Work Permits for Foreign IT Specialists in Belarus

Despite global challenges, the IT industry in Belarus continues to demonstrate steady growth. The country maintains its status as an attractive jurisdiction for IT business operations thanks to its well-developed infrastructure, the presence of the Hi-Tech Park (HTP), favorable taxation policies, and a strong demand for qualified professionals. In this environment, interest is growing in attracting foreign specialists who possess niche expertise, unique skills, or experience in implementing international projects.

However, employing foreign nationals in Belarus involves several mandatory procedures. An employer must not only assess the candidate’s professional qualifications but, in certain cases, also obtain a specific work permit (hereinafter — the permit). This is particularly relevant for IT companies aiming to quickly hire developers, analysts, system architects, and other specialists whose knowledge is highly valued in the market.

In this article, we will explain when a work permit is required, how the process is organized, what exceptions exist for Hi-Tech Park residents, and what employers should consider when onboarding foreign IT specialists in Belarus.

Who Are Foreign IT Specialists and When Do They Need a Work Permit?

In the Republic of Belarus, the employment of foreign nationals, including IT specialists, is regulated by legal norms, which also define the procedure for obtaining work permits. However, certain exceptions allow specific categories of foreign workers to be employed without obtaining such a permit.

Categories of Foreign Citizens Who Require a Permit

Foreign citizens who do not have a permanent residence permit in the Republic of Belarus are required to obtain a work permit to be legally employed in the country. This rule applies to citizens of countries outside the Eurasian Economic Union (EAEU) and to EAEU citizens who do not hold a residence permit in Belarus.

What Is a Work Permit in Belarus?

A work permit in Belarus is an official document issued by a Belarusian employer to employ foreign citizens and stateless persons who do not have a residence permit in the country. The permit gives a foreign national or stateless person the legal right to work for a Belarusian organization.

A permit is not required in cases determined annually by the Ministry of Labor and Social Protection. A work permit is necessary if a foreign worker intends to stay and work in Belarus for more than 90 days.

Employers are responsible for obtaining the permit. It is issued for each foreign employee individually and is typically valid for up to one year. Additionally, companies that employ more than 10 foreign specialists at the same time must obtain an additional permit for the use of foreign labor.

Which Foreign IT Specialists Can Work in Belarus Without a Work Permit

Certain categories of IT specialists may work in Belarus without a work permit. This is important for IT employers to know, so they can confidently attract experienced specialists. Here’s a list of foreign IT specialists who can work without a permit:

Citizens of Countries with Visa-Free or Labor Migration Agreements with Belarus

Permits are not required for citizens of CIS member states and EAEU countries (Armenia, Kazakhstan, Kyrgyzstan, Russia), who can work in Belarus on general terms.

Highly Qualified Foreign Specialists

Some professionals, particularly in IT, may undergo a simplified procedure or be fully exempt from obtaining a work permit. Each year, the Ministry of Labor approves a list of positions and professions eligible for employment without a permit. For example, the 2025 list includes software engineers and certain technical specialists.

Foreign Founders and Managers of Belarusian Organizations

Foreign citizens who are both founders and managers of IT companies registered in Belarus are not required to obtain labor authority approval for a work permit.

Specialists Working Under Civil Law Contracts

When a foreign IT specialist is hired on the basis of a service contract or other civil law agreement, the employer is not required to obtain a permit. This applies, for example, to specific project work contracted by a Belarusian company.

Persons with Refugee or Other Protection Status

Foreign citizens who have been granted refugee status, additional protection, or asylum in Belarus are entitled to work without their employer obtaining a work permit — within the validity period of their status documents. 

Employees of Hi-Tech Park (HTP) Resident Companies

Companies registered with the HTP are allowed to hire foreign IT specialists without obtaining a work permit, simplifying the hiring process and reducing the administrative burden.

Ukrainian Citizens

Special provisions allow citizens of Ukraine to work in Belarus without obtaining a preliminary work permit. This also applies to IT specialists.

Foreigners Employed for Short-Term Work (Up to 90 Days)

If a foreign IT specialist is invited to Belarus for up to 90 days — for example, to work in educational institutions, perform assembly or dismantling work, or train staff on IT equipment — no work permit is required.

