Expression of Interest Visa Ended: How HRs Should Adapt in 2025

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The Portuguese government’s discontinuation of the Expression of Interest (EOI) visa has reshaped how companies hire foreign talent. Until recently, the EOI pathway allowed non-EU professionals already in Portugal to apply for residence permits while seeking work. With its removal in 2024, employers must now rethink how they engage international talent—especially as Portuguese businesses continue to face skill shortages in tech, engineering, and hospitality.

What Changed and Why It Matters

The EOI visa was designed to support migration flexibility but led to administrative strain and backlog. Under Portugal’s new immigration rules, foreign talent must now secure a valid work visa before entering the country. This shift moves responsibility upstream—from individuals to employers—requiring HR teams to adapt processes for compliant hiring.

For HR leaders and mobility professionals, this change means:

• Candidates already in Portugal without valid work authorization can no longer regularize through EOI applications.
  
  
• Companies must initiate visa sponsorship at the recruitment stage.
  
  
• Work visa processing timelines must be factored into onboarding and relocation planning.
  
  

Key Implications for Employers

1. Earlier Immigration Planning
   Employers can no longer rely on candidates to handle legalization post-hire. Instead, visa and relocation planning must start at offer acceptance. Integrating immigration checks into the hiring workflow is now essential for compliance and efficiency.
   
   
2. More Dependence on Employer Sponsorship
   The end of EOI places greater emphasis on the company’s ability to provide a work contract and sponsorship documents. HRs should coordinate closely with legal teams or immigration partners to ensure all compliance steps are completed before relocation.
   
   
3. Hiring from Abroad Becomes the Norm
   While the EOI visa often benefited jobseekers already in Portugal, companies must now focus on cross-border recruitment strategies. This includes sourcing talent internationally and leveraging digital talent relocation services.
   
   

How HRs Can Adapt in 2025

To maintain competitive hiring pipelines and ensure compliance, HR and global mobility teams can:

• Partner with immigration service providers to manage visa documentation and bureaucratic steps efficiently.
  
  
• Use digital relocation platforms (like Jobbatical) that integrate compliance, visa management, and relocation logistics.
  
  
• Develop internal visa readiness workflows—including timelines, candidate document checklists, and clear communication with hiring managers.
  
  
• Update employer branding and job listings to reflect visa sponsorship availability and support for international hires.
  
  

New Pathways Employers Can Use

Even without the EOI visa, companies can still hire international talent through:

• The Tech Visa Program, designed for certified tech employers to hire highly qualified non-EU professionals faster.
  
  
• Highly Qualified Activity Visa, applicable to senior-level or specialist positions.
  
  
• Seasonal or Temporary Work Visas, useful for agriculture, tourism, or project-based needs.
  
  
• EU Blue Card, ideal for long-term, high-skill employment in Portugal and across Europe.
  
  

Building a Future-Proof Hiring Process

The end of the Expression of Interest visa in Portugal signals a broader European trend toward structured, employer-led immigration. For HRs, this is an opportunity to build more compliant, predictable processes for hiring globally.

By aligning early with immigration specialists and integrating visa management into HR systems, employers can remain attractive to international talent—and continue scaling across borders with confidence.

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