Bosna i Hercegovina posljednjih nekoliko godina bilježi vidljiv porast broja stranih državljana koji dolaze zbog rada. Strani radnici danas više nisu iznimka na domaćem tržištu rada, osobito u građevinarstvu, prerađivačkoj industriji, trgovini, ugostiteljstvu i drugim uslužnim djelatnostima.
Prema podacima za 2025. godinu, u Bosni i Hercegovini izdane su ukupno 6.702 važeće radne dozvole za strane državljane, što predstavlja povećanje od 15,59 % u odnosu na prethodnu godinu. U Federaciji Bosne i Hercegovine izdano je 3.588 radnih dozvola, od čega 2.437 za novo zapošljavanje i 1.151 za produženje postojećih dozvola.
Istodobno, za 2026. godinu utvrđena je ukupna godišnja kvota od 7.427 radnih dozvola za Bosnu i Hercegovinu, od čega se na Federaciju BiH odnosi 4.500 dozvola.
Ovi podaci otvaraju niz pitanja: zašto domaći poslodavci sve češće traže radnike izvan Bosne i Hercegovine, tko je odgovoran za takvo stanje, kako je strancima omogućeno zakonito zaposlenje, kakve koristi strani radnici donose gospodarstvu i koji se rizici pritom pojavljuju?
Zašto je došlo do povećanog angažiranja stranih radnika?
Povećano angažiranje stranih radnika nije posljedica samo jedne okolnosti. Riječ je o rezultatu kombinacije demografskih, ekonomskih i društvenih kretanja. Jedan od ključnih razloga jest nedostatak radne snage u pojedinim sektorima.
Bosanskohercegovačko tržište rada posljednjih se godina suočava s istodobnim procesima iseljavanja stanovništva, demografskog starenja i povećane mobilnosti domaće radne snage. Domaći radnici često odlaze u zemlje Europske unije i druge države u kojima mogu ostvariti veće prihode ili bolje uvjete rada. Posljedica toga je da domaći poslodavci, osobito u određenim djelatnostima, sve teže pronalaze radnike koji su spremni prihvatiti ponuđene poslove.
Na problem nedostatka radne snage upozorila je i Vlada Federacije Bosne i Hercegovine prilikom obrazlaganja izmjena Zakona o zapošljavanju stranaca („Službene novine FBiH“, broj 36/26). Kao jedan od razloga izmjena navedeno je da se Federacija Bosne i Hercegovine, odnosno Bosna i Hercegovina, suočava s nedostatkom radne snage, osobito u proizvodnim, uslužnim i drugim djelatnostima, što posebno pogađa velike poslodavce orijentirane na izvoz.
Istodobno, činjenica da se određeni broj nezaposlenih osoba nalazi na evidencijama službi za zapošljavanje ne znači nužno da postoji stvarno raspoloživa radna snaga za svako konkretno radno mjesto. Upravo je zakonodavac kod uređivanja zapošljavanja stranaca nastojao uspostaviti ravnotežu između zaštite domaćeg tržišta rada i potrebe poslodavaca za radnicima.
Tko je „kriv” za dolazak stranih radnika?
Na pitanje tko je odgovoran za povećan dolazak stranih radnika nije moguće dati jednostavan odgovor. Nije pravno ni ekonomski utemeljeno odgovornost pripisati isključivo poslodavcima, stranim radnicima ili državi. Poslodavci zapošljavaju strane radnike prvenstveno zato što imaju potrebu popuniti radna mjesta za koja ne uspijevaju pronaći odgovarajuće domaće radnike. Strani radnici dolaze jer na tržištu rada u Bosni i Hercegovini prepoznaju mogućnost zaposlenja i prihoda.
S druge strane, država i nadležne institucije odgovorne su za stvaranje pravnog i institucionalnog okvira kojim se određuje pod kojim uvjetima stranac može raditi u Bosni i Hercegovini, kako se izdaju radne dozvole, kako se kontrolira zakonitost rada te kako se štite prava domaćih i stranih radnika.
Stoga je rast angažiranja strane radne snage prije svega posljedica neravnoteže između ponude i potražnje na domaćem tržištu rada, a ne rezultat jedne odluke ili jednog aktera.
Kako je strancima omogućeno zaposlenje u BiH?
Zapošljavanje stranih državljana u Bosni i Hercegovini nije prepušteno slobodnoj procjeni poslodavca. Za rad stranaca postoji poseban pravni režim.
Na razini Federacije Bosne i Hercegovine, u trenutku pisanja ovog članka, temeljni propis je Zakon o zapošljavanju stranaca Federacije BiH („Službene novine Federacije BiH”, br. 111/12 i 36/26). Tim zakonom uređuju se uvjeti, način i postupak zapošljavanja stranih državljana i osoba bez državljanstva u Federaciji BiH, izuzeci od izdavanja radne dozvole, prestanak njezina važenja te druga pitanja značajna za zapošljavanje stranaca. Prema Zakonu, stranac koji se zapošljava mora, uz opće uvjete utvrđene zakonom, kolektivnim ugovorom i pravilnikom o radu, imati i radnu dozvolu.
