Italy Drive to Attract Foreign Healthcare Workers. An In‑Depth Look for 2025

As Italy faces rapidly aging demographics and persistent staffing gaps in healthcare, the government has rolled out new strategies to welcome skilled professionals from abroad. From visa increases to tax incentives, here’s what you need to know if you’re considering a move in the healthcare sector.

“Italy is signaling to global healthcare professionals that it’s serious about addressing shortages. Clear visa pathways and structured programs show intent and that attracts quality talent,” says Jon Purizhansky, CEO of Joblio.

Visa Expansion and Workforce Targets.

• In 2025, Italy plans to issue 165,000 work visas across various sectors — up from 151,000 in 2024 and 136,000 in 2023 .

• An extra 10,000 visas are allocated specifically for caregivers working with the elderly or people with disabilities, within a three-year labor migration scheme .

• The nation expects its foreign nurse workforce to approach 50,000 by early 2025, helping fill a projected shortfall of 30,000 clinical positions .

Where Nurses and Care Workers Are Coming From.

• Romania leads with around 12,000 nurses in Italy.

• Poland contributes about 2,000.

• India and Albania each supply roughly 1,800 professionals.

• Peru adds around 1,500, while regions like Lombardy are importing caregivers from Argentina, Paraguay, and African nations .

• Language centers are being opened in India to help align applicant skills and certifications with Italian standards .

Simplified Application and Credentials.

• Caregiver roles require either formal certification or relevant experience. Pay typically averages around €24,800 per year, with hourly compensation between €12 and €15 depending on region and experience .

• The application includes submission of the Long-Term Application Form D via VFS Global, document review, and an interview at a Visa Application Centre .

• From January 2025, consular biometric data collection (fingerprints) becomes mandatory for national D visas like the EU Blue Card and family reunification.

Broader Visa Options for Health Professionals.

Healthcare workers are part of a wider initiative to attract skilled talent:

• A Work Visa for Highly Qualified Workers has continued into 2025 to serve ICT, healthcare, green energy, and construction professionals.

• Italy has revised work contract rules — introducing six-month minimum terms and digital contracts — to match EU Blue Card standards.

• Employers can now pre-fill parts of the application, and visa decisions are returned within designated timeframes, often on click days.

Incentives and Regional Focus.

• Health Minister Orazio Schillaci has called for agreements to recruit doctors from abroad, especially in underserved specializations such as radiotherapy and pathology. Calabria has even arranged for nearly 500 doctors from Cuba .

• Regions like Lombardy are offering local incentives for international caregivers and placing emphasis on credential recognition and language training.

“The focus on specific roles, like elder care and medical specialisms, allows for faster integration and a better match of skills to demand. For international nurses and doctors, that clarity matters,” adds says Jon Purizhansky. “Attraction is one thing, but sustainable retention happens if professionals find career growth, social inclusion, and upward mobility. That should be part of the national agenda.”

Who Should Consider Relocating Now.

• Healthcare professionals, especially nurses, caregivers, and doctors with specialized training.

• Those with experience or credentials that can be recognized or upgraded through Italian qualification pathways.

• Applicants willing to learn Italian or access language support.

• Candidates who seek structured visa and contract clarity in return for commitment to areas with staffing need.

Italy’s 2025 strategy reflects a pragmatic approach: address acute staffing shortages, integrate international talent swiftly, and modernize processes at the same time. Foreign professionals in healthcare are being actively recruited with visa quotas rising, application systems simplified, and regional networks stepping in to support onboarding.

Jon Purizhansky observes: “Italy is building a framework that treats international healthcare arrivals as strategic assets rather than temporary fixes. That’s the kind of policy shift that could redefine its healthcare system over time.”

Originally Posted: https://jonpurizhansky.medium.com/italys-drive-to-attract-foreign-healthcare-workers-an-in-depth-look-for-2025-3901623131d8

Ethical Recruitment Challenges in Cyprus: Violations, Importance, and Joblio's Role in Solutions

In the evolving landscape of global labor migration, Cyprus stands out as a microcosm of broader challenges facing migrant workers. As a small EU member state with a booming economy in sectors like tourism, agriculture, ICT, and care work, Cyprus has seen significant inflows of third-country nationals to fill persistent labor shortages. However, recent reports and assessments reveal persistent violations of ethical recruitment practices that undermine worker rights and expose vulnerabilities to exploitation. This article explores these violations, explains their critical importance, and highlights how innovative platforms like Joblio can provide effective remedies.

