This Chapter analyses measures for information-sharing and co-ordination of public employment and skills policies to enhance cross-border labour mobility. First, the Chapter maps existing measures for information-sharing and co-ordination in the Greater Copenhagen Region. Second, the Chapter reviews existing measures in three EU cross-border – the Greater Region, the Meuse-Rhine Region and the Upper Rhine border region – to identify promising practices and derive lessons to the Greater Copenhagen Region.
Mobility and Integrated Labour Markets for Third‑country Nationals in Greater Copenhagen
Abstract
Denmark and Sweden have well-established and high performing national systems for publicly funded employment services. The Danish system is highly decentralised, with the 98 municipalities playing a key role in delivering services through local job centres. In contrast, the Swedish system is more centralised, with a national authority overseeing a network of local offices.
Several organisations support individuals and employers seeking cross-border work and hiring opportunities in GCR. Key stakeholders include Oresund Direct (Øresunddirekt), a cross-border information centre offering services for individuals and employers interested in working or conducting business across the border; the Oresund Institute (Øresundsinstituttet), a knowledge centre contributing to economic development, and the Nordic Council of Ministers, the official inter-government body for co-operation between the Nordic countries.
There is a lack of labour market exchange across the border in GCR. At the micro-level, there are no mechanisms for regular exchange of information, such as data on jobseekers and job vacancies, either at the national level between the two Public Employment Services (PES) or at the regional and local levels, for example, between municipalities or local PES offices. Moreover, there is no shared job portal where jobseekers can register and get information on available jobs on either side of the border. While individuals can seek information from Oresund Direct, its capacity to provide targeted employment advice is limited. At the macro level, the Oresund Database and the Oresund Institute are the main providers of cross-border information. Still, this data is not linked to PES activities in either country such thatlong-term access to comprehensive data remains a challenge in the region.
Cross-border employment services and projects in GCR are coordinated through a framework agreement between the Danish and the Swedish PES and EURES. Since 2013, this agreement has facilitated various cross-border activities, including the organisation of multiple cross-border job fairs. However, in recent years, fewer resources have been invested in the co-operation framework on both sides of the border, and there are currently no ongoing cross-border employment or skills projects in the region, such as cross-border matching services or on-the-job training programmes. Moreover, with the exemption of Oresund Direct, EURES advisers are rarely used by the PES to facilitate cross-border employment in the region.
The EU cross-border regions Greater Region, Upper Rhine Region and the Meuse-Rhine Region are considerably ahead of GCR in terms of the co-ordination of employment and skills policies across borders. These regions have developed robust mechanisms for sharing labour market information, such as the Cross-border Labour Market Observatory in the Greater Region. They also feature well-established one-stop-shop structures (often referred to as cross-border job placement services). For example, in the Upper Rhine Region, which facilitates integrated employment service delivery for jobseekers, workers and employers, often in collaboration with cross-border information points. These one-stop-shops go beyond standard EURES co-operation and services. Additionally, all three regions offer cross-border apprenticeship programmes enabling students to study in one country while completing their on-the-job training in another.
Public Employment Services (PES) can enhance labour mobility and inclusion in a cross-border labour market by supporting job seekers in one part of the region to seek employment in another. PES are crucial for preparing and guiding unemployed individuals or those outside of the labour market into work. They do so through various measures, including counselling, matching and job search support, skills development programmes and targeted support for employers. However, PES generally operate within national borders, and their services are typically restricted to individuals residing in the country where they are based. As a result, support for job seekers wishing to pursue cross-border labour mobility is often not an integrated part of the PES offering. Nevertheless, in EU cross-border regions where cross-border commuting is an option and where barriers to labour mobility are relatively low, PES have the potential to reduce unemployment and alleviate labour shortages by looking beyond national borders.
Measures PES can take to facilitate cross-border labour mobility include: 1) information exchange (i.e. providing job seekers and employers with information on working and recruiting across borders, as well as sharing data with public authorities to improve job matching , 2) joint service provision (i.e. co-ordinating and offering cross-border services such as counselling, job matching, job search support and skills development programmes), 3) one-stop-shop organisations (i.e. establishing joint centres to provide integrated services and tailor-made programmes for job seekers) and 4) policy co-ordination and capacity building (i.e. collaborating on research activities, policy alignment, and crisis management initiatives)
This chapter examines the potential of enhanced co-ordination of employment and skills policies across borders to strengthen labour mobility in border regions. It begins by presenting an overview of existing mechanisms for sharing information and co-ordinate employment and skills policies in GCR. It then draws on insights from three EU cross-border regions – the Greater Region, the Meuse-Rhine Region, and the Austrian-German cross-border region – to highlight good practices and experiences in co-ordinating employment and skills policies. The analysis specifically focuses on: 1) sharing of labour market and skills information/intelligence and 2) coordinating active labour market policies (ALMPs) (i.e. programmes designed to help the unemployed find work (supply side) or to help employers find labour (demand side)). The recognition of skills/professional qualifications falls outside the scope of this analysis.
Denmark and Sweden have well-developed and high-performing national systems for publicly funded employment services, contributing to high labour force participation and low unemployment rates. However, for the national PES to support labour mobility in a cross-border labour market, they must be well co-ordinated. This section provides an overview of the system for publicly funded employment services in Denmark and Sweden and an analysis of how the PES and other actors in GCR co-ordinate across the border.
Overview of the governance of employment policies in Denmark
The system for public employment services in Denmark is highly decentralised, with the 98 municipalities playing a prominent role in delivering and designing services. The municipalities' efforts are supported by the National Agency for Labour Market Recruitment (Styrelsen for Arbejdsmarked og Rekruttering, STAR) and by policies and legislation designed by the Danish Ministry of Employment. In addition, Regional Labour Market Councils (Regionale Arbejdsmarkeds Raad, RAR) support the co-ordination of employment initiatives at a regional level, while the 22 Unemployment Insurance Funds assist jobseekers who have recently lost employment. The key stakeholders in Denmark’s public employment services system are summarised in Table 5.1. It should be noted that the Danish Government is preparing to reform the employment system, in accordance with the Government agreement and a report from a national expert group launched in June 2024 (Ekspertgruppen for fremtidens beskæftigelsesindsats, 2024[1]).
Source: Fact-finding interviews with Danish stakeholders and OECD (2021[2]), Institutional and regulatory set-up of active labour market policy provision in Denmark – Research note, Institutional and regulatory set-up of active labour market policy provision in Denmark.
