Economic Migration in Flanders: 2026 Updates

2026 marks an important shift for companies hiring international talent in Flanders. As of 1 January 2026, several changes to economic migration rules have come into effect. These updates introduce stricter criteria, more selectivity, and clearer administrative processes.

Below, we break down the key changes and what they mean for employers.

Stricter requirements for economic migration

The Flemish government has revised access to economic migration across different categories.

Highly skilled employees

From 2026 onwards, highly skilled workers can only apply for a single permit if they are employed in a genuinely highly qualified role.

The degree itself no longer needs to perfectly match the job. However, the level of the role is now decisive. If a highly educated candidate takes on a role that is not considered highly qualified, they will no longer qualify under this category.

This change aims to prevent misuse of the highly skilled migration route.

Medium skilled shortage occupations

Employers can still apply for a single permit for medium-skilled roles listed as shortage occupations. These roles benefit from a presumed labour shortage, meaning no labour market test is required.

However, the list has changed:

• 10 roles have been removed (including truck drivers, bakers, and butchers).
• 7 new roles have been added (including asbestos removers, diamond workers, and roofers).
• The list now includes 21 occupations.

It’s important to verify whether your role still qualifies before starting the process.

”Other” category

The biggest changes apply to the “other” category. Previously, employers could apply for a single permit for shortage occupations regardless of the candidate’s education level. This is no longer the case.

From 2026:

• Low-skilled roles are excluded from economic migration
• Employers must:
  • Prove the role is on the VDAB shortage occupation list.
  • Demonstrate the employee is medium-skilled.
  • Conduct a labour market test by publishing the vacancy for at least 9 weeks via VDAB and EURES.

As a result, several roles are no longer eligible, including positions such as dishwashers, cleaning staff, warehouse workers, and kitchen assistants.

Transitional rules for existing low-skilled permits

A limited transitional scheme applies to employees who obtained a work authorization for a low-skilled role before 1 January 2026. This allows employers to continue existing employment under specific conditions.

Renewal is only possible if:

• Employment continues without interruption.
• The employee remains in the same role.
• The employee stays with the same employer.

This scheme is strictly limited to the continuation of the current employment situation. If any of these conditions change, such as a new employer or a different role, the permit can no longer be renewed under the new rules.

Simplified process for seasonal work

There is some positive news for sectors such as agriculture, horticulture, and hospitality, where seasonal work is common.

For seasonal workers in shortage occupations, the process has been simplified. Employers are no longer required to carry out a labour market test, which reduces both the administrative burden and the time needed to hire.

However, this simplification is not automatic for all roles. Authorities still have the option to exclude specific functions if there is no proven structural shortage. It is therefore important to verify whether the role qualifies before starting the application.

New regional fee introduced in 2026

In addition to the existing federal administrative costs, a new Flemish fee will be introduced during 2026 for work authorisation applications.

Key points to consider:

• It applies to both new applications and renewals of single permits.
• It does not apply to separate work permits.
• It is charged in addition to the existing federal fee.

As a result, employers will need to take into account two separate cost streams, federal and regional, when planning international hires in Belgium.

What this means for employees

The 2026 changes make international hiring in Flanders:

• More selective.
• More regulated.
• More documentation-driven.

At the same time, certain processes, such as seasonal employment, have become more straightforward, offering some flexibility for specific sectors.

For employers, this means preparation is more important than ever. Understanding which category applies, verifying eligibility early on, and planning timelines in advance will help prevent delays, additional costs, or rejected applications. Taking a proactive approach ensures a smoother and more compliant hiring process.

Our support for international employment in Belgium

At Parakar, we support companies throughout the entire international employment process, from compliance to execution.

This includes:

• Guidance on employment law, immigration, and social security.
• Support with applications, documentation, and procedures.
• Strategic advice on international hiring and workforce planning.

If you’re planning to hire international talent in Belgium, it’s worth reviewing your approach early to stay compliant and efficient.

Get in touch