EUROPEAN COMMISSION
Brussels, 29.9.2025
COM(2025) 538 final
REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT, THE COUNCIL, THE EUROPEAN ECONOMIC AND SOCIAL COMMITTEE AND THE COMMITTEE OF THE REGIONS
on EURES activity 2022-2024
Submitted pursuant to Article 33 of Regulation (EU) 2016/589
Contents
1 Executive Summary
2 Introduction
3 Labour mobility in Europe and EURES
4 Overview of Key Activities
4.1 Support services for workers and employers
4.2 Resources and governance
4.3 Cross-cutting support from the European Coordination Office (ECO)
4.4 Activities led by the European Commission
5 Recommendations from the previous report
5.1 Progress on key recommendations
5.2 Outstanding areas for further action
6 Recommendations
6.1 Recommendations for the EURES participating countries
6.2 Recommendations for ECO
6.3 Key takeaways for the Commission
7 Conclusions
|
Executive Summary This biennial report provides an overview of the activities of EURES between 1 July 2022 and 30 June 2024, as outlined in Article 33 of the EURES Regulation (EU) 2016/589. The primary objective of EURES is to support fair intra-EU labour mobility through the work of EURES staff and the European job mobility portal (the EURES portal). In 2024, EURES celebrated its 30th anniversary with a communication campaign and extensive awareness-raising events held both in person and online across Europe. During the reporting period, EURES staff processed 474 711 job applications and 663 878 job vacancies, and organised 20 166 events. These activities focused on providing general support services to jobseekers and employers, as well as targeted services related to apprenticeships, traineeships, post-recruitment assistance and mobility schemes. Despite significant investments in developing the portal, to ensure it remains a proper tool for matching people to jobs and providing information on mobility, the number of registered jobseekers with EURES has decreased during the reporting period and the EURES portal and its matching functionalities are underutilised. The number of private organisations in the network has only grown moderately with limited promotion of expansion of the EURES network to new Members or Partners. To strengthen the impact of EURES and address existing challenges, the network should consider the following actions: ·Expand and diversify the network - participating countries 1 should actively involve new Members and Partners to ensure a more dynamic and inclusive EURES network. ·Maximise the effectiveness of the EURES portal and its use by the network by systematically linking the portal to existing instruments, for example, by developing new functionalities to support European Online Job Days (EOJDs), full implementation of the EURES-Europass synergies initiative, the Targeted Mobility Scheme (TMS) and Cross-border Partnerships (CBPs), as well as ensuring better data quality for matching CVs to job vacancies. ·Ensure adaptability to changes in the labour market: to remain relevant and effective, EURES needs to align its services with ongoing labour and skills shortages, evolving demands for skills, digitalisation and the green transition. |
Introduction
Launched in 1994, EURES is a cooperative network comprising the European Commission, the European Labour Authority (ELA), national public employment services (PES), and other Members and Partners in the EU countries, Iceland, Liechtenstein, Norway and Switzerland. It supports fair labour mobility by providing information and employment services to jobseekers and employers, while enhancing cooperation and the exchange of information within the network.
The EURES Regulation (EU) 2016/589 has strengthened the network by: (i) increasing the transparency of demand and supply on the European labour market; (ii) expanding job postings on the EURES portal to include apprenticeships and traineeships; (iii) improving the matching of CVs to job vacancies (JVs); (iv) standardising services for jobseekers and employers; and (v) enlarging the network and introducing the European Classification of Skills, Competences, Qualifications and Occupations (ESCO) to describe occupations, skills and competences in CVs and JVs. These efforts are supported by six implementing decisions to ensure the uniform application of the Regulation across the countries participating in EURES.
Over a period of 30 years, EURES has become a vital part of the EU’s labour market support structure, facilitating fair mobility and improving social and economic performance. EURES services are delivered through its network of more than 1 000 advisers across Europe and through the EURES portal, which provides online tools to jobseekers and employers. The operational network consists of National Coordination Offices (NCOs), usually linked to PES or ministries of labour, the European Coordination Office (ECO) managed since 2021 by ELA, and other Members and Partners such as private employment services and social partners. Together with the European Commission and ELA, the NCOs are members of the European Coordination Group (ECG), which oversees the functioning and activities of the network.