Overview of the governance of employment policies in Sweden
Sweden has a centralised public employment system, with the national agency Arbetsförmedlingen at its core. The Swedish Ministry of Employment is solely responsible for policy making, while Arbetsförmedlingen is tasked with the implementation of these policies through its network of regional and local offices. Since early 2019, Sweden has undergone a reform of its PES with the primary aim of contracting out most public employment services to independent providers. This has shifted the focus of Arbetsförmedlingen’s mandate towards monitoring providers and working with different stakeholders to guide and implement labour market policy. The 290 Swedish municipalities play an important role in supporting the unemployed and economically inactive (OECD, 2023[3]). In addition, Sweden has 24 Unemployment Insurance Funds that are responsible for administering unemployment insurance. The key stakeholders in the system are summarised in Table 5.2.
Source: Fact-finding interviews with Swedish stakeholders and OECD (2023[3]), Organisation of public employment services at the local level in Sweden, OECD publishing, Paris.
Stakeholders involved in employment policies in the Greater Copenhagen Region
Several organisations and public bodies in the Greater Copenhagen Region support individuals seeking work across the border. A selection of the key stakeholders working to promote labour market integration in the Greater Copenhagen region is presented in Table 5.3. These include Oresund Direct (Øresunddirekt/Öresunddirekt), a cross-border information centre providing services for individuals and employers interested in taking up work or doing business across the border, the Oresund Institute (Øresundsinstituttet, a knowledge centre contributing to knowledge on economic development in the region, and the Nordic Council of Ministers (Nordisk Ministerråd), which is the official inter-government body for co-operation between the Nordic countries. Other organisations that support cross-border labour mobility include the Greater Copenhagen cross-border organisation, Invest in Skåne, the International Citizen Hub in Lund, the International House and the Business House in Copenhagen, Copenhagen Capacity and the Association Norden (Foreningen Norden). The following sections will include a more in-depth description of the role of these organisations in supporting information-sharing and co-ordination of employment and skills policies across the Danish-Swedish border.
Source: Fact-finding interviews with stakeholders in the region
Measures to share labour market information in the Greater Copenhagen Region
Labour market information is collected by STAR in Denmark and Arbetsförmedlingen in Sweden, with support from national statistics offices: Statistics Denmark (Danmarks Statistic) and Statistics Sweden (SCB). In Demark, Jobindsats.dk is a public website hosted by STAR that provides statistical labour market information primarily aimed at officials in municipalities and job centres (STAR, 2024[4]). The main purpose of the website is to promote transparency regarding the work of the job centres and enable them to plan, manage and monitor ALMPs. STAR is also responsible for Labour Market Balance (STAR, 2024[5]), an online tool that provides key labour market statistics focusing on three dimensions: 1) bottlenecks and labour demand of public and private enterprises, 2) labour supply, and 3) the training of individuals on benefits and the use of ALMPs. This tool is targeted at officials in job centres and Unemployment Insurance Funds. Finally, STAR publishes an annual report on key figures related to employment efforts in Denmark (STAR, 2024[6]). In Sweden, similar measures are in place. Among other tools, the PES runs an online statistical platform called Statistikverktyget, which enables users to download statistics easily, such as data on jobseekers and job vacancies (Arbetsförmedlingen, 2024[7]). The PES also regularly publishes analyses and forecasts of the labour market (Arbetsförmedlingen, 2024[8]). None of these tools, however, include cross-border labour market information.
The exchange of labour market information between the Danish and Swedish PES, or between local offices, is limited. According to consulted stakeholders, there are no mechanisms for regularly sharing labour market information neither at the national between the two PES or at the regional/local level (e.g. between local PES offices/jobcentres). At the national level, a mechanism for the annual exchange of overall labour market statistics existed from 2013 to 2019 as part of a broader project on cross-border labour market integration (see below). However, this exchange ended when the project was (temporarily) halted in 2019. At the local level, there are a few examples of ad hoc information exchange, such as between the municipalities of Helsingør (Denmark) and Helsingborg (Sweden). Yet, given the increasing challenges of labour and skills shortages across the region, the general trend is one of competition rather than co-operation between municipalities and local offices within and across the two countries. Local authorities primarily focus on addressing their own labour and skills gaps.
To obtain information on the availability of international labour to fill labour and skills shortages, the PES in both countries rely on the EURES portal. EURES (the European Employment Service) is a European co-operation network comprising the European Commission, the European Labour Authority, and the national employment services of EU countries, as well as Iceland, Liechtenstein, Norway, and Switzerland. EURES facilitates the free movement of workers by providing information and employment support services to workers and employers, including through the EURES portal (EURES, 2024[9]). The portal includes an online database with job vacancies from all member countries, organised by location, sector and occupation. Member countries are required to transfer their publicly available vacancies to the EURES portal (Regulation 2016/589, 2016[10]). Denmark and Sweden are both members of EURES and use the portal to share vacancies. In Sweden, public and private job vacancies are transferred directly to EURES from the Swedish Job Bank (Platsbanken), managed by Arbetsförmedlingen. In Denmark, information is sourced from two platforms: Jobnet.dk, the job vacancy database used by public employers and voluntarily shared vacancies from private employers. Importantly, not all job vacancies in Denmark and Sweden are shared with or published on the EURES portal. Beyond the EURES portal, there is limited direct sharing of job vacancies between Denmark and Sweden. Danish employers can register job vacancies on Platsbanken, however, the extent to which Danish employers utilise this option is unclear.
In the Greater Copenhagen Region, the Oresund Institute (Øresundsinstituttet) provides information on regional cross-border integration, including the annual Oresund Index (Øresundsindex). Based in Malmö, the Oresund Institute monitors and analyses cross-border integration and is financed by over 100 members from the state, regions, municipalities, universities and the private sector. The Oresund Index, published annually, analyses development across the Oresund region, including travel patterns, and is supplemented quarterly by the Oresund Index/Trafik, which tracks commuting volumes based on transport and traffic data. These reports are published by the institute on behalf of the Oresund Bridge Consortium (Øresundsbro Konsortiet) (Øresundsbroen, 2024[11]).
The Oresund Database (Øresundsdatabasen) facilitates information sharing across the Danish-Swedish border. The database contains unique statistics on commuting, population, migration, labour market trends, housing, culture and tourism. Developed through a collaboration with Region Scania, Statistics Sweden, and Statistics Denmark, the database is publicly available. However, consultations with stakeholders have shown that it is not routinely used by job centres or local PES offices. Commuting data was regularly exchanged until 2015 but was discontinued due to a dispute over data-sharing regulations. The exchange was partly reestablished in 2022, with new cross-border commuting data now available in the Oresund database. Additionally, the Nordic Mobility 2 project, initiated by the Nordic Councils of Ministers, Statistics Denmark, Statistics Sweden, and Region Scania, is working on a new cross-border data-sharing platform across all five Nordic countries (Nordic Council of Ministers, 2024[12]).
