How to Find Workers for Belarus from Abroad — The Complete Employer Guide by EU Helpers

Belarus has long been one of the most industrially developed economies in the post-Soviet region. From heavy machinery production in Minsk and Gomel, to oil refining in Novopolotsk and Mozyr, petrochemicals in Grodno, fertilisers in Soligorsk, tractors and trucks rolling off historic assembly lines, agriculture across the vast countryside, growing IT and service activity in the capital, and an active construction sector in every major city, Belarusian employers face constant demand for workers in nearly every sector. Yet the local labour pool is no longer sufficient to fill all the open positions. Significant emigration to Russia, Poland, Lithuania, the Czech Republic, and Germany has reduced the working-age population, while younger Belarusians often prefer office-based or IT careers over industrial trades. As a result, more and more Belarusian companies are now looking abroad to keep their businesses running and growing.

This in-depth EU Helpers guide is built for Belarusian business owners, HR managers, and recruitment professionals who want to understand exactly how to find workers for Belarus from abroad. At EU Helpers, we work with Belarusian companies across construction, industry, oil and chemicals, agriculture, transport, healthcare, hospitality, retail, and services to source, vet, and legally bring foreign workers into Belarus. In the sections below, you will learn where to find candidates, which permit routes apply, what documents are needed on both sides, how long the process really takes, how much it costs, what mistakes to avoid, and how factors such as nationality, embassy, sector, and permit category can shape your strategy. Whether you are hiring your first foreign worker or scaling an existing international team, this EU Helpers guide will give you the clarity you need before taking the next step.

Why Belarusian Employers Are Hiring Workers from Abroad

Belarus has experienced major labour market shifts over the past decade. Significant emigration has reduced the supply of skilled and unskilled workers in many sectors. At the same time, the economy continues to require strong workforce levels — industrial plants run multiple shifts, construction projects keep advancing, oil and chemical facilities need ongoing maintenance and modernisation, agriculture demands seasonal labour, transport networks expand, and retail and services grow in urban centres. The mismatch between local supply and ongoing demand is now visible in nearly every sector and region.

For employers, hiring foreign workers is no longer a backup plan; it has become a strategic necessity. Bringing in workers from abroad allows Belarusian companies to keep factories running, deliver construction projects on schedule, maintain industrial facilities, ensure quality of service, and remain competitive in a tightening labour market. But hiring foreign workers also comes with serious legal responsibilities under Belarusian immigration and labour rules, monitored by the Ministry of Internal Affairs, the Department for Citizenship and Migration, the Ministry of Labour and Social Protection, tax authorities, and other competent bodies. Understanding the rules from the start is the foundation of a successful international recruitment programme.

Key Industries Hiring Foreign Workers in Belarus

Demand for foreign workers in Belarus is visible across many sectors, but is especially strong in:

• Industry and manufacturing (machine-building, tractor and truck production, metallurgy, food processing, textiles)
• Oil refining, petrochemicals, and energy (welders, pipefitters, electricians, mechanical technicians)
• Construction and civil engineering (masons, carpenters, electricians, plumbers, scaffolders, equipment operators, general labourers)
• Agriculture and dairy (seasonal pickers, dairy workers, livestock, harvesting)
• Logistics, warehousing, and transport (forklift operators, packers, drivers)
• Healthcare and elderly care (nurses, caregivers, support staff)
• Hospitality, retail, and services
• IT and technology (developers, engineers, specialists in growing sectors)
• Cleaning, facility management, and food service

Each industry has its own typical permit route, salary expectations, and recruitment channels, and EU Helpers tailors the strategy accordingly. For example, a Minsk machine-building plant hiring fifty welders follows a very different rhythm than an agricultural cooperative in the Grodno region hiring seasonal harvest workers, or a Gomel construction firm hiring long-term skilled tradespeople.

Regional Differences Across Belarus

Belarus is not a single labour market. Minsk concentrates services, IT, finance, retail, and a wide range of skilled jobs at higher wage levels. Gomel, Mozyr, and Novopolotsk have specific demand tied to oil, chemical, and energy projects. Brest, near the EU border, faces particular pressure as workers are easily attracted by Polish wages just across the border. Grodno combines industrial and agricultural demand. Vitebsk and Mogilev have steady industrial and construction activity. Soligorsk anchors fertiliser production with consistent demand for industrial labour. Smart employers benchmark their offer not just against the Belarusian minimum wage, but against what competing employers in the same region are actually paying foreign workers in similar roles. EU Helpers maintains up-to-date salary and accommodation benchmarks so that offers attract candidates rather than scare them away.