Key Violations of Ethical Recruitment in Cyprus

Ethical recruitment, as defined by organizations like the International Organization for Migration (IOM), emphasizes fair, transparent processes where workers are engaged on merit without facing fees, deception, or abuse. In Cyprus, however, systemic issues persist, particularly affecting migrant workers from non-EU countries. Drawing from the Council of Europe’s GRETA fourth evaluation report on Cyprus (published April 2025) and other sources, several core violations emerge:

• Underpayment and Wage Disparities: Migrant workers, especially in domestic and care sectors, are frequently paid below the national minimum wage (€1,000 per month as of 2024, with adjustments pending). GRETA’s findings indicate domestic workers averaging far less than minimum rates, despite contractual promises, creating a tiered labor market that traps migrants in poverty and dependency. This is exacerbated by exclusions from wage protections, leading to withheld wages and unauthorized deductions for housing or food.

• Excessive Working Hours and Poor Conditions: Reports highlight migrant domestic workers enduring an average of 58 hours per week — well above the standard 42-hour contracts — without overtime pay or adequate rest. In agriculture and hospitality, seasonal workers face similar overwork, often in hazardous conditions, with limited access to healthcare or legal recourse. The U.S. State Department’s Trafficking in Persons Report notes that short-term permits heighten risks, as workers fear deportation if they complain. New laws in 2025 aim to crack down on workplace harassment and violence, empowering inspectors with fines up to €20,000 for non-compliance, but enforcement remains inconsistent.

• Recruitment Fees and Debt Bondage: A major abuse involves intermediaries charging exorbitant fees to workers, contrary to ethical standards that prohibit worker-paid recruitment costs. This leads to debt bondage, where migrants arrive indebted and vulnerable to coercion. GRETA urges stronger measures to prevent trafficking in human beings, including better detection of vulnerabilities in recruitment chains.  Illegal employment practices further compound this, with fines for undeclared workers reaching €1,000 per instance plus €500 per prior month, yet many employers evade accountability.

• Lack of Transparency and Contract Misrepresentation: Contracts often misrepresent job roles, pay, hours, and living conditions, with inadequate oversight allowing exploitation in vulnerable sectors like agriculture and domestic work. The EUAA’s Operational Plan for Cyprus (2025–2026) emphasizes the need for integrity in asylum and migration support, but gaps in ethical conduct persist. Additionally, issues like gross misconduct dismissals without notice highlight power imbalances, where migrants face immoral or criminal breaches without fair process.

These violations are not isolated; they reflect broader patterns in low-wage sectors, as noted in global calls to end recruitment fees and promote fair practices. Cyprus’s 2025 policy updates, including expanded hiring for third-country nationals and faster permit processing, aim to address shortages but have not fully curbed abuses.

Why Addressing These Violations is Crucial

The importance of tackling ethical recruitment violations in Cyprus cannot be overstated, for both humanitarian and economic reasons. First, these abuses perpetuate human trafficking and modern slavery, undermining the EU’s commitments to human rights and the UN’s Sustainable Development Goals. GRETA’s report stresses preventing vulnerabilities that lead to trafficking, including in recruitment processes. Migrant workers, often from Asia and Africa, face heightened risks of debt bondage, forced labor, and health deterioration due to overwork and poor conditions.

Economically, exploitation erodes trust in Cyprus’s labor market, deterring skilled talent and harming sectors reliant on foreign workers, such as tourism (expecting thousands of hires in 2025) and agriculture. It also burdens public systems with increased irregular migration and asylum claims, as workers flee abusive situations. The EU Commission’s 2025 assessment links growth to ethical inflows, warning that unchecked violations could stifle corporate relocations and domestic demand.

Moreover, in a post-pandemic world, ethical recruitment fosters social cohesion and equity. As Jon Purizhansky, CEO of Joblio, notes in discussions on global practices, “Reputation is currency in a small market. Employers who follow ethical standards fill roles faster and retain staff longer.” Ignoring these issues risks legal repercussions, including higher fines under 2025 laws, and reputational damage for businesses.

How Joblio Can Help: A Tech-Driven Solution for Ethical Recruitment

Joblio, founded by Jon Purizhansky — a refugee-turned-entrepreneur — emerges as a transformative platform in combating these violations. Launched as a tech-driven ethical recruitment tool, Joblio guarantees transparent hiring by eliminating hidden fees, conducting Know Your Customer (KYC) checks on candidates, and providing real-time job access with built-in legal safeguards. This directly addresses Cyprus’s issues by empowering workers with accurate information on contracts, pay, and conditions, reducing risks of misrepresentation and debt bondage.

