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Europaudvalget 2004-05 (2. samling), Arbejdsmarkedsudvalget 2004-05 (2. samling)
Det Europæiske Råd 16-17/6 2005 Bilag 7, AMU Alm.del Bilag 136
Offentligt

merne af Folketingets Europaudvalg

stedfortrædere

Journalnummer

400.C.2-0

Kontor

EUK

14. juni 2005

Til underretning for Folketingets Europaudvalg vedlægges i forbindelse med Det Europæiske

Råds møde i Bruxelles den 16.-17. juni 2005 Rådets rapport vedrørende beskæftigelsesretnings-

linierne, 9927/05.

9927/05

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COUNCIL OF

THE EUROPEAN UNION

Brussels, 8 June 2005

9927/05

Interinstitutional File:

2005/0057 (CNS)

SOC 259

ECOFIN 200

UEM 147

COMPET 125

MI 90

RECH 132

EDUC 98

ENV 272

JEUN 35

NOTE

from :

to :

No. prev doc. :

Council (Employment, Social Policy, Health and Consumer Affairs)

European Council

9244/1/05 SOC 228 ECOFIN 162 UEM 123 COMPET 110 MI 83 RECH 119

EDUC 89 ENV 242 JEUN 30 REV 1 + COR 1 (en) + COR 2 (fr)+ COR 3 (nl) +

COR 4 (et) + COR 5 (de)

No. Cion prop. : 8008/05 ECOFIN 122 UEM 103 SOC 159 COMPET 62 MI 56 RECH 77

EDUC 59 ENV 157

Subject

Integrated Guidelines for Growth and Employment (2005-2008)

- Proposal for a Council Decision on Guidelines for the Employment

Policies of the Member States

= General Approach

Delegations will find attached the text of the 2005 Employment Guidelines, on which the Council

(EPSCO) reached a general approach on 2 June 2005



, which is being forwarded to the European

Council with a view to its meeting on 16-17 June 2005.



At this stage, the French and Un ited Kingd om d elegations have m aintained Parliam entary scru tiny rese r-

vations.

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The Council will be invited to mark its formal political agreement on the draft Decision, once the opi-

nions of the Economic and Social Committee and of the Committee of the Regions have been exami-

ned.

_____________

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ANNEX

Draft

COUNCIL DECISION

on Guidelines for the employment policies of the Member States

THE COUNCIL OF THE EUROPEAN UNION,

Having regard to the Treaty establishing the European Community, and in particular Article 128(2)

thereof,

Having regard to the proposal from the Commission

Having regard to the Opinion of the European Parliament

Having regard to the Opinion of the European Economic and Social Committee

Having regard to the Opinion of the Committee of the Regions

Having regard to the Opinion of the Employment Committee,

Whereas:

(1)

Article 2 of the Treaty on the European Union sets the Union the objective of promoting

economic and social progress and a high level of employment. Article 125 of the Treaty estab-

lishing the European Community states that Member States and the Community shall

OJ C …, …, p . .

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work towards developing a coordinated strategy for employment and particularly for promoting a

skilled, trained and adaptable workforce and labour markets responsive to economic change;

(2)

The Lisbon European Council in 2000 launched a strategy aimed at sustainable economic growth

with more and better jobs and greater social cohesion, with long term employment targets, but

five years later the objectives of the strategy remain far from being achieved;

The presentation of an integrated package of Employment Guidelines and Broad Economic Po-

licy Guidelines contributes to refocusing the Lisbon Strategy on growth and employment. The

European Employment Strategy has the leading role in the implementation of the employment

objectives of the Lisbon strategy. The strengthening of social cohesion constitutes also a key ele-

ment for the success of the Lisbon Strategy. Conversely, as set out in the Social Agenda, the suc-

cess of the European Employment Strategy will contribute to the achievement of greater social

cohesion;

(3)

(3a) In line with the conclusions of the Spring European Council of 22 and 23 March 2005, the Union

must mobilise all appropriate national and Community resources - including the cohesion policy -

in the Lisbon Strategy's three dimensions (economic, social and environmental) so as better to

tap into their synergies in a general context of sustainable development;

