On 18 and 19 June 2026, Ceemet took an active part in the employers’ workshop “From labour shortages to shared solutions: strengthening the role of employers in EU-North Africa Talent Partnerships”, held in Turin, Italy.
The workshop brought together employer representatives from Morocco, Tunisia and Egypt, from EU countries and from the European and international level to discuss the major challenges companies face in engaging effectively in labour mobility and skills partnerships. ILO and Commission representatives also shared their views on the challenges and opportunities linked to Talent Partnerships and similar schemes developed to foster international labour migration.
While labour mobility, and circular labour mobility in particular, can be a win-win for both EU employers and potential North African employees, it was made clear that companies face major constraints in recruiting third-country nationals, especially regarding work and residence permits, which differ greatly from country to country. These are not the only obstacles. Employers also highlighted language barriers, difficulties with the portability of skills and labour rights, and differences in regulatory frameworks and legal requirements, all of which make circular labour mobility even more challenging.
Ceemet used the occasion to stress that labour and skills shortages continue to hinder competitiveness, innovation and the creation of quality jobs in MET industries, which need workers of all kinds, from low-skilled to highly skilled. As in all sectors, immigration rules and procedures remain the main difficulty for MET companies recruiting third-country nationals. The complexity of identifying the right immigration pathway, excessively long and unpredictable processing times, uncertainty over final decisions, and the risks of employing foreign workers without valid permits all remain major obstacles.
That said, Ceemet noted that in most Member States, the recognition of qualifications is not in itself a condition for obtaining a work or residence permit, as MET industries rely primarily on unregulated professions. If a MET company considers a diploma obtained in a non-EU country sufficient for the job, the person is free to enter the labour market, provided they hold the work and residence permit required by the Member State.
All employers present agreed that companies, and SMEs in particular, should receive support and information on how best to access and recruit third-country nationals. Burdensome procedures should be kept to a minimum, and supporting companies in their recruitment could also help address labour shortages.
A majority of employer representatives also agreed that initiatives such as the EU Talent Pool, provided they are designed in a user-friendly way, would clearly facilitate the hiring of the skilled workforce companies are looking for.
In short, any initiative that modernises and simplifies access to the labour market for third-country nationals and helps companies find the skilled workforce they need can only be welcomed by Ceemet and the employer community.