Originally Posted: https://www.jonpurizhanskybuffalo.com/ethical-recruitment-challenges-in-cyprus-violations-importance-and-joblios-role-in-solutions/

Hiring Foreign Workers in Cyprus. What Employers Need to Know

 Cyprus has become a regional hub for sectors that rely on international labor, from hospitality and construction to agriculture and domestic care. With rising demand for skilled and semi-skilled workers, employers are increasingly turning to third-country nationals to fill gaps that the local market cannot meet. Yet the process of bringing in foreign employees involves paperwork, planning, and responsibility.

For Cypriot employers, understanding the requirements is essential to stay compliant with the law and to ensure that workers arrive on time and are integrated smoothly.

“Employers must align recruitment needs with ethical practices,” says Jon Purizhansky, CEO of Joblio. “Transparent contracts and fair treatment of workers lead to better retention, productivity, and compliance with migration laws.”

The First Step: Confirming the Need.

Before hiring abroad, employers must show that they tried to fill vacancies locally. Labor authorities typically request proof of advertisements or outreach before granting permission to recruit from outside the EU. This requirement is particularly relevant in industries like tourism and agriculture, where seasonal surges create shortfalls.

The Application Phase.

Once the local search has been exhausted, the employer can move forward with a work permit application at the Civil Registry and Migration Department. This process requires multiple supporting documents, including company registration certificates, social insurance clearance, proof of accommodation, and a signed contract.

Employers who manage the paperwork early avoid delays that could derail hiring plans. “The reality is that a missing document or late submission can push a project back by weeks,” Jon Purizhansky explains. “Preparation is the employer’s best safeguard.”

Sector Timelines Employers Should Expect.

Processing times are not the same for every industry. The following are typical lead times for bringing workers to Cyprus:

• Hospitality and Tourism: 6–8 weeks, with hotels and restaurants often submitting applications well ahead of the summer season.
• Construction: 8–10 weeks, as projects require detailed approval and compliance with safety regulations.
• Agriculture and Seasonal Work: 4–6 weeks, often expedited due to the nature of seasonal cycles.
• Domestic and Care Work: 6–8 weeks, with applications requiring proof of household income and accommodation.

Employers who align recruitment with these timeframes reduce the risk of staff shortages during peak demand.

After Arrival: Employer Obligations.

Approval of a work permit does not mark the end of employer responsibility. Workers must be registered with the Social Insurance Services, receive health and safety guidance, and be provided with adequate housing and insurance coverage. Renewals also require attention, as expired permits can result in penalties for both employer and employee.

“Compliance is not only about avoiding fines,” says Jon Purizhansky. “Workers who feel secure and respected are more productive, which benefits the employer as much as the employee.”

Practical Checklists by Sector.

Hospitality and Tourism.

• Seasonal employment contracts in English or Greek,
• Proof of housing arrangements for seasonal staff,
• Labor authority approval for seasonal recruitment.

Construction.

• Detailed project description and timelines,
• Safety certificates and compliance records,
• Accommodation plans for workers on or near project sites.

Agriculture.

• Farm registration and proof of seasonal activity,
• Accommodation and transport arrangements,
• Worker housing inspected and approved by authorities.

Domestic and Care Work.

• Written employment agreement with clear duties and pay,
• Proof of household income to cover wages,
• Accommodation provided within the home.

Cyprus will continue to depend on foreign labor to support sectors central to its economy. For employers, this means recruitment strategies must balance efficiency with responsibility. By anticipating timelines, keeping documentation in order, and treating employees fairly, businesses position themselves for long-term stability.

As Jon Purizhansky concludes: “Employers that invest in ethical recruitment protect workers and safeguard their own businesses. Fair contracts and proper documentation are the foundation of long-term success.”

Originally Posted: https://www.jonpurizhanskybuffalo.com/hiring-foreign-workers-in-cyprus-what-employers-need-to-know/

A Step-by-Step Guide for Workers

Cyprus has become an increasingly attractive destination for foreign workers, offering opportunities in tourism, construction, agriculture, hospitality, and domestic services. Its location at the crossroads of Europe, Asia, and Africa makes it a unique hub for international labor mobility. For many, securing a job in Cyprus is a chance to earn a stable income and an opportunity to gain valuable international work experience.

This guide is designed to help workers navigate the process of moving to Cyprus for employment with insights from Jon Purizhansky, CEO of Joblio, who has long worked on ethical recruitment and labor mobility programs.

Step 1: Securing a Job Offer.

Before applying for a visa or permit, workers must first secure employment with a Cypriot employer. The most in-demand roles include:

• Hospitality and tourism (hotels, restaurants, catering services),

• Construction and skilled trades,

• Agriculture and seasonal farming,

• Domestic and care work.

“Transparent recruitment is the foundation of successful labor migration,” says Jon Purizhansky. “Workers should never pay illegal recruitment fees. Always confirm that your job offer comes directly from a licensed employer or through verified ethical recruitment channels.”

