Implementation of EU policies for youth employment, a civil society perspective : report on six Member States.
Date: 2015-02-18
Institutions: European Economic and Social Committee
Subjects: EU employment policy, civil society, fight against unemployment, job access, social partners, youth policy, youth unemployment

European Economic and Social Committee

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Published by: “Visits and Publications” Unit
EESC-2015-10-EN

www.eesc.europa.eu

Implementation of EU policies
for youth employment:
a civil society perspective
Report on six Member States

© European Union, 2015
Reproduction is authorised provided the source is acknowledged.

EN

Web
QE-01-15-074-EN-N
ISBN 978-92-830-2665-5
doi:10.2864/23187

EN

REG.NO. BE - BXL - 27 

European Economic and Social Committee

TABLE OF CONTENTS 

FOREWORD ..............................................................................................................................................     2 
METHODOLOGY .......................................................................................................................................     3 
KEY FINDINGS ...........................................................................................................................................     6 
1.  A tailor-made approach is needed to bring youth unemployment rates down ...............................     7 
2.  Establishing a close link between education and the labour market supports employability and 

adaptability .......................................................................................................................................     7 
The importance of career guidance and counselling ...........................................................     8 
2.1 
The apprenticeship system ..................................................................................................     8 
2.2 
2.2.1 
Learning content .....................................................................................................     9 
2.2.2  Recognition ..............................................................................................................  10 
2.2.3  Attractiveness ..........................................................................................................  10 
2.2.4 
Incentives .................................................................................................................  10 
2.2.5  European Alliance for Apprenticeships ....................................................................  11 
2.2.6  Council’s Guiding Principles regarding Apprenticeship Schemes (October 2013) ...  11 
The traineeship system .........................................................................................................  11 
2.3.1  Quality framework for traineeships .........................................................................  13 
The Youth Guarantee can encourage structural reforms if properly implemented .........................  13 
Added value ..........................................................................................................................  13 
3.1 
Priorities ................................................................................................................................  14 
3.2 
Role of social partners and civil society ................................................................................  14 
3.3 
Synergies ...............................................................................................................................  15 
3.4 
4.  Knowledge about transnational mobility and EURES  needs to be improved ...................................  15 
5.  There is a need to enhance and support public employment services' role in getting people into 

2.3 

3. 

work ...................................................................................................................................................  16 
6.  There are diverging views about the influence of labour market regulation on job creation ..........  16 
7.  Business start-ups need encouragement and entrepreneurial education needs to be promoted ...  18 
8.  Continuous monitoring and evaluation support effective youth policies .........................................  18 
9.  Main conclusion: the social partners and civil society are committed to actively participating at 
all stages of the youth employment process, which can help ensure acceptance and smooth 
implementation of reforms ...............................................................................................................  19 

APPENDIX I  
List of organisations contacted for the purpose of the study ...................................................................  20 
APPENDIX II  
Recent EESC opinions related to youth employment ...............................................................................  23 

1 

 
 
 
 
 
 
 
 
FOREWORD 

The  particularly  vulnerable  situation  of young  people  in  the  labour  market  has  long  been  a  cause  for 
concern at both European and national level. Traditionally, unemployment is far higher among young 
people  than  among  the  general  population.  Back  in  2008,  before  the  financial  crisis,  around  16%  of 
young  people  aged  15-24  were  unemployed  in  the  EU,  roughly  double  the  figure  for  the  general 
population.  Young  people  have  been hit especially  hard  by  the  crisis:  in  2013,  the  EU28  youth 
unemployment  rate  reached  23.5  %,  compared  with  an  overall  EU  unemployment  of  10.8  %.  Some       
7.5  million  young  Europeans  between  the  ages  of  15  and  24  are  not  in  employment,  education  or 
training (NEETs). 

The  EESC  has  condemned  these  unemployment  rates  on  numerous  occasions  and  called  on  all 
stakeholders  for  urgent,  effective  and  definitive  measures  to  break  the  vicious  circle  which  risks 
compromising  the  future  of  an  entire  generation.  It  asked  for  proper  investment  in  young  people, 
whose fruits will be harvested in the long term. 

It is clear that the prospects for employment growth depend to a large extent on the EU's capacity to 
generate economic growth through appropriate macroeconomic, industrial and innovation policies. 

However, addressing the youth employment crisis has given rise to several initiatives at EU level, such as 
the Youth Employment Package, the Youth Guarantee (YG), the European Alliance for Apprenticeships, 
the Quality Framework for Traineeships, and the reform of the EURES job search network. 

Against  this  background,  the  Labour  Market  Observatory  of  the  European  Economic  and  Social 
Committee has conducted this study on the implementation of the EU's youth employment policies in a 
selection of six Member States: Greece, Croatia, Italy, Austria, Slovakia and Finland, as viewed from a 
civil society perspective.  

The  study  involved  numerous  representatives  from  the  social  partners,  youth  organisations  and 
public authorities and we warmly thank them for their commitment and cooperation.  

Christa Schweng  
President of the Labour Market Observatory  
and rapporteur for the study 

2 

 
 
 
 
 
 
 
 
 
 
 
METHODOLOGY  

This study aims to illustrate the views of the social partners and organised civil society on: 

 

 

 

the policies that are put in place at national level to help young people find work, including their 
implementation and their actual impact; 

the good practices or difficulties encountered in the Member States; 

their involvement on policies for youth employment and ongoing reforms. 

This  exercise  gives  national  stakeholders  an  opportunity  to  put  forward  their  comments  and 
recommendations on youth employment policies, providing for an opportunity for mutual learning and 
better understanding of the functioning of national systems. 

The six Member States have been chosen in view of their specific situation in the field of youth policy, 
taking  into  consideration  the  unemployment  and  NEETs  (Not  in  Employment,  Education  or  Training) 
rates, but also other specific challenges (e.g. long-term unemployment, Roma inclusion) and based on 
the  information  available,  and  on  discussions  with  representatives  from  EESC,  Commission  and 
permanent representations to the EU. 

