Foreign employees as a strategic source of growth in the Czech labour market

Czech companies are facing one of the most challenging periods in the history of the labour market. Years of record-low unemployment have turned into continued pressure on HR capacities and production lines. Analyses used in strategic capacity planning point to a clear conclusion – without foreign workers, fulfilling growth ambitions represents a real operational risk for many businesses.

The following key data provide context to the situation we encounter in consultations with clients:

The unemployment rate in the Czech Republic reached 5.1% in January 2026 – the highest level since 2017. Despite this increase, thousands of vacancies remain open across the market. In practice, this means that recruitment limitations are structural rather than purely driven by unemployment figures.
The labour market has long been experiencing a shortage of candidates in key professions, such as machine operators, skilled trades and construction roles – precisely the areas where many companies most frequently seek reinforcements.

The shortage of candidates is no longer just a local issue

Although data show that the number of job openings remains stable or is growing, the structural mismatch between supply and demand continues to be a core challenge. Companies are struggling to find candidates for technical, manufacturing and logistics positions – profiles that traditionally fail to attract a sufficient number of local applicants.

According to employer surveys, companies are still experiencing increasing wage pressure and the need to adapt working conditions in response to the limited labour supply. Changes in remuneration frameworks, such as the automatic indexation of the minimum wage and ongoing labour law reforms, are contributing to rising labour costs that employers must absorb in an increasingly competitive environment.

Under the weight of these trends, organisations are increasingly viewing foreign candidates not as a temporary fix, but as a long-term capacity solution.

Foreign workers as a sustainable solution

Our experience in the Czech Republic shows that foreign employees are becoming a natural part of teams in organisations that require predictability and stability – for example, when planning production cycles or launching new contracts.

On 21 April 2026, we are organising an expert HR breakfast in Ostrava, focusing on the current labour market situation in the Czech Republic, the practical impact of labour law changes on employers, and the proper setup of foreign recruitment processes, including the risks of illegal or disguised agency employment.

Register now.

At times when local HR teams are under pressure from deadlines and management expectations, traditional job advertising is no longer sufficient. In such situations, international recruitment is often the only viable way to:

secure sufficient workforce capacity for business priorities,
avoid costly downtime in production and logistics,
reduce pressure on internal HR teams.

Unlike improvised recruitment campaigns, however, foreign hiring is a structured process. It requires legislative compliance, administrative oversight, logistical coordination and support for employee adaptation to ensure long-term sustainability.

Among clients who have implemented this process systematically, we have seen reduced turnover, improved team stability and, consequently, stronger production performance and more reliable capacity planning without unexpected disruptions.