Looking for excuses

Not true. The effort involved in hiring refugees is no greater than in other mini-jobs. All you should do is make sure that they have a work permit. Essentially, the mini-job for refugees means even less work for the employer. This is because you do not have to pay a flat-rate contribution for health insurance for persons who hold a residence permit and receive benefits under the Asylum Seekers Benefits Act (AsylbLG). Apart from that, you as an employer and your employee (on the basis of € 450) have the same rights and obligations as with any other mini-job in Germany.

It is true that tolerated persons and refugees with residence permits are not able to carry out a mini-job easily. For both groups, however, the immigration authorities (Ausländerbehörde) can issue a work permit after the usual waiting period of three months from the application for asylum. Recognized refugees with a residence permit for reasons of international law, humanitarian or political reasons are allowed to work in any job. The employer is responsible for and must check the work permit of the persons they wish to employ.

Further information can be found here.

This statement can apply to refugees, as well as Germans. After all, asylum seekers are as diverse as the people in this country are different. In general, however, refugees think similarly to the German population in terms of attitudes towards democracy and freedom. This comes from a study led by the Institute for Employment Research (IAB), which you can read more about here.

As with any other employment, a personal interview can provide more insight into whether there is compatibility and if a working relationship even comes into question.

No, that’s not true. Such a thought is dangerous: It shows that one does not consider every human being to be equal. Respect for a refugee means treating them like anyone else. No one needs unjustified criticism, but false praise is also inappropriate.

Like any new employment contract, the mini-job employment of a refugee is accompanied by uncertainties on both professional and personal levels. If you are satisfied, the relationship will continue, and if you are dissatisfied, you can end it. This has nothing to do with racism towards refugees. There is no moral pressure to continue employment. This also applies the other way around. It is quite possible that your employee terminates the employment relationship. This does not mean, however, that the refugee is ungrateful.

Yes, that’s possible. Refugees from the Arabian region, for example, usually have had no previous contact with the German language. Whoever employs them must try harder when communicating – a small price for an important commitment.

No generalities can be identified here, either. Many refugees learn German or are already proficient in the language. At least two thirds of the refugees in Germany have already attended a language course. In addition, they also make use of other opportunities to improve their language skills, such as German media, being taught by friends and acquaintances, or learning software, as well as online courses.

If you agree with this statement, we may not be able to interest you in our program. Of course, there are differences between Germans and refugees when it comes to culture. This only becomes a problem when dwelling on them. It’s best to see them as an opportunity for growth and enrichment. Our opinion: Differences are good and help to see things from various viewpoints.

Perhaps the following figures on the level of education of refugees will convince you that cultural problems do not have to arise from cultural differences: 58 percent of adult refugees have spent ten years or more in school, training, and studies. 37 percent of refugees attended secondary school. Nearly one-fifth (19 percent) have had higher education, and 13 percent have graduated.

The question of work ethics should not be asked specifically in the case of refugees, but for each potential employee. With regard to professional expertise, however, this prejudice against refugees is unfounded. Care Forward prepares refugees for the demands of German households.

It should be obvious that an interview is necessary, as with every new potential employee, to find out whether the standards that person brings with him/her meet your expectations accordingly. This topic applies to any new employee, regardless of if they are a refugee or not.

No, not all refugees are traumatized. Those who are struggling with trauma need psychological and, above all, social support. This begins with integration into society and living in a favourable environment.

Many refugees are in a position and willing to contribute productively to society if given the chance. What could be more conducive to rapid integration into society than a job where people come together, exchange ideas, and improve their language skills?

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