Belgian Single Permit: how to recruit a foreign worker despite labour shortages in Wallonia in 2026
- Candice DEBRUYNE - Avocate au Barreau de Bruxelles
- 4 days ago
- 4 min read
Introduction
In 2026, the Walloon labour market is entering a new phase.
According to recent forecasts, one out of three companies in Wallonia plans to recruit, representing more than 88,000 open positions.
This figure does not mean that recruitment will become easier. On the contrary, it means that competition for talent will intensify.
Many sectors are already facing significant difficulties in finding qualified professionals, including engineers, specialised technicians, IT professionals, healthcare staff and technical workers.
In this context, companies need to rethink their recruitment strategies. Simply publishing a job offer is no longer always sufficient to attract the right skills.
For many employers, international recruitment is becoming an essential solution.
And this is precisely where the Belgian Single Permit is gaining importance.
This system allows companies to legally hire non-EU workers and broaden their access to talent in an increasingly competitive labour market.
When used correctly, the single permit can become a strategic tool to secure recruitment and support company growth.
The Belgian Single Permit: key facts
The single permit is an authorisation that allows a Belgian company to hire a non-EU foreign worker who will both work and reside in Belgium.
The procedure combines two components:
a work authorisation delivered by the competent Region (Wallonia, Brussels or Flanders)
a residence authorisation delivered by the Belgian Immigration Office.
The single permit is commonly used to recruit:
engineers
IT professionals
specialised technicians
healthcare professionals
workers in shortage occupations.
For companies struggling to recruit locally, it has become an important strategic lever to access international talent.
Labour shortages are intensifying in Wallonia
For several years, companies in Wallonia have been facing increasing recruitment difficulties.
Several factors explain this trend:
ageing of the workforce
lack of qualified profiles in technical professions
rapid transformation of required skills.
In 2026, this situation is expected to intensify.
The number of companies recruiting is increasing, while the number of available candidates is decreasing.
The result is simple: companies are entering a real competition for talent.
Recruitment becomes a strategic issue
In a context of labour shortages, recruitment can no longer be treated as a purely administrative function.
Companies that succeed in growing will be those that:
secure access to talent
anticipate administrative constraints
structure their recruitment strategy.
In other words, talent becomes a competitive advantage.
The single permit: an underused tool
The Belgian single permit allows companies to hire non-EU foreign workers legally.
The procedure combines:
a work authorisation
a residence authorisation.
However, for many employers, this system remains underused.
It is often perceived as:
slow
complex
uncertain.
Yet, when the process is properly structured, the single permit allows companies to:
significantly expand their talent pool
reduce dependence on the local labour market
secure recruitment from a legal perspective
support business growth.
In some sectors, it is even becoming the only realistic solution to recruit certain profiles.
Why competition for talent will continue to increase
Several trends are expected to increase pressure on the labour market:
growing recruitment needs
increasing international competition for talent
administrative procedures that are becoming more heavily solicited.
In this context, companies that wait too long risk facing:
longer recruitment delays
loss of candidates
slower project development.
Anticipation: the key to successful international recruitment
Companies that successfully recruit international talent generally adopt three key approaches.
Integrating the single permit into their HR strategy
International recruitment should not be improvised.
2. Planning recruitment needs
Forward-looking companies anticipate their recruitment needs 6 to 12 months in advance.
3. Structuring administrative procedures
A well-prepared application significantly reduces the risk of delays and administrative issues.
In this context, legal guidance can help secure the entire process.
When should companies recruit a foreign worker?
The single permit is commonly used to recruit:
engineers
IT specialists
specialised technicians
healthcare workers
workers in shortage occupations.
For companies facing recruitment difficulties, it can represent a concrete solution to maintain operations and sustain growth.
2026 starts now
The labour market is unlikely to ease in the coming years.
On the contrary, competition for talent will probably continue to intensify.
Companies that anticipate their recruitment needs will therefore have a decisive advantage.
The single permit is not merely an administrative formality.
It can become a powerful strategic lever to secure access to international talent.
Conclusion
If the growth of your company depends on your ability to recruit the right talent, it is essential to anticipate the available solutions.
The Belgian single permit can help companies:
recruit international talent
legally secure their recruitment processes
maintain business development projects.
However, the procedure must be properly structured.
If you are considering recruiting a foreign worker in Belgium, it is important to assess the feasibility of the project and prepare the application carefully.
At LEXPAT, we assist employers with their single permit procedures, from feasibility analysis to application preparation and follow-up with the authorities.
Companies wishing to recruit international talent must first understand how the single permit procedure in Belgium works.
Contact us to discuss your international recruitment project.
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