Skip to content
DRAFT REPORT (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

LIBE-PR-766973

Committee on Civil Liberties, Justice and Home Affairs · Rapporteur: Abir AlSahlani

Official HTML ↗ PDF DOCX
✦ In shortFull text
✦ In short · AI summary of this text, generated 4 Sept 2026

Written by a language model from the full text only; every figure comes from the text. The paragraph links open the paragraph a statement rests on — check the text itself before relying on it.

The draft report proposes amendments to the Commission's regulation establishing an EU talent pool, making participation mandatory for all member states and voluntary for employers and jobseekers. It strengthens fair recruitment standards by aligning with ILO principles, requiring employer screening and information sessions, and prohibiting recruitment fees. It enhances transparency and accessibility, requiring information in all EU languages and accessible formats, and adds safeguards against discrimination in automated matching. It introduces accelerated immigration procedures for shortage occupations and EU Talent Partnership pass holders, and clarifies data protection and profile removal rules.

Committee position. The rapporteur proposes amendments to the Commission proposal, making participation mandatory for all member states and strengthening fair recruitment and transparency provisions.

Key points

  1. The EU Talent Pool should be mandatory for all member states, but voluntary for employers and jobseekers from third countries.
  2. The platform should be free of charge for jobseekers and employers, and accessible to persons with disabilities.
  3. Employers must adhere to ILO fair recruitment principles, provide company registration and criminal record checks, and attend information sessions.
  4. Employers breaching rules can be suspended; indefinite suspension for breaches of anti-trafficking or employer sanctions directives.
  5. Jobseekers must declare no entry bans or refusals; profiles removed after one year of inactivity, with anonymised data kept for statistics.
  6. Automated matching must have safeguards against discrimination and promote a 'Skills First' approach.
  7. Talent Partnerships should support skills development and circular migration to avoid brain drain.
  8. Accelerated immigration procedures should be available for shortage occupations and EU Talent Partnership pass holders.
  9. Information on recruitment, immigration, rights, and redress must be publicly available in all EU languages and accessible formats.
  10. Grievance mechanisms must be effective, affordable, gender-responsive, and protect complainants from retaliation.
  11. The Commission should consult social partners and stakeholders when amending the list of shortage occupations.

Who is affected

  • Employers in all member states: must meet fair recruitment conditions, provide company details, and can be suspended for breaches.
  • Jobseekers from third countries: can register voluntarily, must declare no entry bans, and receive information and support.
  • Member states: must implement the platform, designate contact points, and provide accelerated procedures.
  • Social partners and civil society: involved in governance and monitoring of the platform.

Figures and deadlines

  • 7 million more people needed in Europe by 2030 due to decline in working-age population.
  • Profiles not used for one year are automatically removed.
  • Employers must transfer job vacancies within five working days of request.
  • EU Talent Partnership pass holders' profiles can be limited to partnership member states for six months.

Legal basis: Article 79(2), point (a), of the Treaty on the Functioning of the European Union