As Europe faces a rapidly evolving labour landscape shaped by digitalisation, demographic shifts, and new regulatory initiatives, the role of the private employment services industry has never been more pivotal. At the start of 2026, World Employment Confederation – Europe (WEC‑Europe) welcomed its new President, who shared his vision for strengthening the sector’s voice in EU policymaking, advancing responsible AI use, and building pathways for international talent mobility. In this interview, he outlines key priorities for guiding WEC‑Europe’s work in the year ahead.
Published on 29th January 2026
As the newly elected President of WEC‑Europe for 2026, where do you see the biggest opportunity for WEC to position the private employment services industry in the European policy arena?
WEC-Europe’s biggest opportunity lies in shaping a competitiveness agenda that connects AI in the workplace, legal mobility and migration, and the creation of quality jobs. WEC Europe is already active in EU consultations to ensure our sector is recognised as a responsible and innovative labour‑market partner. By engaging early, we help design policies that strengthen Europe’s workforce and support dynamic, resilient labour markets.
How can the private employment services industry support Europe’s competitiveness through AI while ensuring quality jobs?
AI can significantly enhance matching efficiency, skills forecasting, and workforce planning, but it must be deployed responsibly. Our sector already leads in ethical and transparent AI use, and we are sharing this expertise with EU policymakers. We are also closely monitoring the EU proposal for a Directive on algorithmic management in the workplace. Following the European Parliament’s approval, the file now moves to the Commission, and we will be vocal in stressing that no additional regulation is needed 3. EU institutions have reached an agreement on the EU Talent Pool in 2025.
What is your take on new EU instrument to open up international talent corridors?
The EU Talent Pool is an important, new initiative to facilitate international talent mobility and to open up international talent corridors in times of persisting labour and skills shortages. For our members, it is essential that the Talent Pool recognises the private employment services industry as a partner in the Talent Pool, using the HR services industry as an enabler of effective actor to match people to jobs. We will work with our members at the national level to ensure this implemented appropriately.
How will WEC‑Europe work with social partners and the broader ecosystem of stakeholders to advance these priorities?
Collaboration is essential. We will continue working closely with European social partners, trade unions and policymakers to promote fair, well‑regulated labour markets. Our industry’s solutions are most impactful when developed in partnership, ensuring that innovation, worker protection, and economic resilience advance together.
The conversation highlights how WEC‑Europe seeks to position itself as a constructive and forward‑looking partner in Europe’s competitiveness agenda. By engaging early with policymakers, championing responsible innovation, and deepening collaboration with social partners, the organisation aims to ensure labour markets across Europe remain inclusive, adaptable, and resilient. As 2026 unfolds, WEC‑Europe stands ready to help shape the future of work through dialogue, expertise, and shared commitment to sustainable employment growth.
