends early, do not rely solely on the expiry date printed on your residence card. Discuss the changed circumstances promptly with the Ausländerbehörde and establish the next steps. Do not assume that every termination gives the same period to find a replacement place.

Frequently asked questions

Can I start Ausbildung after turning 35?

There is no general upper age limit for starting vocational training. The “under 35” condition applies to the search permit under section 17(1). Where a programme is already secured, the training and visa conditions are assessed separately.

Can I apply without a blocked account?

Sometimes, if suitable training pay fully covers living costs or another funding method is accepted. If the salary is insufficient, the gap must be covered. The programme's name alone does not remove the need to demonstrate funding.

Is B1 enough for every employer?

No. B1 is the usual starting point for visa preparation on this route. A school or company may require a higher level, while your ability to understand professional language is assessed separately.

Can I arrive as a tourist and start training?

Do not base your first relocation plan on this. Permission for a short visit does not establish the right to start Ausbildung. Whether the necessary status can be obtained depends on nationality and circumstances. An applicant who requires a visa should normally plan for an appropriate national visa before entry.

Must my university degree be recognised for a new Ausbildung?

Not automatically. Admission depends on the school-education requirements and chosen occupation. A university degree assessment does not replace checking the school certificate where the school or employer requires that.

What if I have a contract but no visa by the start date?

Ask in writing whether the start can be deferred and which documents need updating. Do not assume that the company must hold the place indefinitely. A changed start date must be agreed with the provider and reflected in the visa file where required.

Is the employer obliged to give me a job after training?

There is no general employment guarantee. Staying with the same company depends on its decision and the terms of a new contract. A vocational qualification, a work residence permit and permanent residence are separate stages.

Official sources and review date

The source article's legal provisions and figures were checked on 19 October 2026. Main sources are section 16a on vocational training, section 17 on finding a place, section 2 definitions, Make it in Germany's visa and funding guidance and the Federal Foreign Office's 2026 subsistence figures. Further links appear beside the relevant topics.

This article provides general information. The right route depends on nationality, education, the programme, contract and requirements of the competent mission. Authorised German bodies decide visa and residence-permit applications.

Contact FIRMDER / RelocationDE for an individual discussion of your training move: the route, contract or confirmed place, German, funding and visa-document preparation. With good language skills and suitable qualifications, support in finding an employer can also be discussed. Whether we can support the search for an Ausbildung specifically, and to what extent, is agreed separately, without a guarantee of a place or visa.