Annexes to COM(2023)577 - Demographic change in Europe: a toolbox for action

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dossier COM(2023)577 - Demographic change in Europe: a toolbox for action.
document COM(2023)577
date October 11, 2023
agreement on its proposals for standards for equality bodies.49
- The High-level group on non-discrimination, equality and diversity promotes exchanges of practices on age equality and combating ageism, and will publish an output paper in spring 2024.
- By June 2024, Member States are recommended to inform the Commission of the measures implemented or planned under the Council Recommendation on access to affordable and high-quality long-term care, complementing continuous monitoring and support for national reforms.
- The 2024 Access City Award winners will be announced during the conference marking the International Day of Persons with Disabilities in December 2023.
- In 2024, the Commission will publish the Pension Adequacy Report (jointly with the Social Protection Committee) and the Ageing Report (jointly with the Ageing Group).
- By December 2025, Member States are recommended to report on the implementation of the Council Recommendation on a new EU approach to cancer screening.


4. Labour shortages and managed legal migration

In 2022, labour shortages were at a historical high in the EU. While the employment rate in the EU reached a new record high, about 30% of all firms reported labour shortages50 and 74% of SMEs report they face a lack of skilled workers.51 Labour shortages exist in various sectors and occupations across all skills levels and are set to increase. Although activation of people of working age, in particular women, young and older people, reducing skills shortages, improving working conditions in certain sectors, and intra-EU mobility are vital for mitigating labour shortages, it will not suffice to meet needs in all shortage occupations.52 Legal migration from non-EU countries can also help employers fill vacancies in all skills levels, for instance for occupations with a critical role for the EU economy and its green and digital transition in the context of the Green Deal Industrial Plan. Given the size of its labour market, labour migration to the EU remains low in international comparison.53

SMEs facing skills shortages (%)


E

Sweden attracts and retains international talent through a new residence permit for highly skilled third-country nationals and reinforced control measures to tackle abuse of migration routes.
nhanced legal migration pathways to the EU can help fill vacancies while also benefitting origin countries. The need to make Europe a more attractive destination for talent from third countries is a consistent call from EU industry. This calls both for proactive steps to help match employers and employees. This is recognised by several Member States, as demonstrated by the increasing number of work permits issued to non-EU nationals for employment purposes.54 The EU strives to support countries of origin with Talent partnerships in strengthening their economic base and human capital. Attracting talent globally requires targeted labour migration initiatives to address shortages that cannot be met through the domestic workforce while factoring in the aspirations of the third country nationals themselves and the priorities of countries of origin. The Talent Partnerships between the EU and third countries combine direct support for mobility schemes for work or training with capacity building and investment in human capital55 to ensure an equal win for Member States, partner countries, business communities on both sides and the benefitting individuals. According to the OECD, only four EU Member States56 feature in the top 10 countries most able to attract highly educated talent and entrepreneurs from abroad, including Sweden with its favourable visa conditions for entrepreneurs as well as its inclusive, family-friendly environment.57 Policies also need to facilitate the successful integration of third country nationals into European societies, ,with integration and the respect for the EU’s core values and principles are both a right and a duty.


Job matching and navigating legal migration pathways is often cumbersome and costly for both migrants and employers. Labour market access should be facilitated by assuring legal migrants of fair working conditions, through swift recognition of foreign qualifications and support to overcome administrative and language barriers. For instance, Czechia has established a dedicated IT tool for the assessment of labour needs that could be filled through migration and Greece has a user-friendly online platform to better match supply and demand for skills. A more coordinated approach to matching the needs of employers looking for workers in the EU and of those looking for jobs should be fostered. Migrants are often in jobs that do not match their skills, with almost 40% of them being overqualified for the jobs they are in (compared to 20% of EU citizens). Non-EU citizens and people from migrant backgrounds also often suffer from discrimination, poor working conditions and can lack relevant language skills. As a result, non-EU citizens have a lower employment rate than nationals or other EU citizens in Member States, including among youth.58 This further justifies the need for well organised and orderly channels for labour migration to the EU.

