Source: EURLEX
Language: en
Format: md

**Council of the**
**European Union**
**Brussels, 15 November 2024**
**(OR. en)**

**15599/24**

**Interinstitutional File:**

**2024/0069(NLE)**

**SOC 833**

**EMPL 569**

**ECOFIN 1316**

**EDUC 419**

**JEUN 276**

**IA 195**

**NOTE**

From: Presidency

To: Permanent Representatives Committee/Council

Subject: Proposal for a COUNCIL RECOMMENDATION on a reinforced Quality
Framework for Traineeships and replacing the Council Recommendation of
10 March 2014 on a Quality Framework for Traineeships

              - _Progress report_

**I.** **INTRODUCTION**

On 20 March 2024, the Commission adopted a proposal for a Council Recommendation on a

reinforced Quality Framework for Traineeships **[1]** . The initiative aims to replace the 2014

Council Recommendation on a Quality Framework for Traineeships and to improve the

quality of traineeships, in particular as regards learning and training content and working

conditions, in order to ease the transition from education, unemployment or inactivity to

work. The Recommendation includes provisions on fair remuneration, access to adequate

**1** 2024/0069 (NLE)

15599/24 1

# LIFE.4 EN

social protection, mentorship, equal access for individuals from diverse backgrounds, and the

possibility of hybrid and remote working arrangements. The proposal was published as a

package together with the proposal for a Directive on improving and enforcing working

conditions of trainees and combatting regular employment relationships disguised as

traineeships (‘Directive on traineeships’) **[2]** .

The Commission proposal was presented and its first examination by the delegations

completed under the Belgian Presidency. Most delegations welcomed the proposal in

principle and endorsed its aim, while stressing the need to ensure enough time for thorough

examination, especially given its cross-cutting nature as well as its interconnections and

overlaps with the Traineeships Directive.

**II.** **THE COUNCIL’S WORK UNDER THE HUNGARIAN PRESIDENCY**

Under the Hungarian Presidency, the Working Party on Social Questions met on two

occasions: 3 October and 25 October. The Presidency proposed two compromise texts

designed to take into account the delegation’s concerns and preferences and help devise a

common approach to the initiative.

Delegations generally welcomed the changes made to the text and insisted on discussing the

initiative in conjunction with the Directive on Traineeships, given the complementary nature

of the two proposals. The main changes introduced in the latest Presidency compromise text

(14613/24) compared to the Commission proposal are outlined below.

**2** 2024/0068 (COD)

15599/24 2

# LIFE.4 EN

**Scope**

In response to delegations’ feedback, the Presidency compromise text excludes from the

scope of the Recommendation apprenticeships within the meaning of Council

Recommendation on a European Framework for Quality and Effective Apprenticeships **[3]** as

well as traineeships that are part of curricula of formal education and training. Most

delegations supported this approach. Some asked for exclusions to be made broader, e.g. by

aligning the scope of the Recommendation with that of the Directive, while others argued that

further narrowing the scope of the Recommendation would put into question the added value

of the initiative.

**Pay**

The Presidency compromise text, inspired by the wording of Article 157 of the TFEU,

replaces the term “pay” with “remuneration in cash or in kind”. This change responds to

delegations’ request for the use of a broad term which unequivocally covers non-monetary

payments. In light of comments made by several delegations at the last Working Party

meeting, further work may be needed to bring additional clarity to this issue, especially

regarding the phrase “in cash or in kind”.

**3** OJ C 153, 2.5.2018, p. 1

15599/24 3

# LIFE.4 EN

**Written agreement**

The Commission’s proposal not only aims to extend to all trainees the list of information

which needs to be provided to employees pursuant to Article 4 of Directive (EU) 2019/1152

on transparent and predictable working conditions, but goes beyond Directive (EU)

2019/1152 by recommending that such information is included in traineeship agreements. In

response to delegations’ feedback, the Presidency compromise text no longer recommends

applying this list of information beyond the scope of the Directive, which already includes

trainees with an employment contract or in an employment relationship. Although some

delegations sought to further relax the rules on written agreements, the Presidency considered

it important not to lower the level of ambition below that of the 2014 Recommendation which

is to be replaced by this proposal.

