19.12.2025 - The current Skilled Labour Report of the German Chamber of Commerce and Industry (DIHK) shows: The weak economic situation dampens the personnel requirements of companies, while securing skilled labour remains one of the greatest challenges for the German economy in many areas.

Of the nearly 22,000 companies that took part in the survey, 36 percent report that they are at least partially unable to fill vacancies due to a lack of suitable personnel. Although this share has decreased by seven percentage points compared to the previous year, the situation remains tense. Small and medium-sized businesses are particularly affected: More than 40 percent of small and medium-sized enterprises struggle to fill vacancies. At the same time, almost half of all companies report that they currently have no personnel requirements – an increase of five percentage points.

“The alleged ease in the skilled worker shortage is deceptive,” warns Achim Dercks, Deputy CEO of the DIHK. “An increasing share of companies is currently reducing their demand for personnel as a result of the structural economic weakness in Germany. Especially the accelerated demographic development in the coming years due to retiring baby boomers will present enormous challenges for the broad economy. Securing skilled labour must therefore remain a top priority on the political agenda. Policies for growth and prosperity in Germany must be based on two pillars – structural reforms to relieve companies on one hand and a strategy for more skilled labour and employment participation on the other.”

Skilled workers with dual vocational training needed

According to feedback from companies, skilled workers with dual vocational training are particularly in demand: 57 percent of companies with vacancy problems fail to find suitable applicants in this segment. Unlike other qualification levels, this share has even slightly increased compared to the previous year. Qualified personnel with advanced training and university degrees are also scarce. “Especially in key sectors such as digitization, energy, and infrastructure, specialists are often lacking. This is equally a brake on growth for the energy transition, investment in research and development, and the use of new technologies. It becomes clear once again: Without sufficient skilled labour, many – including politically and socially desired – goals are on thin ice.”

The major concern of companies in view of the drastic decline in the working-age population is also reflected in the responses regarding future developments: 83 percent of companies expect negative impacts from labour and skilled labour shortages in the coming years. This share has again increased compared to 2023. Therefore, while fewer companies report bottlenecks at present, more companies expect increasingly negative impacts from skilled labour shortages on their business activities in the future. Dercks: “Demographic development worsens the challenges for companies year by year – even with weaker demand for personnel in cases of prolonged economic weakness.”

Rising labour costs (63 percent) are at the top of the expected consequences: Shortages of skilled workers thus further increase these costs, which already put companies under pressure primarily due to high social contributions. This is followed by increased burdens on the workforce (55 percent) and feared restrictions on the supply of goods and services (36 percent). Company-specific knowledge loss due to the retirement of experienced employees also poses as a threat.

What measures can help now

“We need to unlock all potentials – from further training and immigration to employment of older people,” emphasizes Dercks. A key component of securing skilled labour is better activation of women in the labour market. They represent one of the biggest potentials – particularly mothers predominantly employed part-time with quite low hours. “Better compatibility of family and work remains an ongoing task. One of the most important prerequisites for this is a good and flexible childcare offer,” says Dercks. However, there are still 300,000 missing daycare places in Germany, mainly in the western states. Reliable and flexible opening hours as well as coverage of fringe and holiday periods are additional important aspects. Finally, it is necessary to advance the expansion of all-day primary schools to continue enabling parents to achieve compatibility after their children transition to primary school.

With the so-called baby boomers, several million skilled workers will retire in the coming years. Employment of older people therefore offers great opportunities for securing skilled labour. With the active pension, the federal government has taken a first step; further must follow. “Politicians should urgently create more incentives for experienced skilled workers to remain longer in employment.” This urgently includes abolishing the pension without deductions after 45 insurance years.

Labour and skilled labour immigration from abroad is also an essential instrument for securing skilled labour. “In addition to transparent, labour market-oriented immigration regulations, we need efficient, unbureaucratic, and quick administrative procedures,” demands Achim Dercks. The digital “Work-and-stay agency” (WSA) planned by the federal government must be implemented promptly. The WSA as a “one-stop government” should also serve as a central contact point for companies to process the entire application process in the immigration procedure via a digital portal.

The DIHK Skilled Labour Report makes clear: The shortage of skilled workers will be a central challenge in the coming years. “Securing skilled workers is a joint task of politics, business, and society. We must all be aware of that. If we do not exploit all possibilities, we endanger the competitiveness of our location,” concludes Dercks.

The survey results are available for download here:

DIHK Skilled Labour Report 2025/2026 (only available in German) (PDF, 2 MB)