Slovakia’s labour market is increasingly relying on foreign workers. As domestic labour supply runs short, companies are expanding international recruitment and drawing inspiration from Czechia, where foreigners already account for more than 15% of employees. In Slovakia, the share is approaching 7% and is rising mainly in industry, logistics, and services.

Record numbers of foreign workers

In September 2025, Slovakia recorded 135,195 employed foreigners – the highest figure in the country’s history – according to data from the Central Office of Labour, Social Affairs and Family (ÚPSVaR) and the Institute for Employment Studies. This means foreigners already make up nearly 7% of the total workforce. Importantly, around two-thirds come from non-EU countries.

The largest group are Ukrainians, with over 50,000 workers. Other sizeable communities include Serbs, Indians, Czechs, and Romanians. Employment of Indian nationals has grown particularly fast: in 2025 their numbers almost tripled, and in many factories they have become a visible part of production teams.

Labour shortages despite low unemployment

Although Slovakia’s unemployment rate reached 5.3% in the second quarter of 2025 (slightly higher than a year earlier), employers across many sectors still report a shortage of candidates. Operational and technical roles are hardest to fill: machine operators, assemblers, support staff, as well as skilled trades and technical specialists. In practice, this means “there is still enough work – but not enough people to do it.”

According to recruitment firms Grafton Recruitment and Gi Group, the trend long visible in Czechia is now clearly emerging in Slovakia as well. They argue that the importance of recruiting abroad will continue to grow, as demographics and labour-market conditions increasingly limit the availability of domestic workers.

What Slovakia is learning from Czechia

Czechia is a natural reference point in the region: non-natives already make up more than 15% of employees there. The Czech labour market is more attractive not only because wages are higher, but also due to more efficient visa procedures and government programmes supporting recruitment from third countries.

Experts note that the Czech example shows how, with strong cooperation between the state and companies, procedures can be accelerated without losing control. In Slovakia, the situation is improving, but weak points remain: limited digitalisation of processes and insufficient appointment availability at the Foreigners’ Police, both of which can significantly delay administrative steps.

Integration matters more than recruitment alone

Specialists stress that simplifying bureaucracy is necessary, but the real test is integration: how quickly and safely new workers find their footing, understand expectations, and become part of a team.

Adaptation is becoming more complex as workers increasingly arrive from culturally distant countries, with different languages and work habits. That is why reliable support in a language the worker understands, clear communication, and preparation of Slovak colleagues are essential.

Well-planned integration reduces turnover, prevents conflict, and stabilises performance. In practice, the quality of adaptation is what distinguishes companies that retain foreign employees long term from those that lose them after a few months.

From “short-term help” to a development strategy

ÚPSVaR data show that foreigners in Slovakia most often work in manufacturing, logistics, construction, and services – usually as operators, assemblers, and support workers. At the same time, the number of skilled tradespeople and technical specialists is rising, and they are becoming a stable part of company teams.

More employers are treating foreign labour not as a temporary fix, but as a long-term source of development and growth. The fastest-growing groups come from India, Sri Lanka, and the Philippines, mirroring trends seen in neighbouring countries such as Czechia and Hungary.

Experts from Grafton and Gi Group estimate that Slovakia could reach around 15% foreign labour participation within the next few years. Much will depend on the speed of permit procedures and whether the integration of workers into local environments becomes systematic.

Slovakia lags in attracting high-skilled migration

Even as overall numbers rise, Slovakia remains less competitive than its neighbours in attracting highly qualified workers from outside the EU. In 2023, Slovakia issued only 24 EU Blue Cards – residence and work permits for high-skilled non-EU nationals – compared with over 500 in Czechia and more than 7,400 in Poland.

Over the past decade, the share of foreigners in high-skilled positions (managers, technicians, specialists) has almost halved, while the proportion of production operators and low-skilled workers has grown. Despite these limits, the contribution of foreign workers to the Slovak labour market is clearly visible: since 2015, their number has increased fivefold.

A new normal for the labour market

All signs suggest that foreign employment is becoming a permanent feature of Slovakia’s economy. The key questions for the coming years concern not only how to streamline administrative procedures, but also how to build working environments that help newcomers adapt effectively – and stay for the long term.