Unemployment rate, 15 – 24 years, 2013 (Source: Eurostat) 

3 

 
 
 
 
 
 
 
 
 
 
2013 

Member States 

Unemployment rate 
15-24 years 

Unemployment rate 
25-74 years 

NEET rate 
(not in employment, 
education or training) 
15-24 years 

EU (28 Member 
States) 

Greece 

Croatia 

Italy 

Austria 

Slovakia 

Finland 

23.5 % 

58.3 % 

49.7 % 

40.0 % 

9.2 % 

33.7 % 

19.9 % 

Source: Eurostat 

The study is conducted by way of 

9.5 % 

25.4 % 

14.1 % 

10.3 % 

4.3 % 

12.5 % 

6.5 % 

13 % 

20.6 % 

18.6 % 

22.2 % 

7.1 % 

13.7 % 

9.3 % 

  a questionnaire that was sent to the main social partners and youth organisations of the six 
selected  countries  (see  Appendix  I).  It  related  to  apprenticeships,  traineeships,  the 
implementation of the Youth Guarantee, mobility, entrepreneurship and other factors such 
as labour law, social security and more generally measures to prevent young people from 
becoming discouraged; 

The  response  rate  differed  between  countries:  in  Austria  and  Italy  both  trade  unions  and 
employers' organisations replied to the questionnaire. In Croatia, responses were received 
from both sides of industry and from the Youth Network.  In Slovakia, both trade unions and 
employers' organisations replied, plus the Institute of Employment. In Finland trade unions 
and the youth organisation replied; finally, in Greece, one employers' organisation and the 
National  Youth  Council  replied,  while  the  Ministry  of  Labour  and  Social  affairs  and  the 
Manpower employment organisation (public employment service) offered to participate to 
the survey as well. 

 

interviews  on  the  ground  with  representatives  of  main  umbrella  trade  unions  and 
employers’  organisations,  youth  organisations  and  public  authorities  –  during  study  trips 
carried  out  by  teams  of  three  LMO  members  assisted  by  an  administrator  from  the 
secretariat (see table below); 

4 

 
 
 
 
 
  desk  research  –  collection  of  relevant  documents  from  the  European  institutions,  think-
tanks, ministries and permanent representations to the EU of the selected Member States, 
national ESCs, social partners, civil society, etc.; 

  a  public  hearing  that  was  organised  by  the  LMO  on  1  April  2014  in  Brussels,  with  the 
participation of Members of the European Parliament, representatives from the European 
Commission, Eurofound, the social partners at the EU level, youth organisations at EU and 
national levels.  

N.B.: References to a given country in the sections below are to be understood as the position of the 
respective national stakeholders and not the government itself. 

Member State  & 
date of the mission 

Members of Group I 
(Employers) 

Members of Group II 
(Workers) 

Members of Group III 
(Various interests) 

FINLAND 
16-17.01.2014 

SLOVAKIA 
10-11.02.2014 

CROATIA 
17-18.02.2014 

GREECE 
04-05.03.2014 

AUSTRIA 
14.03.2014 

ITALY 
17.03.2014 

Vladimíra Drbalová 

Oliver Röpke 

Meelis Joost 

Christa Schweng 

Xavier Verboven 

Viliam Páleník 

Vladimíra Drbalová 

Xavier Verboven 

Meelis Joost 

Irini Ivoni Pari 

Daniela Rondinelli 

Mette Kindberg 

Christa Schweng 

Xavier Verboven 

Kinga Joó 

Christian Ardhe 

Oliver Röpke 

Kinga Joó 

In bold: the names of the rapporteurs for each mission 

5 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
KEY FINDINGS 

A tailor-made approach is needed to bring youth unemployment rates down. 

Establishing  a  close  link  between  education  and  the  labour  market  supports  employability 
and adaptability. 

The Youth Guarantee can encourage structural reforms if properly implemented. 

Knowledge about transnational mobility and EURES needs to be improved. 

There  is  a  need  to  enhance  and  support  public  employment  services'  role  in  getting  people 
into work. 

There are diverging views about the influence of labour market regulation on job creation.  

Business  start-ups  need  encouragement  and  entrepreneurial  education  needs  to  be 
promoted. 

Continuous monitoring and evaluation support effective youth policies. 

Main conclusion: the social partners and civil society are committed to actively participating 
at all stages of the youth employment policy process, which can help ensure acceptance and 
smooth implementation of reforms. 

1. 

2. 

3. 

4. 

5. 

6. 

7. 

8. 

9. 

6 

 
 
 
 
1.  A tailor-made approach is needed to bring youth unemployment 

rates down 

Some may argue that an unemployed young person in Greece is the same as an unemployed person in 
Germany  and therefore  needs  the  same  solutions. Our  missions clearly  showed,  however,  that this  is 
not the case: a young person's individual circumstances – high or low skilled, long-term unemployed or 
just temporarily, mobile or not – have to be taken into account, as do the education system, resources 
invested  in  public  employment  services  and,  more  generally,  the  economic  policies  in  place  in  the 
country in question. 

All  stakeholders  we  met  and  who  responded  to  our  questionnaires  clearly  indicated  that  there  is  no 
one-size-fits-all solution for bringing youth unemployment rates down. 

In some Member States, the European Youth Guarantee (YG), which states that a young person should 
be offered a job or training within 4 months, shifted the focus from those most in need of support – the 
long-term unemployed –  to people who are easier to (re-)employ, thereby preventing the  latter from 
becoming long-term unemployed. In times of scarce resources one may question this approach. 

The  Youth  Guarantee  provides  an  opportunity  for  Member  States  to  carry  out  structural  reforms.  Its 
implementation  is  vital,  if  Member  States  want  to  provide  positive  future  prospects  for  the  younger 
generation. 

2. 

Establishing  a  close  link  between  education  and  the  labour 
market supports employability and adaptability 

Successful education systems (in terms of future employment prospects) provide a close link between 
education/training and the labour market. 

This is the case in Finland, where a high percentage of higher degree students start working and gaining 
practical work experience while studying. Over 60% of apprenticeships are advanced-level studies and 
involve  vocational  in-service/further  training,  undertaken  by  adults.  Less  than  20%  of  apprentices  are 
under 25 years of age. 

A  similar,  but  not  identical,  situation  can  be  found  in  Austria,  where  about  40%  of  15  year  olds  start 
apprenticeships with 4 days a week spent in an enterprise, gaining practical experience, and 1 day spent 
at school. 

Croatia  reintroduced  the  dual  apprenticeship  system  in  1995;  following  a  number  of  changes,  it  has 
arrived at a purely school-based system, with less practical on-the-job-training and a greater focus on 
the  general  education  component.  About  30%  of  students  undertake  apprenticeships.  As  a  result, 

7 

 
 
 
 
 
 
 
 
 
 
stakeholders felt that the nature of vocational schools was losing its links to real practice and that the 
number of enterprises willing to invest time, money and energy in dual learning was decreasing.  

