Although the biennial survey “Tomorrow’s qualifications in industry” by the federation of Luxembourg industrialists (”Fédération des industriels du Luxembourg” or Fedil, in French) has its limitations—the main one being a participation rate of industrial and sector-affiliated companies of 12.72%, with 42,397 of the 89,306 employees in the sector—it is nonetheless a leading indicator of trends in recruitment intentions and the targeting of profiles that are most in demand.
Over the next two years, the industrial sector is expected to create 3,027 jobs. That’s 53.65% more than in 2024. Of these vacancies, 1,715 are new jobs (56.66%) and 1,312 are replacements. The greatest needs are in industry and industrial processes, with 1,518 positions. This is followed by the construction sector (590 positions, including 331 creations), IT support professions (394 positions) and transport professions (138 positions).
Move upmarket in terms of qualifications
Notable fact, of all the hiring forecasts and courses in demand, bachelor’s degrees come out on top for the first time with 34.6%, marking a very strong increase compared to 2024 (17.5%). This is followed by vocational qualification (“diplôme d’aptitude professionnelle” or DAP, in French) training with 28.2% and technician training takes third place (12.4%).
It is in the industrial, administrative support and IT support sectors that higher qualifications—bachelor and master/doctorate—are most in demand. The survey confirms that for construction and transport professions, a lower level of qualification is often required.
A bachelor’s degree has become a very strong indicator for companies when recruiting, as it is now seen as an essential skills standard. This level of training meets the need for a global profile integrating technical, IT and administrative skills. Faced with rapid technological change, companies are favouring this level of qualification to ensure that employees have the academic base needed to adapt to new tools and processes.
Artificial intelligence, a global challenge
One of these new tools is artificial intelligence (AI). This is seen as a major driver of change, influencing both the labour market and training needs. It is influencing the general mood of the market, in the same way as the industry’s economic situation, according to Fedil.
To cope with these developments, the emphasis must be placed, according to the federation, on developing skills both in initial training and in continuing training and retraining. AI must not be treated in isolation, but as a global challenge that requires a thorough overhaul of guidance and lifelong learning to maintain employability and industrial competitiveness.
Ministers listening
While the study is a leading indicator of job creation, it is also a wake-up call for the government. Fedil director insists on the need for more precise educational guidance to better align academic training with the real expectations of businesses. A message received five out of five by the three ministers present at the presentation of the study this Wednesday 11 March—, Minister of Education; , Minister of Higher Education, and , Minister of Labour.
Claude Meisch stressed the importance of early guidance from basic school, “aimed at stimulating young people’s interest in science and manual activities” and the need to offer flexible pathways, including compressed training and gateways to higher education to enhance the value of technical professions.
Stéphanie Obertin stressed the collective responsibility of companies and educational institutions to invest in human capital. Faced with the ecological transition and digital transformation, she reaffirmed the need to train engineers, technicians and hybrid profiles capable of navigating between industry and IT.
Marc Spautz, for his part, called for close collaboration between economic players to adapt the workforce to the future challenges facing industry, stressing the imperative of investing in lifelong learning to bridge the gap between academic qualifications and practical needs. “Our strategy must be based on better talent identification and more agile career transition programmes.”