LABOUR MARKET IN THE EUROPEAN UNION

The European Union is a regional organization of European states through which members achieve common goals such as balanced economic and social development, high level of employment, and protection of the rights and interests of the citizens.

Basic European values are: freedom, democracy, respect for human rights and fundamental freedoms and the rule of law. EU labor market implies a few basic guidelines: increasing the number of jobs, the broad range of jobs in the European labor market, equal conditions of employment, improved living and working conditions, high quality social policy and social cohesion, and encouraging businesses to accept changes in knowledge-based economy. The common labor market implies the free movement of labor and employment in any state of the Union.

Employment and social policy

Basic objectives and principles of employment and social policy (contained in the Treaty on the Functioning of the European Union) are:

- more and better jobs through the European Employment Strategy and the European Social Fund,

- freedom of movement for workers and coordination of social security, which means that every EU citizen has the right to live and work in any EU country, and that people who move between countries are not disadvantaged in relation to social security and healthcare,

- better working conditions through common minimum standards in the workplace, and developing social dialogue at European level, and helping the labor force within the EU to be mobile,

- social inclusion and non-discrimination by supporting efforts against poverty and social exclusion, through the reform of social protection systems, evaluate the new demographic and social,

development, measures against discrimination, promotion of fundamental rights and improving the integration of persons with disabilities,

- gender equality between men and women through legislation and programs designed to improve equal opportunities for women and men and ensuring that the gender issue is taken into account in all areas of Community action.

“Employment Guidelines”

Common goals of employment policy all member states are determined in “Employment Guidelines”:

  •  to implement employment policies to achieve full employment, improving quality and productivity and strengthen social and territorial cohesion,
  • to promote a new approach to work,- to provide better access to labor market, enhance work attractiveness and make labor costs eligible for job seekers, including people with disabilities and those who are inactive,
  • to improve the alignment of labor market needs,
  • to promote flexibility combined with employment security and reduce labor market segmentation, with respect and appreciation of the social partners,
  • to ensure the development of eligible labor costs and wage mechanisms,
  • to expand and improve investment in human capital,
  • to adapt education and training as required for new competencies.

WORK IN THE EU

Prerequisites required for the job in one of the European Union institutions:

  •  nationality of a Member State or candidate country for EU accession,
  • good knowledge of at least one of the official languages of the European Union (other than mother tongue).

To become an employee in the Institutions of the European Union you must pass through administrative competition. In addition there are a limited number of employees on fixed-term contracts that do not necessarily participate in the competition. Information about job opportunities in EU institutions, and ads for new jobs can be found on the website of the European Commission: http://europa.eu/epso/

Europe 2020 – The European strategy for smart, sustainable and inclusive growth

Employment Strategy was adopted in June 2010. year. Regarding the priority of employment and social affairs, planned measures by 2020. are:

- raising to 75% the employment rate for women and men aged 20-64, including through the greater participation of young people, older workers and low-skilled workers and the better integration of legal migrants;
- improving education levels, in particular by aiming to reduce school drop-out rates to less than 10% and by increasing the share of 30-34 years old having completed tertiary or equivalent education to at least 40%;
- promoting social inclusion, in particular through the reduction of poverty, by aiming to lift at least 20 million people out of the risk of poverty and exclusion.

WORK PERMIT

The employer shall submit application for the permit – with or in certain cases without having a valid workforce demand – to the competent labour centre.

Terms of issuing work permits:

 * the employer submits the application requirements for worker 15 days before applying but no later than 60 days

* in registered unemployed persons there is no person who meets the requirements of the employer within 15 days from the date of application for worker

* third-country citizen has the required qualifications prescribed by law on a particular workplace, and health requirements are corresponding

* his/her employment is legitimate from other employment reasons

In following cases, applications for work permits can be submitted without the filing requirements for worker:

* employment of key expert

* employment of third country citizens in a company owned by foreign proprietors where the employment of 3rd country citizens does not exceed 5% of the staff on 31 Dec previous year

* educational, scientific or artistic activities of foreigners for no more than 10 working days in a calendar year,

* operational, guarantee, and servicing activities of foreigners on occasion only, for no more than 15 working days within a 30 year period

* teaching activities of foreign researchers which having research contracts with accredited research institutions within the framework agreement which is defined by special law,

* if the employer intends to employ the third country citizen in the same position after the expiry date of the work permit and submits the application ten days prior to the expiry date of the valid work permit

* employment considered as seasonal agricultural employment not exceeding sixty days of simplified (occasional) employment

* Etc.

The work contract aiming at creating of employment shall be concluded only after the issuance of the permit.

 

 

GUIDE FOR EMPLOYMENT IN THE REPUBLIC OF HUNGARY

As a general rule, nationals of third countries can achieve employment in the Republic of Hungary on the basis of work permits which is issued by the Labour center or Special permit (Blue card), which allows highly educated people from outside the EU to live and work in any country in the EU, and it issued the Immigration Office and Labour center.

 

CASES OF EXEMPTION

Cases of exemption are regulated a decree issued by the government and work permit is not required in the following cases:

* employment of leading officials and members of Board in companies with foreign shares

* employment of foreigners who are involved in regular education

* educational, scientific or artistic activities of foreigners for no more than 10 working days in a calendar year

* research activities of foreign researchers ( in Hungary only!) which having research contracts with accredited research institutions within the framework agreement which is defined by special law,

* professional sport activities performed by professional athletes and professional training activities of sports trainers

* management, operation,guarantee and service activities of foreigners for no more than 15 working days within a 30 year period

* Etc.

 

BLUE CARD

The Blue Card is an approved EU-wide work permit  allowing high-skilled non-EU citizens to work and live in any country within the European Union.

The employment contract can only be signed with those candidates who have obtained the Blue Card, but the employer and 3rd country employees must enter into a preliminary agreement – valid up to four years –  to carry out a job which requiring higher qualifications. The agreement is a binding work offer.

In case the EU Blue Card is issued for the 3rd country citizen, the employment contract must comply with the terms and conditions set out in the preliminary agreement, apart from the remuneration, which can only be changed for the benefit of the 3rd country citizen. The agreement of the parties different from the original agreement is invalid.

The Blue Card is issued and renewed by the Hungarian Immigration Office, the Labour Centre acts as a specialized authority only.

The Labour Centre issues an opinion on requests whether it supports the employment of  the 3rd country citizen in Hungary according to the preliminary agreement to carry out a job which requiring higher qualifications.

The Blue Card is an option beside the work permit for the employment of  3rd country citizen who can benefit from it due to their high qualifications and opportunities.

Pay benefits

The employer is obligated to pay the amount of 33.5% of salaries on contribution and the amount of 1.950HUF (about 8 euros) per month per employee, as an additional amount for health insurance.

CONDITIONS OF EMPLOYMENT OF CROATIAN CITIZEN IN HUNGARY

Compared to the previous years, in 2011. the presence of Croatian nationals has doubled in the labour market of the Southern Transdanubian Region, almost all of them work in Baranya county, half of them are employed as welders. Other listed employments include: baker, cook, confectioner, beautician, dressmaker, trade administrator, shepherd, stockman.

Previous experience of employment of Croatian citizens in the Republic of Hungary also show that most employed people aged between 25 and 45 years, mainly vocational education, and the minority persons who have completed professional or university studies.

Where Rivers Connect

European UnionThe project is co-financed by the European Union through the Hungary-Croatia IPA Cross-border Co-operation Programme

This webpage has been produced with the financial assistance of the European Union. The content of the webpage is the sole responsibility of the City of Koprivnica and can under no circumstances be regarded as reflecting the position of the European Union and/or the Managing Authority.