Belgium can offer strong opportunities to international candidates, but “shortage job” does not mean the same thing everywhere in the country. Employment policy and economic migration are managed regionally, so a role that helps a non-EU candidate obtain a permit in Brussels may follow a different route in Flanders or Wallonia.
The distinction became especially important on 1 October 2026, when Wallonia introduced a new, narrower list for recruiting workers from outside the EU. Candidates should therefore compare the exact workplace region, occupational definition, sector wage and housing terms before accepting an offer.
One country, three different shortage-job systems
Belgium’s public employment services publish broad labour-market lists showing occupations that employers struggle to fill. In 2026, VDAB identified 227 shortage occupations in Flanders, while Le Forem reported 144 shortage functions in Wallonia.[1][2] Brussels published a list of 68 shortage professions effective from 1 July 2026.[5]
However, a labour-market shortage list is not automatically a work-permit list. This is the most important point for candidates from outside the European Economic Area and Switzerland.
- Flanders: the government’s economic-migration list contains 25 medium-skilled functions. It is separate from VDAB’s much longer shortage list. A listed medium-skilled role benefits from a presumption of shortage, while some jobs appearing only on the VDAB list may require the employer to use the general procedure and demonstrate recruitment difficulties.[1][3]
- Wallonia: the economic-migration list valid from 1 October 2026 to 30 September 2027 contains 31 functions. It is separate from Le Forem’s wider list of 144 occupations used for labour-market information, career guidance and training.[2][4]
- Brussels: its list effective from 1 July 2026 includes occupations across construction, education, IT, industry, health, social services and transport. It also supports the regional shortage-profession work-authorisation route.[5]
| Region | Current shortage picture | Examples relevant to mobile candidates | Key practical issue |
|---|---|---|---|
| Flanders | 227 VDAB shortage occupations; 25 medium-skilled migration functions | Heavy-vehicle mechanic, electromechanical technician, HVAC technician, CNC operator, roofer, care worker | Confirm whether the job is on the 25-role migration list or only the broader VDAB list |
| Wallonia | 144 general shortage functions; 31 functions on the 2026–27 non-EU recruitment list | Construction estimator, site supervisor, roofer, meat cutter, food-production operator, industrial technical roles | Use the list effective from 1 October 2026, not the expired 2025–26 version |
| Brussels | 68 shortage professions from 1 July 2026 | Accountant, construction manager, electrician, ICT specialist, nurse, medical technologist, bus or CE driver | Language and qualification requirements can substantially reduce the pool of eligible candidates |
Counts describe different regional instruments and should not be treated as directly comparable vacancy totals.[1][2][3][4][5]
Where are the most realistic opportunities?
Flanders: technical depth, but check the correct list
Flanders has the broadest general shortage list, with persistent demand in construction, industrial maintenance, healthcare, logistics and technical services. VDAB’s ten particularly persistent shortages for 2026 include industrial electromechanics, machining setup, industrial maintenance, nursing, construction management and heavy-goods driving.[1]
For non-EU recruitment, however, the facilitated medium-skilled list is much smaller. Its 25 functions include construction-machine operators, inland-waterway crew, heavy-vehicle mechanics, electrotechnical workers, heating technicians, refrigeration technicians, pipefitters, care workers, CNC operators, roofers and chemical-process operators.[3]
Applicants may need a certificate, diploma, driving entitlement or evidence of experience matching the official job definition. A general title such as “mechanic” is not enough if the listed function requires complex work on heavy commercial vehicles. Candidates considering industrial work can also review our earlier guide to Europe’s factory hiring gap.
Wallonia: a newly narrowed route
Wallonia’s 31-role migration list took effect on 1 October 2026 and remains valid until 30 September 2027.[4] It includes selected construction, food-processing, hospitality, textile and industrial functions, but it is considerably narrower than Le Forem’s general shortage list.
This means a vacancy described as difficult to fill by Le Forem does not necessarily qualify for the shortage-occupation permit route. Employers may need to establish that no suitable local worker can fill an unlisted position or use another eligible category. Candidates should ask the employer to provide the exact occupation used in the application rather than relying on a translated vacancy title.
Brussels: more professional and service-sector variety
Brussels offers a different mix. Its July 2026 list covers accountants, construction professionals, teachers, ICT specialists, industrial technicians, healthcare workers, social-service professionals, security guards, bus drivers and CE-licensed lorry drivers.[5]
French or Dutch may be important depending on the employer, customers and duties. In teaching, healthcare, social work and public-facing roles, language ability is likely to be assessed more strictly than in some international IT environments. Candidates should request the required language level in writing and clarify whether the employer will fund training.
Pay: check the joint committee, not only the headline salary
Belgium does not operate with one simple statutory hourly minimum covering every worker. Pay floors are commonly established through collective agreements for the relevant sector and occupational classification. Where no sector minimum applies, the interprofessional guaranteed average minimum monthly income for an adult worker is €2,233.61 from 1 July 2026.[6]
This figure is a legal floor in the relevant circumstances, not a reliable market salary for a qualified shortage occupation. It is also an average monthly income concept that can take certain payments made during the year into account. Many sector scales are higher.
Before accepting, ask for:
- the gross hourly or monthly basic wage;
- the joint committee number and job classification;
- normal weekly hours and the treatment of overtime;
- shift, night, weekend, mobility or tool allowances;
- holiday pay, year-end payments and meal vouchers, where applicable;
- every deduction for accommodation, transport, workwear or equipment;
- an estimated net-pay illustration based on your circumstances, clearly labelled as an estimate.
