- 2015Implementation
- 2016Implementation
- 2017Implementation
- 2018Implementation
- 2019Implementation
- 2020Implementation
- 2021Implementation
- 2022Implementation
- 2023Implementation
- 2024Implementation
Description
The 2014-20 ESF-supported programmes, such as Non-formal education and training and the On-the-job training, that targeted the long-term unemployed and low-skilled aged 50+, were also adopted under the responsibility of the Ministry of Labour. They sought to improve employability through training for competences in demand in the labour market.
A 2016-22 project, Comprehensive support to companies for active ageing of employees targeting the employed over 45 (with emphasis on those older than 50) (ASI), has also been carried out under the responsibility of the Ministry of Labour. The aim of the programme is to encourage delayed retirement and increase the employability of older workers. The programme aims to provide support to employers for more efficient management of the ageing workforce, improve motivation and skills upgrading of older employees, and to raise awareness of the challenges that an ageing workforce is facing. The Public Scholarship, Development, Disability and Maintenance Fund of the Republic of Slovenia manages these incentives.
Learning workshops (2019-20) is a programme of the Employment Service of Slovenia for the registered unemployed; it covers those unemployed for at least 2 years or who have completed primary school at the most or are more than 55 years old. The programme offers new skills, competences and experiences at an employer from the field of social entrepreneurship. The workshop is organised as...
The 2014-20 ESF-supported programmes, such as Non-formal education and training and the On-the-job training, that targeted the long-term unemployed and low-skilled aged 50+, were also adopted under the responsibility of the Ministry of Labour. They sought to improve employability through training for competences in demand in the labour market.
A 2016-22 project, Comprehensive support to companies for active ageing of employees targeting the employed over 45 (with emphasis on those older than 50) (ASI), has also been carried out under the responsibility of the Ministry of Labour. The aim of the programme is to encourage delayed retirement and increase the employability of older workers. The programme aims to provide support to employers for more efficient management of the ageing workforce, improve motivation and skills upgrading of older employees, and to raise awareness of the challenges that an ageing workforce is facing. The Public Scholarship, Development, Disability and Maintenance Fund of the Republic of Slovenia manages these incentives.
Learning workshops (2019-20) is a programme of the Employment Service of Slovenia for the registered unemployed; it covers those unemployed for at least 2 years or who have completed primary school at the most or are more than 55 years old. The programme offers new skills, competences and experiences at an employer from the field of social entrepreneurship. The workshop is organised as a 6-month practical training under the professional guidance of mentors.
Non-formal education and training
In 2019, a new target group was added, unemployed people aged 30 and over who are receiving financial social assistance. The Employment Service of Slovenia identified it as the single largest group in the unemployment registry with the lowest chance of employment. 198 persons were included in the programmes, up on 2018 (2 002 persons). 416 people enrolled in the Slovenian language programme for foreigners, followed by the programme, Security guard with 180 participants and the Entrepreneurship workshop programme (entrepreneurship basics, marketing, business plan) with 99.
On-the-job training
In 2019, a new target group was added on the suggestion of the Employment Service of Slovenia: unemployed people aged 30 and over who are receiving financial social assistance. On-the-job training lasts two months for training in simple and less demanding jobs and three months for training in demanding and more demanding jobs. The amount for the three-month training was increased from EUR 493 to EUR 732 and for the two-month period from EUR 370 to EUR 526. The condition that a person must be registered as an unemployed (except long-term unemployed) for at least three months before enrolling in the programme has been changed.
In 2019, 948 unemployed persons enrolled in the programme, which is slightly more than in 2018 (864). By 31 December 2019, 720 had completed two- or three-month training programmes.