Understanding the Legal Framework Before You Recruit

Before sourcing the first candidate, Belarusian employers need to understand the legal categories that govern hiring foreign workers in Belarus. The route you choose will affect how long the process takes, how much it costs, which documents are required, and how soon the worker can legally start.

EAEU Member State Nationals

Citizens of Eurasian Economic Union (EAEU) member states — currently including Russia, Kazakhstan, Kyrgyzstan, and Armenia — generally enjoy simplified access to the Belarusian labour market under EAEU rules. They typically do not need a separate work permit and can be employed on terms comparable to Belarusian citizens, subject to registration, social security, and tax obligations. This makes EAEU nationals a frequent first choice for many Belarusian employers in all sectors.

CIS and Other Foreign Nationals

For workers from CIS countries outside the EAEU (such as Ukraine, Moldova, Uzbekistan, Tajikistan, Azerbaijan) and from countries outside the post-Soviet space (such as Turkey, India, Pakistan, Bangladesh, Vietnam, China, Sri Lanka, the Philippines, Indonesia, and others), Belarusian immigration law applies more structured rules. These workers usually need both a work permit and a temporary residence permit, issued under Belarusian law and supported by employer sponsorship.

Main Authorisation Routes in Belarus

Work Permit (Spetsialnoye razresheniye)

The standard work permit is the primary authorisation that allows a non-EAEU foreign national to work legally in Belarus. It is tied to the employing company, the job role, and usually a specific contract duration. The employer applies for the permit through the competent migration authority, submitting supporting company and job documents.

Temporary Residence Permit

Alongside the work permit, foreign workers staying in Belarus for more than a short period need a temporary residence permit, which legalises their stay. Work and residence permits often move forward as part of the same overall process, and the required documents overlap significantly. EU Helpers coordinates both stages so they progress in parallel.

Highly Qualified Specialists

Belarusian law recognises specific routes for highly qualified specialists. Senior specialists, supervisors, engineers, and managers may qualify under faster or simplified procedures, depending on the role, salary level, and qualifications.

Project-Based and Sector-Specific Categories

For specific large-scale industrial projects, infrastructure works, or oil and chemical maintenance shutdowns, project-based recruitment of foreign workers is common. These hires often involve teams of foreign workers assigned to defined projects, with their own contractual and immigration arrangements.

Seasonal Work Categories

For agriculture and other seasonal sectors, specific provisions for shorter-term work can apply. This is widely used for harvests, dairy operations, and certain industrial cycles where demand peaks during defined months.

Long-Term Stay and Path to Permanent Residence

Workers who become a stable part of a Belarusian employer’s team can renew their authorisations and eventually move toward longer-term residence statuses. Over a longer qualifying period, more permanent residence categories may become available, giving both employer and employee a clear long-term plan.

The exact rules, eligible nationalities, processing times, and document requirements can change based on government decisions and the latest international agreements, including within the EAEU framework. EU Helpers always checks the most up-to-date official requirements before starting any case.

Where to Find Workers for Belarus from Abroad

Once you understand the legal route, the next question is the most practical one — where do you actually find the workers? Successful Belarusian employers usually combine several channels rather than relying on one.

EAEU and CIS Recruitment First

Because EAEU nationals usually face simplified procedures and CIS workers share a common professional culture and Russian-language skills, many Belarusian employers start their search in Russia, Kazakhstan, Kyrgyzstan, Armenia, Uzbekistan, Tajikistan, Moldova, and Ukraine. These markets offer a strong supply of workers familiar with post-Soviet industrial and construction standards and Russian-language documentation. Recruitment from these countries is generally faster and simpler than from further afield.

Direct Recruitment in Other Source Countries

Beyond the EAEU and CIS, Belarusian employers increasingly source workers from further afield. Common source markets include Turkey, India, Nepal, Pakistan, Bangladesh, Sri Lanka, Vietnam, China, the Philippines, Indonesia, and several African countries with strong labour supply. Each market has its own typical experience profile, qualification pattern, salary expectation, and document timeline.

