Two-Day Termination: Kaajal Tekwani’s Harrowing German Internship Crisis

(MUNICH) An Indian intern who moved from Berlin to Munich for a startup role in Germany was fired after just two days, raising urgent questions about how quickly employment decisions can ripple into immigration stress.

The intern, Kaajal Tekwani, says she cleared several interviews, completed a task assignment, and declined other offers before joining the company. On her second day, after arriving late due to an eye infection she reported to the team, the founder dismissed her that evening. The reasons cited, according to Tekwani, were that she was “not a team fit,” lacked “senior knowledge” despite the role being an internship, and had “punctuality issues.”

She worked remotely until September 1 and then returned to Berlin—emotionally shaken and out of pocket after paying relocation costs.

Why this resonated

Tekwani’s case has resonated widely among international students and early-career professionals because it captures a sharp reality: even when an Indian intern secures a role in Germany, rapid termination can leave a person exposed.

Startups often move fast and may have light HR structures. For foreign workers and interns, that speed can clash with visa and residency rules that expect stability.

According to analysis by VisaVerge.com, stories like this are becoming touchpoints for broader debates about worker protections and employer readiness when hiring from abroad. Germany has actively welcomed global talent—including thousands of students and early-career workers—thanks to strong universities, a stable economy, and employer demand. But the experience of being fired after two days illustrates how employer behavior can collide with a system designed to attract people while ensuring legal compliance.

Employer action and immediate fallout

Tekwani’s first day was uneventful. On day two, she arrived late because of an eye infection she had already told the team about. The founder’s same-day dismissal surprised her, given the internship’s junior scope and the company’s initial satisfaction with her work.

The company had helped arrange a place to stay, which suggested planning for her arrival. Still, by that evening the decision was final.

Consequences for interns in this situation:

• Uprooting life and choosing one offer over others, only to lose the role within 48 hours.
• Paying rent, deposits, and commuting costs with no guaranteed income.
• Emotional and professional shock—confidence and future plans can take a major hit.

Tekwani found the claim she lacked “senior knowledge” especially painful because internships are inherently for learning and growth.

For a young professional in a new city, a sudden dismissal can create a spiral—scrambling to find new work, paying for housing, and managing stress far from close support.

Residency risks and practical steps

When the employer anchors your right to live and work, losing that job can jeopardize your legal status. Many non-EU interns and employees in Germany hold residence permits tied to a specific purpose—study, training, internship, or skilled employment. If that purpose ends, the permit may be at risk and timeframes to switch status can be short.

Key actions for international interns and early-career workers in Germany:

• Check your permit type and conditions as soon as you accept an offer. Know whether it is tied to your employer, your field, or a specific program.
• Ask about notice periods and probation rules in your contract. In Germany, probation periods are common and allow quicker termination, but the terms must appear in writing.
• If terminated, contact your local Ausländerbehörde (foreigners’ office) quickly to discuss options. In some cases you may be able to switch employers or change your residence purpose if you act fast.
• Keep financial buffers. Relocation costs, deposits, and setup fees can drain savings; a cushion helps you ride out sudden changes.
• Document everything. Save emails about performance, schedule changes, and medical issues (like the eye infection) that might explain lateness.
• Seek support from student unions, expat groups, and legal clinics. Many offer free or low-cost guidance on employment and visa rules.

For official information on residence permits and employment conditions for third-country nationals, consult Germany’s federal government portal Make it in Germany:
Federal Government Portal: Make it in Germany.

The human side and peer networks

Tekwani’s ordeal highlights a softer, human reality: far from home with limited networks, young workers can feel isolated after a sudden job loss. Finding a peer group—other interns, international alumni, or mentors—can make a difference.

Practical peer-network benefits:

• Sharing which employers have high turnover
• Learning how to approach probation feedback
• Finding short-term housing options while regrouping

Employer flexibility vs. newcomer vulnerability

The case has stirred discussion about whether startups in Germany are prepared for global talent. Tech founders often value speed and fit, but foreign interns work within a legal framework that expects predictability.

• Quick dismissal may be legal if contracts allow it, yet the fallout for a non-EU worker is often heavier than for a local hire.
• That mismatch is driving calls for better safeguards.

Policy suggestions raised by advocates:

• Clearer termination standards for interns, especially where the role is explicitly for training.
• Basic protections tied to employer-sponsored permits, such as minimum notice or short paid transition periods.
• Required pre-arrival disclosures, including probation terms, performance expectations, and remote-work policies in case of illness.

Employers counter that startups need flexibility. Early-stage companies pivot often and cannot carry roles that don’t align. But this argument weakens when reasons for dismissal (like “lack of senior knowledge” for an internship) are mismatched to the role’s level. That gap can damage Germany’s reputation among international students who expected opportunity but see risk.

Practical checklist for Indian students and professionals considering Germany

• Treat an internship offer like a binding life decision: get the contract in writing with clear notice periods, probation rules, and travel or relocation terms.
• Ask for an HR point of contact who can answer immigration questions and confirm whether the role meets permit criteria.
• Build a plan B: identify two or three potential employers you can approach quickly if the first role collapses.
• Keep receipts and documentation of all relocation costs—records matter if a dispute arises.

Closing thoughts

Tekwani’s story—fired after just two days—will not define all internships in Germany. Many international internship experiences are positive and many startups act responsibly. But in a system that relies on employer judgment, a single abrupt decision can carry outsized consequences for a non-EU worker. That power imbalance worries immigration lawyers and student groups.

As Germany continues to court global talent, policymakers and founders face a shared test: make the promise of international opportunity match reality on the ground. That means internships that teach, contracts that protect, and immigration rules that allow room for honest mistakes—like being late once because of an eye infection—without putting a young person’s future at risk.