Policy statement - Fair recruitment

Policy Statement

Fair Recruitment in Nursing · AmalCare eG

We, AmalCare eG, are committed to the fair, transparent and sustainable recruitment of nursing professionals, nursing assistants and trainees from Morocco for employment and training in Germany.

Last updated: August 2026

Our approach is guided by the WHO Global Code of Practice on the International Recruitment of Health Personnel, the ILO Core Labour Standards, the ILO General Principles and Operational Guidelines for Fair Recruitment and Definition of Recruitment Fees and Related Costs, the United Nations Guiding Principles on Business and Human Rights, international UN human rights conventions, and the criteria of the “Fair Recruitment Healthcare Germany” quality seal (“Faire Anwerbung Pflege Deutschland”).

1. Employer-Pays Principle – No Recruitment Fees for Candidates

Once admitted to the programme, Candidates are not charged any placement fees or other recruitment fees. All paid recruitment services are borne exclusively by the Employer. No fees are charged for access to application or job interview processes, including after completion of B1 or B2 language level. No deductions are made from future remuneration.

2. Limiting the Financial Risk for Nursing Professionals

German language instruction is provided by the AmalCare SARL language school in Rabat. Its course fees are educational fees, not recruitment fees. They are borne by the participants and set out in a published price list. The language school does not act as a recruitment agency: it does not enter into recruitment agreements, charge recruitment fees or receive any commission for successful placements.

Following successful placement, costs paid in advance are reimbursed in full upon presentation of the relevant receipts. Nursing professionals are reimbursed for A1–B2 language course fees incurred during a period of up to 12 months prior to conclusion of the employment contract, as well as telc examination fees. All target groups are reimbursed for the costs of certified translations and copies, as well as for voluntarily booked practical German language modules. Trainees and nursing assistants bear their own language course and examination fees; the language school provides assistance with examination registration. If no placement is successfully completed, there is no entitlement to reimbursement; this does not give rise to any repayment obligation.

A repayment obligation applies exclusively where a nursing professional withdraws without good cause prior to successful placement. In such cases, repayment is limited to the actual, proportionate and documented administrative costs incurred in connection with the visa procedure and the assessment of equivalence, insofar as these costs were borne by AmalCare eG. Costs borne or paid in advance by the nursing professional do not give rise to any repayment obligation; only the entitlement to reimbursement ceases to apply.

Any repayment is limited to the actual, proportionate amount incurred; no interest, lump-sum charges or contractual penalties are imposed. Rights of withdrawal and termination apply in accordance with Sections 346 et seq. and Section 314 of the German Civil Code (BGB).

No repayment obligation applies if the placement is successfully completed; if the participant withdraws during the first 50 teaching units; if the programme has to be discontinued for health reasons or due to pregnancy; in cases of force majeure or the loss of a close family member; or where the Recruitment Agency demonstrably breaches the criteria of the “Fair Recruitment Healthcare Germany” quality seal. Rights of withdrawal and termination apply in accordance with Sections 346 et seq. and Section 314 of the German Civil Code (BGB).

3. Transparency – Structures, Services and Costs

All relevant information, including the job profile, remuneration, working hours, probationary period and professional recognition pathway, is provided clearly and in good time, at least seven days before the contract is signed, in the relevant languages (German/French/Arabic).

A written recruitment agreement is concluded with Candidates in German and French. The language school’s course fees and the service and pricing information for Employers are stated separately. Frequently asked questions are available in the FAQ section of our website.

4. Protection Against Exploitation and Discrimination

Prohibited practices, including contractual penalties and discrimination, are strictly prohibited. This also applies to any service providers involved. The dignity and rights of Candidates must be respected at all times.

We do not place Candidates in employment contracts containing training-related repayment clauses relating to recruitment costs.

5. Complaints Procedure

Complaints may be submitted to beschwerden(at)amal-care.de. All complaints are handled confidentially and independently by our authorised representative, Carl-Heinrich Feddersen (Mediator / Business Mediator).

6. Monitoring, Quality, Sustainability and Participation

We evaluate our processes and outcomes every six months, including Candidate satisfaction and professional recognition rates, and use the findings to identify areas for improvement. The results are incorporated into the ongoing development of our recruitment process.

Our aim is to ensure that nursing professionals have a positive integration experience in Germany and are supported in building a long-term future in the country.

7. Written Form

All agreements relating to the recruitment partnership are made in writing.

8. Scope – Overall Responsibility for the Service Chain

These principles apply to all business partners throughout the service chain. This Policy Statement is published and updated regularly.