General Terms and Conditions (GTC)

Applicable to recruitment procedures commencing on or after 1 October 2026

Note on alignment with the quality seal: These General Terms and Conditions are designed for fair, transparent and ethically responsible international recruitment and are aligned with the applicable quality and testing provisions of the quality seal “Faire Anwerbung Pflege Deutschland” (RAL-GZ 912). The wording of these GTC alone neither constitutes ownership nor conferral of the quality seal.

§ 1 Scope and contractual structure

1. These GTC apply to all recruitment procedures commenced by IndoMedCare GmbH (“IndoMedCare”) on or after 1 October 2026 for the international recruitment, selection and placement of nursing professionals already qualified abroad for employment in Germany, as well as applicants for vocational training in nursing professions in Germany. Depending on the recruitment group, they also cover support with language qualification, professional recognition or training-related procedures, visa and entry procedures and integration.
2. They apply to clients, employers and training providers and, where applicable, to the nursing professionals and trainees being placed. Nursing professionals and trainees are hereinafter jointly referred to as “recruited persons”, unless a distinction is required.
3. Individual cooperation, placement or service agreements take precedence over these GTC in the event of conflicting provisions. Protective provisions for recruited persons, in particular cost-free recruitment, voluntariness, transparency and complaint rights, may not be restricted by such agreements.
4. IndoMedCare is neither a party to the employment contract between the employer and the nursing professional nor to the vocational training contract between the training provider and the trainee.

§ 2 Principles of fair and ethical recruitment

5. IndoMedCare is committed to fair, transparent and sustainable recruitment in compliance with applicable German law, the current quality and testing provisions of the quality seal “Faire Anwerbung Pflege Deutschland” and the WHO Global Code of Practice on the International Recruitment of Health Personnel.
6. Participation in the recruitment process and acceptance of a specific employment or training offer are voluntary. A recruited person may reject an offer or discontinue the recruitment process without being charged placement, recruitment or other recruitment-related costs.
7. IndoMedCare observes legal and international restrictions on recruitment from certain countries of origin and does not recruit where this is prohibited under applicable law or relevant safeguard lists.
8. Discrimination, in particular on the grounds of sex, origin, religion, disability, age or sexual identity, is prohibited. The German General Equal Treatment Act and other mandatory protective provisions remain unaffected.

§ 3 Services provided by IndoMedCare

9. Depending on the individual agreement, the services may include in particular:

• Recruitment and pre-selection of suitable nursing professionals trained abroad and suitable applicants for vocational nursing training in Germany;
• Review of basic application documents and coordination of interviews;
• Organisation and/or financing of agreed language preparation up to the required language level;
• For qualified nursing professionals: coordination and support of the professional recognition procedure, including communication with the competent authorities; for trainees: coordination of the documents and procedures required for training, entry and commencement of training;
• Coordination of the applicable fast-track skilled worker or entry procedure, where agreed and legally possible, and support with visa and entry formalities;
• Transparent information for recruited persons on the process, expected duration, essential rights and obligations and known allocation of costs and responsibilities;
• Organisation and/or support of entry into Germany and, by agreement, airport pick-up and transport to accommodation;
• Support during the initial integration phase, in particular with residence registration, health insurance, bank account, tax ID and mobile phone services;
• Where required, support through mentoring, orientation or integration programmes.

10. IndoMedCare owes the careful performance of the agreed recruitment and coordination services, but does not guarantee a specific decision by public authorities, the granting of a visa, professional recognition, the conclusion of an employment or training contract, or the continued existence of such contract.

