Text · Opinion parliamentary committee draft
On the proposal for a regulation of the European Parliament and of the Council establishing an EU talent pool
Document EMPL-PA-766602 · COM(2023)0716 – C90413/2023 – 2023/0404(COD)
- Kind
- Opinion parliamentary committee draft EMPL-PA-766602
- Date
- 24 November 2024
- Committee
- Committee on Employment and Social Affairs
- Rapporteur
- Marianne Vind
- Dossier
- 2023/0404(COD)
More facts (3)
- Formats
- Official page PDF Word
- Subject matter
- CDEV, EXT, DIPL
- Reference
- COM(2023)0716 – C90413/2023 – 2023/0404(COD)
In short
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This draft opinion amends the proposed regulation establishing an EU talent pool. It requires employers to have substantive business operations in a participating member state and to use the pool only if vacancies cannot be filled within the EU. It deletes the EU-wide list of shortage occupations and the related delegated acts, leaving member states to identify national shortages after consulting social partners. It strengthens protections for third-country jobseekers, including fair recruitment, equal treatment, complaint mechanisms, and suspension of non-compliant employers. It involves social partners in the steering group and national contact points, and requires the Commission to ensure the matching tool avoids bias.
Position. The Committee on Employment and Social Affairs proposes amendments to the proposed regulation, focusing on fair recruitment, social partner involvement, and national-level shortage occupations.
Key points
- The EU Talent Pool should be used only if a vacancy cannot be filled through national employment services or EURES.
- Employers must have substantive business operations in the participating member state and transfer vacancies only for those sectors.
- The EU-wide list of shortage occupations and the Commission's delegated powers to amend it are deleted; member states identify national shortages after consulting social partners.
- The steering group includes two representatives per participating member state, two from the Commission, and four from cross-industry social partners, with gender balance aimed for.
- National contact points must involve employment and immigration authorities, public employment services, and social partners, and must remain neutral during collective bargaining disputes.
- Employers must comply with Union and national law, collective agreements, and ILO fair recruitment guidelines; they cannot charge fees to jobseekers and must cover travel and training costs.
- Employers with criminal sanctions or labour law infringements are denied or suspended from the pool for five years; contact points must keep a register of breaches.
- Jobseekers and workers can lodge complaints without retaliation; contact points must suspend employers upon breach and inform the steering group.
- The Commission must ensure the automated matching tool does not replicate biases or discriminatory practices.
- Information must be accessible, including for persons with disabilities, and available in official languages of participating member states and, where appropriate, third countries.
- The Commission must report by 31.12.2031 and every five years thereafter, assessing effectiveness in addressing skills shortages and ensuring fair working conditions.
Who is affected
- Employers in participating member states: must have substantive operations, comply with labour standards, and cannot charge recruitment fees.
- Third-country jobseekers: gain protections against unfair recruitment and access to complaint and redress mechanisms.
- Social partners: gain representation in the steering group and involvement in national contact points.
- Member states: must consult social partners before participating and define national shortage occupations.
Figures and deadlines
- Member states must notify participation at least 9 months before intending to participate.
- Withdrawal notification must be at least 6 months before the intended withdrawal date.
- Profiles of jobseekers and employers not accessed for two years shall be removed or anonymised.
- Job vacancies open for one year shall be removed.
- Employer verification checks are repeated every two years.
- Employers sanctioned for criminal activities or labour infringements are denied access for five years.
- The Commission must report by 31.12.2031 and every five years thereafter.
Text
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The Committee on Employment and Social Affairs submits the following to the Committee on Civil Liberties, Justice and Home Affairs, as the committee responsible:
| Text proposed by the Commission | Amendment |
|---|---|
| (3) In order to facilitate international recruitment and provide opportunities for third-country nationals to work in EU-wide shortage occupations, an EU Talent Pool should be established in the form of a Union-wide platform that brings together and supports the matching of profiles of registered jobseekers from third countries residing outside the Union and job vacancies of employers established in the participating Member States. | (3) In order to facilitate international recruitment and provide opportunities for third-country nationals to work in EU-wide shortage occupations as well as to enhance the fair recruitment and protection of migrant workers in line with international human rights and labour standards1a, an EU Talent Pool should be established in the form of a Union-wide platform that brings together and supports the matching of profiles of registered jobseekers from third countries residing outside the Union and job vacancies of employers established in the participating Member States. The Commission should ensure that the automated matching tool is set up in a way that does not replicate existing biases or discriminatory practices. |
| 1a See, for example, the ethical standards developed under the flagship initiative of the International Organization for Migration: IRIS Standard on Ethical Recruitment (https://iris.iom.int/sites/g/files/tmzbdl201/files/documents/IRIS%20Standard%20Report%20.pdf) as well as International Labour Organisation’s compilation of relevant rules and guidance in “General principles and operational guidelines for fair recruitment and definition of recruitment fees and related costs” (https://www.ilo.org/sites/default/files/wcmsp5/groups/public/@ed_protect/@protrav/@migrant/documents/publication/wcms_703485.pdf). |
| Text proposed by the Commission | Amendment |
|---|---|
| (5a) Labour shortages can be the result of low wages, unattractive jobs, poor working conditions and a lack of investment in vocational education and training (VET). Addressing those issues is essential to attracting and retaining workers. The EU Talent Pool should support the creation of quality employment in the Union, in line with the principles of the European Pillar of Social Rights. Decent wages, access to social protection, lifelong learning opportunities, good working conditions in safe and healthy workplaces, as well as respect for workers’ rights, trade union rights and collective agreements are essential in this regard. |
| Text proposed by the Commission | Amendment |
|---|---|
| (5b) The European Employment Services (EURES), which provides information, advice and recruitment or placement for the benefit of workers and employers across the Union, can play a significant role in the publication of vacant positions with a view to attracting workers from other Member States. EURES should therefore be used to fill vacant positions before the EU Talent Pool is used. |
| Text proposed by the Commission | Amendment |
|---|---|
| (6) The EU Talent Pool aims at providing services to employers that are established in the participating Member States, including private employment agencies, temporary work agencies and labour market intermediaries as defined by the International Labour Organisation Convention 181 from 1997. | (6) The EU Talent Pool aims at providing services to employers that are established in the participating Member States, have substantive business operations other than purely internal management or administrative activities in that Member State and have or intend to have a direct employment relationship with an employee from a third country. Employers should transfer job vacancies to the EU Talent Pool only where such vacancies are related to the sectors in which they have substantive business operations. |