Comprehensive support to companies for active ageing of employees (ASI)
In 2019, the following activities were implemented:
- Stari, imamo problem! [Dude, we have a problem!] campaign in the scope of which two videos were produced. It gives a voice to elderly employees in the stories of two protagonists who skilfully solve challenges in their professions and, through an emotional, meaningful address, point to the misconception of older employees, as the facts speak in favour of their involvement and reliability in the workplace;
- webinar Elderly employees: opportunities and challenges;
- ASI free of charge workshops: in 2019, the workshops included the topics of legislation, health at work, demographic changes, elderly employees, emotional intelligence;
- catalogue of measures for managing the needs of elderly employees, which offers practical solutions to HR departments;
- A number of conferences were organised, e.g. international conference Voditelj prihodnosti, dirigent s posluhom za vsakogar [Leader of the future, conductor with an ear for everyone]; Talenti v fokusu in upravljanje sprememb [Talent in focus and management of change]; 'Digitalna transformacija - nikoli prestari za nove izzive [Digital transformation - never too old for new challenges]; Spodbuda za upravljanje s starejšimi zaposlenimi in razvoj njihovih kompetenc [An incentive to manage older employees and develop their competences] organised by the Chamber of Commerce and Small Business of Slovenia;
- Learning workshops.
In 2019, there were 452 new inclusions for ASI, fewer than in 2018. The reason is the majority of those enrolled within the first ASI public tender in 2018; in 2019 the activities from the previous year continued, so the new inclusions (which is considered as an indicator) decreased.
In 2020, the number of participants decreased due to the Covid-19 pandemic, as the training programmes were not implemented in the first half of the year. They were resumed as distance programmes in the second half of the year, apart from those that require the physical presence of participants due to the nature of the training (e.g. on-the-job training).
Non-formal education and training
In 2020, 1 097 persons were included in the programmes, which is 1101 fewer than in 2019.
On-the-job training
In 2020, 457 unemployed persons enrolled in the programme, which is fewer than in 2019 (948).
Comprehensive support to companies for active ageing of employees (ASI)
Financial incentives
In 2020, the results of a public tender were known, with 12 projects accepted. This is the second of the two tenders planned in the scope of the ASI project. The pilot projects also contribute to the development and introduction of work environments and jobs in companies for older employees, as well as to the reduction in sick leave. The projects implemented should also serve as examples of good practice for other organisations.
In 2020, participation increased again: 5 132 participants, as activities from the second public tender ASI, which was published in July 2019, began.
An updated catalogue of practical solutions on management of elderly employees for HR departments was published. This is the third edition offering new good practice examples and measures.
- Some conferences took place: an international conference, Dude, are you in balance? and Generation crash;
- Learning workshops.
In 2020, 191 unemployed persons from vulnerable target groups enrolled in the programme, which is fewer than in 2019 (244) but more than in 2018 (178).
Non-formal education and training
In 2021, 1 932 individuals took part in the programme.
On-the-job training
In 2021, 646 individuals took part in the programme.
Comprehensive support to companies for active ageing of employees (ASI)
Financial incentives
A second tender was published to encourage efficient company management of the elderly workforce, improving their competences to prolong their working activities through:
- part-financing company counselling services in how to prepare a strategy for efficient management of the elderly workforce (exempt are companies with up to 9 employees and companies that are able to prepare such a strategy themselves);
- training for strengthening career management skills by improving competences of elderly employees.
Other activities
An international conference, 50 + shades of organisational climate, took place to discuss the importance of the organisational culture and how management can affect commitment and belonging. The conference, What, how and how much are we going to work in the future, focusing on the elderly employees, gave participants a glimpse of the future of work and received suggestions and recommendations how to prepare for it, based on the examples of good practice. Two videos were prepared as part of the Dude we have a problem campaign, promoting the importance of elderly employees. A catalogue of practical solutions for HR departments on management of elderly employees was updated with new examples of good practice and additional measures.
3 808 individuals participated in the ASI activities in 2021.
Non-formal education and training
In 2022, 1 377 individuals took part in the programme. This year, the programme's implementation was completed.
On-the-job training
In 2022, 376 individuals took part in the programme.
