malta - european commission · 2017. 1. 4. · malta national report. ... main entities include the...

Co-funded by the European Union

EMN FOCUSED STUDY 2015

Determining labour shortages and the need for labour migration from third countries in

the EU

MALTA NATIONAL REPORT

EMN Focussed Study 2015

Determining labour shortages and the need for labour migration from third countries

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Top-line “Factsheet”

The analysis of this study is based on 4 main areas being: occupation, qualifications, skills and competences. The

main actor of this research is the Ministry for Education and Employment, particularly through the Employment and Training Corporation (ETC), which is also the holder of a list of occupations establishing labour shortages,

being updated annually. This study also highlights the importance of certain categories of workers hailing from the Maltese/EEA/Swiss areas.

The number of gainfully employed persons in Malta is approximately 150,000. Employment policy favours Maltese/EU/EEA and Swiss citizens when filling in a vacancy. Employers must satisfy a labour market needs test before an employment licence is issued to a third country national.

The number of third country national workers in Malta was over 4,000 in 2012. Shortages in the IT, health,

domestic care, construction and entertainment sectors often require additional skills which can be filled in by such nationals. Nonetheless, Malta’s Public Employment Service – the Employment and Training Corporation, is also in the process of establishing a list of occupations for which there is no shortage. Applications submitted for these occupations may then be considered as inadmissible.

Another important entity taking part in this study is the Malta Council for Economic and Social Development (MCESD). On their part MCESD members do not deem as negative the issue that a good number of foreigners are taking up new jobs on the market, however the lack of national preparedness by the Maltese workforce to be able to take up certain specialized jobs is worrisome. One of the most important roles is that carried out by regulators, government entities and the social partners, whose roles are interlinked, in identifying the needs of the labour market. Main entities include the Employment & Training Corporation (ETC), the Malta Financial Services Authority (MFSA), the Malta Resources Authority (MRA), the Malta Tourism Authority, the Malta Council for Sports, the

Health Department and the National Commission for Further Higher Education. However, for obvious reasons, the role of the MCESD is vital, since it brings under one roof, trade unions, employer organisations and government representatives. A salient point brought up by MCESD is that, had non-Maltese not taken up certain jobs, especially in the construction and hospitality industry, Malta would be facing operational difficulties in these

sectors. The top three employment opportunities, by number of vacancies, in 2014 were for child care workers; cleaners

and helpers, and; waiters. The last two also feature in the top three for 2012 and 2013. Third country nationals employed during 2014 feature highly in occupations such as home-based personal carers, health assistants, nurses and midwives, child care workers, and accountants. Labour market considerations include the national situation in respect of surpluses or shortages in the given occupation and sector; the employer’s history and situation in terms inter alia of recruitment and redundancy

patterns; business investments; and contractual commitments. The third country national’s skill level; relevant experience and overall suitability for the position in question are also taken into account. It is to be noted that Malta’s labour migration policy is market-driven. However a pro-active approach is taken to ensure that employment opportunities created are sufficiently addressed, either by Maltese/EU/EEA or Swiss citizens or through the migration of third country national workers. A factor which is vital for the setting up of ‘shortage occupation lists’ is carried out through analysis of vacancies,

employment licences permits and also through questionnaires. When analysis of unfilled vacancies is carried out,

various national entities are consulted. Guiding students in various career paths, that match the labour market, is another opportunity to strike a balance, between the needs of the labour market and employment opportunities. There are no national mechanisms to monitor intra-EU mobility of workers filling up job vacancies in the national labour market. The establishing of data of labour shortages vis-a-vis labour migration policies, is carried out through monitoring mechanisms by the Employment and Licences Unit (ELU), within the ETC, since it monitors the type of work permits being granted. Such monitoring is listed in a clause on labour market tests within ELU

guidelines. Statistics of workers employed within specific occupations and estimated unfilled vacancies from 2012 to 2014, are

all showing one common denominator i.e., a gender-based discrepancy in the various areas, varying from medical and health, to personal care workers, to personal service workers, to skilled agricultural, forestry and fishery. Another evident annual gender-based discrepancy is evident within the IT, Engineering, Architecture and Teaching



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professions. Very challenging areas, where evident labour shortages are quite high are in the gaming, IT and the medical sectors. This seems to be more of a traditional gender-based trend, where in certain areas such as nursing/midwifery, teaching, personal care workers, hotels, house-keeping/domestic house-keeping all indicate a more female-oriented employment; whereas medical doctors, workers in skilled agricultural forestry and fishery,

IT, engineering and architecture show a much more male-oriented employment.



