11.04.2024
Convergence: Differences in the EU are narrowing
The Commission has published its 9th Cohesion Report, which shows that Cohesion Policy is fulfilling its mission to reduce economic, social and territorial disparities in the EU.
Major steps have been taken to reduce the disparities that exist between Member States and regions, strengthen the EU's single market and ensure that the EU continues to invest in human capital and sustainable development. Using the full potential of each region strengthens the competitiveness and sustainability of the Union as a whole.
Stimulating economic growth and employment
Cohesion policy is an important driver of sustainable development and economic growth. In the long term, each euro invested in cohesion policy is expected to triple by 2043, which equates to an annual rate of return of around 4%. Thanks to the policy, it is estimated that 2,027 million additional jobs will be created in the EU by 1.3 years, with a large share in sectors related to the environmental and digital transition. Cohesion policy also ensures that the economic development of the regions has a positive impact on the EU single market thanks to trade and investment links.
By the end of 2022, Cohesion Policy funding between 2014 and 2020 had supported over 4.4 million businesses, created 370,000 jobs in these businesses and represented around 13% of total public investment in the EU , reaching 51% for less developed Member States.
2024 marks 20 years since the EU welcomed new member states in its biggest enlargement process to date. During this period, the average GDP per capita of the Member States that have joined since then increased from 52% to almost 80% of the EU average. The gap with the rest of the EU has halved. The unemployment rate in these Member States fell from an average of 13% to 4%.
Investing to make the ecological transition in place
With a budget of €392 billion, Cohesion Policy funding programs for the period 2021-2027 will continue to invest in Europe's competitiveness, the green and digital transition, human capital and social inclusion, as well as physical and digital connectivity, by at the same time, the participation of citizens is strengthened. In the context of persistent labor shortages, cohesion policy will continue to address issues such as youth unemployment and lifelong learning.
Over €100 billion is programmed to support environmental action through projects targeting renewable energy infrastructure, energy efficiency, sustainable transport networks and nature conservation initiatives. The policy will also prioritize research and innovation, enabling regions to develop environmentally friendly technologies.
Cohesion policy has already had a significant impact on making the green transition, allocating €69 billion between 2014 and 2020. Thanks to these investments, 550,000 households have benefited from the increased energy performance of their buildings, thus reducing their bills for energy; 6,000 megawatts of renewable energy capacity has been created (meaning the annual electricity needs of around 4 million EU households are now met); flood protection measures have been put in place for 17 million people; habitat protection measures have been implemented for 3.4 million hectares; and 6.9 million people gained access to improved water supplies.
Today's report highlights that climate change is exacerbating regional inequalities, with a stronger impact on the EU's coastal, Mediterranean and south-eastern regions. Here, costs related to climate change can amount to more than 1% of GDP per year. The transition to a climate-neutral economy must be implemented in a fair and equitable manner, as regions have different capacities to reap the benefits it brings. This is why Cohesion Policy invests to create jobs and opportunities in all regions, to increase resilience to climate change and to mitigate risks.
Making the digital transition happen everywhere
Digitization will lead to increased productivity, innovation and better access to services. However, EU regions have an uneven capacity to use new technologies. Cohesion Policy is investing €14 billion between 2014 and 2020 to bridge the digital divide, both social and geographical, for example by improving access to eGovernment and eHealth services and by promoting broadband deployment in remote and rural areas. The performance of fixed networks has improved in all Member States, and 7.8 million households have benefited from improved broadband.
The 2021-2027 programming period invests significantly in digitalisation: around €40 billion is earmarked for this purpose, including the development of digital skills, digital technologies and access to faster internet connections in all EU regions.
At the same time, the policy will help people acquire the skills they need to take advantage of the changes brought about by the environmental and digital transition, thanks to €45 billion dedicated to education and training.
A flexible cohesion policy that delivers in times of crisis
Cohesion policy provides a stable source of public investment in times of budgetary constraints. While fulfilling its long-term objectives of investing in structural, growth-enhancing measures to support development, jobs and support regions in the context of demographic change and the environmental and digital transition, Cohesion Policy has also proven to be a flexible tool to support Member States and regions in times of crisis.
