Shortages of skilled workers remain a significant challenge across OECD countries, with information and communications technology (ICT), healthcare and teaching among the sectors experiencing the most persistent recruitment difficulties. The findings are outlined in the OECD Skills for Jobs Database 2026, which examines occupational and skills imbalances across 38 countries, using data up to 2024 for most participating economies.
Although overall labour market pressures have largely returned to pre-pandemic levels, employers continue to face difficulties filling positions in high-skilled occupations and roles where job quality is relatively low. The OECD warns that shortages of skilled labour can restrict productivity growth and create obstacles to long-term economic development.
The database identifies ICT professionals as one of the occupational groups experiencing the most persistent shortages. The OECD links this trend to the digital transformation of economies and the rapid development and adoption of artificial intelligence (AI). Demand for specialist technical expertise has grown, while the supply of suitably skilled workers has struggled to keep pace.
In the United States, shortages of ICT professionals have intensified since the launch of ChatGPT in 2022. The OECD suggests demand is likely to remain strong, particularly for roles requiring advanced technical knowledge and experience. Expanding access to ICT careers, supporting flexible learning pathways and promoting skills-first recruitment could help increase the available talent pool.
Healthcare is another area facing long-standing workforce pressures. Health professionals and health associate professionals have experienced persistent shortages across OECD countries over the past two decades. Population ageing and rising care needs have increased demand for services, while retention difficulties and demanding working conditions have added to recruitment challenges.
Teaching professionals are also in short supply. Although demographic changes may reduce the school-age population in some countries, the growing demand for lifelong learning, upskilling and reskilling is expected to sustain the need for teaching expertise. Flexible routes into the profession and support for people considering teaching as a second career are among the approaches identified by the OECD.
While shortages are concentrated in high-skilled roles, the OECD identifies surpluses in several lower-skilled and routine occupations. These include clerical support workers, food preparation assistants, labourers, and street and related sales and service workers.
For some administrative roles, declining demand for repetitive tasks may be contributing to the imbalance, as automation and AI reshape how organisations operate. Supporting workers to transition into occupations experiencing shortages will therefore be important, with targeted upskilling and reskilling helping people develop skills that are in demand.
The database also highlights shortages in areas such as computer and electronics knowledge, medicine and dentistry, and cognitive abilities. Transversal skills are generally in shortage, reinforcing the importance of communication, problem-solving and other capabilities that can be applied across different roles and sectors.
The 2026 edition builds on previous OECD releases in 2017 and 2022, offering an updated picture of how labour demand and skills requirements have changed following the COVID-19 pandemic and the rapid adoption of AI.
The OECD uses a harmonised, data-driven methodology to compare occupational imbalances across countries. Its assessment draws on indicators including employment growth, wage growth, hours worked and online job postings. These signals are used to identify occupations experiencing recruitment difficulties and translate the findings into more detailed insights about specific skill shortages.
The findings underline the importance of education and training systems that respond to changing employer requirements. Career guidance, accessible learning pathways, micro-credentials and opportunities for continuous professional development can all help people prepare for emerging roles and move between sectors.
For employers, understanding these trends can also inform workforce planning, recruitment strategies and staff development. Investing in training can help organisations address skills gaps internally while supporting employees to adapt to changing responsibilities and technologies.
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OECD (2026), Mapping Skill Shortages in OECD Countries: New Evidence from the Updated Skills for Jobs Database, Getting Skills Right, OECD Publishing, Paris, https://doi.org/10.1787/735f9485-en.