Step 2: Work Permit Application.

Once a worker is hired, the employer in Cyprus is responsible for submitting an application for a work permit (also called an employment permit) to the Civil Registry and Migration Department. The key documents usually required include:

• A valid passport,

• Employment contract signed by both parties,

• Recent health certificate,

• Proof of accommodation (often provided by the employer),

• Criminal record certificate.

The work permit is typically valid for one to two years and may be renewed depending on the type of employment.

“Cyprus authorities place strong emphasis on documentation and proper contracts,” explains Jon Purizhansky. “Workers must ensure their contracts clearly state salary, job responsibilities, and accommodation details. This protects both the employee and the employer.”

Step 3: Entry Visa and Arrival.

Once the work permit is approved, workers must apply for an entry visa at the nearest Cypriot embassy or consulate. Upon arrival in Cyprus, they need to register with the local migration office and obtain a temporary residence permit, often referred to as the ‘Pink Slip.’

The registration process involves submitting biometric data and proof of medical insurance.

Step 4: Settling In and Understanding Worker Rights.

Foreign workers in Cyprus are entitled to certain protections under labor law, including minimum wage regulations in specific sectors, safe working conditions, and access to healthcare. Trade unions also play an active role in ensuring fair treatment.

“Integration does not end with arrival,” Jon Purizhansky emphasizes. “Workers should be briefed about their rights and responsibilities, learn about cultural expectations, and know where to seek help if challenges arise. Ethical recruitment models provide pre-departure and post-arrival orientation that makes this transition much smoother.”

Pre-Departure Packing List for Workers Going to Cyprus.

Preparing for the move can feel overwhelming, but a well-thought-out packing plan makes the transition easier.

Documents:

• Passport (valid for at least 12 months),

• Work permit approval letter and employment contract,

• Entry visa,

• Copies of all documents stored digitally and on paper,

• Health certificates and vaccination records.

Personal Care & Health:

• Prescription medication (with doctor’s note),

• Basic first aid kit,

• Personal hygiene products for at least the first month.

Financial & Practical Items:

• Initial cash in euros for basic expenses upon arrival,

• International debit/credit card,

• A small dictionary or translation app if not fluent in English or Greek,

• Phone with international SIM or unlocked device.

Cyprus offers significant opportunities for migrant workers who are prepared and informed. The process requires patience and careful attention to legal requirements, but with the right guidance and preparation, workers can build a positive experience abroad.

Jon Purizhansky summarizes it well: “Cyprus has the potential to be a welcoming environment for migrant workers if recruitment remains transparent and supportive. With structured guidance and ethical practices, workers can avoid exploitation and focus on achieving their goals.”

Originally Posted: https://jonpurizhansky.medium.com/a-step-by-step-guide-for-workers-3086673825de

Labor Immigration to Cyprus in 2025

Who’s Hiring, What It Pays, and How the System Works

Cyprus has quietly become a lively entry point for global talent. A booming tourism season, an expanding ICT hub, and steady growth in shipping and professional services are drawing employers toward international hiring, especially for roles they cannot fill domestically. At the same time, the country is tightening oversight of irregular flows and reworking labor-market rules to meet real shortages.

A small island with big inflows

Relative to its size, Cyprus receives one of the highest immigration rates in the EU. In 2023, the island recorded 43 immigrants per 1,000 residents, placing it just behind Malta and Luxembourg on a per-capita basis.

Foreign-born residents now account for a large share of the population. The latest census shows about 22% of residents are non-Cypriot citizens in the government-controlled areas, confirming the country’s shift toward a more open, service-heavy economy.

Corporate relocations add momentum. An EU Commission assessment in June 2025 notes that foreign-owned firms have been moving staff and operations to Cyprus, especially in ICT, tourism and sea transport, lifting growth and domestic demand.

Jon Purizhansky, CEO of Joblio: “Cyprus is a classic case of a small market plugged into global value chains. Employers need people fast, such as front-of-house in hotels, technicians for logistics, and mid-career specialists in IT. The practical question is how to move talent ethically and efficiently.”

2025 policy updates employers are using:

• Expanded room for hiring third-country nationals. A 2025 reform widened access to international workers in shortage sectors, allowing foreign workforce shares up to 100% in certain industries and adding flexibility in others. Firms describe the change as a response to persistent vacancies in tourism, agriculture, care, and selected services.
• Faster case handling (when files are complete). Employer guides referencing the Migration Department indicate one-month processing is achievable for well-prepared applications, with permit validity up to three years. Always verify current timelines with the Civil Registry and Migration Department (CRMD).
• Seasonal worker channel stays open. EU rules as applied by Cyprus require a job offer, medical checks, a clean criminal record, and valid travel documents for seasonal permits.

