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Kurzeme is Latvia's western coastal region, made up of the state cities of Liepāja and Ventspils and the municipalities of Dienvidkurzeme, Kuldīga, Saldus, Talsi, Tukums, and Ventspils. Two of the country’s three major seaports are here, along with the Liepāja Special Economic Zone and the Ventspils Free Port. Meanwhile, inland municipalities depend more on forests, farmland, and food processing. For an agency abroad that supplies non-EU workers, the region therefore needs two quite different recruitment profiles: industrial and port skills on the coast, and wood, food, and seasonal skills further inland.
Under the proposed model, AtoZ Serwis Plus would coordinate between a Latvian employer and a licensed partner abroad. The partner would source and pre-screen candidates in its own country under its own national rules. AtoZ Serwis Plus would check the employer, clarify the request and keep the paperwork consistent, and the employer would choose whom to hire. To be precise about our status: AtoZ Serwis Plus holds no Latvian employment agency licence and has no premises in the country, and nothing here describes open vacancies, current job orders, or existing clients in Kurzeme. The Kurzeme company that wants the worker issues the invitation, signs the employment contract, and is responsible for the worker’s stay. A Latvian intermediary may participate only if it holds a licence from the State Employment Agency (NVA).
Agencies that hold the required licences, keep candidate data secure, and refuse to take money from candidates can apply through the partner registration form. The wider national picture is on the Latvia recruiter page.
The Kurzeme Planning Region’s development strategy names transport and logistics, wood processing, metal processing, agriculture, food and clothing production, fisheries and tourism as the main sectors, and treats Liepāja and Ventspils as cities of national significance, with Kuldīga, Saldus and Talsi as regional centres. For up-to-date employment figures, partners should use Official Statistics of Latvia rather than any number quoted in a sales conversation.
The Liepāja Special Economic Zone Authority is a derived public person established by the state and the municipality, with a board that includes state, city, and business representatives, and its remit covers the port. The companies it lists cover stevedoring and cargo handling, freight forwarding and customs warehousing, oil product and biofuel handling, metalworking and metal structures, welding and surface treatment, plastics and composites, packaging, electrical panels and conveyor systems, and textile and medical products. For a partner, that meansthat means welders, metal fabricators, machine operators, warehouse fstaff, and production line workers, with practical skill evidence mattering more than paper titles.
The Free Port of Ventspils Law sets the free port boundaries to match the port and places its management with the Free Port Authority. Companies seeking licensed status in the free port must be registered in Latvia with a legal address in Ventspils. The Free Port Authority also offers industrial land in the Ventspils High Technology Park, where metal processing, hydraulics and other manufacturers operate. Requests from Ventspils can therefore range from terminal and warehouse work to industrial production, and a partner should ask each employer about shift patterns, safety training and whether the work is at the port, in the park or elsewhere in the city.
The planning region’s wood, agriculture, food, and fisheries sectors also operate inland, so requests may come from around Kuldīga, Saldus, Talsi, Tukums, and Dienvidkurzeme. Latvian seasonal permission applies chiefly to farming, forestry, and fishing, along with other sectors named by the Cabinet of Ministers, so that some requests may be for seasonal stays rather than year-round contracts. Sawmill, joinery, and food line work can involve shifts and outdoor or cold environments, which candidates should know about before applying.
The two halves of the region call for different preparation. Coastal roles tied to ports and zones may involve heavy equipment, cargo, shift rosters,s and site security rules. As a result, candidates benefit from documented machine experience and a clear safety record. Inland requests may come from smaller employers in sawmills, food plants, or farms, where a worker may cover several tasks, transport to site is a real question, and seasonal peaks can shape contract length. A partner that knows which half it is recruiting for can brief candidates far more honestly.
If a suitable, verified request arises, the partner would advertise only what the employer has confirmed in writing: the job title, occupation, workplace town, hours, gross pay, contract type and the housing position. No advertisement should mention a port or zone company by name unless the employer has agreed to it.
First screening stays light. The partner collects a CV and evidence of the core skill, such as photographs of test welds, a trade certificate, a forklift record or a reference from a food plant. Identity documents are not requested at this stage. Candidates should receive a plain description of Kurzeme work: coastal wind and dark winter mornings, shifts in logistics and production, and travel times between rural sites and towns.
