Foreign-born people and their descendants - employment conditions

Data extracted 29 May 2024.

Planned article update: 12 June 2025.

Highlights

In the EU, the share of native-born employed persons working part-time, with both parents also native-born, was 15.6% in 2023. This rate was higher for foreign-born persons and for immediate descendants of foreign-born persons, at around 22–23%.

In the EU, 10.8% of employees who were native-born persons with two native-born parents were employed with a contract of limited duration in 2023. This share was higher for foreign-born persons and their immediate descendants, reaching 17.2% for foreign-born persons.

For native-born persons with two native-born parents, the share of self-employed persons in the EU in 2023 was 13.9%. This was lower for foreign-born persons and their immediate descendants: a share of 9.2% was recorded among native-born persons with two foreign-born parents.

The share of employed persons with an elementary occupation in the EU in 2023 was around 5–7% for native-born persons, regardless of the country of birth of their parents. For foreign-born persons, the share was 18.2%.

Selected indicators of labour market conditions analysed by migration status, persons aged 20–64 years, EU, 2023
(%)
Source: Eurostat (lfsa_egaftsm) and (lfsa_egaisedm) and (lfsa_eegatm)

This article is one of a set of statistical articles concerning foreign-born people and their immediate descendants in the EU. This article forms part of the online publication Foreign-born people and their descendants. It presents statistics on the labour market conditions of persons usually residing in private households in the European Union (EU). The main focus is on people aged 20–64 years and relates to four types of labour market participation: part-time work, employment under a contract of limited duration, self-employment and employment in various occupations.

Persons living in private households can be categorized by their migration status as either native-born (born inside the country) or foreign-born (born outside the country). Native-born persons can be further categorized based on the birthplace of their parents to highlight their potential foreign origins. The resulting migration status classification is as follows:

native-born with two native-born parents,
native-born descendants of at least one foreign-born parent,
- native-born descendants of one foreign-born parent,
- native-born descendants of two foreign-born parents,
foreign-born persons.

An article on the main characteristics of people by migration status (based on the EU-LFS data) provides information on the relative size of these categories.

Full article

Overview

The EU Labour Force Survey is the source of data for this article. For analyses of the labour market conditions, the broadest age range typically used is 15–74 years. The main focus of this article is the age group 20–64 years. This age group is of particular interest as it is the focus for employment analyses in the Action Plan on Integration and Inclusion 2021–2027.

Four indicators of employment conditions are presented in this article:

The share of persons employed part-time among all persons employed.
The share of employees with a contract of limited duration among all employees.
The share of self-employed among all persons employed.
The share of persons employed in an elementary occupation among all persons employed.

Figure 1: Selected indicators of labour market conditions analysed by migration status, persons aged 20–64 years, EU, 2023
(%)
Source: Eurostat (lfsa_egaftsm) and (lfsa_egaisedm) and (lfsa_eegatm)

Across the EU, the share of employed persons working part-time in 2023 was 15.6 % for native-born persons with two native-born parents. This share was notably higher for foreign-born persons or for descendants of foreign-born persons: 21.8 % for foreign-born persons and 22.6 % for native-born persons with one foreign-born parent, with a peak of 22.7 % for native-born persons with two foreign-born parents.

In the EU, 10.9 % of employees who were native-born persons with two native-born parents were employed with a contract of limited duration in 2023. This share was higher for foreign-born persons and for descendants of foreign-born persons, ranging from 13.9 % for native-born persons with one foreign-born parent to 17.2 % for foreign-born persons.

Across the EU, 13.9 % of native-born persons with two native-born parents were self-employed in 2023. This share was lower for foreign-born persons and for descendants of foreign-born persons ranging from 11.8 % for native-born persons with one foreign-born parent to 9.2 % for native-born persons with two foreign-born parents.

The share of employed persons with an elementary occupation (for example domestic helpers, refuse collectors, labourers in agriculture, mining, manufacturing, construction and transport) in the EU in 2023 ranged from 5.0 % to 6.4 % for native-born persons, depending on the country of birth of their parents. For foreign-born persons, the share was 18.2 %.

Table 1 below presents data for the same four indicators and the same four categories of migration status as in Figure 1. Each of these indicators is analysed in turn in this article.