The purpose of this report is to provide an overview of the activities carried out by the EURES network between July 2022 and June 2024 and to share key recommendations aimed at enhancing EURES’ effectiveness in supporting fair and efficient labour mobility across Europe.
The data referred to in this report has been collected from the NCOs and aggregated by the European Coordination Office. A part of the data comes from the EURES performance management systems reports, whilst ECO has reported on activities at their level. Some insights are also inspired by the findings of the European Labour Authority Evaluation Report published in May 2025 2 .
Labour mobility in Europe and EURES
Labour mobility between the EU Member States continues to grow. On 1 January 2023, 10.1 million EU citizens (20 - 64 years old) lived in a Member State different from their citizenship, 2% more than in the previous year. The number of cross-border workers increased by around 3% to 1.83 million and the number of postings (estimated by the number of PD A1s 3 provided) rose to 5.5 million in 2023. Taking these figures together one can calculate that more than 8% of paid jobs within the EU involve a cross-border dimension. The figures for cross-border moves are increasing even more quickly: in 2023, 738 000 EU and EFTA citizens returned to their country of nationality after living abroad (6% more than the previous year) and 976 000 moved to another EU/EFTA country, i.e. a country of which they are not a citizen), 14% more than in the previous year 4 .
Meanwhile, the outputs of the EURES network have decreased in recent years. EURES facilitated at least 84 580 placements in 2018 and 83 360 placements in 2019, while the annual reports on Intra-EU Labour Mobility estimated that 880 000 people changed country within the EU for work in 2018, and 825 000 in 2019. EURES placements therefore corresponded to 9.6% of movers active in the labour market in 2018, and 10.1% in 2019. In 2021, 2022 and 2023 (during and after the COVID-19 pandemic) there were 53 200, 48 731 and 48 129 EURES placements respectively, compared to the number of active EU movers in those years: 650 000, 713 000 and 976 000 respectively. This means that EURES’ share of intra-EU placements 5 in these years fell to 8.2% (2021), 6.8% (2022) and 4.9% (2023).
The digitalisation of EURES services, especially on the EURES portal, also faces significant challenges. In particular, the statistics for 2024 show that only around 3% of the CVs on the portal were reviewed by EURES staff, despite investments in improvements to the portal, content development and promotional efforts. The portal holds over 1.1 million CVs from jobseekers who have expressed their willingness to find employment in another country, however their profiles are not being actively utilised, and jobseekers and employers are missing opportunities.
Conversely, an example of an initiative with growing importance and added value is the European Online Job Days (EOJDs) 6 , exemplifying successful cross-border collaboration, as countries come together to organise and facilitate these events. The EOJD platform has proven to be a very valuable resource for the network, contributing to EURES’ reputation for delivering high-quality services, alongside the individualised direct support from advisers to jobseekers and employers. The EURES portal, however, has not yet been linked to the EOJDs, therefore synergies based on better combining these two EURES instruments are not being explored.
Surveys, interviews and the EURES case study show that a number of stakeholder groups are concerned about the network’s operational effectiveness 7 . An in-depth analysis is needed to understand how EURES staff are conducting job-matching if not through the portal. Identifying the alternative methods that they rely on will help to assess whether these practices are more effective and whether resources should be reallocated to better support EURES’ core objectives. ECO should reintroduce a system to monitor activities on the portal and their results.
Overview of Key Activities
1.1Support services for workers and employers
Matching and placement activities
Between July 2022 and June 2024, EURES staff processed 474 711 job applications, reflecting an increase from 445 206 in the previous reporting period. During the same timeframe, 663 878 job vacancies were processed, a decrease from 718 168 in the previous period. EURES organised a total of 20 116 events, of which 70% were focused on providing information to jobseekers and employers, 8% were recruitment-focused, and 22% combined recruitment and information activities. The total number of placements achieved during the reporting period was 93 785, representing an increase from 85 780 in the previous period. In terms of account management, 3 643 new accounts were created during the reporting period. Additionally, 5 320 accounts were removed due to inactivity as part of an account clean-up conducted in January 2024.