§ 4 Obligations of the employer, training provider or client

11. The employer or training provider shall provide IndoMedCare in good time with complete and accurate information and documents required for the employment or training offer, employment or training contract, professional recognition or commencement of training, visa, approvals, entry and integration.
12. The employer or training provider shall provide a complete written employment or training offer in sufficient time for it to be demonstrably provided to the recruited person in an understandable form at least seven calendar days before conclusion of the employment or training contract, unless the applicable quality and testing provisions require a longer period.
13. Depending on the recruitment group, the employment or training offer should include in particular:

• Employer or training provider, place of employment or training and intended activity or training programme;
• Working or training hours, remuneration or training allowance, applicable collective or contractual basis, probationary period, annual leave and termination conditions;
• For nursing professionals: intended activity and remuneration before and after full professional recognition; for trainees: occupation/training programme, start date, duration, training allowance, participating nursing school and main practical training sites, where known;
• Information on induction or training support, language support, recognition or training measures and integration;
• Previous experience of the intended location with international recruitment and, where available, the number of internationally recruited persons previously employed or trained there;
• Named contact persons before entry and at the place of employment or training.

14. Before conclusion of the employment or training contract, a personal or virtual meeting between the recruited person and the employer or training provider is mandatory. Both parties shall have the opportunity to clarify open questions, expectations and essential employment or training conditions.
15. The employer or training provider shall inform IndoMedCare and the affected recruited person without delay of any material changes to previously communicated employment, working or training conditions.
16. The employer or training provider shall designate suitable contact persons for induction or training support, recognition and integration for each project. For cooperation with DRK Kreisverband Segeberg e.V., Ms Natalie Maroszkanycz, email: n.maroszkanycz@drk-segeberg.de, is currently designated as the central project and contact person unless otherwise notified in writing.
17. The employer or training provider shall support the recruited person with structured induction or commencement of training and with necessary recognition, language and integration measures and shall provide the required operational conditions.

§ 5 Rights and cooperation obligations of recruited persons

18. The recruited person shall provide complete and truthful information regarding identity, school or professional qualifications, professional experience where applicable, and other facts required for the procedure, and shall submit the necessary evidence in good time.
19. The recruited person shall cooperate with language qualification, recognition or training procedures, visa and entry procedures and agreed interviews insofar as this is necessary and reasonable for the intended placement.
20. The recruited person is entitled at all times to ask questions, review documents before signing and obtain independent advice. The person may not be disadvantaged because of a complaint, enquiry, rejection of an employment or training offer or withdrawal from the recruitment process.
21. Original documents generally remain in the possession of the recruited person. Temporary provision for administrative or organisational processing shall only take place with the person’s knowledge and consent and only for the period required.

§ 6 Employer-Pays Principle and cost-free recruitment

22. Recruitment and placement are free of charge for nursing professionals and trainees. IndoMedCare does not directly or indirectly charge recruited persons placement, recruitment, processing, placement-success or similar fees.
23. Recruitment-related costs and so-called “related costs” that fall under the employer-pays principle pursuant to the applicable quality and testing provisions may not be passed on to the recruited person. The specific allocation of costs between IndoMedCare and the employer or training provider is governed by the respective cooperation or remuneration agreement.
24. Where necessary for the specific recruitment pathway and classified under the employer-pays principle by the applicable quality and testing provisions, cost-free recruitment includes in particular agreed costs of language qualification including required language examinations; for nursing professionals, costs of the professional recognition procedure and required compensatory measures; for trainees, where applicable, costs of recognition or equivalence procedures for school qualifications required for training; as well as visa and procedure fees, required translations/certifications and recruitment-related travel and entry costs.
25. If a recruited person has already incurred costs for mandatory language qualification or a mandatory language examination before joining the recruitment programme, such costs shall be reimbursed in accordance with the applicable quality and testing provisions and upon suitable proof, insofar as a reimbursement obligation exists.
26. Legally permissible purely private costs that are not recruitment-related may remain with the recruited person. Such costs must be clearly distinguished from recruitment-related costs and explained in an understandable manner before they arise.
27. No deposits, security payments or comparable payments are required from recruited persons as a condition of participation, placement, entry, employment or training.

