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Agriculture is a vital sector in the countries of the European Union (EU), contributing significantly to food production, employment, and rural development. The agricultural industry relies on a diverse workforce to meet the demands of its seasonal and year-round activities. In recent years, migration has played a crucial role in providing the necessary labour force in many EU countries, including both nationals and foreign workers.
Across the EU, the agricultural sector has witnessed the participation of migrant workers who contribute their skills and efforts to farming activities. The EU member states have experienced varying degrees of agricultural labour migration, with different countries attracting migrants to their rural areas. This migration phenomenon presents an opportunity to address labour shortages and promote the economic sustainability of rural communities.
However, the integration of migrant workers into the agricultural sector presents unique challenges and complexities for both migrants and farmers. Migrant workers often face various difficulties and barriers in their socio-occupational integration, while farmers encounter labour shortages and struggles in managing multicultural teams effectively. These challenges must be addressed to ensure the harmonious coexistence and productivity of the agricultural sector.
Migrant workers in the agricultural sector often encounter precarious employment conditions, limited access to labour and social rights, and language barriers. These factors hinder their integration into the local communities and can result in socio-economic inequalities. Moreover, migrant workers may possess valuable skills and knowledge from their countries of origin that could contribute to the agricultural sector’s development, but the lack of recognition of their qualifications and limited opportunities for skills development can hinder their professional advancement.
On the other hand, farmers face difficulties in finding an adequate labour force, particularly during peak seasons, due to the lack of interest among national workers in agricultural work. The mismatch between labour supply and demand in the agricultural sector poses economic challenges and affects the sustainability of farming activities. Moreover, managing multicultural teams requires farmers to develop intercultural communication skills, adapt to different work styles and cultural norms, and address potential conflicts arising from cultural differences.
These challenges necessitate the implementation of comprehensive training programs and support mechanisms for both migrant workers and farmers. Migrant workers require training in language skills, intercultural communication, and knowledge of local labour regulations to enhance their employability, access to rights, and social integration. Simultaneously, farmers need training in leadership, intercultural management, conflict resolution, and labour regulations to effectively manage multicultural teams and create inclusive work environments.
By addressing these challenges and providing appropriate training, the agricultural sector can benefit from the diverse skills, perspectives, and cultural richness that migrant workers bring. Enhancing the integration of migrant workers and improving the capacity of farmers to manage multicultural teams can lead to improved productivity, competitiveness, and social cohesion in rural communities.
The establishment of multicultural agricultural teams brings numerous advantages, including the enrichment of perspectives, skills, and knowledge exchange. By effectively managing and integrating multicultural teams, agricultural enterprises can enhance their efficiency, productivity, and competitiveness in the globalized market. However, the successful management of multicultural teams requires specialized knowledge, intercultural communication skills, and a commitment to fostering an inclusive work environment.
This report aims to explore the situation of agriculture in the EU countries, the significance of migration in meeting labour demands, and the potential benefits of attracting migrant workers to rural areas for agricultural activities. It will also assess the challenges and difficulties faced by both migrants and farmers in the agricultural sector. Additionally, the report will provide insights and recommendations on training needs, support mechanisms, and best practices to address these challenges and promote the successful integration and socio-occupational development of migrant workers in the agricultural sector of the EU countries.
1. Number of farms: In 2020, there were 9.1 million farms in the EU. Romania had the largest number of farms (2.9 million), followed by Poland (1.3 million), Italy (1.1 million) and Spain (0.9 million).
2. Large majority of farms are family farms: 94.8% of farms in the EU are classified as family farms, where at least 50% of the farm labour force is made up of family members. France and Estonia had a significant proportion of non-family farms.
3. Farm size: Almost two-thirds of farms in the EU were less than 5 hectares in 2020. Farms of 50 hectares or more accounted for 7.5% of farms but worked 68.2% of the utilised agricultural area in the EU. In Romania, most farms were small, while Luxembourg, France and Finland had more large farms.
4. Categorisation of farms: Three main groups of farms were identified in the EU: (i) subsistence farms, which focus on food production for own consumption, (ii) small and medium-sized farms, usually run by families, and (iii) large agricultural enterprises, which are usually in a legal form or cooperatives.
5. Specialisation in agricultural activities: About 58.3% of farms in the EU specialised in crops, with field crops and permanent crops being the most common. About 21.6% of farms specialised in animal production and products. Mixed farms accounted for the remaining 19.3%.
6. Agricultural area managed by farms: Farms in the EU managed 38.4% of the total land area, including agricultural areas, wooded areas and other areas not used for agriculture. Countries such as Ireland, Romania, Hungary and the Netherlands had a large proportion of their total area used as agricultural land.
In Greece, 74% of farms were small, with less than 5 hectares. Most farms specialised in crops, especially olive and grape production. Greece has an important tradition of family farming, with active participation of family members in the agricultural labour force.
In Italy, 73.4% of farms were small, with less than 5 hectares. Farms in Italy are diverse and specialise in a wide range of crops, such as olives, grapes, wheat, maize, fruits and vegetables. Italy is also known for its production of dairy products and meat.
In Spain, 64% of farms were small, with less than 5 hectares. Agriculture in Spain is varied, and a wide range of crops are produced, including olives, cereals, fruits (such as oranges and strawberries) and vegetables. Spain is also a leader in olive oil production and has an important livestock industry, especially in pig and cattle breeding.
In Austria, most farms were of medium and large size, with 30.9% of farms of 50 hectares or more. Austrian agriculture is characterised by the production of cereals, potatoes, fruit, vegetables, meat and dairy products. Livestock farming, in particular dairy cattle breeding, plays an important role in Austrian agriculture.