Information and guidance
EURES staff provided a range of services during the reporting period, including in-person and online counselling, support with drafting job vacancies, and the organisation of workshops. During this period, a total of 3 666 663 individual contacts with workers and 383 325 contacts with employers were reported. Most interactions with workers focused on placements, accounting for 43% of the contacts, while 47% of employer interactions centred on providing general information about EURES. A notable trend during the reporting period was the shift in the origin of contacts. Interactions with workers within the country increased to 53% of total contacts, from 44% in the previous reporting period. Similarly, employer contacts within the same country increased to 79%, reflecting a focus on domestic recruitment.
Specific support services
Post-recruitment assistance remained a priority for EURES countries, focusing on guidance related to tax, social security, housing, and education for families. Some countries expanded their efforts by offering free language courses and e-learning tools to promote the long-term retention and integration of mobile workers. Activities to support young people, particularly in apprenticeships and traineeships, saw progress during the reporting period. The EURES portal offered 468 108 apprenticeships and 27 364 internships, representing an increase from 212 726 and 17 001 respectively in the previous period. One notable initiative was the European Year of Youth campaign 8 .
1.2Resources and governance
Human resources
EURES’ staff includes both advisers working within national and regional PES and other EURES Member or Partner organisations. Between 2022 and 2024, the total number of EURES staff fell slightly from 2 371 to 2 345, with full-time staff numbers also declining from 1 179 to 1 153. These figures include both advisers working on EURES in national or regional PES and those working in other EURES Member or Partner organisations.
Financial resources
The composition of NCO budgets varies between EURES countries. Seven countries reported that they received European funding (Czechia, Italy, Cyprus, Latvia, Iceland, Slovenia and Slovakia), sixteen received only national funding (Belgium, Denmark, Estonia, Ireland, Spain, France, Croatia 9 , Lichtenstein, Lithuania, Malta, Netherlands, Norway, Austria, Portugal, Romania, Finland and Switzerland), and the remaining countries reported mixed funding models (Bulgaria, Germany, Greece, Luxembourg, Hungry, Poland and Sweden).
IT infrastructure
EURES countries continued to enhance their digital services and improve the interoperability of their platforms to facilitate the transfer of job vacancies and CVs to the EURES portal. The introduction of mandatory two-factor authentication in 2022 initially led to a drop in registered accounts, but after voluntary one-factor authentication was reintroduced in October 2023, average monthly inflows increased. By the end of June 2024, the EURES portal had 114 408 registered accounts, including 109 521 jobseekers and 3 246 company managers.
Governance and stakeholder cooperation
Stakeholder cooperation within EURES involves NCOs, public and private employment services, social partners, and other governmental and non-governmental organisations. Key interactions take place in the meetings of the ECG, bilateral sessions with NCOs, and in formal working groups on communication, training and interoperability. ECO also financially and administratively supported exchange meetings of line managers and coordinators, and organised workshops on topics such as the programming cycle and the performance measurement system. Additionally, ECO supported exchanges between Members of the ECG by setting up and training them on using CIRCABC 10 as an IT based collaborative platform. A survey assessing NCO cooperation with national social partners and bilateral online meetings with EU-level social partners highlighted willingness of NCOs for improved collaboration, with the active participation of the social partners in ECG meetings encouraged.
Communication in EURES countries
During the reporting period, a total of 20 451 events were held, reaching 648 019 participants. This represents an increase compared to the previous reporting period (12 887 events and 537 696 participants). One of the most notable events was the EURES Youth Campaign in 2022 and 2023. With a budget of EUR 146 000, the campaign achieved 20.5 million social media impressions. As part of the EURES 30th anniversary campaign, ECO also collaborated with the Commission’s campaign for the European Year of Skills. The campaign included European and national-level actions and campaign materials. The results of the first semester of 2024, registered 566 events with 47 190 participants, with all 31 countries taking part in campaign activities. By September 2024, the campaign’s social media had reached 41 million people, made 120 million impressions, and achieved 23 million video views, and there was a 20% rise in traffic to the EURES portal. The campaign's total budget in the first half of 2024 was EUR 1.2 million.
1.3Cross-cutting support from the European Coordination Office (ECO)
Coordination, governance and financial resources
ECO continues to supervise and facilitate the programming cycle and coordinates the activities of NCOs across the network. As the primary governance forum of the network, the ECG convened seven times to steer activities and address strategic priorities. Additionally, ad hoc meetings were held to discuss critical topics, including the planned EURES 2025 - 2030 strategy, youth initiatives, labour shortages, and developments related to the EURES portal. These meetings played a key role in fostering strategic alignment and ensuring effective collaboration across the network. EURES operations were allocated EUR 19.49 million from ELA’s budget during the reporting period.
