Fair recruitment of nursing staff

Our basic social principles for the recruitment of personnel from third countries.

We place great value on justice, ethics and personal responsibility when it comes to implementing our projects. Our Social Principles are a promise to all candidates, employees and care facilities:


The Parties aim to humanize the globalization of skilled worker recruitment processes. With a clear mission statement, the Parties want to prevent the irreversible process of globalization from triggering fears among people worldwide that can be avoided.

The Parties' mission statement is fundamentally based on the recognition of the WHO Code of Conduct for the International Recruitment of Health Professionals, which, along with compliance with the International Convention on Human Rights, guides the Parties' corporate practices. Specifically, it upholds individuals’ rights to migrate and acknowledges that the legitimate interests and responsibilities of foreign professionals, countries of origin, and employers in the destination country may sometimes conflict.

The Parties voluntarily commit to comply with both the ILO Core Labour Standards, particularly the ILO General Principles and Operational Guidelines for Fair Recruitment, and the IRIS Standards of the International Organisation of Migration. In addition, the Parties shall endeavor to ensure that the recruitment and placement process complies with the laws of all involved foreign countries where the Parties operate, including relevant labor and immigration laws. As GLOBOGATE acts as an extension of the client and involves a variety of participating service providers (such as language schools and recruitment agencies) in the recruitment process, GLOBOGATE addresses the following social principles—which GLOBOGATE lives by—to all its Business Partners. The Business Partners must observe and comply with these requirements insofar as they fall within their scope of application. Similarly, the Business Partners (including GLOBOGATE) shall observe the following guidelines, insofar as they fall within their scope of application.

1. Human rights principles

1.1 Human Rights

The Business Partner advocates and supports the observance of internationally recognised human rights.

1.2 No discrimination

The Business Partner undertakes to ensure equal opportunities in the recruitment of international skilled workers and to refrain from any discrimination unless national law expressly provides for selection according to certain criteria. Our goal is to uphold our commitment to non-discriminatory practices in the workplace, ensuring that all qualified applicants and employees have an equal right to employment and opportunities for advancement regardless of race, color, sex, age, religion, national origin, sexual orientation, or any other category covered by applicable laws.

1.3 Equal Opportunities

The Business Partner's policy includes providing and ensuring equal opportunity in recruitment, selection, training, compensation, promotion, transfer, and job assignment. Employment decisions shall be made based on valid job requirements. These opportunities and other terms and conditions of employment apply to qualified applicants and employees regardless of race, color, sex, pregnancy, age, religion, national origin, genetic makeup, sexual orientation, gender identity/expression and/or other protected categories under applicable laws.

1.4 Anti-harassment

Internationally recruited professionals should find a working environment free from harassment (sexual harassment, bullying, etc.). Business Partners are expected to maintain a harassment-free working environment. Retaliation against individuals who have raised a good faith concern about harassment or who have participated or cooperated in an investigation shall be prevented.

1.5 Forced or Compulsory Labour

The Business Partner has a zero-tolerance policy against any form of human trafficking or related activities, including any form of unlawful employee harassment, retaliation, forced or compulsory labour, sex trafficking, or child labour. The Business Partner shall strive to ensure responsible hiring and retention practices in its operations.

1.6 Health and Safety

The Business Partner recognises a responsibility to protect its employees and the planet. It is committed to providing a working environment that meets the highest health and safety standards.

1.7 Fair wages/compensation

The Business Partner shall establish internal policies to ensure fair compensation for all its employees and provide them with ample opportunities for professional development.

2. Labor law principles

2.1 Wages/compensation

The right to fair remuneration is recognised for all employees of the Business Partner (ILO Convention No. 100). The remuneration/compensation and other benefits (social benefits, holidays, etc.) take into account the principle of fairness and correspond at least to the respective national, legal standards or the level of the national economic sectors/industries.

2.2 Working hours

The Business Partner shall ensure compliance with the respective national regulations and agreements on working hours and regular paid holidays. Working hours, including overtime, may not permanently exceed the existing legal and/or collectively agreed standards in the respective countries.

2.3 Occupational health and safety

Occupational health and safety shall have the highest priority. The Business Partner ensures occupational health and safety in the workplace within the framework of national regulations and supports continuous development to improve the working environment.

2.4 Qualification

The Business Partner supports and promotes measures for the qualification of employees that are suitable for expanding and deepening the professional and technical knowledge that is essential for the work activity.

2.5 Legal requirements Source country

There may be legal requirements that the home country of the foreign employees sets for the international migration of workers. The Business Partner complies with these requirements and implements them in the best possible synchronization with the domestic legal framework.

2.6 Recruitment of foreign skilled workers

The recruitment of skilled workers from third countries is a cost-intensive, resource-draining undertaking for German employers. By investing in foreign nursing staff, these employers contribute to alleviating the shortage of skilled workers in the German health care system. For this reason, GLOBOGATE's Business Partners refrain from the targeted, active poaching of foreign professionals who are new to Germany and have therefore only had a short period of employment with another employer.

3. Principles of migration law

3.1 Residence permit

The Business Partner shall support any measures resulting from the requirements arising from the application for the granting of residence permits of its internationally recruited employees. In particular, it shall provide the best possible support to ensure that the conditions necessary for long-term residence can be fulfilled by the internationally recruited employees.

3.2 Recognition of foreign vocational training

The recognition of foreign professional training is of utmost importance for skilled workers from third countries. The Business Partner creates the appropriate framework conditions and enables measures to be taken so that the recognition of foreign professional training can be successfully completed within a reasonable time frame and with the best possible results.

3.3 Integration

International migration of labor is associated with various additional efforts and requires a high degree of commitment and flexibility from the Parties involved. In particular, migrating professionals leave their homes and families with few possessions and financial resources and enter a completely unknown and in many ways (culturally, socially, linguistically, meteorologically, etc.), different working and living environment. The Business Partners ensure a welcoming culture that enables the best possible integration of the foreign employees both in the working environment and in their private surroundings. To this end, the Business Partner must draw up and implement a comprehensive integration concept.

3.4 Legal requirements source country

There may be legal requirements in the home country of the foreign employees regarding the international migration of workers. The Business Partners comply with these requirements and implement them in the best possible synchronization with the domestic legal framework.

In all texts, we generally refer to all genders with the general form of address as well as the functions. For better readability, we have used the masculine form of address. "Employee", "Employer", "Business Partner", "Parties", etc. are used as neutral terms for all genders.


1 June 2024

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