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Improving Access to Labour market Information for migrants and employers 160 Table 9.2 cont. Ships’ engineers Helpers and cleaners in offices, hotels and other establishments Mechanical engineering technicians Philologists, translators and interpreters Radiology nurses Stock clerks and storekeepers Civil engineering technicians Numerical clerks Mechanical engineering technicians Building caretakers Mechanical engineers Metal-, rubber- and plastic-products assemblers Floor layers Administrative secretaries and related associate professionals Pre-primary education teaching associate professionals Lifting-truck operators Electronics mechanics, fitters and servicers Recreation officers and related associate professionals Operating theatre nurses Office secretaries and clerks Bakers, pastry-cooks and confectionery makers Motor vehicle mechanics and fitters Source: Employment Service (2012c). In a longer-term perspective, up until 2020, there will be a serious shortage of staff in the IT and technology sectors and for many occupations within the health-care sector. In other sectors there will be a shortage of highly qualified workers in certain professions, for example teachers and skilled workers in construction, manufacturing industry, agriculture and forestry and transport (Employment Service, 2010). If we look even further into the future, supply and demand for persons with university education is expected to increase sharply during the forecast period. However, demand will not increase to the same extent as supply, and a surplus of workers with a university education is expected in 2030. There will be an acute shortage of skilled workers within health care and social services, especially within care of the elderly. According to the forecast, a shortage is also expected for preschool teachers, special education teachers as well as for teachers in the upper levels of compulsory school and upper secondary school. The situation in the technology and manufacturing sectors is expected to remain balanced while there will be a surplus for occupations in humanities, arts and natural science, but also for those with an education in social sciences, law, trade and administration. The demand for persons with compulsory school as the maximum level of education is expected to decrease significantly in the future (Statistics Sweden, 2012). 1.3. Labour migration system New rules for labour migration were introduced by the centre-right government in December 2008 that made it easier for foreign citizens from third countries to come to Sweden to work. One of the aims of the reform was to introduce a system that was
driven by demand. The biggest change compared to earlier legislation is that the socalled labour market test was abolished. Now it is the employer, not state agencies, that determines the need for labour and from where in the world the employer wishes to recruit. Prior to December 2008, it was required that there should exist a labour shortage in the profession for an employer to be allowed to recruit from abroad. Now there are no restrictions in regards to occupational categories or sectors and there are no quantitative restrictions in the form of quotas. The reform also meant that the specific rules on seasonal work were abolished. Today, work permits for seasonal work are dealt with in basically the same way as all other applications. The conditions to get a work permit are: • an offer of employment with a wage one can live on; 77 • that the level of pay is in line with applicable collective agreements and general insurance conditions or in line with general practice within the occupation/ sector; 78 • correct passport documents corresponding to the period of work. Figure 9.1: Labour migration process Employer: Job announcement (not binding) via EURES Migration Board: Verification of the job offer Trade Union: Statement (not binding) if the offer is in line with collective agreements Migration Board: Final assessment Work and residence permits must normally be arranged prior to leaving one’s country of origin. In certain cases a residence and work permit may be granted from Sweden. This applies to extensions of work permits, students at colleges/universities, certain asylum-seekers and persons visiting an employer. A person who has travelled to Sweden to attend a job interview with an employer may be granted a permit without leaving the country. The precondition is that the application is done during the visafree period (90 days) or before the entry visa expires, and that the employment relates 77 Immigration Service has interpreted it as follows: that the person must earn enough to not be entitled to income support from the municipality. In practice this means that the work must be such that the salary is at least SEK 13,000 per month. 78 To understand the issue of labour migration and matching of employers and employees it is important to understand the Swedish labour market model. Some characteristics are an active labour market policy, a high level of union organization and coverage by collective agreements, strong statutory employment protection, generous unemployment benefits and the absence of direct government involvement. The collective agreement means that wages and general employment conditions are determined by the social partners, that is employers and employees, without interference by the state. Conditions on the labour market are regulated by labour law concerning the relationship between employers and employees (individual labour law), and the relationship between employers/employer organizations and trade unions (collective labour law). Labour law acts are generally mandatory in favour of employees. This means that it is not possible for an employer and an employee to reach agreements on regulations that would result in lower wages or level of rights than that which applies under law. country studIes – SWEDEN 161
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tAbLe of contents EXECUTIVE SUMMARY
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3.1. Assessment and validation of f
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Acronyms ACS American Community Sur
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GERMANY 6 Amelie f. constant and ul
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and Zimmermann (2012) explain the G
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Recent legal changes and amendments
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Some public initiatives that should
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to an unlimited time period. No fur
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about foreign educational systems,
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of the total net immigration. Afric
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country, the number of high-skilled
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International migration largely occ
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provide indirect evidence on this i
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the placement of such persons into
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caution since their positive effect
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youths require more time to turn su
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largely prevents easy and comprehen
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DIHK 2012 Integration sichert Zukun
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ITALY 7 francesco fasani 26 Abstrac
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1.1. Labour market trends Current t
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only in 1998 with the Turco-Napolit
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The situation is different for medi
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training institutions, and so forth
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Table 7.4: Planned non-seasonal hir
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Allasino, Reyneri, Venturini, and Z
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share of positive answers of Italia
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Table 7.5: Job search strategies of
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Table 7.7: Job search strategies of
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3.3. The role of public employment
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The United Kingdom government has e
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Davies, M. and J. Owers 2012 Immigr
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country studIes edited by maria vin
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