This study uses a 'paradox lens' to contribute to employability debates in HRM by examining the effectiveness of employability enhancing policies and practices (hereafter EP&Ps) in three case organizations. We identify three organizing paradoxes reflecting the complexities of the Dutch economic, political and socio-cultural contexts. In line with the EP&Ps' competing goals, we label these: the '(inverted) flexibility/commitment paradox'; 'self-management/(human-resource) management paradox'; and the 'sustainability/effectiveness and efficiency paradox'. We further analyse how their underlying paradoxical tensions spill over and create role-performance, belonging and learning paradoxical tensions at the micro-level and how these cumulatively impact managers' and employees' responses to EP&Ps. We then explore how HRM tries to actively go beyond 'reinforcing paradox cycles' by creating awareness and stimulating contextual change to foster the wider adoption of EP&Ps. In conclusion, we argue that the paradox lens can inform HRM scholars and labour market stakeholders to search for innovative ways to study and govern contemporary employability issues.