| Text proposed by the Commission | Amendment |
|---|---|
| (8) In order to ensure that Member States’ authorities are adequately represented in the EU Talent Pool Steering Group, participating Member States should appoint two representatives each, one from the employment authorities and one from the immigration authorities. | (8) In order to ensure that Member States’ authorities are adequately represented in the EU Talent Pool Steering Group, participating Member States should appoint two representatives each, one from the employment authorities and one from the immigration authorities. The social partners should each be able to nominate two representatives to the EU Talent Pool Steering Group. |
| Text proposed by the Commission | Amendment |
|---|---|
| (22) The principles of the European Pillar of Social Rights should apply for all activities conducted in the context of the EU Talent Pool, in particular with regard to the right to fair and equal treatment with respect to working conditions, minimum wages, access to social protection, training, and protection of youth people at work. In accordance with those principles, the EU Talent Pool should ensure quality employment. | (22) The principles of the European Pillar of Social Rights should apply for all activities conducted in the context of the EU Talent Pool, in particular with regard to the right to fair and equal treatment with respect to workers’ rights and working conditions, minimum wages, access to social protection, vocational education and training, and protection of young people at work. In accordance with those principles, the EU Talent Pool should ensure quality employment and fair labour mobility. The involvement of the European Labour Authority is crucial in that regard. |
| Text proposed by the Commission | Amendment |
|---|---|
| (23) The International Labour Organisation (ILO) in its ‘General principles and operational guidelines for fair recruitment’ sets out a number of standards on adequate protection of jobseekers from third countries against unfair recruitment. Employers should comply with applicable Union law and practice. Equal treatment of jobseekers from third countries with respect to nationals of the participating Member States should also be ensured by the employers in accordance with Directive 2011/9813 , Directive 2014/36/EU14 , Directive 2021/1883/EU15 , and Directive 2016/801/EU16 . In accordance with Directive 2019/1152/EU17 , employers participating in the EU Talent Pool should provide to registered jobseekers from third countries information in writing and in an understandable language on their rights and obligations resulting from the employment relationship at the start of the employment. This information should at least include the place and the type of work, the duration of employment, the remuneration, the working hours, the amount of any paid leave and, where applicable other relevant working conditions. An employer should neither charge any recruitment fee nor prohibit a worker from taking up employment with other employers, outside the work schedule established with that employer, nor subject a worker to adverse treatment for doing so. Employers participating in the EU Talent Pool should comply with Directive 96/71/EC18 as amended by Directive 2018/957 when posting workers in the framework of the provision of services, in particular with regard to the terms and conditions of employment thereby established such as the obligation that third country workers can only be posted to a Member State if they are legally and habitually employed in another Member State. | (23) The International Labour Organisation (ILO) in its ‘General principles and operational guidelines for fair recruitment’ sets out a number of standards on adequate protection of jobseekers from third countries against unfair recruitment. Employers should comply with applicable Union law and practice. Equal treatment of jobseekers from third countries to nationals of the respective participating Member State should also be ensured by the employers in accordance with Directive 2011/9813, Directive 2014/36/EU14, Directive 2021/1883/EU15, and Directive 2016/801/EU16. National Contact Points, in cooperation with the social partners, should monitor the compliance of employers with those Directives. In accordance with Directive 2019/1152/EU17, employers participating in the EU Talent Pool should provide to registered jobseekers from third countries information in writing and in an understandable language on their rights and obligations resulting from the employment relationship at the start of the employment. This information should at least include the habitual place and the type of work, the duration of employment, the remuneration, the working hours, the amount of any paid leave, the requested language profile and, where applicable other relevant working and employment conditions. There should be no direct or indirect costs or fees for jobseekers from third countries related to their participation in the EU Talent Pool or their recruitment. An employer should neither charge any recruitment fee nor prohibit a worker from taking up employment with other employers, outside the work schedule established with that employer, nor subject a worker to adverse treatment for doing so. Travel expenses, required language training and recruitment related costs should be covered by the employer. Employers participating in the EU Talent Pool should comply with Directive 96/71/EC18 as amended by Directive 2018/957 when posting workers in the framework of the provision of services, in particular with regard to the terms and conditions of employment thereby established such as the obligation that third country workers can only be posted to a Member State if they are legally and habitually employed in another Member State. |
| 13 Directive 2011/98/EU of the European Parliament and of the Council of 13 December 2011 on a single application procedure for a single permit for third-country nationals to reside and work in the territory of a Member State and on a common set of rights for third-country workers legally residing in a Member State (OJ L 343, 23.12.2011, p. 1–9, ELI: http://data.europa.eu/eli/dir/2011/98/oj). | 13 Directive 2011/98/EU of the European Parliament and of the Council of 13 December 2011 on a single application procedure for a single permit for third-country nationals to reside and work in the territory of a Member State and on a common set of rights for third-country workers legally residing in a Member State (OJ L 343, 23.12.2011, p. 1, ELI: http://data.europa.eu/eli/dir/2011/98/oj). |
| 14 Directive 2014/36/EU of the European Parliament and of the Council of 26 February 2014 on the conditions of entry and stay of third-country nationals for the purpose of employment as seasonal workers OJ L 94, 28.3.2014, p. 375, ELI: http://data.europa.eu/eli/dir/2014/36/oj). | 14 Directive 2014/36/EU of the European Parliament and of the Council of 26 February 2014 on the conditions of entry and stay of third-country nationals for the purpose of employment as seasonal workers OJ L 94, 28.3.2014, p. 375, ELI: http://data.europa.eu/eli/dir/2014/36/oj). |
| 15 Directive (EU) 2021/1883 of the European Parliament and of the Council of 20 October 2021 on the conditions of entry and residence of third-country nationals for the purpose of highly qualified employment, and repealing Council Directive 2009/50/EC, OJ L 382, 28.10.2021, p. 1, ELI: http://data.europa.eu/eli/dir/2021/1883/oj). | 15 Directive (EU) 2021/1883 of the European Parliament and of the Council of 20 October 2021 on the conditions of entry and residence of third-country nationals for the purpose of highly qualified employment, and repealing Council Directive 2009/50/EC, OJ L 382, 28.10.2021, p. 1, ELI: http://data.europa.eu/eli/dir/2021/1883/oj). |
