Hiring foreign workers in Estonia

For temporary work, the employer registers the foreign national's short-term employment with PBGB before work starts. The employer also carries sponsor obligations under the Aliens Act for the registered period.

• Submit the short-term employment registration before employment begins.
• Prepare the contract or binding job offer and supporting identity file.
• Pay at least the legally required remuneration for the registered category unless an exception applies.
• Carry statutory sponsor duties while the registered employment remains in force.

For longer local hires, the employer must be established in Estonia and align the role, salary, and labour-market-permission basis with the chosen employment category before the worker files the residence permit.

• Ensure the company is registered in Estonia and the role matches a lawful employment basis.
• Obtain Estonian Unemployment Insurance Fund permission where the category requires it.
• Issue the binding job offer or employment contract and keep salary terms compliant.
• Support later notifications if the employment conditions materially change.

Blue Card sponsors need a higher-qualified role, a qualifying contract or binding offer, the correct Blue Card salary level, and the required interaction with the Estonian Unemployment Insurance Fund.

• Offer a role requiring higher qualification with a qualifying contract duration.
• Meet the 1.5x or listed 1.24x salary formula on the filing date.
• Request Estonian Unemployment Insurance Fund permission to fill the job or post.
• Help the worker keep within the route's employer-change rules during the early validity period.

Research institutions sponsor by meeting the institution-status rules and concluding the hosting agreement or work contract that supports the residence-permit basis.

• Confirm the institution meets the legal researcher-route criteria.
• Conclude the hosting agreement or employment contract with the required content.
• Document the financing basis for the research or development work.
• Notify PBGB if the hosting agreement or employment contract ends during permit validity.

ICT sponsorship is for real intra-group transfers only. The host entity supports the application with transfer documents, remuneration details, and proof that the worker is arriving as a manager, specialist, or trainee employee.

• Document the intra-group relationship and the worker's transfer role.
• Provide the invitation, transfer dates, remuneration details, and contract materials.
• Check that prior overseas employment with the group meets the route minimum.
• Keep the assignment within the ICT validity cap for the relevant worker type.