New Horizons: Trends and challenges in the import of foreign personnel to Bulgaria in 2025

Workforce import from third countries is becoming a strategic priority for Bulgarian businesses, especially in sectors such as construction, manufacturing, transport and logistics, where the shortage of workers is noticeable. Companies no longer see this process as a short-term solution, but as a long-term strategy for stability and growth. Bulgaria can build on the experience of Western Europe, which has used different models to attract foreign workers for years. While some of these practices have proven successful, others have shown weaknesses that Bulgarian employers can avoid by managing the whole recruitment, integration and retention process more effectively. We have invited to "In our focus" Georgi Klisarski, International Mobility Consultant from our team, who will share his expert opinion on this hot topic.

Geographical expansion of the workforce

In 2024, most work permits and visas were issued to nationals from Kazakhstan, Uzbekistan and India. The expectation for 2025 is that companies will turn their attention to new markets, such as Indonesia and Vietnam, where employees are beginning to prove themselves as loyal, responsible and upstanding in the performance of their contracts.

At the same time, the UAE and Qatar are emerging as key sources of skilled professionals with international experience, particularly in construction and logistics (international drivers). These countries produce workers with good technical skills and experience of working to international standards, which facilitates their adaptation to the European market.

In parallel, due to lower wage expectations, interest in workers from Bangladesh and Pakistan will also increase. They can respond to the growing demand in various industries and fill gaps in sectors that have traditionally experienced staffing difficulties.

Focus on quality and staff integration

Bulgarian employers are increasingly aware that hiring foreign workers is not just a matter of filling vacancies, but part of a sustainable business model. More and more companies are willing to invest in the integration and upskilling of foreign staff instead of relying on a high turnover pattern.

Successful integration requires structured adaptation and onboarding programmes. More and more employers are developing effective methods to introduce new employees to the workplace and social environment, facilitating their long-term commitment and increasing their productivity.

Challenges of working with international workers

Despite clear trends towards increasing demand for international workers, there are several key challenges that companies need to consider:

• Difference in qualifications and expectations - Careful recruitment planning and pre-assessment of candidates' competencies is required to avoid a misalignment between the expected and actual level of training.
• Language and cultural adaptation - Although many foreign workers are motivated and adapt quickly, language barriers and cultural differences can hinder communication and the effectiveness of the work process.
• Sustainability - Providing competitive conditions to retain the interest of workers already in the country.

Optimising selection and integration processes

Although businesses are the main drivers of the recruitment process, streamlining procedures and improving conditions for integration can be supported by different stakeholders.

     How can companies improve their attraction and retention processes?

• Introduce adaptation programmes - Companies that develop structured onboarding and integration processes will have a higher success rate in retaining staff.
• Better recruitment planning - Clear selection criteria and collaboration with trusted recruitment agencies reduce the risk of discrepancies between expectations and reality.
• Focus on skills - Investment in skilled professionals can provide greater added value for companies in the long term.

     How can institutions support the process?

• Digitalising administrative procedures - Introducing online platforms for work permit and visa applications will reduce the bureaucratic burden and speed up the processing of documents.
• Increase the capacity of diplomatic representations - Expand the possibilities to process documents and conduct visa interviews in Bulgarian consulates and embassies in key labour source countries.
• Legalise and regulate the leasing of staff - Creating a new legal framework for hiring and leasing staff will give businesses more flexibility in managing their workforce and facilitate the integration of foreign workers into different industries.

In conclusion, expanding the geographic scope of the workforce, investing in adaptation and development, and better planning and management of the process will be key to successfully attracting and retaining international staff in Bulgaria. We have the opportunity not only to compensate for the shortage of staff, but also to establish ourselves as an attractive destination for the international workforce in the long term.