Radnu dozvolu, na zahtjev poslodavca, izdaje nadležna županijska služba za zapošljavanje prema sjedištu poslodavca, uz odobrenje Federalnog zavoda za zapošljavanje. Drugim riječima, poslodavac ne može jednostavno angažirati stranog državljanina i omogućiti mu da počne raditi kao da je riječ o domaćem radniku.
Radna dozvola nije isto što i dozvola boravka
Ovo predstavlja jednu od najvažnijih stvari koju poslodavci moraju razumjeti. Radna dozvola i odobrenje privremenog boravka nisu isti pravni institut.
Zakon o zapošljavanju stranaca FBiH propisuje da poslodavac ne može zaključiti ugovor o radu ili ugovor o obavljanju privremenih i povremenih poslova sa strancem prije nego što mu je odobren privremeni boravak. Također, stranac ne može početi raditi u Federaciji na temelju radne dozvole prije nego što mu je odobren privremeni boravak.
Pitanje boravka stranaca dodatno je uređeno Zakonom o strancima Bosne i Hercegovine („Službeni glasnik BiH”, br. 88/2015, 34/2021 i 63/2023), što znači da se kod angažiranja stranog radnika moraju istodobno uzeti u obzir propisi o radu i zapošljavanju te propisi kojima se uređuju ulazak, kretanje i boravak stranaca u BiH.
Zbog toga zakonito angažiranje stranog radnika nije moguće promatrati samo kroz postupak dobivanja radne dozvole.
Kako izgleda postupak u Federaciji BiH?
U osnovnom smislu, poslodavac koji želi zaposliti stranog radnika mora pokrenuti postupak pred nadležnom županijskom službom za zapošljavanje. Uz zahtjev se, između ostalog, prilažu podaci o poslodavcu i strancu, podaci o radnom mjestu i uvjetima rada, dokaz banke kod koje poslodavac ima otvoren glavni račun, dokaz o izmirenim poreznim obvezama i doprinosima u slučajevima predviđenim Zakonom, obrazloženje opravdanosti zapošljavanja te podaci o stručnoj spremi, stručnim znanjima i kvalifikacijama koje se traže za konkretni posao.
Izmjenama Zakona iz 2026. godine uvedeno je pravilo prema kojem je nadležna županijska služba dužna donijeti rješenje o radnoj dozvoli najkasnije u roku od 30 dana od dana podnošenja potpunog zahtjeva s propisanom dokumentacijom. Važno je, međutim, naglasiti da ovaj rok ne znači da će svaki postupak od trenutka kada poslodavac odluči zaposliti stranca do njegova zakonitog početka rada biti završen u roku od 30 dana. U postupak mogu biti uključene i druge institucije, osobito u dijelu koji se odnosi na boravak stranca.
Zašto je uvedena mogućnost zapošljavanja stranaca?
Zakonodavac nije otvorio mogućnost zapošljavanja stranaca bez ikakvih ograničenja. Naprotiv, jedan od osnovnih mehanizama zaštite domaćeg tržišta rada jest provjera postoji li na evidenciji nezaposlenih osoba, osoba koja ispunjava uvjete za konkretno radno mjesto.
Prema Zakonu o zapošljavanju stranaca FBiH, županijska služba u pravilu ne može izdati radnu dozvolu strancu ako se na evidenciji nezaposlenih prema sjedištu poslodavca nalazi nezaposlena osoba koja ispunjava uvjete iz zahtjeva za izdavanje radne dozvole, osim ako ta osoba odbije zaposlenje.
Dakle, osnovna logika sustava je jasna: najprije se štiti mogućnost zapošljavanja domaće radne snage, a angažiranje stranog radnika dolazi kada za konkretno radno mjesto ne postoji odgovarajuća domaća radna snaga ili kada je zakonom predviđena iznimka.
Nova pravila za deficitarna zanimanja
Izmjenama Zakona o zapošljavanju stranaca iz 2026. godine uveden je dodatni mehanizam koji bi trebao omogućiti brže reagiranje na stvarne potrebe tržišta rada. Federalni zavod za zapošljavanje dužan je, na temelju stanja na tržištu rada i potreba pojedinih privrednih djelatnosti, donijeti odluku o deficitarnim zanimanjima za svaku županijsku službu. Za zanimanja obuhvaćena tom odlukom prilikom izdavanja radne dozvole strancu ne provodi se provjera evidencije nezaposlenih osoba.
Pri tome se, prema Zakonu, uzimaju u obzir, između ostalog, zanimanja koja nedostaju, strateški i investicijski projekti te druge okolnosti važne za ekonomski rast i održivi razvoj. Upravo ovo je važna promjena jer omogućava da se postupak prilagođava stvarnom stanju na tržištu rada, umjesto da se primjenjuje potpuno isti pristup na sva zanimanja.
Koliko se stranih radnika zapravo zapošljava?
Brojke pokazuju jasan trend rasta, ali također pokazuju da strani radnici još uvijek čine relativno mali dio ukupne zaposlenosti u BiH.
