The EU’s EURES platform is trying to even things out by encouraging cross-border mobility. But is this really a path to opportunity — or just another symptom of systemic imbalance in EU employment policies?
Opportunity or necessity? Rethinking mobility in the face of EU labour shortages
A union of free movement — on paper
The European Union promises freedom of movement, but for many workers, relocating to another country is far from easy. Legal, linguistic, and cultural barriers still stand in the way. And according to the European Labour Authority, the actual structure of employment in member states doesn’t align with what their economies really need.
This means some countries have too many professionals in certain roles, while others are desperately short — leading to the strange paradox of joblessness and unfilled vacancies existing at the same time.
And this is not just a minor glitch. A recent report shows that 24 EU countries have a surplus of workers in specific jobs, while 29 countries are facing shortages. Take plumbers, for example: Spain has more than it needs, while Ireland is struggling to find enough.
In theory: just move North?
It sounds simple: shift skilled workers from oversupplied areas in the South to high-demand areas in the North. But in reality, it often means leaving your home behind — not because you want to, but because you have no other option.
EURES – the EU’s digital tool for labour mobility
The EU’s main answer to this challenge is EURES, a digital platform run by a network of national employment agencies with support from the European Commission.
EURES helps people find jobs abroad and connects talent with regions that need it. One of its most powerful tools is the “Shortages and Surpluses Dashboard” — an interactive database where you can filter jobs by country and year. This helps jobseekers spot where their skills are most needed and make decisions based on real-time labour market data.
But here’s the catch: this whole system assumes that moving to another country is realistic for everyone.
What if you don’t have the money to move, need to care for your family, or don’t speak the local language? Can we really call this freedom, or is it just another version of economic pressure disguised as opportunity?
It’s not just about geography
The labour market mismatch goes beyond borders. The report highlights that women and young people are especially affected. They’re more likely to work in “surplus” professions — jobs where there are already too many workers on the local market.
This doesn’t just limit their job options; it also deepens existing social inequalities. When moving for work becomes a necessity rather than a choice, can we really talk about free access to employment?
And is the EU strategy taking these critical nuances into account?
Moving people instead of reforming systems?
On paper, shifting workers from surplus to shortage regions is a clever way to balance things out. But in practice, it means changing your home, your healthcare system — and often your language. That’s a huge leap, especially for communities where people aren’t used to moving.
EURES presents this model as a gateway to “satisfying, secure and stable” jobs. And for some — especially young people without family commitments — it genuinely could be a stepping stone to career growth.
But for others, relocating isn’t an adventure. It’s a last resort driven by economic necessity.
So here’s the big question: should mobility really be the main fix for education and labour market mismatches? Or should we be investing more in local vocational training and retraining systems that match people’s skills with actual job market needs?
Free movement or systemic pressure?
We also need to zoom out. EU treaties guarantee the right to live and work anywhere in the bloc. But using that right to fix structural imbalances raises important political questions.
Is the current system helping richer countries fill their gaps by “importing” skilled workers from less developed regions — rather than helping those regions grow their own labour markets?
It’s not that EURES is doing anything wrong — it’s doing what it was designed to do. But the way it’s being used might be making internal inequalities in the EU worse, not better.
This is something that deserves attention not just from the European Commission, but also from member states that consistently “lose” skilled workers to their wealthier neighbours.
There is a digital help, but is it enough?
Tech plays a big role in today’s EU labour strategy. Platforms like EU Survey and job shortage databases make it easier to search for jobs abroad. The data is filterable, updated, and transparent — which helps people feel more in control of their careers.
But that’s only part of the picture. These platforms don’t provide housing, don’t compensate for wage gaps between countries, and don’t help you adjust to life in a new culture.
There’s still a big gap between digital job listings and real, hands-on support for people ready to take the plunge into a new life abroad. What’s still missing are tools that prepare workers not just to find jobs, but to actually make the move — and thrive after they do.
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