Table 1: Selected indicators of labour market conditions analysed by migration status, persons aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_egaftsm) and (lfsa_egaisedm) and (lfsa_eegatm)

Part-time employment

Figure 2: Share of persons employed part-time by age, sex, and migration status, EU, 2023
Source: Eurostat (lfsa_egaftsm)

Native-born persons with one or two foreign-born parents and foreign-born persons in the EU were more likely to be employed part time in 2023 than native-born persons with two native-born parents. This was observed regardless of sex for all three age groups and the classes of age shown in Figure 2.

The share of women (aged 20-64 years) employed part-time in 2023 was higher than that of men regardless of the place of birth. Additionally, the variability between the shares of different categories of migration status was greater for women, with values ranging from 25.7% for native-born persons with two native-born parents to 35.7% for foreign-born persons. For men, the shares ranged from 6.9% for native-born persons with two native-born parents to 11.2% for native-born with one or two native-born parents. The share of part-time employment was significantly higher for both men and women when considering the 15-29 age group.

Figure 3: Share of persons employed part-time according to migration status, males aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_egaftsm)

For 10 EU countries, data for all four categories of migration status are available for the share of part-time workers among total employment for males aged 20–64 years in 2023 (see Figure 3).

Among EU countries for which 2023 data covering all categories of migration status are available, the largest gap (in percentage points (pp)) between the four groups was observed in Spain (14.2 pp) where native-born persons with two foreign-born parents had the highest value (19.5%) and native-born persons with two native-born parents the lowest (5.3%).

Figure 4: Share of persons employed part-time according to migration status, females aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_egaftsm)

Data for all four categories of migration status are available from 18 EU countries for the share of females aged 20–64 years working part-time in 2023 (see Figure 4).

Among EU countries for which 2023 data covering all categories of migration status are available, the largest gap (in pp) between the four groups was observed in the Netherlands (15.3 pp) where native-born persons with two native-born parents had the highest value (64.0%) and foreign-born persons the lowest (48.6%).

Employees with a contract of limited duration

Figure 5: Share of employees with a contract of limited duration by sex, age, and migration status, EU, 2023
Source: Eurostat (lfsa_eegatm)

Native-born employees with one or two foreign-born parents and foreign-born employees in the EU were more likely to have a contract of limited duration in 2023 than native-born employees with two native-born parents. This pattern was observed regardless of sex for all three age groups shown in Figure 5.

In 2023, the share of women (aged 20-64 years) in the EU with a contract of limited duration was higher than that of men regardless of the place of birth. The shares of different categories of migration status for females ranged from 12.0% for native-born persons with two native-born parents to 18.3% for foreign-born persons. For men, the shares ranged from 9.9% for native-born persons with two native-born parents to 16.3% for foreign-born persons. The share of employees with a contract of limited duration was noticeably higher for both men and women when considering the 15-29 age group.

Figure 6: Share of employees with a contract of limited duration according to migration status, males aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_eegatm)

Data for all four categories of migration status are available for 14 EU countries for the share of male employees (aged 20–64 years) who had a contract of limited duration in 2023 (see Figure 6).

Among EU countries for which 2023 data covering all categories of migration status are available, the largest gap (in pp) between the four groups was observed in Italy (23.3 pp) where native-born persons with two foreign-born parents had the highest value (36.0%) and native-born persons with two native-born parents the lowest (12.7%).

Figure 7: Share of employees with a contract of limited duration according to migration status, females aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_eegatm)

Data for all four categories of migration status are available from 14 EU countries for the share of female employees aged 20–64 years with a contract of limited duration in 2023 (see Figure 7).

Among EU countries for which 2023 data covering all categories of migration status are available, the largest gap (in pp) between the four groups was observed in Italy (27.4 pp) where native-born persons with two foreign-born parents had the highest value (44.1%) and native-born persons with two native-born parents the lowest (16.7%).

Self-employed persons

Figure 8: Share of self-employed persons by sex, age, and migration status, EU, 2023
Source: Eurostat (lfsa_egaftsm)

Native-born persons with one or two foreign-born parents and foreign-born persons in the EU were generally less likely to be self-employed in 2023 than native-born persons with two native-born parents. This pattern was observed regardless of sex for the two broad age groups shown in Figure 8.

In 2023, the share of men (aged 20-64 years) with a contract of limited duration was higher than that of women regardless of the place of birth. The shares of different categories of migration status for men ranged from 11.7% for native-born persons with two foreign-born parents to 17.4% for native-born persons with two native-born parents. For women, the shares ranged from 6.5% for native-born persons with two foreign-born parents to 9.9% for native-born with two native-born parents. The share of self-employed persons was significantly lower for both men and women when considering the 15-29 age group.

