Tag: Future of work Netherlands

Market Updates

Job Sector Gaps – Netherlands (2026)

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The Netherlands is facing clear, growing pressure in its labour market. As in other advanced economies, roles in tech, health, skilled trades, and education are in high demand now—and demand for higher skills is trending upward. For employers and migrants alike, this means opportunity, but also a need to adapt.

Current Skill Shortages

  • Healthcare & Nursing – Shortages of nurses and other health staff are pressing. The ageing population, rising demand for advanced care, and high expectations are straining supply. Hospitals and eldercare services especially report difficulty recruiting enough qualified personnel.
  • Information Technology & Digital Skills – Roles in software development, cybersecurity, and data analytics are lacking enough qualified candidates. Companies report long hiring cycles and competition for high-skill tech talent.
  • Construction, Engineering & Trades – Electricians, installers, fitters and other skilled tradespeople are in short supply. Labour force participation is high, but many of these roles need more workers than available.
  • Education – Teachers—especially in STEM subjects—and educators able to teach emerging technical/digital curricula are also in demand.

Reports show that these shortages are acute among low- and medium-skill workers, but even high-skill professional roles face pressure from retirements and rising demand.

Long-Term Trends: Higher Skills Over Time

Indicators show a consistent move toward higher skill expectations:

  • Forecasts to 2035 – The supply of low- and medium-skilled workers will fall short of demand, while high-skill roles (professionals) are expected to broadly balance, with shortages in specific technical areas.
  • Digital & Tech Emphasis – Growth in AI, digital security, and data science means more demand for highly specialised tech talent.
  • Rising Salary Thresholds – From Jan 2025, minimum salary levels for highly-skilled migrant permits are increasing, aligning closer with national averages. This signals that the Netherlands wants workers who bring clear added value.
  • STEM Attraction – Projects like STEMTALENT4NL are designed to retain and attract high-skill STEM graduates, showing the long-term trend of prioritising advanced expertise.

Overall, the Netherlands is not just seeking “more workers,” but more skilled workers.

Exceptional People: Nick’s Story

Exceptional individuals often create their own paths. One example is Nick, a nanoscale specialist who became indispensable to multiple chip manufacturers in the Netherlands.

Nick’s craft was maintaining and repairing the ultra-precise machines that make computer chips—equipment operating at such a fine scale that instruments cannot always measure the work directly. As experts note, semiconductor fabrication requires control at the nanometre scale, where direct measurement is often impossible and theoretical models must bridge the gap.

For years, when chief maintenance managers at eight different manufacturers faced problems beyond their reach, Nick was the one they called. His job was to fly in, diagnose faults invisible to standard instruments, and carry out the delicate adjustments needed to bring production back online.

This rare combination of hands-on fixes, theoretical knowledge, and reputation meant Nick was hired not because of a shortage list, but because companies recognised his impact. His story shows how exceptional people are always easier to employ—every company wants to be exceptional too.

Employer Perspectives

  • Employers increasingly report challenges in hiring both in volume and quality: it’s not just about people, but about finding workers with the right skills.
  • Wage pressure is rising in tight sectors (healthcare, trades, digital), prompting employers to raise offers, improve benefits, or allow more flexible work.
  • Companies are investing in reskilling and partnerships with education providers, building pipelines instead of waiting for fully qualified candidates.

Migrant Perspectives

  • Migrants with specialised skills in STEM, health, engineering, or IT find stronger opportunities.
  • Salary threshold changes show the Netherlands wants candidates who bring measurable value.
  • Even outside shortage lists, high performers with unique expertise can often carve their own paths—Nick’s story proves this.

Conclusion

The Netherlands, like New Zealand and Australia, is steadily moving toward higher skills, more technical specialisation, and raised standards for entry.

For employers, this means hiring strategies must consider both today’s vacancies and tomorrow’s technology shifts, while competing with more than just salary. For migrants, the message is clear: specialise, show value, and build reputation. Exceptional people will continue to find opportunity, even in niches no policy has named.

Sources & Further Reading