**Mentor and supervisor**

At the request of several delegations, the Presidency compromise text clarifies in recital 27

that one person can perform both functions of mentor and supervisor.

**Workers’ representatives**

In response to concerns from some delegations, the Presidency compromise text seeks to

clarify that the role of worker’s representatives in relation to trainees is to be interpreted in

accordance with national law or practice.

15599/24 4

# LIFE.4 EN

**III.** **CONCLUSIONS**

The Hungarian Presidency advanced work on this initiative by proposing compromise

solutions that respond to delegations’ feedback, thereby paving the way towards finding an

agreement. In line with the request expressed by most delegations, the Presidency has sought

to ensure that work on the Recommendation is undertaken in parallel with that on the

Directive on Traineeships so that the link between the two initiatives of the “Traineeships

package” is maintained.

While tangible progress has been achieved, further technical discussions are necessary

especially in view of a likely further evolution of the Directive and the need to maintain

coherence and complementarity between the two initiatives.

15599/24 5

# LIFE.4 EN

**ANNEX**

2024/0069 (NLE)

Proposal for a

**COUNCIL RECOMMENDATION**

**on a reinforced Quality Framework for Traineeships**

THE COUNCIL OF THE EUROPEAN UNION,

Having regard to the Treaty on the Functioning of the European Union, and in particular Article

292, in conjunction with Articles 153(1)(b), 165(4) and 166(4) thereof,

Having regard to the proposal from the European Commission,

15599/24 6

# ANNEX LIFE.4 EN

Whereas:

(1) In March 2014, the Council adopted the Recommendation on a Quality Framework for

Traineeships ( **[4]** ) (‘2014 Recommendation) to provide Union-wide quality standards for

traineeships. It recommended 21 principles for traineeships to improve the quality of

traineeships, in particular to ensure high quality learning and training content and adequate

working conditions to support education-to-work transition and increase the employability

of trainees. The 2014 Recommendation covers all traineeships except for those that are part

of curricula of formal education and training and those regulated under national law and

the completion of which is a mandatory requirement to access a specific profession.

(2) The Council Recommendation on a European Framework for Quality and Effective

Apprenticeships ( **[5]** ) contains 14 criteria for quality and effective apprenticeships aiming to

ensure that apprenticeship schemes are responsive to labour market needs and provide

benefits to both learners and employers. These include criteria for learning and working

conditions and criteria for framework conditions.

(3) The reinforced Youth Guarantee ( **[6]** ) aims at ensuring that young people under the age of 30

receive a good quality offer of employment, continued education, apprenticeship or

traineeship within a period of four months of becoming unemployed or leaving education.

The 2014 Recommendation has served as an important reference point to measure the

quality of traineeships offers under the reinforced Youth Guarantee.

**4** OJ C 88, 27.3.2014, p. 1. Available [online.](https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:32014H0327(01))
**5** OJ C 417, 2.12.2020, p. 1–16.
**6** OJ C 372, 4.11.2020, p. 1–9.

15599/24 7

# ANNEX LIFE.4 EN

(4) Facilitating the transition to quality employment is necessary for achieving the Union

headline target of a 78% employment rate of the population aged 20-64 by 2030 ( **[7]** ).

(5) Traineeships can help people gain practical and professional experience, improve their

employability, and facilitate their transition into stable employment. As such, traineeships

constitute an important pathway to the labour market. For employers, traineeships provide

opportunities to attract, train and retain people. They can reduce the cost of searching for

and recruiting skilled staff, when trainees are offered a stable position after their

traineeship.

(6) Labour shortages exist in many occupations and at all skills levels. They are expected to

increase with the projected decline in the working age population and increasing demand

for several occupations relevant for the green and digital transition. Increasing the labour

market participation and up-and/or reskilling of people could contribute to alleviating these

shortages. Quality traineeships can be a useful up- and/or reskilling pathway for persons of

any age to acquire practical skills on the job to enter the labour market or to take their

career in a new direction.