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Section 1: General overview of the national labour migration policy and recent public and

policy debates on labour migration This section aims to outline the national migration policy and recent public policy debates on migration. Firstly, it

examines whether the conditions for entry and stay for third-country nationals provided in national legislation are directly linked to shortage occupations. It further explores the policy instruments in place used for managing economic migration (for example quotas, labour market tests, points-based systems, other instruments). Secondly, the section focuses on recent public debated on labour migration especially with regard to debates on how labour migration is planned to be utilised to address labour market shortages. Thirdly, the section looks at the extent to which Member State view immigration as a tool to address labour shortages and the overall role envisaged by policy for migration to address labour shortages.

Q1. Please briefly describe how the national labour migration policy functions in your (Member) State.

The Maltese Government’s policy is that employment opportunities which arise in Malta should, in the first instance, be offered to Maltese/EU/EEA/Swiss citizens, and should only be offered to non-EU/EEA/Swiss nationals

where no suitable candidate emerges from within the EEA and Switzerland to fill in the vacancy. In order to ensure

that job opportunities are made available to EEA citizens, employers must satisfy a labour market needs test before an employment licence is issued to a third country national.

Q1(a). Are conditions for entry and stay for (categories of) third-country nationals provided in national legislation linked to shortage occupations? There are no specific entry conditions linked to shortage of occupations.

Q1(b). What are the instruments in place in your Member State for managing economic migration (quotas, labour market tests, points-based systems, other instruments) and how are they linked to labour shortages identified (for example, labour market test is not applied for third-country nationals applying for jobs listed in lists of shortage occupations)

There are many aspects to labour market considerations, including the national situation in respect of surpluses or

shortages in the given occupation and sector; the employer’s history and situation in terms inter alia of recruitment and redundancy patterns; business investments; and contractual commitments. The third country national’s skill level; relevant experience and overall suitability for the position in question are also taken into account.

At present, the Employment and Training Corporation (ETC, Maltese PES) has a list of occupations (copied below) which are exempt from the creation of additional vacancies. This list contains a list of occupations for which there is a labour shortage and where the supply of EEA/Swiss/Maltese citizens does not meet the demands of the industries. The list of occupations is generally updated on a yearly basis. The following is the list of occupations that do not require the creation of a vacancy: - IT workers

- nurses, health professionals, doctors and specialists - home-based personal carers with elderly persons or persons with disability - entertainers, such as dancers, singers and crew members on film productions - religious persons.

Furthermore, applications for the following categories of persons are also exempt from the vacancy requirement: - Croatians and third country nationals dependent on Croatian nationals if they would have already been in

active employment for a period of more than one year - Long-term residents - Public sector workers, or those related to para-statal companies - Medical staff employed with the Ministry for Health - Students holding a residence permit under Legal Notice 29 of 2008 (which transposed Council Directive

2004/114/EC), students reading for a course with the Institute of Tourism Studies and are requested to carry

out a work placement as part of their studies; and Interns - Posted workers and Intra-Corporate Transferees - Self-employed workers (these are subject to investment criteria)



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- Employee transfers between employers of the same group of companies (if the transferee will hold the same occupation)

- Athletes, coaches and sportspersons - High-ranking positions, such as directors, general managers, CEOs and such. Other managerial positions are

decided on a case by case basis.

Q1. (c) To what extent does you Member State view immigration as a tool to address labour shortages? What overall role for migration to address labour shortages is envisaged by policy in your Member State? A primary aim of migration is to fill in labour market shortages as it can to some extent alleviate this problem. As a

result, as indicated previously, certain positions are exempt from labour market tests. Furthermore, the Employment Licences Unit within the ETC (Malta’s PES) is also in the process of establishing a list of occupations for which there is no shortage. Applications submitted for these occupations may then be considered as inadmissible by the Identity Malta agency in relation to Single Permit Applications.

Q2. Please briefly describe any recent public and policy debates in the area of labour migration, especially with regard to debates on how labour migration is planned to be utilised to address labour market shortages.

No ad hoc meetings, so far, have taken place at the Malta Council for Economic and Social Development (MCESD)1

regarding the area of labour migration and on how labour migration is planned to be utilised to address labour

market shortages. However, during MCESD meetings, especially when labour market and jobs was discussed,

MCESD Social Partners have frequently shown concern to the fact that half of new jobs have been taken up by

non-Maltese citizens. What preoccupies the Social Partners is not the fact that non-Maltese are taking these jobs

but the fact that Maltese workers are not being prepared to take certain specialised jobs.

