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Permanent Seasonal Worker

Policy Instrument

Permanent Seasonal Worker

Stalni sezonac
Croatia

Description

Timespan

The instrument was introduced in 2013. Previous period of implementation was 2015-2017. In December 2017, the new Guidance on Development and Implementation of Active Politics of Employment 2018-2020 was adopted by the Government.

Stage

Fully operational

Foundations

Policy area

Support for permanent seasonal workers in the period they are not employed.

Policy goal

The goal of the measure is to provide financial support to seasonal workers in the period they are not working, in order to ensure necessary work force for employers in all services during the periods of reduced amount of work, due to seasonal characteristics of the business. In addition to the financial help to seasonal workers, a payment of part of the expenses of prolonged pension insurance is given to employers in the period seasonal workers are not working and are registered for prolonged pension insurance in the period of 6 months between two seasons.
This is a social measure aimed at preserving workplaces. The employer can use the instrument for as many seasonal workers as he has employees. Permanent seasonal worker can also be hired in the period of prolonged insurance, in order to participate in the preparations for the next season and in special events that he/she doesn’t have opportunity to do during the season. For these activities, the employer can reward the person with a monthly amount that cannot be higher then the amount of the average monthly compensation during the unemployment paid in the previous year (in 2017, this was 2004,42 HRK). Seasonal workers receive financial help for the whole out-of-season period (no more than 6 months), regardless if they work for that period or not - this is also a social measure. They can work during that period for the employer on preparations for the next season and out-of-season events for which they can be additionally awarded with the amount that is not higher than the average compensation for the unemployed persons in the previous year.

Mismatch

Other

Financial support for permanent seasonal workers in the period they are not employed.

Aim of policy instrument

Financial support for permanent seasonal workers in the period they are not employed.

Administrative level

National

Main responsible body

Ministry of Labour and Pension System, Croatian Public Employment Service (CES).

Stakeholders

The instrument is implemented by the Croatian Employment Service (ministry of Labour and Pension System). The Government provides the funding for the measure from the State Budget and it is co-financed from the ESF.

Funding

State budget, ESF for period 2015-2017: 17,995,495 HRK
National budget for period 2018-2020: 76,435,430,00 HRK
EU for period 2018-2020: 34,485,729,00 HRK

Intended beneficiaries

People that continuously worked at the same employer for at least six months and that will work at the same employer for at least one more season. The payment of financial help to seasonal workers and the payment of part of the expenses of prolonged pension insurance to employers in the period seasonal workers are not working and are registered for prolonged pension insurance for a period of 6 months between two seasons.

Processes

Use of labour market intelligence

The Government, through the Ministry of Labour and Pension System and Croatian Employment Service, provides financial support for seasonal workers in the period out of season. The employer has to fill in a request for financial support, with necessary additional documentation. The CES evaluates the request and approves the support.

Financial schemes

To employer: 100% of expense of prolonged insurance for first 3 months, and the next period over the duration of 3 months (maximum 50% of prolonged insurance).
To individual: financial help for a maximum of 6 months of prolonged pension insurance in the amount determined based on the calculation of financial compensation during the time of unemployment, and maximum 70% of the amount of average salary paid in Croatia for the first 90 days, and 35% for remaining period.

Frequency of updates

Reports on the implementation of the instruments of the Strategy for Lifelong Career Guidance in the Republic of Croatia 2016-2020 have not been published.

Development

There were no changes in 2018 compared to 2017.

Barriers

There is no available information on possible barriers to the implementation of the policy instrument.

Success factors

Reports on the implementation of the instruments of the Strategy for Lifelong Career Guidance in the Republic of Croatia 2016-2020 have not been published.

Monitoring

Indicator to measure the progress of the policy instrument are the number of permanent season workers using the instrument. Progress is measured each year, and numbers are published in the Report on the Implementation of the Guidance on Development and Implementation of Active Politics of Employment.

Innovativeness

Very innovative

The innovation is to give individual initiatives through a universal scheme available for employees, jobseekers, self-employed, whatever their status. Another innovative feature is to develop a training session chosen through an agreement between an employee and his manager or company responsible.

Sustainability

Evidence of effectiveness

According to the Report on implementation of the Guidance on Development and Implementation of Active Politics of Employment, the number of permanent seasonal workers included in intervention in 2014 was 369, in 2015 1,991 and in 2016 2,835 (compared to the 1,476 planned in 2016).

Engagement of stakeholders

The Guidance on Development and Implementation of Active Politics of Employment specifies the role of the Croatian Employment Service in the policy.

Transferability

Easily transferable

Support for permanent seasonal workers can be easily transferred to other countries. The instrument is successful in Croatia, as 18% of GDP comes from tourism and tourism causes big migrations of workers in tourism during the season. Tourism is a notable source of income. Considering high percentage of unemployment and demand for workers in tourism, this measure helps reduce unemployment and maintains number of workers in tourism. This instrument would be successfully transferred to other countries with similar economic conditions and needs.

Sustainability

The Guidance on Development and Implementation of Active Politics of Employment was adopted for years 2018-2020, and the Strategy for Lifelong Career Guidance that created this instrument was adopted for the period 2016-2020. So it is expected that the instrument will continue for at least two years.