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1. Youth employment measures

2. Flexicurity measures focusing on young people

3. Reconciliation of private and working life for young people

4. Funding of existing schemes/initiatives

5. Quality assurance

Youth employment measures

Facilitating youth access to employment is an important aspect of North Macedonia's national employment agenda, with a range of policy measures aimed at addressing both immediate labor market challenges and long-term structural issues. These initiatives focus on enhancing employability, particularly for young people facing barriers such as being NEET (Not in Education, Employment, or Training), by providing targeted support through training, counseling, and financial incentives for employers.

A key pillar of these efforts is the Youth Guarantee, designed for individuals aged 15-29. The program ensures that within four months of registering as unemployed, young people receive an offer of employment, education, training, or an internship. Initially piloted in 2018 in three municipalities, it was expanded nationwide in 2019 and continues to evolve. The 2023-2026 implementation plan maintains a strong focus on reaching NEET youth through career counseling, professional guidance, and subsidized employment opportunities. The program is implemented in collaboration with key stakeholders, including the Ministry of Economy and Labour, the Employment Service Agency, the Ministry of Education and Science, and social partners such as employers’ and workers’ organizations.

Beyond the Youth Guarantee, additional measures outlined in the Operational Plan for Active Employment Programs and Measures for 2024 further strengthen youth employment support:

• Internship and Apprenticeship Programs: These programs provide young job seekers with practical work experience, improving their transition into the labor market.

• Digital Skills Development Program: Focused on IT competencies, this initiative enhances employability by equipping young people with in-demand digital skills.

• Self-Employment Programs: Offering financial and advisory support, these programs help young entrepreneurs establish and sustain their businesses.

• Subsidized Employment and Wage Support: To encourage businesses to hire young workers, the government provides financial incentives that reduce the cost of employment.

• Training and Retraining Initiatives: Targeted programs aim to upskill young people in professions aligned with labor market needs, increasing their competitiveness.

• Support for Employment in Micro, Small, and Medium Enterprises (MSMEs): Measures designed to stimulate job creation in MSMEs, where many young people find initial employment opportunities.

• Traineeship Programs for Vulnerable Groups: Specific initiatives address the needs of young people from marginalized backgrounds, ensuring equitable access to employment opportunities.

Together, these initiatives form a comprehensive strategy for youth employment, ensuring both immediate access to job opportunities and the long-term sustainability of youth participation in the labor market. Through ongoing reforms and targeted programs, North Macedonia aims to strengthen youth employment prospects and facilitate smoother transitions into the workforce.

Flexicurity measures focusing on young people

The concept of "flexicurity" remains relatively unfamiliar in North Macedonia and has not been fully implemented as a structured approach. However, discussions on labor market reforms have highlighted the need for greater flexibility, particularly in response to evolving economic conditions and the nature of work in certain sectors.

One key proposal has been the revision of the Law on Labor Relations to introduce more flexible employment arrangements. In alignment with European trends in "flexicurity," which gained prominence as a response to economic challenges, stakeholders have advocated for regulatory changes that would better accommodate diverse work structures. This includes allowing contracts for shorter working hours (such as two-hour or six-hour arrangements) with appropriate social security coverage, as well as introducing more adaptable conditions for employment termination.

Additionally, civil society organizations (CSOs) engaged in economic activities and social enterprises face specific challenges under the current labor legislation. Many of these organizations provide home-based services, such as in-home care for elderly individuals, or operate remotely, as in the case of persons with disabilities developing assistive software. However, the existing legal framework restricts such work arrangements, prompting CSOs to call for legislative amendments that would enable more flexible and inclusive employment opportunities.

Reconciliation of private and working life for young people

Balancing private life and professional responsibilities is essential for the well-being and productivity of young people in the workforce. In North Macedonia, several legal and policy measures aim to support young workers in managing their employment while maintaining a healthy work-life balance.

The Law on Labor Relations provides fundamental protections, particularly in Article 18, item 3, which safeguards young employees from economic exploitation and harmful working conditions. These provisions ensure that young people can pursue employment without compromising their education, health, or personal development.

Beyond legal protections, the government has introduced strategic initiatives that facilitate a better work-life balance for youth:

• Flexible Employment Opportunities: Proposals to amend labor laws advocate for more adaptable work arrangements, such as part-time contracts, remote work, and home-based employment, allowing young workers to balance professional and personal commitments more effectively.

• Youth Guarantee: This program ensures that young people (aged 15-29) receive an offer for employment, education, or training within four months, reducing periods of inactivity and promoting smoother transitions between studies, work, and personal life.

• Employment Incentives: Financial support for employers who hire young workers encourages job stability, providing youth with opportunities for secure and structured employment.

• Skills Development and Career Guidance: Training programs, such as the Digital Skills Development Program, equip young workers with the competencies needed to enter and progress in the labor market, giving them greater career flexibility and long-term stability.

• Parental Leave and Family Support Measures: While existing labor laws define parental leave entitlements, further discussions focus on expanding provisions that support young parents in maintaining career continuity while fulfilling family responsibilities.

• Awareness Campaigns and Legal Enforcement: Efforts to promote fair working conditions include public awareness campaigns on youth labor rights and stricter enforcement of labor laws to prevent exploitative practices.

These measures, combined with the legal protections enshrined in the Law on Labor Relations, create a supportive framework that ensures young people can safely enter the workforce, with opportunities for growth, while being protected from exploitation.

Funding of existing schemes/initiatives

The Youth Guarantee Implementation Plan for 2023-2025 allocates €55.7 million for youth employment measures, marking a significant increase compared to the €30.5 million designated for the previous implementation period (2020-2022).

Additionally, the 2024 Operational Plan for Active Programs and Employment Measures has a total budget of 1,997,904,988 MKD, reflecting a slight increase from the 1,972,045,915 MKD allocated in the previous year. However, it is important to note that this funding covers employment initiatives for the entire population, not exclusively for youth-focused measures.

Quality assurance

N/A