Key EU-level tools:

- The revised EU Blue Card Directive59, which will apply as from 19 November 2023, will facilitate the recruitment of highly qualified workers in the EU. 
- The Single Permit Directive60 establishes one single permit for both the right to work and provides for a set of rights for third-country workers while the Long-Term Residents Directive61 sets out the rules for acquiring the EU long-term resident status. Both Directives are under revision with the view to streamline and facilitate the integration of third country nationals and strengthen their rights.
- Talent Partnerships with selected third countries (currently Morocco, Tunisia, Egypt, Bangladesh, Pakistan62) enhance legal pathways for international labour mobility and develop talent in a mutually beneficial way, which respects possible concerns of partner countries.
- The Action Plan on Integration and Inclusion 2021-202763 proposes support to Member States through actions including to improve employment opportunities and recognition of qualifications of migrants or developing inclusive education and training.
- Free Trade Agreements with third countries, including those under negotiation with Australia, Indonesia, India and Thailand, should include provisions to support the movement of skilled professionals.

Key next steps:

- The Commission will put forward a package on Talent Mobility in November 2023, including a proposal for an EU Talent Pool as an IT platform to facilitate labour matching between EU employers and jobseekers from third countries, a Commission Recommendation on the recognition of qualifications of third country nationals, and a proposal for a Council Recommendation on a learning mobility framework.
- Through the Labour Migration Platform, Member States and the Commission will further strengthen cooperation on facilitating migration so that regional labour shortages in all Member States can be filled.

4. IMPLEMENTING THE DEMOGRAPHY TOOLBOX

The demography toolbox can help mobilise policies at EU and national levels. The Commission calls on Member States to put in place and implement integrated policies addressing demographic change and mainstream demography concerns across all policies. Member States are encouraged to make use of the available tools at EU level in combination with national policies. Through the European Semester process, Member States received country-specific recommendations on relevant areas such as pensions, healthcare and long-term care (including their adequacy and sustainability), childcare, taxation, social housing, skills, adult learning and employment policies. Actions addressing demographic change and its impacts also contribute to broader societal progress in line with the Sustainable Development Goals.

G

Since 2006, Germany set up more than 540 multi-generational houses as ‘central meeting places’ to promote social cohesion between generations. These centres support their surrounding communities in addressing challenges of demographic change at the local level.
ender equality, non-discrimination and intergenerational fairness must be at the heart of policy choices. It is imperative that the chosen policy mixes at all times safeguard and contribute to gender equality and equal opportunities, notably by enhancing women’s effective access to the labour market and enabling people in Europe to make their personal aspirations and choices a reality. In this respect, the broad formal provision for affordable, high-quality childcare and long-term care is a key policy solution. At the same time, policy solutions that mutually benefit several or all generations are being implemented and should be supported across various policy areas such as education and training (e.g. intergenerational learning fostering knowledge and jointly build skills), housing and care (e.g. intergenerational living and community-based care, including adult day services) and in the workplace (e.g. multigenerational workforces which accommodate diverse needs and invest in two-way knowledge and skills transfers between generations).


Member States’ policies to address demographic change should be grounded in the local realities. As the challenges differ between Member States and regions, policy responses should be designed and implemented as a concerted effort with the active involvement of regional and local authorities. Public employment services, social partners and civil society organisations also have a role to play. The Commission stands ready to support the Member States in this exercise, including by facilitating mutual learning and the exchange of best practices at all levels, for instance in the framework of the Talent Booster Mechanism which supports EU regions in addressing the impact of the demographic transition. The Commission will also pay particular attention to the specific challenges linked to the demography of rural areas in its forthcoming report on the implementation of the long-term vision for rural areas, scheduled for publication in early 2024.

Demography Toolbox:

key EU-level tools available to Member States

Digital technologies can boost Europe’s competitive edge and help offset the impacts of demographic change. Artificial intelligence and automation are already reshaping the economy and labour markets in Europe. If well designed and implemented, policy action promoting innovation and the scaled-up application of technologies can contribute to offsetting the impacts of demographic change on productivity and fiscal sustainability. Technology can also make health and long-term care more cost-effective and improve access to and quality in this area, including in rural and remote regions, for older people and for people with disabilities or reduced mobility. In addition, digital tools can contribute to the well-being of an aging population, promoting healthier and more active lives. They can also facilitate social engagement, mitigating social isolation among older individuals, especially when digital tools are used as a means of facilitating real interpersonal interactions.

