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Precarisation of work for youth in Sweden

Precarisation of work for youth in Sweden. Sweden – the Myth. Strong employment protection legislation. Trade union influence over restructuring and dismissals. Generous unemployment insurance system. Active labour market policy programmes helping the unemployed get back to work.

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Precarisation of work for youth in Sweden

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  1. Precarisation of work for youth in Sweden

  2. Sweden – the Myth • Strong employment protection legislation. • Trade union influence over restructuring and dismissals. • Generous unemployment insurance system. • Active labour market policy programmes helping the unemployed get back to work.

  3. Sweden – the Truth • Few obstacles to dismissals for economic or organisational reasons. • Trade union influence concentrated on dividing the social cost, not the dismissals as such. • Unemployment insurance system on average European level. • Spending on active labour market policy programmes on historical low. • Employers virtually free to use fixed-term instead of indefinite term contracts – no objective ground needed.

  4. Youth unemployment – risks • Youth unemployment, age 18-24 year – 24 % • Low or no education – long time unemployment • Education or work experience - employment

  5. The way forward? • Intern- and traineeships • Guidens to the labour market • Link between school and working life • Bridge between generations

  6. Sweden – the Current Debate • Employment protection legislation (EPL) temporarily off the political agenda. - Centre-right government does not consider EPL an obstacle to growth and employment. - Centre-left opposition does not believe that stricter EPL could ave jobs. - Social partners have not been able to reach agreement over reforms of last-in-first-out order of priority. • Political debate centered on the unemployment insurance and active labour market policies.

  7. Tack! Thank you for your attention!

  8. Legislation is semi-mandatory • Most key provisions in the Swedish Employment Protection Act are semi-mandatory - the law can be deviated from by means of collective agreements, also to insert provisions less favourable to the workers. To have this effect, the collective agreement must have been • entered into or approved by a trade union federation, or • the local union and the employer already be bound by a collective agreement regulating other subjects, entered into or approved by a federation.

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