(4)

The objectives of full employment, job quality, labour productivity and social cohesion must be

reflected in clear priorities: to attract and retain more people in employment, increase labour sup-

ply and modernise social protection systems; to improve adaptability of workers and enterprises;

and to increase investment in human capital through better education and skills;

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(5)

The Employment Guidelines should be fully reviewed only every three years, while in the inter-

mediate years until 2008 their updating should remain strictly limited;

(5a) The Employment Committee and the Social Protection Committee have formulated a joint

opinion on the Integrated Guidelines for Growth and Jobs (2005-2008);

(6)

The employment recommendations adopted by the Council on 14 October 2004

remain valid as

background reference.

HAS DECIDED AS FOLLOWS:

Article 1

The guidelines for Member States' employment policies as set out in the Annex are hereby adopted.

Article

The guidelines shall be taken into account in the employment policies of the Member States which will

be reported upon in the national reform programmes.

Article 3

This decision is addressed to the Member States.

Done at ……… ,

For the Council

The President

OJ L326 of 19.10.2004

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Annex to the ANNEX

The Employment Guidelines (2005-2008)

(Integrated Guidelines Nos.17-24)



Guideline No.17: Implement employment policies aiming at achieving full

employment, improving quality and productivity at work, and strengthening

social and territorial cohesion



Guideline No.18: Promote a lifecycle approach to work

Guideline No.19: Ensure inclusive labour market, enhance work attractive-

ness, and make work pay for job-seekers, including disadvantaged people,

and the inactive



Guideline No.20: Improve matching of labour market needs

Guideline No.21: Promote flexibility combined with employment security

and reduce labour market segmentation, having due regard to the role of the

social partners



Guideline No.22: Ensure employment-friendly labour cost developments and

wage-setting mechanisms



Guideline No.23: Expand and improve investment in human capital

Guideline No.24: Adapt education and training systems in response to new

competence requirements

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Guidelines for the employment policies of the Member States

Member States, in cooperation with the social partners, shall conduct their policies

with a view to implementing the objectives and priorities for action specified below.

Reflecting the Lisbon strategy, the Member States' policies shall foster in a balanced

manner:



Full employment:

Achieving full employment, and reducing unemployment

and inactivity, by increasing the demand for and supply of labour, is vital

to sustain economic growth and reinforce social cohesion.



Improving quality and productivity at work:

Efforts to raise employment rates

go hand-in-hand with improving the attractiveness of jobs, quality at work

and labour productivity growth, and reducing the share of working poor.

Synergies between quality at work, productivity and employment should

be fully exploited.



Strengthening social and territorial cohesion:

Determined action is needed to

strengthen social inclusion, prevent exclusion from the labour market and

support integration in employment of people at a disadvantage, and to re-

duce regional disparities in terms of employment, unemployment and la-

bour productivity, especially in regions lagging behind.

Equal opportunities and combating discrimination are essential for progress. Gen-

der mainstreaming and the promotion of gender equality should be ensured in all

action taken. As part of a new intergenerational approach, particular attention

should be paid to the situation of young people, implementing the European Youth

Pact, and to promoting access to employment throughout the working life. Particu-

lar attention must also be paid to significantly reducing the employment gaps for

people at a disadvantage, including disabled people, as well as between non-EU and

EU nationals, in line with any national targets.

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In taking action, Member States should ensure good governance of employment

policies. They should establish a broad partnership for change by involving parlia-

mentary bodies and stakeholders, including those at regional and local levels. Euro-

pean and national social partners should play a central role. A number of targets

and benchmarks which have been set at EU level in the framework of the Euro-

pean Employment Strategy in the context of the 2003 guidelines are included in the

text and should continue to be followed up with indicators and scoreboards. Mem-

ber States are also encouraged to define their own commitments and targets, for

which they should take these into account, as well as the 2004 recommendations

agreed at EU level.

Good governance also requires greater efficiency in the allocation of administrative

and financial resources. In agreement with the Commission, Member States should

target the resources of the Structural Funds, in particular the European Social

Fund, on the implementation of the European Employment Strategy and report on

the action taken. Particular attention should be paid to strengthening institutional

and administrative capacity in the Member States.