| 16 Directive (EU) 2016/801 of the European Parliament and of the Council of 11 May 2016 on the conditions of entry and residence of third-country nationals for the purposes of research, studies, training, voluntary service, pupil exchange schemes or educational projects and au pairing (recast) (OJ L 132, 21.5.2016, p. 21, ELI: http://data.europa.eu/eli/dir/2016/801/oj). | 16 Directive (EU) 2016/801 of the European Parliament and of the Council of 11 May 2016 on the conditions of entry and residence of third-country nationals for the purposes of research, studies, training, voluntary service, pupil exchange schemes or educational projects and au pairing (recast) (OJ L 132, 21.5.2016, p. 21, ELI: http://data.europa.eu/eli/dir/2016/801/oj). |
| 17 Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union (OJ L 186, 11.7.2019, p. 105, ELI: http://data.europa.eu/eli/dir/2019/1152/oj). | 17 Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union (OJ L 186, 11.7.2019, p. 105, ELI: http://data.europa.eu/eli/dir/2019/1152/oj). |
| 18 Directive 96/71/EC of the European Parliament and of the Council of 16 December 1996 concerning the posting of workers in the framework of the provision of services (OJ L 18, 21.1.1997, p. 1, ELI: http://data.europa.eu/eli/dir/1996/71/oj). | 18 Directive 96/71/EC of the European Parliament and of the Council of 16 December 1996 concerning the posting of workers in the framework of the provision of services (OJ L 18, 21.1.1997, p. 1, ELI: http://data.europa.eu/eli/dir/1996/71/oj). |
| Text proposed by the Commission | Amendment |
|---|---|
| (24) In order to ensure high quality matching, registered jobseekers from third countries and employers participating in the EU Talent Pool should access a list of suggested registered jobseekers’ profiles and job vacancies based on the relevance of their skills, qualifications and work experiences for the job vacancy. The list is generated by the automated matching tool of the EU Talent Pool IT platform. | (24) In order to ensure high quality matching, registered jobseekers from third countries and employers participating in the EU Talent Pool should access a list of suggested registered jobseekers’ profiles and job vacancies based on the relevance of their skills, qualifications and work experiences for the job vacancy. The list is generated by the automated matching tool of the EU Talent Pool IT platform. Registered jobseekers from third countries and employers participating in the EU Talent Pool should also have the possibility to search the EU Talent Pool database themselves independently. Jobseekers should have the possibility to indicate the region or Member States where they would like to work. |
| Text proposed by the Commission | Amendment |
|---|---|
| (25) The EU Talent Pool platform should meet established needs on the labour market and should not serve as a means to displace or negatively affect the existing workforce or otherwise undermine decent work or fair competition. To better support Member States’ efforts in addressing existing and future labour shortages, the EU Talent Pool should target specific occupations at all skills levels, based on the most common shortage occupations in the Union and on the occupations with a direct contribution to the green and digital transitions, set out in the Annex to this Regulation. In order to adapt the job vacancies to the specific needs of the national labour markets and taking as a starting point the list of EU-wide shortage occupations set out in the Annex, participating Member States shall be allowed to notify to the EU Talent Pool Secretariat the addition or removal of specific shortage occupations. Such notifications should only impact the matches for job vacancies submitted by the respective Member State. Neither the list of EU-wide shortage occupations nor the Member States’ notifications should affect the principle of preference for Union citizens. | (25) The EU Talent Pool platform should meet established needs of the labour market and should not serve as a means to displace or negatively affect the existing workforce or otherwise undermine decent work or fair competition. To better support Member States’ efforts in addressing existing and future labour shortages, the EU Talent Pool should target specific occupations, based on shortage occupations and occupations with a contribution to the green and digital transitions in the Member States.. The EU Talent Pool should not affect the principle of preference for Union citizens and should therefore be used for job vacancies and recruitment only if a job vacancy cannot be filled through recruitment in the Union by means of national employment services and the EURES portal. |
| Text proposed by the Commission | Amendment |
|---|---|
| (28) Information provided on the EU Talent Pool IT platform should be made available at least in the official languages of the participating Member States. | (28) Information provided on the EU Talent Pool IT platform should be made available at least in the official languages of the participating Member States and, where appropriate, in the official languages of third countries participating in the EU Talent Partnerships. |
| Text proposed by the Commission | Amendment |
|---|---|
| (30) Upon request from registered jobseekers from third countries and employers participating in the EU Talent Pool, the EU Talent Pool National Contact Points could provide additional support. Additional support should include tailored information on relevant visas and residence permits for work purposes in the participating Member State including with regard to third country nationals’ rights and obligations such as access to social benefits, health assistance, education, and housing. Specific guidance and information may also be provided on family reunification procedures and family members’ rights, and existing measures to facilitate integration in the host Member State such as language courses and vocational training. Such information should also include available redress mechanisms for cases of labour exploitation and unfair recruitment practices in the participating Member States. The EU Talent Pool National Contact Points should provide information to employers participating in the EU Talent Pool on their rights and obligations relating to social security, active labour market measures, taxation, issues relating to work contracts, pension entitlements and health insurance. | (30) Upon request from registered jobseekers from third countries and employers participating in the EU Talent Pool, the EU Talent Pool National Contact Points should provide additional support and easy access to information, as well as an intuitive navigation on the EU Talent Pool IT platform to allow jobseekers to register themselves without assistance from third parties. Additional support should include tailored information on relevant visas and residence permits for work purposes in the participating Member State including with regard to third country nationals’ rights and obligations such as access to social benefits, health assistance, education, and housing. Specific guidance and information may also be provided on family reunification procedures and family members’ rights, and existing measures to facilitate integration in the host Member State such as language courses and vocational training. Such information should also include available redress mechanisms for cases of labour exploitation and unfair recruitment practices in the participating Member States. The EU Talent Pool National Contact Points should provide information on cases of labour exploitation and unfair recruitment practices to the EU Talent Pool Steering Group and should exclude employers that are found to have been involved with such labour exploitation or unfair recruitment practices from the EU Talent Pool. The EU Talent Pool National Contact Points should provide information to employers and jobseekers participating in the EU Talent Pool on their rights and obligations relating to social security, including pension entitlements and health insurance, as well as active labour market measures, taxation and issues relating to employment contracts and working conditions. |