Operation and development of the EURES portal
The European Labour Authority, as ECO, has the role of system owner for the EURES portal, while the European Commission continues to manage its technical development and maintenance. Work has been undertaken to align the portal with the European Commission’s overall design and functionality framework, with further updates anticipated. Efforts to enhance the portal’s capabilities have included increasing the quality of the data of the job vacancies and CVs to improve the automated matching functions, which rely on the adoption of the European Classification of Skills, Competences, Qualifications and Occupations (ESCO). Some progress has been achieved in this area in several EURES participating countries, with ongoing support provided by ECO, the Commission and few NCOs to improve the quality of mapping across the network. The European (Online) Job Days (EOJDs platform supported 70 events during the reporting period, engaging jobseekers and employers. These events were organised with a budget of EUR 1.39 million and provided valuable opportunities for matching and recruiting 105 198 participants from EOJDs across the network.
Training and professional development
The EURES Training Academy delivered a total of 154 training sessions during the reporting period, attended by 3 369 participants among EURES Advisors and other staff of EURES Members and Partners. These sessions covered a variety of topics, including ESCO mapping, the use of communication tools, and navigating the EURES portal. In 2023, quality control measures were introduced to enhance the training experience. ECO reviewed 10% of the training sessions every six months to ensure that the highest standards were maintained. Innovative training formats were also introduced, with events such as EURES in Action, which celebrated the 30th anniversary of EURES. These events featured hybrid participation and interactive professional development activities, further fostering collaboration and engagement within the network.
Helpdesk
During the reporting period, the EURES helpdesk processed a total of 22 359 user inquiries, a slight decrease compared to the previous period. In 2023, a new framework contract was introduced, enhancing the helpdesk’s capacity to assist jobseekers, employers and EURES staff more effectively.
Networking, exchange of good practices and mutual learning
During the reporting period, EURES organised several events that highlighted its commitment to collaboration and knowledge-sharing. Notable events included mutual-learning workshops, roundtables on the programming cycle, and the launch of reports on labour shortages and surpluses. These efforts were complemented by partnerships with the European Foundation for the Improvement of Living and Working Conditions (EUROFOUND) and the European Centre for the Development of Vocational Training (Cedefop), which focused on improving insights on mobility and enhancing the functionalities of the EURES dashboard. EURES continued to demonstrate its commitment to fostering cross-border cooperation through twinning projects, strategic foresight workshops and national events, which played a significant role in strengthening collaboration and facilitating the exchange of knowledge across the network.
Communication activities
EURES significantly expanded its reach during the reporting period through targeted social media campaigns, run by ECO. These efforts increased visibility across platforms, with the number of followers on Facebook growing to over 1 million, on LinkedIn to 437 027, on Twitter/X to 71 053 and on other social media (Instagram and YouTube) to 81 591 11 . Collaborative campaigns further highlighted EURES’s commitment to promoting its services. The EURES network supported initiatives such as the European Year of Skills, leveraging partnerships, influencers and country-specific materials to enhance the effectiveness and outreach of these campaigns. The 30th anniversary campaign was particularly impactful, as reported above.
Analysis of mobility and labour market trends
The 2022 and 2023 EURES reports on labour shortages and surpluses were published during the reporting period. These reports provided analyses of labour market imbalances and explored the possibilities for transnational matching potential and mobility trends. Collaboration with Cedefop and EUROFOUND further advanced the development of interactive dashboards, enhancing the accessibility and usability of data on the job market.
1.4Activities led by the European Commission
During the reporting period, the Commission followed up on Member States’ implementation of the EURES Regulation by sending letters to all 27 Member States. These letters inquired about the lack of correct implementation of specific aspects of the Regulation, aiming at ensuring full compliance with the EURES Regulation, namely the admission processes, the transmission of job vacancies and CVs, and the implementation of ESCO mappings in data transfers. This initiative sought to ensure the consistent implementation of the EURES framework across the EU. The Commission remains committed to monitoring these areas and will conduct follow-up actions where necessary to address any gaps or compliance issues, to improve the network's integrity and effectiveness.