Graduates of Belarusian Universities

Foreign students who have completed an IT-related degree at a Belarusian educational institution can work in their field of study for one year after graduation without needing a work permit.

Foreigners with a Belarusian Residence Permit

Citizens of other countries who have obtained a residence permit and authorization for permanent residence are entitled to work for Belarusian IT companies without any additional documents, on equal terms with Belarusian citizens.

How to Obtain a Special Work Permit for a Foreign IT Specialist

If a work permit is required to employ a foreign IT specialist, it’s recommended to follow this procedure:

Step 1: Prepare the Required Set of Documents

The employer collects documents confirming the justification for hiring a foreign specialist. The document package includes:

• An application to the Citizenship and Migration department
• A copy of the passport or refugee certificate
• Documents proving education and work experience in the stated specialty
• Proof of payment of the state fee — 5 basic units (as of May 2025 — 220 Belarusian rubles)

Step 2: Submit Documents to the Citizenship and Migration Authorities

The employer submits all documents to the Department of Citizenship and Migration of the Ministry of Internal Affairs at the location of the employer’s registration. The review period is up to 10 working days, and in some cases faster. Typically, the permit is issued for one year, but for highly qualified specialists, this term can be extended to two years.

Step 3: Labor Market Assessment

If required, the migration authorities will forward the documents to the labor and employment office. This agency issues an opinion on the appropriateness of hiring a foreign worker for the proposed position.

Step 4: Obtain the Work Permit

Upon a positive decision, the authorities issue a special permit, granting the right to employ the specific foreign specialist under the stated conditions.

Step 5: Sign an Employment Contract

After receiving the permit, the employer can conclude an employment contract with the candidate and officially register them for work.

Thus, the registration process involves several mandatory stages — from collecting and submitting documents to obtaining official approvals and signing a contract. Compliance with all requirements ensures the legality and transparency of labor relations with foreign specialists.

When a Work Permit for a Foreign IT Specialist Will Not Be Issued

Employers seeking to hire a foreign IT specialist should be aware of cases in which government authorities may refuse to issue a work permit. As of 2025, the following grounds for refusal are in effect:

Failure to Post the Vacancy

If the vacancy has not been posted in the “National Job Bank” for at least 15 working days before the application, this will automatically result in a refusal.

Incomplete Document Package

All required documents must be submitted for the application to be considered. The absence of even one document, or the submission of expired or incorrectly completed paperwork (e.g., an expired passport), can lead to rejection at the preliminary review stage.

Employer’s Wage Debt

At the time of application submission, the employer must not have outstanding wage arrears to employees. Otherwise, the permit will not be issued.

Multiple Refusals to Hire Belarusian Citizens

If the employer has recorded three or more refusals to hire Belarusian candidates for the same vacancy, this will be a reason to deny a permit for employing a foreign IT specialist.

To avoid refusals, employers should carefully review compliance with all formal requirements in advance and consult with specialists familiar with current administrative procedures.

Conclusion

Hiring foreign IT specialists in Belarus is a process that requires careful attention from both employers and candidates. Despite various benefits and exemptions — especially for Hi-Tech Park residents and highly qualified professionals from EAEU countries — most employers are required to go through the established procedure for obtaining a work permit. Failing to meet deadlines, submitting incomplete document packages, or ignoring job posting requirements in the National Job Bank can result in a rejection from the authorities.

For IT companies actively growing in the Belarusian market and interested in attracting foreign talent, it is especially important to establish a systematic process for legalizing foreign labor. This helps avoid unnecessary delays, legal risks, and administrative barriers.

The Recruitment.by team offers comprehensive solutions for recruiting and officially employing foreign IT specialists. We provide support at every stage — from assessing the need for a permit to successfully signing an employment contract in full compliance with Belarusian law. Partnering with experienced professionals allows you to focus on growing your business without getting bogged down in bureaucratic procedures.

We’re Here to Help

If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).