§ 7 Professional recognition procedure for qualified nursing professionals

28. This section applies to qualified nursing professionals. IndoMedCare provides understandable information on the professional recognition procedure and the possible consequences of a deficit notice.
29. Where applicable law provides a choice between a knowledge test and an adaptation programme, the nursing professional is informed about this freedom of choice neutrally and in good time. The decision is made by the nursing professional after personal consideration and, where appropriate, independent advice.
30. IndoMedCare and the employer may not require the nursing professional to undertake a particular compensatory measure without a legally permissible and transparently explained reason.
31. The employer shall provide the operational framework required for compensatory measures insofar as contractually and operationally agreed. Cost allocation is governed by the employer-pays principle, the applicable quality and testing provisions and the individual cooperation agreement.

§ 7a Special provisions for trainees in nursing professions

This section applies to persons recruited to Germany for vocational training in a nursing profession. IndoMedCare informs trainees in an understandable manner, before binding decisions are made, about the training occupation, duration, start date, probationary period, training allowance, working/training hours, annual leave, termination conditions, nursing school, provider of practical training and, where known, the main practical training locations.

The training provider shall ensure that the vocational training contract is concluded directly with the trainee and that the training complies with the applicable legal requirements.

Where the start of training requires recognition or assessment of foreign school qualifications, a specific language level or other official evidence, IndoMedCare shall provide transparent information and support the process within the agreed scope.

Trainees may not be treated less favourably than comparable trainees because of their international recruitment. In particular, no additional binding, repayment or penalty clauses may be agreed that indirectly transfer recruitment-related costs to them.

§ 8 Transparency, documents and information obligations

32. Essential information concerning recruitment, professional recognition or training, entry, employment and integration processes shall be provided in writing, in good time and in a language or form that the recruited person understands well.
33. The recruited person shall be given sufficient time to review documents and ask questions. Statutory or quality-seal-related minimum periods remain unaffected.
34. Oral side agreements that materially alter the recruitment process should be confirmed in writing.
35. IndoMedCare documents the essential steps of the recruitment process to an appropriate extent for evidentiary purposes.

§ 9 Service chain and partners in the country of origin

36. Where IndoMedCare engages cooperation partners, language providers, consultants or other service providers in the country of origin or in other countries, these partners are contractually required to comply with the rules applicable to fair recruitment.
37. In particular, such partners may not charge recruited persons placement, recruitment or processing fees, deposits, security payments or similar charges, and may not agree unlawful repayment, penalty or binding clauses.
38. Passports or other original documents may not be retained as security or withheld against the will of the recruited person.
39. If, contrary to these requirements, a recruited person has made payments to a cooperation or service partner used by IndoMedCare which, under the employer-pays principle, should not have been borne by the person, IndoMedCare shall reimburse the proven payments in full and without undue delay. Rights of recourse against the responsible partner remain unaffected.
40. IndoMedCare reserves audit and control rights in relation to partners in the service chain and may require remedial measures or terminate the cooperation in the event of violations.

§ 10 Complaints procedure and protection against disadvantage

41. Recruited nursing professionals and trainees may submit complaints, information or concerns at any time, orally or in writing and without disadvantage, to IndoMedCare or, where relevant, to the designated contact person of the employer or training provider.
42. Contact persons at IndoMedCare are Dr. Lijo Jose Vattoly / Dr. Alina Mary Antony, email: info@indomedcare.de. For the project with DRK Kreisverband Segeberg e.V., Ms Natalie Maroszkanycz, email: n.maroszkanycz@drk-segeberg.de, is currently designated as the employer contact person.
43. Complaints are treated confidentially, documented and generally concluded within no more than three weeks. If final resolution is not possible within this period, the complainant shall receive written information within the three-week period on the status of the matter, reasons and next steps.
44. Persons submitting complaints or information may not suffer unjustified disadvantages as a result. Where applicable, the protective principles of the German Whistleblower Protection Act are observed.
45. The right to contact authorities, advisory bodies, employee representatives, trade unions, legal advisers or the bodies responsible for the quality seal remains unaffected.