In France, 42.3% of farms were non-family farms, meaning that they were not mainly dependent on family labour. France has a mix of small and large farms. French agriculture specialises in a wide range of crops and products, including wheat, maize, fruit, vegetables, wine, dairy products and meat. In addition, France has a strong tradition of producing high quality foods, such as cheese and wine.
The labour market situation in the EU agricultural sector has undergone significant changes in recent years, both in terms of employment and the quality of employment.
In terms of employment, a general decline has been observed due to mechanisation of tasks, specialisation of production, consolidation of land ownership and global competition. According to Eurostat data, employment in the agricultural sector in the EU-27 decreased from around 10.6 million people in 2000 to around 8.3 million people in 2018.
The quality of employment in the EU agricultural sector also presents significant challenges. Precarious working conditions, low wages, temporary contracts and high seasonality persist, affecting the employment and economic stability of agricultural workers. In addition, there is a significant gender gap, with women occupying mostly precarious and lower paid jobs in the agricultural sector.
Labour shortages are another prominent problem in the EU agricultural sector, as they can limit the ability of farmers to carry out necessary tasks in the field, affecting the production and profitability of farms. This has been observed in several EU member states, where a lack of farm workers has led to difficulties in completing farm work in a timely manner.
To address these challenges, several solutions have been proposed at EU level:
The agricultural labour market situation in Europe varies from country to country and presents different challenges and characteristics. Key aspects related to the agricultural labour market in the consortium countries (Spain, Greece, Italy, France, and Austria) are summarised below:
In general, there has been a decline in employment in the agricultural sector in Europe due to mechanisation, specialisation of production and global competition. Some countries have experienced a larger decline in agricultural employment, while others have managed to maintain a more stable employment base.
The quality of agricultural employment varies, but in many cases remains precarious, with low wages, temporary contracts and high seasonality. There is a significant gender gap, with women often occupying more precarious and lower paid jobs.
Agricultural labour shortages are a common challenge in several countries in Europe. Farmers have had difficulty finding suitable workers to perform agricultural tasks, which has affected farm productivity and profitability.
Countries have implemented various measures to address labour shortages, such as automating tasks, recruiting foreign workers and improving working conditions. Some countries have encouraged labour mobility within the EU, allowing farm workers to move to regions where there is demand for agricultural labour.
Each country has its own agricultural structure and specific approaches to addressing labour market challenges. Some countries have a higher concentration of large farms, while others have a significant proportion of small and medium-sized farms. The diversity of crops and agricultural products in each country also influences the demand for labour and the solutions adopted.
Agriculture in the European Union (EU) faces a number of challenges from multiple perspectives. Some of the main challenges facing agriculture in the EU from economic, financial, sustainability, social and employment perspectives:
The challenges facing the agricultural sector in France, Spain, Greece, Italy and Austria cover various perspectives:
Improving the economic viability of farms, encouraging income diversification, promoting innovation and improving the marketing of agricultural products.
Accessing adequate finance, managing risks and optimising investment in technology and infrastructure improvements.
Adopt sustainable agricultural practices, reduce the use of pesticides and fertilisers, and protect natural resources and the environment.
Improve working conditions, attract young people into agriculture, promote gender equality and address rural depopulation.
Adopt advanced technologies, such as precision agriculture, automation and digitalisation, to increase efficiency and productivity.
Promote agricultural education and training, encourage the transfer of technical and scientific knowledge, and provide agricultural education from an early age.
Improve competitiveness, diversify markets, strengthen the position of farmers in the food supply chain and promote the quality and authenticity of agricultural products.
Source: European Commission, Joint Research Centre, Atlas of migration 2020 – , Publications Office, 2020.
In terms of previous citizenship, the largest groups in 2021 were Moroccans (86.100 persons, or around 10.4 % of all acquisitions of citizenship), Syrians (83.500, or 10.1 %), Albanians (32.300, or 3.9 %), Romanians (28.600, or 3.5 %) and Turks (25.700, or 3.1 %). Turks have replaced Brazilians among the top five citizenships of origin.