U 2025. godini izdane su 6.702 važeće radne dozvole stranim državljanima, što je 15,59 % više nego 2024. godine. Prema podacima objavljenim u lipnju 2026., najveći broj dozvola odnosio se na građevinarstvo, prerađivačku industriju, ostale uslužne djelatnosti, trgovinu i hotelijerstvo. Najviše radnih dozvola izdano je državljanima Indije, Nepala, Turske, Srbije i Bangladeša, uz vidljiv rast broja radnika iz azijskih zemalja. Istodobno, udio zaposlenih stranaca u ukupnoj zaposlenosti u Bosni i Hercegovini u 2025. godini iznosio je 0,8 %.
Stoga je važno izbjeći pretjerane zaključke: broj stranih radnika raste, ali oni još uvijek ne predstavljaju većinu niti približno većinu zaposlenih u Bosni i Hercegovini.
Prednosti angažiranja stranih radnika
Popunjavanje radnih mjesta za koja nema domaće radne snage
Najizravnija korist za poslodavca jest mogućnost popunjavanja radnih mjesta koja bi inače ostala nepopunjena. Ukoliko nedostatak radnika usporava proizvodnju, izgradnju, pružanje usluga ili realizaciju ugovorenih poslova, angažiranje stranih radnika može omogućiti nastavak poslovanja.
Održavanje proizvodnje i gospodarske aktivnosti
Nedostatak radne snage može imati posljedice koje nadilaze pojedinačnog poslodavca. Ako poduzeće ne može pronaći dovoljan broj radnika, može biti prisiljeno smanjiti proizvodnju, odbijati nove poslove ili odgoditi investicije. U tom smislu strana radna snaga može biti jedan od mehanizama kojima se ublažavaju posljedice manjka radne snage.
Mogućnost realizacije investicijskih i infrastrukturnih projekata
Veliki građevinski i drugi projekti zahtijevaju dovoljan broj radnika u relativno kratkom razdoblju. U situaciji kada domaće tržište ne može osigurati dovoljan broj odgovarajućih radnika, angažiranje stranaca može pomoći u realizaciji takvih projekata.
Upravo su strateški i investicijski projekti jedan od kriterija koji se prema izmjenama Zakona iz 2026. godine uzimaju u obzir pri utvrđivanju deficitarnosti pojedinih zanimanja.
Doprinos javnim prihodima kada je rad zakonit
Kada je stranac zakonito zaposlen, poslodavac je dužan postupati u skladu s propisima o radu, porezima i doprinosima. Zakon o zapošljavanju stranaca Federacije Bosne i Hercegovine izričito propisuje da stranci zaposleni kod domaćih pravnih i fizičkih osoba imaju ista prava, obveze i odgovornosti kao zaposleni državljani Federacije, u skladu s propisima o radu i zapošljavanju, kolektivnim ugovorom i pravilnikom o radu, ako međunarodnim sporazumima nije drugačije određeno.
Nedostaci i potencijalni rizici
Angažiranje strane radne snage, međutim, nije bez izazova.
Administrativna složenost
Poslodavac mora računati na više koraka i više nadležnih institucija. Radna dozvola, privremeni boravak, dokumentacija o kvalifikacijama, ugovor o radu, prijave i druga administrativna pitanja zahtijevaju pravodobnu pripremu.
Zbog složenosti sustava upravo je potreba za njegovim pojednostavljenjem bila jedan od razloga za izradu Mape puta za zapošljavanje stranih radnika u BiH. Ministarstvo civilnih poslova Bosne i Hercegovine navodi da je postojeći sustav upravljanja radnim migracijama složen i fragmentiran te kao preporuke ističe racionalizaciju administrativnih zahtjeva, jačanje kapaciteta institucija, bolju suradnju sa zemljama podrijetla i digitalizaciju procesa.
Jezične i kulturološke prepreke
Kada radnici dolaze iz država s drugačijim jezičnim i kulturnim okruženjem, poslodavac može naići na poteškoće u komunikaciji, uvođenju u posao i razumijevanju internih pravila. To nije pravni nedostatak sam po sebi, ali može predstavljati praktičan organizacijski izazov.
Rizik od zlouporaba
Jedan od najvećih problema nije zakonito zapošljavanje stranaca, nego nezakonito i netransparentno angažiranje.
Rizici uključuju rad bez odgovarajuće dozvole, nepoštivanje uvjeta pod kojima je dozvola izdana, neisplaćivanje ugovorene plaće, neprijavljivanje radnika ili angažiranje radnika protivno svrsi za koju je izdana dozvola. Zakon je pritom vrlo jasan u jednom važnom aspektu: stranac na temelju radne dozvole može raditi samo na onom radnom mjestu ili vrsti poslova za koje je radna dozvola izdana, a dozvola izdana na zahtjev jednog poslodavca ne može se prenositi na drugog poslodavca.
