Europe, Middle East, Africa

Border closures and restrictions have slowed but not stalled cross border employment strategies in the EMEA region and the opportunity to blend and optimize talent has gained momentum as a result of remote work strategies. Netherlands, United Kingdom, and Ireland continue to dominate the top five markets rankings in the EMEA region due to the strength and quality of the workforce and availability of English speaking resources. Switzerland and Estonia have invested in skills development, labor reform, and workforce enablement that has elevated them to the top of the region's list. Estonia stands out as the only low cost country that made it to the five rankings due to its improved workforce dynamics across the board. Employers looking to effectively balance their regional employment strategies are often well served in a combination of these markets, regardless of skills requirements.

Comparison of the Top Five Markets in the EMEA Region

Top Five Markets in the EMEA Region

Size of the bubble reflects the Relative Workforce Supply of each market, while the color reflects Relative Regulation

  • Minimal Regulatory Impact
  • Moderate Regulatory Impact
  • Restrictive Regulatory Impact

Total Workforce

The Total Workforce is a combination of all the workers engaged in either Contingent or Permanent work within each country. Below, we explore the top five markets in this region overall, as well as the rankings by category. Click the country flag to view the market profile for this country.

Contingent Workforce

The Contingent Workforce is comprised of all non-permanent staff including but not limited to informal, contract, part-time or temporary labor.

more about this workforce

Permanent Workforce

The Permanent Workforce is comprised of all of the workers considered to be full-time or staff employees.

more about this workforce

Average wage, though a great tool comparison, is predominantly driven by the ratio of highly skilled jobs to lower skilled jobs. Markets with a higher volume of highly skilled jobs will average higher wages than markets with a high volume of low skilled jobs. Therefore, not all markets with lowest wage are the lowest for rates for a given skill.

Manufacturing wages are a leading indicator of rising costs as they typically rise before the wages of professional skills. Manufacturing wages are particularly sensitive to inflation and statutory burdens. Therefore, though the cost of manufacturing skills may be much lower than more highly skilled jobs, they are generally the first to reflect the rising cost of wages in a market. Due to increased digitization and automation, some markets are showing higher wage increases than others. Specifically, those driven by other industry products such as automotive and pharmaceutical.

Technology wages reflect the average take-home pay for all IT roles within any industry across the country. They do not take into account seniority and expertise. Actual wages will vary based on IT requirements and experience.

Employment tax is a basic statutory burden that employers need to add to wages when calculating the cost of skills in a workforce market. It is typically the first metric of consideration beyond the wages themselves. Wages largest component of total labor cost. However, taxes are the best indicator for total cost. They are also more representative of the labor cost per market than insurance as insurance appears more standardized, while taxes are unique to each market.

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