Jon Purizhansky says: “Rules are evolving toward speed and clarity. The gap is often paperwork quality. When employers and candidates prepare upstream—contracts, housing, insurance, credential checks—the Cyprus process can move quickly.”

Where the jobs are in 2025

Tourism & hospitality. Hotels and restaurants continue to recruit internationally. Local coverage highlighted thousands of foreign hires anticipated, with tourism absorbing a large share. Wages in 19 hotel occupations rose from 1 January 2025, and the cabinet also approved a new framework for hiring foreign workers to address staff shortages.

Agriculture & food processing. Seasonal labor remains essential each year, especially during harvest and packing periods. The seasonal worker route is the standard pathway.

ICT, shared services & corporate relocations. The Commission’s 2025 assessment directly links recent growth to inflows of foreign companies and their staff. Tech and back-office roles cluster around Nicosia and Limassol.

Care work & domestic employment. Demand is steady, but watchdogs warn about exposure to underpayment and excessive hours for migrant domestic workers. In April 2025, the Council of Europe’s anti-trafficking body (GRETA) urged stronger protections and equal treatment under wage rules.

Jon Purizhansky adds: “Cyprus needs two things at once: rapid pathways for bona fide jobs and stronger safeguards where risks are higher, especially in household employment. Compliance isn’t paperwork alone. It’s pay transparency, working hours, and real access to help.”

Pay, payroll and cost-of-living markers

• National minimum wage. Since January 2024 the national minimum is €1,000 per month (12 payments). For the first six months with the same employer, €900 applies. The next review is scheduled in late 2025. Sectoral agreements may set higher floors.
• Average earnings. Government data place average gross monthly earnings at €2,979 for men and €2,606 for women in Q4-2024 (preliminary). Actual offers vary by sector, region, and skill.
• Social insurance. Employee contributions are generally 8.8% of gross remuneration (2024 basis). The cap on insurable earnings for 2024 stood at €5,239 per month. Confirm current-year figures before contracting.

Legal routes and the paperwork employers should expect

1) Temporary residence & employment permit (third-country nationals).

Applications run through the Civil Registry and Migration Department (CRMD) with biometrics collected during or after submission. The employer typically initiates the process, supplying the contract, company registration documents, and proof of compliance with quota or sector rules.

2) Seasonal worker permits.

For agriculture or tourism season peaks, the seasonal route requires: a valid passport, a signed employment contract, medical exam results, a criminal record certificate, and evidence of accommodation and insurance—as set out on the EU immigration portal.

3) Student employment (limited hours).

Third-country students may work up to 20 hours weekly during term, under specific conditions and sectors. Useful for bridging part-time needs.

Good practice checklist (employers):

• Written offer with role, pay, hours, overtime rules, and accommodation terms (if provided).
• Proof of market-rate salary and compliance with wage floors.
• Health insurance and housing details upfront for seasonal hires.
• On-arrival onboarding: tax number, social insurance registration, and orientation.

Compliance spotlight: rights and safeguards

The authorities have prioritized returns and faster asylum processing, reporting large drops in new asylum claims in 2024 and higher departure numbers for those without protection grounds. While this eases pressure on the system, it also places a spotlight on lawful labor routes and on preventing exploitation in domestic work and other vulnerable categories.

Ethical recruitment matters here. The GRETA findings describe domestic workers paid far below the national minimum and working 58 hours per week on average, despite contracts stating 42 hours. Employers should align pay with national floors and ensure deductions for food and housing are transparent and lawful.

Jon Purizhansky notices: “Reputation is currency in a small market. Employers who follow ethical recruitment standards, such as no worker-paid fees, clear contracts, live able schedules, fill roles faster and retain staff longer. That’s as important as salary.”

Practical timelines in 2025

When files are complete and the role is within an eligible sector, one-month issuance is achievable, according to employer guidance drawing on CRMD practice. Complex cases, missing documents, or quota questions extend timelines. Build buffers for medical checks and biometrics.

For seasonal campaigns, submit group applications well ahead of harvest or peak occupancy dates and coordinate arrival windows with accommodation capacity.

What this means if you’re a worker considering Cyprus

• Focus on verified employers and written contracts that match the job you will perform.
• Ask about housing, transport to worksites, and overtime pay—in writing.
• Check that your salary meets the national or sector minimum and that you’ll be registered for social insurance from day one.

If you are entering on a seasonal permit, confirm the length of stay, renewal options, and who covers travel and medical insurance.

