Resources for employers in Belgium
Resources for employers in Belgium
We use "refugees" to encompass forcibly displaced people with different legal statuses, such as refugees, subsidiary protection holders, temporary protection holders, asylum seekers, and others needing international protection.
In cases where differentiating information relating to each status is essential (i.e. regarding the right to work), this is clearly indicated.
Why hire refugees and stateless people in Belgium?
According to the World Economic Forum, hiring refugees is not only a way to tackle the issue of labour and skills shortages but also benefits companies as many refugees are skilled and can contribute to a company’s success. Applying their skills and contributing to their host society can fill existing labor gaps, bring innovation to the company and open new market opportunities. In this context, Belgian companies play an important role in the inclusion of refugees and stateless persons in the labour market. By taking on social responsibility, they enable refugees to thrive and host societies to fully benefit from their talents
The successful employment of refugees and asylum seekers is a priority for the different governments of Belgium. In Belgium, the federal government is responsible for the employment of asylum seekers. Both the federal and regional governments have employment programs, but it’s the regions that are responsible for the integration of refugees into the labor market and who monitor their efforts to find a job. Therefore, it is important that refugees and employers are well informed about employment rights and can fully benefit from them.
Although national governments are primarily responsible for integrating third-country nationals into the labour market, the European Union’s Action Plan for Integration on Inclusion 2021 – 2027 proposes actions to support Member States (MS) in overcoming integration-related challenges. The Action plan enhances employment opportunities and skills recognition for migrant communities by encouraging MS to work with social and economic partners and facilitating the assessment and validation of skills. EU funding can also support programs and measures on labour market integration.
Read the article “Hiring refugees is good for the world — and for business. Here's why” by the World Economic Forum
At the end of 2024, the General Labour Federation ABVV-FGTB, launched the “Refugees and Work” project within its defense initiative Force. The project aims to better integrate refugees – a vulnerable group – into the labour market while amplifying their voices through personal stories and interviews. The project also focuses on raising awareness among employers and policymakers as refugees who are allowed to work during their application process provide a solution to labour shortages and contribute to society.
The initiative is supported by numerous partners and serves as a call for action for everyone to help build a more solidarity-based society in which work is a right for all.
You can find more information on the project here.
In 2024, the Belgian government-operated national railway manager Infrabel launched the Earn & Learn-project, an initiative that provides training for newcomers to become railway workers, allowing them to gain hands-on experience while simultaneously enhancing their Dutch language skills. Once they have completed the program, they are offered a permanent work contract with the railway company. The project promotes an inclusive and diverse labour market by guiding newcomers and contributing to a sustainable future.
How many refugees and stateless people are there in Belgium?
According to 2024 data, Belgium is home to 172,442 refugees, most of whom come from Ukraine (81,295), Syria (18,669), and Afghanistan (9,238). In addition, the country is hosting 49,519 asylum-seekers, coming primarily from Palestine (5,945), Afghanistan (5,865) and Syria (4,210). As of mid-2024, there were approximately 836 recorded stateless people who have been granted a residence permit in Belgium. Recognized stateless people who have not been granted a residence permit are not included in this number.
Visit the Refugee Data Finder to learn more
How many of them are working?
According to a 2019 study by the European Migration Network (EMN) on the socioeconomic trajectories of refugees in Belgium, between 29% and 37% of refugees are effectively working 5 years after receiving asylum, increasing to 50% after 10 years. The proportion of people who have worked at least once was much higher, as 81% worked at least during a quarter of a year. Among Ukrainian refugees, 29% of those registered as job seekers have found a job since the beginning of 2022.
Read more in the report "Socioeconomic trajectories of beneficiaries of international protection"
What are the main challenges?
Refugees and stateless people face several challenges when accessing the job market, as they are still learning the national languages, foreign degrees are not always considered equivalent to national ones, and there is discrimination in the labour market. Although asylum seekers can start working four months after submitting their application for international protection, finding a job remains difficult due to the provisional and precarious residence status. Asylum seekers without a reception place are also unable to register with a municipality, which hinders their ability to obtain an "orange card", which is a precondition to access the labour market.
Stateless people in Belgium face several challenges in accessing employment. While some stateless individuals can obtain residence permits, the process ruled by strict criteria can be lengthy and complex. Additionally, bureaucratic hurdles, employer reluctance due to legal uncertainties, and difficulties in obtaining necessary documents further restrict their access to the labour market.