On top of the regulatory instruments and policy frameworks listed above, a range of financing instruments are available at the EU level to support Member States. The Recovery and Resilience Facility stimulates reforms and investments across the four pillars of the Toolbox, notably with around EUR 8 billion channeled towards early childhood education and care64, about EUR 43.2 billion towards education65, around EUR 41.7 billion towards up-skilling and re-skilling66, around EUR 48.2 billion supporting health care and long-term care67, and around EUR 15.1 billion for social housing and social infrastructure68. In the partnership agreements 2021-2027, 26 Member States have identified demography as a major challenge for their territories to be addressed with the support of Cohesion Policy funds. The European Social Fund Plus (ESF+), the EU’s main instrument to invest in people, steers together with Member States almost EUR 7 billion to promote a gender-balanced world of work, equal working conditions and a better work-life balance, and EUR 427 million to support workers’ active and healthy ageing. The upcoming mid-term review of Cohesion policy programmes69, to be finalised by mid-2025 and steered by the country-specific recommendations adopted in 2024, will provide an opportunity to assess the situation of these regions and, where appropriate, align the programming of Cohesion Policy funds. In addition, Horizon Europe funds research to reduce skills shortages and mismatches with EUR 43 million, as well as to address the socio-economic impacts of demographic change with EUR 27 million.

Effectively managing demographic change requires comprehensive, high-quality and granular data and capacity at EU and national levels to gather and assess data and expertise in order to provide analysis and guidance on the appropriate solutions. Coordinating efforts is also key. At the national level, Member States have conducted or are launching assessments of demographic change and its impacts, for instance in the Netherlands through the new ‘State Committee on Demographic Developments 2050’. Complementing these activities, the European statistics on population and migration and the EU-level ‘Atlas of Demography’ already provide an unprecedented body of data, interactive maps and charts in this area, in addition to other tools, such as the Rural Observatory. Nevertheless, greater attention will need to be given to building the evidence base and gathering capacities to assessing and further anticipate demographic trends and their implications, including how policies can be better designed to cater for the changing cohort of seniors in our societies. A major step in this direction is the proposal for a Regulation on European statistics on population and housing70 that aims at modernising and integrating demography, international migration and population and housing census statistics.

With a view to enhancing the available tools, the Commission will:

Reinforce the data and evidence base

- Transform the Atlas of Demography into a dynamic platform for the creation and dissemination of knowledge about demography at EU level, facilitating the exchange between Member States.
- Support, in the framework of the European Statistical System, Member States in enhancing their population and housing statistics and implementing innovative actions, based on the future regulatory framework for European statistics on population and housing (ESOP).
- Support analytical activities under the ESF+ employment and social innovation (EaSI) strand in 2024, addressing key aspects of demographic developments, in particular relating to longevity, ageing and long-term care.
- Support research through Horizon Europe on policy responses to demography challenges, including a study on the implications of the rising need for long-term care (‘care wave’) to be published by 2025.

Support the review and upgrading of demography-related policies at all levels

- Encourage, in cooperation with the Presidency, regular dialogues and exchanges with Member States on all dimensions of demography through dedicated structures and resources.
- Make use of the Technical Support Instrument to provide assistance to national authorities, upon their request, for developing or updating national strategies aimed at addressing demographic change, notably in the context of the flagships ‘Youth First’, ‘Skills’, ‘Overcoming barriers to regional development’, and ‘Migrant integration and talent attraction’.
- Release, in early 2024, the 9th cohesion report which will offer an opportunity to reflect on how cohesion policy helps Member States address demographic challenges.
- Mainstream demographic concerns in relevant policy proposals at the EU level and their accompanying impact assessments where appropriate.
- Organise a thematic conference in the first half of 2024 to reflect on how systems and policies can sustain longevity in Europe, building on the key findings of the Pension Adequacy and Ageing Reports.