For individuals seeking information on cross-border commuting, Oresund Direct is the primary resource. Operating a physical office in Malmö and an online information portal, Oresund Direct offers information on cross-border study and work opportunities in the region (Oresunddirekt, 2024[13]). Established in 2000, shortly before the opening of the Oresund Bridge, the service supports labour market integration in the region by providing guidance and overcoming barriers to cross-border labour mobility. It collaborates with various authorities, including the Swedish PES, the Swedish Taxation Authority (Skatteverket), the Swedish Social Insurance Agency (Forsikringskassan), the county council (Lansstyrelsen), Region Scania and the Nordic Council. It contacts around 19 000 individuals and employers annually, primarily in Sweden, and receives approximately 1.2 million website visits per year.
While Oresund Direct plays a crucial role in supporting cross-border labour mobility, its effectiveness is limited by the lack of engagement from Danish national authorities. Advisers in Oresund Direct attempt to address this challenge by building strong personal connections with Danish officials. However, this solution relies on information networks rather than formal structure and funding. A potential alternative could be increased engagement from Danish national authorities, either through physical representation in Malmö or by establishing a separate centre in Copenhagen. The issue is also linked to financing. The Malmö centre is currently financed by Swedish authorities, while the Danish-run web portal is financed through short-term sources, leaving it vulnerable to closure due to funding uncertainties. A more stable financial arrangement would benefit advisers on both sides of the border.
Measures to coordinate employment and skills policies
In addition to information-sharing mechanisms, PES can co-ordinate services across borders. Such co-ordination can take various forms, including cross-border counselling, matching, and job search support services. The following section outlines the co-ordination mechanisms in place in GCR.
Since 2013, the primary framework for co-ordinating PES activities has been an agreement between STAR, Arbetsförmedlingen and EURES. This framework aimed to strengthen cross-border integration over 12 years, overseen by a steering group and several implementation groups. STAR chaired the steering group for the first six years, during which several sub-projects on cross-border labour mobility were initiated, such as organising four cross-border job fairs in the region (Box 5.1). However, since 2019, the framework has been put on hold due to the ongoing reform of the Swedish PES. While all parties intend to resume the agreement, a lack of funding limits the types of projects that can be undertaken.
From 2021 to 2023, the Greater Copenhagen organisation organised four job fairs to promote cross-border labour mobility, in co-operation with the Swedish and Danish PES, Oresund Direct and the Copenhagen Business House (Københavns Erhvervshus). The first job, held in Copenhagen, tracked over 2 000 participants, and the latest took place in Malmö in November 2023. The job fairs were evaluated through a survey of participating employers, which revelated that, on average, employers had 29 vacancies they hoped to fill and managed to fill around 3. However, there were large variation in outcomes, with some employers filling as many as 15 vacancies, while other filled none. Employers had mixed views on the job fairs’ usefulness: some found them very effective while other were sceptical due to mismatched skill profiles between jobseekers and employers. As a result, recommendations from the evaluation included organising more targeted, sector-specific job fairs and screening jobseekers in advance to better align supply with demand. In addition to the job fairs organised by the Greater Copenhagen organisation, other events have been held in the region, including by the Swedish PES (Tura till jobbet) and by the municipalities of Helsingborg and Helsingør and by the municipalities of Tårnby and Dragør in Denmark
Source: Oresunddirekt (2024[14]), Find et job imellem Helsingor og Helsingborg.
Beyond the activities within the framework agreement, cross-border labour mobility projects could be supported by the EU’s Interreg Oresund-Kattegat-Skagerrak programme. The programme, with EUR 140 million allocated for 2021-2027, aims to address social challenges across borders in southern Scandinavia, with a focus on creating a borderless labour market. It funds projects involving partnerships between at least two actors from at Denmark, Norway, and Sweden (Interreg, 2024[15]). However, according to consulted stakeholders, there has been limited interest in applying for Interreg funding for cross-border mobility projects in recent years.
While examples of cross-border matching services are few, EURES advisers in local job centres and PES offices could potentially take on this task. EURES advisers are specialists who assist jobseekers and employers interested in the European job market. In GCR, these advisers focus on EU citizens, but they could also support TCNs interested in cross-border commuting, provided they gain additional knowledge about mobility options for TCNs within the EU. Furthermore, local job centre and PES counsellors could take cross-border job opportunities into account when offering counselling, matching and job search support services.
PES counsellors have tools such as job placement services or company internships, a traditional supply side ALMP measure aimed at job-ready unemployed individuals. This involves an internship in a private or public company for a limited period, with the individual included on equal terms with other employees, though they are not employed or paid. A 2014 Nordic Council of Ministers report explored the possibility of a common job placement service across all Nordic countries, allowing unemployed individuals to undertake placements in companies in neighbouring Nordic countries. The report found that while the services were similar across countries, differences in legislation (e.g. activation requirements, work environment, subsidies of companies) posed challenges for cross-border co-ordination. Aligning legislation across countries was deemed possible but costly.
The Greater Region has a population of 11.7 million and is home to approximately 270 000 cross-border commuters daily, the highest number of cross-border commuters in Europe (Die statistischen Ämter der Großregion, n.d.[16]) (Figure 5.1). In addition to Luxembourg, the Greater Region includes the neighbouring Lorraine region in France, the federal German states of Saarland and Rhineland-Palatine, and the Wallonia Region in Belgium. The primary flow of commuters is from neighbouring countries into Luxembourg (see Chapter 4). Political co-operation between these regions has existed since 1969, with one of the main goals being to promote cross-border mobility for all types of workers (EGTC Summit Secretariat of the Greater Region, n.d.[17]). This section outlines the key features of the cross-border labour market, employment policy and governance structure in the Greater Region, with a particular focus on instruments used in the region to facilitate cross-border data collection and job placement.
Cross-border worker flows between the regions of the Greater Region
Source: The map is produced by the Statistical portal of the Greater Region (2024[18]), Emploi transfrontalier dans la Grande Région, Emploi transfrontalier dans la Grande Région (graphique).
Overview of the governance of employment policies in Belgium, France, Germany and Luxembourg
The employment services of the four countries in the Greater Region are diverse. This section provides a brief overview of the main stakeholders in employment services across Belgium, France, Germany and Luxembourg, which forms the basis for the analysis of cross-border employment and skills policies.