| Text proposed by the Commission | Amendment |
|---|---|
| (30a) Support networks for mobile workers by social partner organisations can play an important role in providing information to third country nationals and the promotion of fair labour mobility. Such networks should receive adequate funding. |
| Text proposed by the Commission | Amendment |
|---|---|
| (33) In order to fulfil the objectives of this Regulation of facilitating international recruitment, the power to adopt acts in accordance with Article 290 of the Treaty on the Functioning of the European Union should be delegated to the Commission to amend this Regulation with regard to the Annex providing the list of EU-wide shortages occupations. It is of particular importance that the Commission carries out appropriate consultations during its preparatory work, including at expert level, and that those consultations be conducted in accordance with the principles laid down in the Interinstitutional Agreement of 13 April 2016 on Better Law-Making19 . In particular, to ensure equal participation in the preparation of delegated acts, the European Parliament and the Council receive all documents at the same time as Member States' experts, and their experts systematically have access to meetings of Commission expert groups dealing with the preparation of delegated acts. | deleted |
| 19 Interinstitutional Agreement between the European Parliament, the Council of the European Union and the European Commission on Better Law-Making (OJ L 123, 12.5.2016, p. 1, ELI: http://data.europa.eu/eli/agree_interinstit/2016/512/oj). |
| Text proposed by the Commission | Amendment |
|---|---|
| (36) This Regulation respects the fundamental rights and observes the principles recognised by the Charter of Fundamental Rights of the European Union in accordance with Article 6 TEU. | (36) This Regulation respects the fundamental rights and observes the principles recognised by the Charter of Fundamental Rights, including the right of collective bargaining and collective action, of the European Union in accordance with Article 6 TEU. |
| Text proposed by the Commission | Amendment |
|---|---|
| (da) the application of the principle of equal treatment and the protection of the rights of job seekers who use or have used the EU Talent Pool. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. This Regulation applies to jobseekers from third countries residing outside the Union and employers established in the participating Member States. | 1. This Regulation applies to jobseekers from third countries residing outside the Union and employers established in the participating Member States and having substantive business operations in that Member State. The EU Talent Pool shall be used for job vacancies and recruitment only if a job vacancy cannot be filled through recruitment in the Union by means of national employment services or the EURES portal. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1a. All information provided by the EU Talent Pool shall be available in a clear, comprehensive and user-friendly manner, including accessible formats for persons with disabilities respecting the relevant accessibility requirements as set out in Directives (EU) 2016/21021a and (EU) 2019/8821b. | |
| 1a Directive (EU) 2016/2102 of the European Parliament and of the Council of 26 October 2016 on the accessibility of the websites and mobile applications of public sector bodies. | |
| 1b Directive (EU) 2019/882 of the European Parliament and of the Council of 17 April 2019 on the accessibility requirements for products and services. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1b. This Regulation is without prejudice to Union and national requirements on occupational health and safety as well as requirements on operational safety. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1c. This Regulation is without prejudice to sector-specific legislation. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. Any Member State may decide, at any time, to participate in the EU Talent Pool. It shall notify its decision to the Commission at the latest 9 months before the date from which it intends to participate. From the first day of participation, job vacancies of employers established in that Member State may be transferred to the EU Talent Pool IT platform. | 1. Any Member State may, after consulting the social partners, decide, at any time, to participate in the EU Talent Pool. It shall notify its decision to the Commission at the latest 9 months before the date from which it intends to participate. Registered employers with substantive business operations other than purely internal management or administrative activities established in the Member State concerned may transfer job vacancies to the EU Talent Pool IT platform. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1a. A participating Member State may decide to withdraw its participation from the EU Talent Pool at any time. It shall notify such a decision to the Commission at least 6 months before the date from which it intends to withdraw. |
| Text proposed by the Commission | Amendment |
|---|---|
| (2) ‘jobseeker from a third country’ means a person residing outside the Union who is not a citizen of the Union within the meaning of Article 20(1) TFEU and is seeking employment in the Union; | (2) ‘jobseeker from a third country’ means a natural person residing outside the Union who is not a citizen of the Union within the meaning of Article 20(1) TFEU and is seeking employment in the Union; |
| Text proposed by the Commission | Amendment |
|---|---|
| (3) ‘employer’ means any natural person, or any legal entity, established in a participating Member State under the direction or supervision of whom the employment is undertaken as well as private employment agencies, temporary work agencies and labour market intermediaries; | (3) ‘employer’ means any natural person, or any legal entity, established in a participating Member State that has substantive business operations other than purely internal management or administrative activities and has or intends to have a direct employment relationship with a jobseeker from a third country in that Member State; |
| Text proposed by the Commission | Amendment |
|---|---|
| (3a) ‘public employment services’ means the organisations of the Member States, as part of relevant public authorities and bodies or corporations falling under public law, that are responsible for implementing active labour market policies and providing quality employment services in the public interest; |
| Text proposed by the Commission | Amendment |
|---|---|
| (5a) ‘job vacancy’ means an offer of employment which would, if filled, allow a jobseeker to enter into an open-ended employment relationship for a full-time position in the Member State in which the participating employer is established and where the jobseeker is to habitually work. |
| Text proposed by the Commission | Amendment |
|---|---|
| 2a. The Commission shall ensure that the automated matching tool is set up in a way that does not lead to replicating existing biases or discriminatory practices. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. The EU Talent Pool Secretariat may process personal data of registered jobseekers from third countries and those of employers participating in the EU Talent Pool only to the extent necessary for the performance of its tasks pursuant to Article 8. When processing personal data for this purpose, the EU Talent Pool Secretariat shall act as data controller, within the meaning of Article 3, point (8), of Regulation (EU) 2018/1725. | 1. The EU Talent Pool Secretariat may process personal data with the explicit consent of the registered jobseekers from third countries and those of employers participating in the EU Talent Pool only to the extent necessary for the performance of its tasks pursuant to Article 8. When processing personal data for this purpose, the EU Talent Pool Secretariat shall act as data controller, within the meaning of Article 3, point (8), of Regulation (EU) 2018/1725. |
| Text proposed by the Commission | Amendment |
|---|---|