The key EU Member States granting citizenship to each of the top 5 nationalities are, respectively (see also Table 3):
| Previous EU citizens of | (1000) | (%) |
|---|---|---|
|
Romania |
0.3 |
18.0 |
|
Germany |
0.3 |
15.6 |
|
Hungary |
0.3 |
14.8 |
|
Croatia |
0.2 |
9.9 |
|
Slovakia |
0.1 |
8.3 |
|
Other |
0.6 |
33.3 |
| Previous non-EU citizens of | (1000) | (%) |
|---|---|---|
|
Israel |
2.6 |
18.1 |
|
United States |
1.7 |
11.4 |
|
United Kingdom |
1.2 |
8.2 |
|
Türkiye |
1.1 |
7.6 |
|
Bosnia and Herzegovina |
0.9 |
6.3 |
|
Other |
7.0 |
48.3 |
| Previous EU citizens of | (1000) | (%) |
|---|---|---|
|
Romania |
0.2 |
32.4 |
|
Bulgaria |
0.2 |
26.8 |
|
Poland |
0.1 |
12.0 |
|
Cyprus |
0.1 |
8.9 |
|
Italy |
0.0 |
4.0 |
|
Other |
0.1 |
16.0 |
| Previous non-EU citizens of | (1000) | (%) |
|---|---|---|
|
Albania |
7.7 |
81.8 |
|
United Kingdom |
0.3 |
2.8 |
|
Russia |
0.2 |
2.1 |
|
Ukraine |
0.2 |
1.9 |
|
India |
0.1 |
1.4 |
|
Other |
1.0 |
10.1 |
| Previous EU citizens of | (1000) | (%) |
|---|---|---|
|
Romania |
3.0 |
52.8 |
|
Italy |
0.8 |
14.2 |
|
Bulgaria |
0.8 |
13.2 |
|
Portugal |
0.4 |
7.0 |
|
Poland |
0.3 |
6.0 |
|
Other |
0.4 |
6.8 |
| Previous non-EU citizens of | (1000) | (%) |
|---|---|---|
|
Morocco |
42.0 |
31.5 |
|
Colombia |
8.3 |
6.3 |
|
Ecuador |
8.3 |
6.3 |
|
Bolivia |
8.3 |
6.2 |
|
Dominican Republic |
6.8 |
5.1 |
|
Other |
59.4 |
44.6 |
| Previous EU citizens of | (1000) | (%) |
|---|---|---|
|
United Kingdom |
3.7 |
28.1 |
|
Romania |
2.6 |
19.8 |
|
Portugal |
1.7 |
12.9 |
|
Italy |
1.6 |
12.2 |
|
Poland |
0.8 |
6.4 |
|
Other |
2.7 |
20.6 |
| Previous non-EU citizens of | (1000) | (%) |
|---|---|---|
|
Morocco |
18.9 |
15.2 |
|
Algeria |
15.2 |
12.3 |
|
Tunisia |
8.7 |
7.0 |
|
Türkiye |
5.5 |
4.5 |
|
Congo |
4.3 |
3.4 |
|
Other |
71.6 |
57.6 |
| Previous EU citizens of | (1000) | (%) |
|---|---|---|
|
Romania |
9.4 |
78.5 |
|
Poland |
0.7 |
6.0 |
|
Bulgaria |
0.5 |
4.3 |
|
Croatia |
0.3 |
2.1 |
|
Germany |
0.2 |
1.6 |
|
Other |
0.9 |
7.4 |
| Previous non-EU citizens of | (1000) | (%) |
|---|---|---|
|
Albania |
22.5 |
20.3 |
|
Morocco |
16.6 |
15.0 |
|
Brazil |
5.5 |
4.9 |
|
Bangladesh |
5.1 |
4.6 |
|
India |
4.5 |
4.0 |
|
Other |
56.7 |
51.2 |
The profile of third-country migrants coming to Europe can vary widely, and it is important to bear in mind that there are differences between receiving countries and country-specific migration policies. However, some general characteristics are presented below:
At the European level, immigration plays a significant role in the agricultural sector. Migrant workers contribute to the development and progress of agriculture, especially in performing seasonal tasks and filling employment demands that are not met by nationals. However, their employment situation can be precarious, and they face challenges related to education, integration, discrimination and representation.
Across the European Union, there is a trend of higher labour force participation rates for nationals of other EU Member States compared to nationals and third country nationals. This is reflected in most member countries, where citizens from other EU Member States have higher activity rates in agriculture and other sectors.
The need for migrant labour in European agriculture is highlighted, especially in the harvesting seasons and in seasonal crops. This demand is partly due to the lack of national workers willing to perform these tasks, as well as the difficulty of planning farm management due to unpredictable factors such as the weather and the seasonal nature of agricultural seasons.
In addition, the importance of training and socio-occupational and cultural integration of migrant workers in the agricultural sector is recognised. The effective inclusion of migrants in the labour market is crucial for their integration into host societies and their positive impact on the economy. It is essential to take full advantage of their skills and economic potential.
Overall, there is a clear need to address the challenges faced by migrant workers in agriculture, such as improving working conditions, protecting their rights, combating exploitation and discrimination, and promoting their socio-economic and cultural integration in host communities. It also highlights the importance of policies that promote the training and skills development of migrant workers in the agricultural sector, as well as the creation of legal and safe pathways for labour migration in this field.
In addition to the above-mentioned aspects, it is important to bear in mind that immigration in the European agricultural sector is closely linked to the need to fill job vacancies and address labour shortages in specific geographical areas and sectors. Migrant workers play a key role in securing food production and supply in Europe.
However, the challenges and issues faced by migrant workers in the agricultural sector need to be addressed. These challenges include lack of labour protection, exploitation, precarious working conditions, lack of access to basic services and discrimination. It is essential to implement policies and protection mechanisms that guarantee the labour rights of migrant workers, promoting a fair and safe working environment.
In the context of the European Union, there is a need to strengthen cooperation among member countries to effectively address migration-related problems in the agricultural sector. This implies the harmonisation of labour regulations, the creation of training and skills development programmes for migrant workers, as well as the promotion of social and cultural integration initiatives.
In addition, it is essential to encourage diversification of employment sources in rural and agricultural areas, seeking economic alternatives and sustainable employment opportunities that reduce dependence on migrant labour alone. This can be achieved through investments in agricultural technology, the promotion of local production and the promotion of more sustainable and diversified agricultural models.
In Spain, migrant workers play an important role in the agricultural sector. Although their profile tends to be low-skilled, they occupy important jobs in the sector and contribute to its development. There is a demand for employment in the Spanish countryside that is not met by national job seekers, leading to the recruitment of foreign labour. Occasional labour is required for agricultural campaigns, and on many occasions, migrant workers are the only solution to meet this demand.