Belgium is a federal state, divided into communities (Flemish, French and German-speaking Community) and regions (Flemish Region, Brussels-Capital Region and Walloon Region). Power is shared between the federal state, the communities and the regions, with employment and labour market policies mainly devolved to the regional and community governments. As a result, Belgium has four PES: Le Forem in the Walloon region, VDAB (Vlaamse Dienst voor Arbeidsbemiddeling en Beroepsopleiding) in the Flemish region, Actiris in the Brussels-Capital region and Arbeitsamt in the German-Speaking Community (Belgische Federale Overheidsdiensten, n.d.[19]). The federal government remains responsible for labour law and wage policy (FOD Werkgelegenheid, Arbeid en Sociaal Overleg, n.d.[20]).Table 5.4 provides an overview of the main stakeholders in Belgium’s public employment system, with a focus on the Walloon Region and the German-Speaking Community.
Source: Fact-finding interviews with stakeholders in the region
The public employment system in France is overseen by the Ministry of Labour and Employment (Ministère du Travail et de l’Emploi) and is implemented by the reformed PES (France Travail). The PES operates at national, regional (departments) and local levels, with over 890 agencies distributed across 19 regions. To address local labour market conditions and facilitate collaboration with local missions (missions locales) and other PES partners, agreements are signed with regional prefects (Prefects des Départements). Regions are also responsible for financing vocational training, job search and career guidance for jobseekers. Table 5.5 provides a summary of the roles and responsibilities of the main actors in the French employment system.
Source: Fact-finding interviews with stakeholders in the region
In Germany, the key national actors in the employment system are the Federal Ministry of Labour and Social Affairs (Bundesministerium für Arbeit und Soziales, BMAS) and the federal PES (Bundesagentur für Arbeit). In addition to the national level, the Federal PES operates regional offices. Table 5.6 provides an overview of the main stakeholders and their roles in the system.
Source: Fact-finding interviews with stakeholders in the region
In Luxembourg, ADEM (Agence pour le développement de lémploi) is the PES placed under the Ministry of Labour (Ministère du Travail). ADEM co-ordinates and provides ALMPs in Luxembourg, including international services under the EURES framework. It is also a member of the transregional EURES consortium Grande Région covering Luxembourg, Belgium, France and Germany (further described in the following sections). As part of EURES Grande Région, AEM addresses practical issues related to cross-border activities. Table 5.7 provides an overview of the main actors in the public employment system in Luxembourg.
Source: Fact-finding interviews with stakeholders in the region
Stakeholders involved in cross-border employment policies in the Greater Region
Within the Greater Region, multiple stakeholders collaborate to provide public employment services for citizens and employers. At the highest level, co-operation is driven by the Greater Region organisation, which promotes cross-border labour mobility including through the co-ordination of public employment services. One example is the framework agreement on cross-border vocational training, which facilitates co-operation around initial and continuing vocational training programmes.
Due to varying competencies among regional partners (from the state level in Luxembourg to the Regions and Communities in Belgium), their ability to design and implement cross-border policies differs significantly. While partners can set their objectives, only Luxembourg and the Walloon Region/German-speaking Community can fully implement these on the ground. However, other partners such as the Grand Est region in France and the German regions Saarland and Rheinland-Pfalz, have financial responsibilities that allow them to fund regional programmes. In all countries (except Luxembourg), municipalities can also influence cross-border policies if they have established partnerships with PES or are connected to the EURES partnership network.
In the Greater Region, national and regional EURES services are co-ordinated through the EURES-T Greater Region cross-border partnership. One of six official EURES-T in the EU, the EURES-T Greater Region partnership aims to provide counselling and medication between jobseekers and employers across the border (EURES, 2024[21]) (Box 5.2).
Launched in 1994, EURES is a European co-operation network of employment services designed to facilitate, support and encourage fair labour mobility in the EU. There are two main types of EURES partnerships and services: 1) transnational services (promoting intra-EU mobility) and 2) cross-border services (promoting cross-border work). In border regions, EURES-T cross-border partnerships provide the foundation for co-operation and offer counselling and other services for cross-border workers and employers. The EURES-T Greater Region involve co-operation between key stakeholders, including the French Public Employment Service (France Travail), the Luxembourg Public Employment Service (ADEM), the Wallonia Public Employment Service (Le Forem), the Public Employment Service in the German Speaking Community (Arbeitsamt) and the German Public Employment Service (Bundesagentur für Arbeit), along with employers’ organisations and ministries. Other partners, such as national employers’ organisations and the Council of the Trade Unions of the Greater Region (Conseil syndical de la Grande Région), are involved but not members of the partnership. The EURES-T partnership receives EU funding via the European Social Fund (ESF) and employs around 30 EURES advisers that are available to jobseekers, cross-border workers, and employers in the partner regions.
Source: EURES Grande Région, (2024[22]), Partenaires, https://eures-granderegion.eu/en/eures/#eures-in-the-greater-region
In addition to the EURES-T Greater Region partnership, cross-border labour market policies are supported by several other stakeholders. Employers’ association and the Council of the Trade Unions of the Greater Region (Conseil syndical de la Grande Région) are partners of the EURES-T network, supporting information sharing and contributing to partnership activities. The SaarMoselle Eurodistrict, a Franco-German territory within the Greater Region, brings together local authorities on both sides of the border and promotes projects of cross-border apprentices, language and intercultural training. The Interregional Council of Chambers of Trade of the Greater Region (Conseil Interrégional des Chambres des Métiers de la Grande Région) also fosters cross-border co-operation between chambers of crafts and trades. To address practical legal and administrative challenges in the cross-border labour market a special Task Force Cross-border Labour Market (Task Force Grenzgänger/Frontaliers) has been.
The following sections analyse various measures to co-ordinate employment and skills services across the Greater Region. The analysis is organised into three main themes: information-sharing measures, one-stop-shop initiatives, and other co-ordination measures. For each category, key examples of co-ordination are examined and compared with those in GCR.
Measures to share labour market information in the Greater Region
There are several mechanisms for sharing labour market information across borders in the Greater Region. These can be divided into two categories: the exchange of information at the PES level to support cross-border job placements and the exchange of macro-level labour market data to guide overall policies and programmes.
At the PES level, one of the main objectives of the EURES-T Greater Region partnership is to facilitate the effective exchange of information across borders. The partnership ensures continuous exchange of job vacancies and candidate information across borders, with EURES advisers providing jobseekers, workers and employers with various counselling and information services (EURES Grande Région, n.d.[23]). The EURES-T partnership holds regular meetings with partners to expand information-sharing beyond EURES adviser. This data is also used for joint activities such as information sessions and job fairs. However, consulted stakeholders report that the sharing of job vacancies and jobseeker information is increasingly challenging due to rising labour and skills shortages across the region, which has intensified competition. As a result, co-operation has shifted towards the organisation of joint events rather than sharing jobseekers and vacancy information.