1 The Malta Council for Economic and Social Development (MCESD) was set up by an Act of Parliament in 2001 and is an advisory

body that issues opinions and recommendations to the Maltese Government on matters of economic and social relevance. It brings together representatives of leading trade unions, employer organisations and government representatives.



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Section 2: Overview of instruments used for identifying current and future labour and

skills shortages and for anticipating the need for labour migration This section aims to examine the existing instruments and approaches used in (Member) States to identify current and

future labour and skills shortages and the anticipated need for migration labour. Firstly, it examines how labour

shortages are defined and classified at national level (Q3) as well as whether there are any distinctions made among

different types of shortages (Q4). Secondly, this section provides an overview of existing instruments and tools used in

(Member) States to identify labour shortages and the need for migration labour to fill shortages in the labour market

(Q5). The section explores the role and involvement of social partners and other national stakeholders (Q6). Finally, it

aims to collect a summary of the results/findings of the identified instruments.

Q3. Definition and classification of labour shortages

Q3.(a) How are labour shortages defined, identified and classified in your Member State?

When the Employment and Training Corporation carries out studies, labour shortages in terms of skill mismatches are considered. Furthermore, CEDEFOP’s definition of ‘skill mismatch’ is also used, where it is defined as a situation where skills supply is not sufficient to meet labour demand.

Q3.(b) What is the level of analysis (e.g. by sectors, by occupations or by qualifications or skill levels)? The analysis is based on occupations, qualifications, skills and competences. In order to determine such shortages, data regarding job seekers’ job preferences and the number of vacancies are compared. The jobseekers’ qualifications and skills are also analysed in an effort to identify where the main mismatches lie. Furthermore, the number of unfilled vacancies per year is also evaluated to establish the main issues and possibly guide jobseekers to undertake courses in the required fields in an effort to possibly minimise the shortage.

Q3.(c) Are classifications of shortages defined in legislation or soft law (e.g. circulars, regulations, policy documents)? If yes, please describe and provide examples for each of the classifications. There is no particular legislation or soft law that defines classifications of shortages in Malta.

Though one should note that according to Government’s Policy, for a work permit to be issued, labour market

conditions are analysed (including the national situation in respect of surpluses and shortages in the given occupation and sector) and employers must ascertain that every effort has been made to engage a suitable Maltese/EEA/Swiss citizen prior to engaging a foreigner. This is found in the Employment Licences Unit guidelines. Q3.(d) To which extent the level of analysis includes region/local level?

N/A.

Q4. Do any distinctions between different types of labour shortages exist in your Member States, such as for example:

- short-term (current) shortages and longer-term (projected) shortages; or - cyclical shortages (shortages occurring due to short-term imbalances in the supply and demand

in the labour market and/or by providing incentives to the labour force) and structural shortages

(which are due to changes, such as the adoption of new technologies, may increase the demand for certain skills that are not immediately available in the labour market, creating skills shortages even when unemployment is high).

If yes, please describe.

The research conducted is based on both the short-term and longer-term. The analysis are aimed at evaluating the current situation in the labour market as well as determining (forecast) future labour market demands in an effort to prepare the future workforce accordingly to try to limit the skills shortages problem as much as possible. No mechanisms are used to distinguish structural labour shortages from the shortages linked to labour market conditions.



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Q5. Please complete the table below identifying the instruments/tools in your (Member) State used to identify labour shortages and the need for migration

labour. You can list more than one instrument/tool per category.

Instruments and tools used for identifying labour market shortages and the need for migration labour

Is this instrument/tool used in your (Member) State? (Y/N)

Is this instrument used for determining labour migration needs? (Y/N) If yes, does the instrument: (a) focus exclusively on the identifying the need for migration labour or; (b)it is a tool which aims to identify shortages for the whole workforce (including national/EU) and has a component focusing on migration?

Please briefly describe the respective tool(s) and the methodology(ies) used for anticipating the need for migration labour.

(1) Please describe the level of analysis of the particular instrument/tools (i.e. skills, occupations, sectors, professions, level of qualifications, others). (2) Is an international (e.g. ISCO-08) or national classification of occupations used?

Which national organisation(s) use this mechanism/tool to produce information on skill shortages?

What is the geographical level of the mechanisms/tools used (e.g. national, regional, municipal)?

