Hiring workers from Eastern Europe – including both EU citizens (from countries such as Poland, Romania, and Bulgaria) and non-EU nationals (from Ukraine, Moldova, Georgia, and the Western Balkans) – has become one of the most effective ways for European businesses to address ongoing labour shortages.
According to Reuters, citing research by the Rockwool Foundation Berlin (RFBerlin), the employment rate among migrants in the European Union reached a record high in 2025. The share of employed migrants increased from 67.8% to 68.2%, the highest level ever recorded.
Employment growth was particularly strong among non-EU nationals, whose employment rate rose from 59.4% in 2017 to 66% in 2025.
According to Eurostat, the countries experiencing the strongest demand for workers are:
- Netherlands – 4.0% job vacancy rate
- Belgium – 3.4%
- Malta – 3.3%
- Austria – 3.1%
Why More European Employers Are Recruiting Internationally
Research by ManpowerGroup Employment Outlook and the OECD shows that several long-term trends are driving international recruitment:
- Europe’s ageing population
- Historically low unemployment
- Shortages of skilled trades and technical professionals
- Growth in infrastructure projects
- Expansion of the renewable energy sector
As a result, international recruitment is no longer a temporary fix – it has become a strategic workforce solution for companies across Europe.
Below is an overview of the main legal recruitment pathways, together with their advantages, limitations, and practical considerations.
The Main Ways to Hire Workers from Eastern Europe
1. Free Movement of Workers (EU Citizens)
Who is eligible?
Citizens of EU Member States in Eastern Europe, including Poland, Romania, Bulgaria, Slovakia, Lithuania, Latvia, Croatia, and others.
How does it work?
Under Article 45 of the Treaty on the Functioning of the European Union, EU citizens are free to live and work in any Member State without obtaining a work permit.
After starting employment, they simply complete the standard national registration procedures, such as registering their residence, obtaining a tax identification number, and enrolling in the social security system.
Advantages
- No work permits or visas required
- Minimal administrative burden
- Employees can start work quickly
Disadvantages
- Strong competition for skilled workers across the EU
- Higher salary expectations compared with many non-EU candidates
2. Direct Employment Through National Work Visas and Residence Permits
Who is eligible?
Nationals of non-EU countries, including Ukraine, Moldova, Georgia, Serbia, Bosnia and Herzegovina, North Macedonia, Armenia, and others.
How does it work?
The employer issues a job offer or employment contract, after which the candidate applies for a national work visa (Type D) or a residence permit with the right to work.
In some EU countries, a Labour Market Test is still required before a permit can be issued.
Advantages
- Long-term workforce stability
- Access to a broad pool of skilled and semi-skilled workers
Disadvantages
- Processing times typically range from one to six months, depending on the country
- Possible visa refusals or administrative delays
3. Employee Posting and Temporary Agency Staffing
Who is eligible?
Both EU citizens and third-country nationals.
How does it work?
A company signs a contract with a licensed staffing agency or contractor that officially employs the workers and assigns them to another EU country through:
- Posting of Workers under the Posted Workers Directive; or
- Temporary Agency Work, where permitted under national legislation.
Advantages
- The agency assumes responsibility for payroll, HR administration, taxes, and compliance
- Fast workforce scaling for short-term or project-based needs
Disadvantages
- Higher hourly labour costs due to agency fees
- Strict EU compliance requirements regarding posted workers’ rights
4. EU Blue Card
Who is eligible?
The EU Blue Card is designed for highly qualified professionals who have either:
- a recognised university degree; or
- substantial professional experience (particularly in sectors such as IT where accepted under national rules).
How does it work?
The EU Blue Card provides a streamlined route to a residence and work permit for highly skilled professionals, provided they meet the salary threshold set by the host country.
Advantages
- Faster application processing
- Easier family reunification
- A pathway to permanent residence
- Greater mobility within the EU after 12 months under certain conditions
Disadvantages
- High minimum salary requirements
- Suitable only for highly qualified professionals
5. Seasonal Employment Programmes
Who is eligible?
Third-country nationals seeking temporary work in sectors such as agriculture, hospitality, and tourism.
How does it work?
Seasonal workers receive a simplified work permit or visa for employment lasting up to five to nine months per year, depending on the national rules.
Advantages
- Simplified application procedures
- Ideal for covering seasonal labour shortages
Disadvantages
- Strict time limits
- Workers must leave the country once the authorised employment period ends
- Not suitable for permanent staffing needs
6. National Fast-Track Schemes and Bilateral Programmes
Who is eligible?
Citizens of specific countries covered by national programmes, such as:
- Poland’s Oświadczenie procedure for citizens of Ukraine, Moldova, and Georgia;
- Germany’s West Balkan Regulation (Westbalkanregelung).
How does it work?
Certain EU countries operate fast-track immigration schemes that allow employers to recruit workers from selected countries without completing a full labour market test.
Advantages
- Processing often takes only a few weeks
- Lower qualification requirements
Disadvantages
- Available only to nationals of participating countries
- Valid only in the country operating the scheme
Europe’s Labour Market Is Changing
Europe has made significant progress in integrating migrants into its labour market. According to Christian Dustmann, Director of the Rockwool Foundation Berlin, the challenge is no longer simply helping migrants find jobs, but ensuring that their qualifications and skills are fully utilised.
Reducing unnecessary bureaucracy and making employment procedures more efficient will be essential if Europe is to remain competitive while addressing its long-term labour shortages.
For many employers, however, traditional recruitment remains too slow to meet urgent business needs.
To hire foreign workers in the EU smoothly and compliantly, be sure to read our guide as well 11 Critical Mistakes Employers Make When Hiring Foreign Workers
Why Employee Posting Is an Effective Solution
For companies that need qualified workers quickly, employee posting offers one of the fastest and most efficient recruitment models available.
Fast Hiring
We manage the entire recruitment process – from sourcing and screening candidates to legalisation, documentation, payroll, and ongoing administration.
This allows our clients to fill critical vacancies and deploy experienced professionals to their projects within the shortest possible timeframe.
Lower Administrative Costs
By using the Posting of Workers model in accordance with EU legislation, businesses can significantly reduce HR administration, payroll management, and legal compliance costs.
Instead of maintaining a permanent workforce, our clients simply pay for the hours worked while we handle employment administration, social security, documentation, and regulatory compliance.
Looking for Reliable Workers?
If your company needs qualified professionals for construction, logistics, manufacturing, hospitality, or other industries, we’d be happy to help.
Complete the enquiry form using the link below, and our recruitment team will quickly match you with experienced, fully compliant candidates ready to join your project.
If you still have questions, you can also explore our in-depth guide on the topic Hiring Foreign Workers in the EU: Questions and Answers