Ensure that no region in the EU is left behind

- Launch the Harnessing Talent Platform officially on 23-24 November 2023 and proceed with further calls under the Talent Booster Mechanism.
- Pay particular attention to the specific challenges linked to the demography of rural areas in the forthcoming report on the implementation of the long-term vision for rural areas.
- Support the creation of 100 regional innovation valleys involving EU regions with lower innovation performances, with funding of EUR 100 million from Horizon Europe and EUR 70 million from the Interregional Innovation Investments (I3) instrument under the ERDF.
- Hold a regular dialogue in the relevant Commission expert group covering Cohesion Policy funds71 on demographic challenges and support by relevant funds, in view of ensuring that demographic challenges are adequately addressed throughout their programming and implementation.
- Invite Member States to make use of the upcoming mid-term review of Cohesion Policy programmes to adjust, where necessary, the programmes to the needs generated by demographic challenges.

5. CONCLUSION

Demographic change has a profound impact on our lives and the competitiveness of our economy. While the ‘longevity society’ can help us adapt and reap new opportunities, population ageing and a shrinking working-age population may exacerbate existing challenges related to the shortage of labour, productivity and public budgets, adversely affecting the economy and society at large. Demographic trends can also contribute to widening disparities between regions and countries, potentially undermining social cohesion and trust in our democratic institutions to deliver broad-based prosperity and well-being.

Europe must pursue a comprehensive approach that empowers all generations to realise their talents and aspirations. EU leaders expressed in Granada their determination to invest in the skills of the future and address demographic challenges. To build a resilient, sustainable economy that works for people and a society where individuals can fulfil their potential, it is crucial to carefully balance different policy objectives. EU and national polices should enable people across Europe to reconcile family aspirations and paid work. Gender equality, non-discrimination, respect of fundamental rights and intergenerational fairness must guide our efforts at all time. With acute labour shortages straining businesses across the EU, legal migration and third country nationals’ effective integration are vital too, in complement to harnessing talents from within the Union. The planned Social Partner Summit at Val Duchesse in the first half of 2024 will be an opportunity to further tackle the pressing issue of labour and skills shortages. To address the issue of competitiveness overall, the Commission President has tasked Mario Draghi, former ECB President and Head of Government of Italy, to prepare a report on the future of EU competitiveness by summer 2024.

By working together, we can progress towards a strong, dynamic, competitive and cohesive Europe. This Communication points to key reforms and investments needed to address and manage demographic change in Europe. As set out above, policy-makers in the Member States should apply them in their national and regional contexts in a whole-of-government approach. The Commission is committed to support Member States in effectively using the tools at hand and, to this end, continue to develop them further. In their efforts, policy-makers should also promote citizens’ active participation and involve all players – social partners, civil society organisations, and others, grounding their policies in local realities. This way, we can help individuals and communities thrive, fostering the welfare and well-being of present and future generations alike.

1 Intergenerational fairness is the idea of fairness or justice between different generations. It can be applied to fairness in dynamics between children, youth, adults, and seniors, as well as between generations currently living and future generations. It relates to several fields and includes topics such as economic or social fairness, standards of living or climate change.

2 Conference on the Future of Europe, Report on the Final Outcome, May 2022 (15. Proposal: Demographic transition).

3 United Nations, Department of Economic and Social Affairs, Population Division, World Population Prospects 2022.

4 Employment and Social Developments in Europe Annual Review, SWD(2023) 248 final.

5 See Report on the impact of demographic change, COM(2020) 241 final. The impact of demographic change – in a changing environment, SWD(2023) 21 final.

6 Employment and Social Developments in Europe Annual Review, SWD(2023) 248 final.

7 In a ‘silver economy’, economic activity serves the needs of people aged 50 and over, for instance via products and services purchased and the further economic activity their spending generates. European Commission (2018), The silver economy – Final report, Publications Office of the European Union, Luxembourg.

8 Flash Eurobarometer 534, Demographic change in Europe (Fieldwork: 1/9 – 14/9/2023).

9 European Commission (2021), The 2021 Ageing Report, Economic & Budgetary Projections for the EU Member States.

10 See Final Report of the High-Level Group the Future of Social Protection and of the Welfare State in the EU (2023).

11 Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee, and the Committee of the Regions on Harnessing talent in Europe’s regions, COM(2023) 32 final.

