The EU Blue Card is one of the most favorable permits for non-EU talent seeking employment within the European Union. With the growing interest of companies in attracting workers and professionals from abroad, we invited Greta Stefanova, founder of WHISP and a proven partner of Manpower Bulgaria's International Talent mobility team, to debunk the myths and outline the realities surrounding the Blue Card regulation and its practical application in the labor market.
In the media space, there is a lot of talk about the "Blue Card" as a new regulation. Can you tell us more about the topic and its status?
The Blue Card definitely brings a number of positives, both for individuals and employers. When obtaining this type of permit, an employee can apply for residence and work for up to five years, he can also be insured for health and be part of the national health system, as well as benefit from unemployment benefits after a certain period of accumulated service. On the employer's side, the positives are shorter application processing times and less documentation required for the application itself.
At the end of January this year, changes to the UI law were proclaimed, prompting a very positive response from the local employer. Unfortunately, however, some of these changes have remained in the world of theory only.
According to the text of the changes, highly qualified employees could now apply not only with a university degree but also with sufficient experience in the relevant field/industry in which they will be working. This was one of the most meaningful modifications, which, however, remained unimplemented, perhaps in part because of the lack of specific definitions of the methodology and the persons responsible for drawing up the list in question.
What is the biggest stumbling block in the process and what are successful strategies to overcome it?
In view of the changes in the law with regard to the deadlines for the processing of EU Blue Card residence permit applications, businesses have also been left frustrated as there have been no significant reductions in the actual deadlines. We have also been misled in view of the text issued on the change of the methodology of service of documentation, from manual to electronic, as it states that this will come into force after the provision of technical infrastructure for the purpose of service. Without getting into unnecessary polemics on the subject, one big question mark remains - why cannot the already established E-gov secure electronic service system be used for this?
In this line of thought, only business can influence the actual implementation of the relevant changes. That is why we at WHISP have adopted a solution to automate much of the filing of documents to speed up the burdensome administrative path we are currently forced to follow.
Best practices in the West show how well-functioning trade unions, associations, and chambers of commerce create the prerequisite for the actual implementation of what the government has promised. Let us not remain passive this time either, raising our shoulders with a sigh of "Here it is like this". Taxpayers and businesses contributing to the growth in the country's GDP have the right to demand their rights and push for changes, therefore, that is what is needed for them to come into force.
What does the practice actually show - which industries in the region of the country actively practice attracting workers from abroad?
Attracting highly skilled workers from third countries is key for the IT industry, aviation, and hospitality, as well as for management positions in international companies, where it is the exchange of experts that would lead to a more solidly established company culture, more sustainable enforcement of international standards, and even to the building of long-term relationships with customers and contractors of local businesses worldwide.