Ovisnost pojedinih sektora o uvozu radne snage
Ako određene djelatnosti dugoročno rješavaju nedostatak radnika gotovo isključivo zapošljavanjem stranaca, može se otvoriti pitanje zašto domaće tržište rada ne uspijeva osigurati radnike za ta zanimanja. To je šire pitanje ekonomske politike koje nadilazi samo pitanje radnih dozvola.
Jesu li strani radnici prijetnja domaćim radnicima?
Odgovor na ovo pitanje zahtijeva određenu nijansu. S jedne strane, postoji opravdana zabrinutost da bi povećana ponuda radne snage mogla u pojedinim sektorima utjecati na cijenu rada i pregovaračku poziciju domaćih radnika.
S druge strane, službeni podaci pokazuju da strani radnici u 2025. godini čine 0,8 % ukupne zaposlenosti u BiH, a najveći broj dozvola koncentriran je u djelatnostima koje se već suočavaju s manjkom radne snage.
Zbog toga se ne može općenito tvrditi da strani radnici „oduzimaju poslove” domaćim radnicima. Pravno uređen sustav upravo bi trebao služiti tome da se strani radnik angažira kada za konkretno radno mjesto nema odgovarajuće domaće radne snage ili kada postoje zakonski uvjeti za iznimku. Istodobno, zaštita domaćeg radnika ne bi trebala značiti zabranu angažiranja stranaca, nego osiguravanje jednakih i zakonitih uvjeta rada te sprječavanje dampinga plaća i drugih zlouporaba.
Tko štiti prava stranih radnika?
Strani radnik koji zakonito radi u Federaciji Bosne i Hercegovine nije radnik „drugog reda”. Zakon izričito propisuje jednakost zaposlenih stranaca s domaćim zaposlenicima u pogledu prava, obveza i odgovornosti iz radnog odnosa, uz mogućnost drugačijeg uređenja međunarodnim sporazumom. To znači da činjenica da je radnik strani državljanin sama po sebi ne daje poslodavcu pravo da mu isplaćuje manje od onoga što mu pripada prema važećim propisima, ugovoru o radu, kolektivnom ugovoru ili drugim relevantnim aktima.
Zakon također propisuje da stranci ne mogu biti stavljeni u nepovoljniji položaj po različitim osobnim osnovama, među kojima su, između ostalog, spol, dob, jezik, vjera, nacionalna pripadnost, socijalno podrijetlo, rasa i boja kože.
Kako spriječiti zlouporabe?
Kada je riječ o sprječavanju zlouporabe, to ne predstavlja isključivu odgovornost države. Poslodavac koji angažira stranog radnika mora voditi računa da je radni odnos zakonito zasnovan i da radnik radi upravo pod uvjetima za koje je dozvola izdana.
Izmjenama Zakona iz 2026. godine uvedena je i nova obveza poslodavca: ako stranac ne zasnuje radni odnos s poslodavcem ili prestane raditi kod poslodavca na temelju izdane radne dozvole, poslodavac je dužan o tome obavijestiti nadležnu županijsku službu i nadležnu službu za poslove sa strancima Ministarstva sigurnosti BiH najkasnije u roku od 15 dana.
Ovakve odredbe pokazuju da sustav nije usmjeren samo na omogućavanje dolaska stranih radnika, nego i na kontrolu njihove zakonite radne aktivnosti.
Što donosi „Mapa puta” za zapošljavanje stranih radnika?
Bosna i Hercegovina je tijekom 2025. godine počela sustavnije pristupati pitanju radnih migracija. Ministarstvo civilnih poslova Bosne i Hercegovine objavilo je 27. studenoga 2025. „Mapu puta za zapošljavanje stranih radnika u BiH”, izrađenu uz podršku Međunarodne organizacije za migracije (IOM) i tehničku podršku CREDI-ja.
Dokument polazi od činjenice da Bosna i Hercegovina ima rastuću potrebu za stranom radnom snagom, ali i da je postojeći sustav složen i fragmentiran. Kao prioriteti navedeni su, među ostalim, usklađivanje administrativnih zahtjeva, jačanje kapaciteta institucija, bolja suradnja sa zemljama podrijetla radnika, veća informiranost sudionika i dugoročno jačanje domaćeg tržišta rada. Drugim riječima, cilj nije samo „dovesti više stranaca”, nego izgraditi sustav u kojem će radne migracije biti uređene, predvidljive i kontrolirane, uz istodobnu zaštitu prava radnika i interesa domaćeg gospodarstva.
Što poslodavac mora imati na umu?
Za poslodavca koji planira angažirati stranog radnika najvažnije je da postupak ne promatra kao puko administrativno pribavljanje jedne dozvole. Potrebno je unaprijed provjeriti:
- postoji li potreba za radnom dozvolom za konkretnog stranog državljanina i konkretan oblik angažmana;
- primjenjuje li se godišnja kvota;
- postoji li za konkretno zanimanje status deficitarnog zanimanja;
- postoje li osobe na evidenciji nezaposlenih koje ispunjavaju uvjete za konkretno radno mjesto;
- ispunjava li poslodavac uvjete za podnošenje zahtjeva;
- jesu li pripremljeni svi propisani dokumenti;
- je li uređen status privremenog boravka;
- je li ugovor o radu usklađen s propisima;
- radi li stranac upravo na poslovima za koje je dozvola izdana;
- jesu li uredno ispunjene obveze prema poreznim i drugim nadležnim institucijama;
- postoje li obveze poslodavca u slučaju prestanka rada stranog radnika.