Cyprus is hiring today. Tourism, seasonal agriculture, logistics, care roles, and select professional services are open to international applicants, and policy adjustments in 2025 give employers greater latitude to recruit abroad where shortages persist. Compliance, however, is under the microscope, especially in domestic work.

Originally Posted: https://jonpurizhansky.medium.com/labor-immigration-to-cyprus-in-2025-eebfb24644e0

How EU-Backed Vocational Training Is Supporting Migrant Workers in Romania and Bulgaria

 Romania and Bulgaria are actively reconfiguring their labor strategies to match demographic shifts and workforce shortages. As both countries emerge as destinations for international workers, vocational training programs backed by the European Union are playing a pivotal role in preparing these new arrivals for meaningful, long-term employment.

From manufacturing floors in Cluj to farms in Dobrich, foreign workers are stepping into essential roles and learning skills that align with local economic needs. These initiatives are creating new pathways not only for job placement, but for real integration into European labor markets.

EU Funding Mechanisms Driving Change

EU structural and social funds are increasingly being directed toward labor market adaptation and workforce inclusion. Programs such as the European Social Fund Plus (ESF+), Just Transition Fund (JTF), and the Recovery and Resilience Facility (RRF) are supporting job-specific training courses, language instruction, and employer-coordinated upskilling for third-country nationals.

Romania has earmarked €3.8 billion in ESF+ funding through 2027, a portion of which is targeting labor inclusion for non-EU citizens. Bulgaria has allocated approximately €2.3 billion with similar goals. These funds are channeled into regional employment programs, NGOs, and public-private partnerships that tailor training to both local and migrant needs.

“Access to structured vocational training is often the difference between workers who stay and workers who leave,” explains Jon Purizhansky, CEO of Joblio. “The EU’s support allows local institutions to build those structures in collaboration with businesses and civil society.”

In Romania, projects such as the “Work and Skills” initiative in the North-East region provide targeted training in logistics, agricultural machinery, and construction. In Bulgaria, the “Future Skills for Migration Inclusion” program co-financed by the ESF, ocuses on manufacturing and textile skills in Plovdiv and Burgas.

Bridging Labor Gaps with Targeted Training.

While general employment readiness matters, EU-backed training is increasingly sector-specific. The logic is simple: fill gaps where the demand is growing fastest.

According to Romania’s National Institute of Statistics, the country currently faces shortages in:

• CNC machine operation
• Welding and metal fabrication
• Commercial vehicle driving
• Fruit and vegetable processing

Bulgaria reports similar shortages in textile production, warehouse management, and seasonal agriculture. Vocational programs have been created to align migrants’ existing experience with local certifications or licenses, reducing downtime between arrival and employment.

“In many cases, foreign workers already have the baseline knowledge, they’ve worked in construction or food production before,” says Jon Purizhansky. “What they need is regional adaptation. That’s where these training efforts shine: they focus on equipment, processes, and compliance that are specific to Romania or Bulgaria.”

This tailored approach ensures that a truck driver from Georgia or a mechanic from Tunisia can become employable faster, boosting their earning potential while filling long-standing vacancies.

Partnering with Employers

Many EU-funded training efforts are delivered in partnership with employers themselves. Companies commit to hiring trained workers and often co-finance the training program. This keeps the curriculum aligned with real operational needs.

In Sofia, a Bulgarian agri-cooperative supports seasonal workers from Ukraine and Morocco by enrolling them in a jointly funded horticulture and pesticide-handling course. The program is tied to longer seasonal contracts and offers bonus compensation for trained workers.

Language and Cultural Adaptation

In both countries, EU training programs are increasingly incorporating language and cultural modules into their vocational models. Learning Romanian or Bulgarian is a requirement for many licensing paths, especially in trades like driving or healthcare.

“The human side of migration matters,” Jon Purizhansky adds. “Language instruction, orientation workshops, and legal support all reduce the risk of dropouts and exploitation. When workers feel prepared, they’re more likely to stay and grow with the employer.”

Scaling Impact.

While vocational training efforts are working, scale remains a challenge. Romania and Bulgaria continue to see rising numbers of work visa applications from countries like India, Bangladesh, Uzbekistan, and Egypt. In 2023, Romania issued over 100,000 new work permits — a record high. Bulgaria is forecasted to cross 80,000 annually by 2026.

Meeting these demands will require broader adoption of blended training models, stronger ties between public employment agencies and foreign recruitment platforms, and further EU investment into host country infrastructure.

“There is no shortage of people willing to work,” Jon Purizhansky concludes. “The question is how well we prepare them and how fairly we treat them when they arrive. Training is part of that equation, but so is dignity.”