In Greece, both native-born and foreign-born people play a role in the agricultural sector. It is estimated that between 11.6 and 14.2 per cent of people employed in the agricultural sector have a migration background. In addition, residence permits are issued to agricultural workers mainly from Albania, Romania, Balkan countries, Bangladesh and Egypt. These workers are mainly employed for the growing season and are often dependent on the social security system of the country of origin.
In Italy, agriculture relies heavily on migrant workers. It is estimated that between 450,000 and 500,000 migrants work in the agricultural sector, and it is estimated that 40 per cent of them are irregular workers. Migrant workers perform a variety of functions, from pruning orchards to harvesting fruits, olives, grapes and vegetables. However, many of these workers suffer from precarious working conditions and exploitation, especially those employed through illegal intermediaries.
In France, agriculture employs a large number of workers, and the sector relies heavily on migrant labour. The number of foreign agricultural workers in France is estimated at between 300,000 and 400,000. Migrant workers play an essential role in the harvesting of seasonal crops, and during the COVID-19 pandemic, their importance became even more evident when mobility restrictions limited the availability of workers from other countries.
In Austria, agriculture also relies on migrant workers, especially in the harvesting of seasonal crops. However, the economic and social position of migrant workers in Austrian agriculture can be complex. They face challenges related to education, visibility, integration, discrimination and representation. Many migrant workers may lack formal education or qualifications, which limits their opportunities for advancement and better paid jobs. In addition, they may face language and cultural barriers that hinder their integration into Austrian society.
The idealisation of the rural environment overlooks the existence not only of situations of social exclusion, but also of certain rural territorial attributes that generate these situations of exclusion, such as the negative evolution in the supply of services to the population, the geographical isolation, the lack of meeting places and social life, the deterioration and scarcity of the housing stock, the spatial-temporal limitations of public transport, etc.
Not all rural areas are exposed to these problems in the same way, nor do they have the same capacities or resources to overcome the negative consequences. But in the rural environment, whatever it may be, there are deficiencies and problems that lead to social exclusion, in such a way that their impact is stronger and gives rise to more serious and complex situations than in areas with more resources (such as urban areas).
The deterioration of the labour and consumer markets in rural areas has led to an increase in poverty rates, as well as a reduction in job opportunities. The few jobs that were available were characterised by their marked precariousness due to their link to low-value sectors (such as agriculture and/or livestock, construction, transport, tourism, etc.), the small size of enterprises (often family-based), and difficulties in accessing information.
This situation has led to the migration of skilled human resources towards urban labour markets, with more opportunities, and thus to the loss of population in rural areas and the impoverishment of their attractiveness for the development of both new productive investments and services and infrastructures of all kinds.
Farmers in Spain face economic challenges due to global competition, high production costs and changing consumer preferences. The social position of farmers has undergone changes with the migration of young people to urban areas in search of better opportunities. Migrant workers in the agricultural sector may face discrimination, precarious working conditions and lack of representation.
Italian farmers face economic difficulties due to international competition and lack of adequate government support. The social status of farmers has declined in recent years, and many young people leave rural areas. Migrant workers in agriculture often face challenges of integration, discrimination and lack of representation.
Farmers in France face economic challenges due to high production costs and price pressure. The social position of farmers has been affected by the declining agricultural population and the lack of recognition of their role. Migrant workers in agriculture may face problems of integration, discrimination and lack of representation.
Farmers in Austria face economic challenges due to production costs and global competition. The social position of farmers has changed, and many young people leave rural areas. Migrant workers in agriculture can face barriers of education, lack of visibility, discrimination and lack of representation.
Greek farmers face economic and social challenges. The educational level of farmers varies, and many have only primary education. Migrant workers in the agricultural sector can face problems of integration, discrimination and lack of representation. Greece has implemented social integration strategies, but there are still obstacles to improving the economic and social position of migrant workers.
The integration of immigrant workers into the economy and labour sectors presents a number of economic and sectoral challenges in EU. Some of the most important are the following:
In addition to economic and sectoral challenges, the integration of immigrant workers in EU also presents personal and cultural challenges. Some of the main ones are the following:
In addition to economic, sectoral, personal and cultural challenges, the integration of immigrant workers in EU also presents social and occupational challenges. Some of the main ones are the following:
Multicultural agricultural teams present a number of integration opportunities for migrant workers. Some of the main opportunities include the following:
Opportunities for the attraction and hiring of migrant workers in rural areas and the agricultural sector in the European Union are manifold. These opportunities arise from the various challenges and factors we have examined so far.
Firstly, the presence of migrant workers addresses the persistent issue of labour shortages in the agricultural sector and rural areas throughout the European Union. By filling these gaps, they ensure the continuity of agricultural operations and prevent disruptions in food production and supply.
Furthermore, the attraction of migrant workers contributes to economic growth and development in rural areas. Their employment generates job opportunities, stimulates local businesses, and increases demand for goods and services, thus benefiting the overall economy of the region.
In addition to economic benefits, the presence of migrant workers fosters cultural diversity and intercultural exchange. Their diverse backgrounds, languages, and traditions enrich the social fabric and promote intercultural understanding, tolerance, and mutual respect among community members.
Migrant workers also bring valuable knowledge, skills, and experiences in various agricultural practices and techniques. Their integration into rural areas facilitates the transfer of these skills to local farmers, leading to innovation, improved productivity, and the adoption of sustainable farming practices.
Moreover, the attraction of migrant workers helps address the pressing issue of rural depopulation. By increasing the population and bringing vitality to rural communities, they contribute to the regeneration of local economies, infrastructure, and services.
