Europe is aging and demand for care services is growing faster than the number of available workers. Employers are increasingly turning to workers from abroad, but the key will be to maintain quality and fair conditions. Experts warn that without a clear strategy and a balance of priorities, the system will not be able to keep up with society’s needs.
Demographics are driving demand, the workforce can’t keep up
Projections to 2040 point to a significant increase in the number of seniors, especially those over 80, which will bring a sharp increase in the need for long-term care. At the same time, only about 6 % growth of the workforce in this sector is expected, creating tension between demand and supply. It is no surprise that providers are seeking additional staff in other EU countries and beyond.
The care sector already employs a higher share of foreign workers than the European average, estimated at around 14 %, and this share continues to grow. The number of workers from non-EU countries is also rising, which underscores the need for clear rules and protection of rights. The European Labour Authority points out that its role is mainly to enforce rules for mobile workers and to support public employment services, for example through the EURES network.
The “quadrilemma” of care: quality, accessibility, conditions and financing
Labour market research shows that the sector’s stability rests on four pillars: the quality of the service, its accessibility, the quality of working conditions, and sustainable financing. The aim is not to trade one off against another, but to keep all in balance. Also crucial is societal recognition of care, which is often seen as a “labor of love,” yet often without corresponding status and pay.
Europe will need roughly one-third more care workers over the next decade, so it is necessary not only to attract but also to retain people in the field. Workers emphasize three areas: a manageable client-to-staff ratio, decent wages and real career progression, and occupational health and safety. According to experience from other countries, collective agreements also include concrete measures, for example procedures for dealing with client aggression and access to appropriate work equipment.
Migration yes, exploitation no: why enforcement is crucial
Growing reliance on foreign workers also brings risks, especially when people do not know their rights or are afraid to seek help. Experts describe recurring problems: bogus self-employment instead of an employment contract, unrecorded or falsified working time records, and illegal employment. The consequences include missing social contributions, insecure pensions, or limited access to healthcare in the country of employment.
Particularly sensitive is the role of intermediaries in cross-border recruitment, where complex schemes for shifting responsibility between countries appear. The European Labour Authority therefore cooperates with national inspectorates and social insurance institutions to uncover and address these practices. As demand for care rises, the importance of informing workers, fair rules, and rigorous oversight of compliance will also grow.