Additional comments

Lists of shortage

occupations

Yes

Yes, it is a tool

which aims to

identify shortages

for the whole

workforce

(including

national/EU) and

has a component

focusing on

migration

The tools used for

anticipating the need for

migration include:

-Vacancies issued

-Unemployment register

-Request for permits in

particular sectors

Number of vacancies

in particular sectors

showing labour

market shortage;

Competences of

registering

unemployed in

comparison to those

of TCNs

Employment and

Training

Corporation

(Malta’s PES)

This is not

applicable to Malta

Sector analysis

No



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Employer Surveys Yes

Yes, it is a tool

which aims to

identify shortages

for the whole

workforce

(including

national/EU) and

has a component

focusing on

migration

A Questionnaire is used to

identify shortages for the

whole workforce

1. Occupations,

skills,

qualifications

&

competences

2. International

classification

Employment and

Training

Corporation

(Malta’s PES)

This is not

applicable to Malta

Forecasts/foresight

analysis

Yes

Yes, it is a tool

which aims to

identify shortages

for the whole

workforce

(including

national/EU) and

has a component

focusing on

migration

A Questionnaire is used to

identify shortages for the

whole workforce and thus

forecast labour market

demands

1. Occupations,

skills,

qualifications &

competences

2. International

classification

Employment and

Training

Corporation

(Malta’s PES)

This is not

applicable to Malta

Qualitative studies

or analysis

Yes

Yes, it is a tool

which aims to

identify shortages

for the whole

workforce

(including

national/EU) and

has a component

focusing on

migration

Analysis of EU publications

and national documentation

is carried out on a

continuous basis in an effort

to keep up to date with

newly published information

and recent trends.

Furthermore, such

publications are analyzed to

establish Malta’s

position vis-à-vis other EU

countries and also identify

where Malta stands with

reference to EU targets.

1. EU publications,

national

documentation

Employment and

Training

Corporation

(Malta’s PES)

This is not

applicable to Malta



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Other

instruments/tools

Analysis of

statistical and

administrative data

Yes, it is a tool

which aims to

identify shortages

for the whole

workforce

(including

national/EU) and

has a component

focusing on

migration

Reports are compiled on a

monthly and quarterly

basis analysing the figures

1. Employment

figures,

unemployment

figures,

vacancies

notified to ETC,

placements,

submissions,

and

effectiveness of

schemes.

2. International

classification

Employment and

Training

Corporation

(Malta’s PES)

This is not

applicable to Malta



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Q6. Concerning lists of shortage occupations, please briefly describe: a. The process for developing the shortage occupation lists; b. What are the criteria for selecting the shortage occupations (e.g. advertised vacancies are

significantly higher than the qualified national job seekers available)? ;

c. Which organisations/institutions play a role in determining lists of shortage occupations?; d. How frequently are the lists of shortage occupations updated?

a) As indicated for the previous question, the process for developing the shortage occupation lists is done through

the analysis of vacancies, the employment licences permits issued and also through questionnaires. In addition, for certain positions, the Employment and Training Corporation (ETC) runs a check on the list of registering unemployed having the same requirements as those of the third-country national. If ETC finds

registering unemployed, the issuing of the permit is refused.

b) The criteria for selecting the shortage occupations are done through the analysis of the list of ‘unfilled

vacancies’ from the list of vacancies notified. This analysis includes the unfilled vacancies by sector and occupation vis-a-vis filled vacancies, jobseekers’ preferences and applications for employment licences. The last list of shortage occupations developed by the Employment licences Unit within ETC was developed following such analysis of unfilled vacancies.

c) Entities such as the Malta Tourism Authority, the Malta Council for Sports, the Health Department, the National

Commission for Further and Higher Education and others are consulted. Their feedback is requested in view of the shortages in the labour market and regarding any permits needed for that particular sector.

d) The list of shortage occupations is updated on a yearly basis. It has been noted that occupations rarely

change.

Q7. For each of the instruments and tools used for identifying labour market shortages in Q5, please outline how it

is used for policy purposes? Is there a formalised mechanism to disseminate the information produced? (Y/N) If

yes, please describe.

Although there is no formalised mechanism to disseminate the information and findings regarding labour market

shortages, the information is still distributed to crucial stakeholders. Such stakeholders include education and

training providers, who can use the information accordingly in an effort to guide students in career paths that

match labour market demands. Furthermore, the information is also used by job advisors so as to direct

jobseekers to courses or training related to the sectors/ occupations where shortages are anticipated to enhance

their employability prospects.

Q8. Are any of the tools/mechanisms for identifying labour market shortages identified above (e.g. lists of

shortage occupations, employers’ needs analysis, surveys, forecasts, etc.) used to determine any of the policy

instruments for managing economic migration (e.g. quotas, labour market tests, points-based systems, etc.)?

(Yes/No) If yes, please describe.

