Public Consultation Elisabeth Jenschke, DG HOME B1 Results of the public consultation on the EU Blue Card and the EU’s labour migration policies

Public Consultation

Elisabeth Jenschke, DG HOME B1

Results of the public consultation on the EU Blue Card and the EU’s labour migration policies

1. Purpose and method

2. Respondents

3. Selected results

Public Consultation


PurposeGeneral:•Collect opinions on a range of issues related to economic migration•Contribute to the elaboration of a new European policy on legal migration

Specific:•Gather opinions on

• the shortcomings of the EU Blue Card scheme• how these shortcomings can best be addressed • how the scheme can be made more effective and attractive

•Contribute to the review of the Blue Card Directive

1. Purpose

Online public consultation


Focus: on the EU Blue Card and the EUs labour migration policies

Target audience: broad general public

Timing: 27 May – 30 Sept 2015

Medium and languages: Online, in all official EU languages

Dissemination: as widely as possible, using various communication channels

2. Respondents

2. Respondents

Respondents by category

2. Respondents

Eight interior ministries: Czech Republic, Finland, France, Germany, Greece, Hungary, Netherlands, and Slovakia

Three ministries of labour and social affairs: Austria, Italy, and Slovakia

Four other institutions: REM contact point, France

General Secretariat for Gender Equality, Greece

Department of Jobs Enterprise and Innovation, Ireland

Ministries of Welfare, Education, Economics and Foreign Affairs, Latvia

Member States - National Ministries and other bodies

2. Respondents

Selection of large employers and employers' associations

2. Respondents

Selection of academic institutions

3. Results

Topics1. Labour markets2. Availability of information3. Attractiveness of the EU4. EU Blue Card5. Qualifications

3. Results

3.1. Labour markets

Have you ever recruited non-EU migrant workers?

3.1. Labour Markets

Profile 1: Employer, Employers' Association , Manager 76 Profile 4: Media, Academia, NGO, IO, Country of Origin, Individual 283Profile 2: Private/Public Employment Service, Trade Union 31 Profile 5: Non-EU migrant worker residing inside the EU 76Profile 3: NGO, National/Regional/Local Authorities, Embassy 52 Profile 6: Potential non-EE migrant worker residing outside the EU 92

If no, what are the main reasons? Select up to three reasons

3.1. Results: Labour Markets

Profile 1: Employer, Employers' Association , Manager 76 Profile 4: Media, Academia, NGO, IO, Country of Origin, Individual 283Profile 2: Private/Public Employment Service, Trade Union 31 Profile 5: Non-EU migrant worker residing inside the EU 76Profile 3: NGO, National/Regional/Local Authorities, Embassy 52 Profile 6: Potential non-EU migrant worker residing outside the EU 92

In addition to other policy measures, is it also necessary to recruit non-EU migrant workers to address labour shortages?

3.1. Labour Markets

Profile 1: Employers, Employers' Associations , Managers 76 Profile 4: Media, Academia, NGOs, IOs, Countries of Origin, Individuals 283Profile 2: Private/Public Employment Services, Trade Unions 31 Profile 5: Non-EU migrant workers residing inside the EU 76Profile 3: NGOs, National/Regional/Local Authorities, Embassies 52 Profile 6: Potential non-EU migrant workers residing outside the EU 92

3.1. Labour Markets

Are further EU-level initiatives necessary to improve national tools for the identification of labour and skill shortages?


3.1. Labour Markets

If yes, why are further EU level initiatives necessary to identify shortages?


Selected responses from academia: •To increase mobility across EU member states•It is important that shortages can be identified in a large range of branches and that the data is comparable •Online platform allowing EU entrepreneurs to get in touch with prospective highly skilled workers, to conduct extensive interviews, to get quick and reliable information on the recognition of diplomas, professional titles, competences for third country nationals

Selected responses from employers, managers & employers' organisations:•Administrative barriers remain important and are a strong practical limitation, especially for SMEs•There are still problems with mobility within the EU for highly trained workers from elsewhere•At the moment, there is no transparency about labour shortages in the EU•The rather high salary threshold represents an obstacle for the employment of third country nationals

Selected responses from National Ministries:•It is necessary to improve the effectiveness of the existing tools allowing early identification of labour and skills shortages and labour market imbalances in the EU MS•In order for the EU Directive's provisions to be applied clearly and unambiguously in the Member States •This is necessary in order for the EU and the Member States to be ready to respond efficiently to the continuously changing globalized context.

