Labor and Social Affairs Minister Aleš Juchelka Backs Special Long-Term Residence Programme for Ukraine as Czech Economy Needs Workers

(CZECH REPUBLIC) — The Czech government approved a February 16, 2026 decree creating a Special Long-Term Residence Programme for Ukrainians, tying longer-term status to work and self-sufficiency in the Czech economy.

The announcement matters for U.S. employers and foreign nationals too. It shows how governments are shifting from emergency protection to labor-market integration. In the U.S., the closest employment-based parallel is the H-1B, where “integration” is measured through a specialty occupation, a compliant wage, and a documented job need.

Overview: Czech Special Long-Term Residence Programme for Ukrainian refugees

The new Czech programme creates a long-term residence option separate from temporary humanitarian protection. It is designed for residents who have already built stable lives. It also reflects a policy shift. The goal is less emergency shelter and more predictable residence tied to employment.

For employers, the premise is straightforward. Stable status supports stable staffing. For employees, the message is also clear. Countries are increasingly screening for “ready to remain” residents, not only “ready to flee” residents.

Eligibility requirements and key criteria (Czech programme)

The Czech framework is intentionally selective. The central requirements focus on time in status, income, and self-sufficiency.

Applicants must generally show at least two years of continuous residence under temporary protection. Families must meet an annual gross income threshold of CZK 440,000. Authorities also evaluate self-sufficiency at filing. Applicants and family members must not be receiving humanitarian benefits at the time of application.

Compliance items are practical and document-driven. Expect checks for a clean criminal record, secured housing, and uninterrupted health insurance. Families must also document children’s enrollment and attendance in Czech schools.

Edge cases often turn on timing and documentation. Benefits cut-offs close to filing can trigger questions. School attendance records may be requested for older children. Housing documents must match the family’s actual address.

Status details and duration (Czech programme)

If approved, the Czech permit grants five years of legal residence. “Legal residence” generally means the right to stay and work, plus access to services under Czech rules.

It may also serve as a bridge to permanent residence later. That path depends on future compliance and Czech statutory requirements. Renewals and continued eligibility conditions matter. Income and insurance gaps can create later problems.

Current statistics and labor market impact

The scale is large. Over 393,000 Ukrainian refugees were living in the Czech Republic in early 2026. About 180,000 were reported as integrated into the labor market with stable jobs.

Policymakers have emphasized shortage sectors. Construction, elderly care, and healthcare were repeatedly cited. The programme’s strict criteria can narrow the eligible pool on purpose. That signals a focus on residents already supporting themselves through work.

Official statements and political context

The Czech government framed the programme as labor-driven and stability-driven. Labor and Social Affairs Minister Aleš Juchelka said the Czech labor market would struggle without Ukrainian workers. He cited construction, elderly care, and healthcare roles.

Interior Minister Lubomír Metnar described the status as support for working, self-sufficient people who have lived in the country long term. He also linked the policy to labor-market stabilization. The strict criteria match that framing. They target those already economically integrated.

U.S. context: separate systems, different timelines

There is no USCIS or DHS statement tied to the Czech decree. It is a separate jurisdiction. U.S.-based Ukrainians often rely on different tools.

Temporary Protected Status (TPS) is a humanitarian protection that can provide work authorization. DHS previously extended Ukraine TPS for 18 months, effective April 20, 2025 through October 19, 2026. TPS is not an immigrant visa. It also does not require a specialty occupation.

A partial DHS government shutdown was reported in mid-February 2026 due to a funding lapse. That can slow communications and increase uncertainty around timing. Employers should plan for longer response cycles when agencies are strained.

The H-1B specialty occupation standard (what USCIS checks first)

For an H-1B, the first legal test is the specialty occupation requirement. The role must normally require a bachelor’s degree or higher in a specific specialty.

USCIS applies four regulatory criteria. The petition must meet at least one:

1. A bachelor’s or higher degree in a specific specialty is the normal minimum entry requirement.
2. The degree requirement is common in the industry for parallel positions.
3. The employer normally requires a degree for the position.
4. The duties are so specialized and complex that the knowledge required is usually associated with a degree.

Qualifying vs. non-qualifying job examples

Commonly qualifying (with strong documentation):

• Software Developer (SOC 15-1252) requiring Computer Science or similar.
• Mechanical Engineer requiring Mechanical Engineering.
• Financial Analyst requiring Finance, Accounting, or Economics.
• Registered Nurse roles can be fact-specific and often require extra support.

Commonly challenged (higher RFE risk):

• “Business Analyst” with broad duties and no tight degree link.
• “Project Manager” without an engineering, IT, or quantitative specialty requirement.
• “Sales Manager” framed as general sales leadership.
• Entry-level “Coordinator” roles with mixed administrative duties.

⚠️ Employer Alert: USCIS scrutiny increases when the job description looks generic, the degree field is broad, or the wage is set at Level I.

Degree equivalency options (how employees can qualify)

A U.S. bachelor’s in the right major is the simplest match. Other options can work, but they need careful packaging.

• Foreign degree equivalency: A foreign bachelor’s can qualify if it is equivalent to a U.S. degree in the specialty. Use a credible credential evaluation.
• Experience equivalency: Progressive, specialized experience can sometimes substitute for missing education. A common method is three years of specialized experience for one year of college.
• Combination cases: Some beneficiaries qualify through mixed education and experience, supported by expert letters.

Employees should confirm the degree-to-duties link early. A general degree with a specialized job can still work. The evidence must be organized and consistent.

Wage level, prevailing wage, and why Level I matters

H-1B compliance ties job requirements to wage obligations. Employers must pay the higher of the prevailing wage or the actual wage.

Prevailing wages are tied to SOC code, location, and level: Level I (17th percentile) through Level IV (67th percentile). USCIS has questioned Level I filings when the duties read like experienced roles. That mismatch can trigger an RFE.

Use flcdatacenter.com to check wages. Confirm the SOC code matches the job duties. Keep worksite location consistent across the LCA and petition.

Documentation that wins specialty occupation cases

USCIS RFEs often focus on whether the job truly requires a specific degree. Strong filings usually include:

• A detailed duty breakdown with percent allocations.
• A degree requirement statement tied to each duty cluster.
• Organizational chart and reporting lines.
• Similar job postings showing industry practice.
• Past hiring evidence showing the employer “normally requires” the degree.
• Third-party letters and contracts for client-site work, if applicable.

💼 Employee Tip: Ask for the SOC code, wage level, and worksite address before filing. Those three items often drive both wage and specialty occupation questions.

FY 2027 cap timeline and required fees (U.S.)

For FY 2027 (employment start October 1, 2026), USCIS typically runs registration in March. USCIS will publish exact dates on its cap season page.

📅 Key Date: Employers should have job descriptions, SOC codes, and wage targets ready by January 2026 for March registration.

Practical next steps (employers and employees)

Employers should finalize the degree requirement, SOC code, and worksite list in January and February 2026. Employers should also draft a duty-based job description that supports a specific specialty. Employees should obtain credential evaluations and experience letters before March 2026 registration. Both parties should track USCIS cap updates and review specialty occupation guidance at uscis.gov.

📋 Official Resources:
– H-1B Program: uscis.gov/h-1b-specialty-occupations
– Cap Season: uscis.gov/h-1b-cap-season
– Prevailing Wages: flcdatacenter.com