Language expectations belong in the request too. Some Kurzeme employers may need basic English or Latvian for safety instructions, while others may accept a team leader who interprets. The partner should record each candidate’s language level honestly rather than assume it will be enough.
On charges, Latvian rules are narrower than a blanket ban. An agency whose fee comes from the employer cannot take money from the jobseeker at all, and any other agency may recover only certain listed, necessary costs. Partners should confirm the charging rules with NVA. In any arrangement with AtoZ Serwis Plus, no candidate pays anything to anyone in the chain.
We would check every request before a partner spends time sourcing. The parties would agree to check the employer in the Register of Enterprises and in the State Revenue Service public databases, which show tax debts, employers paying average wages at or below the minimum wage, suspended businesses, and late filers. You can compare a company claiming to operate in the Liepāja zone with the list of commercial companies published by the Liepāja SEZ Authority.
The written request should state the occupation and its code, the gross monthly pay, hours and shift pattern, workplace address, contract length, housing and any transport to site. A Kurzeme employer cannot invite a non-EU worker until it has lodged the vacancy with NVA, so it should be able to show that step.
OCMA may turn down a Kurzeme employer’s invitation if the company owes tax, is insolvent or dormant, or appears to have been formed chiefly to bring in foreigners. OCMA examines staffing firms and any employer seeking people for elementary occupations more closely, and a company caught breaching employment rules or underpaying the declared salary can lose the right to invite foreigners for a period. A request that cannot pass these checks would not be passed to partners.
The parties would also agree to compare the request with what candidates will see: if the advertised pay, hours or housing differ from the draft contract, the request would be paused until the employer explains the difference in writing.
Workers with EU, EEA, or Swiss citizenship need no Latvian work permit and may start once their contract is signed; anyone staying beyond three months obtains a registration certificate from OCMA.
Everyone else needs the employer-led route with the right to employment. Latvia is in the Schengen area, but visa-free entry or an ordinary short-stay visa issued without the right to employment does not allow work. Most visitors without a Latvian visa or residence permit must submit an electronic travel declaration before arrival. Permission to work granted in Latvia stays in Latvia: it covers the approved Kurzeme employer and gives no right to take work in another EU state.
Latvia does not issue employment visas for Russian citizens, and applications from both Russian and Belarusian citizens undergo in-depth checks, as explained on the OCMA page on these restrictions. No nationality is accepted automatically: whether an employer can propose a candidate from a given country depends on the employer, the occupation, and the rules in force.
The right to work is tied to that employer and that type of work. A worker who changes employer does not need a new residence permit; the new employer must get its own invitation approved by OCMA, and the worker can begin working after that approval or within a set period after the application being filed. Seasonal workers, mainly in farming, forestry, fishing, or other sectors on the Cabinet list, can stay up to six months in any twelveany twelve monthsthe same core employment rights as local staff.
The EU Blue Card is a separate route for highly qualified staff, with a higher salary threshold and no NVA vacancy test. It may suit an engineer or technical specialist in a Kurzeme zone company, but it is designed for highly qualified posts,. Hence,prduction o r port roles are unlikely to qualify and partne,rs should not promise it.
Under the revised Immigration Law, an employment residence permit lasts a maximum of twelve months per grant, and a Blue Card lasts a maximum of two years. Before relying on any step, partners should check the current procedure on pmlp.gov.lv for each Kurzeme hire, because the immigration rules have been revised. The OCMA guidance for inviting employers and the page on visas with the right to employment are the places to confirm each step.
The pay offered to a non-EU worker must reach a threshold linked to the average gross wage in the relevant sector, with the national average wage as the upper limit. The Cabinet of Ministers sets the national minimum wage, and sectoral general agreements can set higher floors. Pay figures belong in the written request, not in advertisements based on guesswork.
Normal working time is 8 hours a day and 40 hours a week. Overtime is limited, requires the worker’s agreement, and earns a supplement of at least 100 per cent unless a collective agreement sets another rate; night work also earns a supplement. Port, terminal, and production employers may sum working time, so candidates should review the planned roster and how hours are counted. Every employee is owed paid holiday of no less than four calendar weeks a year.
Wages are paid at least twice a month unless the worker agrees to monthly payment, with a written calculation each time. Deductions are allowed only where the Labour Law permits them. The contract must bee inwriting, in Latvian, and include both signatures before the first shift, with the essential terms also set out in a language the worker reads. Before that first shift, the Kurzeme employer must also report the new employee to the State Revenue Service (VID). The employer withholds state social insurance contributions (VSAOI) through payroll.