(7) The Conference on the Future of Europe put forward a proposal on ensuring that young

people’s internships and jobs adhere to quality standards, including on remuneration, as

well as banning through a legal instrument unpaid internships on the labour market and

outside formal education ( **[8]** ).

**7** [One of the three EU-level social targets included in the European Pillar of Social Rights](https://ec.europa.eu/social/main.jsp?catId=1607&langId=en)
[Action Plan](https://ec.europa.eu/social/main.jsp?catId=1607&langId=en)
To be achieved by 2030.
**8** –
Conference on the Future of Europe, Report on the final outcome May 2022. Availabe
[online.](https://futureu.europa.eu/rails/active_storage/blobs/redirect/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBeUl0QVE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--899f1bfedf2d3fc6c36d4a9bc0dd42f54046562e/CoFE_Report_with_annexes_EN.pdf)

15599/24 8

# ANNEX LIFE.4 EN

(8) The European Parliament adopted a resolution pursuant to Article 225 TFEU with

recommendations to the Commission on quality traineeships in June 2023 ( **[9]** ). In its

resolution, it called on the Commission “to update and strengthen the 2014

Recommendation and to turn it into a stronger legislative instrument”. It further called on

the Commission to include additional principles in an updated quality framework for

traineeships. Specifically, the European Parliament called for the Commission to “propose

a directive on open labour market traineeships, traineeships in the context of active labour

market policies and traineeships that are a mandatory part of professional training, in order

to ensure minimum quality standards, including rules on the duration of the traineeships,

access to social protection in accordance with national law and practice as well as pay that

ensures a decent standard of living in order to avoid exploitative practices”.

(9) The Commission carried out a two-stage consultation of social partners at Union level

under Article 154 TFEU on the need, objectives and legal avenues for a potential action

further improving the quality of traineeships. There was no agreement among the social

partners to enter into negotiations with regard to those matters. It is, however, important to

take action at Union level in this area by adapting the current framework on traineeships

while taking into account the outcomes of the consultation of social partners.

(10)

**9** European Parliament resolution of 14 June 2023 with recommendations to the Commission
[on quality traineeships in the Union (2020/2005(INL)). Available online.](https://www.europarl.europa.eu/doceo/document/TA-9-2023-0239_EN.html.)

15599/24 9

# ANNEX LIFE.4 EN

(11) Furthermore, in 2023, the Commission evaluated the 2014 Recommendation ( **[10]** ) and found

that quality traineeships, which reflect the principles of that Recommendation, contribute

to increasing young people’s employability. While the quality principles of the 2014

Recommendation were considered still relevant and of added value, the evaluation also

concluded that the application of those principles and their monitoring and enforcement

needed to be improved. It also found room for strengthening the framework, including on

aspects related to remuneration and access to social protection. Furthermore, to ease the

transition into stable employment, more emphasis on post-placement support could be

provided by traineeship providers. It also found that employers could be better assisted

through practical guidance and financial support as well as by linking such support to the

application of the quality principles.

(12) The evaluation also identified the need to ensure inclusiveness and improve access to

traineeships for people in vulnerable situations. In particular, minorities, persons with

disabilities, those residing in rural, remote and outermost regions, those with a

disadvantaged socio-economic and/or migrant background, the Roma community, and

those with lower educational attainment, face obstacles in accessing traineeship

opportunities. Among other obstacles, a barrier for persons with disabilities to access

traineeships is the lack of traineeship programmes adapted to their needs, for example

catering for specific accessibility requirements.

**10** Available [online.](https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:52023SC0009)

15599/24 10

# ANNEX LIFE.4 EN

(13) The 2023 Eurobarometer survey (FL523) ( **[11]** ) found that 55% of respondents having done a

traineeship were paid or financially compensated, which is an increase from 40% in the

2013 Eurobarometer survey (FL378) ( **[12]** ). Furthermore, in 2023 33% of respondents

answered that they had full (and 28% of respondents partial) access to social protection

( **[13]** ).