Compare gross pay only after confirming whether accommodation and commuting costs are included. Candidates can browse current jobs in Europe, but each Belgian offer should still be checked against its applicable sector scale.
Who needs a work permit?
EEA and Swiss nationals generally do not need a Belgian work permit. Most other foreign employees need prior authorisation unless a specific exemption applies.[7]
For non-European nationals working in Belgium for more than 90 days, the employer normally submits a single-permit application. The application is routed to the region connected with the principal place of employment and combines the employment and residence procedures.[8] Inclusion on a shortage list can facilitate the employment assessment, but it does not guarantee approval of either part.
A candidate should not treat a signed contract as permission to begin work. Ask for written confirmation that the correct application has been filed and wait for the required authorisation, residence decision and visa where applicable. Do not travel as a tourist on an employer’s promise that paperwork will be completed later.
Qualifications and documents to prepare
Formal recognition is required when the occupation is regulated. If it is not regulated, professional recognition may not be legally necessary, although an employer can still require evidence of training, competence or experience.[9]
Healthcare, teaching and certain professional roles require particular care. Some EU qualifications can benefit from recognition arrangements, but candidates may still need to apply to the competent Belgian authority, provide translations and demonstrate language ability. Non-EEA qualifications can follow different procedures.
A useful application file includes:
- a passport or national identity document;
- a detailed CV with exact employment dates and duties;
- diplomas, trade certificates and course transcripts;
- employment references and social-insurance records where available;
- licences such as CE entitlement and Driver CPC where relevant;
- certified translations requested by the authority or employer;
- evidence of language ability;
- documents required for the regulated-profession procedure.
Recognition can take time, so begin before resigning or paying relocation costs. Our skills-first cross-border hiring guide explains how candidates can document practical competence when job titles differ between countries.
Accommodation checks before travelling
Rental law differs by region. Employer-arranged housing must therefore be documented separately from the employment offer, including the address, rent, charges, deposit, occupancy level and rules for leaving the accommodation if the job ends.
In Brussels, the security deposit for leases entered into or renewed from 1 November 2024 cannot exceed two months’ rent.[10] In Flanders, a landlord may request up to three months’ rent for residential contracts concluded from 1 January 2019.[11] Walloon law does not automatically require a rental guarantee, but one is commonly included in the contract and must follow regional rules when agreed.[12]
Never transfer a deposit solely on the basis of photographs or messaging-app contact. Request a written lease, identify the landlord or authorised agent, check whether utilities and communal charges are included, and obtain an inventory with dated photographs. If housing is shared, confirm the number of occupants, bedroom arrangements, registration possibilities and transport time to the workplace.
What employers should do
- Name the region and worksite: the competent permit authority depends on where the employee will mainly work.
- Use the exact occupation: match duties, qualifications and salary classification to the regional definition rather than changing a title merely to fit a list.
- State pay transparently: provide the joint committee, classification, gross base wage, hours, supplements and deductions before the candidate travels.
- Support documentation: tell candidates which diplomas, certificates, translations and recognition decisions are required.
- Separate housing from employment: provide a tenancy or occupancy agreement and avoid arrangements that leave a dismissed worker immediately homeless.
- Plan sufficient time: permit and qualification procedures should begin well before the proposed start date.
What candidates should ask before accepting
- Is the workplace in Flanders, Wallonia or Brussels?
- What exact occupation and permit category will appear in the application?
- Is my profession regulated, and who is responsible for recognition?
- What is the joint committee number and salary classification?
- What will be deducted for housing, transport or equipment?
- Which language is needed on the first working day?
- When may I legally travel and start work?
- What happens to my permit and accommodation if the job ends?
Some mobile candidates may also qualify for interview, relocation, language or recognition support. Check the conditions described in our guide to EURES mobility funding before incurring costs.
Practical conclusion
Belgium’s shortage market is promising but highly regional. Flanders has a deep technical labour shortage but a much narrower facilitated migration list. Wallonia’s new list contains only 31 functions from 1 October 2026. Brussels offers a broader mix of technical, professional, healthcare and service roles, with language and recognition often determining whether a candidate is genuinely employable.
Choose the job by examining the full package: the exact regional permit route, sector wage, qualification process, working language, housing contract and commuting cost. Shortage status improves opportunity; it does not replace legal authorisation or careful verification. Rules depend on the individual case, so employers and candidates should confirm current requirements directly with the linked regional or federal authority. This article provides practical information, not legal advice.
Sources and official references12 verified references
- Knelpuntberoepenlijst — Shortage Occupations List 2026
- Métiers en pénurie — 2026 Shortage Occupations
- Employing a Foreigner in Flanders: List of Medium-Skilled Positions
- Liste des métiers en pénurie
- Professions with Labour Shortages as of 1 July 2026
- Remuneration
- Work Permit
- Welcome to Working in Belgium
- Regulated Professions: Having Your Professional Qualifications Recognized
- Security Deposit
- Huurwaarborg — Rental Guarantee
- La garantie locative
Information reviewed 3 November 2026. Rules, statistics and labour-market conditions can change. Always confirm the latest requirements on the linked official websites. This article is general information, not legal advice.