Working in the EU with temporary protection

The right to work

Temporary protection can give you access to employment while you are living in an EU country. The right covers both work for an employer and self-employment, but it operates alongside national rules. The profession, labour market policy and required administrative steps can affect how you start work. Knowing which rules apply to your situation helps you prepare before accepting a job or taking on clients.

What the Directive says

Article 12 of Directive 2001/55/EC provides that people enjoying temporary protection must be authorised to engage in employed or self-employed activities. In plain terms, temporary protection can give you the right to work in the EU without requiring you to qualify for a separate work route first.

This right is not unrestricted. Your work remains subject to the rules that apply to the profession and to national labour market policy. A profession may have qualification or registration requirements, and the procedure for confirming your ability to work differs by country. A Member State may also give priority to EU citizens and to legally resident third-country nationals who receive unemployment benefit.

These provisions set a shared EU framework, but national authorities put it into practice. The documents you need, the way an employer verifies your status and any professional conditions can therefore vary. Temporary protection and employment in the EU are connected, but having the status does not remove the rules that apply to a particular job.

Before agreeing a start date, check the current requirements with the relevant national authority or employer. The practical point is that temporary protection opens access to work, while the country’s rules determine how you can take up a specific position.

Employed or self-employed

As an employee, you work for an employer under an employment relationship. The employer normally assigns work, sets or agrees working arrangements and pays you under the contract. The employer also handles responsibilities set by the country’s employment and social security rules. Your contract and the applicable law determine the details of the relationship.

Self-employment means you provide services or run a business on your own account. You generally organise your work, agree terms with clients and take responsibility for business costs and income. This may involve registering an activity, keeping records and meeting tax or social security obligations. The exact requirements depend on the country and the type of activity.

The label used in an agreement is not always decisive. National authorities may consider how the work is actually organised, including who controls tasks and working arrangements and whether you bear business risk. If a proposed arrangement looks like employment in practice, ask how it will be treated under local rules before you begin.

Some professions are regulated. They may require recognised qualifications, registration with a professional body or another form of authorisation before you can practise. This can apply whether you plan to work for an employer or independently. Check the requirements for the specific profession, rather than assuming that temporary protection replaces qualification or licensing rules.

Employees and self-employed people can have different forms of social protection. Employment may bring protections linked to an employment relationship, while self-employed people may need to arrange contributions or coverage under national systems. Eligibility and entitlements are set by country rules, so do not assume that the same benefits or protections apply to both arrangements.

Employers commonly expect you to show that you are authorised to work, provide evidence of relevant qualifications where required and agree on the role’s terms. They may also expect you to follow workplace procedures and communicate reliably. These are practical expectations, not a substitute for legal requirements: national rules determine the details of classification, registration and protection.

Paperwork before starting

Before your first working day, confirm which documents and registrations apply to your employment or business. The following checks cover common requirements, but not every item is mandatory in every country.

• Tax number: Check whether you need a tax identification number for payroll, tax declarations or business activity, and ask the relevant authority how to obtain or confirm it.
• Social security: Find out whether you must register with the national social security system, and whether your employer or you are responsible for submitting the required information.
• Employment contract: Read the written terms before signing. Check the employer’s identity, job title, start date, pay, working arrangements, duration and any probation or notice provisions.
• Bank details: Ask which account details the employer needs to pay your salary, and confirm that your name and account information are accurate before payroll is set up.
• Registrations and permits: Check whether your occupation or self-employed activity requires registration, a professional authorisation or another permit before you begin providing services.

Keep copies of signed agreements, registration confirmations and documents submitted to public authorities. If a requirement is unclear, confirm it with the employer or the relevant national authority before starting; this is general information, not individual legal advice, and the national immigration authority decides individual cases.

A useful first step is to make a checklist for your specific job and country, then confirm each item with the responsible authority or employer. That reduces the risk of starting before a required registration or professional authorisation is in place.

