The manager’s relocation roadmap

1. Before accepting the offer

Confirm the employing entity, role title, contractual workplace, start date, probation, notice, fixed and variable compensation, holiday, expected travel and relocation support. Ask which details sit in the contract and which sit in a policy. If you need permission to work in Germany, establish the appropriate immigration route with the responsible authority or qualified adviser before relying on a start date.

2. Four to eight weeks before arrival

Build one calendar for housing, employer onboarding and public appointments. Ask temporary-accommodation providers whether they can supply the landlord confirmation needed for registration. Compare statutory and private health-insurance routes with qualified providers; the right question depends on your circumstances and is not simply a price comparison.

Prepare originals and certified copies only where requested. Keep passport, civil-status records and employment documents secure rather than sending full identity files in ordinary email.

3. The first days in Germany

Registration at the local authority generally anchors later correspondence. Your tax identification number is issued through the relevant process, while payroll needs the facts required to calculate deductions. Open a suitable bank account, confirm health-insurance evidence, and put your name on the postbox so official letters can reach you.

Municipal appointment systems and requirements differ. Check the official page for your place of residence rather than relying on an old generic checklist.

4. Before the first working day

Know where to arrive, who receives you, what identification or equipment is required, and how working time is recorded. Re-read the employer’s rules for illness reporting, data confidentiality, travel expenses and remote work. Draft a short introduction that explains your remit without making promises before you understand the team.

5. During probation

Agree on observable priorities with your manager and request feedback before the formal probation decision. Keep records of goals, material decisions and agreed actions. Meet HR and, where relevant, learn the role of the works council without assuming it is either a management obstacle or a substitute for direct employee conversation.

Questions to bring to a consultation

• Which clause or employer answer feels ambiguous?
• What is your planned arrival, registration and start sequence?
• Who is relocating with you, and which shared dates affect the plan?
• Which matter belongs to HR, an authority, insurer, lawyer or tax adviser?
• What must be decided this week, and what can responsibly wait?