Consulted stakeholders indicate that the EURES portal does not play a significant role in the Greater Region. Instead, individual portals from EURES partners organisations are more prominent. Given Luxembourg’s central role in the cross/border region, the job portal managed by the Luxembourgish PES is widely used by jobseekers. The platform, available in English, French and German, allows cross-border jobseekers and employers to upload CVs and vacancies (EURES Luxembourg, n.d.[24]).
At the macro-level, two examples of cross-border information- sharing stand out: the Statistical Portal Greater Region (Statistikportal der Großregion/Portail Statistique de la Grande Région) and the Interregional Labour Market Observatory (Interregionale Arbeitsmarkt Beobachtungsstelle/Observatoire interregional du marché de l’emploi). For over 40 years, the statistical offices of the cross-border partners have collaborated through the Statistical Portal, which aims to: (1) create basic statistical documentation, (2) expand the range of harmonised statistical indicators, (3) address questions related to the statistical systems of the Greater Region, and (4) co-ordinate initiatives in the region (Die statistischen Ämter der Großregion, n.d.[16]). The partners publish a quarterly economic report and other data relevant to the cross-border economy. Focusing more on labour market issues, the Greater Region has also established an Interregional Labor Market Observatory (Interregionale Arbeitsmarkt Beobachtungsstelle/Observatoire interregional du marché de l’emploi), which published detailed maps of cross-border commuter flows (Box 5.3).
The Interregional Labor Market Observatory (Interregionale Arbeitsmarkt Beobachtungsstelle/Observatoire interregional du marché de l’emploi) is a network of specialised labor market institutes in the Greater Region. Founded in 1998 at the 4th Summit of the Greater Region, with more specified tasks assigned at the 5th Summit in 2000, the observatory collects data on regional labour markets and provides reports on the cross-border labour market situation. It focuses on topics such as the evolution of cross-border commuters, demographics, youth employment, workplace digitisation, and the care work labour market in the region. The observatory is guided by a Steering Committee composed of representatives from each of the members of the Greater Region. A network of six regional specialised institutes is responsible for implementing the work programme.
Source: Observatorie Interrégional de marché d’emploi (2024[25]), A propos de l’IBA OIE, Actualités | IBA·OIE
Measures to establish joint cross-border one-stop-shops
One-stop-shops are government offices that offer multiple services in one location. The concept has spread to many OECD countries, but its implementation varies widely, including in terms of the number and types of services offered. One-stop-shops range from basic reception models, where citizens are referred elsewhere for specialised support, to more comprehensive models where all services are provided under a unified case management process (Minas, 2014[26]; OECD, 2023[27]).
In a cross-border context, a one-stop-shop refers to an organisation model that integrates public employment or other support services into a single physical or online place. First established in the Upper Rhine Region (see the following section), the one-stop-shop model for co-ordinating public employment services across borders has since spread to other cross-border regions, including the Greater Region. While traditional EURES co-operation has focused on information-sharing, job fairs, and the URES portal, the one-stop-shop approach, also known as cross-border job placement services, provides personalised and intensive support for employers and jobseekers in cross-border areas. The main features of the on-stop-shop approach in various cross-border regions are described in Box 5.4.
The main features of the one-stop-shop approach in various cross-border regions are:
A common physical office in the border area and co-location of caseworkers in partner offices.
The provision of cross-border job placement services and counselling through the shared office (often referred to as “tandem counselling”), along with other services such as preparatory workshops, CV writing courses, interview coaching etc.
More intensive data sharing across borders, beyond standard EURES co-operation, such as granting access to data systems across borders. For example, in Kehl-Strasbourg, French and German PES colleagues can access each other’s data system.
The intensified co-operation is formalised through specific agreements or business plans, transforming the co-operation from a network into a structured joint organisation, which goes beyond regular EURES co-operation.
Co-operation is structured through regular physical meetings
The main differences between the existing one-stop-shop approaches in cross-border regions are:
Office structure: Some of one-stop-shop solutions include a joint office where jobseekers can access services physically during fixed opening hours while others use the facilities of one or more of the partner organisations (physical and online).
Partners: Some one-stop-shop solutions are restricted to co-operation between two or more national PES while others are based on a broader co-operation with non-EURES partners such as municipalities or social partners. In addition, some one-stop-shop solutions are linked to cross-border information points (often also EURES partners) while other are not.
Financing structures: The financing models vary, and financing may come from the EU, the PES, and other local, regional and local stakeholders.
Secretariat: Some one-stop-shop services have their own secretariat while others rely on support from the PES partners.
Source: Own elaboration based on fact-finding interviews and literature.
In the Greater Region, the structured co-operation between Bundesagentur and France Travail exemplifies a well-developed one-stop-shop for cross-border employment services. The PES in the Saarland (Germany) and Moselle Est (France) regions have implemented the one-stop-shop model as part of their EURES activities. Three local PES offices were established, each with placement officers from both partners. According to the Bundesagentur Saarbrücken, these offices serve 800 jobseekers annually, achieving around 300 placements. Services for jobseekers include group information and workshops, personalised labour market advice, assistance in finding vacancies and the joint creation of job applications. The one-stop-shop offices also provide support for employers.
Measures to coordinate vocational education and training programmes
In many border regions, Interreg projects address cross-border vocational education and training (VET) to overcome challenges such as the recognition of professional qualifications and skills shortages. In the Greater Region, the first cross-border VET agreement was signed in 2014, covering the area between France and Germany. The following year, the Framework Agreement on Cross-border Vocational Education and Training in the Greater Region (Rahmenvereinbarung für die Kooperation in der grenzüberschreitenden beruflichen Aus- und Weiterbildung/Accord-cadre pour la cooperation transfrontalière en formation professionelle initiale et continue) was established, extending coverage to the entire territory (Dörrenbächer, 2018[28]). This agreement has not only supported the expansion of cross-border VET programmes but also fostered an increase in other bilateral education and training projects. The most developed exchange of VET students is between France and Germany. French students undergoing vocational training in France can complete their apprenticeships at companies in Germany, and vice versa. Another example is the VET school in Kehl, which offers Franco-Germany retail salesperson programmes in co-operation with Lycée Oberlin in Strasbourg (Connexion Emploi, n.d.[29]).
Previous studies highlight several barriers to the full implementation of the cross-border VET programme in the Greater Region, with language skills and lack of student interest being the most prominent (Dörrenbächer, 2018[28]). Persistent “hard” obstacles include legal, financial and infrastructural challenges. For example, in France, class-based training is subject to fee paid by the employer, while in Germany there is no such fee, creating an additional burden for German companies hiring French trainees. Furthermore, cross-border transport issues can complicate commuting for trainees.