In  Greece,  in  contrast,  the  education  system  does  not  take  labour  market  needs  into  account,  and 
apprenticeships  are  not  much  used.  In  the  case  of  Greece  employers’  involvement  in  the  education 
system is regarded with mistrust as they do not have any tradition of teaching. 

The Slovak education system produces a high rate of university degrees, mainly in social sciences. On 
completing their studies, young people find themselves without any practical experience on the labour 
market  and  with  a  qualification  that  does  not  match  labour  market  needs.  The  number  of  schools 
offering  apprenticeships  is  decreasing.  With  employers  looking  for  skilled  young  people  with 
qualifications that are no longer available, a project is underway aiming to raise the interest of primary 
school  children  in  VET  schools.  The  quality  of  apprenticeships  depends  on  the  particular  school:  if 
schools work closely with employers, students have higher chances of succeeding on the labour market. 
Curricula depend on the individual school and trade, but are not binding for other schools. 

In Italy, all stakeholders felt that the education sector and the labour market were two separate worlds. 
Given  that  the  use  of  apprenticeships  fell  by  40%  in  the  second  quarter  of  2013,  reforms  are  now 
underway to harmonise differences in training standards and to cut red tape. 

2.1 

The importance of career guidance and counselling 

The  choice  of  a  profession  is  a  crucial  decision.  Guiding  young  people  during  this  period  by  showing 
them the variety of training and professional careers available allows them to make informed choices. 
Except for Finland and Austria where careers advice is part of the school system, all other stakeholders 
complained about lack of availability and/or poor quality of the counselling services offered. Many saw 
the implementation of the Youth Guarantee as a way to improve these services. 

2.2 

The apprenticeship system 

The LMO used the Commission’s definition of apprenticeships as a form of “Initial Vocational Education 
and Training (IVET)  that formally combine  and alternate between company based training (periods of 
practical work experience at a workplace) with school based education (periods of theoretical/practical 
education followed in a school or training centre), and whose successful completion leads to nationally 
recognised  initial  VET  certification  degrees”1.  This  definition  makes  no  explicit  reference  to  the 
existence of a direct contractual relationship between the employer and the apprentice.  

European Commission, Apprenticeship supply in the Member States of the European Union, January 2012. 

1  

8 

 
 
 
 
 
 
 
 
 
                                            
The dual vocational training system is familiar to all stakeholders in all countries visited. It exists in very 
different  forms  and  therefore  stakeholders’  judgements  differ,  ranging  from  over-regulated  (Italy)  to 
just  recently  non-systematically  introduced  without  a  clear  legal  framework  (Greece).  However,  all 
stakeholders agreed that the instrument itself is a useful one in fighting both youth unemployment and 
labour market mismatches and that it should be further developed in close cooperation with the social 
partners.  It  must  be  ensured  that  curricula  are  regularly  updated  in  order  to  provide  state-of-the-art 
training  which  enables  students  to  cope  with  technical  developments.  The  contractual  status  and the 
obligations  of  both  parties  were  seen  as  not  always  being  clear  (e.g.  Croatia,  Slovakia).  Stakeholders 
have asked for a transparent legal framework and for less administrative burdens – especially for SMEs. 

2.2.1 

Learning content 

The quality of the  learning content  is often not  harmonised within a given country and is a cause  for 
concern.  

Slovak  employers  stated  that  professional  organisations  should  deliver  input  not  only  on  final 
examination requirements but also on curricula to be established and updated, as necessary, for every 
trade.  

Recent reforms in Croatia cut back the number of hours spent on practical learning and made teachers 
responsible for drawing up curriculum content, including practical training; the Chamber of Trades and 
Crafts feels that this does not adequately prepare students for entering the labour market. The Croatian 
Youth Network is concerned about employers' failure to respect of legal obligations. 

The learning content of apprenticeship schemes  in Austria is heavily influenced by the social partners 
who  –  together  with  the  relevant  Ministries  –  help  to  develop  training  requirements,  introduce  new 
trades  and  also  nominate  members  for  examination  commissions.  This  way,  co-ownership  of  social 
partners is created. 

In Italy, all stakeholders shared the view that learning content needed to be aligned with labour market 
needs.  The  type  of  apprenticeship  that  entails  alternation  of  school  and  work  should  be  made  more 
widespread.  Employers  complained  about  overregulation  and  lack  of  incentives,  while  trade  unions 
would  like  to  see  more  obligations  in  terms  of  stabilisation.  Almost  all  stakeholders  pointed  to  the 
fragmented  way  in  which  Italian  law  regulates  apprenticeships,  which  creates  administrative  burdens 
for enterprises. 

Finnish  stakeholders  appreciate  the  high  quality  of  apprenticeships,  which  is  monitored  on  a  regular 
basis. 

In Greece, the Public Employment Service  tries to find apprenticeship places for young people, which is 
a  challenging  task  as  most  companies  offering  traineeships  are  SMEs  and  have  been  particularly 

9 

 
 
 
 
 
 
 
 
 
affected  by  the  economic  crisis.  A  reform  is  ongoing  to  improve  their  availability,  incentives  for 
employers (funding), curricula content and to strengthen links with the social partners, local employers 
and  chambers  of  commerce.  The  National  Confederation  of  Greek  Traders  is  currently  involved  in  a 
number of pilot projects in this area. 

2.2.2  Recognition 

The Slovak final examinations for apprenticeships are recognised, but as one employer representative 
put it, “it does not necessarily guarantee quality, as this depends very much on the individual school”. 

In Croatia an external assessment of the skills required is carried out. Until recently this was under the 
responsibility of committees appointed by the Chamber of Trades and Crafts. Now it is a competence of 
the  organisations  responsible  for  education,  which  are  not  experienced  in  organising  apprenticeship 
exams.  This  concern  is  shared  by  the  Croatian  Youth  Network.  The  Chamber  also  calls  for  the 
recognition of apprenticeships as work experience, which would make it easier for apprentices to enter 
the labour market. 

Austrian apprenticeships end with a recognised final examination which entitles the holder to exercise a 
trade and to embark on a higher level of education. 

Italian  stakeholders  shared  the  opinion  that  certification  of  apprenticeships  and  the  recognition  of 
qualifications is useful if carried out by a third (regional) party as this may raise employability. 

