Intra-EU mobility and the

social service workforce

ESN seminar

15 + 16 November 2016

Doede Ackers

DG EMPL Unit D1 – Free movement of workers, EURES

Scope of the presentation

• I. Intra-EU labour mobility: context and figures

• II. EU rules on free movement

• III. EURES network and its role to support mobility

• IV. Social service workforce: EURES data and experiences

I. Intra-EU labour mobility

•

Free Movement of Persons in the EU

Art 21 TFEU gives all EU CITIZENS the right to move and reside freely, including non-active persons,

pensioners, students (subject to restrictions in secondary legislation)

Free Movement of Workers (Art

45 TFEU)

EMPLOYED plus family members

Freedom of Establishment

(Article 49 TFEU)

SELF-EMPLOYED plus family members

Freedom to Provide Services

(Article 56 TFEU)

POSTED WORKERS

5

9,8 million economically active third-country nationals living in the EU

8.5 million economically active EU citizens living in another MS in 2015 (3.7% of total labour force in EU)

25% of EU citizens would definitely (8%) or probably (17%) consider working in another EU country in the next ten years

1.3 million frontier workers (20-64 years)

1.9 million posted workers

Mobility

Key Figures

1.6%2.4%

3.7%

2004 2008 2015

Main reason to move: WORK

Main reasons to move to another MS (% of Eurobarometer respondents)

0

10

20

30

40

50

60

Job Education Family Other

EU 15

EU 12

EU mobile citizens are more likely to be economically active

Source: Eurostat, LFS, 2015

0 20 40 60 80 100

Share of 20-64 in total population

Activity rate (among the 20-64)

Employment rate

Unemployment rate

EU movers

Nationals

II. EU rules on free movement

The main legal instruments

Article 45 of the Treaty on the Functioning of the European Union (TFEU)

Regulation (EU) No 492/2011 on freedom of movement for workers

Directive 2004/38/EC on the right of EU citizens to move and reside freely in the territory of the Member States

Directive 54/2014 on the enforcement of rights

The concept of a migrant worker

Cross-border element: nationals of one EU Member State who leave their country of origin and go to work to another Member State; not persons who have never left their country of origin

Also: migrants who return after having exercised their right to free movement

Worker: person who (i) undertakes genuine and effective work (ii) under the direction of someone else (iii) for which he is paid (Case C-66/85 Lawrie-Blum).

EU citizens can:

• look for a job in another EU country

• work there without needing a work permit

• reside there for that purpose

• stay there after employment has finished

• enjoy equal treatment with nationals in access to employment, working conditions and all other social and tax advantages

• As workers be joined by family members who have derived rights

III. EURES network

• 1. EU framework for practical cooperation

• 2. EURES portal and its features to help individuals with matching cross borders

Regulation (EU) 2016/589, in force since May 2016 aims to build a stronger network of European employment services at EU level that delivers more efficient labour market information exchange and more matching across borders in the EU/EEA, in support of the internal market

• Enhanced transparency: more jobs advertised;

• Online skills-based matching: JV – CV;

• Reinforced scope: more service providers;

• An agreed minimum package of services for job seekers and employers in all MS

EURES Regulation

European Job vacancy market

CV pool of EU citizens interested

in mobility

Matching JV –CV on the EURES

Portal online

Effective multilingual skills based matching

using ESCO

Integration with national matching

tools?

New service providers ?

LMI and programming?

Information and assistance on mobility, rules,

living and working conditions

Pre-selection, matching and

placement assistance

What does EURES do?

Information on the EURES Portal

• Living & WorkingLiving and working conditions, labour market

information, free movement information for 32

European countries

• Skills & CareersInformation on skills and learning opportunities

throughout Europe.

• About usInformation about the EURES network and the

services provided by EURES in each country

• NewsTestimonials and success stories from the

EURES network

• EventsCalendar of all events organised by the

EURES network throughout Europe

Main features for jobseekers

• Search for a jobSearch through the jobs from all national

PES / EURES Partner databases in Europe

• Create your CV onlinePost your CV online in order to be found by

employers registered on the EURES portal

• Create your Skills PassportRecord the skills you have in a specific

sector to be easily found by employers in

this sector (hospitality, tourism, …)

• Contact a EURES AdviserSearch for a EURES Adviser in your country

Main features for employers

• Find candidatesSearch through the database of CVs

published by jobseekes on the EURES Portal

• Advertise a jobThis cannot be done on the EURES Portal

directly. Employers can find the information

to publish their job offer in one of the national

PES / EURES Partner databases.

• Search for Skills PassportsSearch for jobseekers who have skills within

a specific sector (hospitality, tourism, …)

• Contact a EURES AdviserSearch for a EURES Adviser in your country

Presentation of all event information:- Exhibitors (companies, countries)- Programme- Jobs on offer- Practical info for participants

Registration of participants:- Visitors- Exhibitors - EURES Advisers

Live components integration for online events:- Live streaming channel(s)- Live chat (one-to-one)

EJDPlatform

Organisers tools:- Validation of exhibitors- Editing contents- Statistics

The EJD platform(europeanjobdays.eu)

Matching:- Matching of jobseekers

profiles with jobs- Application of candidates

before the event

Interview scheduling:- Candidates rating and pre-selection- Invitations for interviews- Interview booking based on agendas of

jobseekers and exhibitors

IV. Social service workforce; some data and experiences

• 1. Findings 2014 study DG EMPL

• 2. Some data on demand and supply from EURES Portal

• 3. Informal feedback from EURES network on experiences

Findings 2014 study

• Number of workers in health and social services has increasedsteadily 2008-2013, including during the economic crises

• The workforce is mainly female (78% of the sector), with 80% ofnewly created jobs occupied by women

• Part-time work is more common in this sector than the wholeeconomy and the share increased during the economic crisis

• Ageing of the population is the key driver of the demand, togetherwith the increased demand for complex needs there is pressure onpublic finances

Latest figures ?

EURES portal data (1) (JV)

• Job vacancies published on EURES portal at 01.01.2016 (main reporting PES)

Care related occupations

All occupations

All countries 87.562 869.567 Germany 52.836 438.783 UK 10.447 83.759 SE 7.111 30.336 FR 3.813 64.464 BE 3.309 89.209 CZ 2.179 42.422

EURES portal data (2) (CV)

IT ES HR FR PL

22 Health professionals

707 713 240 67 74

53 Personal care workers

260 461 137 68 146

All occupations 41.837 29.406 9.084 6.951 6.531

Total number of CVs for main care occupations and main concerned countries of residence

EURES portal data (3) CV compared to corresponding JV

0.00%

0.50%

1.00%

1.50%

2.00%

2.50%

3.00%

3.50%

4.00%

4.50%

5.00%

IT ES HR FR PL

22 Health professionals

53 Personal care workers

All occupations

Diversity: many kinds of activities and service users often with complex needs (youth, elderly people, mentally disabled, addicts) including non-medical care

Many (reported or hidden) labour shortages and often vacancies are not filled (increased need in geriatric care; issues with subsidies)

Possible barriers to mobility: at VET level recognition is an issue; re-training is often for hospitals and institutions to fulfil national administrative requirements

Transnational placement is considered very difficult and there are few experiences with successful EURES projects: in practice jobseekers who are qualified in one country are likely to start on a lower level in another country or need additional training to become qualified. Since the jobs require interaction with the client, language knowledge is crucial. Part time work, work conditions, salary levels make mobility often less attractive.

EURES feedback