Direct recruitment also means dealing with local realities in each source country — different document formats, different ways of presenting qualifications, different cultural expectations around interviews, and different timeframes for issuing passports, police clearance certificates, and medical reports. Employers who treat every source country the same usually struggle, while those who adapt their process consistently fill vacancies on time.

Licensed Recruitment Agencies and Partners

Most Belarusian employers prefer to work with a licensed recruitment partner that already has sourcing networks abroad, handles candidate screening, manages documentation, and coordinates with the migration authority and embassies. This is exactly the kind of end-to-end support that EU Helpers provides — combining sourcing in multiple countries with full Belarusian legal compliance, so you receive ready-to-deploy workers rather than half-finished cases. For employers who want a structured, compliant, and fully managed recruitment pipeline, you can learn more about employer sponsorship and hiring support from EU Helpers.

Online Job Portals and Social Media

Platforms such as LinkedIn, regional Facebook and Telegram groups, country-specific job boards, and international recruitment websites are widely used to attract foreign candidates considering relocation to Belarus. Multilingual job ads — in Russian, English, Turkish, Hindi, Tagalog, Urdu, Bengali, Vietnamese, or Chinese depending on the target market — perform much better than ads written in a single language.

Referrals from Existing Foreign Employees

One of the most underrated channels is your own current workforce. Workers who are already happy in your company are often willing to refer friends, family members, or former colleagues from their home countries. A simple, transparent referral bonus scheme quickly builds a pipeline of pre-vetted candidates who already know your culture, schedule, and expectations.

Vocational Schools and Training Centres

Some employers build relationships with vocational schools and training centres in source countries, allowing them to recruit graduates with up-to-date training. This is particularly useful for industry, construction, healthcare, and agriculture, where structured training systems produce a steady flow of candidates.

Government and Institutional Channels

Bilateral cooperation, intergovernmental labour agreements, and EAEU-level coordination can also be used to source workers, especially for shortage occupations. These channels are slower but useful for structured, larger-scale recruitment.

Step-by-Step Process to Hire a Worker for Belarus from Abroad

Here is the typical workflow EU Helpers uses with Belarusian employers. The exact order can shift based on the permit type, nationality, and sector, but the structure stays consistent.

Step 1: Define the Vacancy and Profile

Before anything else, define the role, daily duties, working hours, location, salary, accommodation arrangements, transport to work, and required skills or certifications. Be realistic about language — Russian is the primary working language in most Belarusian workplaces, with some roles requiring English or other languages.

Step 2: Choose the Correct Legal Route

Decide whether the simplified EAEU route applies or whether a full work permit and temporary residence permit application is needed, based on the worker’s nationality, job duration, and your long-term plans for the role.

Step 3: Labour Market Considerations and Quotas

For non-EAEU foreign workers, Belarusian rules may include labour market considerations and, where relevant, sector or regional quotas. Where required, the employer prepares the supporting documentation and submits it through the appropriate authorities.

Step 4: Source and Shortlist Candidates

Run a structured recruitment campaign through agencies, portals, referrals, or direct outreach. Interview candidates by video, check references, and verify documents — passport validity, qualifications, previous work experience, language certificates, and health condition where relevant.

A good shortlist is not just the most qualified candidates — it is the most realistic ones. Strong technical skills mean little if the candidate’s passport expires in a few months, their police clearance certificate cannot be issued in time, or their family situation makes a long absence from home country impractical. EU Helpers screens for technical fit, document readiness, motivation to actually relocate to Belarus, Russian-language realism, and basic compatibility with Belarusian working conditions.

Step 5: Sign a Preliminary Agreement

Once you select a candidate, sign a preliminary employment offer that clearly states salary, position, working hours, accommodation, probation period, and start date. This document is also useful for the permit and visa file.

Step 6: Apply for Work Permit and Residence Permit

The employer submits the application to the competent Belarusian authorities, accompanied by company documents (registration, tax ID, sector activity proof), the job description, the worker’s documents, and the preliminary agreement. Processing times depend on the case and the latest official workload.

Step 7: Visa Application Abroad Where Required

Depending on the worker’s nationality, a visa may need to be obtained at the Belarusian embassy or consulate before travel. The worker presents the permit, passport, photos, insurance, accommodation proof, and other required documents.