| 3. Profiles of registered jobseekers from third countries shall include the name, surname, contact details, date of birth and nationality, information on academic and professional qualifications, work experience, other skills and language knowledge. Job vacancies of employers participating in the EU Talent Pool shall include the name, surname and contact details. | 3. Profiles of registered jobseekers from third countries shall include the name, surname, contact details, date of birth and nationality, information on academic and professional qualifications, work experience, other skills and language knowledge. Job vacancies of employers participating in the EU Talent Pool shall include the name, surname, contact details, sector of activity, description of operations and the company registration number. |
| Text proposed by the Commission | Amendment |
|---|---|
| 6. Profiles of registered jobseekers from third countries that have not been accessed for a period of two years from the registration of their profiles shall be removed or anonymised and no personal data shall be stored. Once profiles are removed, a limited set of anonymised data could continue to be stored for research and statistical purposes as well as to extract data to improve the functioning of the EU Talent Pool. | 6. Profiles of registered jobseekers from third countries that have not been accessed for a period of two years from the registration of their profiles shall be removed or anonymised and no personal data shall be stored. The jobseekers concerned shall be informed prior to any such action. Profiles of registered employers that have not been accessed for a period of two years from the registration of their profiles shall be removed or anonymised and no personal data shall be stored. The employers concerned shall be informed prior to any such action. Once profiles are removed, a limited set of anonymised data could continue to be stored for research and statistical purposes as well as to extract data to improve the functioning of the EU Talent Pool. Job vacancies that have been open for one year shall be removed. |
| Text proposed by the Commission | Amendment |
|---|---|
| Article 8a | |
| Establishment and composition of the EU Talent Pool Steering Group | |
| 1. The EU Talent Pool Steering Group is established. It shall be composed of: | |
| (a) two members from each participating Member State; | |
| (b) two members representing the Commission; | |
| (c) four members representing cross-industry social partner organisations at Union level, with an equal representation of trade union and employer organisations. | |
| 2. Members of the EU Talent Pool Steering Group shall be appointed on the basis of their relevant knowledge in the field of employment and immigration. All parties shall aim to achieve gender balance in the EU Talent Pool Steering Group. | |
| 3. Member States not participating in the EU Talent Pool may participate in the meetings of the EU Talent Pool Steering Group as observers. Representatives of the European Labour Authority, the Centre for the Development of Vocational Training and the European Training Foundation may also participate in the meetings of the EU Talent Pool Steering Group as observers. In addition, representatives of the sectorial social partner organisations at Union level may participate in the meetings of the EU Talent Pool Steering Group as observers. The European Parliament may appoint one independent expert as observer to the EU Talent Pool Steering Group. The EU Talent Pool Steering Group may also decide to invite other relevant stakeholders as observers to its meetings. | |
| 4. Each member and observer of the EU Talent Pool Steering Group shall sign a written statement at the time of taking office declaring that they are not in a situation of conflict of interest. Each member shall update the statement in the case of a change of circumstances with regard to any conflict of interest. The EU Talent Pool Secretariat shall publish the statements and updates on its website. |
This new article is introduced to clearly separate the composition and the functioning of the EU Talent Pool Steering Group. As in the case of the EU-agencies, cross-sectoral social partners and the European Parliament should be included in the Steering Group.
| Text proposed by the Commission | Amendment |
|---|---|
| EU Talent Pool Steering Group | Functions of the EU Talent Pool Steering Group |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. The EU Talent Pool Steering Group is established. The EU Talent Pool Steering Group is responsible for: | 1. The EU Talent Pool Steering Group is responsible for: |
| Text proposed by the Commission | Amendment |
|---|---|
| (a) providing support to the EU Talent Pool Secretariat in the preparation of the list of EU-wide shortage occupations pursuant to Article 14; | deleted |
| Text proposed by the Commission | Amendment |
|---|---|
| 2. Only participating Member States shall be members of the EU Talent Pool Steering Group. Member States not participating in the EU Talent Pool may participate in the meetings of the EU Talent Pool Steering Group as observers. | deleted |
| Text proposed by the Commission | Amendment |
|---|---|
| 4. Representatives of the cross-industry social partners organisations at Union level shall have the right to participate as observers in the meetings of the EU Talent Pool Steering Group. Representation of two participants from trade union and two participants from employer organisations shall be ensured by the EU Talent Pool Steering Group. Those representatives shall sign a written statement declaring that they are not in a situation of conflict of interest. | deleted |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. Each participating Member State shall designate an EU Talent Pool National Contact Point. Participating Member States shall ensure that relevant authorities from the field of employment and immigration are appointed as the EU Talent Pool National Contact Points. | 1. Each participating Member State shall designate an EU Talent Pool National Contact Point, involving relevant authorities from the field of employment and immigration, public employment services as well as the social partners at national level. |
| Text proposed by the Commission | Amendment |
|---|---|
| (d) keeping a registry of employers participating in the EU Talent Pool; | (d) verifying compliance with requirements for registration and participation as well as keeping a registry of employers participating in the EU Talent Pool and overseeing the quality of job vacancies, including the provision laid down in Article 13(3); |
| Text proposed by the Commission | Amendment |
|---|---|
| (e) suspending the access of employers participating in the EU Talent Pool and removing their job vacancies from the EU Talent Pool IT platform in case of a breach of the relevant law and practice pursuant to Article 13(3) is notified to the EU Talent Pool National Contact Points by the relevant national authorities responsible for enforcing the relevant law and practice; | (e) suspending the access of employers participating in the EU Talent Pool and removing their job vacancies from the EU Talent Pool IT platform in case of a breach of the relevant law and practice pursuant to Article 13(3) is notified to the EU Talent Pool National Contact Points by the relevant national authorities or social partners responsible for enforcing the relevant law and practice; |
| Text proposed by the Commission | Amendment |
|---|---|
| (g) providing information and support services to registered jobseekers from third countries and employers participating in the EU Talent Pool in accordance with Article 17. | (g) providing information and support services in cooperation with social partners to registered jobseekers from third countries and employers participating in the EU Talent Pool in accordance with Article 17. |
| Text proposed by the Commission | Amendment |
|---|---|
| (ga) identifying national shortage occupations for the purpose of the EU Talent Pool. |
Instead of an EU-wide list, shortage occupations should be defined at Member State level. The annex is consequently deleted.