(14) This Recommendation addresses the need to reinforce the quality framework for

traineeships as identified by the evaluation ~~and by various stakeholders~~ mentioned above.

It aims to improve the quality of traineeships, in particular as regards learning and training

content and working conditions, with the aim of easing the transition from education,

unemployment or inactivity to work.

(15) For the purposes of this Recommendation, traineeships should be understood as defined in

Directive [2024/0068 COD] and traineeship provider should be understood as the entity

where the traineeship is undertaken.

**11** Available [online.](https://europa.eu/eurobarometer/api/deliverable/download/file?deliverableId=87602)
**12** Available [online.](https://data.europa.eu/data/datasets/s1091_378?locale=en)
**13** The 2013 Eurobarometer survey asked about health insurance coverage (73% of respondents
stated they were covered), but not about social protection coverage.

15599/24 11

# ANNEX LIFE.4 EN

(15a) (new) Traineeships vary significantly among Member States. Notwithstanding other types of

traineeships that may exist, the following four types of traineeships have been identified:

open market traineeships, traineeships that are part of active labour market policies,

traineeships that are part of curricula of formal education and training, and traineeships that

are a mandatory requirement to access a certain profession. Open market traineeships are

based on non-mandatory, bilateral agreements between a trainee and a traineeship provider

(public/private/non-profit) without the involvement of a third party and without a formal

connection to education or training. Traineeships as part of active labour market policies

(ALMP) are offered to the inactive or unemployed or those at risk of becoming

unemployed, with usually a public institution (often an employment service) acting as an

intermediary between the traineeship provider and the trainee.Traineeships can also be

work-based learning placements that are part of curricula of formal education and training

(school, vocational or higher education and training). National law also regulates certain

traineeships and can make their completion mandatory to access a specific profession (e.g.,

medicine, architecture).

(16)

(17)

(18)

(19)

15599/24 12

# ANNEX LIFE.4 EN

(20) This Recommendation applies to all traineeships except traineeships that are part of

curricula of formal education and training, and apprenticeships as set out in Council

Recommendation on a European Framework for Quality and Effective Apprenticeships

( **[14]** ).

(21)

(22) The lack of fair remuneration and access to adequate social protection present barriers to

equal access to traineeship opportunities. In the absence of an alternative source of income,

groups in vulnerable situations tend to refrain from engaging in traineeships, in particular

when remuneration is absent or low, or when additional costs are incurred, for example

doing a traineeship in a different region or country.

(23) Gaps in access to social protection can put the welfare and ~~(mental)~~ health of trainees at

risk, contribute to their economic uncertainty, precariousness and risk of poverty. This risk

is especially high for trainees from socio-economically disadvantaged groups and/or in

other vulnerable situations. Trainees may face barriers in accessing social rights and

benefits notably due to their short contributory history. Furthermore, most social protection

schemes (with the exception of healthcare benefits) require an employment status, which

excludes trainees who are not considered workers.

(24) A prolonged duration or accumulation of multiple traineeships can also be indicative of

fraudulent use of traineeships in which an employment relationship is disguised as a

traineeship without an employment relationship.

**14** OJ C 417, 2.12.2020, p. 1–16.

15599/24 13

# ANNEX LIFE.4 EN

(25) A prolonged duration of a traineeship could be warranted if justified by the nature and

purpose of the specific type of traineeship. Examples of exceptions could be traineeships

whose completion is a mandatory requirement to access a specific profession, where the

trajectory to acquire the necessary knowledge, competences and experience warrants a

longer traineeship experience. Certain traineeships that are part of active labour market

policies aimed at the integration of persons in a vulnerable situation could also benefit

from a longer duration.

(26) Repeated traineeships, and practices aimed at replacing jobs with employment

relationships disguised as traineeships, could be induced by traineeship providers

requesting previous experience in the same or similar field of activity in vacancy notices.