Latvian law contains no housing standard specifically for non-EU workers, so the employer and partner to agree in writing on: address, room sharing, rent, utilities, deposit, and payment. Employers should never be taken from wages without a lawful basis and the worker’s consent, and seasonal workers’ housing costs must be proportionate and not deducted automatically. Housing should never be described as free unless the employer confirms that in writing.
Distances matter. The Kurzeme strategy describes road and rail corridors from Rīga to Liepāja in the south and to Ventspils in the north, and the Free Port Authority describes Ventspils as roughly two hours by road from Rīga and its airport. Partners should check current air connections rather than assume a direct flight. Inland sites near Kuldīga, Saldus or Talsi may need employer transport, so the request should say how workers reach the site on early and late shifts and in winter.
Tukums is the exception in the other direction: it lies in Kurzeme for statistics but is much closer to the capital, so a request from there may involve housing in one town and work in another. The request should name both places and the daily journey.
Once housed in Liepāja, Ventspils or elsewhere in the region, a residence permit holder registers that address within a month, in person at the local council or OCMA, or online, as set out on the OCMA residence declaration page.
Documents follow the stage reached. At first screening, the partner holds only the CV and the skill evidence. Once the employer shortlists a candidate,it providess a written list of what it needs for the invitation, which may include a passport copy, qualification document,s and previous employment records. Partners should not collect more than that list.
Drivers need extra papers. Truck and bus drivers need the EU professional competence qualification (Code 95), tested through CSDD; a licence from outside the EU stays usable only for a limited time after arrival, after which CSDD normally exchanges it, possibly after a driving test. Any Kurzeme haulier putting a non-EU driver on international routes must hold a driver attestation issued by the Road Transport Administration for that driver, the same body that issues tachograph cards.
In Latvia, the GDPR and the national Personal Data Processing Law cover candidate files, and the Data State Inspectorate (DVI) handles complaints. When files travel from the EU side to a partner based outside the EU, the transfer needs a GDPR safeguard, for example, standard contractual clauses signed by both parties.
The employer leads the interview, which can be held by video, and decides who is selected. The partner can organise a quiet room, a stable connection and an interpreter if the employer agrees. Questions should cover the real tasks: reading drawings, welding positions, forklift classes, hygiene rules in food plants and working in cold stores or outdoors.
Practical tests carry weight in Kurzeme industries.An independent assessor judging a welding test piecer, a recorded machine set-u,p or a supervised forklift drive gives the employer better evidence than a certificate alone. Any test cost is a matter between the employer and the partner, never the candidate.
Record results in the same format for every candidate so the employer can compare like with like, and tell unselected candidates promptly. If a Kurzeme employer wants to see a candidate on site before deciding, the employer and the partner should agree on travel for that visit, and a candidate should never be asked to enter Latvia on a visit to start working informally.
Hypothetical example: a metal fabrication company in the Liepāja zone asks for experienced welders. The partner would agree the test weld positions with the employer, film the test, send the CVs and test results, and pass on the shortlist for video interviews only after the employer has confirmed the NVA vacancy registration.
Before travel, each worker should have a copy of the signed contract or its key terms in a language they understand, the approved visa or residence permit decision, the workplace and housing addresses, and a named employer contact. Someone travelling on a Latvian long-stay visa does not need an electronic travel declaration, but they should still check travel routes through other Schengen states.
A short pre-departure briefing would cover the journey to Liepāja, Ventspils ,or the inland site,;what to pack for coastal winters,;how pay and payslips work,;and who to call if something goes wrong. Workers headingtor smaller towns such as Saldus or Talsi should also know where to buy food, see a docto,r and open a bank accountto receiver wages.
On arrival, the employer completes VID registration before work starts, arranges safety induction and personal protective equipment, and explains how to declare the place of residence. A residence permit brings a Latvian personal code, which the Kurzeme employer then uses in its tax and social insurance reports. The partner would agree to stay reachable during the first weeks and to quickly pass on any concerns.
Workers facing unpaid wages, unsafe conditions, or unlawful deductions can report to the State Labour Inspectorate (VDI), which also provides consultations. Signs of forced labour or trafficking at a Kurzeme workplace are a matter for the State Police. Employing a foreigner without the right to stay or work is an offence, and serious cases are crimes under the Criminal Law.