Figure 9: Share of self-employed persons according to migration status, males aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_egaftsm)

Data for all four categories of migration status are available from 14 EU countries for the share of self-employed males among total employment for males aged 20–64 years in 2023 (see Figure 9).

Among EU countries for which 2023 data covering all categories of migration status are available, the largest gap (in pp) between the four groups was observed in Italy (11.0 pp) where native-born persons with two native-born parents had the highest value (24.4%) and native-born persons with two foreign-born parents the lowest (13.4%).

Figure 10: Share of self-employment according to migration status, females aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_egaftsm)

Data are available for 2023 from 10 EU countries for all four categories of migration status for the share of self-employed females among total employment for females aged 20–64 years (see Figure 10).

Among EU countries for which 2023 data covering all categories of migration status are available, the largest gap (in pp) between the four groups was observed in Italy (5.2 pp) where native-born persons with one foreign-born parent had the highest value (15.6%) and foreign-born persons the lowest (10.4%).

Occupational structure of persons employed

Figure 11: Occupational structure analysed by migration status, persons employed aged 20–64 years, EU, 2023
(%)
Source: Eurostat (lfsa_egaisedm)

Occupations can be classified according to the international standard classification of occupations (ISCO) into 10 major groups.

Figure 11 shows the share of each of the 10 major groups of occupations within total employment for 2023 for each of the four categories of migration status analysed in this article.

For native-born persons, regardless of the place of birth of the parents, the three most worked occupations (in descending order) were: professionals; technicians and associate professionals; service and sales workers.
For foreign-born persons, the most worked occupations were service and sales workers followed by elementary occupations and professionals.
For all four categories of migration status, the least worked occupations (in ascending order) were the same (both including some low reliability data): armed forces occupations; skilled agricultural, forestry and fishery workers.

In relative terms, when analysed by migration status, the shares of each occupation within total employment varied most for skilled agricultural, forestry and fishery workers. In 2023, this occupation accounted for 3.1 % of total employment in the EU among native-born persons with two native-born parents, which was 6.2 times as high as the share (0.5 %) recorded for native-born persons with two foreign-born parents.

Figure 12: Broad occupational structure analysed by migration status and age, persons employed, EU, 2023
(%)
Source: Eurostat (lfsa_egaisedm)

For the remainder of this analysis by occupation (Figures 12–14 and Table 2), two aggregated categories of occupations are presented: managers, professionals and technicians are combined together and compared with an aggregate for the remaining seven major groups of occupations (classified under the heading of others).

Figure 12 shows a similar analysis to that in Figure 11, looking at the share of managers, professionals and technicians within total employment; it is presented for young people (aged 15–29 years) and for all people aged 15–74 years. For both age groups, the share of managers, professionals and technicians peaked among native-born persons with one foreign-born parent and was lowest among foreign-born persons.

In 2023, data are available from 14 EU countries for all four categories of migration status for the share of managers, professionals and technicians aged 20–64 years.

Table 2: Broad occupational structure analysed by migration status, persons employed aged 20–64 years, 2023
(%)
Source: Eurostat (lfsa_egaisedm)

Table 2 shows that more than half (54.6 %) of native-born persons with one foreign-born parent aged 20-64 years who were employed, were managers, professionals and technicians, while this share was below one-third (33.0 %) for foreign-born persons.

Figure 13: Persons employed aged 20–64 years by migration status, broad occupational category and sex, EU, 2023
(%)
Source: Eurostat (lfsa_egaisedm)

Figure 13 focuses on the gender balance by migration status among managers, professionals and technicians and for other occupations. This shows that there was a greater balance in 2023 for managers, professionals and technicians than for other occupations in the EU: for both, men and women, the share was closer to 50 % for managers, professionals and technicians than it was for other occupations.

In 2023, women accounted for a slight majority of all managers, professionals and technicians in the EU for native-born persons with two native-born parents and for native-born persons with two foreign-born parents; the reverse was true for native-born persons with one foreign-born parent and for foreign-born persons. Among other occupations, men were in a majority for all four categories of migration status. For these other occupations, the largest share of men was for native-born persons with two native-born parents (56.7 %).