As highlighted above, the tools /mechanisms used are mainly for identifying labour market shortages for the whole workforce. However, a component of these tools focuses on labour migration. Furthermore, as indicated above employers must satisfy a labour market needs test before an employment licence is issued.

Q9. Do any mechanisms or tools to monitor intra-EU mobility of workers filling job vacancies in the national labour market or leaving to work in other Member States exist in your Member State? (Y/N) If yes, please describe. If possible, please distinguish between mechanisms or tools to monitor intra-EU mobility with regard to (i) shortage occupations and (ii) other occupations not considered as shortage occupations. Please indicate the national sources of statistics or data on EU citizens working in your Member State.



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There are no mechanisms or tools to monitor intra-EU mobility of workers filling job vacancies in the national labour market. Q10. Please outline the role of social partners (see definition of social partners above) and other stakeholders

(please identify which stakeholders) in identifying the need for migrant labour? Is there a formalised mechanism to consult/involve social partners in identifying the anticipated need for migrant labour or is their involvement on an ad-hoc basis? The role of stakeholders and social partners is crucial in identifying the need for migrant labour. Consultations with stakeholders depend mainly on the type of application submitted. For example, if the Employment and Training Corporation (ETC) receives an application pertaining to a new company, the ETC generally communicates with the

Malta Financial Services Authority (MFSA). For instance, with respect to applications for TCN electricians, ETC asks the clients to obtain authorisation from the Malta Resources Authority (MRA), confirming such person is authorised to carry on this work. All entities (even non-governmental bodies) that can assist the ETC with the processing of

an application are consulted prior to the issuing / recommendation of an employment licence / single permit. Q11. Q5 in Section 2 examined the types of national instruments used in your Member State to identify labour shortages and the need for migrant workers. Please briefly summarise the results/findings of these instruments for

the most recent year(s) N/A

Q12.(a) Please indicate any challenges and risks associated with the use of instruments for identifying labour

shortages and the need for migration labour in your (Member) State. (based on existing studies/evaluations or

information received from competent authorities)

N/A

Q12. (b) Are there shortage occupations which are not addressed through labour migration (for example because

of political concern, sensitivity of the jobs, etc.). If so, how is this determined?

Shortages in some occupations within the public sector are not addressed through labour migration.

There are a number of shortages which remain a challenge to address, including those in the gaming and IT

sectors, due to insufficient number of workers with the required qualifications; doctors and nurses, as several

qualified Maltese nationals opt to work in such a capacity in other European countries; the construction sector as

there is a lack of specialised courses, and; accountants and auditors as local graduates employed with the larger

firms are often given an opportunity to train and work with the same firm abroad.



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Section 3: Monitoring the outcomes of labour migration policy in relation to shortage occupations

This section examines the tools and mechanisms to monitor the outcomes of labour migration policy in relation to

shortage occupations (e.g. workforce analysis, analysis of types of work permits granted, sector analysis,

discussions with employers, etc.). It begins with a series of questions on the instruments used. The section also

explores the use of these instruments; the role of social partners and other stakeholders and any challenges and

risks associated with their use.

Q13. Are the outcomes of labour migration policies in relation to shortage occupations monitored in your (Member)

State? If yes, please describe:

(a) What are the monitoring mechanisms (e.g. workforce analysis, analysis of types and number of work permits

granted, sectoral analysis, discussions with employers, etc.)? Is there a formal mechanism(s) to monitor the

effects of migration on the labour market in your (Member) State or is this done on an ad-hoc basis?

The Employment and Licences Unit (ELU) within the Employment and Training Corporation (ETC) monitors the

type of work permits granted. The labour market situation is monitored by the ETC through ELU statistics

which are then also used to determine particular shortages. If for instance, the ETC notes that the applications

for a particular occupation has increased, ETC organises a specialised recruitment drive for that particular

occupation.

(b) At what level are labour migration policy outcomes monitored (e.g. workforce, sectors, skill levels,

occupations)?

N/A

(c) Which organisations carry out such monitoring? For example, are these produced by national agencies;

academics; NGOs?

The Employment and Training Corporation, Malta’s Public Employment Service, carries out monitoring.

(d) Is the monitoring laid out in legislation or soft law (e.g. circulars, policy documents)?

Such monitoring is listed in a clause on labour market tests specified in the Employment Licences Unit

guidelines. To note that this information is not published or made available to the public.