Fraudsters can use the names of ports and zones to sell fake offers. Warning signs include payment requests, offers without a named employer, promises that a permit is certain and contracts that differ from the advertisement. Partners should check any Latvian agency against the NVA list of licensed agencies and report suspicious offers.
Welfare does not end at arrival. The parties would agree on a simple route for workers to raise problems in their own language, and on how quickly the partner and AtoZ Serwis Plus would respond. Retaliation against a worker who complains would end any further cooperation on that employer’s requests.
If your agency recruits welders, fabricators, warehouse and terminal staff, wood processing operators, or food production workers, and can show its licence, data safeguards, and a no-fee policy for candidates, send an enquiry through the registration pagePlease tell usus which Kurzeme sectors you know, the countries you recruit in and how you test skills. AtoZ Serwis Plus will reply to discuss whether cooperation could fit; if a suitable, verified request arises, we will put the terms of any cooperation in writing.
Tell us which Kurzeme sectors your agency knows and how you test skills. We would reply to discuss whether a written partnership could fit.
Kurzeme covers the state cities of Liepāja and Ventspils and the municipalities of Dienvidkurzeme, Kuldīga, Saldus, Talsi, Tukums and Ventspils. Its boundaries match the Kurzeme Planning Region. Tukums is statistically part of Kurzeme, even though it is close to the capital.
The Kurzeme Planning Region names transport and logistics, wood processing, metal processing, agriculture, food and clothing production, fisheries and tourism. For non-EU recruitment, the coast leans ttowardport, logistics, and metal skills, while inland municipalities lean towards wood, food, and seasonal farm or forestry work.
It is a zone offering tax incentives to approved investors, managed by the Liepāja Special Economic Zone Authority. The authority is a derived public person established by the state and the municipality, and it oversees the port.
The authority’s list covers stevedoring and cargo storage, freight forwarding and customs warehousing, oil product and biofuel handling, metal structures and welding, plastics, composites and packaging, electrical panels and conveyors, and textile and medical products. A request from the zone could therefore involve very different skills, so the occupation must be stated precisely.
Compare the company name with the list of commercial companies published by the Liepāja SEZ Authority, then check it in the Register of Enterprises and the State Revenue Service public databases. If the names do not match, stop and get a written explanation from the employer before contacting any candidate.
It is the port area of Ventspils, run under the Free Port of Ventspils Law. The Free Port Authority manages it, and companies seeking licensed status there must be registered in Latvia with a legal address in Ventspils. Approved companies can receive tax incentives on corporate income and real estate.
Requests could cover port terminals, warehousing and logistics, or industrial production such as metal processing and hydraulics in the Ventspils High Technology Park. Each request should state where the work takes place, the shift pattern, and the required afety training, because port and factory work differ in rhythm and risk.
No. Ventspils operates as a free port under its own law and authority, while the port of Liepāja falls within the Liepāja Special Economic Zone and its authority. For partners, the practical point is the same: verify the employer directly, because zone or port status does not prove a company is a reliable employer.
They may. Latvia’s seasonal rules cover mainly agriculture, forestry and fisheries, all present in Kurzeme, plus other sectors on the Cabinet of Ministers list. A seasonal stay can last up to six months within any twelve, with the same core employment protections local staff enjoy. Housing costs must remain proportionate and may not be automatically deducted from pay.
Welding processes and positions, reading technical drawings, metal fabrication and assembly, surface treatment and machine operation are the obvious areas. An independently assessed practical test piece gives the employer better evidence than a certificate alone. The employer should define the standard it expects before testing begins.
Sawmill and joinery work can involve shifts, noise, dust and machinery, and some tasks take place outdoors or in unheated areas. Candidates should review the actual duties, protective equipment, roster, and pay before applying. Record experience with specific machines as evidence at first screening.
Food production and fisheries both appear among the main sectors in the Kurzeme Planning Region strategy. Work can involve cold rooms, strict hygiene rules and line speed. Candidates should understand temperature, hygiene checks, and shifts before moving forward.
This page implies no vacancies, job orders or clients in Kurzeme. AtoZ Serwis Plus holds no Latvian employment agency licence, is not an NVA-licensed agency, claims no government approval, and runs no premises anywhere in Latvia. Partners register so that they can be contacted if a suitable, verified request arises from a Kurzeme employer.
