- 2021Design
- 2022Approved/Agreed
Background
Modernisation of labour legislation has been negotiated by the Government and the opposition. It is required since the Swedish labour market 2020 is characterised by a weak alignment between the skills needed in working life and the actual skills workers have; this can be observed in a high qualification mismatch in the European Skills Index. Policy makers have agreed to reform labour legislation in response to this mismatch and to increase retraining funds, provided that social partners are able to reach new collective agreements that will make the labour market more flexible and adaptable to the needs for competence provision.
Objectives
The objective is to address skills mismatch and improve alignment between the skills needed in working life and the actual skills workers have.
Description
A characteristic feature of Swedish working life is that many professions are skills-intensive, requiring constant upskilling and life-long learning. Actions need to be taken aimed at safeguarding provision of skilled workers by facilitating access to reskilling and upskilling. One measure is to provide funds enabling individuals to strengthen their position in the labour market. To this end, in 2021 the Government has proposed study grants to individuals that are established in the labour market, corresponding to 80% of the person’s salary during 1 year, for continuing professional development (CPD) or retraining. Individuals could use these funds for CPD or retraining programmes to strengthen their position in the labour market. The proposal also includes increased opportunities for individuals in temporary positions to be fully employed and retraining programmes for individuals that are laid-off.
This proposal, in 2021, is part of an agreement between the government and the opposition on modernised labour legislation. In the agreement a new parallel public student aid, ‘conversion study support’, will be introduced. Many workers are covered by collective agreements, qualifying them for conversion aid financed by the employer through conversion organisations. Workers who are not covered by collective agreements do not have this opportunity, which creates an imbalance in their ability to change and develop their skills....
A characteristic feature of Swedish working life is that many professions are skills-intensive, requiring constant upskilling and life-long learning. Actions need to be taken aimed at safeguarding provision of skilled workers by facilitating access to reskilling and upskilling. One measure is to provide funds enabling individuals to strengthen their position in the labour market. To this end, in 2021 the Government has proposed study grants to individuals that are established in the labour market, corresponding to 80% of the person’s salary during 1 year, for continuing professional development (CPD) or retraining. Individuals could use these funds for CPD or retraining programmes to strengthen their position in the labour market. The proposal also includes increased opportunities for individuals in temporary positions to be fully employed and retraining programmes for individuals that are laid-off.
This proposal, in 2021, is part of an agreement between the government and the opposition on modernised labour legislation. In the agreement a new parallel public student aid, ‘conversion study support’, will be introduced. Many workers are covered by collective agreements, qualifying them for conversion aid financed by the employer through conversion organisations. Workers who are not covered by collective agreements do not have this opportunity, which creates an imbalance in their ability to change and develop their skills. In order to ensure that more workers in the labour market are supported, and to counteract these unequal rights, a new public basic conversion and skills support for workers not covered by collective agreements is proposed. The study support shall consist of a study grant and a study loan.
Some highlights from the proposed study support:
- workers with and without collective agreements will be able to benefit from the financial support from the public transition organisations;
- it can be provided in the form of loans to students until they reach age 60;
- a prerequisite for being granted study support is that the education strengthens the individual's future position in the labour market, taking into account the needs of the labour market.
In 2021, the government and the opposition were in the process of designing the new agreement to modernise the labour legislation.
In October 2022, the legislation came into force, increasing the study support for adults. There has been a bigger interest than the Swedish Board of Student Finance (CSN) had anticipated. The agency has received more than 14 000 applications which are 10 000 more applications than were expected from the beginning.
Bodies responsible
- Ministry of Education and Research
- Ministry of Employment
Target groups
Learners
- Adult learners
- Older workers and employees (55 - 64 years old)
- Low-skilled/qualified persons
Thematic categories
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 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.