Finding a job

A job search in a new country often starts with the public employment service, which can explain local hiring practices and connect you with vacancies. EURES adds a cross-border search across the EU and European Economic Area (EEA). You can also apply directly through employer websites and established job portals. A clear CV and an accurate description of your language skills help employers assess your experience. Use the steps below to focus your search and present your skills consistently.

Public employment services

Each country has a public employment service, often called a PES, with its own registration process and range of support. EURES is a European job mobility network that helps people find vacancies and information across EU and EEA countries. Start with the service in the country where you are staying; you can ask whether an appointment or online registration is available.

• Find the national or regional PES through official government information, then check its current registration method and whether appointments are required.
• When registering, have identification and evidence of your residence or protection status available; the service can tell you which documents it needs.
• Prepare a current CV, a short summary of your work history, and details of qualifications so an adviser can match your profile to vacancies.
• Ask about vacancy matching, career guidance, skills assessments, training referrals, and workshops; the services offered differ between countries and local offices.
• Search EURES by occupation, location, contract type, and language, and review each listing for the employer’s requirements and application instructions.
• Contact a EURES adviser for information about recruitment across borders, living and working conditions, or practical barriers to moving for a particular job.

PES staff may help you plan applications, but they do not guarantee an interview or job offer. Vacancies and support differ by country, so confirm details with the relevant office before relying on a service.

CV and job portals

A European-style CV is usually concise, easy to scan, and tailored to the vacancy rather than a fixed national template. Europass is an EU tool for creating a CV and a profile of your skills, education, and experience; you can use it to organise information and prepare applications.

• Keep the CV to one or two pages where possible; give more space only when an extensive career or technical portfolio makes extra detail relevant.
• Use a clear structure: contact details, a short profile, work experience, education, skills, and relevant certificates, with dates in reverse chronological order.
• Include a photograph only when the employer requests one or it is standard for the role and country; photo expectations differ across Europe.
• Match relevant terms from the vacancy, such as software, machinery, or a professional qualification, but include only skills you can explain or demonstrate.
• Use Europass to build a consistent CV and skills profile, then adjust the wording and order of details for each specific application.
• Search EURES, LinkedIn, Indeed, and national job portals; check the posting date, employer identity, location, contract details, and application method.

Write in the language requested in the vacancy, and use a professional email address and readable formatting. Save a PDF with a clear filename, such as your name and the role, unless the employer asks for another file format.

Language requirements

Employers commonly state a required language level as a CEFR grade, such as B1 or C1, or use terms such as “working knowledge” and “fluent.” The Common European Framework of Reference for Languages has six levels, from A1 to C2; employers may also test speaking, writing, or job-specific vocabulary separately.

CEFR language levels and typical tasks at work

Level	Practical meaning	Examples of work and daily tasks
A1	Can use and understand very basic phrases.	Give a simple introduction, follow familiar words, and ask for basic help with a routine task.
A2	Can communicate in short, familiar exchanges.	Understand simple instructions, discuss a work schedule, and handle basic customer or colleague interactions.
B1	Can manage familiar matters and connected conversation.	Explain routine work, understand the main points of clear instructions, and write a short practical message.
B2	Can communicate with reasonable fluency and explain a viewpoint.	Take part in many workplace discussions, understand detailed instructions, and write clear reports on familiar subjects.
C1	Can use language flexibly and effectively for complex purposes.	Lead detailed discussions, adapt communication to professional situations, and produce well-structured work documents.
C2	Can understand almost everything and express fine shades of meaning.	Handle demanding communication, interpret subtle distinctions, and express complex ideas precisely in professional settings.

A vacancy may request a level in the local language, English, or both, and the required level depends on the duties. State your level honestly and give a concrete example, such as handling phone calls or writing reports; apply when your skills match the actual tasks, not just the label.

