17% of Ukraine’s IT specialists have mobilization exemptions — what it means for the labor market and security
Over six months the share of booked IT specialists rose from 13% to 17% — a signal for employers, the state and the specialists themselves. We break down who is prioritized, how salaries have changed, and what the consequences are for mobility and business.
By Tetiana Suchkova-Ladik
March 11, 2026 · 2 min read
DOU data: reservations rise to 17%
"The share of IT specialists in Ukraine who have employer reservations has risen to 17%."
— DOU, salary survey (n=7,187 respondents, located in Ukraine)
This is a key labor‑market indicator in wartime: over six months the figure climbed from 13% to 17%, while the share of those without reservations fell from 44% to 39%. Another 5% of respondents have a reservation or a deferment at a second job, and 14% have a deferment for other reasons. A separate group — 21% — are not subject to mobilization due to age, health status, or already completed service.
Who is prioritized
Reservations are most often granted to managers and senior technical specialists: among managers — 34%, among lead engineers — 31%. High levels of reservations are also seen among analysts, support specialists, system administrators and DevOps engineers. This indicates that employers are focusing on roles that ensure continuity of services and critical infrastructure.
Economic side: salaries and the market
The salary of IT professionals with reservations today is about $3,500. That is $433 less than six months ago, but still above the industry average (~$3,000). Thus, although the gap between reserved positions and the market is narrowing, reservations remain a tool for retaining key personnel.
Why this matters — a brief analysis
1) For security: reservations concentrate personnel in roles critical to the state and business, reducing the risk of service disruption during mobilization. 2) For companies: it is a balance between their duty to the state and the need to retain competencies. 3) For the specialists themselves: reservations provide some protection, but do not guarantee stable compensation — salaries of those with reservations have declined, and this is an important signal for HR strategies.
What to watch next
If the trend of growing reservations continues, it will affect the labor market: competition will intensify for technical staff without reservations, wages may further level out, and there will be pressure on legislation regarding reservation criteria. The state and companies need to coordinate priorities so that reservations function as a tool of national security, not merely as an employment perk.
Summary: DOU figures are not just statistics but an indicator of how the war is shaping working practices in IT. For employers, it's a signal to review retention policies and transparency of criteria. For the state, it's a reason to systematize approaches to reservations so they truly strengthen defensive and economic potential.