The Kurzeme employer does. It lodges the vacancy with NVA, waits for NVA’s opinion and then asks OCMA (PMLP) to approve its invitation. From then on, the employer is responsible for theworker’ss stay and for costs such as healthcare or the journey home if they arise.
At least 10 working days on the State Employment Agency’s register, open to local jobseekers. During that time, the Kurzeme employer mustt consider anyone NVA sends and explain anyrefusala;; only then does NVA give its opinion on recruiting from abroad.
Either a long-stay visa with the right to employment, applied for at a Latvian embassy or consulate before travel, or a temporary residence permit with the right to employment for longer work. Both require an approved employer invitation and tie the right to work to that employer and type of work.
Under the revised Immigration Law, each employment-based residence permit is valid for no more than one year before renewal, and a Blue Card for highly qualified staff is valid for no more than two years. The exact term for each Kurzeme hire is to be confirmed on pmlp.gov.lv.
Yes, within the rules. A residence permit holder who changes employers no longer needs a new residence permit, but the new employer must obtain OCMA approval for its own invitation. Work for the new employer may begin after approval or within a set period from filing, so check the timing on pmlp.gov.lv.
No. Visa-free entry or an ordinary short-stay visa without the right to employment does not allow work. Schengen short stays of up to 90 days in any 180 days are for visits only. Work requires a visa or residence permit that grants the right to work.
Yes. EU, EEA and Swiss nationals start once the contract is signed and need no Latvian work permit. Those who remain longer than three months apply to OCMA for a registration certificate, and the Kurzeme employer still reports them to VID before their first shift.
Russian citizens are not issued employment visas in Latvia, and applications from Russian and Belarusian citizens undergo in-depth checks. Partners should not propose candidates from either country without first checking the current OCMA rules and the employer’s own requirements.
No. Latvia-granted work rights are limited to the approved employer in Latvia. The holder may make short trips elsewhere in the Schengen area, but working in Germany, Lithuania, or any other member state requires that country’s own authorisation.
The salary must meet a threshold linked to meetector's average gross wage,sector'sished by Official Statistics of LatviLatvia's Latvia's a, with ths the upper limit. Figures change, so the employer should state the gross pay in writing,a nd partners can compare it with OCMA guidance.
A standard week is 40 hours, worked as 8 hours a day. The law caps extra hours, requires the worker’s consent, and pays at least double the normal rate unless a collective agreement provides otherwise. Night work also carries a premium.
Employers can use summed working time, which averages hours over a reference period within legal limits, and rest rules still apply. Candidates for terminal, warehouse, or factory work should review the planned roster, shift length, and how overtime is counted before they accept.
Twice a month as a rule, or monthly if the worker agrees. Every payment should include a written breakdown of gross pay, income tax, social insurance, and hours, including overtime and any night shifts at the port or plant.
Only where the Labour Law allows a deduction and the worker has agreed. For seasonal workers, employers must not automatically deduct housing payments. Partners should ask for the rent, the payment method and any deposit in writing before candidates decide.
That depends on the employer. Some may arrange housing near Liepāja, Ventspils or rural sites, and others may expect workers to rent privately. Partners should get the address, room-sharing detailsget, and payment room-sharing detailsting before candidates commit, and should treat any unclear housing promise as a reason to ask again.
Public transport may not match early or late shifts at rural sawmills, farms or food plants. The request should state whether the employer provides transport, how long the journey takes, and what happens in winter, so candidates know how they will get to work every day.
Road and rail corridors link Rīga with Liepāja in the south and Ventspils in the north. The Free Port Authority describes Ventspils as roughly two hours by road from Rīga and its airport. Inland journeys to smaller towns can take longer, depending on the route and season.
Winters bring short daylight hours, cold, coastal winds, and icy roads. Workers in ports, timber yards or outdoor roles need suitable clothing and the employer’s protective equipment. Partners should ask the employer what it supplies and how it organises outdoor work in cold weather.
Only a CV and evidence of the core skill, such as test weld photos, a trade certificate or a reference. Identity documents come later, after the employer shortlists a candidate and gives a written list of what the invitation requires.
After shortlisting, the employer may ask for a passport copy, qualification documents, records of previous work and any licence the occupation needs. The employer should provide the list in writing, and the partner should not collect more than that.