Comprehensive support to companies for active ageing of employees (ASI)
The ASI programme concluded at the end of 2022. In the scope of preparation of strategies and strengthening the competences of older employees, two public invitations were announced and one public tender was carried out with a total value of EUR 23.5 million. The absorption of funding was 73%. In the period 2017-2022, the ASI project supported 1 087 Slovenian companies, which completed 13 000 training sessions for 18 070 older employees and prepared 842 management strategies for older employees.
'Striving ASI' workshops summarised key topics in the field of development and management of older employees and were an excellent opportunity for everyone who wanted to learn about examples of good practices, work on concrete cases and become a multiplier of this initiative concerning older employees. 130 participants gained knowledge on subjects like:
- legislation - legal and systemic aspects and older employees,
- promotion, attitude, perceptions and older employees,
- health, working environment and older employees,
- professional and personal development of older employees,
- a day of inspiring good practices,
- changes and transfer of what has been learnt into practice.
A relevant catalogue of practical solutions for HR departments on management of elderly employees has been updated six times; last time was in 2022, with new examples of good practices and measures.
Training and education programmes for the elderly, long-term unemployed, and low-skilled continued in 2023.
The local programmes for non-formal education and training, funded from the national budget, had 3 793 participants, including 1 245 aged 50 or over, 1 041 long-term unemployed, and 2 004 with low educational attainment. Special attention was given to the acquisition of digital competences among unemployed persons, with 1 255 enrolments, of which 1 073 were in digital literacy programmes. Since March 2023, unemployed individuals have also been able to participate in some of these programmes online for the first time.
The ,training locally, programmes, also nationally funded, had 287 participants, including 28 aged 50 or over, 73 long-term unemployed, and 49 with low educational attainment.
The initiative ,Facilitating transition of young people to the labour market, is an NOO project managed by the Employment Service of Slovenia. It supports the transition of unemployed young people under 30 to permanent employment by providing subsidies to employers, ranging from EUR 5 400 to EUR 8 820, depending on the duration of unemployment, education level, and inclusion in additional pension insurance. The subsidised period lasts 18 months, during which employers must provide an experienced mentor and at least 30 hours of training or education for both the young person and the mentor. Acquiring digital competences is strongly encouraged. In 2023, 1 649 young people were included in the programme.
A new EU-funded programme for the financial period 2021-2027, Non-formal education and training+, was approved in January 2024. By June 2024, 565 individuals had enrolled in the programme since its launch in April. The most popular courses were digital literacy (basics), with 12.03% of participants, followed by the entrepreneurship workshop at 6.37% and advanced digital literacy at 5.13%. Following the successful implementation of online programmes in 2023, the Employment Service of Slovenia has expanded their availability in 2024.
Another EU-funded programme, On-the-job training+, was also approved for the 2021-2027 financial period. By June 2024, 269 unemployed people had participated in the programme, including 42 elderly, 88 long-term unemployed, and 229 with low educational attainment.
Two nationally funded programmes continue in 2024. The local programmes for non-formal education and training included 2 595 unemployed people from January to June, of whom 690 were elderly, 737 long-term unemployed, and 2 045 had low educational attainment. In the training locally programmes, 33 unemployed individuals were included, of whom 7 had low educational attainment and 1 was long-term unemployed.
In the first half of 2024, 384 individuals enrolled in the Facilitating transition of young people to the labour market initiative.
A new EU-funded programme, Comprehensive support to companies for active ageing of employees 2024-2029, is currently in the preparation phase.
Bodies responsible
- Ministry of Labour, Family, Social Affairs and Equal Opportunities (MDDSZ)
- Employment Service of Slovenia (ZRSZ)
- Public Scholarship, Development, Disability and Maintenance Fund
Target groups
Learners
- Adult learners
- Older workers and employees (55 - 64 years old)
- Unemployed and jobseekers
- Low-skilled/qualified persons
Entities providing VET
- Companies
Thematic categories
Governance of VET and lifelong learning
This thematic category looks at existing legal frameworks providing for strategic, operational – including quality assurance – and financing arrangements for VET and lifelong learning (LLL). It examines how VET and LLL-related policies are placed in broad national socioeconomic contexts and coordinate with other strategies and policies, such as economic, social and employment, growth and innovation, recovery and resilience.
