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Policy instruments

Scroll down to explore detailed information on skills anticipation and matching policy instruments from EU countries. Click on the respective tabs to select and filter by specific search criteria, such as the focus of the policy area, the aim of the instrument, the specific use of labour market intelligence and the type of stakeholders involved.

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Displaying 5 policy instruments
Title Country Focus area Policy area Aim of policy instrument Use of labour market intelligence Policy goal
Red-white-red card AT Matching skills for today’s job market Social and integration policies Address skill shortages Enable strategic business decisions

The objective of this policy instrument is to attract those key and skilled workers from abroad who are urgently needed on the labour market, but cannot be recruited from the domestic labour supply (with due attention to the future development of the Austrian labour market and economy). It opens the labour market and regulates the opportunity for foreigners to receive employment permits in Austria.

Subsidy scheme for attracting people in the labour market through flexible forms of employment CY Matching skills for today’s job market Social and integration policies Other Inform job-search decisions of unemployed

The main objectives of the project are: keeping more people in the labour market by improving their employability and promoting the reconciliation of work and family life; and improved productivity and enhanced competitiveness of enterprises. The Scheme aimed to facilitate the employment of economically inactive and unemployed persons, who have difficulty entering or remaining in the labour market by way of some form of flexible arrangement.

Permanent Seasonal Worker HR Matching skills for today’s job market Social and integration policies Other Other

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.

Job Bank Trial FI Matching skills for today’s job market Social and integration policies Upskill and match skills of unemployedOther Inform job-search decisions of unemployed

The Job Bank Trial aims to find employment for persons at a potential disadvantage in the labour market, such as partially disabled persons, youth without education and the long-term unemployed.

Blue Card DE Matching skills for today’s job market Social and integration policies Address skill shortages Other

The "Blue Card" wants to achieve the goal of attracting a highly skilled workforce from abroad in order to tackle specific mismatches in certain sectors of the German economy. Highly skilled is defined by a high level of education. The Blue Card contributes to this goal by enabling and facilitating the access to the German labour market. It is the basic way of access for foreign employees following the definition of highly qualified. The Blue Card is supplemented by a large number of initiatives under the roof of the “Fachkräfteinitiative”.