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
Date: 2025-09-29
Institutions: Directorate-General for Employment, Social Affairs and Inclusion, European Commission
Subjects: EURES, administrative cooperation, employment service, exchange of information, free movement of workers, frontier worker, job access, job vacancy, labour mobility

EN 

  EN 

   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 

2 

Introduction ........................................................................................................................ 2 

3  Labour mobility in Europe and EURES ............................................................................. 3 

4  Overview of Key Activities ................................................................................................ 4 

4.1 

4.2 

4.3 

4.4 

Support services for workers and employers ......................................................................... 4 

Resources and governance ..................................................................................................... 5 

Cross-cutting support from the European Coordination Office (ECO) ................................. 6 

Activities led by the European Commission ......................................................................... 8 

5  Recommendations from the previous report .................................................................... 10 

5.1 

5.2 

Progress on key recommendations ...................................................................................... 10 

Outstanding areas for further action .................................................................................... 10 

6  Recommendations ............................................................................................................ 11 

6.1 

6.2 

6.3 

Recommendations for the EURES participating countries.................................................. 11 

Recommendations for ECO ................................................................................................. 11 

Key takeaways for the Commission .................................................................................... 12 

7  Conclusions ...................................................................................................................... 13 

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1  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 countries1 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. 

2 

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 

1 ‘Participating countries’ or ‘EURES countries’ when used in the report, means 27 EU Member States plus 
Iceland, Liechtenstein, Norway and Switzerland. 

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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 20252. 

3  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 A1s3 
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) 

2 https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=COM%3A2025%3A256%3AFIN&qid=1748264043103 
3 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. 

3 

 
 
 
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 year4.  

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 
placements5 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  effectiveness7. 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.  

4  OVERVIEW OF KEY ACTIVITIES 

4.1  Support services for workers and employers  

Matching and placement activities  

4 COM (2025) Annual Report on Intra-EU Labour Mobility 2024. 
5 Staff Working Document Evaluation of European Labour Authority, (COM 2025), p. 31. 
6 Recruitment events that bring jobseekers and employers together, supported by EURES Advisers and other 
employment professionals (see: https://europeanjobdays.eu/en) 
7 Staff Working Document Evaluation of European Labour Authority, (COM 2025), Annex V, p. 120/121. 

4 

 
 
 
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 campaign8. 

4.2  Resources 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 

8 See in the ‘Communication in EURES countries section’ on p. 6 for more details.  

5 

 
 
 
Slovakia), sixteen received only national funding (Belgium, Denmark, Estonia, Ireland, Spain, 
France,  Croatia9,  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 CIRCABC10 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.  

4.3  Cross-cutting support from the European Coordination Office (ECO) 

Coordination, governance and financial resources  

9 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. 
10 https://circabc.europa.eu/ui/welcome 

6 

 
 
 
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 

7 

 
 
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 59111. 
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. 

4.4  Activities 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.  

11 Including national EURES accounts, based on ELA (2025), EURES in the first semester of 2024. 

8 

 
 
 
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.  

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5 

 RECOMMENDATIONS FROM THE PREVIOUS REPORT12 

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.  

5.1 

 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.  

5.2 

 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.  

12 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 July 2020 - June 2022 Submitted pursuant to 
Article 33 of Regulation (EU) 2016/589 - Publications Office of the EU  

10 

 
 
 
6 

 RECOMMENDATIONS  

6.1 

 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 
assessments13.  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. 

6.2  Recommendations 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 

13 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.  

11 

 
 
 
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. 

6.3  Key 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 
initiatives.  Strengthening  collaboration  on  ESCO 
bilateral  support,  and 
implementation and addressing gaps in compliance will further enhance the effectiveness and 
integrity of the EURES network. 

training 

Enhancing synergies and maximising impact 

12 

 
 
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. 

7 

 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. 

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