EN Official Journal of the European Union CE 279/149

Employment Policy Guidelines for Member States *

P6_TA(2008)0207

European Parliament legislative resolution of 20 May 2008 on the proposal for a Council decision on guidelines for the employment policies of the Member States (COM(2007)0803 PART V — C6-0031/2008 — 2007/0300(CNS))

(2009/C 279 E/32)

(Consulation procedure)

The European Parliament,

— having regard to the Commission proposal to the Council (COM(2007)0803, PART V),

— having regard to Article 128(2) of the EC Treaty, pursuant to which the Council consulted Parliament (C6-0031/2008),

— having regard to Rule 51 of its Rules of Procedure,

— having regard to the report of the Committee on Employment and Social Affairs and the opinion of the Committee on Women's Rights and Gender Equality (A6-0172/2008),

1. Approves the Commission proposal as amended;

2. Calls on the Commission to alter its proposal accordingly, pursuant to Article 250(2) of the EC Treaty;

3. Calls on the Council to notify Parliament if it intends to depart from the text approved by Parliament;

4. Asks the Council to consult Parliament again if it intends to amend the Commission proposal substantially;

5. Instructs its President to forward its position to the Council and the Commission.

(2) The examination of the Member States' National Reform Programmes contained in the Commission's Annual Progress Report and in the draft Joint Employment Report shows that Member States should continue to make every effort to address the priority areas of

(2) The examination of the Member States' National Reform Programmes contained in the Commission's Annual Progress Report and in the draft Joint Employment Report shows that Member States should continue to make every effort to achieve full employment, enhance job quality and equal opportunities, bring about social cohesion and address the priority areas of:

— attracting and retaining more people in employment, increasing labour supply and modernising social protection systems,

— creating more and quality jobs, attracting and retaining more people in quality employment, increasing labour supply and modernising social protection systems and ensuring inclusive labour markets ,

— improving adaptability of workers and enterprises, and

— improving the adaptability and security of workers and enterprises in order to promote a flexible labour market , and promoting worker employability by means of lifelong learning and the accreditation of acquired skills ,

— increasing investment in human capital through better education and skills.

— increasing investment in human capital through better education and skills and expansion of lifelong learning opportunities, and

— promoting mobility of workers across the European labour market.

(3) In the light of both the Commission's examination of the National Reform Programmes and the European Council conclusions, the focus should be on effective and timely implementation, paying special attention to the agreed quantitative targets and benchmarks , and in line with the conclusions of the European Council.

(3) In the light of both the Commission's examination of the National Reform Programmes and the European Council conclusions, the focus should be on strengthening the social dimension of the Employment Guidelines and their effective and timely implementation, paying special attention to the agreed qualitative and quantitative targets and benchmarks in line with the conclusions of the European Council.

(5) Member States should take the Employment Guidelines into account when implementing programmed Community funding, in particular of the European Social Fund.

(5) Member States should take the Employment Guidelines into account when implementing programmed Community funding, in particular of the European Social Fund , the European Regional Development Fund and the European Globalisation Adjustment Fund .

(6) In view of the integrated nature of the guideline package, Member States should fully implement the Broad Economic Policy Guidelines.

(6) In view of the integrated nature of the guideline package, Member States should take the employment guidelines fully into account when implementing the Broad Economic Policy Guidelines.

Article 2a

1. In implementing the guidelines set out in the Annex, the Member States shall:

— take into account requirements linked to the promotion of a high level of employment, guaranteed adequate social protection, the fight against social exclusion, and a high level of education, training and protection of human health, and

— aim to combat discrimination based on sex, racial or ethnic origin, religion or belief, disability, age, or sexual orientation.

2. The Member States shall ensure strengthened interaction between the guidelines and the open method of coordination in relation to the Social Protection and Social Inclusion Process.

3. Member States, in cooperation with the social partners and in accordance with the national tradition of each Member State, shall examine and report in their National Reform Plans on how to improve compliance with and implementation of the principles and rules of European social legislation, agreements between the social partners and the fundamental principles of equal treatment and non-discrimination .

The Employment Guidelines form part of the Integrated Guidelines for 2008-2010, which are based on three pillars: macroeconomic policies, microeconomic reforms and employment policies. Those pillars, together, contribute towards achieving the objectives of sustainable expansion and employment and strengthening social cohesion.

