In a survey conducted among private business enterprises in Japan, approximately ** percent of companies belonging to the *********************************************************** industry reported a shortage of regular full-time employees as of May 2025. Around ** percent of businesses in ************ reported shortages.

As of October 2024, approximately *** percent of businesses in the United Kingdom reported that they were experiencing a worker shortage, compared with **** percent in September 2022.

As of 2025, approximately *** percent of businesses in the United Kingdom were experiencing worker shortages. Around **** percent of arts, entertainment and recreation businesses had a staff shortage at this time, the most of any industry sector.

In 2023, 21 countries in Europe had a shortage of welders and flame cutters, making it the most prevalent occupation for labor shortages in that year. Several other manual professions such as carpenters and joiners, tool setters and operators, plumbers and pipe fitters, as well as building electricians also saw widespread labor shortages in 2023, while nurding professionals and truck drivers were also in short supply.

According to the most recent population forecasts for Switzerland (Bundesamt für Statistik 2015), the share of old-age dependants (older than 65 years) relative to the working age population (20-64) is going to increase from 29.1% in 2015 to 48.1% in 2045. In the same time span, total population is expected to grow from 8.3 million to 10.2 million while the potential workforce is growing from 4.8 million to 5.3 million. As a result, potential labour supply per capita is decreasing and at the same time the share of old-age dependants as well as the average age of the population are increasing rapidly. Among other problems, this is going to lead to significant distortions on labour markets; such as labour shortages or shifts in the structure of labour demand due to shifts in final goods demand. Furthermore, the current political climate in Switzerland tends towards restricting immigration. Since the Swiss economy already relies heavily on foreign workers, a restriction of immigration might aggravate the predicted labour supply shortages even further.

The goal of this research project is to evaluate the consequences of population ageing for the Swiss labour market. A special focus lies on the labour demand side, specifically on medium and long term sectoral and occupational shifts caused by a decrease in (skilled) labour supply and a change in consumer demand structure due to the demographic change. Moreover, the general equilibrium effects of different policy reforms will be evaluated and compared. To achieve this goal we construct a dynamic overlapping generations (OLG) computable general equilibrium (CGE) model of Switzerland and calibrate it with current Swiss data. Models of this type are the conventional approach to evaluating inter- and intra-generational effects of population ageing. However, only few studies focus on the labour market and even fewer emphasise the demand side. The evidence is particularly scarce for Switzerland, where only a handful of general equilibrium analyses relating to population ageing have been conducted.

In order to facilitate estimating realistic parameters of the model as well as calibrating the model to expected short and medium term industry-specific developments we conduct a customised firm level survey, which, on its own, already constitutes a significant contribution to the relevant literature. The finalised model does not only allow us to predict transitional and long-term effects of the demographic change on the economy and the industry structure. It also provides us with the ability to evaluate and compare different reform proposals, such as an increase in the retirement age, reforms of the pension and healthcare systems and different immigration scenarios. As such, we will be able to give recommendations for optimal policy choice and provide valuable inputs to the political debate.

Companies are raising wages to boost employment levels, but increased production costs will likely result in higher costs for consumers.

Maintaining a full workforce is critical to the operational efficiency of ports, which are key to the functioning of global maritime transportation systems, as well as to the larger logistics systems and the industries they support. A shortage of skilled workers, or extended, large-scale, absenteeism at one or more ports can affect cargohandling operations, competitiveness and even the efficiency of international trade. Through numerical experiments, we study (i) whether the effects of low-level workforce shortages can be ‘absorbed’ without loss of efficiency; (ii) the level at which shortages in a region can impact another region, or the performance of the wider maritime system. To test this, we investigate the ports used by the M2 shipping alliance of Maersk Line and Mediterranean Shipping Company (MSC). The analysis is supported by advanced mathematical modeling and algorithmic procedures. Findings include that low- and even mid-level network-wide worker shortages can be absorbed, but at a greater cost to shippers. Moreover, when a worker shortage arises in some regions of the world, the impacts in other regions can be very significant.