Step 8: Arrival, Migration Registration, and Onboarding

After visa approval, the worker travels to Belarus, where the employer completes migration registration within the required timeframe, signs the formal Belarusian employment contract, arranges accommodation, and runs role-specific onboarding, including health and safety training.

Step 9: Long-Term Stay, Renewals, and Career Path

For workers who plan to stay long term, the employer should track all expiry dates and start renewals well in advance. A central renewal calendar prevents accidental lapses, which can disrupt operations and create compliance problems. Offering clear career paths — from entry-level to senior or supervisory roles — encourages long-term retention.

Documents Belarusian Employers Typically Need

The exact list depends on the permit route and the latest official requirements, but employers should generally be ready to provide:

• Company registration and proof of legal existence in Belarus
• Tax identification and proof of good standing with tax authorities
• Sector activity certificates and any required licences
• Detailed job description and working conditions
• Proposed salary (must meet legal and sectoral expectations)
• Proof of available work and operational capacity
• Identification documents of the person signing on behalf of the company
• Power of attorney where EU Helpers or another representative is filing on the employer’s behalf

Workers will separately provide their passport, qualifications, CV, medical clearance, photos, police clearance certificates where requested, and other personal documents required by Belarusian authorities. Documents from foreign countries usually need to be translated into Russian and notarised, and apostilled or legalised depending on the country of origin and applicable agreements.

Fees, Costs, and Timelines

Costs and timelines vary depending on the route, nationality, and complexity. Belarusian employers should plan the full picture rather than focusing only on the headline state fee.

Direct Costs

Direct costs include official state fees for work and residence permits, visa fees where applicable, translation and notarisation of foreign documents into Russian, medical examinations, and any recruitment agency or consultancy fees. Some sector-specific certifications may also carry costs.

Indirect and Operational Costs

Indirect costs often include flights or transport to Belarus, initial accommodation, work clothing and PPE, mobile communication, induction training, and ongoing support during integration. For sectors like hospitality, agriculture, and industry, the cost of uniforms, meals, and shared accommodation can be significant.

Realistic Timelines

Timelines depend on the route, quota availability, the worker’s nationality, embassy workload, and document readiness. EAEU hires can be very fast once a candidate is selected. Non-EAEU cases typically require several weeks once a complete file is submitted, plus embassy time. EU Helpers always provides realistic timelines based on the latest processing experience rather than the best-case scenario.

Hidden Costs Employers Often Overlook

Beyond the headline state fees, several smaller costs can add up. Document translations by certified translators carry per-page fees. Apostilles or legalisations of foreign diplomas, marriage certificates, and police clearance certificates often involve fees in the source country. Medical examinations are not optional and must be done at certified providers. If accommodation is provided, deposits, utilities, internet, basic furniture, and cleaning add monthly expenses. Transport from the accommodation to the workplace, especially for industrial sites and rural locations, is another regular cost. Finally, employers should budget for occasional setbacks — a missed visa appointment, an expired document, or a delayed flight — and treat these as normal parts of international recruitment.

Rights and Obligations Once the Worker Arrives

A successful hire does not end at the airport. Belarusian law sets clear standards for how foreign employees must be treated, and serious penalties apply for non-compliance.

Employment Contract and Working Conditions

The worker must be employed under the same terms promised in the permit application — same role, same salary, same working hours. Any significant change usually requires updating the permit or filing a new application.

Salary, Taxes, and Social Contributions

The worker is registered with the relevant social and tax authorities, with salary and contributions paid according to Belarusian law. The agreed salary cannot fall below the legal minimum or the level stated in the permit file. Underpayment is one of the most common reasons for inspections and penalties.

Health, Safety, and Training

Employers must provide proper occupational health and safety training, appropriate protective equipment, and any role-specific induction in line with Belarusian rules. Many sectors also require initial and periodic medical examinations.

Migration Registration and Reporting Obligations

Belarusian rules require timely migration registration of foreign workers, often within a short period after arrival, and ongoing reporting obligations to migration and labour authorities. Failure to register or report can result in fines for both employer and worker. EU Helpers helps employers stay on top of these obligations from day one.

Accommodation and Living Conditions

While accommodation is not always legally required to be provided by the employer, where it is provided it must meet decent standards. Overcrowded, unsafe, or unsanitary housing for foreign workers is a serious compliance and reputational risk.