Vocational training programs, especially those supported by EU funds, are changing how migrant labor is absorbed into local economies in Romania and Bulgaria. They’re helping foreign workers not only find jobs, but advance in them. In doing so, these initiatives are redefining what labor migration can look like in Eastern Europe: skill-driven, employer-aligned, and grounded in preparation.

Romania and Bulgaria are actively reconfiguring their labor strategies to match demographic shifts and workforce shortages. As both countries emerge as destinations for international workers, vocational training programs backed by the European Union are playing a pivotal role in preparing these new arrivals for meaningful, long-term employment.

From manufacturing floors in Cluj to farms in Dobrich, foreign workers are stepping into essential roles and learning skills that align with local economic needs. These initiatives are creating new pathways not only for job placement, but for real integration into European labor markets.

EU Funding Mechanisms Driving Change

EU structural and social funds are increasingly being directed toward labor market adaptation and workforce inclusion. Programs such as the European Social Fund Plus (ESF+), Just Transition Fund (JTF), and the Recovery and Resilience Facility (RRF) are supporting job-specific training courses, language instruction, and employer-coordinated upskilling for third-country nationals.

Romania has earmarked €3.8 billion in ESF+ funding through 2027, a portion of which is targeting labor inclusion for non-EU citizens. Bulgaria has allocated approximately €2.3 billion with similar goals. These funds are channeled into regional employment programs, NGOs, and public-private partnerships that tailor training to both local and migrant needs.

“Access to structured vocational training is often the difference between workers who stay and workers who leave,” explains Jon Purizhansky, CEO of Joblio. “The EU’s support allows local institutions to build those structures in collaboration with businesses and civil society.”

In Romania, projects such as the “Work and Skills” initiative in the North-East region provide targeted training in logistics, agricultural machinery, and construction. In Bulgaria, the “Future Skills for Migration Inclusion” program co-financed by the ESF, ocuses on manufacturing and textile skills in Plovdiv and Burgas.

Bridging Labor Gaps with Targeted Training.

While general employment readiness matters, EU-backed training is increasingly sector-specific. The logic is simple: fill gaps where the demand is growing fastest.

According to Romania’s National Institute of Statistics, the country currently faces shortages in:

• CNC machine operation

• Welding and metal fabrication

• Commercial vehicle driving

• Fruit and vegetable processing

Bulgaria reports similar shortages in textile production, warehouse management, and seasonal agriculture. Vocational programs have been created to align migrants’ existing experience with local certifications or licenses, reducing downtime between arrival and employment.

“In many cases, foreign workers already have the baseline knowledge, they’ve worked in construction or food production before,” says Jon Purizhansky. “What they need is regional adaptation. That’s where these training efforts shine: they focus on equipment, processes, and compliance that are specific to Romania or Bulgaria.”

This tailored approach ensures that a truck driver from Georgia or a mechanic from Tunisia can become employable faster, boosting their earning potential while filling long-standing vacancies.

Partnering with Employers

Many EU-funded training efforts are delivered in partnership with employers themselves. Companies commit to hiring trained workers and often co-finance the training program. This keeps the curriculum aligned with real operational needs.

In Sofia, a Bulgarian agri-cooperative supports seasonal workers from Ukraine and Morocco by enrolling them in a jointly funded horticulture and pesticide-handling course. The program is tied to longer seasonal contracts and offers bonus compensation for trained workers.

Language and Cultural Adaptation

In both countries, EU training programs are increasingly incorporating language and cultural modules into their vocational models. Learning Romanian or Bulgarian is a requirement for many licensing paths, especially in trades like driving or healthcare.

“The human side of migration matters,” Jon Purizhansky adds. “Language instruction, orientation workshops, and legal support all reduce the risk of dropouts and exploitation. When workers feel prepared, they’re more likely to stay and grow with the employer.”

Scaling Impact.

While vocational training efforts are working, scale remains a challenge. Romania and Bulgaria continue to see rising numbers of work visa applications from countries like India, Bangladesh, Uzbekistan, and Egypt. In 2023, Romania issued over 100,000 new work permits — a record high. Bulgaria is forecasted to cross 80,000 annually by 2026.

Meeting these demands will require broader adoption of blended training models, stronger ties between public employment agencies and foreign recruitment platforms, and further EU investment into host country infrastructure.

“There is no shortage of people willing to work,” Jon Purizhansky concludes. “The question is how well we prepare them and how fairly we treat them when they arrive. Training is part of that equation, but so is dignity.”

Vocational training programs, especially those supported by EU funds, are changing how migrant labor is absorbed into local economies in Romania and Bulgaria. They’re helping foreign workers not only find jobs, but advance in them. In doing so, these initiatives are redefining what labor migration can look like in Eastern Europe: skill-driven, employer-aligned, and grounded in preparation.

