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Overall Developments (AMS). Promising working methods will then be taken up and disseminated. The results of the Activity Guarantee will be followed up each month. The appraisal in December 2002 indicated positive results for 43% of the participants who had been enrolled in the Activity Guarantee for more than six months. UNITED KINGDOM Overall Developments The UK economy has recovered well in 2002, with GDP growth of 0.6% in the second quarter and 0.8% in the third, driven mainly by the strong performance of services. The UK economy is currently growing at about its trend rate. Inflation continues to be low and stable, and has remained within the target range throughout 2002. This helps explain why there has been no sharp weakening in the labour market, with employment growing and unemployment broadly flat. Latest figures show a record 27.78 million people in employment, up by 107,000 in the last three months, and by 223,000 over the last year. This represents 74.6% of working age people in work. ILO unemployment is also up slightly over the year to stand at 1.52 million, or 5.2%, while claimant unemployment is down slightly at 0.93 million, or 3.1%. Although recent vacancy figures are difficult to interpret, we judge that they remain at historically high levels. 26 Spring 2003 | European Employment Observatory Review
BELGIUM The Occupational Immersion Convention It is the aim of the Occupational Immersion Convention [Convention d’immersion professionnelle], by laying down a minimal set of working conditions, to provide a legal framework for those forms of placement within companies which do not conform to any existing legal arrangements, and also to create a broader legal framework for existing placements. The term “occupational immersion” covers all placement practices which have arisen spontaneously, and not corresponding to any existing legal framework. Defined negatively, it relates to everything that does not correspond to adequately regulated training at the federal, regional, community or even sectoral level. Targeted by this provision is every situation in which a person, as part of their functions, acquires certain knowledge or skills with an employer, while performing work for that employer. Some forms of training are exempted from this arrangement, such as work done by a school or university student for an employer as part of the training he/she is undertaking within an educational establishment or training organisation, provided that the total duration of that work does not exceed 60 days; placements where the duration is explicitly fixed by the competent authority within the framework of a course of study leading to the awarding of a diploma; or placements preparing the student to enter one of the professions or to provide an intellectual service. The agreement is formulated in a written statement for each trainee individually, to be made, at the latest, at the point when the trainee begins to implement the agreement. The provisions of the Occupational Immersion Convention also include the payment of an allowance. The amount of this shall not be less than the allowance paid in the case of industrial apprenticeships (from 372.20 euro per month for an apprentice aged 15 to 581.60 euro for an apprentice aged 21 or over). While primarily undertaking to provide a minimum legal framework for forms of placement that have arisen spontaneously, it is also the aim of the convention to establish minimum legal protection for all currently existing forms of in-company training, without infringing the competences of the federal authorities. The provisions of this second strand will not be applicable until 1 September 2004, in order to allow time for the Communities and Regions to adopt the requisite measures. The schemes established by, or as a result of, decrees, ordinances or (sub-) sectoral collective labour agreements will have to meet minimum requirements in terms of documentation and payment. In terms of documentation, the schemes will have at least to state the principle behind the placement, its duration, the procedures for terminating the contract and the arrangements by which the allowance will be paid. For apprentices of at least 18 years of age who have completed their third year of training, the allowance may not be less than one-third of the average monthly minimum wage. This amount may be made up in part from social benefit payments. UNITED KINGDOM Work-focused Interviews Placement & Vocational Guidance Jobcentre Plus introduced a new single gateway to the benefit system for all people of working age with a clear focus on work as well as ensuring greater help for those who are unable to work. The Work-focused Entry to the Benefit System is a service which addresses the possibility of work as a means of support regardless of the client group or benefit claimed. It embodies the principle of “work for those who can and security for those who cannot”. It promotes the benefits of work to all customers and does not confine discussions about work to people claiming Jobseeker’s Allowance (JSA). It is an inclusive, rather than exclusive, service and does not pre-judge customers on the basis of benefits claimed. Jobcentre Plus implements the JSA regime for unemployed customers, and delivers work-focused interviews at the start of a benefit claim and periodically thereafter for other customers. It provides ongoing help towards work for customers such as lone parents, carers and people with disabilities. It recognises that paid work,for both individuals and families, is the most secure means of averting poverty and dependence. In delivering this work-focused service, Jobcentre Plus is helping to forge an entirely new culture designed to help people to help themselves. Who gets a Work-focused Interview? In Jobcentre Plus offices, everyone making a claim for one of the benefits listed below should receive a Work-focused Interview (WFI), carried out by a Personal Adviser, unless the requirement is waived. • Income Support • Incapacity Benefit • Severe Disablement Allowance • Bereavement Benefit • Invalid Care Allowance Purpose of the Work-focused Interview The WFI was introduced so that all customers of working age benefits would have a responsibility to consider work as an option before proceeding with their claims. The WFI is designed to encourage non-Jobseekers into work if they are