Family, Long-Term Stay, and Mobility

Workers on long-term permits may, depending on their status and stay, eventually bring family members and apply for longer-term residence. Within their permit limits, foreign workers in Belarus can also benefit from a clear long-term plan, which makes Belarus more attractive than purely short-term destinations.

How Nationality, Embassy, and Permit Category Change the Process

One of the most common mistakes is assuming the process is identical for everyone. In reality, several factors significantly change the timeline and approach.

Nationality

EAEU nationals (from Russia, Kazakhstan, Kyrgyzstan, and Armenia) benefit from simplified labour access in Belarus and can usually start work without a separate work permit. CIS nationals and workers from further afield need full work and residence permit procedures.

Embassy Workload

A Belarusian embassy or consulate in one country might issue visas faster than in another due to staffing, security checks, or seasonal peaks.

Sector and Role

Shortage occupations and seasonal jobs often benefit from faster, simpler routes. Highly qualified roles can unlock specific procedures.

Salary Level

Higher salaries can support stronger cases, especially for skilled or specialised roles, and can also improve retention once the worker arrives.

Employer History

Companies with a clean compliance record and a track record of successful foreign hires usually find their files reviewed more smoothly than companies with unresolved issues or previous violations.

Common Mistakes Belarusian Employers Make When Hiring Foreign Workers

Over the years, EU Helpers has seen the same mistakes repeat themselves. Most are completely avoidable with planning.

Starting Too Late

Many employers begin recruitment only when the shortage is already critical, especially before a harvest, an industrial shutdown, or a major construction deadline. By then, permits and visas cannot realistically be issued in time. Planning recruitment several months ahead transforms outcomes.

Choosing the Wrong Permit Route

Using a short-term or seasonal route for a long-term role — or the opposite — leads to wasted time, additional costs, and unnecessary refusals.

Underestimating Salaries and Regional Competition

Belarus competes for foreign workers against EU markets (especially Poland and Lithuania, just across the border) and Russia, which often offer higher wages. Offering salaries that look attractive locally but are clearly low compared to regional alternatives causes workers to leave shortly after arrival or use Belarus as a stepping stone. Realistic, market-aware offers retain candidates better than slightly cheaper ones.

Poor Document Preparation

Missing apostilles, untranslated documents (especially documents not yet translated into Russian), expired passports, or inconsistent job descriptions between the permit, contract, and visa file cause delays and refusals. Detailed checklists prevent most of these issues.

Weak Onboarding

Bringing workers to Belarus with no clear accommodation, no transport to the workplace, and no orientation in their language leads to early resignations and reputational damage in the source country.

Ignoring Compliance After Arrival

Failing to complete migration registration, paying below the permit salary, or letting permits expire without renewal can result in fines, bans on future hiring, and even deportations.

Different Candidate Profiles and How to Approach Them

Foreign workers are not a single group, and the most effective recruitment strategy treats each profile differently.

Industrial and Manufacturing Workers

Welders, CNC operators, mechanics, electricians, assembly line workers, and technicians form a major segment of foreign hires in Belarus, particularly in machine-building, automotive, and metallurgy. They expect competitive salaries against regional benchmarks, clear shift schedules, and reliable accommodation. EAEU and CIS candidates often integrate fastest due to language and qualification compatibility.

Construction Workers and Skilled Trades

Masons, carpenters, electricians, plumbers, tilers, plasterers, painters, welders, scaffolders, and equipment operators are in constant demand across construction projects. They expect competitive salaries, clear progression, and quality tools and equipment.

Oil, Chemical, and Energy Specialists

Pipefitters, welders for pressure equipment, mechanical technicians, and process operators are critical for Belarus’s major industrial facilities in Novopolotsk, Mozyr, Grodno, and Soligorsk. They often hold specialised certifications and command higher salaries.

Agricultural Workers

Seasonal pickers, dairy workers, livestock handlers, and harvest staff form a significant share of foreign workers in rural Belarus. The relationship is often shorter, but repeat seasonal hiring of the same workers is extremely efficient.

Healthcare and Care Staff

Nurses, caregivers, and support staff form a growing segment. These hires usually require qualification recognition and Russian-language skills.

Highly Qualified Specialists

Engineers, IT professionals, financial specialists, and senior managers fall into this category. They expect competitive packages, clear career paths, and family-friendly conditions.