The integration of migrant workers into rural communities fosters social inclusion and community engagement. It provides opportunities for collaboration, volunteering, and the creation of social connections, strengthening the sense of belonging and social cohesion within the community.
Their presence also stimulates entrepreneurship and business development in rural areas. Migrant workers may establish their own agricultural enterprises or contribute to the growth and diversification of existing businesses, promoting innovation and generating economic opportunities.
The exchange of languages and cultures between migrant workers and the local population benefits both parties. Language courses and intercultural activities can be implemented to facilitate communication, integration, and mutual understanding.
Migrant workers often bring knowledge and experience in sustainable agricultural practices from their countries of origin. Their involvement in the agricultural sector promotes the adoption of environmentally friendly methods, contributing to the sustainability and resilience of rural communities.
The presence of migrant workers with diverse backgrounds and cultural connections opens doors to new markets and export opportunities. Their knowledge of international markets and consumer preferences can help rural businesses expand their reach and increase their competitiveness.
The integration of migrant workers in the agricultural sector can foster research and innovation collaboration. They can contribute to research projects, knowledge exchange, and technological advancements, driving progress and improving agricultural practices.
Additionally, the presence of migrant workers can strengthen social services in rural areas, such as healthcare, education, and public transportation. Increased population and demand for services lead to improved infrastructure and access to essential amenities for both migrants and local residents.
Initiatives aimed at attracting and integrating migrant workers in rural areas may be eligible for European funding and support. EU programs and grants provide resources for training, infrastructure development, and community projects that facilitate the integration and well-being of migrant workers.
The cultural vitality of rural areas is enhanced by the presence of migrant workers. Festivals, celebrations, and cultural events that showcase the diversity and traditions of different communities create a vibrant and inclusive rural environment.
Lastly, the contribution of migrant workers to social welfare systems, through their participation in labour markets and payment of taxes, strengthens these systems and benefits both migrants and the wider society.
The attraction and hiring of migrant workers in rural areas and the agricultural sector of the European Union present a wide range of opportunities. These opportunities encompass economic growth, cultural diversity, knowledge transfer, social inclusion, entrepreneurship, sustainability, market expansion, research collaboration, infrastructure development, European funding, cultural vitality, and strengthened social welfare systems. Embracing these opportunities can lead to thriving rural communities, resilient agricultural sectors, and overall socio-economic progress..
The role of the farmer in the management of a multicultural team is very important, as he/she can influence the efficiency and success of the team and the farming operation as a whole. Some of the main roles that the farmer can play include the following:
The farmer must follow a number of principles to effectively manage a multicultural team in the farming operation. Some of these principles are as follows:
National workers in a multicultural farm team also have an important role to play in facilitating the integration of their migrant colleagues. Some attitudes and behaviours they can adopt include the following:
Migrant workers also have an important role to play in facilitating their own integration into multicultural agricultural teams. Some attitudes and behaviours they can adopt include the following:
Multicultural teams should be governed by principles of coexistence that promote harmony, cooperation, and mutual respect among workers from different cultures. These principles include the following:
There are several tools that can be used for the management and communication of agricultural employers with mobile migrant workers. Some of these tools include the following:
An open web-based communication and collaboration tool for multicultural agricultural teams should have several functionalities to ensure effective and efficient communication and collaboration. Some of the important functionalities that could be included are:
In addition to the functionalities mentioned above, an open web-based communication and collaboration tool for multicultural agricultural teams can also implement other important functionalities at the guidance, training and ethics level. Some of these functionalities may include:
At the European Union level, there are several regulations and directives that address issues related to migration, labour relations, discrimination and integration of migrant workers and citizens. Some of the main pieces of legislation are:
In the European Union’s labour framework, there are several regulations governing labour relations in companies. Some of the main regulations are:
The social and labour regulations concerning the movement of migrant citizens in the European Union regulate a number of important aspects. Below is a list and summary of the main aspects covered by these regulations:
These are some of the main aspects that are regulated in the social and labour regulations in relation to the movement of migrant citizens in the European Union. It is important to bear in mind that specific regulations may vary between Member States, and it is necessary to consult the applicable national and European legislation for detailed and up-to-date information.
The European Commission supports EU countries in developing and implementing migration management and asylum systems. This is done by providing operational response in EU countries, especially in Italy, Malta, Cyprus, Spain and Greece.
In these countries, the Commission supports national authorities, also through teams on the ground and in coordination with EU Agencies, international organisations and other relevant actors, in:
Collective Management at Origin is an approach that has been implemented in the European Union to address migration-related challenges, especially in terms of managing and harnessing migration in countries of origin. This strategy is based on cooperation between countries of origin and migrant-receiving countries to facilitate orderly, safe and legal migration, and to harness the benefits for both the countries of origin and the migrants themselves.
The situation of “Collective Management at Origin” varies in different EU countries, as each country has its own policies and programmes related to migration and cooperation with countries of origin. However, in general, initiatives and projects have been developed to strengthen collective management at origin and improve the links between countries of origin and migrant-receiving countries.
The main objective of Collective Management at Origin is to address the factors that drive migration, such as lack of economic and employment opportunities, poverty and lack of development in countries of origin. Through cooperation between sending and receiving countries, it seeks to create economic opportunities and improve living conditions in countries of origin, so that people have less incentive to migrate.
This is achieved by supporting economic development, job creation, improving education and training, and promoting investment in countries of origin. In addition, legal and safe channels of migration are promoted to ensure that people can migrate in an orderly and protected manner, thus avoiding irregular migration and the associated risks.