Posebno treba imati na umu da se radna dozvola izdaje za konkretnu situaciju i da se ne može jednostavno „prenijeti” na drugog poslodavca.
Zaključak
Angažiranje strane radne snage u Bosni i Hercegovini više nije privremena pojava, nego sve važniji dio domaćeg tržišta rada. Razlozi za to nalaze se prije svega u nedostatku radne snage u pojedinim sektorima, iseljavanju domaćeg stanovništva, demografskim promjenama i potrebama gospodarstva. Podaci za 2025. godinu potvrđuju trend rasta, međutim istodobno rast broja stranih radnika ne bi trebao biti promatran ni isključivo kao prijetnja domaćem tržištu rada niti kao jedino rješenje problema nedostatka radne snage.
Pravi izazov nalazi se u uspostavi ravnoteže.
Bosni i Hercegovini potrebni su radnici koji će omogućiti gospodarstvu da posluje, ali istodobno su potrebne politike koje će domaćim radnicima omogućiti dostojne uvjete rada i razlog za ostanak u zemlji. Strani radnik može biti dio rješenja problema nedostatka radne snage, ali ne može biti zamjena za dugoročne politike obrazovanja, zapošljavanja, demografskog oporavka, povećanja produktivnosti i zadržavanja domaće radne snage.
Za poslodavce je pritom najvažnije da angažiranje stranih radnika bude zakonito, transparentno i pravilno dokumentirano. Pravodobna provjera radne dozvole, statusa boravka, uvjeta zaposlenja i svih obveza poslodavca smanjuje rizik od upravnih i drugih posljedica te istodobno štiti i poslodavca i stranog radnika. S obzirom na to da je Federacija Bosne i Hercegovine tijekom 2026. godine dodatno izmijenila Zakon o zapošljavanju stranaca, poslodavcima se preporučuje da prije svakog konkretnog angažiranja provjere važeće propise i postupaju prema pravilima koja se primjenjuju u trenutku podnošenja zahtjeva.
Napomena: Ovaj članak ima informativni karakter i ne predstavlja pravno mišljenje za konkretan slučaj. Propisi i administrativni postupci mogu biti izmijenjeni, a konkretne obveze ovise o sjedištu društva, djelatnosti, vlasničkoj strukturi i drugim okolnostima konkretnog slučaja.
In recent years, Bosnia and Herzegovina has seen a visible increase in the number of foreign nationals arriving to work. Foreign workers are no longer an exception on the domestic labour market, particularly in construction, manufacturing, retail, hospitality and other service industries.
According to data for 2025, a total of 6,702 valid work permits were issued to foreign nationals in Bosnia and Herzegovina, an increase of 15.59% compared with the previous year. In the Federation of Bosnia and Herzegovina, 3,588 work permits were issued, of which 2,437 were for new employment and 1,151 were extensions of existing permits.
At the same time, an overall annual quota of 7,427 work permits has been set for Bosnia and Herzegovina for 2026, of which 4,500 relate to the Federation of BiH.
These figures raise a number of questions: why are domestic employers increasingly looking for workers outside Bosnia and Herzegovina, who is responsible for this situation, how are foreigners able to work lawfully, what benefits do foreign workers bring to the economy, and what risks arise along the way?
At a glance: employing foreign workers in the Federation of BiH
- Work permits in BiH (2025): 6,702 valid permits, up 15.59% on 2024; foreign workers made up 0.8% of total employment.
- 2026 quota: 7,427 work permits for BiH, of which 4,500 for the Federation of BiH.
- Main law: the Law on Employment of Foreigners of the Federation of BiH, as amended in 2026.
- Who issues the permit: the competent cantonal employment service, on the employer's application, with the approval of the Federal Employment Institute.
- Deadline: a decision within 30 days of a complete application.
- Key rule: no employment contract may be concluded, and no work may begin, before temporary residence is approved.
- The permit is tied to the specific job and employer and cannot be transferred to another employer.
Why has the employment of foreign workers increased?
The increase in the employment of foreign workers is not the result of a single factor. It stems from a combination of demographic, economic and social trends. One of the key reasons is the shortage of labour in certain sectors.
In recent years, the labour market in Bosnia and Herzegovina has faced emigration, an ageing population and the increased mobility of the domestic workforce, all at the same time. Domestic workers often leave for European Union countries and other states where they can earn more or enjoy better working conditions. As a result, domestic employers, particularly in certain industries, find it increasingly difficult to recruit workers willing to accept the jobs on offer.
The Government of the Federation of Bosnia and Herzegovina also highlighted the labour shortage when explaining the amendments to the Law on Employment of Foreigners (Official Gazette of the Federation of BiH, No. 36/26). One of the stated reasons for the amendments was that the Federation of Bosnia and Herzegovina, and Bosnia and Herzegovina as a whole, faces a shortage of labour, particularly in manufacturing, services and other industries, which especially affects large export-oriented employers.
