3.6 Integration of young people in the labour market
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Employers are eligible for a pay subsidy, when hiring an unemployed jobseeker of any age group. Wage subsidies are paid for work carried out on an employment contract or for an apprenticeship. Both public sector employers, such as municipalities, and companies and other private-sector employers such as associations, foundations and social corporations can receive the subsidy when the relevant conditions are met.
As described on the webpages of public employment services, the job alternation leave system offers many benefits to all the parties concerned. While helps the employee to cope, it also increases offers for fixed-term employment relationships. Young people under the age of 30, who have recently graduated with a vocational or higher education degree or are under the age of 25 do not need to be registered unemployed jobseekers in order to be recruited as a substitute for the duration of the job alternation.
The youth workshop activities are targeted at young people who are inactive in education, employment and training, or those in need of other support. For more information, visit: Youth Wiki/Finland 4.7 Youth work to foster social inclusion.
Transition security improves the employee's position in situations where they are in danger of being dismissed or have been dismissed for financial or production-related reasons. Transition security also applies to fixed-term employees, and those who are laid off for a period of 180 days, or to those who have been laid off. This enhances the co-operation between employees, employers, and the Public Employment and Business Offices (TE offices). Transition security includes paid leave for dismissed employees to search for a new job, supplementary unemployment allowance, or the increased allowance due to their extensive employment history paid while participating in services that promote employment and support the employment plan. It involves young people, but there are no measures to enhance their position in the labour market in change situations.
According to the Non-Discrimination Act, a person should not be discriminated against for any reason, e.g. for age. The obligation to promote equality expands beyond public authorities to education providers, educational institutes and employers. The obligation to draw up an equality plan concerns employers who have 30 or more employees. Public authorities, education providers, and employers must ensure that employees with disabilities have equal access to services, work or education and training. Persons with disabilities must also have equal access to goods and services. The Act applies to all public and private activities, excluding private life, family life, and religious institutions.
The Act on Equality between Men and Women prohibits discrimination based on gender, and requires the promotion of gender equality. There is a long history of promoting gender equality in Finland, particularly regarding pay, working conditions, terms of employment, and career development. There are also various forms of financial support and child care arrangements available for families, such as a maternity grant, maternity leave, parental leave, paternity leave, child care leave and child benefits.
The processes of integrating young people into the labour market are included in the main budget of the Ministry of Economic Affairs and Employment.
The effects of main policy measures are monitored by following the indicators provided by the State Youth Council. These indicators evaluate the well-being and living conditions of young people. Some of these are also reported in the Annual Government Report.