2.2.3  Attractiveness 

Most  of  the  stakeholders observed  a  trend  towards  higher  education,  reducing  the  number of  young 
people interested in dual training schemes. Raising the attractiveness of apprenticeships is an important 
issue in Greece, Austria, Croatia and Italy. 

2.2.4 

Incentives 

The incentives available for employers to offer apprenticeships in Finland and Austria are already well 
established. Greece has recently introduced a number of such incentives, but they should be enhanced, 
according to the National Confederation of Greek Traders. 

In  Croatia,  a  certain  number  of  incentives  exist,  but  stakeholders  agree  that  their  application  is  too 
burdensome.  All  stakeholders  in  Slovakia  agreed  that  economic  incentives  should  be  envisaged, 
whereas stakeholders’ views in Italy on their advisability differ considerably. 

10 

 
 
 
 
 
 
 
 
 
 
 
 
2.2.5  European Alliance for Apprenticeships2 

While one Croatian trade union and the Croatian Youth Network contribute to the Alliance, neither the 
Croatian employers’ organisation nor the Chamber of Trades and Crafts participated, the latter stressing 
that recent reforms of the apprenticeship system were not in line with the EU’s efforts in this area. 

Slovak respondents are not involved in the Alliance, while almost all Italian stakeholders are involved in 
raising awareness of the European Alliance. 

The Austrian Federal Economic Chamber is actively involved and has signed its own pledge to 
implement two pilot projects establishing dual vocational training in Slovakia and Romania. The Austrian 
Federal Chamber of Labour is indirectly involved by contributing to the training guarantee. 

2.2.6  Council’s Guiding Principles regarding Apprenticeship Schemes (October 2013)3 

Croatian trade unions and the Youth network did not contest the content of the guiding principles but 
identified  a  lack  of  a  link  to  the  industrial  strategy  as  well  as  a  clear  definition  of  the  role  of  key 
stakeholders.  

Slovak stakeholders were not aware of these principles. 

Italian  stakeholders  broadly  supported  the  guiding  principles,  but  pointed  to  the  difficult  economic 
climate, the unclear scattered legal framework in place and the need for simplification.  

Austrian  workers’  representatives  considered  the  strengths  to  be  the 
legal  guarantee  for 
apprenticeships, and the involvement of social partners. The Austrian Federal Economic Chamber saw 
the cooperation among social partners and with the Ministry in the implementation as essential, and is 
itself responsible for the administration of apprenticeships. 

2.3 

The traineeship system 

As  traineeships  may  provide  an  important  link  between  theoretical  education  and  application  of 
acquired knowledge in practice, the LMO asked stakeholders about the availability of and incentives for 
“open market traineeships” (“traineeships agreed between trainee and a traineeship provider (business, 
non-profit  or  government)  without  the  involvement  of  a  third  party,  generally  conducted  after 
completion of studies and/or as part of a job search … [but not] traineeships forming part of academic 

2

3

The European Alliance for apprenticeships: http://ec.europa.eu/education/policy/vocational-policy/alliance_en.htm. 

Council Declaration of 18 October 2013 on the European Alliance for Apprenticeships, 14986/13. 

11 

 
 
 
 
 
 
 
 
 
 
 
                                            
  
  
and/or  vocational  curricula,  nor  [those]  which  form  part  of  mandatory  professional  training  (e.  g. 
medicine, architecture etc.)” as well as their opinion on the quality framework for traineeships. 

The definitions and perceptions of traineeships differ widely:  

Croatia, for example, does not have any open-market traineeships, but has traineeships that are active 
labour  market  measures.  However,  their  availability  depends  on  the  capacity  of  public  employment 
services  and  on  the  number  of  eligible  firms.  This  labour  market  measure  may  only  be  used  in 
enterprises where no employment contract has been terminated within the last six months, regardless 
of the reason for termination. In reality this requirement makes it impossible for employers who had to 
adapt  to  changed  economic  conditions  to  offer  traineeships.  This  is  also  a  major  concern  for  the 
Croatian  Youth  Network,  which  advocates  removing  the  barriers  preventing  the  private  sector  from 
using traineeships, increasing payments and focusing more on the educational outcome. Croatian social 
partners  also  called  for  the  introduction  of  a  mentorship  system  for  apprentices  and  trainees,  and 
reimbursement of the costs for mentors, in order to create an incentive.  

In  Italy,  stakeholders  recognise  of  the  importance  of  traineeships  and  agree  that  the  rules  for 
traineeships  need  to  be  simplified.  Italian  trade  unions  tend  to  see  no  advantage  in  completing  a 
traineeship,  as  less  than  10%  of  traineeships  turn  into  a  permanent  employment  relationship. 
Employers’  organisations  consider  that  Italian  legislation  does  not  help  to  increase  the  insufficient 
number of traineeship places. Current reforms raise many expectations. 

Finnish  trade  unions  advocate  paid  traineeships  and  traineeships  that  are  part  of  higher  degree 
curricula, as most Finns already start working during their studies. 

Slovak  employers  find  that  traineeships  are  generally  provided  either  abroad  or  in  international 
institutions and are organised by a third party. Paid traineeships are limited to bigger companies and 
major institutions.  

In  Greece,  traineeships  are  being  offered  on  a  reduced  basis  and  are  mandatory  for  some  university 
faculties  (EU-funded  internships).  The  Greek  Youth  Organisation  notes  that  the  private  sector  uses 
unpaid traineeships to test  young people  before  hiring them. The  Youth Organisation issues  a weekly 
newsletter with information about  vacant  positions, as it sees quality internships as the link  between 
market  needs  and  education.  It  suggests  tax  relief  for  companies  as  an  incentive  to  offer  more 
traineeship places. 

In Austria, the Federal Chamber of Labour is of the view that traineeships should only be provided as 
part of a curriculum and in the framework of the public employment service where detailed conditions 
apply. For the Federal Economic Chamber, keeping administrative obligations to a minimum is key, as a 
survey  among  trainers  for  the  public  employment  service  confirmed  that  providing  traineeships  does 
create extra work for business.  As traineeships are not  regulated under Austrian law,  the question of 

12 

 
 
 
 
 
 
 
 
whether or not  a traineeship is regarded as an employment relation varies on a case-by-case basis. A 
traineeship does not oblige the trainee to provide labour nor the business to remunerate. However, if 
the trainee is paid voluntarily, the social security scheme assumes the existence of a full employment 
relationship, with all the consequences that entails.  

