Although the Dutch labour market has cooled slightly compared to previous years, employers are still facing major challenges in filling vacancies. Recent reporting by Dutch business news platforms Accountant.nl and DeOndernemer.nl, based on research by the Employee Insurance Agency (UWV), shows that many companies continue to struggle, not only because of staff shortages but also because applicants are demanding higher salaries and more flexible working hours.
Nearly half of vacancies still hard to fill
According to Accountant.nl, around 45 percent of vacancies in the Netherlands remain difficult to fill. While employers report that recruitment has become somewhat easier than at the peak of the labour shortage, the situation is far from normal.
The findings are based on UWV research conducted in autumn 2025 among 3,550 employers. More than half of those surveyed say they still experience the effects of a tight labour market. The problems are particularly acute in construction, healthcare and industry. Technical professions and healthcare roles are among the hardest positions to fill.
A key issue is the simple lack of applicants. No fewer than 87 percent of employers with recruitment problems say they receive too few responses to job postings. In some sectors, such as construction, the situation is even worsening. DeOndernemer.nl reports that construction is currently the only sector where the number of hard-to-fillvacancies is still rising.
Recent figures from Statistics Netherlands (CBS) show that 71 percent of entrepreneurs face staff shortages. Although this is slightly lower than the 75 percent recorded in 2023, most employers still consider it the biggest obstacle to running their business.
Skills gap and salary demands
Beyond the shortage of applicants, employers also point to a mismatch in skills. Many candidates who do apply do not meet the required qualifications. Employers frequently report that applicants lack the necessary professional knowledge, technical skills or relevant work experience.
At the same time, jobseekers are setting higher expectations. Salary demands and preferred working hours are increasingly becoming sticking points in negotiations. High salary expectations contribute to recruitment difficulties for 36 percent of employers with hard-to-fill vacancies.
This issue is particularly noticeable in specialized business services, IT and communications, sectors where wages are already relatively high. Erica Maurits, labour market advisor at the UWV, notes that earlier research among jobseekers shows salary is one of the most important factors when choosing a job, alongside a good working atmosphere and pleasant colleagues.
Faced with these demands, many employers are adjusting their offers. Nearly 60 percent of companies dealing with salary demands say they are providing better employment conditions in order to attract candidates. In some cases, this may mean meeting applicants’ salary expectations.
Employers turn to training and upskilling
Because experienced and fully qualified candidates are scarce, employers are increasingly investing in training. According to Accountant.nl, 52 percent of employers who recently had vacancies say they are more willing to hire people who still require training. Instead of searching endlessly for the perfect candidate, companies are opting to develop talent internally.
This shift reflects a broader change in the labour market. The UWV notes that the mismatch between supply and demand is not just about numbers, but also about skills. Between retiring employees and more use of AI, job requirements need to evolve.
Labour shortages are likely to persist in several sectors. As a result, retraining and upskilling are becoming more important for both employees and jobseekers. For workers, continuous learning may improve job security and career prospects. For employers, investing in people may be the most realistic way to secure the workforce they need.
In short, while the labour market may be slightly less overheated than before, the challenges are far from resolved. Employers must compete not only for scarce talent but also respond to rising expectations around salary and working conditions.
Written by Bárbara Luque Alanís