12 Cohesion in Europe towards 2050, 8th report on economic, social, and territorial cohesion, SWD(2022) 24 final.

13 European Commission (2021), The Demographic Landscape of EU Territories, Publications Office of the European Union, Luxembourg.

14 At the Porto Social Summit in 2021, the Heads of State and Government of the EU i.a. backed the 2030 employment headline target of the European Pillar of Social Rights action plan, striving to have at least 78% of the population aged 20 to 64 in employment by 2030.

15 European Commission (2019), Demographic Scenarios for the EU: Migration, population and education. Publications Office of the European Union, Luxembourg.

16 See Social Scoreboard for the European Pillar of Social Rights.

17 In 2021, women's gross hourly earnings were on average 12.7 % below those of men in the EU; the highest gender pay gap in the EU was recorded in Estonia (20.5 %) and the lowest in Luxembourg (-0.2 %).

18 European Institute for Gender Equality (2020), Gender inequalities in care and consequences for the labour market.

19 Employment and Social Developments in Europe Annual Review, SWD(2023) 248 final.

20 Van der Ende, M. et al. (2021), Study on exploring the incidence and costs of informal long-term care in the EU, Publications Office of the European Union, Luxembourg.

21 Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee, and the Committee of the Regions, EU strategy on the rights of the child, COM(2021) 142 final.

22 European Commission (2022), The transposition of the Work-Life Balance Directive in EU Member States: A long way ahead, Publications Office of the European Union, Luxembourg.

23 OECD (2022), Net childcare costs in EU countries, 2021.

24 Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU.

25 Council Directive 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding.

26 Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast).

27 Council Recommendation of 8 December 2022 on early childhood education and care: the Barcelona targets for 2030 (2022/C 484/01).

28 See Social Scoreboard for the European Pillar of Social Rights.

29 Council Recommendation (EU) 2021/1004 of 14 June 2021 establishing a European Child Guarantee.

30 For more information, see the Council Resolution on a strategic framework for European cooperation in education and training towards the European Education Area and beyond (2021-2030), 2021/C 66/01.

31 Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions, Youth Employment Support: a Bridge to Jobs for the Next Generation, COM(2020) 276 final.

32 Council Recommendation of 30 October 2020 on A Bridge to Jobs – Reinforcing the Youth Guarantee and replacing the Council Recommendation of 22 April 2013 on establishing a Youth Guarantee (2020/C 372/01).

33 Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions, A Renovation Wave for Europe – greening our buildings, creating jobs, improving lives, COM(2020) 662 final).

34 Gender Equality Strategy 2020-2025; LGBTIQ Equality Strategy 2020-2025; EU Roma Strategic Framework 2020-2030; EU Anti-racism Action Plan 2020-2025; Strategy for the rights of persons with disabilities 2021-2030.

35 See also Final Report of the High-Level Group of Experts on Pensions (2019).

36 Proposal for a Directive of the European Parliament and of the Council amending Directives (EU) 2009/65/EC, 2009/138/EC, 2011/61/EU, 2014/65/EU and (EU) 2016/97 as regards the Union retail investor protection rules and Proposal for a Regulation of the European Parliament and of the Council amending Regulation (EU) No 1286/2014 as regards the modernisation of the key information document, COM(2023) 279 final.

37 Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions on the European Care Strategy, COM(2022) 440 final.

38 In 2023, 5 Member States received Country-Specific Recommendations concerning the long-term sustainability of their pension systems and active ageing (Czechia, Germany, Ireland, Luxembourg, Poland).

39 Labour taxes accounted for 51.4% of total tax revenues in the EU in 2021.

40 In particular by reducing the tax wedge for lower- and middle-income earners, in order to incentivize paid work.

41 Council Directive 89/391/EEC of 12 June 1989 on the introduction of measures to encourage improvements in the safety and health of workers at work.

42 Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation.

43 Council Recommendation of 15 February 2016 on the integration of the long-term unemployed into the labour market (2016/C 67/01).