2.3.1  Quality framework for traineeships4 

The  views  of  the  stakeholders  concerning  the  quality  framework  differ  considerably.  Trade  unions  in 
Finland and Slovakia are fully supportive, whereas those in Italy and Austria feel that the content of the 
quality framework does not go far enough and should also include a requirement for traineeships to be 
part of curricula. 

Croatian  trade  unions  call  for  a  uniform  framework  within  the  EU  and  an  obligation  to  provide 
remuneration.  Mixed  feelings  on  the  quality  framework  are  also  to  be  found  on  the  employers’  side: 
Croatia  regards  it  as  an  important  effort,  whereas  certain  Italian  associations  and  Austrian  employers 
are  more  critical  and  have  concerns  about  a  possible  crowding-out  effect,  warning  that  too  much 
bureaucracy may lead to fewer traineeships being offered. 

The  Greek  youth  organisation  welcomes  the  framework  and  calls  for  payment  to  be  mandatory  for 
internships. 

3. 

The  Youth  Guarantee  can  encourage  structural  reforms 
properly implemented 

if 

With  regard  to  the  Youth  Guarantee5,  stakeholders  were  asked  a  series  of  questions  on  the  added 
value, features and implementation, prioritisation, the information provided, the role of social partners 
and the role of their own organisation as well as possible synergies. 

3.1 

Added value 

The added value  is stressed by all stakeholders, except  for Austria, where  a Youth Guarantee  already 
existed before and the implementation plan is regarded more as an inventory of existing measures.  

4

5  

Council Recommendation of 10 March 2014 on a Quality Framework for Traineeships, OJ C 88, 27.3.2014, p. 1 - 4; EESC opinion on a 
Quality Framework for Traineeships, CESE 8054/2013, Not yet published in the O.J, rapporteur Indrė Vareikytė. 

Council Recommendation of 22 April 2013 on establishing a Youth Guarantee, OJ C 120, 26.4.2013, p. 1 - 6 ; EESC opinion on the 

Youth Guarantee, CESE 3206/2013, OJ C 271, 19.09.2013, p. 101, rapporteur Mário Soares. 

13 

 
 
 
 
 
 
 
 
 
 
                                            
  
In Finland, the guarantee has helped the different services and public authorities to work together in a 
structured  system.  New  services  have  become  available  for  young  people.  Decision-makers  have 
showed more interest on the NEETs and more funding was made available.  

In  Italy,  Greece  and  Slovakia  stakeholders  stress  the  potential  structural  effects  the  Youth  Guarantee 
will have if implemented properly.  

3.2 

Priorities 

Regarding priorities,  all stakeholders in Slovakia deplore the lack of structural reforms to improve  the 
education system, which is crucial to prepare youngsters for the labour market. Views differ regarding 
the prioritisation of groups: employers call for a focus on the long-term unemployed, while trade unions 
want a focus on new graduates.  

In Italy, trade unions and some employers want to give priority to NEETs and the most vulnerable young 
people, whereas one employers’ organisation would prefer to prioritise  recent graduates. All of them 
stress the need to focus on young people from southern Italy and nearly all are in favour of raising the 
age limit to 29 years.  

In Finland, the Youth Guarantee covers young people under 25 and recent graduates under 30. Finnish 
trade  unions  and  the  youth  organisation  are  in  favour  of  giving  priority  to  the  most  vulnerable.  They 
emphasise the added value of preventive measures.  

Austrian  stakeholders  find  that  all  groups  are  covered  by  the  Youth  Guarantee  and  welcome  early 
intervention. For Austrian employers, the Youth Guarantee is a chance to look into the functioning of 
the apprenticeship system and in particular the integration of supra-company apprentices into regular 
apprenticeship contracts.  

The  Greek  Ministry  feels  that  the  target  group  should  be  young  people  from  the  regions  with  the 
highest  unemployment  rate  and  people  from  households  with  very  low  income.  The  Greek  youth 
organisation stresses that the age limit should be 30 and that the social partners need to be involved in 
the implementation plan.  

3.3 

Role of social partners and civil society 

Although  all  parties  who  responded  to  the  questionnaires  agree  that  the  involvement  of  the  social 
partners and youth organisations in the design, implementation and monitoring of the Youth Guarantee 
is vital, reality shows a quite different picture:  

In Finland, Austria and Croatia the  stakeholders are involved in all phases  of the  Youth Guarantee.  In 
Italy  only  one  trade  union  was  involved  in  the  design  phase,  although  all  trade  unions  and  employer 

14 

 
 
 
 
 
 
 
 
 
 
 
organisations  are  called  on,  committed  and  ready  to  contribute  to  the  implementation  phase,  either 
through awareness-raising measures or by offering opportunities for entry into the world of work. 

In  Slovakia  most  of  the  social  partners  are  consulted  during  the  legislative  process  implementing  the 
Youth Guarantee plan drawn up by the government.  

The  Greek  social  partners and  the  Hellenic  National Youth Council stressed that  no  real  consultations 
were  held  with  them  on  the  implementation  plan.  However,  the  “Coordinating  Committee  for 
implementation of the Youth Employment Initiative” may invite social partners, representatives of civil 
society and experts on youth employment to its meetings.  

3.4 

Synergies 

When  asked  about  the  Youth  Guarantee  as  an  opportunity  to  foster  synergies  between  stakeholders 
such  as  employment  services,  education,  social  and  health  services,  social  partners  and  civil  society 
organisations, nearly  all stakeholders agree  and stress the need for enhanced cooperation as a major 
factor for success. Education systems meeting labour market needs is mentioned as an example of such 
synergies.  

4. 

Knowledge about transnational mobility and EURES  needs to be 
improved 

In Croatia, the newest Member State, information about EURES6 is not widespread, mainly due to a lack 
of  publications  in  Croatian.  Trade  unions  stress  the  need  for  information  on  social  security  issues  for 
mobile workers. Restrictions on the free movement of workers still apply in some countries, making it 
even more difficult.  

The Greek youth organisation states that the Erasmus programme is quite well known, but that – due to 
the crisis – Greek families are finding it increasingly difficult to afford a student doing an Erasmus year 
abroad.  

In  Italy,  all  stakeholders  share  the  view  that  gaining  work  experience  abroad  is  clearly  an  asset  for  a 
young labour market entrant. EURES is known, but underused in Italy. One trade union pointed to the 
collaboration  between  EURES  offices  in  border  regions  with  the  local  trade  unions  as  a  best  practice 
model for supporting mobile workers.  

