Skills matching in this context refers to both education (such as level of qualification and field of study) and skills (understood as the ability to apply knowledge and know-how to perform tasks and solve problems). The study considers different forms of mismatch, including vertical mismatch (where qualifications or skills do not correspond to job requirements) and horizontal mismatch (where the field of study does not match the occupation). These mismatches can result in migrants being employed below their qualifications or experiencing higher levels of unemployment or underemployment compared with similarly qualified individuals without a migration background.

The study identifies inter alia the following findings:

• Skills mismatch in Belgium is closely linked to structural features of the labour market, in particular its high qualification requirements, which increase the likelihood of overqualification among highly educated migrants even when their skills are recognised.
   
• Labour market outcomes are strongly shaped by the interaction between language requirements and job market expectations, with employers often demanding higher levels of language proficiency than those achieved through standard integration pathways.
   
• Early labour market exposure and orientation significantly influence skills matching outcomes, as migrants who engage early with the labour market are more likely to follow pathways that lead to employment aligned with their qualifications.
   
• Skills recognition processes remain a critical bottleneck, not only due to administrative complexity but also because delays and uncertainty can influence migrants’ willingness to invest in further training or career progression.
   
• Gender dynamics are embedded in skills matching outcomes, with care responsibilities and limited access to childcare shaping women’s ability to access training, participate in integration measures and enter employment aligned with their skills.
   
• Skills mismatch is not only an individual issue but is also shaped by employer behaviour, including recruitment practices, risk perception and the extent to which companies (especially SMEs) are able to manage diversity and international profiles.
   
• The effectiveness of integration and employment measures depends less on their availability than on their coordination, with fragmented service delivery reducing the impact of otherwise well-designed tools.
   
• Sustained support after labour market entry emerges as a critical but often overlooked factor, as many migrants who initially accept jobs below their qualification level lack access to pathways that would enable them to progress towards more suitable employment.

The findings of this national contribution will inform the European-level EMN study, which is scheduled for publication in mid-May 2026 and will provide a comparative analysis of skills matching policies and practices across EMN Member and Observer Countries.