On the proposal for a regulation of the European Parliament and of the Council establishing an EU talent pool
EMPL-PA-758776
Committee on Employment and Social Affairs · Rapporteur: Marianne Vind
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This draft opinion amends the proposed regulation establishing an EU talent pool. It calls for the talent pool to be used only when no suitable applicants exist in the Union, and for the list of shortage occupations to be set by the Steering Group, not the Commission.¶¶¶ It strengthens protections for migrant workers, including fair recruitment, equal treatment, and complaint mechanisms, and requires employers to provide detailed job information and cover travel and language training costs.¶¶¶ It also expands the Steering Group to include social partners and the European Parliament, and requires monitoring of brain drain effects on sending countries.¶¶¶
Committee position. The Committee on Employment and Social Affairs proposes amendments to the proposed regulation to strengthen fair recruitment, protect workers, and give social partners a role in governance.¶
Key points
- The EU Talent Pool should only be used for job vacancies and recruitment if there are no suitable applicants in the Union, and job vacancies should only be advertised if no suitable candidate was found through EURES for at least six months.¶
- The automated matching tool must be set up to avoid replicating existing biases or discriminatory practices.¶¶
- The EU Talent Pool Steering Group should create and regularly update a list of shortage occupations at ISCO-08 4-digit level, replacing the Commission's delegated acts and the Annex.¶¶¶
- The Steering Group should include two members from each participating Member State, two from the Commission, and four from cross-industry social partners, with equal representation of trade unions and employers; the European Parliament may appoint an observer.¶¶
- Employers must have substantial economic activities in the participating Member State and only transfer job vacancies related to those sectors.¶¶¶
- Employers must comply with applicable collective agreements and ILO fair recruitment principles, and must not charge fees to jobseekers; travel costs and required language training must be paid by the employer.¶¶
- Job vacancies must include information on place of work, type of work, duration, remuneration, working hours, paid leave, language profile, and other working conditions.¶
- National Contact Points must verify employers before registration, including checks on arrears and criminal records, and must suspend employers who breach obligations.¶¶
- Complaint mechanisms must be accessible, effective, and timely, and protect complainants from retaliation.¶
- The EU Talent Pool should support quality employment and fair labour mobility, and cooperate with the European Labour Authority.¶
- The EU Talent Pool should not increase brain drain in sending countries, and the Secretariat must monitor its impact on them.¶
Who is affected
- Employers in participating Member States: must meet stricter conditions, provide detailed job information, and face suspension for breaches.¶¶¶
- Jobseekers from third countries: benefit from no recruitment fees, paid travel and language training, and better information and complaint mechanisms.¶¶¶
- Social partners: gain representation in the Steering Group and involvement in National Contact Points.¶¶
- Sending countries: the talent pool must avoid increasing brain drain.¶