6  

EURES, the European jobs network, https://ec.europa.eu/eures/page/index, EESC opinion on EURES, CESE 518/2014, not yet 

published in the O.J., rapporteur Vladimíra Drbalová, co-rapporteur Luis Miguel Pariza Castaños. 

15 

 
 
 
 
 
 
 
 
 
 
                                            
In  Finland,  knowledge  about  mobility  and  EURES  is  generally  seen  as  satisfactory,  but  with  room  for 
improvement.  

In Slovakia, views differ: one trade union states that mobility is not very popular, whereas an employer 
organisation  refers  to  the  high  level  of  knowledge  concerning  mobility  of  workers  in  border  regions. 
They referred to cross-border partnerships with Hungary with the participation of their social partners. 
Concerns about brain drain have also been voiced. 

In Austria, EURES is used, but there is still too little awareness of the information available, in terms of 
both the platform and the additional support available. EURES is not used to its full extent, as only a few 
Member States post all vacancies on the EURES platform. Language is an issue, as job descriptions and 
CVs should be  available in all the  languages. EURES reform is generally welcomed by employers, who 
underline the added value of the automatic matching of demand and supply. The  Federal Chamber of 
Labour stresses the need for more information on international mobility, but criticises the draft EURES 
reform,  especially  regarding  the  involvement  of  private  temporary  agencies,  and  is  concerned  about 
employees’ data protection. 

5. 

There  is  a  need  to  enhance  and  support  public  employment 
services' role in getting people into work 

During the study trips, a number of concerns were raised about public employment services: these were 
primarily  related  to  a  lack  of  trust  among  users  (Italy,  Slovakia),  insufficient  financial  and  human 
resources to effectively deal with the unemployed and simple administration of the unemployed instead 
of activation. These topics are apparently of less importance in Finland and Austria, as in these countries 
the PESs execute the role of activation and placement management. 

6. 

There are diverging views about the influence of labour market 
regulation on job creation 

Unsurprisingly, views about the influence of labour market regulation on the willingness of enterprises 
to employ young people differ widely. 

Italian  trade  unions  state  that  protection  of  workers  has  been  considerably  reduced,  but  doubt  that 
labour law has any effect on the employment of young people. Employers’ organisations refer to recent 
reforms in labour law to reduce the rigidity of the labour market, but state that enterprises are not yet 
willing  to  hire  on  a  permanent  basis  as  labour  law  still  fails  to  meet  the  needs  of  Italian  businesses. 
Views  are  also  divided  regarding  incentives  for  young  people  to  be  part  of  the  labour  market:  some 
trade  unions  describe  the  welfare  system  as  basically  well-functioning  but  with  gaps  in  coverage,  not 
providing incentives to young people. Employers’ organisations point to the underdeveloped measures 
for work-life balance and at the same time warn that these measures should not put additional burdens 

16 

 
 
 
 
 
 
 
 
on SMEs. Within the Italian Banking Association, ground-breaking welfare and people care systems have 
been  set  up.  However,  reference  is  also  made  to  the  negative  incentives  that  higher  unemployment 
benefits provide to the willingness to take up a job. 

is 

One trade union in Croatia is of the view that labour law does not do enough to prevent abuse of fixed 
term  contracts  and  that  the  enforcement  authority 
its 
responsibilities in this area. Another trade union sees the planned reform as favouring employers over 
employees.  The  employers’  organisations  complain  that  the  labour  law  rules  on  redundancies  are 
complicated  and  burdensome,  especially  for  SMEs.  The  youth  organisation  thinks  that  the  current 
labour  code  is  neutral  towards  the  employment of  young  people  and  sees  the  increase  in  fixed  term 
contracts  being  offered  to  young  people  as  a  result  of  structural  labour  market  trends.  They  are 
sceptical about the planned reform which extends the use of temporary agency workers for up to three 
years.   

inadequately  prepared  to  assume 

In response to a question about existing incentives for young people to be part of the labour market, 
the Croatian Trade Unions confederation says that neither the active labour market policies currently in 
place  nor  the  insufficient  number  of  labour  inspectors  support  young  peoples’  entry  onto  the  labour 
market. Croatian employers state that there are incentives but due to the economic situation no jobs 
are available, an observation that is shared by the youth organisation. 

Trade unions in Slovakia see the role of the labour law to be relatively neutral, whereas employers find 
it  hampers  flexibility  in  open-ended  contracts.  The  employment  institute  stresses  that  fixed  term 
contracts do not give the parties standard rights and obligations. Regarding incentives offered to young 
people,  all  stakeholders  state  quite  unanimously  that  wages  are  rather  low  which  is  regarded  as  a 
disincentive. The  employers’ organisation states  that commuting to and from work is quite  expensive 
and therefore a disincentive to entering an employment relationship. 

The  Austrian  Federal  Economic  Chamber  is  of  the  opinion  that  labour  law  enables  a  dynamic  labour 
market which is favourable for young labour market entrants. In 2012 only about 10% of the working 
population were employed under a fixed term contract.  

According  to  Austrian  workers’  representatives  traineeships  may  have  the  form  of  open-ended 
contracts,  but  also  other  forms.  Both  agree  that  incentives  for  young  people  exist,  partly  due  to 
activation measures and partly as it is socially desirable to work instead of being unemployed.  

According  to  the  Greek  youth  organisation,  labour  law  favours  contracts  of  indefinite  duration,  but 
following the Troika’s intervention labour relations are constantly changing. Incentives for young people 
to enter the labour market do not exist. 

17 

 
 
 
 
 
 
 
 
7. 

Business  start-ups  need  encouragement  and  entrepreneurial 
education needs to be promoted 

Croatian  stakeholders  observe  that  there  are  labour  market  measures  in  place  to  encourage  self-
employment but, as they only apply after an unemployment period of three to six months, they are not 
seen  as  being  really  effective.  As  publicly  available  information  on  business  start-ups  is  scarce,  social 
partners  worked  together  with  the  Croatian  employment  office  and  the  Agency  for  Education  to 
translate the ILO  guidebook  on “Start your own business  –  Increasing youth employment”. The Youth 
Network  suggests  focusing  on  a  combination  of  measures  for  retraining  and  measures  for  start-up 
businesses as the two are currently separated.  

Italian  stakeholders  describe  existing  measures  but  judge  them  to  be  ineffective  due  to  the  lack  of 
counselling services and the difficulty of accessing finance. 

