What do the latest figures reveal about the talent needs of Luxembourg-based companies?
– “Skills requirements are changing on a whole new scale. By 2040, around 335,000 new recruits will be needed in Luxembourg, taking into account both new jobs to be created and retirees to be replaced – representing nearly 63% of the current workforce.”
Such a volume cannot be met by the local labour pool alone, nor by the Greater Region’s traditional model. Cross-border employment remains a key driver, but The number of Belgian and German cross-border workers has fallen. Against this backdrop, it is becoming necessary to make full use of the skills available within the region, whilst broadening the scope of the talent pool.
This reality is borne out more broadly on the ground. According to the Chamber of Commerce’s Economic Barometer for the first half of 2026, 91% of businesses have needed to recruit over the past two years; of these, 90% have encountered difficulties. These difficulties are mainly linked to the mismatch between the skills available and the needs of businesses.
Of the companies that needed to recruit, 50% had to extend their search beyond the Greater Region.
How can we bridge this gap between the skills on offer and the needs of businesses?
“The challenge is to better develop, channel and harness the skills already present in Luxembourg.”
The country has a substantial pool of talent: current employees, people undergoing retraining, jobseekers and recent graduates entering the labour market. However, these skills must be able to evolve in line with the needs of businesses, which are changing rapidly.
These developments are driven by technological, regulatory, environmental and organisational changes, which are fundamentally altering the nature of jobs and the skills required. Against this backdrop, the ongoing adaptation of skills is becoming a key challenge.
This is where continuing professional development plays a key role. Upskilling and reskilling help to support career transitions, adapt skills to changes in the workplace, and strengthen both individuals’ employability and companies’ capacity for transformation.
However, providing more training and better channelling the available skills will not meet all future needs. Whilst this is a key lever, it must form part of a broader strategy combining skills development, attracting international talent and retaining staff.
How can we make Luxembourg an attractive destination where talented people also choose to stay?
“International appeal can only be fully realised if it is accompanied by a genuine integration process. Recruiting someone from abroad also means welcoming a life plan that goes beyond the professional sphere.”
Luxembourg remains an attractive destination, with a net migration figure of 7,844 people. However, it also experiences a high turnover of residents. This means that the challenge is not simply to attract talent, but to enable them to put down roots in the country for the long term.
The Talent Desk at the Chamber of Commerce is part of this approach, offering structured and coordinated support both to companies in their international recruitment processes and to international talent and their families, with a view to facilitating their settlement and integration in Luxembourg.
“In conjunction with Work in Luxembourg and the Spouse Programme, the aim is to contribute to a comprehensive approach: attracting, integrating and developing talent, so as to ensure a sustainable supply of the skills required by the Luxembourg economy.”
Sources cited: IGSS projections; Economic Barometer 06/2026, Chamber of Commerce; demographic data from Statec/National Register of Natural Persons, based on the information provided.
This article was originally written in , then translated and edited into English for the Paperjam website.