Workers’ rights

Your workplace rights come from EU rules, national law and, in some sectors, collective agreements. Temporary protection does not remove the employment standards that apply to other workers in the country where you work. The written terms of your job help you check what you have agreed to and what your employer must provide. If a problem arises, a union, labour inspectorate or local advice office can help you identify the right next step.

Employment contract

Before you sign, read every term and compare it with what the employer has offered. Ask for a copy in a language you understand, or get help translating important clauses. In many EU countries, employers must provide written information about key conditions, but the required form and timing depend on national law. Check these points in the contract or written employment terms:

• Job description: Confirm your role, main duties, workplace and reporting arrangements. Make sure the description reflects the work you were offered, rather than an open-ended promise of any duties.
• Pay: Check the gross salary or hourly rate, how often you will be paid, and any stated deductions. Confirm how overtime or variable pay is calculated.
• Hours: Look for the number of working hours, the usual schedule and how shifts are assigned. Check whether the contract describes on-call work or a variable schedule.
• Leave: Confirm your paid annual leave entitlement and how to request time off. Check whether the contract or applicable collective agreement gives more than the legal minimum.
• Probation: Find the length of any probationary period and the rules that apply during it. National law may limit its duration or set different notice requirements.
• Notice: Check how much notice you or your employer must give to end the job. Notice periods can depend on national law, length of service and contract terms.
• Social security contributions: Ask which system applies and check that the employer records and pays required contributions. These may fund social insurance, with exact rules set nationally.

Do not rely on a verbal promise if an important condition is missing from the written terms. Ask the employer to clarify it in writing before you sign, and keep a signed copy with payslips and related messages. A collective agreement may add protections, so check whether one applies to your workplace.

Working time and minimum wage

Working Time Directive 2003/88/EC sets core limits on working time and rest across the EU. It provides for a maximum average working week of 48 hours, including overtime, calculated over a reference period. It also requires at least 11 consecutive hours of daily rest in each 24-hour period and at least four weeks of paid annual leave. National rules give effect to these standards, and some sectors or circumstances can be subject to permitted derogations. Your national law or collective agreement may provide stronger protections, so check the rules that apply to your role. Minimum wages are set differently across the European Union. Directive (EU) 2022/2041 on adequate minimum wages was adopted in October 2022. It supports adequate wage-setting and collective bargaining, but it does not create one EU-wide minimum wage or require every member state to introduce a statutory rate. In 2025, 22 of the 27 EU countries had a statutory national minimum wage; Austria, Denmark, Finland, Italy and Sweden did not (Eurostat, 2025). In countries without a statutory national rate, pay floors may be shaped by collective agreements and national systems. The amount and coverage of a minimum wage differ by country, and rules can also vary by sector, age or type of work under national law. Check whether your pay is assessed by the hour, month or another period, and whether deductions or unpaid time affect the calculation. Your payslip and contract can help you compare the pay received with the applicable national rule. For working-time records, note your shifts and breaks so you can raise a specific concern if actual hours differ from the agreed schedule.

Where to get advice

A trade union can explain collective agreements, help you understand contract terms and represent members in discussions or disputes with an employer. If you are not a member, ask whether it offers initial guidance or can refer you to a suitable service. The labour inspectorate handles reports about breaches of employment rules, such as unpaid wages, excessive hours or unsafe conditions. It can explain applicable standards and may investigate or take enforcement action under national law. A municipality or local legal aid office can help you understand complaint procedures, find relevant public services and, where available, access legal advice or interpretation. Bring your contract, payslips, work schedules and messages about the problem. Keep copies, then contact the union, inspectorate or local advice office that best matches the issue.

About Newcomer Guide EU

Newcomer Guide EU is an independent, English-language information guide for Ukrainians in the EU and for people who help them. It provides information about topics relevant to newcomers, including temporary protection and working in the EU. The guide is not a charity or an official body, and it is not Rotary or Rotaract. It is not the former owner of any domain. It does not offer help or accommodation, arrange hosting, accept donations, or provide contacts.