| Text proposed by the Commission | Amendment |
|---|---|
| 3a. EU Talent Pool National Contact Points shall remain neutral during collective bargaining disputes, such as strikes or lockouts, in accordance with applicable labour law. They shall put ongoing recruitment processes on hold and shall not transfer any job vacancies related to the dispute until it is settled. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. Jobseekers from third countries may create their profiles via the Europass profile builder in order to register on the EU Talent Pool IT platform. | 1. Jobseekers from third countries who wish to register on the EU Talent Pool IT Platform shall create their profiles via the Europass profile builder. |
| Text proposed by the Commission | Amendment |
|---|---|
| 4. Jobseekers from third countries registered in the EU Talent Pool IT platform may search for job vacancies. | 4. Jobseekers from third countries registered in the EU Talent Pool IT platform may search for quality job vacancies offered by employers from the participating Member States. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. Participating Member States taking part in a Talent Partnership may decide to rely on the EU Talent Pool to facilitate the recruitment of jobseekers from that third country whose skills were developed or validated in the framework of that Talent Partnership and certified by an ‘EU Talent Partnership pass’. | 1. Participating Member States taking part in a Talent Partnership may decide to rely on the EU Talent Pool to facilitate the recruitment of jobseekers from that third country whose skills were developed or validated in the framework of that Talent Partnership and certified by an ‘EU Talent Partnership pass’, provided that quality employment is available to them. |
| Text proposed by the Commission | Amendment |
|---|---|
| Participation of employers in the EU Talent Pool | Registration and participation of employers in the EU Talent Pool |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. Employers interested in participating in the EU Talent Pool may request the EU Talent Pool National Contact Point in the Member State where they are established to transfer their job vacancies to the EU Talent Pool IT platform. | 1. Employers interested in participating in the EU Talent Pool may request the EU Talent Pool National Contact Point or the public employment service in the Member State where they are established to transfer their job vacancies to the EU Talent Pool IT platform. Employers shall transfer job vacancies only where such vacancies are related to the sectors in which they have substantive business operations. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1a. The EU Talent Pool National Contact Points shall, together with the relevant national authorities, as appropriate, carry out checks relating to the employers before their profile is registered and activated. Such checks shall include checking any arrears in salary payments, social security payments and tax payments, as well as any criminal record of the natural person in charge of the undertaking. The verification shall be repeated every two years after the employer is registered. |
| Text proposed by the Commission | Amendment |
|---|---|
| (ba) have already been posted on EURES, but are still vacant. |
| Text proposed by the Commission | Amendment |
|---|---|
| (bb) comply with Union and national law and practice as regards terms and conditions of employment. |
| Text proposed by the Commission | Amendment |
|---|---|
| Employers participating in the EU Talent Pool shall comply with the relevant Union and national law and practice to ensure third-country nationals’ protection against unfair recruitment and inadequate working conditions as well as non-discrimination. Participating Member States may introduce additional conditions for the employers’ participation in the EU Talent Pool to ensure compliance with other relevant national practices, collective agreements and the principles and guidelines set out by the International Labour Organisation, in compliance with Union law. | Employers participating in the EU Talent Pool shall comply with the relevant Union and national law and practice, including applicable collective agreements, as well as the ILO General Principles and Operational Guidelines on Fair Recruitment, to ensure third-country nationals’ protection against unfair recruitment, inadequate working conditions and discrimination. Participating Member States shall ensure that employers participating in the EU Talent Pool comply with relevant national law and practice, and respect workers’ rights, including the freedom of association and affiliation, the right to strike and take industrial action, and the right to negotiate and conclude collective agreements. |
| Text proposed by the Commission | Amendment |
|---|---|
| Employers participating in the EU Talent Pool shall not charge fees to registered jobseekers from third countries for the purpose of the recruitment. | The use of the EU Talent Pool shall be free of charge for jobseekers from third countries and there shall be no direct or indirect charges for the purpose of the recruitment. Travel expenses, required language training and recruitment related expenses shall be covered by the employer. |
| Text proposed by the Commission | Amendment |
|---|---|
| 4. Job vacancies of employers participating in the EU Talent Pool shall be visible to registered jobseekers from third countries in the EU Talent Pool IT platform. | 4. Job vacancies of employers participating in the EU Talent Pool shall be visible to registered jobseekers from third countries in the EU Talent Pool IT platform. Each job vacancy shall include at least the habitual place of work and the type of work, sector of activity, description of the employer’s operation, qualification requirements, the main tasks, the type and duration of contract, the remuneration, the working time and working hours, the amount of paid leave, the requested language profile and, where applicable other relevant working and employment conditions. |
| Text proposed by the Commission | Amendment |
|---|---|
| 6. The national authorities responsible for the relevant law and practice in the participating Member States shall immediately inform the EU Talent Pool National Contact Points on any breaches of the provisions of the relevant law and practice set out in paragraph 3 for the purposes of Article 10(2), point (e). | 6. The national authorities responsible for the relevant law and practice in the participating Member States shall immediately inform the EU Talent Pool National Contact Points on any breaches of the provisions of the relevant law and practice set out in paragraph 3 for the purposes of Article 10(2), point (e). The EU Talent Pool National Contact Points shall keep a register of those breaches to prevent repetitions. Employers that have been sanctioned for criminal activities or for infringements of applicable labour standards or of relevant Union or national law or practice shall be denied access to, or be suspended from, the EU Talent Pool for a period of five years from the date of the decision denying or suspending access. |
| Text proposed by the Commission | Amendment |
|---|---|
| Article 14 | deleted |
| List of EU-wide shortage occupations | |
| 1. For the purpose of this Regulation, a list of EU-wide shortage occupations at the ISCO-08 4-digit level is set out in the Annex. | |
| The Commission shall be empowered to adopt delegated acts in accordance with the procedure referred to in Article 21 to amend the Annex, in accordance with the following criteria: | |
| (a) shortage occupations common to a significant number of participating Member States as notified to the EU Talent Pool Secretariat by the EU Talent Pool National Contact Points pursuant to Article 10(2)(c); | |
| (b) occupations which contribute directly to the EU green and digital transitions and which are likely to grow in importance. | |
| 2. The EU Talent Pool Secretariat shall publish the list of the EU-wide shortage occupations on the EU Talent Pool IT platform. |
Article is deleted as the Annex is deleted. The list of shortage occupations should be created by the Member States.