Collective Management at Origin is based on the idea that migration can be a tool for the development of both sending and receiving countries, provided that it is properly managed and that respect for migrants’ rights is promoted. Through cooperation and dialogue between countries, it seeks to establish policies and programmes that benefit all parties involved and contribute to a more humane and sustainable approach to migration in the European Union.
Migrant smuggling is a dynamic global criminal activity. Poverty, social and political instability, as well as the limited availability of legal migration routes, push people towards criminal networks to facilitate their unauthorised entry, transit or stay in the EU. The journey to the EU can be extremely dangerous and smugglers frequently expose migrants to both life-threatening risks and violence. The loss of lives in the Mediterranean Sea demonstrates the need for an assertive and urgent response from the EU.
Smuggling of migrants by sea is one of the most dangerous forms of migrant smuggling and often requires serious humanitarian assistance. To save the lives of those in distress at sea, EU countries’ coastguards and naval services make major efforts with the assistance of the European Border and Coast Guard Agency (FRONTEX).
Most irregular migrants originally enter the EU legally on short stay visas but remain in the EU for economic reasons once their visa expired. Effective and credible management of external borders is essential. The Commission adopted on 14 March the Communication establishing the multiannual strategic policy for European integrated border management, providing policy priorities and strategic guidelines, among other components, on SAR inter alia to maintain a high level of security by using information technology (such as the Visa Information System) and biometric features (e.g. fingerprints) for identification.
The New Pact on Migration and Asylum is a set of regulations and policies to create a fairer, efficient, and more sustainable migration and asylum process for the European Union. The Pact, proposed in September 2020, is designed to manage and normalise migration for the long term, providing certainty, clarity and decent conditions for people arriving in the EU. It also seeks to establish a common approach to migration and asylum that is based on solidarity, responsibility, and respect for human rights.
Progress on the Pact
The Pact has delivered various outcomes:
State of Play
In September 2022, the European Parliament and the five rotating Presidencies of the Council signed a joint declaration on the timeline for the organisation, coordination and adoption of proposals under the Common European Asylum System (CEAS) and the New Pact by the end of this legislative period, with the view to conclude negotiations by February 2024.
Legal framework on migrant smuggling
In 2002, the EU adopted a legal framework on smuggling, composed of a Directive defining the facilitation of unauthorised entry, transit and residence and a Framework Decision strengthening the penal framework for these offenses.
In line with the Pact on Migration and Asylum, the Commission has issued guidance on the implementation of the EU rules on definition and prevention of the facilitation of unauthorised entry, transit and residence (C(2020) 6470 FINAL). It recalls that EU law does not allow the criminalisation of humanitarian activity, which is mandated by law, and it invites Member States to distinguish between the activities carried out for the purpose of humanitarian assistance and the activities that aim to facilitate irregular entry or transit, in order to exclude the former from criminalisation.
European Agenda on Migration and European Agenda on Security
The number of irregular migrants entering the EU reached unprecedented levels during 2015 and remained high in 2016. During 2016, EU countries reported new arrivals from Africa, the Middle East and Asia, many of whom turned to criminal networks of smugglers for assistance.
To prevent the exploitation of migrants by criminal networks and to reduce incentives for irregular migration, both the European Agenda on Migration and the European Agenda on Security identified the fight against migrant smuggling as a priority.
A renewed EU action plan against migrant smuggling (2021-2025)
On 29 September 2021, the Commission adopted a renewed EU action plan against migrant smuggling for the period 2021-2025. It strengthens operational cooperation, and information exchange between EU countries and EU law enforcement agencies to investigate and prosecute migrant smuggling networks.
It covers areas such as financial investigations, asset recovery, document fraud, and digital smuggling. The renewed EU action plan adopts a comprehensive approach and seeks even closer cooperation with partner countries along the migratory routes towards the EU. The renewed EU action plan builds on successful actions that were launched through the EU Action Plan against Migrant Smuggling for the period 2015-2020.
Rules against trafficking in human beings and Employers Sanctions Directive
Migrants in an irregular situation are more vulnerable to labour and other forms of exploitation. Trafficking in human beings is a different, yet interlinked crime, and the EU has established tougher rules for action against criminals engaged in human trafficking.
EU rules make sure that victims of trafficking have access to assistance, including the possibility of a temporary residence in the EU when they cooperate with law enforcement authorities or, for those Member States who foresee it, irrespective of their cooperation. The EU also monitors the implementation of the Employers Sanctions Directive, making sure that employers who employ irregular migrants are appropriately sanctioned, and that the irregular migrants can exercise their rights to claim back wages and social contributions.
The Communication on the Employers Sanctions Directive, adopted on 29 September 2021, looks at the practical implementation of the Directive and identifies actions to strengthen its implementation focusing on three main actions: sanctions against employers, measures to protect the rights of irregular migrants, and inspections.
Regulation on the creation of a European network of immigration liaison officers (ILO network)
As part of the EU Action Plan against migrant smuggling (2015-2020), a new Regulation was proposed by the Commission and adopted by the co-legislators in 2019 to step up the cooperation between liaison officers of the European Commission, EU agencies and Member States that are deployed in third countries. The ILO network aims to improve the exchange of information on migration, adopting a coordinated approach in cooperation with third country authorities. The activities of ILOs are of great importance to prevent irregular migration, fight migrant smuggling, facilitate readmission of irregular migrants, and facilitating legal pathways towards the EU.
EMPACT
In 2010, the EU set up the EU policy cycle for organised and serious international crime, better known under the name EMPACT (European Multidisciplinary Platform Against Criminal Threats).