The overall duration of traineeships is sometimes also prolonged through repeated,

including consecutive, traineeships with the same employer. Such practices may be another

indication of an employment relationship disguised as traineeship. However, there may be

objective grounds based on which traineeship providers may require previous work

experience from (candidate) trainees. Such instances could entail an equivalent period of

previous work experiences being an alternative to having a degree in a certain field of

activity or expertise. A trajectory to access a specific profession may also warrant having

previous work experience before embarking in a more specialised traineeship.

(27) The evaluation highlighted the need to strengthen the support to trainees during the

traineeship through appropriate mentorship. Therefore, the role of the supervisor should be

complemented with a mentor, whose role would encompass advising, coaching and

supporting the trainee with a view on personal development as well as integration into the

work environment, wherever possible considering the organisational needs and size of the

traineeship provider. Traineeship providers may decide to merge the functions of the

supervisor and mentor.

15599/24 14

# ANNEX LIFE.4 EN

(28) Since the COVID-19 pandemic, the prevalence of remote and hybrid working

arrangements has increased. To ensure the quality and accessibility of remote and hybrid

traineeships, adaptations to the increased practice of telework are needed in terms of

appropriate working environment (including equipment) and work organisation. The latter

comprises guidance, mentorship, and tasks suited for a remote and hybrid way of working.

(29) To increase the transparency of information on a traineeship opportunity, traineeship

providers should be encouraged to include information on the terms and conditions of the

traineeship, in particular on the level of remuneration, working conditions, the coverage of

social protection, including health and accident insurance, the expected tasks and learning

and training component in the vacancy notices and advertisements for traineeships possibly

by including a link to a website containing this information therein.

(30) Traineeship providers should be encouraged to provide information on recruitment policies

to trainees, in particular on the share of trainees recruited. This is calculated by dividing

the number of trainees that were hired (following the completion of the traineeship) to fill a

stable employment position by the total number of trainees at the same establishment in the

same year.

(31) Employment services and other providers of career guidance should be encouraged to

apply the same transparency requirements as traineeship providers when providing

information on traineeship opportunities. It is however acknowledged that employment

services and other providers of career guidance may not be aware of all the information

elements listed under the transparency requirements and may be dependent on the

traineeship providers’ willingness to share such information.

15599/24 15

# ANNEX LIFE.4 EN

(32) To ensure equal access for groups in vulnerable situations, strengthened outreach to such

groups is needed, such as through targeted communication and awareness-raising

strategies. To ensure the effectiveness of such outreach strategies, it is key to involve

relevant stakeholders such as employment services and education and training institutions

and to tailor the communication and information tools used to reach the widest range of

people possible, including those with certain disabilities (e.g. adapted and easy to read

websites).

(33) To ensure the application of the Recommendation, support to employers needs to be

strengthened for example through practical guidance or financial support, the latter of

which could depend on the condition that the traineeships offered adhere to the quality

principles of this Recommendation.

(34) Cross-border traineeships can be particularly valuable as trainees may learn another

language, are exposed to a new environment or culture and can thus acquire relevant

transversal skills. There are indications that cross-border mobility of trainees has increased

( **[15]** ), yet young people still face difficulties in accessing cross-border traineeships due to a

lack of financial means and the unavailability of relevant (and sufficient) information.

More concrete and practical information on cross-border traineeships, such as on EURES,

is needed to improve accessibility.

**15** As shown by the prevalence of cross-border traineeships: an increase from 9% in 2014 to
19% in 2022 according to the evaluation of the 2014 Council Recommendation, supported
by the results of the 2023 Eurobarometer survey (FL523) with 21% of respondents having
done at least one traineeship in another EU country.

15599/24 16

# ANNEX LIFE.4 EN

(35) Channels to report malpractice and poor working conditions can support trainees in

enforcing their labour rights. Existing channels can be used for that purpose **.** In addition,

allowing trainees to have their rights defended by workers’ representations would

strengthen their position.

