Control on the A8: Ukrainians caught without a work permit!

Control on the A8: Ukrainians caught without a work permit!

On Wednesday, October 21, 2025, a Ford Sprinter was checked on the A8 near Gruibingen in the direction of Stuttgart. During this check, which took place around 11:30 a.m., a 34-year-old driver and a 42-year-old passenger from Ukraine were stopped. The passenger was presumably carrying out assembly work, but could not produce a valid work permit. Further investigation confirmed the original suspicions and the driver is believed to be the company owner. Both men are now facing charges, as Filstalexpress reports.

The situation highlights the regulations regarding the employment of foreign workers in Germany. In principle, employees from third countries, which include Ukraine, need a valid work permit in order to be able to work in Germany. These regulations are important not only for legal compliance, but also for protecting employee rights.

Regulations for taking up work

Companies from third countries must report the deployment of employees in Germany if activities such as installation, maintenance or repair of systems or machines are carried out in Germany. Dismantling work is also subject to this reporting requirement if it serves to rebuild the systems in the country of origin. These requirements are clearly defined in the Employment Ordinance (BeschV), which are documented, among other things, in Arbeitsagentur.

The notification must be made at least 10 days before the start of work and all necessary documents must be present. Failure to comply with this reporting requirement may result in the company in question being reported. The check by the Central Foreign and Specialist Placement Office in Stuttgart is also required to ensure that all legal requirements are met.

Obligations of the employer

Employers are obliged to check the work permits of their foreign employees and to keep relevant evidence in their personnel files. According to the immigration law regulations, employers must also report the premature termination of employment to the responsible immigration authorities. It should be noted that employees from EU countries and the EEA are exempt from the extensive reporting requirements as they enjoy the right to freedom of movement. This is a fundamental regulation for nationals of these countries, as highlighted on the IHK website.

In order to ensure that the framework conditions for employment abroad are legally secure, it is advisable to obtain comprehensive information about the relevant regulations. This affects both the requirements for employees and the obligations of employers. In this specific case in Gruibingen, the legal consequences for the two Ukrainian men and the company responsible will now play an important role.