At the same time, the fact that a certain number of unemployed persons are listed in the employment services' registers does not necessarily mean that suitable labour is actually available for every specific job. In regulating the employment of foreigners, the legislator therefore sought to strike a balance between protecting the domestic labour market and meeting employers' need for workers.
Who is "to blame" for the arrival of foreign workers?
There is no simple answer to the question of who is responsible for the increased arrival of foreign workers. There is no legal or economic basis for attributing responsibility solely to employers, foreign workers or the state. Employers hire foreign workers primarily because they need to fill positions for which they cannot find suitable domestic workers. Foreign workers come because they see opportunities for employment and income on the labour market in Bosnia and Herzegovina.
The state and the competent institutions, for their part, are responsible for creating the legal and institutional framework that determines the conditions under which a foreigner may work in Bosnia and Herzegovina, how work permits are issued, how the lawfulness of work is monitored and how the rights of domestic and foreign workers are protected.
The growth in the employment of foreign labour is therefore primarily a consequence of the imbalance between supply and demand on the domestic labour market, rather than the result of a single decision or a single actor.
How are foreigners allowed to work in BiH?
The employment of foreign nationals in Bosnia and Herzegovina is not left to the employer's discretion. A separate legal regime governs work by foreigners.
At the level of the Federation of Bosnia and Herzegovina, at the time of writing, the principal legislation is the Law on Employment of Foreigners of the Federation of BiH (Official Gazette of the Federation of BiH, Nos. 111/12 and 36/26). The Law governs the conditions, manner and procedure for employing foreign nationals and stateless persons in the Federation of BiH, exemptions from the work permit requirement, the expiry of work permits and other matters relevant to the employment of foreigners. Under the Law, a foreigner taking up employment must, in addition to meeting the general conditions laid down by law, the collective agreement and the employer's work rules, hold a work permit.
The work permit is issued, on the employer's application, by the competent cantonal employment service for the employer's registered office, with the approval of the Federal Employment Institute. In other words, an employer cannot simply engage a foreign national and let them start work as if they were a domestic employee.
A work permit is distinct from a temporary residence permit
This is one of the most important points employers need to understand. A work permit and approval of temporary residence are two distinct legal instruments.
The Law on Employment of Foreigners of the Federation of BiH provides that an employer may not conclude an employment contract, or a contract for temporary and occasional work, with a foreigner before the foreigner has been granted temporary residence. Likewise, a foreigner may not begin work in the Federation on the basis of a work permit before being granted temporary residence.
The residence of foreigners is further governed by the Law on Aliens of Bosnia and Herzegovina (Official Gazette of BiH, Nos. 88/15, 34/21 and 63/23). When engaging a foreign worker, therefore, the rules on labour and employment must be considered together with the rules governing the entry, movement and residence of foreigners in BiH.
For this reason, the lawful engagement of a foreign worker cannot be viewed solely through the work permit procedure.
What does the procedure look like in the Federation of BiH?
In essence, an employer wishing to hire a foreign worker must initiate a procedure before the competent cantonal employment service. The application must be accompanied by, among other things: details of the employer and the foreigner; details of the job and the working conditions; confirmation from the bank where the employer holds its main account; proof that tax and social security contributions have been paid, in the cases provided for by the Law; a justification for the employment; and details of the education, professional knowledge and qualifications required for the job.
The 2026 amendments to the Law introduced a rule under which the competent cantonal employment service must issue its decision on the work permit within 30 days of the submission of a complete application with the prescribed documents. It is important to stress, however, that this deadline does not mean that every procedure, from the employer's decision to hire a foreigner to the foreigner's lawful start of work, will be completed within 30 days. Other institutions may also be involved, particularly regarding the foreigner's residence.
Why was the employment of foreigners made possible?
The legislator did not open up the employment of foreigners without restrictions. On the contrary, one of the basic mechanisms for protecting the domestic labour market is to check whether the register of unemployed persons includes someone who meets the requirements for the specific job.
Under the Law on Employment of Foreigners of the Federation of BiH, the cantonal employment service may not, as a rule, issue a work permit to a foreigner if the register of unemployed persons for the employer's registered office includes an unemployed person who meets the requirements stated in the work permit application, unless that person refuses the job.
The basic logic of the system is therefore clear: the employment opportunities of the domestic workforce are protected first, and a foreign worker is engaged when no suitable domestic worker is available for the specific job or when the law provides for an exception.
New rules for shortage occupations
The 2026 amendments to the Law on Employment of Foreigners introduced an additional mechanism intended to allow a faster response to the actual needs of the labour market. Based on labour market conditions and the needs of individual industries, the Federal Employment Institute must adopt a decision on shortage occupations for each cantonal employment service. For occupations covered by that decision, the register of unemployed persons is not checked when a work permit is issued to a foreigner.