In addition, the Commission reported every six months in the ECG meetings on implementation and compliance with the EURES Regulation.
The Commission provided bilateral support to EURES countries in mapping their national classifications according to ESCO. During the reporting period, Lithuania and Austria completed the mapping of their national classification of occupations according to ESCO, while work is ongoing in Liechtenstein. Moreover, Czechia, Estonia and Austria have mapped or have started to map their skills classification according to ESCO.
To support EURES countries in fulfilling their obligations related to the implementation of ESCO in EURES, the Commission and ELA organised a two-day training session for EURES and PES technical staff on 30 November and 1 December 2023. In addition, the ESCO list of green skills was presented in a EURES training session organised by ELA on 19 June 2024.
A pivotal initiative in the autumn of 2024 was the EURES-Europass synergies project, which is creating a more integrated approach across these two European portals. The project proposes to increase the services offered to jobseekers by enabling seamless navigation between the portals and removing any duplication of services. Europass will become the central entry point for jobseekers, enabling them to create a profile, assess their skills, get recommendations for jobs and training and share their profile on EURES.
EURES CBPs benefit from support under the EaSI (Employment and Social Innovation) strand of ESF+. As identified in Article 3 of the EURES Regulation, EURES cross-border partnerships are groupings of EURES Members or Partners and, where relevant, other stakeholders outside of the EURES network, which have set up regional structures for long-term cooperation in cross-border regions to offer services in the areas of placement, recruitment and information for cross-border commuters. The EURES CBPs reported a total of 72 761 individual contacts with jobseekers, 7 724 individual contacts with employers, and more than 3 145 recruitments in the period covered by this report. The activities of the CBPs also focused on providing information to jobseekers and employers, and the topics most discussed with both groups were social security, placements and general questions on EURES.
|
The CBPs actively support the balancing of skills and labour shortages in their geographical border areas, often with very innovative measures, such as the initiative ‘From the stadium to the job’, implemented by EURES-T Oberrhein/Rhin supérieur in Germany, France and Switzerland. It brings together employers and jobseekers to compete in a sports event in a stadium or other sporting facility. At the start, participants do not know who an employer is and who is a jobseeker. The employers identify themselves at the end of the day and interview the jobseekers they want to hire. The jobseekers do not need to provide a CV or motivation letter. The first event took place in June 2024 with 124 jobseekers and 18 recruiting businesses, ranging from SMEs to large companies. The results were very satisfying as all but one of the businesses hired jobseekers. |
The EURES Targeted Mobility Scheme (TMS) also benefits from support under the EaSI-strand of ESF+. The general objective of the TMS is to help jobseekers (in particular young people, the unemployed and people from vulnerable groups) to find a job, traineeship or apprenticeship in another EU Member State, Iceland or Norway, and to help employers (especially SMEs) to fill their hard-to-fill vacancies by recruiting workers from another EU country, Iceland or Norway. During the reporting period, the action was carried out by Germany, Italy and Sweden as consortium leaders and enabled 4 955 placements and supported 402 SMEs.
Recommendations from the previous report 12
The EURES network operates within a well-defined regulatory framework that outlines its intended functions, the roles its members are expected to fulfil and the services they are expected to provide. The last report contained several recommendations to ensure compliance with the EURES Regulation and promote the better functioning of the network.
1.5 Progress on key recommendations
Efforts to increase the number of CVs transferred to the EURES portal have been successful, with all EURES countries now fully connected to the automated transfer of CVs. This ensures a smoother and more consistent flow of jobseeker data, enhancing job-matching capabilities across the network.
Significant progress has been made in improving the monitoring and reporting tools, particularly through the development and implementation of a well-functioning online programming tool. This has streamlined data collection and reporting, reducing administrative burdens on NCOs and improving overall efficiency.
Additionally, ECO appears to have allocated sufficient human resources to EURES and this has strengthened its ability to support the network, facilitate coordination and oversee the implementation of key initiatives.
1.6 Outstanding areas for further action
While progress has been made in the areas covered by the previous report’s recommendations, certain challenges remain in ensuring the full effectiveness of the EURES network.