(36) Member States' programmes promoting and offering quality traineeships can be financially

supported by the European Funds. The European Social Fund Plus (ESF+) established by

Regulation (EU) 2021/1057 ( **[16]** ), the Recovery and Resilience Facility (RRF) established

by Regulation (EU) 2021/241 ( **[17]** ) for eligible reforms and investments foreseen in Member

States’ recovery and resilience plans for delivery during the Facility’s lifetime until the end

of 2026, the Just Transition Fund established by Regulation (EU) 2021/1056 ( **[18]** ) and the

Technical Support Instrument (TSI) established by Regulation (EU) 2021/240 ( **[19]** ), could

support Member States’ implementation of the Recommendation.

(37) To ensure consistent approaches among Member States, the Commission has proposed a

directive [2024/0068 COD] which lays down a common framework of principles and

measures to [improve and enforce the working conditions of trainees and to combat regular

employment relationships disguised as traineeships].

(38) As far as information to be provided to trainees in the written traineeship agreement is

concerned, trainees who are workers are entitled to the minimum requirements on

information duties as set out in Directive (EU) 2019/1152 of the European Parliament and

of the Council ( **[20]** ). Insofar not covered by this directive, the elements in this

recommendation should be taken into account in addition to those minimum requirements

for trainees who are workers.

**16** OJ L 231, 30.6.2021, p. 21–59.
**17** OJ L 57, 18.2.2021, p. 17–75.
**18** OJ L 231, 30.6.2021, p. 1–20.
**19** OJ L 57, 18.2.2021, p. 1–16.
**20** OJ L 186, 11.7.2019, p. 105–121.

15599/24 17

# ANNEX LIFE.4 EN

(39) This Recommendation should not constitute valid grounds for reducing the general level of

protection afforded to trainees covered by this Recommendation.

(40) When following this Recommendation, Member States are therefore invited toshould

assess the impact of their policies or reforms on SMEs in order to make sure that SMEs are

not disproportionately affected, with specific attention be paid to micro-enterprises and the

administrative burden, and to publish the results of such assessments.

(41)

(42)

(43)

(44)

(45)

(46)

(47)

(48)

HAS ADOPTED THIS RECOMMENDATION

15599/24 18

# ANNEX LIFE.4 EN

**Objective and scope**

1. This Recommendation aims to improve the quality of traineeships, in particular as regards

learning and training content and working conditions, with the aim of easing the transition

from education, unemployment or inactivity to work.

2. This Recommendation covers all trainees, regardless of their employment status.

2a (new) This Recommendation does not apply to apprenticeships within the meaning of Council

Recommendation on a European Framework for Quality and Effective Apprenticeships ( **[21]** )

and traineeships that are part of curricula of formal education and training.

HEREBY RECOMMENDS THAT MEMBER STATES:

**Quality principles**

_Written agreement_

3. ensure that traineeships are based on a written agreement concluded at the beginning of the

traineeship between the trainee and the traineeship provider.

**21** OJ C 153, 2.5.2018, p. 1

15599/24 19

# ANNEX LIFE.4 EN

4. Without prejudice to Article 4 of Directive (EU) 2019/1152, ensure that the written

agreement indicates the relevant information elements of the traineeship with relation to

the learning and training component, including its objectives, the working conditions, the

tasks to be carried out, the arrangements for mentorship, supervision and evaluation,

details on social protection coverage, including with regards to coverage for sickness and

healthcare as well as for accidents at work and occupational diseases, the rights and

obligations of the parties under applicable Union and national law, collective agreements

and practice, and, where relevant, the traineeship provider's policies on confidentiality and

the ownership of intellectual property rights.

_Learning and working conditions_

5. where relevant, ensure that trainees are consulted when setting the specific learning and

training objectives of the traineeship in order to help trainees acquire practical and

professional experience and relevant skills. The tasks assigned to the trainee should enable

these objectives to be attained.

6. ensure that trainees are fairly remunerated whether in cash or in kind, taking into account

national law or practice and elements such as the trainee’s tasks and responsibilities, the

intensity of the trainee’s work, and the weight of the learning and training component.

7. ensure, through effective monitoring and enforcement, that the rights and working

conditions of trainees under applicable Union and national law are respected, including

health and safety legislation, limits to maximum weekly working time, minimum daily and

weekly rest periods and, where applicable, minimum holiday entitlements.

