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Pilots intersectoral mobility for older workers
Country of implementation
General short description of the innovation
Pilots to stimulate work to work transitions of older workers to increase/prolong their labour participation. Specifically transitions of workers between sectors are being stimulated
Type of Policy
Duration of the policy
Scope of innovation
- Scope: Temporary
- Budgets: 2 million divided over 12 pilots
- Spatial coverage: 12 regional, sectoral pilots
General description of (intended) objectives and strategies
The pilots were intended to develop methods that stimulate inter-sectoral work-work transitions of older workers who may have various reasons to change jobs: they are not able to fulfill their current job anymore, may face dismissal, they are dissatisfied with their work or they may want other work for personal development. To prevent early exit out of work, the objective is to find better suited work for these workers, in another sector where there may be a better fit with their competences and qualifications.
Nature of the innovation-short-term perspective
this was a pilot with a short-term perspective
Type of innovation
- new policy, practice or measure
- job guidance, coaching and/or counselling
- training schemes
Clarification of intended mechanisms, outputs and outcomes (optional)
A variety of services, training and guidance has been offered to the workers. Each pilot implemented its own interventions.
Intended target group
Older workers (age not specified), more specifically workers who for various reasons are not functioning optimally in their current jobs, often at risk of loosing their job
Working age population
- main source of income: paid work
Actors involved in policy-making/implementation and/or evaluation
- employers (organised or individual)
- private for-profit organisations (commercial)
- private not-for-profit organisations (e.g. Third Sector organisation or NGO)
Clarification of the role of various actors
The pilots have been implemented by various networks of organisations, including sectoral organisations, schools or private consultancy firms.
- job guidance, coaching and counselling
- training schemes
Did the innovation have any outcome related to job quantity?
Several types of work-work transitions have been realised, intra- and intersectoral, although much less than was expected and only in six out of twelve pilots
Intended and unintended outcomes
62% of the workers who completed their trajectory found another job, 57% of these workers moved to another sector. However, only 32% of the trajectories had already finished, making this a preliminary outcome.
Clarification of outcomes in terms of impacting resilience and labour market inclusion
The average age of participants was 45. The evaluation shows that predominantly low-skilled workers have participated and made work-work transitions. The evaluation states that results have lagged behind expectations. Employers and employees were hard to motivate, because the pilot took place in a tight labour market when demand was high and employers were more focused on labour shortage rather than mobility of their workers. Large companies were more interested than small/medium sized companies. Only half of the pilots realized work-work transitions. The main result is considered to be lessons on how to further promote work-work transitions, based on the successful transitions that did take place. To sum up, in sofar that work-work mobility contributes to resilience these pilots have mainly contributed to development of new methods to support mobility. Compared to the objectives, impact in terms of actual mobility has been small. Nevertheless, the pilot shows that mobility may be a viable strategy to prevent early exit.