Read the country report for Belgium on the Asylum Information Database (AIDA) for asylum-seekers, refugees and temporary protection holders.
| Status | Who it applies to | Right to work? |
| Asylum seeker | Individuals who have applied for international protection and whose application is still in progress. They have not yet received a decision on their application. | Asylum seekers can start working four months after they have submitted their application for international protection. No separate permit is needed, their immatriculation certificate suffices. |
| Refugee status | Refugee status is granted to persons with a well-founded fear of being persecuted for reasons of race, religion, nationality, membership of a particular social group or political opinion. | Refugees have an unlimited right to work in Belgium. |
| Subsidiary protection | Individuals who do not qualify for refugee status but run a real risk of suffering serious harm upon returning to their country of origin. | Subsidiary protection holders have an unlimited right to work in Belgium. |
| Temporary protection | Residents of Ukraine before 24 February 2022 and their family members who were forced to leave their country due to the armed conflict. | Temporary protection holders have the right to work in Belgium. |
| Stateless person | A stateless person is not considered as a national by any State under the operation of its law. | Stateless persons who have obtained a residence permit through the regularization procedure on humanitarian grounds (article 9bis), have the right to work. Recognized stateless people who have been formally recognized by a family court, but do not have a residence permit, do not have the right to work. Stateless persons who have obtained a residence permit through the new statelessness administrative procedure at the Immigration Office have the right to work (but can face a practical obstacle as the employment framework has not yet been adapted to the new procedure). |
Bear in mind
Asylum seekers residing in a reception facility who are employed, must contribute a percentage (between 40-50% of their salary) of their income to the reception facility. Additionally, they can be excluded from receiving any material reception conditions if their income is higher than the social welfare benefit and their employment contract is considered as sufficiently stable.
How do I connect with refugee and stateless talent?
Companies interested in hiring refugees can contact the employment agency in their region. The VDAB is the employment agency of Flanders, Le Forem is the one of Wallonia, Actiris is the one of Brussels, and Arbeitsamt is the one for the German-speaking community. These agencies can help match companies to suitable refugee candidates and provide information on available subsidies. More details can be found on the Fedasil – Looking for work page.
For example, VDAB and its partners offer workplace language coaching for businesses that hire refugees. A language coach visits the workplace to support the employee and provides colleagues with practical communication tips. You can find more information here.
Companies can also get in touch with several non-governmental organizations that work with refugee communities and can make referrals to suitable candidates.
For example, JobRoad is an international non-profit organization dedicated to guiding disadvantaged individuals towards sustainable employment. One of their projects, “Refugees2Work”, stands out in particular. The project, funded by the European Commission’s Asylum Migration and Integration Fund (AMIF), provides four matchmaking actions per year to match individuals from vulnerable communities with employers in cooperation with employment agencies and local authorities. They do this through workshops, personal guidance and awareness-raising. By focusing on empowering international protection applicants and ensuring their full participation into Belgian society, it helps them take their first steps in the labour market.
Several other NGOs, such as the Umbrella Refugee Committee and Ukrainian Voices, Caritas International, Convivial, CIRE, Espace28, Duo for a Job, and BXL Refugees, also assist with livelihoods and employment. The complete list of organizations can be found on the interactive Refugee Initiatives Map.
Interested employers with questions about employment opportunities or initiatives for asylum seekers can contact Fedasil. Please find more information here.
What can I do to support refugee and stateless employees?
Companies can take several steps to create more refugee and stateless-friendly recruitment and onboarding processes. For example, when posting jobs, recruiters can use unique hashtags to mark them as suitable for refugees and stateless. It is advisable to revise language requirements for vacancies to allow candidates with minimum or no proficiency to apply where possible. It can also be a good idea to post job offers directly in languages spoken by refugees and stateless people or in English. Finally, in order to assist new hires in integrating successfully into their team, businesses can set up internal programs such as mentorship, language practice buddies, or team-building events.
Qualifications recognition
Individuals who have diplomas and qualifications issued from countries outside the EU may need to undergo a process of recognition, especially in the case of regulated professions or government functions. The process is managed by different entities depending on the region. More information can be found on this page.
Tailor-made language classes
Companies can partner with employment agencies to request tailor-made classes in one of the national languages. These classes equip employees with the vocabulary necessary for their jobs. These language classes are taken at the workplace and are coupled with professional training.
“Skills for Employment” toolkit prepared by IKEA with best practices on how employers can open employment pathways for refugees
A report by the TENT partnership for refugees on “How Hiring Refugees Helps Brands: Europe (2023)”