This thematic category covers partnerships and collaboration networks of VET stakeholders – especially the social partners – to shape and implement VET in a country, including looking at how their roles and responsibilities for VET at national, regional and local levels are shared and distributed, ensuring an appropriate degree of autonomy for VET providers to adapt their offer.
The thematic category also includes efforts to create national, regional and sectoral skills intelligence systems (skills anticipation and graduate tracking) and using skills intelligence for making decisions about VET and LLL on quality, inclusiveness and flexibility.
This thematic sub-category refers to the integration of VET into economic, industrial, innovation, social and employment strategies, including those linked to recovery, green and digital transitions, and where VET is seen as a driver for innovation and growth. It includes national, regional, sectoral strategic documents or initiatives that make VET an integral part of broader policies, or applying a mix of policies to address an issue VET is part of, e.g. in addressing youth unemployment measures through VET, social and active labour market policies that are implemented in combination. National skill strategies aiming at quality and inclusive lifelong learning also fall into this sub-category.
Modernising VET offer and delivery
This thematic category looks at what and how individuals learn, how learning content and learning outcomes in initial and continuing VET are defined, adapted and updated. First and foremost, it examines how VET standards, curricula, programmes and training courses are updated and modernised or new ones created. Updated and renewed VET content ensures that learners acquire a balanced mix of competences that address modern demands, and are more closely aligned with the realities of the labour market, including key competences, digital competences and skills for green transition and sustainability, both sector-specific and across sectors. Using learning outcomes as a basis is important to facilitate this modernisation, including modularisation of VET programmes. Updating and developing teaching and learning materials to support the above is also part of the category.
The thematic category continues to focus on strengthening high-quality and inclusive apprenticeships and work-based learning in real-life work environments and in line with the European framework for quality and effective apprenticeships. It looks at expanding apprenticeship to continuing vocational training and at developing VET programmes at EQF levels 5-8 for better permeability and lifelong learning and to support the need for higher vocational skills.
This thematic category also focuses on VET delivery through a mix of open, digital and participative learning environments, including workplaces conducive to learning, which are flexible, more adaptable to the ways individuals learn, and provide more access and outreach to various groups of learners, diversifying modes of learning and exploiting the potential of digital learning solutions and blended learning to complement face-to-face learning.
Centres of vocational excellence that connect VET to innovation and skill ecosystems and facilitate stronger cooperation with business and research also fall into this category.
VET standards and curricula define the content and outcomes of learning, most often at national or sectoral levels. VET programmes are based on standards and curricula and refer to specific vocations/occupations. They all need to be regularly reviewed, updated and aligned with the needs of the labour market and society. They need to include a balanced mix of vocational and technical skills corresponding to economic cycles, evolving jobs and working methods, and key competences, providing for resilience, lifelong learning, employability, social inclusion, active citizenship, sustainable awareness and personal development (Council of the European Union, 2020). The thematic sub-category also refers to establishing new VET programmes, reducing their number or discontinuing some. It also includes design of CVET programmes and training courses to adapt to labour market, sectoral or individual up- and re-skilling needs.
This thematic sub-category refers to acquisition of key competences and basic skills for all, from an early age and throughout their life, including those acquired as part of qualifications and curricula. Key competences include knowledge, skills and attitudes needed by all for personal fulfilment and development, employability and lifelong learning, social inclusion, active citizenship and sustainable awareness. Key competences include literacy; multilingual; science, technology, engineering and mathematical (STEM); digital; personal, social and learning to learn; active citizenship, entrepreneurship, cultural awareness and expression (Council of the European Union, 2018).