Truck drivers need Code 95, the EU certificate of professional competence, with exams run by CSDD. For a non-EU driver on international routes, the Kurzeme haulier must also hold a driver attestation from the Road Transport Administration, which also issues tachograph cards.
Two sets of rules apply to candidate files:: the GDPR andLatvia’ss Personal Data Processing Law, and complaints go to the DVI, the Data State Inspectorate. Keep only what each stage requires, store it securely and delete it when it is no longer needed. Sending files from the EU to a partner outside it requires a written safeguard such as standard contractual clauses.
The employer interviews and decides. The partner can prepare candidates, book a room and connection and arrange an interpreter if the employer agrees. Interviews should cover the real duties and conditions at the Kurzeme site, not general questions.
Yes, if the employer agrees on the content and how results are judged. Welding test pieces, forklift drives or machine set-ups can be recorded and assessed. The employer and the partner settle test costs, and they are never passed on to candidates.
Not under any arrangement with AtoZ Serwis Plus. Latvian rules themselves are narrower: an agency paid by the employer may take nothing from the jobseeker, and other agencies may recover only certain listed costs. Partners should confirm the rules on charges with NVA before agreeing anything.
Yes. Only businesses licensed by the State Employment Agency may provide job placement in Latvia, including placement abroad and workforce provision. NVA publishes a list of licensed agencies, which partners can use to check any Latvian intermediary.
The employer must have a signed written contract and must report the worker to the State Revenue Service before work starts. A safety induction, protective equipment, and an explanation of pay, hours, and the residence declaration should follow straight away.
Yes. A residence permit holder must register the new address within a month of moving in, at the council, at OCMA, or online through the national portal. In Kurzeme, the employer or landlord can help with the address details.
To the State Labour Inspectorate (VDI), which supervises labour law, occupational safety and illegal employment and offers consultations. Anyone who suspects forced labour or trafficking should go to the State Police. Partners should give workers these contacts before departure.
Warning signs include requestsfor payment fromo candidates, no named employer, promised permits, and contracts that differ from the advertisement. Check the employer in the Register of Enterprises, check any Latvian agency on the NVA licence list and compare zone claims with the Liepāja SEZ company list.
OCMA can refuse its invitations, and employers who breach employment rules or fail to pay the declared salary can be barred from inviting foreigners for a period. Employing a foreigner illegally is an offence, and serious cases are crimes under the Criminal Law.
The Kurzeme Planning Region strategy treats Liepāja and Ventspils as cities of national significance and Kuldīga, Saldus and Talsi as regional centres. For partners, the workplace town shapes housing, shopping, health care and transport, so each request should name the exact town and site rather than only the region.
Labour supply companies face extra OCMA checks, for example on whether they are newly established, inactive or have tax compliance problems. They must hold an NVA licence and give non-EU candidates written information about accommodation, healthcare, qualifications and the contacts of competent authorities.
Official Statistics of Latvia (stat.gov.lv) publishes regional labour market data, and Kurzeme is one of its five statistical regions. Partners should use the latest official tables rather than figures repeated in advertisements or third-party summaries.
Yes, for statistics and regional planning. Tukums municipality lies in the Kurzeme Planning Region, although it sits closer to the capital than Liepāja or Ventspils. Requests from Tukums may involve commuting patternstowards the capital, whichthe request should clarifyt.
Port and terminal work involves heavy machinery, vessels, and cargo handling, so thatemployers may require specific safety inductions and certificates. The request should list any training the employer expects before arrival and what it will provide on site.
Complete the form on the registration page with your licence details, recruiting countries, sectors and data protection measures. Registrationtriggerss a review, andifd a suitable, verified requestarisese, any cooperation with your agencywilld be agreed in writing.
The occupation and its code, gross monthly pay, hours and shift pattern, workplace address, contract length, housing terms, transport to site and the documents the employer will need. Without these details, partners cannot brief candidates honestly.
OCMA and the Ministry of Foreign Affairs describe decision periods that can be extended when more information is needed, and some nationalities face longer checks. Partners should not give candidates a fixed date and should follow official guidance for each case.
Kurzeme combines two major ports, a special economic zone, a free port, and inland employers in wood, food, and farming. Agencies with industrial, logistics or seasonal skills may find a closer fit here. The Latvia overview compares the other regions.
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