Under the Law, the factors taken into account include, among others, occupations in short supply, strategic and investment projects, and other circumstances relevant to economic growth and sustainable development. This is an important change, as it allows the procedure to be adapted to the actual situation on the labour market rather than applying exactly the same approach to every occupation.
How many foreign workers are actually employed?
The figures show a clear upward trend, but they also show that foreign workers still make up a relatively small share of total employment in BiH.
In 2025, 6,702 valid work permits were issued to foreign nationals, 15.59% more than in 2024. According to data published in June 2026, most permits related to construction, manufacturing, other service activities, retail and hospitality. Most work permits were issued to nationals of India, Nepal, Turkey, Serbia and Bangladesh, with a visible increase in the number of workers from Asian countries. At the same time, foreign nationals accounted for 0.8% of total employment in Bosnia and Herzegovina in 2025.
It is therefore important to avoid exaggerated conclusions: the number of foreign workers is rising, but they do not make up a majority of those employed in Bosnia and Herzegovina, or anything close to it.
Benefits of employing foreign workers
Filling jobs for which no domestic workers are available
The most direct benefit for an employer is the ability to fill positions that would otherwise remain vacant. Where a shortage of workers is slowing down production, construction, the provision of services or the performance of contracted work, employing foreign workers can allow the business to continue operating.
Sustaining production and economic activity
A labour shortage can have consequences beyond the individual employer. If a company cannot find enough workers, it may be forced to cut production, turn down new work or postpone investments. In this sense, foreign labour can be one of the mechanisms for mitigating the effects of a labour shortage.
Enabling investment and infrastructure projects
Large construction and other projects require a sufficient number of workers within a relatively short period. Where the domestic market cannot supply enough suitable workers, engaging foreigners can help deliver such projects.
Indeed, under the 2026 amendments to the Law, strategic and investment projects are one of the criteria taken into account when determining whether an occupation is in short supply.
Contribution to public revenue when work is lawful
When a foreigner is lawfully employed, the employer must comply with the regulations on labour, taxes and social security contributions. The Law on Employment of Foreigners of the Federation of Bosnia and Herzegovina expressly provides that foreigners employed by domestic legal entities and natural persons have the same rights, obligations and responsibilities as employed citizens of the Federation, in accordance with labour and employment regulations, the collective agreement and the employer's work rules, unless international agreements provide otherwise.
Drawbacks and potential risks
Employing foreign labour is not, however, without its challenges.
Administrative complexity
The employer must allow for several steps and several competent institutions. The work permit, temporary residence, documents on qualifications, the employment contract, registrations and other administrative matters all require timely preparation.
The need to simplify this complex system was one of the reasons for drawing up the Roadmap for the Employment of Foreign Workers in BiH. The Ministry of Civil Affairs of Bosnia and Herzegovina states that the existing system for managing labour migration is complex and fragmented, and recommends streamlining administrative requirements, strengthening institutional capacity, improving cooperation with countries of origin and digitalising the process.
Language and cultural barriers
Where workers come from countries with a different linguistic and cultural background, the employer may encounter difficulties with communication, onboarding and understanding of internal rules. This is not a legal drawback as such, but it can be a practical organisational challenge.
Risk of abuse
One of the biggest problems is not the lawful employment of foreigners but their unlawful and non-transparent engagement.
The risks include working without the appropriate permit, failing to comply with the conditions under which the permit was issued, failing to pay the agreed salary, failing to register workers, or engaging workers contrary to the purpose for which the permit was issued. On one important point the Law is very clear: on the basis of a work permit, a foreigner may work only in the job or type of work for which the permit was issued, and a permit issued on the application of one employer cannot be transferred to another employer.
Dependence of certain sectors on imported labour
If certain industries address labour shortages over the long term almost exclusively by hiring foreigners, the question arises as to why the domestic labour market is failing to supply workers for those occupations. This is a broader economic policy issue that goes beyond work permits alone.
Are foreign workers a threat to domestic workers?
The answer to this question requires some nuance. On the one hand, there is a legitimate concern that an increased supply of labour could, in certain sectors, affect wage levels and the bargaining position of domestic workers.
On the other hand, official data show that foreign workers made up 0.8% of total employment in BiH in 2025, and most permits are concentrated in industries that are already facing labour shortages.
It therefore cannot be claimed in general terms that foreign workers are "taking jobs" from domestic workers. A properly regulated system should ensure precisely that a foreign worker is engaged when no suitable domestic worker is available for the specific job, or when the statutory conditions for an exception are met. At the same time, protecting domestic workers should not mean banning the engagement of foreigners, but ensuring equal and lawful working conditions and preventing wage dumping and other abuses.
Who protects the rights of foreign workers?
A foreign worker lawfully employed in the Federation of Bosnia and Herzegovina is not a "second-class" worker. The Law expressly provides that employed foreigners are equal to domestic employees in terms of rights, obligations and responsibilities arising from the employment relationship, although an international agreement may provide otherwise. This means that the mere fact that a worker is a foreign national does not entitle the employer to pay them less than they are owed under the applicable regulations, the employment contract, the collective agreement or other relevant instruments.
