Social proof
The majority of Belgian companies have already taken the step
And according to Acerta, those who have hired a first non-EU worker are more likely to do it again — because they see the benefits in practice.
Work migration in Belgium
6 in 10 companies already recruit internationally — what about you?
Acerta Consult's 2025 figures are clear: international recruitment is no longer reserved for large groups. More than 60% of Belgian companies already turn to foreign workers to fill their vacancies. LEXPAT Connect helps you take the step with method and legal security.
Source: Acerta Consult, June 2025 — analysis covering ~29,000 Belgian employers
6 / 10
Belgian companies employ international profiles
+242%
more Ukrainian workers in Belgium over 5 years
15.6%
foreign workers in Flanders in 2024
LEXPAT value
A structured approach, not an improvisation
Targeted profiles, a realistic legal reading and single permit support when non-EU recruitment requires it.
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Topics covered on this page
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Common misconceptions
What employers think who haven't tried yet
These hesitations are understandable — and for each one, data and field experience provide a concrete answer.
"It's too complicated for me"
The process looks daunting from the outside. But Acerta confirms: employers who took the step tend to do it again, because once well prepared, the process becomes manageable.
"It's only for large companies"
67% of large companies recruit internationally — but so do 22% of small businesses with 5 to 9 employees. It's not about size, it's about need.
"I can't find candidates locally but I'm not sure what to do next"
That is precisely the signal that it is time to broaden the talent pool. Filling hard-to-fill vacancies is the number one reason cited by employers who recruit internationally.
"I don't know how the single permit works"
That is exactly why LEXPAT Connect exists. The support covers both identifying the right profile and securing the administrative process.
Roles in demand
The profiles Belgian companies recruit internationally
It is often the same roles: those for which the Belgian local market simply no longer provides enough available candidates.
- Electromechanics and maintenance technicians
- Welders
- Nurses and care assistants
- Masons and formwork workers
- Production operators
- Equipment operators and logistics workers
- Refrigeration technicians and HVAC
- Home help workers
- Developers and IT technicians
- Pipefitters and installation fitters
Solution
LEXPAT Connect: a solution designed for employers
The goal is not only to make profiles visible, but to structure a credible international recruitment process that is clearer and legally better secured.
Solution
A pool of qualified profiles
Access candidates who exist but whom the local market no longer presents to you — in technical, care, construction and IT trades.
Solution
A structured approach
From the target profile to the start date, each step is mapped out to avoid guesswork and wasted time.
Solution
Single permit support
When non-EU recruitment requires it, the process is anticipated and secured — competent region, salary compliance, timelines and refusal risks.
Solution
You are not alone
More than 6 in 10 companies have already taken this path. LEXPAT Connect guides you along yours, wherever you are starting from.
International opening
Why are so many companies taking the step?
International recruitment only makes sense when it answers a concrete business need. When well framed, it becomes a real lever for the employer.
Why are so many companies taking the step?
Employers who have hired a non-EU worker are more likely to do it again. Acerta confirms it: once the experience is lived, the benefits speak for themselves — and the process becomes less intimidating.
Key points
- Fill vacancies that can no longer be covered locally
- Access specific skills unavailable on the Belgian market
- Strengthen diversity and innovation within teams
- Ensure business continuity in structurally under-pressure sectors
Legal framework
What makes the difference between an introduction and a secure hire
For shortage occupations, the legal dimension quickly becomes decisive as soon as international recruitment outside the EU is involved.
Legal differentiation
The single permit: a structured process, not a barrier
The procedure can look heavy from the outside. In practice, once well prepared, it becomes a lever rather than an obstacle. LEXPAT Connect integrates this dimension from the very first step.
What to review
- ✓Check the eligibility of the role and target profile
- ✓Identify the competent region (Wallonia, Flanders, Brussels) and its specific requirements
- ✓Assess salary compliance under the applicable collective agreement pay scales
- ✓Prepare the file to minimise refusal risks
- ✓Anticipate processing times and secure the full administrative pathway
Covered sectors
The most affected sectors
This logic applies to several sectors where hiring pressure directly slows activity.
Sector
Industry & production
Operators, technicians and maintenance profiles for production lines under permanent recruitment pressure.
Sector
Construction & civil engineering
Masons, formwork workers and tradespeople that are no longer available on the local Belgian market.
Sector
Logistics & transport
Drivers, handlers and operational profiles essential to business continuity.
Sector
Healthcare & home care
Nurses, care assistants and home help facing a structural and lasting shortage.
Sector
Special techniques & maintenance
Refrigeration technicians, electromechanics and installation fitters whose scarcity directly slows productivity.
Sector
IT & services
Developers and IT technicians for companies that struggle to find qualified profiles in Belgium.
Reassurance
For employers who want to move forward — without improvising
What you are looking for is a realistic, clear and legally secured approach. That is exactly what LEXPAT Connect offers.
You are not a pioneer
More than 6 in 10 companies have already recruited foreign profiles. You are joining a majority, not an exception.
Adapted to SMEs
LEXPAT Connect is not reserved for large groups. The support is designed for employers who recruit occasionally but seriously.
Zero improvisation
Each step is mapped out, each risk anticipated. You move forward with clarity rather than uncertainty.
One single point of contact
Profiles, administrative process, single permit: everything is centralised to save you time and energy.
International recruitment
Join the 6 in 10 companies who have already taken the step
Access a pool of qualified workers and move forward with method and legal security.
Employer contact
Need a direct conversation before moving forward?
The platform remains the main path. This form is offered as a secondary option for employers who prefer to be contacted directly.
Formulaire
Prefer to be contacted directly?
If you would rather talk first before exploring the platform, share your hiring need here.
Related pages
Other employer resources
Each page is tailored to the specific context of a city or topic — shortage occupations, legal framework and available profiles.