According to data published on July 14, 2026, by Euronews, non-EU citizens face significant difficulties in finding stable, long-term employment within the European Union. Eurostat statistics from the past decade show that among third-country nationals aged 20 to 64, the share of workers on temporary contracts and in part-time positions remains the highest compared to both native-born residents and citizens of other EU member states.
Structural Barriers as the Primary Cause
Experts link this trend to a complex set of obstacles that migrants encounter during the hiring process. Johanna Hofman, Director of Research and Evaluation for employment, social protection, and skills at Ipsos, notes that third-country nationals frequently deal with:
- language barriers;
- the non-recognition of foreign qualifications and diplomas;
- a lack of professional networks and useful contacts;
- direct or indirect discrimination during recruitment;
- restrictions dictated by their migration or visa status.
Consequently, newcomers to the labor market are often forced to accept more precarious forms of employment. Although some migrants deliberately choose seasonal or short-term work—for instance, when planning to return home or based on personal preferences—experts emphasize that structural barriers are the key factor explaining the statistical gap.
Gender Gaps and Sectoral Specifics
The report highlights a pronounced gender imbalance: across all citizenship groups, women are more likely than men to work on temporary contracts and part-time schedules. This discrepancy is most noticeable in Italy, Spain, and Portugal.
The causes of this phenomenon are both social and economic in nature. Women are still more likely to balance paid work with unpaid care for children or other family members, forcing them to seek more flexible employment formats. Furthermore, they are disproportionately represented in sectors such as healthcare, social care, education, and hospitality, where temporary contracts are common industry practice.
Regional Variations Across the EU
Eurostat data reveals significant differences between member states:
- Temporary Employment: Between 2015 and 2025, the highest rates of non-EU workers on temporary contracts were recorded in Cyprus, the Netherlands, and Poland (exceeding 40%).
- Part-time Employment: In 2025, approximately 22% of third-country nationals worked part-time, compared to 17% of native citizens and 20% of EU citizens working in another member state. The largest gap in these figures between different groups was observed in the Netherlands, followed by Finland and France.
Self-Employment: Resource Access and Administrative Hurdles
Self-employment rates also show a clear hierarchy. In 2025, it was highest among native EU citizens (13.5%), followed by EU citizens working in other member states (10.9%), and third-country nationals (10.1%).
Experts attribute this to local residents having a better grasp of legal, tax, and regulatory frameworks, as well as greater access to capital and professional networks. In addition, third-country nationals often encounter legal or visa-related obstacles that make entrepreneurship less accessible. Greece and Italy recorded the highest self-employment rates among locals, while Croatia and Portugal saw the highest figures for EU citizens working abroad. Across all categories, the proportion of self-employed men remains consistently higher than that of women.
Positive Integration Trends
Despite the persistent gap, the report identifies an encouraging trend: the share of third-country nationals in temporary or part-time work has steadily declined in recent years, reaching a decade-low in 2025. This may indicate a gradual, albeit slow, improvement in integration processes and the adaptation of migration and labor policies within EU countries.
Conclusion
Integrating migrants into the EU labor market remains a complex and multifaceted challenge. Closing the employment quality gap between local residents and third-country nationals will require not only time but also targeted national policies: simplifying the recognition of qualifications, addressing recruitment discrimination, and ensuring equal access to financial and informational resources for entrepreneurs.
