Labour and its Migration Trends in Latvia

During the first half of 2012 four extensive labour market researches were carried out in Sweden, Finland, Estonia and Latvia. The main goal of the researches was to obtain information about the situation on the labour market in the cross-border region, labour mobility trends and obstacles, and also to identify 50-70 professions which are highly demanded by employers of each partner region.

Although in the case of Latvia the cross-border region of the EU Central Baltic

programme geographically covers Riga region, as well as western and northern parts of Latvia, however in reality, in the context of labour market, the whole territory of Latvia should be viewed as a single region. Latvia’s small economy and consequently its small labour market can be rather easily influenced and may be exposed to statistically significant changes caused by relatively slight impact of external factors, such as changes in investment flows or the opening of a factory. Furthermore, according to the recent, 2012, study by the Latvian Ministry of Welfare 67% of all work places in Latvia are located in the Riga region, while the rest are scattered in regions: central part of Latvia (Vidzeme) – 7%, western part (Kurzeme) – 10%, southern part (Zemgale) – 8%, and 9% in eastern part (Latgale). Given that Riga and its suburban area is home to about 50% of Latvian population at working age, it

has resulted in a slower economic development in regions and labour shortage in Riga. Thus, the Riga region “absorbs” labour force from regions which causes a huge risk for the further regional development in Latvia.

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Apart from a disproportionate size of the labour force breakdown by regions, and despite its small size, Latvian labour

market has also other interregional differences concerning labour supply and demand. For instance, in Riga and its suburban area professions from various industries and sectors are demanded – primarily in business services, including sellers, sales managers, marketing specialists, as well as professions related to information and communication technology, programmers, analysts, designers; in health care – nurses, pharmacists, dentists, assistants, cosmetologists, masseurs; in hospitality and catering services – waiters, cooks, chiefs, bartenders. With rather good employment opportunities there is also a considerable demand for professionals of textile industry, including tailors, furniture technicians; in buy daily dose cialis machine building and metalworking – welders, mechanics, and engineers; in food industry the particular demand is for confectioners; in construction – builders, plumbers. Similarly, professional hairdressers and electricians are also in rather high demand in Riga and its suburban area. Regional employment, however, has more specific labour demand breakdown by sectors and even such factor as the gender may determine ones job opportunities. For example, in central part of Latvia (Vidzeme) women are more likely to find a job in sales, while the highest rate of employment among men is in the woodworking sector. Another characteristics of the Vidzeme region a tendency to fill vacancies with the local labour force, while, for instance, in Kurzeme employers of certain sectors – metal processing and fish processing – are attracting foreign labour force from Ukraine, Russia and Belarus, which can be explained by cheaper labour costs, shortage of local specialists with relevant skills, as well as differences in requirements between employers and employees, including salary, working conditions and other work related aspects.

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Differences in requirements between employers and employees exist in all regions and they affect mainly wages and working conditions. Currently, taking into account the unemployment rate in many sectors, where the labour supply exceeds the demand, such as marketing, sales, and to a lesser extent in the textile industry, a situation has emerged where there is both – a large number of vacancies in the sector and a large number of job seekers for those vacancies. This situation allows employers to select the most advantageous option with higher qualification requirements and relatively lower working conditions including salary which often is unsatisfying for employees. These differences result in a relatively high staff turnover. In information and communication technology sector the situation is quite the opposite – the labour demand outweighs the supply as a result the employees can more freely negotiate working conditions and salary requirements. However, also in the latter case there is a slight personnel rotation, although it is more likely related to out-buy of specialists and better job offers to can you buy cialis online in canada industry workers, including the specialists going for work abroad – labour migration.

Largest communities of Latvian migrant workers are located in United Kingdom, Ireland, Germany, Norway, and also Sweden. Latvian migrant workers are working in different sectors, including the intellectual work and occupations with higher qualification requirements, as well as sildenafil pronounce work with lower qualification requirements and as unqualified workers. However, the most extensive and active labour migration among the Central Baltic countries takes place between Finland and Sweden where exchange of specialists can be observed in sectors such as health care, education, information technology and communications, construction, metallurgy, chemical industry and professionals in other sectors, including chefs, hairdressers, and engineers. Relatively high labour migration can also be observed from Estonia to Finland – in 2010 around 28`000 Estonian commuters worked in Finland in above mentioned sectors, as well as in agriculture, transportation, security, catering and other sectors.

Despite the fact that emigration from Latvia, including labour mobility, has been high in recent years, there are also considerable barriers existing in Latvian labour force mobility. The study showed that main mobility obstacles are – lack of language skills, uncertainty about safety and social conditions in the country of http://sildenafilcitrate-100mg-rx.com/ destination, different levels of wages and living standards (socio-economic, including tax differences, bureaucracy), disparities of working conditions and qualification requirements, infrastructure barriers, traditions and family circumstances that keep people at home, as well as lack of information. As for the latter – the lack of information, it should be emphasised that the public institutions and organizations related to labour market are pointing out that the information on job opportunities abroad and related aspects is available, which was also confirmed by the study. However, obstacles to labour mobility in this case are related to the structure of the available information, i.e., the necessary information is needed in a user-defined and structured way which in many cases, taking into account the individual needs of job seekers, lysto sildenafil spray is very different. Another specific labour mobility obstacle is different classification systems of the professions according to which the job seekers are classified by sectors and occupations, but not by their skills and abilities.

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The results of all studies are integrated into Internet platform that is described in the article above.

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