| Text proposed by the Commission | Amendment |
|---|---|
| Article 15 | deleted |
| National adjustments to the list of EU-wide shortage occupations | |
| 1. The participating Member States may decide to add shortage occupations at the ISCO-08 4-digit level, in order to satisfy their specific labour market needs. They may also decide to remove shortage occupations from the EU-wide list where those do not correspond to their specific labour market needs. The country-specific adjustments shall only affect the matching of job vacancies in the Member State concerned. | |
| The EU Talent Pool National Contact Points of the Member States notifying their participation in the EU Talent Pool pursuant to Article 3 shall notify any additions to or removals from the EU-wide list of shortage occupations at the latest 3 months before joining the EU Talent Pool. | |
| The EU Talent Pool National Contact Points of the participating Member States shall notify any additions to or removals from the EU-wide list of shortage occupations within 3 months following the amendments to the Annex. | |
| The EU Talent Pool National Contact Points may notify to the EU Talent Pool Secretariat further additions to and removals from the EU-wide list of shortage occupations maximum once a year. | |
| 2. The EU Talent Pool Secretariat shall publish the adjustments to list of EU-wide shortage occupations notified by the EU Talent Pool Contact Points on the EU Talent Pool IT platform. | |
| 3. The EU Talent Pool National Contact Points shall transfer to the EU Talent Pool IT platform only those job vacancies that correspond to the EU-wide list of shortage occupations taking into account the adjustments referred to in paragraph 1. |
Article is deleted as the Annex is deleted. The list of shortage occupations should be created by the Member States.
| Text proposed by the Commission | Amendment |
|---|---|
| 4. Registered jobseekers from third countries may search for job vacancies in the EU Talent Pool and access a list of suggested relevant job vacancies generated by the automated matching tool. | 4. Registered jobseekers from third countries may search for job vacancies in the EU Talent Pool and access a list of suggested relevant job vacancies generated by the automated matching tool. Jobseekers from third countries and employers participating in the EU Talent Pool may also search the Talent Pool independently. |
| Text proposed by the Commission | Amendment |
|---|---|
| The EU Talent Pool Secretariat, with the support of the EU Talent Pool National Contact Points, shall make available, on the EU Talent Pool IT platform, the following information: | The EU Talent Pool Secretariat, with the support of the EU Talent Pool National Contact Points and in cooperation with the social partners, shall make available, on the EU Talent Pool IT platform, the following information: |
| Text proposed by the Commission | Amendment |
|---|---|
| (a) information concerning recruitment and immigration procedures, recognition of qualifications and validation of skills, rights of third country nationals, including with regard to available redress mechanisms as well as information on living and working conditions in the participating Member States; | (a) information on fair recruitment and immigration procedures, on the recognition of qualifications and validation of skills, on workers' and trade union rights, on rights of third country nationals, including with regard to access to justice and available redress mechanisms, and on relevant organisations supporting third country nationals as well as on living and working conditions in the participating Member States; |
| Text proposed by the Commission | Amendment |
|---|---|
| 2. Upon request from registered jobseekers from third countries and employers participating in the EU Talent Pool, the EU Talent Pool National Contact Points shall provide additional support, and post-selection assistance to registered jobseekers from third countries and employers participating in the EU Talent Pool, in particular with regard to: | 2. Upon request from registered jobseekers from third countries and employers participating in the EU Talent Pool, the EU Talent Pool National Contact Points shall provide additional support, counselling and post-selection assistance to registered jobseekers and workers from third countries, where relevant in the jobseeker’s or worker’s own language, and employers participating in the EU Talent Pool, in particular with regard to: |
| Text proposed by the Commission | Amendment |
|---|---|
| (c) specific information on third-country nationals’ rights and obligations including access to social benefits, health assistance, education, housing, recognition of qualifications and the complaint mechanism pursuant to Article 18; | (c) specific information on third-country nationals’ rights and obligations including access to social benefits, health care, education, housing, recognition of skills and qualifications and the complaint and redress mechanisms pursuant to Article 18; |
| Text proposed by the Commission | Amendment |
|---|---|
| (e) where available, the contact details of organisations which offer post-recruitment assistance for third country nationals. | (e) where available, the contact details of organisations which offer post-recruitment support and assistance for third country nationals such as trade unions, employer associations and chambers of commerce. |
| Text proposed by the Commission | Amendment |
|---|---|
| 3. Where relevant, the EU Talent Pool National Contact Points shall refer requests for information, guidance and support to other national competent authorities and, if applicable, other appropriate bodies at national level supporting the integration of third country nationals on the labour market. | 3. Where relevant, the EU Talent Pool National Contact Points shall refer requests for information, guidance and support to other national competent authorities and, if applicable, other appropriate bodies at national level, including transnational support networks for mobile workers by social partner organisations, supporting the integration of third country nationals on the labour market. |
| Text proposed by the Commission | Amendment |
|---|---|
| Facilitation of complaints | Facilitation of complaints and redress |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. Participating Member States shall ensure that there are effective mechanisms through which registered jobseekers from third countries may lodge complaints in case of breach by the employers participating in the EU Talent Pool of the obligations and conditions laid down in Article 13(3). | 1. Participating Member States shall ensure that there are accessible, effective and timely mechanisms through which registered jobseekers and workers from third countries, their representatives or the social partners may lodge complaints in case of breach by the employers participating in the EU Talent Pool of the obligations and conditions laid down in Article 13(3) and other relevant provisions. The complainant shall be protected from any retaliation or any other adverse consequences resulting from a complaint. |
| Text proposed by the Commission | Amendment |
|---|---|
| 2. Participating Member States shall make information concerning available redress mechanisms easily accessible. | 2. Participating Member States shall make information concerning available complaints and redress mechanisms easily accessible in languages that third-country nationals can understand or are reasonably be expected to understand. |