Logistics and Transport Workers

Forklift operators, packers, warehouse staff, and drivers form another important segment. Many can be sourced from EAEU and CIS countries quickly.

Workers Already in Belarus or Nearby Countries

Some candidates are already in Belarus on other permits, or are working in nearby Russia, Ukraine, or Poland and willing to relocate. Hiring them can be faster because they are physically close and familiar with the region, but legal checks on their existing status and any contractual obligations are essential. EU Helpers always reviews the existing documentation before issuing an offer.

Reasons for Delays, Refusals, and Rejected Visas

Even well-prepared cases can hit obstacles. Common reasons include incomplete or inconsistent documentation; unclear or unrealistic job descriptions; salary below sectoral expectations; employer arrears with tax or social authorities; suspicion of fictitious employment; previous immigration violations by the worker; security or background concerns at the embassy; high embassy workload and seasonal peaks; quota limitations; and errors in the company’s registration or licence data. Strong preparation, honest declarations, and professional representation reduce these risks dramatically.

Practical Tips for Belarusian Employers Hiring from Abroad

To make international recruitment work as a long-term strategy rather than a one-off project, consider these EU Helpers recommendations:

• Build a recruitment calendar that aligns with your production peaks, harvests, project timelines, and industrial shutdowns
• Start with EAEU candidates where the role and budget fit, then expand to other markets
• Diversify source countries to reduce dependency on a single nationality
• Invest in multilingual onboarding materials and basic Russian language support
• Offer transparent contracts and avoid verbal-only promises
• Provide clear paths for progression — workers who see a future stay longer
• Track every permit expiry date in a central system and start renewals early
• Treat compliance as a competitive advantage, not just an obligation
• Maintain clean, safe, and respectful accommodation for foreign workers
• Partner with a specialised consultancy like EU Helpers to avoid reinventing the wheel for every new hire

Practical Tips for International Applicants Considering Belarus

Many workers reading employer-side content are also evaluating their own options. From an applicant perspective, Belarus offers a strong industrial base, demand across construction and heavy industry, a relatively low cost of living, a familiar professional culture for post-Soviet workers, modern infrastructure, and clear career paths for those who join stable employers. Applicants should always verify the employer’s legitimacy, request a written offer, understand the salary and deductions, and confirm accommodation and transport arrangements before travelling. Working with a reputable partner such as EU Helpers, on either the employer or applicant side, reduces the risk of misunderstandings and ensures the process follows Belarusian law from start to finish.

Important Legal Notes

Belarusian immigration and labour rules are detailed and updated periodically. Permit categories, eligible nationalities, salary thresholds, processing times, and document requirements can change based on government decisions and international agreements, including within the EAEU framework. The information in this article is general guidance and does not replace official advice for a specific case. Every hiring scenario should be reviewed against the latest official requirements before submission, and EU Helpers always confirms current rules with the relevant offices before filing.

Final Guidance from EU Helpers

Finding workers for Belarus from abroad is no longer a niche activity — it is becoming a core part of how Belarusian businesses stay competitive. The employers who succeed are the ones who treat international hiring as a structured, repeatable process rather than an emergency reaction. That means understanding the permit landscape (including the EAEU advantage), choosing the right source countries, preparing documentation properly, planning realistic timelines, and supporting workers from the first interview through to long-term integration in Belarus.

The companies that get the best results also think beyond the first hire. They build relationships with reliable agencies in two or three source countries, design accommodation and transport systems that work for shift patterns, harvests, and industrial cycles, train Belarusian supervisors in basic multilingual communication, and create renewal calendars so no permit ever lapses by accident. They view foreign workers not as temporary cost-savers, but as a long-term part of the team, with the same access to training, promotion, and recognition as Belarusian employees. Companies that take this view consistently outperform competitors who treat international recruitment as a one-off emergency.

If you are a Belarusian employer looking to build or scale an international workforce, EU Helpers can guide you through every step — from sourcing candidates in multiple countries, to handling work and residence permits, to coordinating embassy visas, to ensuring full compliance once the worker arrives. With the right partner and the right process, hiring workers for Belarus from abroad becomes not just possible, but predictable. Reach out to EU Helpers when you are ready to turn your labour shortage into a stable, legal, long-term solution, and explore our dedicated employer hiring services for Belarus to see how we can support your business directly.