Flexibility and security: an asymmetrical relationship?
FINLAND |
• “change security” concept introduced: this consists of paid time off • limitations in the use of successive fixed-term contracts and stricter • more security introduced for atypical workers (paid sick leave, study leave, • individualized employment services • new system to assist workers involved in redundancy pro-cedures (action • introduction of working time accounts and the annualisation of working |
GERMANY |
• individualized working time accounts introduced: about 40% of the |
HUNGARY |
• the 2003 Labour Code allows employees to request a modification of their • 26 weeks of paid maternity leave and 2 years of paid (at 70%) parental leave • various flexible retirement schemes |
IRELAND |
• national workplace strategy launched to identify how can key challenges • the “Towards 2016”social partner agreement identifies the need for greater • introduction of 2 new bills to enhance enforcement of labour legislation • workplace upskilling initiatives, with the involvement of employers and |
ITALY |
• measures to stabilize “atypical” employment and income support for the • 2008 Finance Act improves protection of the unemployed, without changing the eligibility criteria: extension of benefit period, increase in the • active labour market policies have been devolved to regions • accredited private employment agencies are authorised to engage in a |
LUXEMBOURG |
• restructuring companies obliged to establish a job retention plan, in view • economic incentives to private employers to recruit older workers • unemployed people who accept a job that is paid less than their previous |
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