15599/24 20

# ANNEX LIFE.4 EN

8. ensure that traineeship providers designate a supervisor for guiding the trainee through the

assigned tasks, overseeing the activities carried out by the trainee and monitoring and

assessing their progress.

9. ensure that traineeship providers designate a mentor to the trainee ~~,~~ to provide coaching and

support, wherever possible considering the organisational needs and size of the traineeship

provider.

10. ensure that traineeship providers provide an appropriate, safe and healthy working

environment, where relevant including equipment and work organisation in the case of

remote and hybrid traineeships.

11. ensure a reasonable duration of traineeships that does not exceed six months, except in

cases where a longer duration is justified by objective grounds and taking into account

national practices. In the event of repeated, including consecutive, traineeships with the

same traineeship provider, ensure that the overall duration of those traineeships does not

exceed six months, except in cases where a longer duration is justified by objective

grounds.

12. clarify the circumstances and conditions under which a traineeship may be extended or

renewed after the end of the initial traineeship.

13. ensure that employers do not require candidates for traineeships to have previous work

experience in the field of activity, except in cases where such requirement is justified by

objective grounds.

15599/24 21

# ANNEX LIFE.4 EN

14. ensure the practice of specifying in the traineeship agreement that either the trainee, the

traineeship provider may terminate it in writing, providing advance notice of an

appropriate duration in view of the length of the traineeship and relevant national practice.

15. ensure, in cooperation with competent authorities, that channels are in place for trainees to

report malpractice and poor working conditions and provide information on those

channels.

_Social protection_

16. ensure in line with national legislation, and taking into account, where applicable, the

Council Recommendation of 8 November 2019 ( **[22]** ) that trainees have access to adequate

social protection ~~.~~

_Proper recognition of traineeships_

17. promote the recognition and validation of the knowledge, skills and competences acquired

during traineeships and encourage traineeship providers to attest them, on the basis of an

assessment, through a certificate, where appropriate, and if possible in a digital format.

_Transparency requirements_

18. encourage traineeship providers to include in their vacancy notices and advertisements

information on the terms and conditions of the traineeship, in particular on the level of

remuneration, working conditions, the coverage of social protection, including health and

accident insurance, the expected tasks and learning and training component.

**22** Council Recommendation of 8 November 2019 on access to social protection for workers
and the self-employed (OJ C 387, 15.11.2019, p. 1).

15599/24 22

# ANNEX LIFE.4 EN

19. encourage traineeship providers to give information to trainees on recruitment policies,

including the share of trainees recruited in recent years.

20. encourage employment services and other providers of career guidance, when providing

information on traineeships, to apply the transparency requirements as listed in point 18.

_Inclusive traineeships_

21. improve outreach to potential trainees belonging to groups in vulnerable situations,

including by raising awareness of the benefits of quality traineeships in terms of increased

employability.

22. ensure equal treatment and non-discrimination in traineeships, including in selection

criteria and recruitment policies, and improve access to traineeship opportunities for all

potential applicants, in particular those from groups in vulnerable situations.

23. ensure that traineeship providers use gender neutral and inclusive language in their

vacancy notices and advertisements.

24. ensure that traineeship programmes, including workplaces, trainings, digital tools, office

and work equipment, are adapted to the individual needs of trainees where relevant, in

particular for trainees with disabilities, also through the provision of appropriate reasonable

accommodation in line with Article 5 of Council Directive 2000/78/EC.

15599/24 23

# ANNEX LIFE.4 EN

_Cross-border traineeships_

25. facilitate the cross-border mobility of trainees in the Union **,** _inter alia_ ~~_,_~~ by clarifying the

national legal framework applicable to traineeships and establishing clear rules on hosting

trainees from and sending trainees to other Member States and by reducing administrative

formalities.

26. make use of the EURES network to support cross-border mobility of trainees and exchange

information on paid traineeships through the EURES portal, in accordance with the

corresponding provisions of Regulation (EU) 2016/589 of the European Parliament and of

the Council ( **[23]** ).

