By Gregor Schäfer, University of Bath, and Miguel Morillas, Comillas Pontifical University
As global labour markets continue to hunger for talent, the cross-border migration of highly skilled migrant professionals (MPs) has become an increasingly familiar phenomenon. Yet despite their elevated qualifications, international experience, and preferential treatment in many visa regimes, migrant professionals often find themselves caught in a paradox. While professionally successful, many report feeling unmoored personally – socially alienated, culturally misaligned, and emotionally distant from the societies they now call home. We use the term ‘migrant professionals’ to emphasise the two aspects that are relevant to our study: their migration experience and status as much as their (high-skilled) professional identity and trajectory.
In our recent study published in Comparative Migration Studies, we offer a timely and compelling exploration of how professional and personal spheres intersect to shape the well-being of migrant professionals in Denmark. Drawing on in-depth interviews with 21 highly skilled labour migrants (all came specifically for a job in their field) from other EU countries as well as third nationals in the Greater Copenhagen area – each participant interviewed twice to distinguish professional and personal perspectives – they uncover four key patterns that reveal how MPs experience life in a new country: alienation at work and beyond, the benefits and burdens of professional autonomy, Denmark’s famed work-life balance, and the role of shared social values. This study moves beyond the narrow confines of economic indicators or employment satisfaction to adopt a holistic lens grounded in Allardt’s “Having, Loving, Being” (HLB) model of well-being. The result is a nuanced account that helps us see what makes highly skilled migration both rewarding and, at times, quietly disheartening.
The Intertwined Dimensions of Well-being
The used HLB model considers well-being not as a single metric but as a constellation of conditions. It treats welfare as the extent to which societies secure the necessary conditions for human development through societal structures and institutional arrangements, not merely through aggregate economic growth. “Having” encompasses material resources – income, housing, and job security. “Loving” speaks to the quality of social connections – friendships, family, community. “Being” refers to self-actualisation, as in autonomy, purpose, and participation in society. All three dimensions are essential for human flourishing and are rooted in functioning institutional arrangements. Across all three dimensions, Allardt stresses that welfare can be studied using objective indicators (conditions and observable activities) and subjective indicators (satisfaction/dissatisfaction, happiness/unhappiness in social relations, alienation/personal growth). Crucially, our analysis does not isolate professional well-being from personal well-being. For migrant professionals who often relocate for work, the two spheres are inseparable. A workplace that excludes or undervalues them affects not just their job satisfaction but their social integration and identity. Conversely, a society whose values they admire may amplify their professional motivation and sense of belonging. Our analysis identified the following four patterns in which professional and personal well-being influence and shape each other.
Pattern 1: Alienation at Work and at the Coffee Machine
Despite Denmark’s progressive labour policies, MPs in the study often felt like outsiders. While they appreciated their job security and fair wages, many encountered subtle yet persistent forms of social exclusion. Cultural rigidity, language barriers, and a reserved social climate made forming meaningful connections difficult. Several participants cited workplace dynamics where Danish was the dominant language – even in supposedly international companies – and informal moments, like coffee breaks, became reminders of difference. This exclusion extended beyond work: social events and neighbourhood interactions reinforced feelings of being “othered.” Some highlighted a cultural expectation that newcomers should fully adopt Danish norms – an assumption they found unaccommodating in a globalised world. Others expressed growing frustration with learning Danish, questioning whether the effort was worth it in a society that seemed reluctant to reciprocate. These experiences point to a deficit in the “Loving” dimension of well-being. Even as MPs meet their material needs and career goals, the lack of meaningful social bonds creates a hollow undercurrent to life in paradise.
Pattern 2: Autonomy and the Double-Edged Sword of Flexibility
A second pattern speaks to the increased autonomy and flexibility that many highly skilled migrants enjoy in their roles, particularly in digital, transnational companies. Denmark’s work culture supports individual responsibility and trust, enabling workers to manage their own time and outputs. This freedom aligns closely with the “Being” dimension, allowing MPs to feel agentic and fulfilled. Some participants praised the ability to work remotely from their home countries, maintaining vital connections with friends and family. Some insisted that if her company restricted remote work, they would change jobs, highlighting how professional flexibility sustains personal well-being through stronger transnational “Loving” ties. Yet the same flexibility often comes with a cost. Many participants reported working late hours to align with colleagues in other time zones, particularly the U.S. This eroded their capacity to participate in local social life, leaving them isolated and overextended. For some, this meant being overworked without achieving the career progression they had hoped for. In short, flexibility is not inherently beneficial. Its impact depends on how it supports or undermines other aspects of wellbeing.