Cross-border job fairs are another example of co-ordination, playing an important role in the EURES-T partnership. Over 10 job fairs have been organised in recent years in various formats (e.g. European Job Days and the European Online Job Days) and across different subregions of the Greater Region. These fairs target jobseekers, cross-border workers, and graduates, aiming to inform them about job opportunities, improve employability, and connect jobseekers with employers. Consulted EURES practitioners report increased popularity of these fairs, particularly after the COVID-19 pandemic. A new initiative by Bundesagentur Saarland features a job fair with representation from both employers and training institutions, in addition to jobseekers. These activities are funded by the EURES partnership.
The Upper Rhine Region is situated at the tri-national border of France, Switzerland and Germany, comprising Alsace (France), north-west Switzerland, and parts of the southern Palatinate Baden (Germany). The region has a population of around six million and covers an area of 21 500 km² (Oberrhein, n.d.[30]). Alsace and Baden, each roughly the same size, account for 76% of the region’s area. The remaining 24% is divided between the southern Palatinate (7%) and north-west Switzerland (17%), covering the five cantons of Basel-Stadt, Basel-Landschaft, Aargau, Jura and Solothurn. Agriculture occupies 41% of the region’s land, and the area is home to 120 universities, universities of applied science, and research institutes. The region also has 97 000 frontier workers, with most commuting from Germany and France to Switzerland (around 70 000).
Flow of cross-border workers in the Upper Rhine Region in 2020
Source: Map produced by the Oberrheinkonferenz (2022[31]), Zahlen und Fakten, Statistikbroschüre 2022 - Home.
For the past 25 years, the PES of the partner regions have collaborated in a EUREST partnership. The EURES-T Upper Rhine partnership, established in 1999, aims to support the European cross-border labour market (EURES-T Rhin Supérieur, n.d.[32]). The partnership consists of 22 organisations, with equal representation on the Steering Committee. The committee defines the partnership’s strategy, sets priorities, and approves the annual activity plan and budget. The joint bilingual activities target jobseekers, cross-border workers, employers and students seeking apprenticeships or work-study programmes (Box 5.5).
The EURES-T Upper Rhine is one of the six EURES-T cross-border partnerships in Europe, playing a key role in enhancing transparency and promoting the development of a cross-border labour market. The public employment services involved are the German Bundesagentur für Arbeit, the French France Travail, the Swiss SECO (Secrétariat d’État à l’économie) alongside the Regional Employment Centres (Regionalen Arbeitsvermittlungszentren, RAV) of the Cantons. Social partners from the different regions are also part of the partnership. The legal framework is established by the EURES Regulation, together with the EURES-T Upper Rhine Framework Agreement, which governs organisation and working methods. The partnership is chaired by the Regional Director for Baden-Württemberg at the Agency for Employment and co-ordinated by a Co-ordinator responsible for strategic development, project management and implementation, communication and financial co-ordination. The EURES-T Upper Rhine team includes around 24 one-stop-shop project managers, EURES advisers and project managers for cross-border apprenticeships. The partnership is funded by the European Social Fund (ESF+), with additional contributions from the Grand-Est Region and the Bundesagentur für Arbeit. Swiss partners, including SECO are full members and finance part of the budget.
Source: EURES-T Rhin Supérieur (2024[33]), A propos d’EURES-T, EURES-T Rhin Supérieur - EURES-T Rhin Supérieur
Overview of the governance of employment policies in Germany, France and Switzerland, specific for the Upper Rhine region
Many of the same public employment service stakeholders are represented in both the Greater Region and the Upper Rhine Region. The governance of the French and German public employment system, as described in the previous case study on the Greater Region, is also applicable to the Upper Rhine Region. The main difference is that other regions (departments and Länder) are involved at the cross-regional level. Additionally, the Upper Rhine Region includes Switzerland, meaning Swiss employment institutions play an important role. Table 5.8 provides an overview of the main stakeholders in the Swiss public employment system.
Source: Fact-finding interviews with stakeholders in the region
Stakeholders involved in cross-border employment policies in the Upper Rhine Region
The Upper Rhine Conference (Oberrheinkonferenz) is the main political body of the Upper Rhine Region. While the conference dates back to 1991, bilateral and trilateral co-operation already began after the Second World War (Oberrheinkonferenz, n.d.[34]). It operates under the trilateral Governments Commission, formed by the three ministries of foreign affairs (Ministère des affaires étrangères, Auswärtiges Amt, and Eidgenössisches Departement für auswärtige Angelegenheiten). The conference brings together regional governments and administrations, including the federal states Baden-Württemberg and Rhineland-Palatinate, the cantons of Basel-Stadt, Basel-Landschaft, Aargau, Jura and Solothurn as well as the French state and regional authorities of Alsace and Grand Est (Collectivité européene d'Alsace and conseil régional Grand Est).
Within this structure, there are 12 working groups and around 30 expert committees that facilitate discussions on cross-border topics and initiate projects. One such group focuses on business and labour market policies, involving representatives from chambers, associations, and trade unions (Oberrheinkonferenz, 2024[35]). It aims to promote the integration of the common economic area and the cross-border labour market in the region. The group has four expert committees and one ad hoc working group, including those on VET and cross-border commuters.
Cross-border governance is further supported by four euroregions, known as Eurodistricts, including Eurodistrict Strasbourg-Ortenau, the Eurodistrict Region Freiburg/Centre et Sud Alsace, the Trinationaler Eurodistrict Basel (TEB) and the Eurodistrict PAMINA. A relatively new addition is the Franco-German Committee for Cross-border Cooperation (Auschuss für Grenzüberschreitende Zusammenarbeit/Le Comité de cooperation tarnsfrontalière) (Box 5.6).
The Franco-German Committee for Cross-border Cooperation (Auschuss für Grenzüberschreitende Zusammenarbeit/Le Comité de cooperation tarnsfrontalière) was established by the Treaty of Aachen of 22 January 2019. The committee aims to enhance decision-making for cross-border co-operation by involving key stakeholders at all federal and administrative levels on both sides of the border, including national ministries, regional and local authorities, parliaments, and cross-border entities such as Eurodistricts. Observers, including Switzerland and the Upper Rhine Conference, are also involved. The committee’s annual working programme sets the direction of its activities, including a list of cross-border obstacles it seeks to address. Each obstacle has a designated rapporteur.
Source: AGZ (2024[36]), Der Ausschuss – Auswärtiges Amt, Der Ausschuss - Auswärtiges Amt
Measures to share labour market information in the Upper Rhine
There are several mechanisms for co-ordinating employment and skills policies across borders in the Upper Rhine Region. The following section outlines key measures in three categories: information exchange, cross-border job placements, and obstacle-solving mechanisms.