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 so that more and better jobs support an inclusive labour market. Reflecting the Lisbon strategy and taking into account the common social objectives, the Member States' policies shall foster in a balanced manner:

Member States, in cooperation with the social partners and other stakeholders , and while respecting national traditions, will conduct their policies with a view to implementing the objectives and priorities for action specified below so that more and better jobs and a better trained and more specialised workforce support an inclusive labour market. Reflecting the Lisbon strategy and taking into account the common social objectives, the Member States' policies will foster in a balanced manner:

— Full employment: Achieving full employment, and reducing unemployment and inactivity, by increasing the demand for and supply of labour through an integrated flexicurity approach is vital to sustain economic growth and reinforce social cohesion. This requires policies that address simultaneously the flexibility of labour markets, work organisation and labour relations, and employment security and social security;

— Full employment: Achieving full employment, and reducing unemployment and inactivity, by increasing the demand for and supply of labour through an integrated flexicurity approach is vital to sustain economic growth and reinforce social cohesion. This requires policies that address simultaneously the flexibility of labour markets, work organisation and labour relations, reconciliation of work and family life, and employment security and social security;

— Improving quality and productivity at work: Efforts to raise employment rates go hand in hand with improving the attractiveness of jobs, quality at work, labour productivity growth, reducing segmentation and the proportion of working poor. Synergies between quality at work, productivity and employment should be fully exploited;

— Improving quality and productivity at work: Efforts to raise employment rates go hand in hand with improving the attractiveness of jobs, quality at work, labour productivity growth, reducing segmentation , gender inequality, and the proportion of working poor. Synergies between quality at work, productivity and employment should be fully exploited;

Equal opportunities and combating discrimination are essential for progress. Gender mainstreaming and the promotion of gender equality should be ensured in all action taken. Particular attention must also be paid to significantly reducing all gender related gaps in the labour market in line with the European Pact for Gender Equality. This will assist Member States in addressing the demographic challenge. 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 working life. Particular attention must also be paid to significantly reducing employment gaps for people at a disadvantage, including disabled people, as well as between third-country nationals and EU citizens, in line with any national targets.

Equal opportunities and combating discrimination are essential for progress. Gender mainstreaming and the promotion of gender equality should be ensured in all action taken. Particular attention must also be paid to significantly reducing all gender related gaps in the labour market , focusing on unequal pay in particular, in line with the European Pact for Gender Equality. This will assist Member States in addressing the demographic challenge. 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 working life , also for older workers . Particular attention must also be paid to significantly reducing employment gaps for people at a disadvantage, including disabled people, as well as between third-country nationals and EU citizens, in line with any national targets. This will assist Member States in addressing the demographic challenge.

— attract and retain more people in employment, increase labour supply and modernise social protection systems,

— attract and retain more people in quality employment by facilitating reconciliation of work and family life , increase labour supply by enhancing employability, modernise social protection systems and ensure inclusive labour markets ,

— promote active social integration for all in order to combat poverty and social exclusion by ensuring a decent income and quality social services together with access to the employment market through opportunities for recruitment and initial or ongoing vocational training,

— improve adaptability of workers and enterprises,

— improve adaptability and security of workers and enterprises,

— increase investment in human capital through better education and skills.

— increase investment in human capital through better education and skills and adapt education and training systems to new competence requirements,

— increase and improve investment in research, science and innovation,

— eliminate all forms of sex discrimination in the workplace.

1. Attract and retain more people in employment, increase labour supply and modernise social protection systems

1. Attract and retain more people in quality employment, increase labour supply and modernise social protection systems and ensure inclusive labour markets

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 a lifecycle approach to work and modernising social protection systems to ensure their adequacy, financial sustainability and responsiveness to changing needs in society 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, further increasing the employment rates of older workers and young people, as part of new intergenerational approach, and the promoting active inclusion of those most excluded from the labour market. Intensified action is also required to improve the situation of young people in the labour market and to significantly reduce youth unemployment, which is on average double the overall unemployment rate.

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 a lifecycle approach to work and modernising social protection systems to ensure their adequacy, financial sustainability and responsiveness to changing needs in society 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 sex-based pay differentials , further increasing the employment rates of older workers and young people, as part of new intergenerational approach, and the promoting active inclusion of those most excluded from the labour market. Intensified action is also required to improve the situation of young people , in particular the unskilled, in the labour market and to significantly reduce 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 access to lifelong learning and career prospects, are crucial for a flexicurity approach, as are support and incentives stemming from social protection systems. To enhance a life cycle approach to work and to promote reconciliation between work and family life policies towards childcare provisions are necessary. Securing coverage of 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 by 2010 is a useful benchmarks. The increase in the average employment rate of parents, especially single parents, requires measures to support families. In particular, Member States should take account of the special needs of single parents and families with many children.