The ESCO mapping process, though technically in place in nearly all Member States, is not being used to its full potential. Job vacancies and CVs are not being mapped as envisaged before they are sent to the EURES portal, which significantly undermines the purpose of ESCO classification, limiting its potential to improve job-matching accuracy and cross-border interoperability. It is essential to address this issue to fully leverage the benefits of ESCO integration.
Similarly, while all countries have set up an admission system for new Members and Partners, not all NCOs are working actively to expand the network. In the period between 1 July 2022 and 30 June 2024, the network saw a net increase of 24 organizations (18 Partners, 3 Members, and 3 PES Members), resulting in a total of 271 admitted organizations by 30 June 2024, reflecting a 10% growth from 247 organizations on 30 June 2022. A more targeted approach is needed to ensure that the admission system translates into further network growth, and to reduce the differences in focus, operations and development between countries that work with Members and Partners and those which do not.
Finally, further efforts are needed to improve synergies between EURES and other EU mobility initiatives. This includes the EURES-Europass synergies project which has seen delays and needs further attention to ensure this key initiative is implemented successfully.
Recommendations
1.7 Recommendations for the EURES participating countries
Improving data quality and use of the EURES portal
It is important that the Member States continue working towards improving the quality of data to enhance the effectiveness of the EURES portal. Clear feedback from the staff of EURES to ECO on what services are needed plays an essential role in ensuring they fully benefit from the services available on the portal.
Improving outreach and engagement within the EURES network
NCOs should advance targeted outreach strategies to attract new Members and Partners by highlighting key benefits such as access to the CVs and JVs on the EURES portal, training opportunities, networking, and the EURES logo as a respected quality seal. Additionally, EURES Members and Partners can serve as ambassadors by sharing testimonials and success stories to promote the network. To further enhance engagement, EURES advisers should actively use the portal to maximise its impact in supporting jobseekers and employers, and members of the network should consider taking advantage of the interoperability available through the output application programming interface (API) for CVs and JVs. The EURES network should also explore synergies with other relevant local networks.
Enhancing work programmes, labour market alignment and event promotion
NCOs should implement recommendations from the work programme and activity report assessments 13 . Programming, including E(O)JDs, should also be guided by labour market insights and national needs, using reports on shortages and surpluses to develop targeted cross-country cooperation projects for specific user groups such as specific sectors, occupations, young people or SMEs, etc. To maximise outreach, national events should be actively promoted on the EURES portal’s events section while EURES should also continue reaching out through targeted social media campaigns run by ECO.
1.8Recommendations for ECO
Full compliance with the EURES Regulation
ECO should continue its efforts towards ensuring full compliance with the EURES Regulation and its implementing decisions for all the tasks and responsibilities of ECO as defined in the legal framework of EURES.
Sufficient resources and efforts to support the EURES-Europass synergies project
ECO should further support cooperation within the network and allocate sufficient resources and time to the successful implementation of the EURES-Europass synergies project. This includes aligning the EURES portal strategy and other strategic frameworks with the objectives of this important initiative, which aims to enhance and expand services for jobseekers across Europe. Strengthening this synergy is essential to improving the accessibility, efficiency and effectiveness of the digital tools that support labour mobility across Europe.
Facilitating efficient matching, APIs and a valuable portal for the network
The Commission encourages ECO to continue the technical work required to ensure the proper functioning of the EURES matching engine and the effective use of the European Classification of Skills, Competences, Qualifications, and Occupations (ESCO) for this purpose. ECO is invited to take further proactive steps to improve services for EURES Members and Partners, with a particular emphasis on improving the use of digital tools. A user-friendly and fully compliant API should be developed to enable EURES staff in their respective IT environments to better use the JVs and CVs on the portal, as well as to offer the API to new Members and Partners. Strengthening digital engagement is essential to ensuring the network's efficiency and effectiveness.
Fostering stronger collaboration with key stakeholders such as the ECG and adopting a stronger user-centred approach – not only in the design of portal services but also in the development of cross-cutting support services for the network – would contribute to improving the overall effectiveness and efficiency of EURES.
Furthermore, ECO is encouraged to identify a set of key objectives for the services on the portal, and more generally for the network’s activities. These should be used to establish targets and measure impact and progress towards these targets. This will make it easier to measure impact and the progress towards these targets, and whether it is possible to qualify an activity as ‘successful’, and to discuss with the members of the network why some targets have not been met.