Send

info@recruitment.by

8 Kirova street, office 21, Minsk 220003

+375 (29) 366 44 77

Tariff Grids for Job Positions in IT Companies

The development of the IT sector in the Republic of Belarus continues to gain momentum: companies are expanding, launching new projects, and the demand for qualified specialists remains consistently high. However, alongside the growing competition in the labor market, the issue of fair and transparent compensation is becoming increasingly pressing. This is why more and more employers strive to build structured and well-reasoned tariff grids for job positions, to simplify recruitment, motivation, and employee retention processes.

In conditions of high staff turnover and increasing expectations from job seekers, it’s especially important for an IT company’s salary system to be transparent, flexible, and adapted to real business needs. A well-constructed tariff grid helps employers balance the financial capabilities of the business with the expectations of specialists, while employees gain a clear understanding of how they can grow within the company — financially included.

In this article, we’ll explore what a tariff grid in IT is, which models are used in practice, what factors influence compensation levels, and how to build a system effective for both business and teams.

What Is a Tariff Grid and Why It’s Needed in an IT Company

A tariff grid is a structured pay system in which job positions and employee qualification levels are distributed into specific grades or categories, each corresponding to a defined salary range. Such a grid may take into account work experience, the technical complexity of tasks, the level of responsibility, as well as the market demand for a specific role.

In the IT field, a tariff grid is often built around career tracks, for example:
Junior → Middle → Senior → Lead / Architect, with clear links to areas of responsibility and expected outcomes.

This isn’t just a table of numbers — it’s a compensation management tool that allows for logical and transparent salary frameworks, career growth, and salary reviews.

Difference from a Fixed Salary Range

A fixed salary range is usually a limited pay band set for a specific job (for example, Backend Developer — from USD 2500 to 3500). This system often doesn’t account for internal qualification levels (like Junior/Middle/Senior), may lack career logic, and can be static.

A tariff grid, by contrast, implies:

• Systematic and transparent structure — each level in the hierarchy has a specific grade and range.
  
• Dynamic adjustment options — for example, when the market situation or internal policy changes.
  
• Flexibility within the company — allowing the use of both external benchmarks and internal priorities.
  
• Connection with the motivation and development system — pay is linked to performance evaluation and competency growth.

In this way, a tariff grid serves not as a “limitation” tool but as a means of fair and well-founded compensation — for both the employee and the employer.

The Role of a Tariff System in HR Management and Motivation

For IT companies, especially in the context of competition for talented specialists, a carefully designed tariff grid plays several key roles:

1. Transparency for Employees
   Understanding which grade an employee belongs to, the requirements for the next level, and how it affects pay enhances trust and motivation.
   
2. Reducing Salary Imbalances
   A structured system eliminates subjective decisions and prevents “overpayments” or “underpayments” compared to the general pay scale for positions.
   
3. Retention and Development Tool
   Employees who see a logical career ladder and related income growth are less inclined to seek alternatives on the market.
   
4. Simplifying Budgeting
   HR and finance teams can forecast personnel costs, plan for team growth and salary reviews without chaos and unpredictability.
   
5. Objective Basis for Performance Reviews
   During performance evaluations, grades serve as a reference point for decisions on promotions, bonuses, or pay adjustments.

As a result, a tariff grid is not just an HR document but an element of corporate culture and organizational maturity that contributes to building an effective, fair, and motivated team.

Key Roles and Levels in the IT Field

IT companies have a wide range of roles, each requiring a certain qualification and experience level. Structuring these roles within a tariff grid helps create a clear hierarchy and objective criteria for assessing specialists at every level. While companies and teams may have their own specific role categories, several key positions are typical for most IT companies.

Examples of Typical Career Tracks: Junior – Middle – Senior – Lead – Architect

1. Junior (Entry-Level)

A Junior is someone just starting their career in IT, usually with limited experience (up to 2 years).
Key traits:

• Perform routine tasks under the guidance of more experienced colleagues.
  
• Basic knowledge of technologies and tools, ability to follow instructions and learn new methods.
  
• Tasks are not always complex and often require additional checking by more senior specialists.

Average salaries for Junior specialists can vary, but are typically the lowest within the tariff grid.

2. Middle (Mid-Level)

A Middle is a specialist with 2 to 5 years of experience, who is much more independent.
Key traits:

• Develop and handle more complex technical tasks, implement new solutions and technologies.
  