The right conditions must be put in place , including through the appropriate development of human capital and the social working environment, 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, access to lifelong learning and career prospects, are crucial for a flexicurity approach, as are support and incentives stemming from social protection systems. To enhance a life cycle approach to work and to promote reconciliation between work and family life policies towards childcare provisions are necessary. Securing coverage of 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 by 2010 is a useful benchmark. The increase in the average employment rate of parents, especially single parents, requires measures to support families. In particular, Member

Furthermore to prolong working lives, the effective average exit age from the labour market by 2010 would require a five year increase at EU level (compared to 59,9 in 2001). Member States should also enact measures for health protection, for prevention and for the promotion of healthy lifestyles with the goal of reducing sickness burdens, increasing labour productivity and prolonging working life.

States should take account of the special needs of single parents and families with many children. Furthermore to prolong working lives, the effective average exit age from the labour market by 2010 would require a five-year increase at EU level (compared to 59,9 in 2001). Member States should also enact measures for health protection, for prevention and for the promotion of healthy lifestyles with the goal of reducing sickness burdens, increasing labour productivity and prolonging working life.

The implementation of the European Youth Pact should also be a contribution to a lifecycle approach to work in particular by facilitating transition from education to the labour market.

The implementation of the European Youth Pact , the European Gender Equality Agreement and the approval relating to the establishment of European Alliance for Families should also be a contribution to a lifecycle approach to work in particular by facilitating transition from education to the labour market. Individual measures should be taken to provide young people who have had fewer opportunities with an equal chance of social and vocational integration.

Guideline 18. Promote a lifecycle approach to work through:

Guideline 18. Promote a lifecycle approach to work through:

— a renewed endeavour to build employment pathways for young people and reduce youth unemployment, as called for in the European Youth Pact,

— a renewed endeavour to build employment pathways for young people and reduce youth unemployment, as called for in the European Youth Pact, whilst combating sex discrimination,

— measures to ensure that people combining work and care are not penalised later in life as regards pensions and social security benefits,

— measures to enable persons who lose their job later in life to get back to work, and action to eradicate age-based discrimination, aimed in particular at people over the age of 40 and including forms of self-employment and self-organisation,

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

— resolute action to increase female participation and reduce gender gaps in employment, unemployment and vocational training, to ensure equal pay and promote gender equality, including measures strengthening equal opportunities and increasing the employment rate for women as called for in the European Pact for Gender Equality,

— particular focus on the different impact of benefits systems on men and women and review of any benefit structures that impact negatively on women's participation in the labour force,

— better reconciliation of work and private life and the provision of accessible and affordable childcare facilities and care for other dependants,

— better reconciliation of work and private and family life and the provision of accessible and affordable quality childcare facilities and care for other dependants including parental and other leave schemes ,

— particular focus on women and men considering a return to paid work after an absence and examining how gradually to eliminate obstacles to such return without loss of job quality,

— support for active ageing, including appropriate working conditions, improved (occupational) health status and adequate incentives to work and discouragement of early retirement ,

— support for active ageing, including appropriate working conditions, improved occupational health status and adequate incentives to work and encouraging workers to prolong their working lives if they wish to retire later ,

— modern social protection systems, including pensions and healthcare, ensuring their social adequacy, financial sustainability and responsiveness to changing needs, so as to support participation and better retention in employment and longer working lives.

— modern social protection systems, including pensions and healthcare, ensuring their social adequacy, financial sustainability and responsiveness to changing needs, so as to support participation and better retention in employment and longer working lives.

See also integrated guideline ‘To safeguard economic and fiscal sustainability as a basis for increased employment’ (No 2).

See also integrated guideline ‘To safeguard economic and fiscal sustainability as a basis for increased employment’ (No 2).

Active inclusion policies can increase labour supply and strengthen society's cohesiveness and are a powerful means of promoting the social and labour market integration of the most disadvantaged. Every person becoming unemployed must be offered a new start in a reasonable period of time. In the case of young people this period should be short, e.g. at most 4 months by 2010; for adult people at most 12 months. Policies aiming at offering active labour market measures to the long-term unemployed should be pursued, taking into consideration the participation rate benchmark of 25 % in 2010. Activation should be in the form of training, retraining, work practice, a job or other employability measure, combined where appropriate with on-going job search assistance. Facilitating access to employment for job seekers, preventing unemployment and ensuring that those who become unemployed remain closely connected to the labour market and employable are essential to increase participation, and combat social exclusion. This is also in line with a flexicurity approach. Attaining these objectives requires removing barriers to the labour market by assisting with effective job searching, facilitating access to training and other active labour market measures, ensuring affordable access to basic services and providing adequate levels of minimum resources to all. This approach should, at the same time, ensure that work pays for all workers, as well as remove unemployment, poverty and inactivity traps. Special attention should be paid to promoting the inclusion of disadvantaged

