The Flemish government has published a sweeping package of immigration reforms that will take effect on 1 January 2026, dramatically reshaping how employers in Belgium’s largest region hire foreign talent. Under the new decree, companies will face “chain-liability” obligations requiring them to obtain written declarations—and, in high-risk sectors such as construction, cleaning, meat processing and parcel delivery, copies of immigration documents—from every contractor in their supply chain. A prime contractor that negligently engages a subcontractor employing undocumented workers can now be fined even if it was unaware of the violation.
At the same time, Flanders is making labour-market testing far more stringent. Posting a vacancy with the VDAB job portal will no longer be enough; employers must show active efforts to recruit Belgian or EU residents. Authorities may presume a local worker could have been hired if job requirements appear inflated or if unemployment data suggest ample local candidates. The rule is intended to curb what officials call “cosmetic advertising” of roles that are ultimately filled by cheaper third-country nationals.
The region is also abolishing migration pathways for jobs that require only primary or basic education (VKS levels 1–2) and tightening the definition of “highly skilled.” From 2026, a highly skilled permit will be issued only if the role demonstrably needs a tertiary-educated professional. Employers relying on lower-skilled foreign labour—especially in logistics and hospitality—will therefore need to rethink workforce planning or invest in automation.
![Flanders Tightens Work Permit Rules, Cuts Pathways for Lower-Skilled Migrants]()
Against this backdrop, companies seeking hands-on assistance can turn to VisaHQ, whose Brussels-based team provides end-to-end support with Belgian work permits, document legalisation and compliance monitoring across complex subcontractor chains. Learn more about how VisaHQ can simplify your immigration processes at https://www.visahq.com/belgium/.
Finally, Flanders will introduce a €200 regional processing fee for single-permit applications later in 2026, on top of the existing federal fee. Multinationals with large intra-EU mobility programmes face higher compliance costs and longer lead times, while HR departments must update budget forecasts and assignment policies.
For businesses, the key takeaway is urgency: review staffing models, map subcontractor chains, and begin documenting local-hire efforts now. Ignoring the new rules could lead to permit denials, fines and reputational risk once inspections begin.
At the same time, Flanders is making labour-market testing far more stringent. Posting a vacancy with the VDAB job portal will no longer be enough; employers must show active efforts to recruit Belgian or EU residents. Authorities may presume a local worker could have been hired if job requirements appear inflated or if unemployment data suggest ample local candidates. The rule is intended to curb what officials call “cosmetic advertising” of roles that are ultimately filled by cheaper third-country nationals.
The region is also abolishing migration pathways for jobs that require only primary or basic education (VKS levels 1–2) and tightening the definition of “highly skilled.” From 2026, a highly skilled permit will be issued only if the role demonstrably needs a tertiary-educated professional. Employers relying on lower-skilled foreign labour—especially in logistics and hospitality—will therefore need to rethink workforce planning or invest in automation.
Against this backdrop, companies seeking hands-on assistance can turn to VisaHQ, whose Brussels-based team provides end-to-end support with Belgian work permits, document legalisation and compliance monitoring across complex subcontractor chains. Learn more about how VisaHQ can simplify your immigration processes at https://www.visahq.com/belgium/.
Finally, Flanders will introduce a €200 regional processing fee for single-permit applications later in 2026, on top of the existing federal fee. Multinationals with large intra-EU mobility programmes face higher compliance costs and longer lead times, while HR departments must update budget forecasts and assignment policies.
For businesses, the key takeaway is urgency: review staffing models, map subcontractor chains, and begin documenting local-hire efforts now. Ignoring the new rules could lead to permit denials, fines and reputational risk once inspections begin.