1.9Key takeaways for the Commission
Clarifying roles and responsibilities
Given instances where the roles and responsibilities of EURES appear to have been unclear, the Commission is encouraged to maintain open communication with ECO and the members of EURES to provide the necessary clarifications. Additionally, the Commission should strengthen its role in ensuring compliance with the EURES legal framework, as identified in section 4.4, thereby facilitating consistent application and understanding of this framework by all parties involved.
Ensuring compliance and consistency
The Commission has actively monitored and supported the implementation of the EURES Regulation in the Member States. To reinforce compliance and ensure consistency, it should continue to carry out proactive follow-up actions, including structured reporting, targeted bilateral support, and training initiatives. Strengthening collaboration on ESCO implementation and addressing gaps in compliance will further enhance the effectiveness and integrity of the EURES network.
Enhancing synergies and maximising impact
As the Commission oversees the TMS and CBP financial schemes, increased focus on closer collaboration between the projects and other EURES activities, including the portal, would ensure greater synergy, efficiency and value for the network.
The EURES-Europass synergies project should continue to be a priority to ensure seamless integration between the platforms, and to enhance the accessibility, transparency and usability of labour mobility tools.
Conclusions
During the reporting period EURES has continued to play a critical role in supporting fair and efficient labour mobility within Europe. The network has facilitated job placements, strengthened advisory services for individuals, and helped people to find jobs across borders through its various activities, including EU-wide communication campaigns, and major outreach and engagement efforts that have strengthened its role.
However, challenges remain in further realising the potential of the EURES portal, optimising its digital tools, and improving synergies between different EURES tools and relevant local networks. The underutilisation of key digital resources, particularly in job matching, points to the need for a more strategic approach to ensure that investments yield maximum value for jobseekers, employers, and EURES Members and Partners. Additionally, the slow pace of integration of new Members and Partners into the network indicates a need for further targeted efforts to expand and diversify the reach of EURES. A dedicated outreach and communication strategy should be developed with clearly defined objectives.
Looking ahead, continued efforts to improve collaboration, ensure full compliance, and capitalise on digital innovation will be key to ensuring that the EURES network adapts to the evolving needs of the European labour market. Structural shifts such as digitalisation, the green transition and demographic changes are reshaping labour demand and skill requirements across different sectors. Labour shortages in many industries, coupled with skills mismatches and competency gaps, highlight the need for an even more responsive and adaptable mobility framework. Further strengthening the alignment between the EURES portal, Europass and ESCO, as well as fostering synergies between the portal and EURES tools like EOJDs, TMS and CBPs, will enhance the network’s ability to support workers and employers in navigating these transitions.
To meet these objectives, the Commission, the European Coordination Office and the EURES participating countries must work in close partnership to address operational challenges, improve the strategic use of resources, and ensure that EURES remains a key pillar in supporting labour mobility across Europe.
‘Participating countries’ or ‘EURES countries’ when used in the report, means 27 EU Member States plus Iceland, Liechtenstein, Norway and Switzerland.
https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=COM%3A2025%3A256%3AFIN&qid=1748264043103
Portable document certifying that a mobile worker in the European Union or EFTA countries and Switzerland is registered in the social security system of the country that issued it.
Staff Working Document Evaluation of European Labour Authority, (COM 2025), p. 31.
Recruitment events that bring jobseekers and employers together, supported by EURES Advisers and other employment professionals (see: https://europeanjobdays.eu/en)
Staff Working Document Evaluation of European Labour Authority, (COM 2025), Annex V, p. 120/121.
See in the ‘Communication in EURES countries section’ on p. 6 for more details.
In the reporting period, from July 2022 to June 2023, the Croatian NCO was funded by the ESF+, but from July 2023 onwards by the national budget.
https://circabc.europa.eu/ui/welcome
Including national EURES accounts, based on ELA (2025), EURES in the first semester of 2024.
In addition to the PMS, the Programming Cycle (‘PC’, i.e. Work Programmes of all the EURES countries) is the main monitoring tool for yearly activities of the EURES countries. Each NCO reports on the outputs and outcomes of their national EURES network in a yearly National Activity Report against the objectives set out in their National Work Programme. The Commission Implementing Decision (EU) 2017/1256 introduced the arrangements and templates to be used in the PC.