Examples of a dynamic labour market

  • In 2007, a system of sectoral competence training funds was set up. With the creation of these funds, the workers were given a right of 2 weeks education and training paid per year. And even an education of their own choice and that could go beyond their current job function. This means that employees at their own initiative may further educate themselves, contributing to the dynamism of the labour market as well as the interprofessional mobility. The employers contribute by paying a fixed monthly sum to the training funds for each employee
  • In 2004, a system for early advice and career counselling targeted collectively redundant employees already in their notice period was set up in the collective agreements. Each employee now has the right to 2 weeks training in the notice period. The aim is to assure skill development to help match for new employment in other companies or sectors
  • Alongside this, the Danish employment policies feature a notification pool to assist persons at risk of unemployment. In case of larger collective dismissal, the job center can provide individual assistance on job seeking, careers guidance, labour market information etc. Also, financial support can be provided during the notification period for a course in job seeking of up to 2 weeks and for up to 8 weeks of re-schooling, including continued vocational education and training
  • In 2008, a job card, a green card and an ICT scheme were set up to attract highly skilled foreign workers, initiated by a common work of the social partners. The schemes are an important step in opening up the Danish labour market to highly skilled foreign workers and utilising the benefits of a global labour market. It allows easy entry to Denmark based on qualifications and specialised skills, allowing companies to recruit the man power needed either directly from third countries or from company branches outside Europe
  • With active labour market policies, the public employment services aims at assisting jobseekers or people on social benefit schemes in seeking and obtaining ordinary employment – with an emphasis on making work pay. The focus is on individualised measures, bringing the unemployed closer to the company needs and therefore to the labour market. Different measures are applied such as job training in a company, job rotation schemes, re-schooling, or education
Christina Sode Haslund
27. december 2011