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A new European Migration Network (EMN) and the Organisation for Economic Co-operation and Development (OECD) joint study, ˋFostering sustainable labour market integration of third-country nationals: skills matching policies and instruments´ has been published. 

A new EMN-OECD study examines how third-country nationals in EMN Member Countries face skills mismatch in the labour market. It focuses on labour migrants as well as those arriving via family reunification, beneficiaries of international protection (BIP) and Beneficiaries of temporary protection (BoTP). Drawing on contributions from 25 EMN National Contact Points and using OECD comparative analysis in measuring skills mismatch, this study highlights key barriers such as limited language proficiency, difficulties in recognising qualifications and discrimination. It also shows how countries are responding through national, local and employer-led measures to improve skills recognition, language support and access to more suitable employment. 

Key factors influencing labour market outcomes 

Skills mismatch is shaping labour market outcomes by leaving third-country nationals in jobs below their qualifications. Frequently, migrants address this issue by taking roles that are below their skill level (e.g. dental assistant instead of dentist; carer instead of medical practitioner) which contributes to higher overqualification, lower earnings and underused talent. The study highlights that limited language proficiency, challenges with the recognition of qualifications (including availability of documentation), and care-related constraints such as affordable childcare, are among the main factors driving skill mismatch and slowing sustainable labour market integration. Third-country nationals are more likely than native-born workers in EMN Member Countries to be overqualified for their jobs, and this gap often remains even after years of residence.   

Supporting skills recognition and use 

Countries have introduced a wide range of policies and instruments to address the challenges related to recognition of skills. These include qualification recognition measures, career guidance, language training, upskilling and reskilling, and sector-specific initiatives to help meet labour shortages. The study also notes that ministries and educational institutions lead in promoting policies to address skill mismatch. Municipalities, other sub-national authorities, NGOs and social partners (like trade unions) offer a wide range of services, especially supporting with civic courses and job referrals.  

How can we more effectively reduce the mismatch between the skills of third-country nationals and the jobs they hold? What are some examples of best practices in different countries? You can find the answers to these questions in the study.

Link: EMN study (EN)