Strengthening the role of employers in EU–North Africa Talent Partnerships: from labour shortages to shared solutions

Turin (ILO News) .The International Labour Organization (ILO) and the International Training Centre of the ILO (ITCILO) convened a technical workshop in Turin on 18-19 June 2026 under the THAMM+ project, bringing together representatives of Employers' and Business Membership Organizations (EBMOs), sectoral federations and institutional partners from Europe and North Africa (Egypt, Morocco and Tunisia).

Held under the theme From Labour Shortages to Shared Solutions, the workshop explored how Talent Partnerships can better respond to labour market needs while supporting skills development and fair labour mobility. Employer representatives shared practical experiences from sectors facing persistent labour shortages and highlighted the importance of designing mobility schemes that are demand-driven, practical and mutually beneficial for countries of origin and destination alike.

The discussions reflected a growing consensus that regional talent mobility should be shaped by labour market demand, stronger skills systems and closer cooperation between employers, governments and training institutions. Participants emphasized that employers' organizations have a central role to play in identifying skills needs, informing policy design and supporting the implementation of Talent Partnerships.

Participants also noted that demographic change is expected to intensify labour shortages across Europe in the coming years. However, labour mobility can only form part of a broader response that also includes investment in skills development, activation policies, upskilling, reskilling and education reform.

Discussions confirmed that Talent Partnerships are most effective when they are built around genuine business demand, predictable administrative procedures, fair recruitment practices and skills development that responds to enterprise needs. Participants also highlighted the gap between the pace of public decision-making and the operational realities of businesses, noting that lengthy administrative and regulatory procedures can delay implementation and limit the effectiveness of mobility initiatives.

Common challenges identified during the workshop included complex administrative procedures, difficulties in recognising skills and qualifications, training systems that are not sufficiently aligned with labour market needs, and the need for stronger support measures to facilitate workers' integration. Participants agreed that closer cooperation between employers' organizations, governments and training providers is essential to developing effective and sustainable mobility pathways.

The workshop concluded that future Talent Partnerships should focus on targeted, sector-specific mobility corridors that respond to identified labour market needs while strengthening skills systems in countries of origin. Participants agreed that employers' organizations should play a central role in designing, implementing and scaling these initiatives, helping ensure that Talent Partnerships deliver tangible benefits for enterprises, workers and both countries of origin and destination across the Mediterranean region