February 19th 2026
Asylum seekers: untapped talent for employers
The job market is desperate for talent, but many asylum seekers are still on the sidelines. Broader access to employment benefits everyone. What's holding us back, and what can you do as an employer?
The labor market is and will remain tight. According to figures from the Employee Insurance Agency (UWV) and the State Commission on Demographic Development, among others, the pressure on various sectors is increasing. Employers are looking for solutions. One of them is obvious: allowing newcomers to participate more quickly and effectively.
Yet, the labor participation rate of asylum seekers is lagging behind. Only a small percentage work during their reception period, while many employers are struggling with vacancies. What is needed to break this cycle? Fabian Dekker, labor market researcher at SEOR, spoke with 20 employers to answer this question.
Missed opportunity
Although the number of asylum seekers with a work permit (TWV) has increased in recent years due to the abolition of the 24-week requirement , it remains difficult for them to find work. A year after receiving their residence permit, 90 percent are receiving social assistance, and only 5 percent of all asylum seekers work during their reception period, according to figures from the Social and Economic Council ( SER) and Regioplan .
The SEO study "Broader Work Opportunities for Asylum Seekers" (2024) , in which Refugee Talent Hub collaborated, shows the obvious: give asylum seekers greater access to work and the social benefits are significant, while additional costs remain limited. In short: faster and unlimited employment is a win-win for everyone.
Employers see opportunities
Employers are also positive about the deployment of asylum seekers, Dekker's research shows. Employers report motivated job offers that are serious and offer work experience.
But employers also face obstacles: language proficiency, recognition of diplomas, administrative procedures such as work permits, and uncertainty about residency status. As a result, many placements start in entry-level positions, requiring additional guidance in the initial phase.
The good news: many of these barriers can be overcome.
How do you start as an employer?
- Start small and practical. First, build internal support and prepare your team to mentor new colleagues.
- Look for new talent based on skills instead of just the resume
- For example, start at one location or with a small number of professionals and expand once things are going well.
- Understand the target group and ask specialist partners for help where necessary.
- Invest in language and development , so that entry-level work can grow into sustainable employability.
- Check outour knowledge base : here we share weekly knowledge and experiences that are directly applicable to employers, large and small.
Want to know more?
- Download the PDF 'What is the difference' and learn about terms such as newcomer, asylum seeker and status holder
- Read 5 tips from employers for new talent
- Learn from successful programs like Medtronic