Among the EU crime priorities for the EU policy cycle 2018-2021, is the EMPACT crime priority Facilitation of Illegal Immigration (FII).
EMPACT FII is a structured, multidisciplinary co-operation platform among EU Member States for disrupting Organized Criminal Groups which facilitate illegal immigration. At the heart of EMPACT FII, are the yearly updated Operational Action Plans, which outline important operational actions of EU countries and EU agencies (Europol, Frontex, Eurojust, CEPOL, EU-LISA, etc.) on fighting migrant smuggling.
For the period 2022-2025, EMPACT will have a dedicated priority on migrant smuggling. The Commission participates in discussions of the Operational Action Plans and meetings and provides financial support to their implementation.
Pact on Migration and Asylum
The Pact on Migration and Asylum adopted on 23 September 2020 sets out improved and faster procedures throughout the asylum and migration system and sets in balance the principles of fair sharing of responsibility and solidarity. This is crucial for rebuilding trust between Member States and confidence in the capacity of the European Union to manage migration.
EU Strategy on voluntary return and reintegration
On 27 April 2021, the Commission adopted the EU strategy on voluntary return and reintegration, which aims at increasing the number of voluntary returns and at improving the quality of the support provided to the returnees. In this way, it improves the overall effectiveness of the EU return system.
Organising legal migration better
The policy establishes a framework for legal migration taking fully into account the importance of integration in host societies.
The EU has developed rules to harmonies Member States’ conditions of entry and residence for certain categories of nationals from non-EU countries. This includes entry and residence for labour purposes, such as highly qualified workers (subject to the EU Blue Card Directive), seasonal workers and intra-corporate transferees.
Further EU rules regulate:
EU legislation also lays down a single procedure, and a Single Permit combining the authorisation to work and reside, for workers from non-EU countries admitted under Member States’ national schemes.
Another important aspect of EU’s legal migration is the labour mobility schemes with non-EU countries. Pilot projects show that by providing targeted support, the EU can help Member States implement schemes that meet the needs of employers, while reinforcing the human capital development in partner countries.
In 2019 the Commission completed a Fitness Check on Legal Migration– an overall evaluation of this legal framework.
Proposals to modernise EU’s legal migration policy
On 27 April 2022, the Commission presented a Communication setting out an approach towards a new and sustainable EU legal migration policy, attracting the skills and talent that the EU needs to address labour shortages and reply to the demographic change in Europe. On the same day, the Commission also presented a proposals to modernise the Long-term residents Directive and the Single Permit Directive. The main objectives of these recasts are to:
EU Talent Pool and its pilot initiative
In the Communication on Attracting skills and talent, the Commission proposed to establish the first EU-wide labour platform and matching tool – the EU Talent Pool. It will help make the EU more attractive for nationals from non-EU countries and to address the challenge of matching EU employers with the talent they are unable to find in the EU’s labour market.
The EU Talent Pool will be an EU-wide pool of candidates from non-EU countries. Candidates will be selected on the basis of specific skill levels, criteria and migration requirements following a screening of candidates’ credentials. The Communication presents key features of the pool, building on the OECD studies:
EU immigration Portal
The EU Immigration Portal, launched in November 2011, provides hands-on information for foreign nationals interested in moving to the EU. The site is also directed at migrants who are already in the EU and would like to move from one EU State to another. It provides specific practical information about procedures in all 27 EU States for each category of migrants.
Legal migration is part of a balanced common EU migration policy from which migrants, countries of origin, and countries of destination benefit. It gives people who plan to migrate an opportunity to improve their circumstances. At the same time, it helps host countries to address labour market needs. Legal migration is also an investment in the economy and the society. It supports the EU’s green and digital transition, while contributing to making European societies more cohesive and resilient.
As emphasised in the new Pact on Migration and Asylum, a successful integration and inclusion policy is an essential part of a well-managed and effective migration and asylum policy. It is also essential for social cohesion and for a dynamic economy that works for all.
The Action plan on Integration and Inclusion 2021-2027 proposes targeted and tailored support that takes into account individual characteristics that may present specific challenges to people with a migrant background, such as gender or religious background. Successful integration and inclusion depend both on early action and on long-term commitment.
Although national governments are primarily responsible for creating and implementing social policies, the EU plays a key role in supporting Member States through funding, developing guidance and fostering relevant partnerships. The main actions are:
The action plan will be implemented by mobilising EU funding and by creating partnerships with all those involved: migrants, host communities, social and economic partners, civil society and the private sector. It will seek to modernise access to services by using digital tools. Finally, it will improve the evidence base for further development of policies and to ensure good monitoring of results.
Currently, there are several initiatives at European and national level to enhance the reception and integration of migrants in rural areas and in the agricultural sector. Some of these initiatives are:
It is important to note that these initiatives may vary in each country and region of the EU, and specific policies and programmes need to be consulted in each context. In addition, collaboration and coordination between public, private, and civil society actors are essential for the successful integration of migrants in rural areas and in the agricultural sector.
Collaboration between countries of origin and destination, as well as within the European Union itself, can also be an opportunity to improve the integration of migrant workers in agricultural enterprises and rural areas. Such collaboration can enable better management of labour migration, as well as the promotion of policies and programmes that foster the labour and social integration of migrant workers in rural communities.
For example, collaboration between countries of origin and destination can allow for better coordination in the selection and recruitment of migrant workers, as well as in improving the working and living conditions of workers. Collaboration within the European Union can also allow for the exchange of good practices and the implementation of policies and programmes that promote inclusion and equal opportunities in rural communities.