Canada BOS: Labour Shortages data was reported at 20.000 % in Mar 2025. This records an increase from the previous number of 17.000 % for Dec 2024. Canada BOS: Labour Shortages data is updated quarterly, averaging 31.000 % from Sep 1998 (Median) to Mar 2025, with 107 observations. The data reached an all-time high of 68.000 % in Jun 1999 and a record low of 7.000 % in Dec 2009. Canada BOS: Labour Shortages data remains active status in CEIC and is reported by Bank of Canada. The data is categorized under Global Database’s Canada – Table CA.S003: Business Outlook Survey. Business Outlook Survey Questionnaire: Labour Shortages - Does your firm face any shortages of labour that restrict your ability to meet demand? [COVID-19-IMPACT]

According to a survey conducted in January 2023 among business enterprises in Japan, 51.7 percent of companies reported a lack of regular full-time employees. The demand for labor increased for the second year in a row after dropping due to the COVID-19 pandemic.

Canada BOS: Intensity of Labour Shortages: More Intense data was reported at 6.000 % in Mar 2025. This records a decrease from the previous number of 10.000 % for Dec 2024. Canada BOS: Intensity of Labour Shortages: More Intense data is updated quarterly, averaging 25.000 % from Sep 2001 (Median) to Mar 2025, with 95 observations. The data reached an all-time high of 77.000 % in Dec 2021 and a record low of 2.000 % in Jun 2009. Canada BOS: Intensity of Labour Shortages: More Intense data remains active status in CEIC and is reported by Bank of Canada. The data is categorized under Global Database’s Canada – Table CA.S003: Business Outlook Survey. Business Outlook Survey Questionnaire: Intensity of Labour Shortages - Compared with 12 months ago, are labour shortages generally… [COVID-19-IMPACT]

This dataset from the Bureau of Labor Statistics provides monthly estimates regarding total employment and unemployment, which together comprise the labor force. Our data extract lists all data published for North Carolina’s counties from January 2019 to the present. This dataset is a comprehensive nationwide representation using estimates derived from the national Current Population Survey (CPS) and American Community Survey 5-year estimates. No disaggregations by demographic or worker characteristics are included in the labor force estimate. Time series reports for each variable (employment, unemployment, and labor force) are available for each geography (county) using the BLS multi-screen data tool. Preliminary estimates are released within 30 days of each month and finalized within another 30 days, resulting in a 2-month data lag. The data is available from BLS for a variety of geographic areas, including states, MSAs, counties, cities and towns, and other census regions.

While part-time employees constitute the primary workforce in the chain restaurant industry, their retention has become crucial in developed countries, especially Japan, due to labor shortages resulting from the declining birthrate and aging population. Analyzing employee reviews is an effective method for understanding factors that decrease employee satisfaction. However, while many analyses are focusing on full-time employees, there is insufficient analysis focusing on part-time employees, whose employment status and motivations differ from those of full-time employees. This study employs a Structural Topic Model to correlate latent topics from 4511 online text reviews with a 5-point scale of part-time employee satisfaction scores in Japanese chain restaurants. The study identifies 20 topics, including management systems and key employee interests. Especially digital communication and interview processes frequently appeared when satisfaction was low, which are unique to part-time employees in chain restaurants and had been overlooked in previous analyses. Further analysis links 20 topics to four 5-point scale HRM metrics (compensation satisfaction, workplace environment, motivation, and interpersonal relationships), enabling deeper analysis of the relationships between topics and HRM metrics. These insights contribute to the development of strategies to enhance part-time employee satisfaction in chain restaurants.

Executive summary of Maine’s Labor Shortage: New Mainer’s and Diversity (2016), Maine Development Foundation. Prepared for 2018 Strategic Planning process. Includes link to report.

Bureau of Labor Statistics - Job Openings and Labor Turnover Survey (JOLTS) 2000-2025From the BLS:Job Openings and Labor Turnover Survey Overview PageThe Job Openings and Labor Turnover Survey (JOLTS) is a monthly survey that has been developed to address the need for data on job openings, hires, and separations.PurposeThese data serve as demand-side indicators of labor shortages at the national level. Prior to JOLTS, there was no economic indicator of the unmet demand for labor with which to assess the presence or extent of labor shortages in the United States. The availability of unfilled jobs—the job openings rate—is an important measure of the tightness of job markets, parallel to existing measures of unemployment.ScopeData from a sample of approximately 21,000 U.S. business establishments are collected by the Bureau of Labor Statistics through JOLTS Data Collection Centers in Atlanta and Kansas City. The JOLTS survey covers all nonagricultural industries in the public and private sectors for the 50 States and the District of Columbia.Data ElementsJOLTS collects data on Total Employment, Job Openings, Hires, Quits, Layoffs & Discharges, and Other Separations. For more information on the JOLTS data elements, see the JOLTS data definitions page.Reference PeriodsTotal Employment - the pay period that includes the 12th of the month.Job Openings - the last business day of the month.Hires and Separations - the entire calendar month.

