1. Implementation of Flexicurity Measures at Regional and Local Level
Inese Dausa
Legal advisor
ESF project „Training for the Unemployed and Job seekers in Latvia-2”
Andris Segliņš
Regional EURES adviser
State Employment Agency of Latvia
May 30th, 2013

2. Basic facts about Latvia
Full country name: Republic of Latvia
State area: km²
Population: ~2 millions (2012)
Capital city: Riga
Regions: Kurzeme, Zemgale, Vidzeme, Latgale
Language: Latvian
Currency: Latvian Lats (LVL)

3. State employment agency of Latvia
SEA is under the supervision of the Ministry of Welfare of the Republic of Latvia and works in accordance with the Public Agency Law.
Founded: April 17, 1991
Structure: Central Office (6 Departments, 17 Divisions),
28 Local Employment Offices
Staff: ~ 800 employees
Mission: to become a bridge connecting employers and employees reducing unemployment and stimulating employment in Latvia.
Functions: working with clients – employers, unemployed, job seekers; career counseling; international relations and EURES; provision of public awareness; improvement of the NVA services; European Social Fund; improvement of normative documents; capacity building; budget planning and control of financial expenditure.

4. Flexibility + security
state model with a pro-active labour market policy;
dynamics of economy (labour market) hand in hand with security of employed;
help/instrument to facilitate
the integration of the most
underprivileged groups on
the labour market. 

5. Historical background
Term was first used in 1990s.
Official debate on labour market flexibility started in 2005, the goal to increase flexibility of labour legislation was set.
In 2006 the Informative Report on the matter was presented and discussed in Tripartite Co-operation Subcouncil in Labour Affairs.
In 2007 flexicurity as a priority included in the National Development plan.
Now the flexicurity approach is benchmarked, but still remains not formulated as a particular labour market policy sector.

6. Part-time employment (2008 – 2012)
* Part-time employment as a percentage of the total employment (source: Eurostat)

7. Part-time employment (2010 – 2012)
* Part-time employment as a percentage of the total employment (source: Eurostat)

8. Persons working part-time who are in education or training
* Persons working part-time who are in education or training as % of part time employed (source: Eurostat)

9. Persons working part-time wishing and being available to work more hours%
* Persons working part-time wishing and being available to work more hours as % of part time employed (source: Eurostat)

10. Involuntary part-time employment
* Involuntary part-time employment as percentage of the total part-time employment (source: Eurostat)

11. Legislation
Main references to flexicurity principles are set in rules and regulations;
Framework on principles of contractual relationship between employer and employee set in Labour law;
SEA mainly operates on legal grounds provided by Support for Unemployed Persons and Persons Seeking Employment Law - promotig flexicurity through ALMP’s.

12. Labour Law Mutual agreement between an employee and an employer;
Part-time work
Mutual agreement between an employee and an employer;
After request from an employee, obligation to change existing agreement if specific preconditions are met;
The same treatment should be provided for both working full-time or part-time.

13. Working conditions for special categories
Labour Law
Working conditions for special categories
Flexicurity rules are binding to employer if any of the following are employed:
Pregnant women and women at maternity and childbirth leave;
Persons under 18;
Persons with disabilities.

14. Reconcilation of work and family life
Labour Law
Reconcilation of work and family life
Maternity and childbirth leave
Paternity leave
Childcare leave
Study leave

15. Flexible working time arrangements in vacancies
Year
Part -time vacancies
All vacancies
2011
5016
29866
2012
11977
46018
2013
556
11675

16. Vacancies fair A new initiative by SEA to promote seasonal work;
Employers presented their companies, informed on vacancies, working conditions, held job interviews and even signed contracts of employment;
Due to high attendance and rate of interest, will be held annualy in spring.

17. Conclusions
Latvian employers mostly use traditional form of employment (full time, permanent working contract).
Flexible forms of employment (part-time work, contract work and fixed-term contract) became more popular in time of economical crisis.
Employers are more willing to invest in flexible labour relations, thus ensuring employees autonomy in carrying out their duties while succesfully combining work, family and social life.
Law provides improved security measures encouraging to use these forms of employment.
Successful cooperation between state services and employers give positive effect on flexicurity matters.

18. THANK YOU! Further information:
State Employment Agency of Latvia
Twitter
Youtube
Ministry of Welfare of Latvia