3.1. Labour Markets

Why are no further EU-level initiatives necessary to identify shortages?


Selected responses from employers, managers & employers' organisations:•The EU is too heterogeneous•The current tools are sufficient particularly with regard to positions that require higher qualifications

Selected responses from National Ministries: •We are of the opinion that labour market gaps should and could primarily be filled by mobilizing non-employed EU nationals and providing a better labour matching within the EU•The Member States are best placed to assess their labour market needs and respond appropriately. Access to the national labour market is national competence•No further initiatives are necessary as the national Tools are sufficient

Selected responses from NGOs & Others:•I think there are other instruments missing and in addition we should integrate refugees in general but also in the labour market and our educational system•Highly skilled people should where at all possible stay in jobs in their country of origin

3.1. Labour Markets

Did you manage to easily find a job in the Member State where you are working?


3.1. Labour Markets

Would your intention be/was your intention to build a business?


3.2. Availability of information

3.2. Availability of Information

Do you think adequate information on national immigration systems is easily available to…



Did you/do you easily find information about…?

Profile 4: Media, Academia, NGOs, IOs, Countries of Origin, Individuals 283Profile 5: Non-EU migrant workers residing inside the EU 76Profile 6: Potential non-EU migrant workers residing outside the EU 92

Profile 4: Media, Academia, NGOs, IOs, Countries of Origin, Individuals 283Profile 5: Non-EU migrant workers residing inside the EU 76Profile 6: Potential non-EU migrant workers residing outside the EU 92


What channels do you use/have you used to find job vacancies in the EU?



What channels do you use/have you used to learn about legal requirements?


3.3. Attractiveness of the EU


How would you rate the attractiveness of the EU on the following factors ?



On which of the following issues could the EU improve its attractiveness?Maximum 3 options

Profile 1: Employers, Employers' Associations , Managers 76 Profile 4: Media, Academia, NGOs, IOs, Countries of Origin, Individuals 283Profile 2: Private/Public Employment Services, Trade Unions, NGOs 31 Profile 5: Non-EU migrant workers residing inside the EU 76Profile 3: NGOs, National/Regional/Local Authorities, Embassies 52 Profile 6: Potential non-EU migrant workers residing outside the EU 92

In your country, does the system for managing migration respond to current and long-term needs?



Should more be done, at the EU-level, to improve member states' attractiveness?



Which EU member state(s) did you/would you consider migrating to? Only one choice.



Why are you interested by other destinations or why did you finally move to another destination other than a country within the EU?



USA: •More entrepreneurial environment and less taxes•Career opportunities•Better living standards•Work opportunities and innovation•Relatively higher GDP growth rate and lower unemployment levels•English language •Possibility to move around to different states without differing visa requirements/restrictions

Canada: •Open and flexible immigration policies•Ease of permanent residency or citizenship •Express entry system is attractive with job portals•Recognition of qualifications•Ease of family reunification •Canadian immigration policy •English/ French language

3.4. EU Blue Card

Have you ever heard of the EU Blue Card before this survey?

3.4. EU Blue Card


Have you ever employed a non-EU highly qualified worker? If yes, what work permit did you use?

3.1. Results: EU Blue Card


3.4. EU Blue Card

Are the admission conditions of the EU Blue Card adequate? If no, which conditions should be made more flexible?

Profile 1: Employers, Employers' Associations , Managers 76 Profile 4: Media, Academia, NGOs, IOs, Countries of Origin, Individuals 283Profile 2: Private/Public Employment Services, Trade Unions,31 Profile 5: Non-EU migrant workers residing inside the EU 76Profile 3: National/Regional/Local Authorities, Embassies, NGOs 52 Profile 6: Potential non-EU migrant workers residing outside the EU 92

3.4. EU Blue Card

What aspects are most important for the attractiveness of the EU Blue Card?Max. three answers possible


3.4. EU Blue Card

Should the scope of the EU Blue Card be expanded? If yes, to whom?


3.5. Qualifications

3.5. Qualifications

Are procedures for the recognition of non-EU qualifications adequate?


3.5. Qualifications

Did you have a worker's qualification recognised? If yes, how long did it take?


THANK YOU FOR YOUR ATTENTION

Documents

Public Consultation Elisabeth Jenschke, DG HOME B1 Results of the public consultation on the EU Blue Card and the EU’s labour migration policies