Figure 14: Educational structure analysed by migration status and broad occupational category, persons employed aged 20–64 years, EU, 2023
(%)
Source: Eurostat (lfsa_egaisedm)

Some general patterns can be observed that are common to all four categories of migration status when comparing managers, professionals and technicians with other occupations in relation to educational attainment (Figure 14). The share of people with tertiary education was higher among managers, professionals and technicians than among other occupations. By contrast, among other occupations, the shares were greater for people with at most lower secondary education and for people with upper secondary or post-secondary non-tertiary education.

Looking at each of the two broad occupation categories, the educational structures show some differences among the four migration status categories.

The share of people with, at most, lower secondary education was highest in both broad occupation categories for foreign-born persons. Among managers, professionals and technicians, lower secondary education was lowest for both native-born persons with two native-born parents and native-born persons with one foreign-born parents, while among other occupations it was lowest among native-born persons with one foreign-born parent.
The share of people with upper secondary and post-secondary non-tertiary education was lowest in both broad occupation categories for foreign-born persons. Among managers, professionals and technicians, it was highest for native-born persons with two foreign-born parents while among other occupations it was highest among native-born persons with one foreign-born parent.
The share of people with tertiary education was lowest in both broad occupation categories for native-born persons with two foreign-born parents. Among managers, professionals and technicians, it was highest for foreign-born persons while among other occupations it was highest among native-born persons with one foreign-born parent.

Source data for tables and graphs

Foreign-born people and their descendants – employment conditions: tables and figures

Data sources

The data presented in this article are from the EU labour force survey (EU-LFS), the largest household sample survey in the EU. The survey covers the resident population, defined as all people usually residing in private households. As such, persons living in collective households are excluded from the target population. Usual residence means the place where a person normally spends the daily period of rest, regardless of temporary absences for purposes of recreation, holidays, visits to friends and relatives, business, medical treatment or religious pilgrimage. The data for the EU are aggregated results for the 27 EU countries. For more information on the data sources used, please consult the online publication EU labour force survey.

Due to the sampling nature of the survey, some data have low reliability or are not published due to very low reliability or confidentiality. Data that are of low reliability are duly marked in the footnotes below the figures and tables.

Main concepts

An employed person is someone aged 15-89 years who, during the reference week of the survey, performed work – even if just for one hour a week – for pay, profit or family gain. Also included are people who were not at work but had a job or business from which they were temporarily absent.

An employee is a particular type of employed person. Employees work for a public or private employer and receive compensation in the form of wages, salaries, payment by results, or payment in kind; non-conscript members of the armed forces are also included. Employees are not self-employed or contributing family workers.

Self-employed persons are defined as persons who work in their own business (including professional practices, farms, shops and other businesses) for the purpose of earning a profit.

The distinction between full-time and part-time work is generally based on a spontaneous response by a respondent to the labour force survey.

An employee is considered as having a temporary job if employer and employee agree that its end is determined by objective conditions, such as a specific date, the completion of an assignment, or the return of an employee who is temporarily replaced: in such cases the employee has a contract of limited duration (as opposed to one of unlimited duration).

Occupations of employed persons are defined and classified in the international standard classification of occupations (ISCO). The occupations used in this article are based on ISCO-08. Elementary occupations include the following groups.

Cleaners and helpers
Agricultural, forestry and fishery labourers
Labourers in mining, construction, manufacturing and transport
Food preparation assistants
Street and related sales and services workers
Refuse workers and other elementary workers

Educational attainment refers to the highest level of education successfully completed. Educational levels are defined and classified in the international standard classification of education (ISCED). The levels of education used in this article are based on ISCED 2011. A low level of education refers to ISCED levels 0–2 (less than primary, primary and lower secondary education), a medium level refers to ISCED levels 3 and 4 (upper secondary and post-secondary non-tertiary education) and a high level refers to ISCED levels 5–8 (tertiary education).

Calculation of shares in totals

The shares have been calculated relative to a total including the number of people classified in the not stated or unknown categories.

Country notes

Spain and France have assessed the attachment to the job and included in employment those who, in their reference week, had an unknown duration of absence but expected to return to the same job once health measures allow it.

Context

The data in this article provide information not only on foreign-born persons living in the EU but also about native-born persons with at least one foreign-born parent.

Successful integration may lead to economic and social benefits for migrants and for the society where they live. More information on the policies and legislation in force in this area can be found in an introductory article on migrant integration statistics.