This includes the rapid mobilization of resources to meet short-term needs during the health crisis caused by COVID-19. With the two support packages launched in spring 2020, Cohesion Policy has channeled €23 billion to fight the pandemic, in particular to support the purchase of ventilators, vaccines and medicines for hospitals, the recruitment of additional health workers and the provision of home care services for vulnerable groups. As the crisis had a significant impact on SMEs, Cohesion funding also offered urgent financial support for investments in IT equipment to ensure that they could adapt to the 'new normal'. As a result of this support, all categories of regions returned to their 2019 GDP levels just two years after the health crisis caused by COVID-19, in contrast to the financial crisis of 2008, when some regions took more than 10 years.
Cohesion policy has also provided funding and flexibility to help regions host people fleeing Russia's war of aggression against Ukraine. This funding supported emergency measures such as the construction of reception centers and shelters and investment in mobile hospitals and sanitation. Support was also provided in the areas of employment, education and social inclusion, such as language courses, psychological support and access to childcare and health services.
Learning lessons for the future
Although convergence is taking place, the report states that some challenges remain. These include sub-national differences between large metropolitan areas and other regions, as well as regions that fall into the "development trap" and that are lagging behind. Demographic changes are adding to these challenges, as many regions face a declining working-age population, an exiting younger population and difficulties in retaining talent. This shows how important it is to support regional cohesion and invest in jobs and opportunities for Europe's next generation.
Drawing lessons from the implementation of cohesion policy, while taking into account the experience of other instruments such as the Recovery and Resilience Mechanism, the Communication on the 9th Cohesion Report states the need to consider how to improve the policy structure, in order to better achieve the objectives of the Treaty. Some aspects include addressing emerging economic dynamics and new imbalances, tailoring support to regional needs, faster implementation, further simplification, stronger results orientation and linkage to reforms, and introducing flexibilities for responding to unforeseen events.
The first discussion of the findings of the 9th Cohesion Report will take place during the upcoming 9th Cohesion Forum on 11-12 April 2024 in Brussels. Stakeholder representatives in national, regional and local authorities will consider how cohesion policy can continue to ensure that no region is left behind in the ongoing structural changes.
General information
Every three years the Commission publishes its Cohesion Report; a report assessing the current state of economic, social and territorial cohesion in the EU, presenting the progress made and lessons learned and showing the role of the EU as a driver of regional development.
The report is data-driven: it analyzes the development of cohesion according to a wide range of indicators, such as prosperity, employment, education levels and governance.
A clearer picture of what has been achieved and what still needs to be done will guide EU policies and investments to help regions achieve balanced and sustainable long-term growth.
10.04.2024
SICK AFTER LEAVING WORK
According to Art. 42 of the Social Insurance Code, the monetary compensation for temporary incapacity due to general illness, occupational accident and occupational disease is paid from the first day of occurrence until restoration of working capacity or until disability is established.
When the temporary incapacity has occurred before the termination of fixed-term employment and service relationships, military service contracts and contracts for the management and control of commercial companies, the monetary compensation is paid for no more than 30 calendar days after the termination of the legal relationships or contracts. If the temporary inability to work is due to an occupational accident or occupational disease, the cash compensation is paid until the ability to work is restored or until disability is established. Monetary benefits for temporary incapacity due to occupational accident and occupational disease of the persons under Art. 114a, para. 1 of the Labor Code are paid for the period of incapacity, but for no more than 90 calendar days.
10.04.2024
THE REDUCTION OF THE THRESHOLD FOR CATEGORIZING MICRO-ENTERPRISES IN ROMANIA WILL HAVE A NEGATIVE IMPACT ON BUSINESS, WARNS THE NATIONAL COUNCIL OF SMALL AND MEDIUM ENTERPRISES
A shift to a corporate income tax after lowering the threshold for categorizing micro-enterprises to 100,000 euros would generate higher inflation by passing on the increase in costs to the prices of goods, Romania's National Council of Small and Medium Enterprises has warned. The press release of the National Council of Small and Medium-sized Enterprises also says that this will reduce the competitiveness of Romanian goods and services and slow down, and may even lead to the abandonment of modernization/digitalization of companies.