This thematic sub-category covers all developments related to work-based learning (WBL) elements in VET programmes and apprenticeships which continue to be important in the policy agenda. It includes measures to stabilise the offer of apprenticeships, the implementation of the European framework for quality and effective apprenticeships, and using the EU on-demand support services and policy learning initiatives among the Member States. It also covers further expansion of apprenticeships and WBL to continuing VET (CVET), for transition to work and inclusion of vulnerable groups, and for improving citizens’ qualification levels.
Supporting lifelong learning culture and increasing participation
Lifelong learning refers to all learning (formal, non-formal or informal) taking place at all stages in life and resulting in an improvement or update in knowledge, skills, competences and attitudes or in participation in society from a personal, civic, cultural, social or employment-related perspective (Erasmus+, Glossary of terms, https://erasmus-plus.ec.europa.eu/programme-guide/part-d/glossary-common-terms). A systemic approach to CVET is crucial to ensure adaptability to evolving demands.
This broad thematic category looks at ways of creating opportunities and ensuring access to re-skilling and upskilling pathways, allowing individuals to progress smoothly in their learning throughout their lives with better permeability between general and vocational education and training, and better integration and compatibility between initial and continuing VET and with higher education. Individuals should be supported in acquiring and updating their skills and competences and navigating easily through education and training systems. Strategies and campaigns that promote VET and LLL as an attractive and high-quality pathway, providing quality lifelong guidance and tailored support to design learning and career paths, and various incentives (financial and non-financial) to attract and support participation in VET and LLL fall into this thematic category as well.
This thematic category also includes many initiatives on making VET inclusive and ensuring equal education and training opportunities for various groups of learners, regardless of their personal and economic background and place of residence – especially those at risk of disadvantage or exclusion, such as persons with disabilities, the low-skilled and low-qualified, minorities, migrants, refugees and others.
This thematic sub-category refers to initiatives that promote VET and lifelong learning implemented at any level and by any stakeholder. It also covers measures to ensure and broaden access to information about VET to various target groups, including targeted information and promotional campaigns (e.g. for parents, adult learners, vulnerable groups). Among others, it includes national skill competitions and fairs organised to attract learners to VET.
This thematic sub-category refers to all kinds of incentives that encourage learners to take part in VET and lifelong learning; VET providers to improve, broaden and update their offer; companies to provide places for apprenticeship and work-based learning, and to stimulate and support learning of their employees. It also includes measures addressing specific challenges of small and medium-sized enterprises (SMEs) willing to create work-based learning opportunities in different sectors. Incentives can be financial (e.g. grants, allowances, tax incentives, levy/grant mechanisms, vouchers, training credits, individual learning accounts) and non-financial (e.g. information/advice on funding opportunities, technical support, mentoring).
This thematic sub-category refers to providing the possibility for individuals who are already in the labour market/in employment to reskill and/or acquire higher levels of skills, and to ensuring targeted information resources on the benefits of CVET and lifelong learning. It also covers the availability of CVET programmes adaptable to labour market, sectoral or individual up- and reskilling needs. The sub-category includes working with respective stakeholders to develop digital learning solutions supporting access to CVET opportunities and awarding CVET credentials and certificates.
This thematic sub-category refers to making VET pathways and programmes inclusive and accessible for all. It concerns measures and targeted actions to increase access and participation in VET and lifelong learning for learners from all vulnerable groups, and to support their school/training-to-work transitions. It includes measures to prevent early leaving from education and training. The thematic sub-category covers measures promoting gender balance in traditionally ‘male’ and ‘female’ professions and addressing gender-related and other stereotypes. The vulnerable groups are, but not limited to: persons with disabilities; the low-qualified/-skilled; minorities; persons of migrant background, including refugees; people with fewer opportunities due to their geographical location and/or their socioeconomically disadvantaged circumstances.
Subsystem
Further reading
Country
Type of development
Cedefop, & ReferNet. (2025). Training for the elderly, long-term unemployed and low-skilled: Slovenia. In Cedefop, & ReferNet. (2025). Timeline of VET policies in Europe (2024 update) [Online tool].
https://www.cedefop.europa.eu/en/tools/timeline-vet-policies-europe/search/28801