Guideline No.17: Implement employment policies aiming at achieving full

employment, improving quality and productivity at work, and strengt-

hening social and territorial cohesion

. Policies should contribute to achieving an avera-

ge employment rate for the European Union (EU) of 70% overall, of at least 60% for women

and of 50% for older workers (55 to 64) by 2010, and to reduce unemployment and inactivity.

Member States should consider setting national employment rate targets.

In addressing these objectives, action should concentrate on the following prioriti-

es:



Attract and retain more people in employment, increase labour supply and

modernise social protection systems;



Improve adaptability of workers and enterprises;



Increase investment in human capital through better education and skills.

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ATTRACT AND RETAIN MORE PEOPLE IN EMPLOYMENT,

INCREASE LABOUR SUPPLY AND MODERNISE SOCIAL PRO-

TECTION SYSTEMS

Raising employment levels is the most effective means of generating economic

growth and promoting socially inclusive economies whilst ensuring a safety net for

those unable to work. Promoting an increased labour supply in all groups, a new

lifecycle approach to work and modernising social protection systems to ensure

their adequacy, financial sustainability and responsiveness to changing needs in so-

ciety are all the more necessary because of the expected decline in the working-age

population. Special attention should be paid to tackling the persistent employment

gaps between women and men, and the low employment rates of older workers and

young people, as part of new intergenerational approach. Action is also required to

tackle youth unemployment which is on average double the overall unemployment

rate. The right conditions must be put in place to facilitate progress in employment,

whether it is first time entry, a move back to employment after a break or the wish

to prolong working lives. The quality of jobs, including pay and benefits, working

conditions, employment security, access to lifelong learning and career prospects,

are crucial, as are support and incentives stemming from social protection systems.

Guideline No.18: Promote a lifecycle approach to work

through:

a renewed endeavour to build employment pathways for young people and reduce youth unemployment as c

for in the Youth Pact;

resolute action to increase female participation and reduce gender gaps in employment, unemployment and

better reconciliation of work and private life and the provision of accessible and affordable childcare facilit

care for other dependants;

support to active ageing, including appropriate working conditions, improved (occupational) health status

adequate incentives to work and discourage early retirement;

modern social protection systems, including pensions and healthcare, ensuring their social adequacy, financ

sustainability and responsiveness to changing needs, so as to support participation and better retention in

ployment and longer working lives.

See also integrated guideline “To safeguard economic sustainability” (No.2).

Facilitating access to employment for job seekers, preventing unemployment and

ensuring that those who become unemployed remain closely attached to the labour

market and increase their employability are essential to increase participation and

combat social exclusion. This requires breaking down barriers to the labour market

by assisting with effective job searching, facilitating access to training and other

active labour market measures and ensuring that work pays, as well as removing

unemployment, poverty and inactivity traps. Special attention should be paid to

promoting the inclusion of disadvantaged people, including low-skilled workers, in

the labour market, including through the expansion of social services and the social

economy, as well as the development of new sources of jobs in response to collec-

tive needs. Combating discrimination, promoting access to employment for disab-

led people and integrating immigrants and minorities are particularly essential.

Guideline No.19: Ensure inclusive labour markets, enhance work attracti-

veness, and make work pay for job-seekers, including disadvantaged pe-

ople, and the inactive

through:

active and preventive labour market measures including early identification of needs, job

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search assistance, guidance and training as part of personalised action plans, provision of

necessary social services to support the inclusion of those furthest away from the labour

market and contribute to the eradication of poverty;

continual review of the incentives and disincentives resulting from the tax and benefit

systems, including the management and conditionality of benefits and a significant reduc-

tion of high marginal effective tax rates, notably for those with low incomes, whilst ensu-

ring adequate levels of social protection;

development of new sources of jobs in services to individuals and businesses, notably at

local level.