A key objective of the EURES-T partnership is the exchange of information on job vacancies and jobseekers across borders. Similar to the Greater Region, the EURES-T partnership in the Upper Rhine Region facilitates information exchange through regular meetings between the partners. Joint activities, such as information sessions for jobseekers and employers, also raise awareness of cross-border work. Information on cross-border VET is shared, with job vacancies and jobseeker profiles typically exchanged directly between EURES advisers rather than through the EURES portal, which focuses on European mobility.
A notable feature of the EURES-T partnership is the Frontaliers web tool, which jobseekers can use to find detailed information on cross-border work (EURES-T Rhin Supérieur, n.d.[32]). The tool provides information on social security, taxation, labour, and unemployment benefits based on the user’s resident country and potential employer’s country. It is often used by jobseekers before meeting with a dedicated EURES adviser, helping them prepare for the meeting. At the macro-level, the Statistical Working Group of the Upper Rhine Conference provides stakeholders with data on the cross-border labour market situation (Box 5.7).
An important measure for facilitating data-sharing in the Upper Rhine Region is the Statistics Working Group of the Upper Rhine Conference. The group includes representatives from the statistical offices of the regions in the mandate area and is chaired by the State Statistical Office of Baden-Württemberg. It aims to establish a statistical basis for monitoring and analysing the cross-border region by providing and regularly updating public statistics. In 2022, the working group produced a comprehensive data collection, including up-to-date data on the cross-border labour market. A new INTERREG project aims to create a joint online statistical platform with harmonised cross-border data.
Source: Oberrheinkonferenz (2024[37]), Arbeitsgruppe Statistik, AG Statistik - Home
Measures to establish joint cross-border one-stop-shops
The concept of a cross-border job placement service first emerged in the Upper Rhine Region, with the Service for Cross-Border Job Placement Strasbourg – Ortenau established in 2013 in Kehl and located at the border with Strasbourg, France. Today, there are four cross-border job placement services in the region These one-stop-shops for job placement are connected to the EURES-T Upper Rhine and INFOBEST (see below). The services are provided through co-operation between the French and German PES an include group information and workshops, personal advice on employment opportunities in the border region, support for CV writing and individual support during the application process. For employers, services include targeted applicant searches and advice on the comparability of professional qualifications across the border (Bundesagentur für Arbeit, n.d.[38]). A key feature of the co-operation is shared access to PES case worker systems across the border. French and German counsellors can work with each other’s case worker systems to facilitate job placement and the exchange of information on the job offers and jobseekers. After years of co-operation, nearly 10 000 job seekers have been supported by the service (Stadtanzeiger Ortenau, 2023[39])
In addition to job placement services, INFOBEST acts as the first point of contact for all cross-border issues in the Upper Rhine Region. INFOBEST (INFOrmations- und BEratungsSTelle) includes four counselling centres across the region, offering free advice on topics such as social security, work, taxes, education, family benefits and relocation. INFOBEST also assists with administrative procedures in all three countries. Under the INFOBEST 4.0 project, citizens can receive multilingual support in preparing cross-border job applications. There are cross-referrals between advisers in the EUERES-T network, INFOBEST and cross-border job placement services. Originally started as an Interreg project in the 1990s, NFOCST now receives funding from 58 local authorities and other public sponsors.
Measures to coordinate employment and skills policies
As in the Greater Region, the Upper Rhine Region offers examples of cross-border apprenticeship programmes. Opportunities for cross-border apprenticeships vary across the region due to different agreements between the countries. While training is limited between France, Switzerland and Germany, France and Germany have made innovative co-operation possible through mutual agreements. The foundation for their activities is a 2013 framework agreement on cross-border apprenticeships, signed by 28 French and German partners (Région Alsace, 2013[40]). The EURES-T partnership provides cross-border apprenticeship offices, offering advice to students, companies, and educational institutions on entering training contracts, finds cross-border training opportunities, and helps with preparation for interviews. During cross-border training or dual study programmes, trainees are covered by social insurance in the country where the training company is located and receive the standard industry training allowance.
In 2023, the geographical reach of the apprenticeship programme expanded significantly. Initially limited to students within 30 kilometres of the French-German border, the programmes now include all students in France and Germany following a new agreement (Bundesministerium für Arbeit und Soziales, 2023[41]). However, no similar agreement exists with Switzerland, so cross-border apprenticeships are not available there.
A relatively new cross-border employment service is the sport event “From the stadium to the job (Du stade vers l‘emploi), first held in 2024. Targeting long-term unemployed individuals in the region the event provides an informal setting for jobseekers and employers to meet. Participants, dressed in sports attire, engage in shared sports activities, followed by a lunch. At the start, participants are unaware whether others are jobseekers or employers.
The Euregio Meuse-Rhine (EMR) has a population of around 4 million, spanning cities such as Liège (BE), Maastricht (NL), Heerlen (NL), Aachen (DE) and Hasselt (BE). It forms part of the larger Meuse-Rhine Region (see Chapter 4). The population of the EMR is comparable to that of the Greater Copenhagen Region, but EMR is a polycentric metropolitan area, meaning there is no dominant flow of frontier workers, with flows shifting over time. Currently, more cross-border workers are employed in the Netherlands, and cross-border workers are estimated at 30 000 to 40000 or 1.5–2% of the total population (Unfried, 2020[42]).
The cross-border area has a long-established governance structure but remains one of the most administrative and legally complex regions in the EU. It has three official languages (Dutch, French and German) and five partner regions with administrative and legislative powers: the Dutch Province of Limburg, the Belgian Provinces of Limburg and Liège, the German Speaking Community of Belgium and the German Region Aachen. The framework agreement on co-operation was signed in the 1970s, and since 1991, the EMR has had a legal basis under Dutch law. In 2019, it became a European Grouping of Territorial Cooperation (EGTC). The Assembly of the EGTC is the decision-making body, responsible for the budget, work programme and strategy of the EMR. In 2021, the EMR adopted its “EMR 2030” strategy, aiming to establish a 360-degree labour market in the region. The strategy focuses on expanding and aligning cross-border information points (GrenzInfoPunkte) and job placement services with local needs, deepening co-operation between regional expertise centres, enhancing the digitalisation of the labour market, securing structural funding and promoting cross-border labour market strategies (Euregio Meuse-Rhine, 2021[43]).
Flow of cross-border workers in the Euregio Meuse Rhine from the perspective of Southern Limburg
Source: Map produced by Welcome to Maastricht Region (2024[44]), About Us, About us.
Overview of the governance of employment policies in the Euregio Meuse-Rhine
The Euregio Meuse-Rhine comprises five partner regions, each with its own employment policy system. This section provides an overview of the main actors in these regions, highlighting the differences in the division of responsibilities between the Dutch, German, and Belgian systems. It complements the information in case study 1 on the Greater Region.