44 Council Recommendation of 8 December 2022 on access to affordable high-quality long-term care (2022/C 476/01).

45 Council Recommendation of 30 January 2023 on adequate minimum income ensuring active inclusion (2023/C 41/01).

46 Directive (EU) 2019/882 of 17 April 2019 on the accessibility requirements for products and services.

47 Council Recommendation of 9 December 2022 on strengthening prevention through early detection: A new EU approach on cancer screening replacing Council Recommendation (2022/C 473/01).

48 https://knowsdgs.jrc.ec.europa.eu/cfc

49 Proposal for a Council Directive on standards for equality bodies in the field of equal treatment between persons irrespective of their racial or ethnic origin, equal treatment in the field of employment and occupation between persons irrespective of their religion or belief, disability, age or sexual orientation, equal treatment between women and men in matters of social security and in the access to and supply of goods and services, and deleting Article 13 of Directive 2000/43/EC and Article 12 of Directive 2004/113/EC, COM/2022/689 final; and Proposal for a Directive of the European Parliament and of the Council on standards for equality bodies in the field of equal treatment and equal opportunities between women and men in matters of employment and occupation, and deleting Article 20 of Directive 2006/54/EC and Article 11 of Directive 2010/41/EU, COM(2022) 688 final.

50 Business and Consumer Survey (BCS), European Commission.

51 Flash Eurobarometer 529 (2023).

52 European Commission (2023), Annual Report on Intra-EU Labour Mobility 2022, Publications Office of the European Union, Luxembourg.

53 For instance, relative to Australia, Canada, and the United States. OECD (2019), Building an EU Talent Pool: A New Approach to Migration Management‎ for Europe, OECD Publishing, Paris.

54 In 2022, an estimated 1.6 million residence permits were issued for employment-related reasons.

55 Including skills development, vocational education and training and operationalisation of work-based exchange schemes.

56 Netherlands, Sweden, Luxembourg, Denmark.

57 OECD Indicators of Talent Attractiveness.

58 European Migration Network (2019), Report on Labour market integration of third country nationals in EU member states.

59 Directive (EU) 2021/1883 of the European Parliament and of the Council of 20 October 2021 on the conditions of entry and residence of third-country nationals for the purpose of highly qualified employment, and repealing Council Directive 2009/50/EC.

60 Directive 2011/98/EU of the European Parliament and of the Council of 13 December 2011 on a single application procedure for a single permit for third-country nationals to reside and work in the territory of a Member State and on a common set of rights for third-country workers legally residing in a Member State.

61 Council Directive 2003/109/EC of 25 November 2003 concerning the status of third-country nationals who are long-term residents.

62 Talent Partnerships are also being discussed with Nigeria and Senegal.

63 Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions, Action plan on Integration and Inclusion 2021-2027, COM(2020) 758 final.


64 Figures as of 28 September 2023. Data are based on the pillar tagging methodology for the Recovery and Resilience Scoreboard and correspond to the measures allocated to the policy area ‘early childhood education and care’ as primary or secondary policy area. For more recent information and figures on the RRF, please also refer to the Report from the Commission to the European Parliament and the Council on the implementation of the Recovery and Resilience Facility: Moving forward, COM (2023) 545 final/2.

65 Ibid. Data correspond to the measures allocated to the policy area ‘General, vocational and higher education’ as primary or secondary policy area.

66 Ibid. Data correspond to the measures allocated to the policy area ‘Adult learning’, ‘Green skills and jobs’, and/or ‘Human capital in digitalisation’ as primary or secondary policy areas.

67 Ibid. Data correspond to the measures allocated to the policy area ‘Healthcare’, and/or ‘Long-term care’ as primary or secondary policy areas.

68 Figure as of 5 October 2023. Data correspond to the measures allocated to the policy area ‘Social housing and other social infrastructure’ as primary or secondary policy area.

69 European Regional Development Fund, European Social Fund Plus, Cohesion Fund and Just Transition Fund.

70 Proposal for a Regulation of the European Parliament and of the Council on European statistics on population and housing, amending Regulation (EC) No 862/2007 and repealing Regulations (EC) No 763/2008 and (EU) No 1260/2013, COM(2023) 31 final.

71 Expert group on the Common Provisions Regulation Funds (CPR Expert Group), see C(2021) 7888 final.

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