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To allow more people to find better employment, it is also necessary to strengthen

the labour

market infrastructure at national and EU level, including through the EURES net-

work, so as to better anticipate and resolve possible mismatches. In this context,

mobility of workers within the EU is key and should be fully ensured within the

context of the EU Treaties. Full consideration must also be given on the national

labour markets to the additional labour supply resulting from immigration of third

country nationals.

Guideline No.20: Improve matching of labour market needs

through:

the modernisation and strengthening of labour market institutions, notably employment

services, also with a view to ensuring greater transparency of employment and training op-

portunities at national and European level;

removing obstacles to mobility for workers across Europe within the framework of the EU

Treaties;

better anticipation of skill needs, labour market shortages and bottlenecks;

appropriate management of economic migration.

IMPROVE ADAPTABILITY OF WORKERS AND ENTER-

PRISES

Europe needs to improve its capacity to anticipate, trigger and absorb economic

and social change. This requires employment-friendly labour costs, modern forms

of work organisation and well-functioning labour markets allowing more flexibility

combined with employment security to meet the needs of companies and workers.

This should also contribute to preventing the emergence of segmented labour mar-

kets and reducing undeclared work.

In today's increasingly global economy with market opening and the continual in-

troduction of new technologies, both enterprises and workers are confronted with

the need, and indeed the opportunity, to adapt. While this process of structural

changes is overall beneficial to growth and employment, it also brings about trans-

formations which are disruptive to some workers and

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enterprises. Enterprises must become more flexible to respond to sudden changes

in demand for their goods and services, adapt to new technologies and be in a posi-

tion to innovate constantly in order to remain competitive. They must also respond

to the increasing demand for job quality which

is related to workers' personal preferences and family changes, and they will have to

cope with an ageing workforce and fewer young recruits. For workers, working life

is becoming more complex as working patterns become more diverse and irregular

and an increasing number of transitions need to be managed successfully

throughout the lifecycle. With rapidly changing economies and attendant restructu-

ring, they must cope with new ways of working, including enhanced exploitation of

Information and Communication Technologies (ICT) and changes in their working

status, and be prepared for lifelong learning. Geographical mobility is also needed

to access job opportunities more widely and in the EU at large.

Guideline No.21: Promote flexibility combined with employment security

and reduce labour market segmentation, having due regard to the role of

the social partners,

through:

the adaptation of employment legislation, reviewing where necessary the different contrac-

tual and working time arrangements;

addressing the issue of undeclared work;

better anticipation and positive management of change, including economic restructuring,

notably changes linked to trade opening, so as to minimise their social costs and facilitate

adaptation;

the promotion and dissemination of innovative and adaptable forms of work organisation,

with a view to improving quality and productivity at work, including health and safety;

support for transitions in occupational status, including training, self-employment, busi-

ness creation and geographic mobility;

See also integrated guideline “To promote greater coherence between macroeco-

nomic and structural policies” (No.4).

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To maximise job creation, preserve competitiveness and contribute to the general

economic framework, overall wage developments should be in line with productivi-

ty growth over the economic cycle and should reflect the labour market situation.

Efforts to reduce non-wage labour costs and to review the tax wedge may also be

needed to facilitate job creation, especially for low-wage employment.

Guideline No.22: Ensure employment-friendly labour cost developments

and wage-setting mechanisms

by:

encouraging social partners within their own responsibilities to set the right framework for

wage bargaining in order to reflect productivity and labour market challenges at all rele-

vant levels and to avoid gender pay gaps;

reviewing the impact on employment of non-wage labour costs and where appropriate

adjust their structure and level, especially to reduce the tax burden on the low-paid

See also integrated guideline “To ensure that wage developments contribute to

macroeconomic stability and growth” (No.5).

INCREASE INVESTMENT IN HUMAN CAPITAL THROUGH

BETTER EDUCATION AND SKILLS

Europe needs to invest more in human capital. Too many people fail to enter or

remain in the labour market because of a lack of skills, or due to skills mismatches.

To enhance access to employment for all ages, raise productivity levels and quality

at work, the EU needs higher and more effective investment in human capital and

lifelong learning for the benefit of individuals, enterprises, the economy and society.