| Text proposed by the Commission | Amendment |
|---|---|
| 2a. The EU Talent Pool National Contact Points shall suspend the access of an employer participating in the EU Talent Pool and shall remove that employer’s job vacancies from the EU Talent Pool IT platform as soon as they are made aware of any breach by that employer of the obligations and conditions set out in Article 13(3). The EU Talent Pool National Contact Points shall also provide information on such breaches and relevant measures taken to the EU Talent Pool Steering Group. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. Participating Member States may decide to put in place accelerated immigration procedures to allow for a faster recruitment of registered jobseekers from third countries who have been selected for a job vacancy in the EU Talent Pool. | 1. Participating Member States may decide to put in place accelerated immigration procedures to allow for a faster recruitment of registered jobseekers from third countries who have been selected for a job vacancy in the EU Talent Pool. Such procedures may include obtaining visas and residence permits for work purposes. |
| Text proposed by the Commission | Amendment |
|---|---|
| 2. The procedure referred to paragraph 1 may cover: | deleted |
| (a) the obtention of visas and residence permits for work purposes; | |
| (b) the exemption from the principle of preference for Union citizens for job vacancies transferred to the EU Talent Pool IT platform. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. The performance of the EU Talent Pool shall be regularly monitored by the EU Talent Pool Secretariat in accordance with Article 8(2), point (e). In particular, data shall be gathered on: | 1. The performance of the EU Talent Pool shall be regularly monitored by the EU Talent Pool Secretariat in accordance with Article 8(2), point (e). In particular, gender disaggregated data shall be gathered on: |
| Text proposed by the Commission | Amendment |
|---|---|
| (fa) a public list of employers whose access to the EU Talent Pool IT platform has been suspended as a result of a breach of the obligations and conditions laid down in Article 13(3) and other relevant provisions. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1a. The EU Talent Pool Secretariat shall monitor the impact of recruiting jobseekers from third countries on the working conditions of domestic workers as well as on the labour markets of sending countries. |
| Text proposed by the Commission | Amendment |
|---|---|
| Article 21 | deleted |
| Exercise of the delegation | |
| 1. The power to adopt delegated acts is conferred on the Commission subject to the conditions laid down in this Article. | |
| 2. The power to adopt delegated acts referred to in Article 14 shall be conferred on the Commission for a period of five years from the entry into force of this Regulation. The Commission shall draw up a report in respect of the delegation of power not later than nine months before the end of the five-year period. The delegation of power shall be tacitly extended for periods of an identical duration, unless the European Parliament or the Council opposes such an extension not later than three months before the end of each period. | |
| 3. The delegation of power referred to in Article 14, may be revoked at any time by the European Parliament or by the Council. A decision to revoke shall put an end to the delegation of the power specified in that decision. It shall take effect on the day following the publication of the decision in the Official Journal of the European Union or at a later date specified therein. It shall not affect the validity of any delegated acts already in force. | |
| 4. Before adopting a delegated act, the Commission shall consult experts designated by each Member State in accordance with the principles laid down in the Interinstitutional Agreement of 13 April 2016 on Better Law-Making. | |
| 5. As soon as it adopts a delegated act, the Commission shall notify it simultaneously to the European Parliament and to the Council. | |
| 6. A delegated act adopted pursuant to Article 14 shall enter into force only if no objection has been expressed either by the European Parliament or the Council within a period of two months of notification of that act to the European Parliament and the Council or if, before the expiry of that period, the European Parliament and the Council have both informed the Commission that they will not object. That period shall be extended by two months at the initiative of the European Parliament or the Council. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. By 31.12.2031 and every five years thereafter, the Commission shall submit a report to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions on the application of this Regulation. | 1. By 31.12.2031 and every five years thereafter, the Commission shall submit a report to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions on the application of this Regulation. The evaluation shall assess the effectiveness of the Regulation in addressing skills shortages and in ensuring fair and equitable working conditions. The Commission shall propose, where appropriate, necessary amendments and modifications. |
| Text proposed by the Commission | Amendment |
|---|---|
| [...] | deleted |
Back matter, 1
Parts that accompany the text rather than belong to it: explanatory statement, annexes, opinions appended by other committees. Collapsed.
Annex: entities or persons from whom the rapporteur has received input 3 blocks
The rapporteur has received input from the following entities or persons in the preparation of the draft opinion
| Entity and/or person |
| ETUC – European Trade Union Confederation |
| FH – Fagbevægelsens Hovedorganisation |
| 3F - Faglig Frelles Forbund |
| FNV - Central Workers Union |
| DGB - Deutscher Gewerkschaftsbund |
| BDA - Die Arbeitgeber |
| Picum |
| ILO - International Labour Organisation |
| DA - Danish_Employers Organisation |
| ETF - European Transport Workers' Federation |
| IndustriALL |
Connections
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Sources & citation
Where the facts on this page come from, and how to cite it.
- Data source
- Licensed CC BY 4.0.
- Retrieved
- 25 September 2026
Cite as
European Parliament (2024). “DRAFT OPINION on the proposal for a regulation of the European Parliament and of the Council establishing an EU talent pool”. Text, 24 November 2024. docId EMPL-PA-766602. EU Parl Watch Research. https://news.eu-parl.st-solutions.dev/texts/EMPL-PA-766602 (retrieved 25 September 2026). Data: EP Open Data API: document record, https://data.europarl.europa.eu/api/v2/documents/EMPL-PA-766602 (CC BY 4.0).
BibTeX
@misc{epw-text-empl-pa-766602,
author = {{European Parliament}},
title = {{DRAFT OPINION on the proposal for a regulation of the European Parliament and of the Council establishing an EU talent pool}},
year = {2024},
date = {2024-11-24},
howpublished = {\url{https://news.eu-parl.st-solutions.dev/texts/EMPL-PA-766602}},
url = {https://news.eu-parl.st-solutions.dev/texts/EMPL-PA-766602},
urldate = {2026-09-25},
publisher = {EU Parl Watch Research},
note = {Text. docId EMPL-PA-766602. Data: EP Open Data API: document record (CC BY 4.0)}
}