ready, or into a voluntary New Deal or other provision to help them prepare for work. Personal Advisers are trained to help the customer identify their skills and capabilities and to tackle any barriers there may be to moving towards work. The customer is encouraged to produce an action plan to help them move towards work, even if that is a longterm goal. Only the WFI itself is mandatory; any other action is undertaken by the customer on a voluntary basis. The WFI is not intended to be a punitive measure or a discouragement to claiming benefit. It is a mechanism to help people who might otherwise not have done so think about work options, and receive information about help available. For those who cannot consider work immediately, perhaps because they are too ill or have heavy caring responsibilities, the WFI is intended to be a link with the labour market and to help them plan for a return to work in the future. Spring 2003 | European Employment Observatory Review 27
Page 1 and 2: Employment & European Social Fund E
Page 3 and 4: European Employment Observatory Rev
Page 5 and 6: Table of Contents Policies Overall
Page 7 and 8: AUSTRIA The programme of the Austri
Page 9 and 10: FINLAND Essential changes to legisl
Page 11 and 12: At least one quarter of the members
Page 13 and 14: in the event of a third and subsequ
Page 15 and 16: of active labour-market policy, as
Page 17 and 18: Training Networks Programme The Tra
Page 19 and 20: Subsequently, the provisions concer
Page 21 and 22: a strengthening and revitalisation
Page 23 and 24: workers into the labour market as w
Page 25: This reinforced targeting and resul
Page 29 and 30: Agreement on converting 10,000 subs
Page 31 and 32: outplacement procedure, its duratio
Page 33 and 34: Integration agreements Another impo
Page 35 and 36: and local job and volunteering oppo
Page 37 and 38: FINLAND Preliminary information on
Page 39 and 40: BELGIUM Harmonisation and simplific
Page 41 and 42: • Returning migrants Eligibility
Page 43 and 44: Playing the generation game: an ove
Page 45 and 46: workers, who have either exited the
Page 47 and 48: e) Finland’s comprehensive approa
Page 49 and 50: Compared with the figures for 1997,
Page 51 and 52: Table 4: Activity quotas by age and
Page 53 and 54: Table 6: Length of unemployment by
Page 55 and 56: 4Prospects In view of the demograph
Page 57 and 58: and is exempted from the obligation
Page 59 and 60: The Government is also addressing t
Page 61 and 62: permanente, 97-124 Desmet, R. and J
Page 63 and 64: Table 4: Breakdown by age of older
Page 65 and 66: Figure 1: Gender gap in the activit
Page 67 and 68: Figure 5: Effective and statutory r
Page 69 and 70: 3. Recent trends in policies As alr
Page 71 and 72: 3.3 Labour market programmes for el
Page 73 and 74: Figure 1: Population aged 15 and ov
Page 75 and 76: Table 3: Labour market transition r
Page 77 and 78:
companies. One of these projects wa
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Table 2: Projection of the economic
Page 81 and 82:
Table 8: Numbers entering Early Ret
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Figure 1: Rate of access to trainin
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Germany 1 Introduction As far back
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Figure 3: Potentially economically
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Figure 5: Take-up of early-retireme
Page 91 and 92:
Figure 8: Average amounts paid unde
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64.5% (Hain/Tautz 2001: 365) withou
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Table 6: Collectively agreed workin
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Strukturbruch und Arbeitsmark-tentw
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men (Figure 3). In clear contrast w
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Figure 5: Unemployment rates, males
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More recent data, provided by Euros
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pensions retracted to normal levels
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Ireland 1. Introduction This Paper
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Table 3: Labour force trends, 1991-
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Table 4: Employment by age across s
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Occupational pensions There are als
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Italy 1. Introduction The EU offici
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Table 7: Activity rates (age 55-64)
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Table 10: Forecasts of employment r
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should take the territorial imbalan
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2. Statistical Data 5 Number of pen
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4.2 Measures to encourage older wor
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6. Conclusions With regard to keepi
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level. No taxes and social premiums
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edundancy scheme by employers. The
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uittreding: early retirement) schem
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Figure 4: Dependency and ageing ind
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Figure 8: Percentage of working age
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Figure 11: Average age of workers l
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Figure 2: percentage change between
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Figure 4: Figure 5: 25 20 15 10 0 -
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100 90 80 70 60 50 40 30 20 10 Figu
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However, this measure does not cove
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Table 1(a): Employment rate, men, 5
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Figure 3(b): Main Source of income
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4. Policies to stimulate active age
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Appendix Table A1(a): Participation
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Venta • Salg • Verkauf • Pvl
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