After the start of the COVID-19 pandemic, many restaurants in the U.S. have been able to find enough staff to fill all open positions. According to the source, ** percent of restauranteurs reported that workers higher expectation for competitive wages was a reason for the labor shortage.

In 2023, when considering how to address the shortage of skilled workers in Germany, the most popular solution for most companies was to improve the pay in industries experiencing labor shortages. 63 percent said that it should be easier for foreign skilled workers to come to Germany.

Slovenia Business Survey: EM: Limits to Production: Labour Shortage data was reported at 19.342 % in Apr 2025. This records an increase from the previous number of 19.006 % for Jan 2025. Slovenia Business Survey: EM: Limits to Production: Labour Shortage data is updated quarterly, averaging 3.023 % from Jan 1996 (Median) to Apr 2025, with 118 observations. The data reached an all-time high of 28.384 % in Oct 2022 and a record low of 0.321 % in Apr 2013. Slovenia Business Survey: EM: Limits to Production: Labour Shortage data remains active status in CEIC and is reported by Statistical Office of the Republic of Slovenia. The data is categorized under Global Database’s Slovenia – Table SI.S003: Business Survey: Manufacturing: Quarterly.

In 2024, the total labor force in Japan was composed of approximately **** million people. The labor force increased from about **** million in the previous year. Women in the labor forceDue to its demographical circumstances, Japan has a relatively low unemployment rate. As a consequence, companies employ different strategies to secure labor. The employment of women is seen as one of the possible solutions to the labor shortages. In recent years, women have increasingly joined the labor force in Japan, which is reflected by a growth of the female employment rate. This growing participation in the labor market is partly underpinned by an expansion of the service sector. Additional workforceNext to women, the growing number of foreign workers, as well as higher participation of the elderly are also worth mentioning. A breakdown of the labor force by age groups showed that in 2024, close to *** million people were continuing to participate in the labor market beyond the set retirement age of 60 or 65 years.

The global recruitment agency market for overseas jobs is experiencing robust growth, driven by increasing globalization, skilled labor shortages in developed nations, and the rising demand for specialized professionals across diverse sectors. The market, estimated at $50 billion in 2025, is projected to exhibit a Compound Annual Growth Rate (CAGR) of 7% between 2025 and 2033, reaching approximately $85 billion by 2033. This expansion is fueled by several key factors. Firstly, the ongoing digital transformation across industries is creating new roles requiring specialized expertise, driving demand for international recruitment services. Secondly, the increasing ease and accessibility of global communication and technology are facilitating cross-border hiring processes. Finally, government initiatives promoting skilled worker immigration in several countries are further bolstering market growth. Major players like Kelly Services, Randstad, and Adecco, along with specialized niche agencies, are actively shaping the market landscape. Competition is fierce, requiring agencies to differentiate themselves through advanced technology, specialized industry knowledge, and comprehensive global network reach. However, the market also faces challenges. Fluctuations in global economic conditions, geopolitical instability, and stringent immigration policies in certain countries can impact growth. Moreover, the rise of online platforms and freelance marketplaces presents competition to traditional recruitment agencies. To thrive in this dynamic environment, agencies must adapt to changing market demands by investing in sophisticated recruitment technologies, data analytics, and talent management solutions. A focus on building strong client relationships, providing personalized services, and demonstrating a deep understanding of international employment laws and regulations will be critical for sustained success in the overseas job recruitment market. Segmentation within the market is likely based on industry specialization (e.g., tech, healthcare, finance), geographic focus, and service offerings (e.g., executive search, temporary staffing).

Interactive monthly chart and 25 years of historical data from 2000 to 2025.