Understanding the study's findings first requires an understanding of what skills mismatch means and the group of migrants covered by the analysis. 

Skills mismatch refers to the gap between the skills and qualifications individuals possess and those required for the jobs they hold. It is commonly measured in two ways: vertical skills mismatch, where an individual's level of education or skills is either above or below the requirements of their occupation, and horizontal skills mismatch, where the field of education or vocational training does not correspond to the occupation. These mismatches can result in migrants being employed below their qualifications or experiencing higher levels of unemployment or underemployment than similarly qualified people without a migration background.

The study focuses on legally staying third-country nationals, including labour migrants, family migrants, beneficiaries of international protection and beneficiaries of temporary protection. Applicants for international protection are not included within the scope of the study.

Belgian study :

Against this background, the Belgian study highlights several key findings:

• In Belgium, third-country nationals experience skills mismatch more frequently than the native-born population, in line with broader EU trends. A specific feature of the Belgian context is its highly educated labour market, which particularly affects highly educated migrants who are more likely to be employed below their qualification level.
   
• In Belgium, skills mismatch is shaped by both migrant-specific and structural factors. Language barriers, difficulties in recognising foreign qualifications and employer practices interact with a highly regulated, multilingual and regionally diverse labour market, affecting migrants’ access to jobs matching their skills.
   
• Several initiatives across Belgium show promising results in improving skills matching. Effective approaches combine different types of support, including personalised guidance, mentoring, language and vocational training, workplace experience and employer engagement. Local initiatives further demonstrate the importance of tailored approaches and cooperation between integration actors, employment services and employers.
   
• Several challenges continue to hinder skills matching in Belgium. These include difficulties in recognising foreign qualifications and experience, language barriers, discriminatory recruitment practices and limited access to professional networks and information. In addition, differences in regional approaches, fragmented service delivery, constraints on upskilling opportunities and limited support after labour market entry can prevent migrants from progressing towards employment that better matches their skills.
   
• Key lessons learnt from Belgium include the importance of early labour market exposure and orientation, coordinated delivery of integration and employment measures, and sustained support beyond initial labour market entry. 

For further details, please read the full Belgian study above.

European study :

The Belgian findings form part of a broader picture. The joint EMN-OECD study also examines the situation across EMN Member and Observer Countries, identifying the following key findings:

• Third-country nationals consistently experience higher rates of overeducation than native populations in EMN Member Countries, and disparities persist despite longer durations of stay.
   
• Skills mismatch is driven by multiple factors. Limited language proficiency, challenges in recognising foreign qualifications, gender-related care responsibilities, older age at arrival and discrimination can all affect migrants’ ability to access employment that matches their skills and qualifications.
   
• Addressing skills mismatch requires the involvement of multiple actors. While ministries responsible for employment and social affairs play a key role, effective skills matching also relies on the contribution of local authorities, social partners, employers and support organisations.
   
• EMN Member Countries have developed a wide range of measures to improve skills matching. These include simplifying qualification recognition, providing language training, supporting upskilling and reskilling, offering employment guidance and helping employers better identify and use migrants’ skills to address labour shortages and skill gaps in specific sectors.
   
• Good practices include combining different types of measures to create an integrated approach that addresses recognition of qualifications and prior learning, as well as language and job training. Labour market, employer-centred, and target group-specific measures are also identified as crucial.
   
• Challenges remain in creating effective pathways towards skills matching, primarily driven by insufficient advanced language support, complex recognition bureaucracy, and employer-side barriers such as discrimination and a lack of awareness of hiring regulations.

For more information, please refer to the full EU study available above.