The  Greek  youth  organisation  states  that  there  is  a  complete  lack  of  motivation  for  young  people  to 
become  entrepreneurs.  Even  European-funded  programmes  for  business  start-ups  fail  due  to  the 
difficulty of accessing finance.  

Austrian employers describe the legal measures that were introduced in order to encourage start-ups, 
ranging from unemployment insurance for the self-employed to social security payments in the case of 
long-term illness and to capping the amount entrepreneurs have to pay themselves for doctors’ visits at 
5%  of  their  annual  income.  The  Austrian  workers’  organisations  stress  the  need  to  ensure  that  the 
public employment service only support business start-ups if the implementation of the business idea is 
considered to be realistic and allows for a viable way of earning a living.  

In Finland reforms are underway, with some pilots that have already started  – no evaluation exists to 
date.  

Stakeholders in Slovakia agree that setting up a business these days has become very difficult and the 
support that was available in the past has decreased.  

8. 

Continuous  monitoring  and  evaluation  support  effective  youth 
policies 

Monitoring  and  evaluation  can  play  a  strategic  role in  the policy-making  process  by improving  the 
relevance, efficiency and effectiveness of policy decisions.  

Monitoring  and  evaluating  the  labour  market  instruments  is  a  continuous  exercise  in  Austria  and 
Finland.  

18 

 
 
 
 
 
 
 
 
 
 
Stakeholders  in  the  other  four  countries  complain  about  a  lack  of  systematic  evaluation,  but  express 
their hope that the implementation of the Youth Guarantee will remedy this shortcoming. The Croatian 
youth organisation specifies that the evaluation should also contain a qualitative component by taking 
the views and experiences of former beneficiaries into account. 

9.  Main  conclusion:  the  social  partners  and  civil  society  are 
committed  to  actively  participating  at  all  stages  of  the  youth 
employment  process,  which  can  help  ensure  acceptance  and 
smooth implementation of reforms 

The discussions held during the LMO missions and the results of the survey carried out as part of this 
exercise  revealed  common  concerns  about  youth  unemployment  and  stakeholders'  commitment  to 
contributing to the fight against it. 

The  organisations  involved  highlighted  the  importance  of  reforms  in  the  education  system,  skills 
updates and upgrades and their close link to the labour market. Member States with a highly developed 
and effective VET-System based on a dual training system or other forms of work-based learning have 
lower youth unemployment rates and are in a better position to anticipate future development and to 
adapt to changes on the labour markets. 

Member  States  in  which  social  partners  and  civil  society  are  actively  involved  in  policy-making  have 
distinguished  themselves  in  the  crisis  with  youth  unemployment  rates  that  are  relatively  low  in 
European comparison. 

Stakeholders can indeed bring genuine added value to youth policies as they are close to labour market 
realities. To ensure a successful implementation of the Youth Guarantee and other youth employment 
policies, the Labour Market Observatory strongly recommends involving stakeholders in all stages of the 
process.  This  can  help  to create  a  sense  of  co-ownership,  which  contributes  to  social  acceptance  and 
smooth implementation of reforms. 

* 

* 

* 

19 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
APPENDIX I 
List of organisations contacted for the purpose of the study 

For the purpose of this study, contact was made with the umbrella organisations (mainly social partner 
and  youth  organisations)  that  are  the  most  representative  in  their  respective  countries,  according  to 
information from the European Industrial Relations Observatory (EIRO)7 of Eurofound and members of 
the  EESC.  In  addition,  any  smaller  organisations  and  sectoral  organisations  to  which  EESC  members 
belong were also contacted.  

Of the 56 organisations invited to contribute to the study, 44 participated actively, by replying to the 
questionnaire, sending documents and/or meeting the LMO members. 

List of contacted organisations: 

GREECE 

1.  the Greek General Confederation of Labour (GSEΕ);  
2.  the Confederation of Public Servants (ADEDY); 
3.  the Hellenic Federation of Enterprises (SEV); 
4.  the National Confederation of Greek Traders (ESEE);  
5.  the Hellenic Confederation of Professionals, Craftsmen and Merchants (GSEVEE); 
6.  the Association of Greek Tourism Enterprises (SETE);  
7.  the Union of Greek Ship-owners (EEE); 
8.  the Hellenic National Youth Council (ESYN). 

CROATIA 

9.  the Union of Autonomous Trade Unions of Croatia (SSSH); 
10. the Independent Croatian Trade Unions (NHS); 
11. the Association of Croatian Public Sector Unions (MATICA); 
12. the Croatian Trade Union Association (HUS); 
13. the Association of Workers' Trade Unions of Croatia (URSH);  
14. the Croatian Employers' Association (HUP); 
15. the Croatian Chamber of Trades and Crafts (HOK); 
16. the Croatian Youth Network (MMH); 
17. the Alliance for Employment Stimulation and Professional Specialisation of Youth (ZUM). 

7  

http://www.eurofound.europa.eu/eiro/structure.htm. 

20 

 
 
 
 
 
 
 
 
 
 
                                            
ITALY 

18. the General Confederation of Italian Workers (CGIL); 
19. the Italian Confederation of Workers’ Trade Unions (Cisl); 
20. the Union of Italian Workers (UIL); 
21. the General Union of Workers (UGL); 
22. the Italian Confederation of Autonomous Workers’ Unions (Cisal); 
23. the General Confederation of Autonomous Workers’ Trade Unions (Confsal); 
24. the National Confederation of Management and Managerial Staff in the Civil Service (Confedir); 
25. the Confederation for Managerial and Professional Staff (CIDA); 
26. the Christian associations of Italian workers(ACLI); 
27. the Italian Confederation of Academic Professionals (CIU); 
28. the General Confederation of Italian Industry (Confindustria);  
29. the Italian Confederation of Small and Medium-sized Industry (Confapi); 
30. the Confederation of Italian Craft Enterprises (Confartigianato); 
31. the National Confederation of Crafts and Small and Medium Enterprises (CNA); 
32. the General Confederation of Enterprises, Professions and Self-Employment (Confcommercio); 
33. the Italian Banking Association (ABI); 
34. the General Confederation of Italian Agriculture (Confagricoltura); 
35. the National League of Cooperatives and Mutual Societies (Legacoop); 
36. the Confederation of Italian Cooperatives (Confcooperative); 
37. the Italian National Youth Council (FNG). 