Labour market policies in the German district Aachen are defined by the government of Nord-Rhein Westphalia and overseen by the regional Ministry of Labour, Health and Social Affairs. While the regional government has no legal authority over employment services, it develops and finances regional and local employment programmes. The regional government also supports cross-border initiatives, including co-financing Interreg projects and cross-border information points. The local branch of the national PES (Arbeitsagentur Aachen-Düren) is another key stakeholder, working in partnership with the PES on the other side of the border. In the Belgian part of the EMR, three PES actors are involved: Le Forem in the Walloon region (Province of Liège), VDAB (Vlaamse Dienst voor Arbeidsbemiddeling en Beroepsopleiding) in the Flemish region (Province of Limburg), and Arbeitsamt in the German-Speaking Community. Table 5.9 provides an overview of these stakeholders.
Source: Fact-finding interviews with stakeholders in the region
In the Netherlands, labour market policy is largely centralised at the national level. The Dutch PES (Uitvoeringsinstituut Werknemersverzekeringen, UWV) is the main agency responsible for providing ALMPs. Municipalities have a decentralised role, focusing on social and employment support for those furthest from the labour market. Dutch provinces, including Limburg (a partner of Euregio Meuse-Rhine), have limited responsibilities for labour market and employment policies. Table 5.10 provides an overview of the main stakeholders in the public employment system in the Netherlands.
Source: Fact-finding interviews with stakeholders in the region
Stakeholders involved in cross-border employment policies in the Euregio Meuse-Rhine
The main stakeholders in in cross-border employment policies in EMR include regional ministries, the PES and, in some cases, municipalities. Municipalities, particularly on the Dutch and German sides of the region, play a key role in co-ordinating employment services across the border through the EMR co-operation structure. In Belgium, involvement is mainly at the regional level. All three countries’ PES are engaged in policy development and co-ordination, with the exception of the Walloon Le Forem, which has been less involved in recent years. An example of cooperation is the YouRegion project, which ran from 2018 to 2022, aimed at establishing cross-border information points, job placement, and services for expats (youRegion, 2024[45]).
The co-operation structure has changed recently with the end of the formal EURES-T Euregio Meuse-Rhine partnership. Until 2022, the region benefited from this formal co-operation, similar to structures in the Greater Region and the Upper Rhine Region, supported by additional EU funding from the Employment and Social Innovation Programme (EaSI) and later the European Social Fund (ESF+). This enabled the organisation of multiple events and information exchange sessions (Unfried and Mertens, 2023[46]). After the partnership ended in 2022, some activities were discontinued, but new resources have been established to support intensified co-operation, such as cross-border job placement services in Kerkrade/Herzogenrath (Germany) (2021) and Maastricht (the Netherlands) (2018) under the name grensarbeid/grenzarbeit (Grenzarbeit, n.d.[47]).
Today, more EURES personnel are available for cross-border job placement than before. The development of this intensified partnership was made possible by strategic decisions from the Dutch and German PES. Both chose to distinguish between EURES advisers dealing with transnational and cross-border work.
Measures to share labour market information in the Euregio Meuse-Rhine
Information sharing on jobseekers and job vacancies is facilitated by the shared office structure. A notable example is the office in Kerkrade/Herzogenrath, located at the border between the Netherlands and Germany. The building has both a Dutch and a German address, making it easier for PES on both sides to allocate staff and operate their individual data and case management systems simultaneously. While the systems are not yet integrated, the shared space allows advisers to work together and informally share relevant information on job vacancies and CVs in joint meetings (Unfried and Van Dijck, 2022[48]).
At the macro level, the EMR still faces challenges in cross-border data collection and sharing. Unlike the Greater and Upper Rhine regions, the EMR lacks a well-developed structure for sharing macro-level labour market data. However, as part of two Interreg projects, the Dutch Statistical Office (Centraal Bureau voor de Statistiek; CBS) piloted ‘Grensdata’ – a cross-border data portal between the Netherlands, Germany (North Rhine-Westphalia and Lower Saxony) and Belgium. The portal includes statistics on work, business, demographics, population, economy and cross-border commuting, with national, regional and local data. Following the project’s duration, the CBS received funding from the Dutch Ministry of Interior to further update and expand the portal. The project aims to integrate the current cross-border data into Dutch regional monitors (CBS, n.d.[49]).
Measures to establish joint cross-border one-stop-shops for cross-border job-placement
The cross-border job placement services in EMR are joint offices where EURES advisers from the Dutch, Flemish and German PES collaborate. These services build on existing EURES activities inspired by the Upper Rhine Region and have been expanded to meet the specific needs of the region. Municipalities in the Netherlands also participate in this co-operation, despite not being official EURES partners. In Maastricht, the municipal partners are Podium 24 (on behalf of Maastricht) andWSP Westelijke Mijnstreek (representing municipalities around Sittard-Geleen). In Kerkrade/Herzogenrath, the municipal partners are the municipality of Kerkrade, Podium24, WSP Parkstad (co-operation of municipalities around Heerlen) and WSP Westelijke Mijnstreek. The strong integration of the municipalities is a unique feature of the region and is seen as an added value by consulted stakeholders.
A key element of job placement services is the close co-operation with the cross-border information points in Maastricht and Aachen-Eurode. These points are closely linked to job placement services, with regular referrals between the two types of organisations. In Kerkrade, the cross-border information point shares an office with the job placement service, and in Maastricht, both are hosted by the municipality. This ensures that practical job placement services are supported by up-to-date information, such as social security and taxation legislation. Co-operation details and funding arrangements are outlined in agreements between the partner organisations, specifying objectives, working methods, and financial aspects.
Measures to coordinate employment and skills policies
In EMR, agreements to facilitate cross-border Vet programmes exist, for example, between the German side of the border and the German-speaking Community and between the German and Dutch sides. However, most regional programmes are ad hoc and not as institutionalised as in other regions. One example is the Butcher Diploma at the Centre for Initial and Further Training in Small and Medium-Sized Enterprises in the German-speaking Community in Belgium, which allows students to complete their training in Belgium alongside students from German-speaking countries. The diploma is recognised in both Germany and Belgium. Another example is the option for German students to sign a contract with a Dutch company as part of their dual education while attending vocational training in Germany.
Stakeholders in the EMR also have access to the Learning Euregion (Lerende Euregio) tool, which provides authorised descriptions of key professions in the cross-border labour market. Developed through an Interreg project in the Rhine-Wall Euregio, this tool helps employers translate diplomas and professional qualifications across the border (Lernende Euregio, n.d.[50]). The descriptions compare Dutch and German qualifications for specific professions, highlighting differences even when job titles are similar. This helps employers assess whether candidates have the required skills for their vacancies.
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