Health and social care is one of the EU sectors with the most significant structural labour shortages, a recent Eurofound report 'Measures to tackle labour shortages: lessons for future policy ' suggests. Existing workforce pressures resulting from ageing populations worsened during the COVID-19 pandemic, according to the report, and have led to pressure for improved pay and working conditions.

We consider how healthcare organisations in a variety of EU Member States have tackled skills shortages in this sector. The highest vacancy rates are in Austria, Germany, the Netherlands and Sweden. In Bulgaria, Romania and Spain, vacancy rates are above the national average for all sectors.

Raise wages

• Romania: brought forward pay rises. In 2018, the Romanian government increased doctor and nurse wages to the amount previously anticipated for 2022. That meant doctors' net wages grew by 131% and nurses' wages by 65% in a year. As a result of this, and of an expansion in hospital residency places, the number of doctors working in the Romanian public sector grew and the proportion of doctors planning to work elsewhere in Europe fell from 69% to 24%. However, workload and social issues remained a factor for doctors who did plan to move - and pay for nurses.
• Latvia: payments to take on regional medical jobs. One-time incentives worth five months salary - plus extra payments for family members and, in some cases, municipal housing support - were offered to specialist staff who took jobs outside the Latvian capital of Riga for at least five years. The Ministry of Health scheme attracted 1 151 medical practitioners and 184 emergency medical staff to rural roles - both below target. While the incentives helped, a high level of bureaucracy and poor regional services, including education, made the offer less attractive.

Improve working conditions

• Germany: boosted conditions and pay. The Konzertierte Aktion Pflege (KAP - Concerted Action on Care) scheme run by government ministries and stakeholders between 2019 and 2023 aimed to recruit and retain care staff by improving wage and working conditions, including having consistently more staff in care settings and a focus on training and qualifications. In geriatric care, wages grew by an average of 15% between 2017 and 2020, and tens of thousands of new posts were created for skilled workers and assistants, supported by funding for childcare and elderly care. Employers are supported to recruit refugee and migrant staff through the Skilled Workers Immigration Act. However, shortages remain, and in 2021 it took an estimated average of 195 days to fill a care vacancy. The Federal Ministry of Labour estimates there will be 120 000 workers to fill 150 000 posts between 2020 and 2025.

Use existing labour more effectively

• Spain: support for doctors with health problems. The Integrated Healthcare programme for Sick Doctors (PAIME) offers confidential support to doctors with health and mental health issues. Medical, social, legal and other support services are offered to staff, with some able to continue to work throughout. Data suggests 80% of participants return to work afterwards. More than 5 000 have stayed in work since the service - designed for medical professionals, delivered by their associations - was founded in 1998. Preventative self-care information has been offered since 2018.
• Austria: encourage retraining in shortage occupations. FKS provides training to the unemployed, self-employed, and other workers, and offers an allowance to cover living expenses during up to three years of training.
• Sweden: integrate migrants into the workforce. A Fast Track scheme run by the government and social partners sped up the accreditation of qualifications for new migrants. Training was available in the Swedish language, healthcare system and to fill skills gaps.

For more information, read the full report ' Measures to tackle labour shortages: lessons for future policy '.

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Measures to tackle labour shortages: lessons for future policy

Labour shortages and surpluses in Europe

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