Author:  Karen Blereau and Elise Thijs

For companies that recruit international employees, 2026 will be a pivotal moment. Since 1 January 2026, new rules on economic migration have been in force in Flanders. The reforms have resulted in stricter conditions, a more targeted selection process and additional administrative obligations.

Below you can read what these changes mean in concrete terms for employers.

1. New rules on economic migration in Flanders in 2026

The Flemish government has redesigned the economic migration system. Different rules apply depending on the type of employee.

Highly skilled employees: the focus is on the job

From 2026 onwards, it will no longer be sufficient for an employee to have a high-level degree. A single permit can only be applied for if the employee actually performs a highly qualified job.

The level of education must therefore be commensurate with the job content. Those who are highly skilled but perform a job that is not considered highly qualified fall outside this category. The intention is clear: the status of highly skilled worker may no longer be used for jobs that do not require this level of education.

Medium-skilled employees in shortage occupations: list revised

For medium-skilled profiles in shortage occupations, the procedure remains largely unchanged. A single permit can still be applied for without a prior labour market test, as there is a presumption of shortage.

However, the list of shortage occupations has been amended:

• Ten positions have been removed from the list, including lorry driver, baker and butcher.
• Seven new positions have been added, such as asbestos remover, diamond cutter and roofer.
• In total, the list now comprises 21 occupations.

Employers would therefore be well advised to check whether their intended job still falls within this category.

The 'other' category: clear tightening

The most significant changes are in the 'other' category.

Until the end of 2025, employers could submit an application for shortage occupations, regardless of the employee's level of education. Since 1 January 2026, this is no longer possible: low-skilled jobs are excluded from economic migration.

Anyone who wants to recruit a foreign employee in this category today must:

• demonstrate that the position is on the VDAB's list of shortage occupations and that the employee has at least a medium level of education;
• conduct a labour market survey in which the vacancy is published for at least nine weeks via the VDAB and EURES, with active cooperation in the mediation process.

As a result of this tightening, 21 jobs that are still considered shortage occupations by the VDAB but are considered low-skilled fall outside the scope of economic migration. Examples include jobs such as dishwasher, kitchen assistant, cleaner in private homes, warehouse worker or worker at height.

2. What about existing low-skilled permits?

A transitional arrangement has been provided for employees who obtained a work permit for a low-skilled job before 1 January 2026. Renewal remains possible, but only if the following conditions are cumulatively met:

• the employment continues without interruption;
• the employee continues to perform the same job;
• the employee remains employed by the same employer as at the time of the original application.

This therefore only concerns the continuation of an existing employment relationship. As soon as the employee moves to another employer, the possibility of renewal under this scheme lapses.

3. Seasonal work: administrative simplification

Not all changes are tightening measures. For sectors such as agriculture, horticulture and hospitality, the procedure for seasonal workers is actually being simplified.

Seasonal work in shortage occupations no longer requires an individual labour market assessment. However, the minister retains the power to exclude certain positions if no structural shortage is identified.

4. Introduction of a Flemish fee

In the course of 2026, an additional Flemish fee will be introduced for applications for admission to work.

A few points to note:

• The fee applies to both new applications and renewals of combined permits.
• Work permits remain excluded.
• This Flemish contribution is in addition to the existing federal administrative cost.

Employers will therefore have to take two separate levies into account: one federal and one Flemish.

Conclusion

With the reforms of 2026, economic migration in Flanders will become significantly more selective and administratively stricter. Access will be more limited for certain positions, while other procedures will be simplified.

For employers, this mainly means planning ahead, checking the correct job classification and carefully preparing the necessary documentation.

Vandelanotte supports companies at every step of international employment:

• legal advice on labour law, immigration and social security;
• practical guidance with applications and procedures;
• strategic advice on global mobility, risk analysis and policy-making.

This allows you to remain attractive to international talent even in a changing regulatory environment — without any unpleasant surprises.