Q14. For each of the instruments and tools used for monitoring the outcomes of labour migration policy in relation

to shortage occupations in Q13a, please outline how it is used? Are there formalised mechanisms to disseminate

the results of each monitoring mechanism listed in Q13(a)? (Y/N) If yes, please describe

No, there are no formalised mechanisms. However, whenever ETC encounters an increase in certain occupations,

or a possible discrepancy between the number of applications for employment licences and the number of

registering unemployed, such concerns are highlighted and decisions are taken accordingly like for instance to

organise recruitment exercises or to address such shortage through training programmes or schemes.

The main users of the information are mainly job advisers within the ETC’s Jobseekers’ Advisory Services and by

the Labour Market Intelligence Unit. Data is also used by the Employment and Licences Unit.

Q15. Please outline the role of social partners (including organised representatives of employers and employees) and other stakeholders in monitoring the effects of labour migration on the labour market? Is there a formalised mechanism to consult/involve social partners or is their involvement on an ad-hoc basis?

Although there is no formalised mechanism, the platform already exists where such consultations and involvement

takes place, within the Malta Council for Economic and Social Development (MCESD) which brings together trade unions, employer organisations and government representatives. As stated previously, Social Partners have frequently voiced their concern to the fact that Malta lags behind other EU countries including other relatively new Member States, in as far as the curriculum within different education institutions does not cater for the needs of



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the industry. On the other hand, Social Partners have stated more than once that had non-Maltese not taken up certain jobs particularly in the construction and hospitality industry, Malta would be facing operational difficulties in these sectors.

Q16. Please indicate any challenges associated with monitoring the outcomes of labour migration policy in

relation to shortage occupations in your (Member) State or the impact of labour migration on the labour market at

large (based on existing studies/evaluations or information received from competent authorities)

One of the main challenges is the limited human resources in order to process and analyse the data required.



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Statistical Annex

A1. Workers employed by selected occupations and estimated unfilled vacancies (2014)

Table 1: Workers employed by specific occupations and estimated unfilled vacancies (2014)

Specific occupations Total employment Employment of EU-nationals from other Member

States

Employment of third-country nationals

Number of residence permits issued to third-country nationals for specific occupations

Number of unfilled vacancies

Comment

s

Male Female Total Male Female Total Male Female Total Male Female Total

Health Professional (22)

Of which: Medical doctors

(221) 654 422 1076 20 24 44 32 13 45 ---

Of which: Nursing and

Midwifery Professionals

(222) 558 1002 1560 7 57 64 47 70 117 18

Personal care workers (53)

Of which: Child Care Workers

(5311) 244 1278 1522 2 30 32 2 108 110 156

Of which: Health Care

Assistants (5321) 638 2489 3127 30 104 134 35 117 152 207

Of which: Home-based

Personal Care Workers (5322) 85 664 749 1 14 15 29 274 303 ---

Personal Services Workers (51)

Of which: Cooks (5120) 606 159 765 111 27 138 26 16 42 90

Of which: Waiters (5131) 3035 2786 5821 574 783 1357 21 11 32 689

Of which: Cleaning and

Housekeep services in

offices, hotels and other

establishments (5151) 19 76 95 5 20 25 4 3 7 ---

Of which: Domestic

Housekeepers (5152) 160 394 554 7 35 42 20 49 69 30

Skilled Agricultural, Forestry and Fishery



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Workers (6)

Of which: Field Crop and Vegetable Growers

(6111) 193 34 227 0 0 0 1 0 1 2

Of which: Gardeners;

Horticultural and Nursery

Growers (6113) 302 17 319 4 1 5 6 0 6 20

Of which: Livestock and Dairy

Producers (6121) 182 23 205 0 1 1 0 0 0 ---

Information and Communications Technology Professionals (25)

Of which: Software and Applications Developers

and Analysts (251) 1227 218 1445 231 27 258 66 13 79 107

Of which: Database and

Network Professionals

(252) 819 164 983 120 31 151 30 4 34 275

Teaching professionals (23)

Engineering Professionals (excluding Electro-technology) (214) 540 55 595 53 2 55 4 1 5 26

Architects, Planners, Surveyors and Designers (216) 836 240 1076 93 33 126 31 6 37 43

Accountants (2411) 1384 1154 2538 70 55 125 43 51 94 157



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A2. Top 15 professions included in lists of shortage occupations (statistics for the latest available year)

Table 2: Statistics on lists of shortage occupations

This information is not available

ISCO-08 (4 digit level) Equivalent national classification of occupations

Occupation included in the list of shortage occupations

Is there a specified number of vacancies to be filled with labour migrants from third-countries? (Y/N) If yes, please provide the number

Are there any special conditions for migrants from third-countries applying for shortage occupations? (Y/N) If yes, please describe.