Opportunities exist in the coordination of national, regional, and local bodies to improve the integration of migrant workers in agricultural enterprises and rural areas in Spain. Better coordination between these entities can allow for a more efficient management of existing resources and programmes, avoiding duplication and improving care and support for migrant workers.
On the other hand, digitalisation can also be an opportunity to improve the social and labour integration of migrant workers in agricultural enterprises and rural areas. The implementation of digital platforms and technological tools can facilitate communication and information exchange between agricultural enterprises and migrant workers, allowing for better management and coordination of work. These tools can also provide training and capacity building resources to migrant workers, improving their skills and knowledge in the agricultural sector and other related areas.
Other areas where action can be taken to improve social and labour integration situations in rural areas and agricultural environments include:
In Europe, there are various training and information initiatives and programs aimed at migrant workers, with the objective of enhancing their access to the labour market and facilitating their full integration. These initiatives are typically supported by public and private entities and encompass a range of services, including job orientation, skills training, legal guidance, and job search assistance.
However, despite the availability of these programs, there are still challenges regarding training and information for migrant workers. Language barriers and a lack of awareness about available resources may hinder their access to these programs. Additionally, some programs may not adequately address the specific needs of migrant workers, which can limit their effectiveness in promoting labour market access and overall integration.
The recognition of qualifications can pose a challenge for migrant workers seeking to pursue training courses and improve their professional status. Many migrants hold degrees and diplomas from their home countries that are not recognized in their host country due to differences in education systems and the absence of international agreements on qualification recognition.
This lack of recognition can restrict access to training programs and higher professional positions, consequently impeding labour market and social integration. To address this issue, measures can be implemented to simplify the recognition procedures for qualifications obtained abroad and establish international agreements on qualification recognition.
Moreover, it is crucial to tailor training programs to the specific needs and skills of migrant workers, regardless of whether their qualifications are recognized. This ensures that migrant workers have access to training opportunities that enhance their skills and competences, facilitating their labour market integration and overall social integration in Europe.
In Europe, managing multicultural teams can pose challenges for farmers, as they need to navigate cultural diversity and adapt to the varying working styles and communication methods of migrant workers. The readiness of farmers to manage multicultural teams can vary based on their prior experience, training, and available resources. While some farmers may be well-equipped due to their previous interactions with migrant workers, others may require training and support to effectively handle cultural differences.
To address this, there are training and mentoring programs available for farmers to enhance their capacity in managing multicultural teams. These programs focus on intercultural communication, leadership skills, and fostering cultural diversity management. Additionally, technological tools and online resources may be provided to facilitate the management of cultural diversity in the agricultural workplace.
Several training programs in different European countries aim to support farmers in this regard. For instance, the “Managing Diversity in the Agricultural Sector” program by Fundación Tomillo, funded by the Ministry of Labour, Migration, and Social Security in Spain, focuses on enhancing farmers’ abilities to manage cultural diversity. Similarly, the “Managing Cultural Diversity in the Agricultural Sector” program by Fundación Juan Ciudad ONGD, funded by the European Commission, aims to develop farmers’ skills in managing multicultural teams. Another example is the “Intercultural Competences for Team Management in the Agricultural Sector” program offered by the Asociación para el Desarrollo Rural de la Sierra de Cazorla, funded by the European Social Fund.
These training programs are designed to equip farmers with the necessary skills and knowledge to effectively manage multicultural teams, fostering successful labour and social integration of migrant workers in rural communities. Moreover, they may provide technological tools and online resources to facilitate the management of cultural diversity in the agricultural workplace.
Both migrant workers and farmers in Europe can benefit from training programs aimed at enhancing the integration of migrant workers into multicultural teams. The training needs for each group can be summarized as follows:
It is important to tailor the training programs to the specific needs and skills of migrant workers and farmers, ensuring they are designed to foster integration and mutual adaptation. Incorporating technological tools and online resources can also prove beneficial in facilitating communication and managing cultural diversity in the agricultural workplace.
In Europe, various training initiatives exist to address these needs. National governments, agricultural associations, and non-profit organizations offer training programs that focus on language acquisition, intercultural communication, technical skills, labour regulations, and cultural sensitivity. These programs aim to promote harmonious and productive working environments, where both migrant workers and farmers can thrive and contribute to the agricultural sector.
Working with multicultural teams involves complexities not only because of the different communication styles, but also because of the different behaviours, values, and priorities of its members. It is therefore essential to have a strategy for managing multicultural teams and that the farmers who will lead them are trained and familiar with how to manage them successfully despite cultural and geographical distances. These multicultural teams offer certain advantages:
But in order to manage them, it is necessary to
In order to develop training materials that favour the socio-occupational integration of migrant workers, it is recommended to follow a methodology and approach that takes into account the following considerations:
Training materials to support the socio-occupational integration of migrant workers can take different formats and use different tools. Some options are presented below:
These skills, competences, tools, and strategies can be applied in different ways and in different situations to improve the integration of migrants and the management of multicultural farm teams:
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MILIMAT is a 2-year project funded by the EU Erasmus+ Programme that focuses on integrating migrants into multicultural agricultural teams. The project aims to develop several training resources for farmers and migrant workers in agriculture, with the goal of promoting fair labor relations and encouraging commitment to European labor rights. MILIMAT is led by the CIA Agricoltori Italiani Umbria (Italian Farmers’ Confederation of Umbria).
This project has been funded with support from the European Commission. The content of this website reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
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Migrants Labour Insertion in Multicultural Agricultural Teams