Aliki Mouriki
|
NETHERLANDS |
• the “Flexibility and Security Act” (1999) strengthened the position of • more protection for temporary agency workers and limitations to the use • part-time workers guaranteed equal treatment in conditions of • employees entitled to request an adjustment of working time (an increase • support in the transition from school to work • 40% of all workers are covered by a training fund • economic incentives to recruit long-term unemployed work |
|
PORTUGAL |
• duration of unemployment benefit increased for older workers above 45 |
|
SPAIN |
• fixed-term contracts automatically transformed into open-ended contracts after 24 months of service with the same employer, following a tripartite • workers entitled to individual training leave, with companies training • 2007 law on equality provides workers with the right to reduce and adapt their working time schedules according to family responsibilities • SS coverage extended to the self-employed workers (3 m.) |
|
SWEDEN |
• introduction (through collective agreements) of career transition |
|
UK |
• flexible working hours can be requested by employees caring for • the emphasis on LLL has been greatly increased • individual support to job seekers • a tax credit system has been introduced, aiming to support the |
Source: Eurofound, 2008b
In many instances, the policy outcome of the flexicurity measures introduced in recent years has
far from been positive on employees. The most prominent example is that in some countries, access
to unemployment benefit has become conditional on certain obligations, thus making it possible
to impose sanctions in the case of unemployed persons who decline the offer of a job, or do not
participate in the activities proposed by the unemployment centres (Belgium, the Netherlands, Por-
tugal, UK). Elsewhere, the eligibility criteria for receiving unemployment benefit have become more
stringent (Finland, the Netherlands), or the duration of the benefit period has been cut short for
certain age groups (Portugal). Other initiatives that can be considered as having a negative impact on
employees is the simplification of procedures and relaxation of constraints for individual dismissals
(Portugal), the imposition of stricter eligibility criteria for receiving a training allowance (Germany),
the reduction of unemployment benefits through their integration into the welfare system (Ger-
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