Knowledge-based and service-based economies require different skills from traditi-

onal industries; skills which also constantly need updating in the face of technologi-

cal change and innovation. Workers, if they are to remain and progress in work,

need to accumulate and renew skills regularly.

The productivity of enterprises is dependent on building and maintaining a work-

force that can adapt

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to change. Governments need to ensure that educational attainment levels are im-

proved and that

young people are equipped with the necessary key competences, in line with the

European Youth Pact. All stakeholders should be mobilised to develop and foster a

true culture of lifelong learning from the earliest age. To achieve a substantial incre-

ase in public and private investment in human resources per capita and guarantee

the quality and efficiency of these investments, it is important to ensure fair and

transparent sharing of costs and responsibilities between all actors. Member States

should make better use of the Structural Funds and the European Investment Bank

for investment in education and training. To achieve these aims, Member States

commit themselves to establishing comprehensive lifelong learning strategies by

2006 and implementing the Education and Training 2010 Work Programme.

Guideline No.23: Expand and improve investment in human capital

through:

inclusive education and training policies and action to facilitate significantly access to initial vocational, se

ry and higher education, including apprenticeships and entrepreneurship training;

reducing significantly the number of early school leavers;

efficient lifelong learning strategies open to all in schools, businesses, public authorities and households acc

to European agreements, including appropriate incentives and cost-sharing mechanisms, with a view to en

cing participation in continuous and workplace training throughout the life-cycle, especially for the low-ski

and older workers.

See also integrated guideline "To increase and improve investment in R&D with a view to estab

lishing the European Knowledge Area" (No.7).

Setting ambitious objectives and increasing the level of investment by all actors is

not enough. To ensure that supply meets demand in practice, lifelong learning sy-

stems must be affordable, accessible and responsive to changing needs. Adaptation

and capacity-building of education and training systems is necessary to improve

their labour market relevance, their responsiveness to the needs of the knowledge-

based economy and society and their efficiency. ICT can be used to improve access

to learning and better tailor it to the needs of employers and employees. Greater

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mobility for both work and learning purposes is also needed to access job opportu-

nities more widely in the EU at large. The remaining obstacles to mobility within

the European labour market should be lifted, in particular those relating to the re-

cognition and transparency of qualifications and competences. It will be important

to make use of the agreed European instruments and references to support reforms

of national education and training systems, as is laid down in the Education and

Training 2010 Work Programme.

Guideline No.24: Adapt education and training systems in response to new

competence requirements

through:

raising and ensuring the attractiveness, openness and quality standards of education and

training, broadening the supply of education and training opportunities and ensuring fle-

xible learning pathways and enlarging possibilities for mobility for students and trainees;

easing and diversifying access for all to education and training and to knowledge by means

of working time organisation, family support services, vocational guidance and, if approp-

riate, new forms of cost-sharing;

responding to new occupational needs, key competences and future skill requirements by

improving the definition and transparency of qualifications, their effective recognition and

the validation of non-formal and informal learning.

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Targets and benchmarks set in the framework of the European Employment

Strategy

The following targets and benchmarks have been agreed in the context of the Eu-

ropean Employment Strategy in 2003:

that every unemployed person is offered a new start before reaching 6 months of unemploy-

ment in the case of young people and 12 months in the case of adults in the form of training,

retraining, work practice, a job or other employability measure, combined where appropriate

with on-going job search assistance

that 25% of long-term unemployment should participate by 2010 in an active measure in

the form of training, retraining, work practice, or other employability measure, with the aim

of achieving the average of the three most advanced Member States

that jobseekers throughout the EU are able to consult all job vacancies advertised through

Member States' employment services

an increase by five years, at EU level, of the effective average exit age from the labour mar-

ket by 2010 (compared to 59.9 in 2001)

the provision of childcare by 2010 to at least 90 % of children between 3 years old and the

mandatory school age and at least 33 % of children under 3 years of age

an EU average rate of no more than 10% early school leavers

at least 85% of 22-year olds in the EU should have completed upper secondary education

by 2010

that the EU average level of participation in lifelong learning should be at least 12.5% of

the adult working-age population (25 to 64 age group)

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