§ 11 Audit, quality assurance and remedial action

46. IndoMedCare is entitled to appropriately review compliance with contractual, statutory and quality-seal-related requirements within its own area of responsibility and among engaged service partners.
47. Where there are concrete indications of violations, IndoMedCare may request additional evidence, investigate the matter and require appropriate remedial measures.
48. Employers, training providers and engaged partners shall, to the extent legally permissible, cooperate with any subsequent quality seal audit and with necessary documentation. Data protection and confidentiality requirements remain unaffected.

§ 12 Remuneration payable by employers and training providers

49. Remuneration for recruitment and service activities provided to employers or training providers is set out in a separate offer, cost estimate or cooperation agreement.
50. Remuneration agreements between IndoMedCare and the employer or training provider do not create any payment obligation for the recruited person.
51. Where an individual cooperation agreement contains specific provisions on due dates, replacement placement or refunds, those provisions take precedence over these GTC.

§ 13 Liability

52. IndoMedCare is liable in accordance with statutory provisions for intent and gross negligence and without limitation for damage arising from injury to life, body or health and in other cases of mandatory statutory liability.
53. In the event of a slightly negligent breach of material contractual obligations, liability is limited to the typical, foreseeable damage.
54. IndoMedCare is not liable for decisions or delays by public authorities outside its own sphere of responsibility, in particular recognition or school authorities, diplomatic missions, immigration authorities or the Federal Employment Agency.
55. Liability for IndoMedCare’s own culpably incorrect information, unlawful charging of fees or attributable breaches of expressly assumed protective obligations remains unaffected.

§ 14 Termination and extraordinary termination

56. Ordinary termination rights and notice periods are governed by the relevant individual or cooperation agreement.
57. The right to extraordinary termination for good cause remains unaffected. If a contracting party breaches material obligations and does not remedy the breach within 14 calendar days despite written notice, the other party may terminate the contractual relationship with immediate effect.
58. In the event of serious breaches, in particular of the employer-pays principle, unlawful fee charging, demands for deposits, retention of passports, deception or other serious breaches of fair recruitment principles, a prior remedial period may be dispensed with.
59. Termination of cooperation between IndoMedCare and an employer, training provider or service partner may not result in recruitment-related costs being shifted to nursing professionals or trainees who have already been placed or are still in the process.

§ 15 Data protection, confidentiality and digital systems

60. IndoMedCare processes personal data exclusively in accordance with the General Data Protection Regulation (GDPR), the German Federal Data Protection Act and other applicable provisions.
61. Personal data is disclosed only where necessary and legally permissible to employers or training providers, nursing schools, authorities, recognition bodies, diplomatic missions, social insurance institutions or other bodies involved in the procedure.
62. IndoMedCare may use digital communication and documentation systems to carry out, communicate and document the services. Access provided to employers or training providers is intended solely for persons authorised by IndoMedCare and may not be disclosed to unauthorised third parties.
63. Where IndoMedCare uses processors, they are contractually bound in accordance with Article 28 GDPR. Data protection and confidentiality obligations are extended to such service providers in an appropriate manner.
64. Confidential information shall remain confidential after the end of the cooperation unless disclosure is required by law.

§ 16 Final provisions

65. The law of the Federal Republic of Germany applies. Mandatory protective provisions in favour of nursing professionals and trainees remain unaffected.
66. If any provision of these GTC is or becomes wholly or partly invalid, the validity of the remaining provisions shall remain unaffected.
67. Changes to these GTC due to changes in law or further development of the quality and testing provisions apply to new recruitment cases from the announced effective date. Existing contractual relationships are changed only insofar as this is legally permissible or validly agreed.
68. Agreements on jurisdiction apply only to merchants, legal entities under public law or special funds under public law and only to the extent permitted by law.