Active inclusion policies can increase labour supply and strengthen society's cohesiveness and are a powerful means of promoting the social and labour market integration of the most disadvantaged. Every person becoming unemployed must be offered the possibility of employment, an apprenticeship, further training or other measures leading to employment in a reasonable period of time. In the case of young people this period should be short, e.g. at most 4 months by 2010; for adult people at most 12 months. Policies aiming at offering active labour market measures to the long-term unemployed should be pursued, taking into consideration the participation rate benchmark of 25 % in 2010. Activation should be in the form of training, retraining, work practice, a job or other employability measure, combined where appropriate with ongoing job search assistance. Facilitating access to employment for job seekers, preventing unemployment and ensuring that those who become unemployed remain closely connected to the labour market and employable are essential to increase participation, and combat social exclusion. Attaining these objectives requires removing barriers to the labour market by assisting with effective job searching, facilitating access to training and other active labour market measures, ensuring affordable access to basic services and providing adequate levels of minimum resources to all , while implementing the principle of fair remuneration as an economic incentive to work . This approach should, at the same time, ensure that work pays for

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 collective needs. Combating discrimination, promoting access to employment for disabled people and integrating immigrants and minorities are particularly essential.

all workers and that the principle of ‘equal pay for work of equal value’ is upheld , 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 collective needs. Combating discrimination, promoting access to employment for women and disabled people and integrating immigrants and minorities are particularly essential. Local best practices relating to the experience of social cooperatives, and all forms of corporate social responsibility should be taken into account.

— development of new sources of jobs in services for individuals and businesses, notably at local level.

— development of new sources of jobs in services for individuals and businesses, the not-for-profit sector and the social economy, notably at local level.

Guideline 19a. Ensure the active social integration of all and tackle poverty and social exclusion by guaranteeing a decent income and better access to quality social services together with better access to the labour market through the expansion of job opportunities and initial or ongoing vocational training.

— promoting stakeholder partnership models to enhance the local and regional potential to be tapped in local entities, employing open, participatory forms of organisation,

— preventing the brain drain from peripheral regions of the European Union or from Member States through regional economic, social and structural investment .

2. Improve adaptability of workers and enterprises,

2. Improve adaptability and security for workers and enterprises (enhancing job security)

Guideline 21. Promote flexibility combined with employment security and reduce labour market segmentation, having due regard to the role of the social partners , through :

Guideline 21. Promote flexibility combined with security and reduce labour market segmentation, having due regard to the role of the social partners and taking into account the following key components :

— flexible and reliable contractual arrangements through modern labour laws, collective agreements and work organisation,

— comprehensive lifelong learning strategies to ensure the continual adaptability and employability of workers, particularly the most vulnerable,

— effective active labour market policies (ALMP) not involving an active early-retirement policy, but, rather, integrating older and experienced workers into working life to a greater extent, in order to help people cope with rapid change and reduce periods of unemployment and to ease transition to new jobs,

— modern social security systems that provide adequate income support, encourage employment and facilitate labour market mobility .

This also involves:

— the adaptation of employment legislation, reviewing where necessary the different contractual and working time arrangements,

— the adaptation of employment legislation, reviewing where necessary the different contractual and working time arrangements and guaranteeing core employment rights, regardless of employment status with the aim of promoting stable employment relationships ,

— addressing the issue of undeclared work,

— applying preventive measures, backed up by penalties, to address the issue of undeclared work, with a view to reducing the prevalence of non-legal forms of work, via the reinforcement and capacity development of the specialist workplace inspection bodies,

— 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,

— 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,

— the promotion and dissemination of innovative and adaptable forms of work organisation, with a view to improving quality and productivity at work, including workplace health and safety and the provision of reasonable accommodation for disabled people ,

— support for transitions in occupational status, including training, self-employment, business creation and geographic mobility.

— support for transitions in occupational status, including training, self-employment, business creation and geographic mobility,

— paying particular attention to obstacles that hinder women who wish to set up new businesses or become self-employed, with a view to their removal.

The Member States should implement their own pathways based on the common principles of flexicurity adopted by the Council.

The involvement of the social partners in the design and implementation of flexicurity policies through the social dialogue and collective bargaining is of crucial importance.

See also integrated guideline ‘To promote greater coherence between macroeconomic, structural and employment policies’ (No 5).

See also integrated guideline ‘To promote greater coherence between macroeconomic, structural and employment policies’ (No 5).