The Law also provides that foreigners may not be placed at a disadvantage on various personal grounds, including, among others, sex, age, language, religion, national affiliation, social origin, race and colour.
How can abuses be prevented?
Preventing abuse is not solely the responsibility of the state. An employer that engages a foreign worker must ensure that the employment relationship is lawfully established and that the worker works under exactly the conditions for which the permit was issued.
The 2026 amendments to the Law also introduced a new obligation for employers: if a foreigner does not enter into employment with the employer, or stops working for the employer under the issued work permit, the employer must notify the competent cantonal employment service and the competent Service for Foreigners' Affairs of the Ministry of Security of BiH within 15 days at the latest.
Provisions of this kind show that the system is aimed not only at enabling foreign workers to arrive, but also at monitoring the lawfulness of their work.
What does the "Roadmap" for employing foreign workers bring?
During 2025, Bosnia and Herzegovina began to approach labour migration more systematically. On 27 November 2025, the Ministry of Civil Affairs of Bosnia and Herzegovina published the "Roadmap for the Employment of Foreign Workers in BiH", prepared with the support of the International Organization for Migration (IOM) and with technical support from CREDI.
The document starts from the premise that Bosnia and Herzegovina has a growing need for foreign labour, but also that the existing system is complex and fragmented. Its priorities include harmonising administrative requirements, strengthening institutional capacity, improving cooperation with workers' countries of origin, better informing all stakeholders and strengthening the domestic labour market in the long term. In other words, the aim is not simply to "bring in more foreigners", but to build a system in which labour migration is regulated, predictable and controlled, while protecting both workers' rights and the interests of the domestic economy.
What must an employer bear in mind?
For an employer planning to engage a foreign worker, the most important thing is not to treat the procedure as a mere administrative exercise of obtaining a single permit. The following should be checked in advance:
- whether a work permit is required for the specific foreign national and the specific form of engagement;
- whether the annual quota applies;
- whether the occupation in question has shortage occupation status;
- whether there are persons on the register of unemployed persons who meet the requirements for the specific job;
- whether the employer meets the conditions for submitting the application;
- whether all prescribed documents have been prepared;
- whether temporary residence status has been settled;
- whether the employment contract complies with the regulations;
- whether the foreigner is working in exactly the job for which the permit was issued;
- whether obligations towards the tax authorities and other competent institutions have been properly met;
- what obligations the employer has if the foreign worker stops working.
It should be borne in mind in particular that a work permit is issued for a specific situation and cannot simply be "transferred" to another employer.
Frequently asked questions about employing foreign workers in BiH
Who issues a work permit for a foreigner in the Federation of BiH?
The competent cantonal employment service for the employer's registered office issues the work permit, on the employer's application and with the approval of the Federal Employment Institute.
How long does it take to obtain a work permit in the Federation of BiH?
Since the 2026 amendments, the cantonal employment service must decide within 30 days of a complete application. The whole process, including temporary residence, may take longer.
Can a foreign worker start work with a work permit alone?
No. An employment contract may not be concluded, and the foreigner may not start work, before temporary residence has been approved.
Can a work permit be transferred to another employer?
No. A work permit issued on the application of one employer cannot be transferred to another employer, and the foreigner may work only in the job for which it was issued.
Are foreign workers entitled to the same pay and rights as domestic workers?
Yes. Lawfully employed foreigners have the same rights, obligations and responsibilities as domestic employees, unless an international agreement provides otherwise.
What are shortage occupations?
They are occupations listed in a decision of the Federal Employment Institute for each cantonal employment service. For these occupations, the register of unemployed persons is not checked before a work permit is issued.
Conclusion
The employment of foreign labour in Bosnia and Herzegovina is no longer a temporary phenomenon, but an increasingly important part of the domestic labour market. The reasons lie primarily in labour shortages in certain sectors, the emigration of the domestic population, demographic change and the needs of the economy. The 2025 data confirm the upward trend. At the same time, the growing number of foreign workers should be seen neither solely as a threat to the domestic labour market nor as the only solution to the labour shortage.
The real challenge lies in striking a balance.
Bosnia and Herzegovina needs workers who will allow the economy to function, but it also needs policies that give domestic workers decent working conditions and a reason to stay in the country. Foreign workers can be part of the solution to the labour shortage, but they cannot replace long-term policies on education, employment, demographic recovery, productivity growth and retaining the domestic workforce.
For employers, the most important thing is that the engagement of foreign workers is lawful, transparent and properly documented. Checking the work permit, residence status, conditions of employment and all of the employer's obligations in good time reduces the risk of administrative and other consequences, and protects both the employer and the foreign worker. As the Federation of Bosnia and Herzegovina further amended the Law on Employment of Foreigners in 2026, employers are advised to check the applicable regulations before each engagement and to follow the rules in force at the time the application is submitted.
Disclaimer: This article is for general information purposes only and does not constitute legal advice on any specific case. Regulations and administrative procedures are subject to change, and the specific obligations depend on the employer's registered office, the specific job, the foreign worker's nationality and residence status, and other circumstances of the particular case.