Rezekne municipality conducted 126 recruitment competitions in 2025 to fill various managerial and specialist vacancies, according to the municipality’s annual report. While the local government successfully filled 73.81% of these positions, the data indicates that approximately one in four job searches failed to secure a suitable candidate, highlighting ongoing difficulties in workforce acquisition.
Personnel Challenges and Regional Disparities
The municipal report identifies two primary obstacles to staffing: competition with the private sector and salary variations across Latvian regions. These factors frequently drive qualified professionals to relocate to other cities, making it difficult for the municipality to maintain a stable pool of high-level talent. Despite these recruitment hurdles, the total workforce within municipal institutions grew from 1,672 employees at the start of 2025 to 1,719 by the end of the year.
The municipality formalized 448 new employment contracts throughout 2025. Of those, 304 were fixed-term roles primarily intended to cover staff absences due to sick leave or vacation, while 141 individuals were hired into permanent positions.
High Turnover Rates and Future Outlook
Staff turnover remains a significant factor in the municipality’s operational landscape. Over the course of the year, 401 individuals left their positions. The majority of these departures were attributed to the expiration of fixed-term contracts, though voluntary resignations, mutual agreements, and 20 employer-initiated terminations also contributed to the turnover figures.
The consistent expansion of the municipal workforce, despite elevated turnover, suggests a reliance on a rotating staff model. If the municipality continues to struggle with regional salary competitiveness, it is likely that they will face sustained pressure to maintain service levels while managing the recurring costs and administrative burdens associated with frequent recruitment cycles.
Frequently Asked Questions
Why did the municipality fail to fill some positions?
According to the annual report, one in four competitions did not result in a hire, largely due to competition with the private sector and salary differences between Latvian regions that encourage qualified workers to move elsewhere.
How many people left their jobs in 2025?
A total of 401 people ended their employment with municipal institutions. Most of these departures were due to the expiration of fixed-term contracts.
Did the total number of municipal employees increase?
Yes. Despite high turnover, the number of employees rose from 1,672 at the beginning of the year to 1,719 by the end of 2025.
Will the municipality be able to bridge the salary gap to attract more long-term talent in the coming years?