To maximise job creation, preserve competitiveness and contribute to the general economic framework, overall wage developments should be in line with productivity growth over the economic cycle and should reflect the labour market situation. The gender pay gap should be reduced. Particular attention should be given to the low level of wages in professions and sectors which tend to be dominated by women and to the reasons which lead to reduced earnings in professions and sectors in which women become more prominent. 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.

To maximise job creation, preserve competitiveness and contribute to the general economic framework, overall wage developments should be in line with productivity growth over the economic cycle and should reflect the labour market situation. The gender pay gap should be reduced. Particular attention should be given , with a view to narrowing the pay gap between the sexes, to the low level of wages in professions and sectors which tend to be dominated by women and to the reasons which lead to reduced earnings in professions and sectors in which women become more prominent. 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.

— encouraging social partners within their own areas of responsibility to set the right framework for wage bargaining in order to reflect productivity and labour market challenges at all relevant levels and to avoid gender pay gaps,

— encouraging social partners within their own areas of responsibility to set the right framework for wage bargaining in order to reflect productivity and labour market challenges at all relevant levels , to guarantee European citizens sufficient purchasing power and to avoid gender pay gaps and growing inequalities ,

Europe needs to invest more and more effectively in human capital. Too many people fail to enter, progress or remain in the labour market because of a lack of skills, or due to skills mismatches. To enhance access to employment for men and women of all ages, raise productivity levels, innovation and quality at work, the EU needs higher and more effective investment in human capital and lifelong learning in line with the flexicurity concept for the benefit of individuals, enterprises, the economy and society.

Europe needs to invest more and more effectively in human capital. Too many people fail to enter, progress or remain in the labour market because of a lack of skills, or due to skills mismatches. To enhance access to employment on the basis of equal opportunities for men and women of all ages, raise productivity levels, innovation and quality at work, and assist workers in adapting to new conditions arising from rapid change, the EU needs higher and more effective investment in human capital and lifelong professional training, via access to the various forms of lifelong learning in line with the flexicurity concept for the benefit of individuals, enterprises, the economy and society.

Guideline 23. Expand and improve investment in human capital through:

Guideline 23. Expand lifelong learning opportunities and improve investment in human capital through:

— inclusive education and training policies and action to facilitate significantly access to initial vocational, secondary and higher education, including apprenticeships and entrepreneurship training,

— inclusive education and training policies and action to facilitate significantly access to initial vocational, secondary and higher education, including apprenticeships and entrepreneurship training and the accreditation of experience acquired ,

— significantly reducing the number of early school leavers,

— reducing the number of early school leavers to as great an extent as possible in order to prevent pupils from leaving school without qualifications and thereby running a high risk of unemployment,

— efficient lifelong learning strategies open to all in schools, businesses, public authorities and households according to European agreements, including appropriate incentives and cost-sharing mechanisms, with a view to enhancing participation in continuous and workplace training throughout the life-cycle, especially for the low-skilled and older workers.

— efficient lifelong learning strategies open to all in schools, businesses, public authorities and households according to European agreements, including appropriate incentives and cost-sharing mechanisms, with a view to enhancing participation in continuous and workplace training throughout the life-cycle, especially for the low-skilled and older workers ,

— ensuring the conditions for facilitating access by women to education, continuing training and lifelong learning, in particular access to training and the necessary qualifications for careers .

See also integrated guideline ‘To increase and improve investment in R & D, in particular by private business’ (No 7).

See also integrated guideline ‘To increase and improve investment in R & D, in particular by private business’ (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 systems 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 and equity . ICT can be used to improve access to learning and better tailor it to the needs of employers and employees. Greater mobility for both work and learning purposes is also needed to access job opportunities 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 recognition and transparency and use of qualifications and learning outcomes, notably through the implementation of the European Qualifications Framework. 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.

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 systems 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 , their efficiency and their accessibility and availability on an equitable basis. Access to education and training for men and women of all ages and the matching of needs with skills and with the education and training provided by the public and private sector, must be accompanied by a system of lifelong careers guidance . ICT can be used to improve access to learning and better tailor it to the needs of employers and employees. Greater mobility for both work and learning purposes is also needed to access job opportunities 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 recognition and transparency and use of qualifications and learning outcomes, notably through the implementation of the European Qualifications Framework. 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.

— enabling educational techniques and teaching content to be passed on through successive generations of teachers,

— providing for foreign language learning as part of initial and lifelong training.

The following targets and benchmarks were agreed in the context of the European Employment Strategy:

— that every unemployed person is offered a new start before reaching 4 months of unemployment 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 the long-term unemployed should participate by 2010 in an active measure in the form of training, retraining, work practice, or another 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, in order to promote mobility of jobseekers on the European labour market,

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

— that at least 85 % of 22-year olds should have completed upper secondary education by 2010,