Abstract

Demographic change and the associated shortage of skilled workers pose a major challenge for Lusatia. In addition, the structural transformation resulting from the phase-out of coal mining has had a significant impact on the region. In 2024, just over 102,000 employees living in Lusatia left the region to commute to jobs outside of Lusatia. This group could be considered a potential resource of skilled workers for Lusatia. However, the decision for or against commuting ultimately depends on the overall benefit – while salary is an important factor, it is not the only one. Commuting can have a negative impact on subjective well-being, with distance and time spent being crucial factors. Therefore, the potential for attracting commuters back to Lusatia is likely greatest for those who travel longer distances to their workplaces outside the region and work in professions where they can expect a similar or only slightly lower salary on average in Lusatia. This report therefore clearly outlines the limitations of attracting commuters back to the region: On average, commuters earn more than employees who live and work in Lusatia. If commuters are to be recruited back to the region as workers, it is crucial that there are comparable jobs with similar salaries available in Lusatia. Furthermore, additional measures must be taken to counteract the labor and skills shortages in Lusatia, which have steadily increased over the years due to demographic changes, both specifically in Lusatia and more generally in Saxony and Brandenburg. These measures include, for example, the targeted recruitment of skilled workers from abroad and making the region more attractive to young people so that they remain employed in Lusatia.