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OPINION (COM(2023)0716 – C90413/2023 – 2023/0404(COD))

On the proposal for a regulation of the European Parliament and of the Council establishing an EU Talent Pool

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Committee on Development · Rapporteur: Tomas Tobé

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The Committee on Development's opinion on the proposed EU Talent Pool regulation suggests amendments to align the platform with development goals, protect migrant workers, and ensure fair recruitment. It calls for the Talent Pool to support sustainable development, gender equality, and policy coherence, and to consider impacts on developing countries. The opinion also proposes changes to improve accessibility, transparency, and support for jobseekers, including information on return and reintegration.

Committee position. The Committee on Development proposes amendments to the Commission's proposal to ensure the Talent Pool aligns with development objectives, protects migrants, and is accessible and fair.

Key points

  1. The EU Talent Pool should be welcomed as it can complement migration management and contribute to Sustainable Development Goals 8 and 10.
  2. The Talent Pool should be voluntary, with 11 to 20 Member States expected to join by 2030.
  3. The IT platform must be simple, with transparent and non-discriminatory criteria, and accessible to all skill levels.
  4. The regulation should comply with Policy Coherence for Development and consider impacts on developing countries in reviews.
  5. The Talent Pool should contribute to the UN 2030 Agenda, including goals on poverty, gender equality, decent work, and reduced inequalities.
  6. Implementation should respect Policy Coherence for Development, promote equal treatment, and prevent exploitation, considering the WHO Global Code of Practice.
  7. The Talent Pool should align with the EU Gender Equality Strategy and Gender Action Plan III, as migrant women are vulnerable.
  8. Strong partnerships with third countries are a precondition, and the Talent Pool should support Talent Partnerships and circular migration.
  9. Profiles of jobseekers unused for two years and employers for three years should be removed, with prior notice and anonymised data storage.
  10. Jobseekers should have easy access to information on procedures, rights, and redress, including for return and reintegration.
  11. Accelerated immigration procedures should be put in place, and work and residence permits should be issued under the Single Permit Directive.
  12. Employers must not charge recruitment fees, and complaint mechanisms should be accessible and gender-sensitive.

Who is affected

  • Jobseekers from third countries: benefit from easier access, transparent criteria, and protection from exploitation.
  • Employers in participating Member States: must not charge fees, and face profile removal after three years of inactivity.
  • Developing countries: the Talent Pool should support development goals and avoid negative impacts like health worker emigration.
  • Member States: may join voluntarily, must implement accelerated procedures, and provide support and information.

Figures and deadlines

  • 11 to 20 Member States are expected to join by 2030.
  • Profiles of jobseekers unused for two years and employers for three years should be removed.
  • Member States must notify participation at least 6 months before joining.
  • The Commission must report by 31.12.2031 and every five years thereafter.

Legal basis: Article 208(1) of the Treaty on the Functioning of the European Union