Flexicurity is defined as a compromise between the needs of employers and employees. The word flexicurity is made of the words flexibility and security. Flexibility describes the needs of the employers for a variable number of workers which is changing with their orders and company’s needs to survive in the hard global competition. Security describes the needs of workers for safe working place and social protection. The aim of flexicurity is to ensure the workers safe transitions inside the labour market, while maintaining improving competitiveness of the companies and also preserving the European social model.

To ensure flexibility measures like lifelong learning, the improvement of the support to jobseekers, equal opportunities for all and equity between women and men were encouraged in the context of the European Employment Strategy process.
The European Commission has defined special pathways and common principles to achieve flexicurity. These pathways were defined at the level of the Member States, but also in conjunction with academicians, social partners and international organisations

Concerning the differences of each Member State the European Commission establish pathways which should developed towards in connection with the requirements of each country:

Pathway 1: tackling contractual segmentation

Pathway 2: developing flexicurity within the enterprise and offering transition security

Pathway 3: tackling skills and opportunity gaps among the workforce

Pathway 4: improving opportunities for benefit recipients and informally employed workers
Also the flexicurity pathways should integrate the four components:
Flexible and reliable contractual arrangements from the perspective of the employer and the employee, of ”insiders” and ”outsiders”

Comprehensive lifelong learning strategies to ensure the continual adaptability and employability of workers

Effective active labour market policies that help people cope with rapid change, reduce unemployment spells and ease transitions to new jobs

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

The Member States have also to following common principles which are:
Flexicurity is a means to reinforce the implementation of the Lisbon Strategy, create more and better jobs, modernize labour markets, and promote good work through new forms of flexibility and security to increase adaptability, employment and social cohesion.

Flexicurity involves the deliberate combination of flexible and reliable contractual arrangements.

Flexicurity approaches are not about one single labour market or working life model, nor about a single policy strategy: they should be tailored to the specific circumstances of each Member State.

Flexicurity should promote more open, responsive and inclusive labour markets overcoming segmentation. It concerns both those in work and those out of work.

Internal (within the enterprise) as well as external flexicurity are equally important and should be promoted. sufficient contractual flexibility must be accompanied by secure transitions from job to job.

Flexicurity should support gender equality.

Flexicurity requires a climate of trust and broadly-based dialogue among all stakeholders, where all are prepared to take the responsibility for change with a view to socially balanced policies.

Flexicurity requires a cost effective allocation of resources and should remain fully compatible with sound and financially sustainable public budgets.




3 thoughts on “Flexicurity

  1. This strategy may sound good, but for me it looks still like a theory. I would love to know how it would look like in practice, i can not imagine how some advice could support the gender equality or how it can create better jobs, and how to modernize labour markets just by following some steps..for me is flexicurity still some kind of sci-fi, but who knows..maybe in few years i would say that i was wrong 😀

  2. It is truth that it is still theory. But in my opinion the theory is start of everything. At first, we need theory to understand existing problem. Then we can make our decisions and apply it in practice. For me flexicurity sounds like very good start for good relationship between employers and employees.

  3. The idea to take the best of both conceppts and change it in something that is perceived to be achievable and profitable is very creative. But like most governmental or EU ideas, treaties etc,. we should wait for the effects and of course if the theory will be practised (right) or not. I say let’s give it a shot


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