At the start of the year, the European Commission announced a European Strategy on Vocational Education and Training (VET) to be released in 2026. Representing the European electrical contracting sector, a key industry affected by workforce shortages, EuropeOn recently published two statements, co-signed by GCP Europe, on two specific topics that will possibly be addressed by the VET Strategy[1]: microcredentials and the automatic recognition of qualifications.

These two statements are complementary to the statement we already published on the VET Strategy as a whole. EuropeOn welcomes the initiative, but reminds policymakers that the focus should be on presenting technical careers, particularly those in fields driving the energy transition, as attractive and rewarding pathways for young people and career changers.

Microcredentials can be useful for upskilling, but don’t solve the core issue

Microcredentials can serve as a valuable tool to support the upskilling of already qualified professionals. However, they can’t replace initial training, as working with electricity requires professionals with comprehensive and robust knowledge.

Another challenge identified in the statement is the issue of trust. In the electrical sector, most companies are SMEs, where recruitment is often managed directly by business owners who are not familiar with microcredentials. To ensure the confidence of employers in these short trainings, social partners should be involved in their design.

Check the full statement here.

Automatic recognition of qualifications poses more risks than benefits for the electrical sector

The proposal for automatic recognition of qualifications raises additional concerns. While EuropeOn supports the mobility of workers in principle, all European countries are currently facing workforce shortages in the electrical sectors. Facilitating labour mobility would just move the shortage from one country to another rather than bring a solution to worker shortages.

Moreover, this approach risks undermining established national qualification systems, overlooks language barriers, and may create safety concerns. Effective tools already exist to compare qualifications internationally, and a one-size-fits-all approach is unlikely to succeed. Instead, efforts should focus on increasing the attractiveness of the sector through both national initiatives and EU support for national campaigns.

Check the full statement here.

[1] As outlined in the Union of Skills: https://commission.europa.eu/topics/eu-competitiveness/union-skills_en