• Deep knowledge of their field, ability to handle both standard and specific cases.
  
• Often mentors Junior employees and assists in their training.
• Progress at this level directly depends on the specialist’s ability to develop skills and take on more complex tasks.

Salaries for Middle specialists are significantly higher than for Juniors, reflecting their increased competence and independence.

3. Senior (Advanced Level)

A Senior is a specialist with over 5 years of experience, with deep knowledge and high qualification.
Key traits:

• Project management, strategic solution development, team leadership. The specialist should be capable of handling more complex tasks and offering optimal solutions for the business.
  
• Expert-level knowledge, ability to work under high uncertainty and complexity, and strong skills in collaborating with other teams and stakeholders (such as clients or business partners).
  
• Frequently responsible for processes coordination, mentoring, and technical oversight of projects.

Senior salaries are mid-to-high within an IT company, depending on many factors like specialization, field, and tasks handled.

4. Lead (Team Leader)

A Lead not only handles their own tasks but also coordinates the work of others.
Key traits:

• Manage developer groups, set strategic project goals, allocate tasks, and oversee deadlines.
  
• Strong technical knowledge, problem-solving ability, leadership, and people management skills.
  
• Participate in planning, quality control, task delegation, and ensure project delivery on time and within budget.

Lead specialists’ salaries are significantly higher, as they combine technical expertise with leadership responsibilities.

5. Architect (Systems Architect)

An Architect is a high-level specialist responsible for designing architecture for company-wide solutions.
Key traits:

• Develop conceptual and technical solutions for major projects, create long-lasting systems.
  
• Deep knowledge in software architecture design, experience working with a wide range of technologies and solutions, and the ability to build long-term strategies for the business.
  
• An architect not only solves technological problems but also designs the system as a whole, paying attention to both technical and business aspects.

Architect salaries are typically the highest within a tariff grid as they play a critical role in technology infrastructure and company development.

Roles in Development, Testing, Analytics, Management, DevOps, and More

Within IT, a tariff grid may also cover other specializations beyond the common Junior, Middle, Senior categories:

• Developers (Frontend, Backend, Fullstack)
  
• QA Engineers (Manual, Automation)
  
• Analysts (Business Analyst, Data Analyst)
  
• Project Managers, Product Managers
  
• DevOps Engineers
  
• UI/UX Designers

Each of these roles will have its own tariff grid, considering job specifics, required skills, and responsibilities.

Classification Differences in Product and Outsourcing Companies

Classification and levels in tariff grids may differ based on the company type:

• Product companies (like startups or large corporations) often require higher technical expertise since development is for their own product, and the responsibility for outcomes is high at all levels.
  
• Outsourcing companies focus on external client projects, where levels also exist but requirements can vary based on client and project specifics.

In any case, a clear tariff grid helps avoid misunderstandings and conflicts, enabling both employers and employees to build transparent and mutually beneficial working relationships.

Forming a Tariff Grid: Approaches and Criteria

Building an effective tariff grid requires a careful approach, considering numerous internal and external factors. The system should be flexible and align with current market conditions and the company’s long-term goals. It is important for the salary grading system to not only fairly assess employees’ qualifications but also encourage motivation and professional growth.

The impact of experience, qualifications, and areas of responsibility

1. Work Experience

Experience is one of the most visible criteria for defining a position in the tariff grid. However, it’s important to understand that not every year of service necessarily increases a specialist’s value. For Juniors and Middles, experience typically correlates directly with skills growth. For Seniors and up — performance, responsibility, and adaptability matter more.

Junior is a beginner who requires time for training and mentorship.

Middle is a specialist who acquires additional skills and deepens their expertise in the field year by year.

For senior and above experience and knowledge of the specifics of various projects become the key criteria.

2. Skills and Qualifications

In IT, qualifications involve both hard and soft skills.

• Hard skills: technical knowledge (programming languages, tools, technologies).
  
• Soft skills: communication, teamwork, problem-solving, and time management.

Hard skills are crucial for roles in development, system administration, etc.
Soft skills gain importance at senior levels, especially for Leads, Architects, and Project Managers, where it is crucial to manage people, oversee projects, and make strategic decisions.

