One graduate out of three among those leaving Italy takes with them a skill that the State has paid to train and that another country will receive for free. This is one of the details at the center of the study “Understanding and countering the phenomenon of talent loss: the Roadmap for Italy,” carried out by Teha Group with Philip Morris Italy and presented in Cernobbio as part of the Forum “Today’s and Tomorrow’s Scenario for Competitive Strategies.”
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The brain drain and the cost for the country
In 2024, over 141,000 Italian citizens moved their residence abroad: of these, about 45,000 have at least a degree. In the last ten years, the country has lost over 300,000 qualified citizens. Preliminary 2025 data, however, indicate a reduction in flows, -22.7% compared to 2024, linked to changes in registration with the Aire registry. The cost for the State remains heavy: 7.2 billion euros per year in public spending for the training of graduates who leave, a figure that rises to 10.7-11.4 billion if the potential added value not generated is included.
“This phenomenon affects Italy’s ability to transform skills, knowledge, and innovation into greater productivity and economic growth, generating an estimated cost for the State of 7.2 billion euros annually for the training of human capital that no longer contributes to the country’s system,” commented Valerio De Molli, Managing Partner & CEO of The European House – Ambrosetti and Teha Group.
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The phenomenon seen by companies
The survey conducted by Teha among the top management of its business community captures the perception of companies: 93.9% consider the phenomenon problematic or very problematic, and about one in two companies reports a significant impact on business.
Among the causes indicated, low wages compared to the cost of living weigh for 82.1% of respondents, followed by distrust in the country’s future (46.4%) and scarce job opportunities (35.7%). However, 75% of companies declare that they have already adopted an attraction and retention strategy, focusing on continuous training, flexible work, and structured career paths.
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