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Rethinking Labour Mobility: Mobile Workers Need More than Just a Job—Here's Why



"The future of work must be human-centered—supporting workers through transitions, and valuing their dignity."

— António Guterres, UN Secretary-General


Fresh insights from the Annual Report on Intra-EU Labour Mobility, released just last February 2025, reveal that mobile workers worldwide continue to face uneven paths to opportunity.


In 2022, 27% of EU movers were at risk of poverty or social exclusion, while nationals had a better outcome at 19%. However, third-country nationals (TCNs) faced the greatest challenges, with an alarming 46% at risk within the EU. (1)


Denmark, known for its strong economy and high quality of life, remains a magnet for globally relocated professionals. Yet, behind the promise of opportunity lies a complex reality: mobile workers often encounter unique challenges that can hold them back.


Whether you’re an expat, freelancer, entrepreneur, a recent graduate, or an organization employing internationals, understanding these hurdles—and placing the question on the table on what can be done to overcome them—is essential.


A Closer Look at the Challenges


Moving to Denmark is an exciting prospect, but the numbers show that mobile workers face unique hurdles: (Statistics extracted from the Intra-EU Labour Mobility report)


  • Poverty and social exclusion risks: EU movers and nationals experienced income growth between 2017 and 2022, however nationals' median income grew at a faster rate (2.6 % annually compared to 1.9 % for movers.)

    In addition, Denmark's income inequality is noticeably higher among EU movers than among Danish nationals. The gap between the highest and lowest earners among EU movers is twice as large as that among Danes.

  • Employment rates: EU movers excel with a 78% employment rate, slightly higher than nationals at 76%, and significantly better than TCNs at 63%.

  • Gender disparities: Female EU movers are underrepresented in employment, with a 14-percentage-point gap compared to male movers.

  • Educational attainment: EU movers aged 30–34 have made progress, with tertiary education attainment increasing from 35% in 2017 to 39% in 2022. However, they still fall behind nationals, who hold a 43% attainment rate.

  • Contract types: 14% of EU movers work on fixed-term or part-time contracts. In Denmark, movers in healthcare are more likely to hold permanent contracts than nationals—96% compared to 86%.

  • Youth challenges: In Denmark, movers aged 20–34 represent the largest group of mobile workers (67%), yet they face higher unemployment rates.

  • Return trends: Mobility isn’t always permanent. In 2022, an estimated 738,000 EU movers returned to their home countries, marking a 6% increase from 2021. Meanwhile, according to Denmark Statistik in 2024, 52,580 internationals left Denmark, representing a 4% increase compared to the previous year. (2)


Why It Matters


Behind these statistics are real people—skilled professionals and their families—trying to build a meaningful life in Denmark and across the EU. While attractive policies like Denmark’s 7-year expat tax scheme draw international talent, the picture is more complex. In many cases, the move comes at a cost.


Spouses, often accompanying partners, may struggle to find work, build wealth, or establish their own careers. Some eventually choose to leave Denmark as a family due to limited opportunities or a sense of stagnation.


Others face challenges such as entering a job market where Danish language skills are often essential, or adapting to a work culture and social environment that may feel closed or difficult to navigate. Feelings of isolation, underemployment, or lack of recognition for foreign qualifications can further discourage long-term settlement.


These factors not only affect individuals and families—they also influence Denmark’s ability to retain the very talent it works to attract.


So What Needs to Be Done?


The following ideas come from my coaching career experience, conversations with internationals, my work with multinational companies, and my personal journey as both an accompanying partner and an expat working in a foreign country. Here’s how individuals, organizations, and policymakers can contribute:


  • Tailored Support: Integration programs should go beyond generic support, offering industry-specific guidance, mentorship, and affordable access to networks that cater to professional needs and market demands.


  • Language Learning Flexibility: Language courses should be paced to accommodate, international employees, entrepreneurs, freelancers, job seekers with their professional and family commitments, with opportunities for practical application to foster real language proficiency and integration.


  • Long-Term Career Development: Focus on career continuity, not just short-term integration. Mobile workers need access to permanent positions, career growth opportunities, and recognition of foreign qualifications. Consider internship programs or apprenticeships (not only for recent graduates) for smoother transitions into local job markets.


  • Normalize Non-Linear Career Paths: Career breaks, re-skilling, and transitioning into new sectors are common in international moves. There is value in adaptability and soft skills as much as continuity on a CV. Focus on the outcomes achieved and the skills gained rather than just the length of experience.


  • Cultural Adaptation: Workplace cultural training for both international professionals and Danish employers is crucial for fostering better communication and ensuring smoother integration into Danish work culture. Additionally, cross-cultural awareness workshops can help to build a more inclusive and understanding environment within teams.


  • Comprehensive Family Support: Consider the entire family in relocation policies, especially accompanying spouses, who often face career challenges. Offering networking opportunities and career development such as, career counseling, or even access to job placement services for spouses can increase retention and satisfaction, enabling the whole family to integrate more successfully.


  • Inclusive Onboarding: Employers must create inclusive onboarding programs that address not only technical skills but also social integration, helping mobile workers feel part of the team and the wider community. This can include mentorship programs, where eager colleagues who are excited to help, volunteer to mentor newcomers and share their knowledge through both work and cultural adaptation.


  • Promote Local Community Engagement: Encourage mobile workers and their families to participate in local community events, volunteer opportunities, and social clubs. This helps them build connections beyond work and feel more embedded in their new environment. Social integration is key to long-term satisfaction and retention.


  • Improve Transparency in the Hiring Process: Companies should make it clear how international professionals can progress within the organization. Transparent communication about career paths, expectations, and advancement opportunities will help mobile workers feel more secure and motivated to stay long-term.


  • Make Systems Human-Centered: Housing, healthcare, job market entry, and recognition of qualifications need to be easy to access, understand and navigate. Policies should consider the emotional and cultural realities of relocation—not just the economic factors.


By addressing these gaps, Denmark can ensure that mobile workers not only arrive but also choose to stay for long.


A Shared Responsibility


For professionals who are considering relocation—or who have already made the move—this is a call to be proactive and intentional in shaping your journey. Building a fulfilling career abroad requires more than just adapting to the local job market; it means building your own roadmap, connecting with support systems early, and understanding both the visible and invisible barriers you may face.


And for organizations and policymakers, the solutions must go beyond “availability” and move toward accessibility, accountability, and co-creation with the very people who deserve the opportunity to grow—just as their companies and the communities they live and work in also thrive.


For more reflections on my experience living abroad, my work on career-self awareness, and my perspective on career transitions, follow me on:


Article written by Edith Escobedo

Photo by WIX Media


References:

European Commission: Directorate-General for Employment, Social Affairs and Inclusion, Gasperini, M., Cinova, D., Petracco, C., Truc, M. et al., Annual report on intra-EU labour mobility – 2024 edition, Publications Office of the European Union, 2025, https://data.europa.eu/doi/10.2767/2077850


Immigration and Emigration Immigration, Larsen, D., Publication Statistics Denmark, 2025,


Thanks for sharing your time with me!


Edith


 
 
 

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