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← Overview Database of Innovative Social Policies in Europe

Employment relationships act

Country of implementation
Slovenia
General short description of the innovation
An attempt to liberalisation of regulation, however trade unions persist in traditional frameworks / Facilitated is laying off in private sector; the public sector remains rigid /
Target group
Total Population
Policy Field
  • employment
  • equal opportunities
  • family
  • social
  • wage
Type of Policy
  • public
Duration of the policy
2002, long-term
Scope of innovation
  • Scope: structural
  • Budgets: undefined
  • Number of intended beneficiaries: all employed
  • Spatial coverage: national
General description of (intended) objectives and strategies
The act regulates employment, relations between the employed, relations between employed and employer, benefits and rights, special protection of senior workers against unemployment (age 55 and above)
Nature of the innovation-short-term perspective
short-term perspective (institutional and systemic): overall rights of employed diminished
Nature of the innovation-long-term perspective
long-term perspective (programmatic/radical change): long-term regulation of employment
Type of ideal-typical strategy for the innovation
  • dualisation
  • encompassing security
  • flexicurity
  • liberalisation
Type of innovation
  • retrenchment or expansion of an existing/earlier policy
New outputs
  • benefit duration
  • benefit eligibility
  • benefit level
  • leave schemes
  • regulations of the labour market
  • training schemes (for disabled)
  • wages
  • working time
Intended target group
- working age population / - all employed / - elderly employed / - young /
Working age population
  • employment situation (typical work)
  • main source of income: paid work
Employers-private institutional actors
all legal bodies
Actors involved in policy-making/implementation and/or evaluation
  • agency or national social insurance body
  • central state
  • employees (organised or individual)
  • employers (organised or individual)
Intended output
  • benefit duration
  • benefit eligibility
  • benefit level
  • leave schemes
  • regulation of the labour market
  • wages
  • working time
Intended and unintended outcomes
impossible to determine
Clarification of outcomes in terms of impacting resilience and labour market inclusion
Basic law which determins relationships between the employers and employees in public and private sector / The intention was to increase order and equality among employees and employers. Impacts on resilience, flexibility and inclusion were negative in terms of strengthening the rigid provisions.
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