3. Area of Responsibility

The scope of responsibility directly impacts the salary level — the higher the responsibility of an employee, the greater the risks and potential benefits for the company. For example:

A Junior primarily works under supervision and within clearly defined tasks.
A Middle can make independent decisions within the scope of their tasks, but usually without global consequences.
A Senior, Lead, or Architect not only takes responsibility for their projects but also for the results of the entire team or the architecture of the solution. Their decisions can have a strategic impact on the business.

External and Internal Factors

• External Factors
  One of the key factors influencing the salary grid is the labor market condition. For the IT sector, it is crucial to monitor market trends in order to remain competitive in terms of compensation.
  
  • Labor market competition: If the market faces a shortage of specialists in a particular field (such as Machine Learning, Big Data, DevOps), companies may offer higher pay rates to attract the necessary candidates.
    
  • Economic situation: Fluctuations in exchange rates, inflation, and the overall economic situation can affect salaries, and companies must be ready to adapt their salary grids to remain flexible in a changing market.
    
  • Market research: Regular tracking of salary benchmarks, participation in research, and analysis of salary data helps build up-to-date salary grids.
• Internal Factors
  Each company has its own unique characteristics that must also be considered when forming the salary grid:
  
  • Company budget: Depending on the company’s financial capabilities, there may be restrictions on salary amounts. For example, startups, lacking large capital, may offer lower salaries but compensate with stock options, bonuses, or flexible working conditions.
    
  • Company culture: In some organizations, higher salary rates may be set for certain roles if the company focuses on attracting top talent and highly skilled specialists.
    
  • Business structure and scale: Large companies with extensive departments and more complex projects may have more detailed salary grids, with multiple salary levels for each position.

The Role of Grades, Performance Reviews, and KPIs

1. Grades (qualification levels)

Grades are an important element of a salary grid, allowing a company to structure career paths and clearly differentiate employee levels. For example, developers often have the following grade system:

• Junior (1–2 years of experience)
  
• Middle (2–5 years of experience)
  
• Senior (5+ years of experience)
  
• Lead/Principal (client interaction, large projects, team management)
  
• Architect (solution architecture, strategic initiatives)

Each grade has its own salary range, giving employees a clear understanding of what is required to move up to the next level.

2. Performance Review and KPIs

The process of evaluating employee performance through performance reviews and setting KPIs (Key Performance Indicators) has become an important part of the salary grid system. For example, at the Middle and Senior levels, key criteria might include the successful delivery of projects, the quality of teamwork, the ability to solve technically complex problems, and meeting deadlines.

Based on regular evaluations, decisions can be made regarding grade promotions and compensation adjustments. This approach not only motivates employees but also helps build a long-term career growth strategy, which in turn contributes to retaining highly qualified specialists.

Conclusion

A tariff grid is not just a payroll tool — it’s a key element of HR management in an IT company.  It helps ensure fair compensation, clearly defines the requirements and expectations for different employee levels, and contributes to improving motivation and job satisfaction. A well-designed tariff grid plays a crucial role in attracting talent and retaining key specialists, providing the company with a transparent and flexible compensation system.

It is especially important that the tariff grid takes into account both external market trends and the internal specifics of the company, including its financial capabilities, corporate culture, and strategic goals.

For the successful implementation of a tariff grid, it’s vital for it to be flexible and adaptable to changes in the labor market while also considering the individual achievements and qualifications of each employee. Regular salary and grade reviews based on performance reviews, along with setting objective KPIs, help create a motivating environment and ensure opportunities for growth and development for every employee.

Moreover, implementing a tariff grid promotes transparency within the company, as employees understand what is expected of them and what steps they need to take to move up the career ladder. This builds trust between employer and employees, which positively affects overall productivity and the team atmosphere.

The Recruitment.by team helps companies build fair and effective compensation systems that meet both business needs and employee expectations. We analyze existing tariff grids, assist in optimizing compensation structures, and create conditions that support retaining key specialists. Our toolkit includes best practices for developing salary systems based on real market data, along with personalized solutions tailored to the specifics and strategic goals of each company.

We’re Here to Help

If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).

Send

info@recruitment.by

8 Kirova street, office 21, Minsk 220003

+375 (29) 366 44 77