Originally Posted: https://jonpurizhansky.medium.com/how-eu-backed-vocational-training-is-supporting-migrant-workers-in-romania-and-bulgaria-fbf3dd49ce04

How Companies and NGOs Can Join EU Talent Partnerships in 2025

The EU’s Talent Partnerships now span Morocco, Tunisia, Egypt, Pakistan, Bangladesh and the Western Balkans and offer a structured way for organizations to collaborate on legal labor mobility, skill development, and employment. If you represent a company or non-profit, here’s how to plug into these initiatives and access funding, training, and long-term impact.

What Talent Partnerships Aim to Do

Talent Partnerships create a framework in which EU countries and partner nations identify skills in demand, provide training and validation, and connect vetted candidates to EU employers. Recognized participants earn a “Talent Partnership pass” visible in the EU Talent Pool, signaling verified training and skills.

They operate on a Team Europe approach, bringing together governments, vocational institutes, employers, and NGOs. The European Commission launched the partnership program in 2021, and since then, six formal partnerships exist.

How Your Organization Can Engage

1. Identify Relevant Pilots in Partner Countries

Check whether your sector is part of an existing partnership. For instance, the EU–Pakistan Talent Partnership launched a €3 million project in late 2024 focused on training and mobility across vocational and language skills.

The MOBILISE project between Netherlands, Tunisia, Egypt, and Ethiopia (funded by the Migration Partnership Facility) pilots circular migration in climate-smart agriculture. Internship rounds in 2024 hosted 37 trainees. This pathway is scaling into follow-up cohorts.

2. Use the Migration Partnership Facility (MPF)

MPF provides support tools for labor mobility aligned with Talent Partnerships. It helps design frameworks with partner country governments and NGOs and supports the EU Labour Mobility Practitioners’ Network.

Through the MPF you can access dashboards, matchmaking support, data on migration flows, and best practices.

3. Tap into Erasmus+ Blueprint Alliances or Pact for Skills

Although Erasmus+ focuses on education and youth mobility, its Alliances for Sectoral Cooperation on Skills support training content and curriculum development relevant to Talent Partnerships.

Other Regional Skills Partnerships, such as agri-food in Italy or the Lisbon area, bring together vocational providers, employers, and local authorities. They form building blocks for joint agricultural or tech migration schemes.

4. Get involved in pilot calls and integration contracts

By registering with national contact points, like ILO in Bangladesh or ICMPD for MOBILISE, you can participate in calls to deliver pre-departure training, language classes, or evaluation programs.

These pilots often include reintegration and skills return planning for circular migrants too.

“Talent Partnerships are living cooperation engines. Companies that step in early get visibility in the EU Talent Pool and build trust with origin-country ecosystems,” explains Jon Purizhansky, CEO of Joblio. “If you deliver pre-departure training or skills validation in partner countries, the workers arriving in Europe are prepared. That reduces dropout, speeds onboarding, and builds credibility.”

“Circular migration through programs like MOBILISE shows that talent exchange can be sustainable. Workers bring back knowledge; employers in Europe get reliable recruits. Both sides benefit long‑term,” adds Jon Purizhansky.

Steps to Connect.

1. Register interest with your country’s national contact point for Talent Partnerships often through migration or labor authorities, or EU focal bodies such as ILO or ICMPD.

2. Attend sector roundtables. These define roles in partner countries and opportunities for training or placements.

3. Propose projects such as training modules or mobility placements aligned to labor needs.

4. Secure co‑funding. EU financing typically supports up to 80% of project costs under MPF or AMIF.

5. Build twin arrangements. E.g. train in-country and host placement in EU. Examine circular return pathways.

EU proposals call for expanding Talent Partnerships to include east African, South Asian, and Latin American countries by 2026, with increased emphasis on agriculture, healthcare, and climate-related sectors. The planned EU Talent Pool will mark successful candidates with a pass flag, simplifying employer searches.

Meanwhile, reforms in ESF+ and AMIF now support mobility-linked skills modules via regional or cross-border partnerships. Projects under Pact for Skills are integrating foreign mobility into vocational ecosystems.

Joining an EU Talent Partnership is an opportunity to co-shape the future of legal migration and skills exchange. Whether you are a company seeking a sustainable recruitment pipeline or an NGO focused on training and inclusion, these frameworks provide funding, structure, and access to a brand-new set of vetted, internationally trained candidates.

As Jon Purizhansky notes, “Connection is the first step. Impact comes when we build training, validation, mobility, and reintegration into a full-cycle design.”

Originally Posted: https://jonpurizhansky.medium.com/how-companies-and-ngos-can-join-eu-talent-partnerships-in-2025-86c4b9eeef87