27. further develop practical guidance material and information for (potential) trainees on

cross-border traineeships through EURES, including in formats that are accessible to

persons with different types of disabilities.

28.

29. encourage applying the principles of this Recommendation, where applicable, in

traineeship mobility agreements between sending organisations in the European Union and

hosting organisations outside the Union.

**23** Regulation (EU) 2016/589 of the European Parliament and of the Council of 13 April 2016
on a European network of employment services (EURES), workers' access to mobility
services and the further integration of labour markets, and amending Regulations (EU) No
492/2011 and (EU) No 1296/2013 (OJ L 107, 22.4.2016, p. 1.). Available online.

15599/24 24

# ANNEX LIFE.4 EN

_Additional traineeship support_

30. encourage traineeship providers or intermediary organisations, such as employment

services, to provide career guidance support during the traineeship, such as career

counselling and networking opportunities, to facilitate the transition to stable employment

after the traineeship.

**Framework conditions**

31. ensure the active involvement of social partners in applying this Recommendation.

32. promote the active involvement of employment services, education and training

institutions, training providers and other relevant stakeholders in applying this

Recommendation.

33. ensure that workers’ representatives may engage in accordance with national law or

practice in any relevant judicial or administrative procedure to enforce any of the rights

and obligations arising from applicable national law and may act, where admissible

pursuant to national law or practice, on behalf or in support of one or several trainees in ~~the~~

case of an infringement of any right or obligation arising from applicable national law,

with the trainees’ approval.

15599/24 25

# ANNEX LIFE.4 EN

**Implementation at national level**

_Bringing into effect the reinforced Quality Framework for Traineeships_

34. take appropriate measures to give effect to this Recommendation as soon as possible and

provide information to the Commission on the measures taken in accordance with this

Recommendation by [date of adoption + 24 months].

35. envisage financial ~~and/o~~ r non-financial support such as practical guidance to traineeship

providers particularly for reaching out to groups in a vulnerable situation and for micro-,

small and medium-sized companies, in giving effect to this Recommendation.

_Support to increase trainees’ employability_

36. offer incentives to traineeship providers for offering trainees ~~a~~ stable employment after the

successful completion of a traineeship.

37. make use of the relevant Union funds and instruments for increasing the number of quality

traineeships which follow the guidance outlined in this Recommendation.

**Follow-up**

38. jointly with the Commission, work on the collection of data on traineeships, with a

particular view to informing policy making on quality traineeships.

39. (new) This Recommendation replaces the Council Recommendation of 10 March 2014 on a

Quality Framework for Traineeships.

15599/24 26

# ANNEX LIFE.4 EN

**ACKNOWLEDGES THE COMMISSION’S INTENTION TO:**

40. (new) foster close cooperation with Member States, social partners and other stakeholders with

a view to swiftly bring this Recommendation into effect.

41. (new) work with Member States, social partners, employment services, youth and trainee

organisations, education and training institutions and other stakeholders to promote this

Recommendation, including through awareness-raising on the quality principles and

benefits of traineeships for young people and traineeship providers.

42. (new) encourage and support the implementation of this Recommendation, including through

facilitating the exchange of best practices among Member States and among stakeholders

through existing networks, including skills partnerships under the Pact for Skills.

43. (new) support the implementation of this Recommendation through relevant Union funding, in

accordance with the relevant legal frameworks, to increase the number of quality

traineeships.

44. (new) work jointly with Member States on the collection of a limited set of data on traineeships,

with a particular view to monitoring the progress in giving effect to this Recommendation

while being mindful of unnecessary reporting burden.

15599/24 27

# ANNEX LIFE.4 EN

45. (new) continue monitoring in cooperation with the Member States and with the support of the

Employment Committee, the progress in giving effect to the reinforced Quality Framework

for Traineeships, building on the existing monitoring instruments used in the framework of

the European Semester.

46. (new) report to the Council on the progress in giving effect to this Recommendation based on

information provided by Member States within [three years] from the date of its adoption.

[deleted]

Done at Brussels,

_For the Council_

_The President_

15599/24 28

# ANNEX LIFE.4 EN