Pattern 3: A Work-Life Balance Worth Migrating For
One of the most consistent positives cited by MPs was Denmark’s approach to work-life balance. Compared to prior experiences in countries like India, the UK, or the U.S., Denmark’s shorter workdays, generous vacation time, and respect for personal time stood out as life-changing. For many participants, this translated into increased time with family, opportunities to pursue hobbies or political activism, and a general sense of calm and sanity. One participant, a working mother and department head, remarked how Denmark enabled her to thrive professionally without sacrificing her family life, something she had not experienced in her more conservative home country. This enhanced access to leisure and personal time directly supports both “Being” and “Loving.” Migrant professionals not only restructured their daily routines but also reassessed their life priorities, moving toward more holistic definitions of success. The ability to travel within the EU visa-free further amplified their sense of freedom and connectedness. Yet again, this benefit was not evenly distributed. Those whose roles tethered them to distant time zones often found it harder to reap the full advantages of Danish work-life culture.
Pattern 4: Aligning with Social Values and Finding Empowerment
The final pattern highlights how alignment with Danish social values such as equality, fairness, and trust in institutions contributes to a deeper sense of belonging and professional satisfaction. For some MPs, these values were not just abstract ideals but lived experiences that validated their decision to migrate. High taxes, often a deterrent elsewhere, were seen by several participants as justified in light of strong public services. Others praised Denmark’s gender equality policies and family-friendly infrastructure, noting how these enabled them to advance their careers without compromising personal goals. Female interviewees emphasised the freedom to work full-time as a mother without facing institutional barriers, and cited the ease of financially supporting children thanks to Denmark’s social support systems. These experiences reinforced participants’ sense of “Being” – of having influence over their lives in a society that respected and supported them. Notably, these reflections often emerged through comparative lenses. Migrants evaluated Denmark not in isolation but against prior experiences in countries with weaker social contracts or more rigid hierarchies. This comparative horizon shaped their sense of well-being and validated their migration choices.
Toward a More Holistic Understanding of Migrant Wellbeing
We could reconstruct a complex, interdependent picture of migrant wellbeing, one in which the professional and personal are inextricably linked. Work shapes social life; social life shapes work performance. Alienation in one sphere can ripple into the other, while empowerment and alignment with local values can produce reinforcing cycles of fulfilment. Importantly, this research challenges overly simplistic notions of success. Being professionally employed and materially secure, “Having” is only part of the story. Without social connection (“Loving”) and the opportunity to grow and act with agency (“Being”), migrant professionals may remain, as the title of the article suggests, strangers in paradise.
Implications for Policy and Future Research
The study holds valuable insights for policymakers, employers, and researchers alike. For host countries, fostering migrant wellbeing requires more than employment opportunities – it demands attention to language access, social integration, and cultural openness. Companies can help by cultivating inclusive work environments that value international perspectives rather than assimilating them into local norms. For researchers, the study opens new avenues for exploring how well-being frameworks like Allardt’s HLB can be adapted to increasingly transnational lives. Migrants don’t just adapt to their host societies – they evaluate them, compare them, and, in doing so, reshape their own expectations and aspirations. As migration continues to reshape global workforces, understanding the full spectrum of migrant wellbeing will be essential, not only for retention and performance but for justice and dignity. Our work offers a roadmap, reminding us that the journey toward a good life is not merely about where we work, but also about where and with whom we feel at home.
This blog post is written based on the following published article:
Schäfer, G., Morillas, M. Strangers in paradise? The wellbeing of migrant professionals across professional and personal environments. CMS 13, 24 (2025). https://doi.org/10.1186/s40878-025-00447-x