AUSTRIA 

38. the Austrian Trade Union Federation (ÖGB); 
39. the Austrian Federal Chamber of Labour (AK); 
40. the Austrian Federal Economic Chamber (WKÖ); 
41. the Federation of Austrian Industry  (IV); 
42. the Austrian National Youth Council (OJV). 

SLOVAKIA 

43. the Confederation of Trade Unions of the Slovak Republic (KOZ SR); 
44. the Independent Christian Trade Unions of Slovakia (NKOS); 
45. the Federation of Employers’ Association (AZZZ SR); 
46. the National Union of Employers of the Slovak Republic (RUZ SR); 
47. the Institute of Employment (IZ Bratislava);  

21 

 
 
 
 
 
 
 
 
48. the Youth Council of Slovakia; 
49. the Youth platform of the Independent Christian Trade Unions of Slovakia (NKOS). 

FINLAND 

50. the Central Organisation of Finnish Trade Unions (SAK); 
51. the Finnish Confederation of Salaried Employees (STTK);  
52. the Confederations of Unions for Academic Professionals in Finland (AKAVA); 
53. the Confederation of Finnish Industries (EK); 
54. the Federation of Finnish Enterprises ( SY); 
55. the Church Employers (KiT); 
56. the Finnish Youth Cooperation – Allianssi. 

* 

* 

* 

22 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
APPENDIX II 
Recent EESC opinions related to youth employment 

EESC Opinion 

EURES 

Date of 
adoption 

04.06.2014 

Reference 

CESE 518/2014 - SOC/500 
Not yet published in the O.J. 

Youth employment – best 
practices 

04.06.2014 

CESE 474/2014 - SOC/503 
Not yet published in the O.J. 

Rapporteur 
Co-rapporteur 

Vladimíra Drbalová 
Luis Miguel Pariza 
Castaños 

Christa Schweng 

Employability of young people – 
matching training with industry 
needs in an age of austerity 

30.04.2014 

CESE 5662/2013 - CCMI/118 
Not yet published in the O.J. 

Dumitru Fornea 
Tommaso Grimaldi 

The impact of social investment on 
employment and public budgets 

30.04.2014 

CESE 6193/2013 - SOC/496 
Not yet published in the O.J. 

Wolfgang Greif 

Measures supporting integration 
of young EU citizens 

30.04.2014 

CESE 6218/2013 - SOC/495 
Not yet published in the O.J. 

Renate Heinisch  

Quality framework for traineeships  27.02.2014 

Opening up education 

26.02.2014 

CESE 8054/2013 - SOC/499 
Not yet published in the O.J. 

Indrė Vareikytė 

CESE 6185/2013 - SOC/493 
Not yet published in the O.J. 

Gonçalo Lobo Xavier 
Pavel Trantina 

A strategy against the shadow 
economy and undeclared work 

21.01.2014 

CESE 2138/2013 - SOC/480 
OJ C 177, 11.06.2014, p. 9-14 

Stefano Palmieri 

Employment guidelines 

21.01.2014 

CESE 8193/2013 - SOC/501 
OJ C 177, 11.06.2014, p. 40 

- 

Public Employment Services (PES) 

17.10.2013 

CESE 5207/2013 - SOC/490 
OJ C 67, 06.03.2014, p. 116-121 

Vladimíra Drbalová 

Rethinking education 

10.07.2013 

Youth Guarantee (ESF) 

22.05.2013 

CESE 658/2013 - SOC/476 
OJ C 327, 12.11.2013, p. 58–64 

Mário Soares 
Pavel Trantina 

CESE 3206/2013 - SOC/485 
OJ C 271, 19.09.2013, p. 101-
103 

Mário Soares 

The role of business in relation to 
education in the EU 

20.03.2013 

CESE 2308/2012 - SOC/469 
OJ C 161, 06.06.2013, p. 27-34 

Vladimíra Drbalová 

Employee influence and 
participation 

20.03.2013 

CESE 2096/2012 - SOC/470 
OJ C 161, 06.06.2013, p. 35-39 

Wolfgang Greif 

23 

 
 
Employment policy guidelines 

13.02.2013 

Youth Employment Package 

21.03.2013 

Towards a job-rich recovery 

15.11.2012 

Youth Opportunities Initiative 

12.07.2012 

Recognition of professional 
qualifications and administrative 
cooperation 

26.04.2012 

Erasmus for all 

29.03.2012 

Modernisation of higher education  28.03.2012 

CESE 112/2013 - SOC/477 
OJ C 133, 09.05.2013, p. 77-80 

Wolfgang Greif 

CESE 2419/2012 - SOC/474 
OJ C 161, 06.06.2013, p. 67-72 

Pavel Trantina 
Philippe de Buck 

CESE 1279/2012 - SOC/463 
OJ C 11, 15.01.2013, p. 65–70 

Gabriele Bischoff 

CESE 1579/2012 - SOC/450 
OJ C 299, 04.10.2012, p. 97-102 

Tomasz Jasiński 

CESE 1046/2012 - SOC/451 
OJ C 191, 29.06.2012, p. 103-
107 

CESE 825/2012 - SOC/438 
OJ C 181/154, 21.06.2012 

Arno Metzler 

Indrė Vareikytė 

CESE 823/2012 - SOC/429 
OJ C 181, 21.6.2012, p. 143–149 

Joost van Iersel 
Juraj Stern 

Young persons with disabilities: 
employment, inclusion and 
participation in society 

28.03.2012 

CESE 826/2012 - SOC/439 
C 181/2, 21.06.2012 

Ioannis Vardakastanis 

Employment guidelines 

22.02.2012 

CESE 479/2012 - SOC/435 
OJ C 143, 22.5.2012, p. 94–101 

Wolfgang Greif 

Making post-secondary vocational 
education and training more 
attractive 

19.01.2012 

CESE 147/2012 - SOC/409 
OJ C 68, 6.3.2012, p. 1–10 

Vladimíra Drbalová 

Youth employment, technical skills 
and mobility 

18.01.2012 

CESE 148/2012 - SOC/421 
OJ C 68, 6.3.2012, p. 11–14 

Dorthe Andersen 

24 

 
 
European Economic and Social Committee

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Published by: “Visits and Publications” Unit
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Implementation of EU policies
for youth employment:
a civil society perspective
Report on six Member States

© European Union, 2015
Reproduction is authorised provided the source is acknowledged.

EN

Web
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ISBN 978-92-830-2665-5
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European Economic and Social Committee