Please describe conditions which are targeted to TCNs as well as other conditions that may affect TCNs’ employment (for example, some professions may be regulated and may concern only MS nationals)

Source and additional information

Occupation included in the list of shortage occupations

Is there a specified number of vacancies to be filled with labour migrants from third-countries? (Y/N) If yes, please provide the number

Are there any conditions that migrants from third-countries need to fulfil when applying for shortage occupations? (Y/N) If yes, please describe.

Please describe conditions which are targeted to TCNs as well as other conditions that may affect TCNs’ employment (for example, some professions may be regulated and may concern only MS nationals)

Source and additional information

1

2

3

4

5

6

7

8



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A3. Other additional statistical tables

Table 3a: Statistics on top 15 shortage occupations based on ISCO-08 (4-digit level) and equivalent national classification (2014)

ISCO-08 (4 digit level)

Occupation Number of estimated

unfilled vacancies

Source

1 Child care workers 1659 ETC

2 Cleaners and helpers in


establishments

931 ETC

3 Waiters 814 ETC

4 Shop sales assistants 442 ETC

5 Security Guards 425 ETC

6 Teaching professionals

not elsewhere classified

399 ETC

7 Messengers, package

deliverers and luggage

porters

334 ETC

8 Health care assistants 309 ETC

9 Sales demonstrators 280 ETC

10 Accounting and

bookkeeping clerks

276 ETC



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11 Chefs 272 ETC

12 Product graders and

testers (excl. foods &

beverages

269 ETC

13 Building construction

labourers

261 ETC

14 Building and related

electricians

258 ETC

15 General office clerks 245 ETC

Note: The number of estimated unfilled vacancies refers to the difference between the number of job vacancies notified to the Public Employment Service (ETC)

and the vacancies filled through the assistance of ETC. Furthermore, it is to be noted that these numbers are not unique; meaning that if a vacancy was not

filled and it was re-issued this would be marked as an additional vacancy.

Table 3b: Statistics on top 15 shortage occupations based on ISCO-08 (4-digit level) and equivalent national classification (2013)



unfilled vacancies

Source

1 Waiters 845 ETC

2 Cleaners and helpers in


establishments

713 ETC

3 Telephone switchboard

operators

700 ETC



of 25

4 Shop sales assistants 601 ETC

5 Child care workers 377 ETC

6 University and higher

education teachers

356 ETC

7 Athletes and sports

players

352 ETC

8 Accounting and

bookkeeping clerks

331 ETC

9 Chefs 320 ETC

10 Database and network

professionals not

elsewhere classified

315 ETC

11 Accountants 274 ETC

12 Bus and tram drivers 266 ETC

13 Messengers, package

deliveries and luggage

porters

262 ETC

14 Cooks 255 ETC

15 Regulatory government

associate professionals

not elsewhere classified

235 ETC



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Note: The number of estimated unfilled vacancies refers to the difference between the number of job vacancies notified to the Public

Employment Service (ETC) and the vacancies filled through the assistance of ETC Furthermore, it is to be noted that these numbers are not

unique; meaning that if a vacancy was not filled and it was re-issued this would be marked as an additional vacancy.

Table 3c: Statistics on top 15 shortage occupations based on ISCO-88 (4-digit level) and equivalent national classification (2012)



unfilled vacancies

Source

1 Shop salespersons and

demonstrators

457 ETC

2 Waiters, Waitresses and

Bartenders

375 ETC

3 Helpers and cleaners in

offices, hotel and other

establishments

360 ETC

4 Cooks 303 ETC

5 Accounting and

bookkeeping clerks

204 ETC

6 Car, taxi and van drivers 202 ETC

7 Computer professionals

not elsewhere

classified

182 ETC

8 Receptionist and

information clerks

145 ETC



of 25

9 Hairdressers, barbers,

beauticians and related

workers

124 ETC

10 Other office clerks 119 ETC

11 Administrative associate

professionals not

elsewhere classified

110 ETC

12 Technical and

commercial sales

representatives

97 ETC

13 Electronics and

telecommunications

engineering technicians

96 ETC

14 Stock clerks 96 ETC

15 Doorkeepers,

watchpersons and

related workers

92 ETC

Note: The number of estimated unfilled vacancies refers to the difference between the number of job vacancies notified to the Public

Employment Service (ETC) and the vacancies filled through the assistance of ETC. Furthermore, it is to be noted that these numbers are not

unique; meaning that if a vacancy was not filled and it was re-issued this would be marked as an additional vacancy.



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Table 4a: Workers employed by specific occupations and estimated unfilled vacancies (2013)

Specific occupations Total employment Employment of other EU-nationals (except the Member

State’s nationals)

EEA & EFTA Employment of third-country nationals Number of

unfilled vacancies

Comments



Medical doctors (221) 597 368 965 9 12 21 0 0 0 26 14 40 2

Nursing and Midwifery Professionals (222) 517 859 1376 4 26 30 0 0 0 39 72 111 41


Child Care Workers (5311) 44 573 617 0 17 17 0 0 0 2 107 109 448

Health Care Assistants (5321) 648 2504 3152 28 101 129 0 0 0 20 82 102 128

Home-based Personal Care Workers (5322) 57 532 589 2 9 11 0 0 0 24 285 309 8


Cooks (5120) 554 137 691 74 19 93 0 1 1 21 14 35 255

Waiters (5131) 3031 2615 5646 462 545 1007 1 2 3 29 13 42 845

Cleaning and Housekeep services in offices, hotels and other establishments (5151) 5 17 22 1 2 3 0 0 0 2 1 3 --

Domestic Housekeepers (5152) 192 427 619 9 38 47 0 0 0 33 54 87 46

Skilled Agricultural, Forestry and Fishery Workers (6)

Field Crop and Vegetable Growers (6111) 190 37 227 0 0 0 0 0 0 0 0 0 2

Gardeners; Horticultural and Nursery Growers (6113) 298 17 315 3 1 4 0 0 0 3 0 3 5

Livestock and Dairy Producers (6121) 187 23 210 0 0 0 0 0 0 0 1 1 --


Software and Applications 814 135 949 92 13 105 0 0 0 34 3 37 160



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Developers and Analysts (251)

Database and Network Professionals (252) 930 176 1106 134 32 166 1 0 1 41 6 47 455

Other occupations

Engineering Professionals (excluding Electro-technology) (214) 394 27 421 17 0 17 0 0 0 5 0 5 43

Architects, Planners, Surveyors and Designers (216) 798 201 999 79 20 99 0 0 0 14 2 16 67

Teaching professionals (23) 3981 8770 12751 180 208 388 4 1 5 75 54 129 665

Accountants (2411) 1324 1111 2435 38 35 73 0 0 0 31 36 67 274

Table 4b: Workers employed by specific occupations and estimated unfilled vacancies (2012)

Specific occupations Total employment Employment of other EU-nationals (except the Member

State’s nationals)

EEA & EFTA Employment of third-country nationals Number of

unfilled vacancies

Comments



Medical doctors (221) 554 314 868 5 6 11 0 0 0 22 6 28 5

Nursing and Midwifery Professionals (222) 497 788 1285 4 19 23 0 0 0 36 70 106 17


Child Care Workers (5311) 80 966 1046 1 16 17 0 0 0 0 80 80 45

Health Care Assistants (5321) 600 2271 2871 11 49 60 0 0 0 21 73 94 38

Home-based Personal Care Workers (5322) 58 483 541 0 3 3 0 0 0 24 251 275 14




of 25

Cooks (5120) 556 127 683 53 12 65 1 0 1 23 9 32 111

Waiters (5131) 2977 2512 5489 281 334 615 0 4 4 26 19 45 339

Cleaning and Housekeep services in offices, hotels and other establishments (5151)

1 1 2 0 0 0 0 0 0 1 0 1 164

Domestic Housekeepers (5152) 209 460 669 8 29 37 0 0 0 40 56 96 27

Skilled Agricultural, Forestry and Fishery Workers (6)

Field Crop and Vegetable Growers (6111)

188 37 225 0 0 0 0 0 0 1 0 1 2

Gardeners; Horticultural and Nursery Growers (6113)

290 13 303 2 1 3 0 0 0 3 0 3 6

Livestock and Dairy Producers (6121) 183 21 204 0 0 0 0 0 0 0 1 1 ---


Software and Applications Developers and Analysts (251)

643 109 752 44 7 51 0 0 0 16 1 17 78

Database and Network Professionals (252) 798 154 952 86 28 114 0 0 0 23 0 23 182

Other occupations

Engineering Professionals (excluding Electro-technology) (214)

359 19 378 10 0 10 0 0 0 2 0 2 15

Architects, Planners, Surveyors and Designers (216)

746 175 921 35 13 48 0 0 0 13 1 14 13

Teaching professionals (23) 3891 8590 12481 112 132 244 2 0 2 61 50 111 137

Accountants (2411) 1247 1036 2283 21 18 39 0 0 0 20 33 53 74



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