The National Council of Small and Medium Enterprises rejects the reduction of the threshold for inclusion in the category of micro-enterprises from €500,000 to €100,000, resulting in the application of a 16% profit rate instead of 3% on income for micro-enterprises.
"If there is a shift to 16% corporate tax, after the reduction of the threshold for micro-enterprises to €100,000, the change in the tax system will have a negative impact on business: the increase in costs will be passed on to the prices of goods and services, leading to more high inflation; the increase in production costs generates a decrease in the competitiveness of Romanian goods and services and a loss of markets; the lack of liquidity at the company level will lead to reduced investment and a delay/abandonment of modernization/digitalization," the document says.
Also, the National Council of Small and Medium Enterprises draws attention to the fact that the repeated and short-term amendment of the tax legislation for micro-enterprises, such as the introduction from April 1 of new conditions for inclusion in the category of micro-enterprises, by aggregating the income of related enterprises for the ceiling of 500,000 euros, generates uncertainty and a complete lack of predictability for the implementation of business plans. In fact, the introduction of related enterprises in the calculation of the ceiling for micro-enterprises will affect a greater number of enterprises that will apply income tax than those that had revenues above €100,000 in 2023, explained representatives of the National Council of Small and medium enterprises.
Provisions that negatively affect micro-enterprises were introduced without the participation of business representatives and especially SMEs, thus failing to properly identify the needs of businesses in relation to the objective of the National Recovery and Resilience Plan. Under these circumstances, the National Council of Small and Medium Enterprises rules out any new amendment to the Tax Code in 2024 and considers that the amendment to the taxation system for micro-enterprises proposed in the Recovery and Resilience Plan will have a negative impact on business due to the increase of taxation, which will have an impact on the entire economy.
In addition, the National Council of Small and Medium Enterprises calls for a reduction in taxation of the workforce and the launch of all national and regional programs for the private sector worth €6.1 billion to make up the package of programs to support SMEs, considers that they are most affected in the current context of increased taxation.
09.04.2024
IN WHICH SECTORS IS THE DEMAND FOR LABOR THE GREATEST?
Machine operators, tailors and cooks are the most sought-after professionals with professional qualifications at the moment. And among those with higher education or legal capacity, the shortage is greatest among nurses, doctors and teachers. With the first three months of the year behind us, it's becoming increasingly clear how the job market looked last year. Labor hunger persists, and it remains unevenly distributed.
Over the past year, more than half of employers in our country have admitted that they have difficulties in finding employees. Nearly 40% of them indicate the lack of qualified or educated personnel as the reason for this. The data is from the Employment Agency, and the analysis of the Institute of Market Economy confirms it, showing how the vacant job positions last year were 110 thousand more than the people looking for work.
The highest number of unfilled jobs is in the industry, which is predicted to continue in the future. Nearly a third of the vacancies are currently there. The shortage of people in the field of trade, transport, hotels and restaurants is increasingly felt. Experts attribute this to the recovery of these sectors after the pandemic. A quarter of the sought-after employees are there. There is also a deficit in the state administration, in education (mainly schools) and in health care (mainly hospitals). In fourth place in terms of demand is construction, and these are more open new job positions, since this industry does not stop developing. Rounding out the top five is agriculture - with 5% demand.
Among qualified specialists, machine operators are the most in short supply. According to the calculations of the Employment Agency, there are nearly 15,000 vacancies. Nearly 9,000 tailors and nearly as many cooks are also wanted. The group of the first five most scarce specialists closes the builders and waiter-bartenders.
Among specialists with higher education or legal capacity, the largest number of vacancies are for nurses - nearly 5 thousand. According to the professional organizations, the real need for them is many times greater, and perhaps it is this profession that will outline the most serious problem facing the state as far as the shortage of personnel is concerned. Doctors and teachers follow - with a deficit of more than 4,000 people each. Then there are the drivers and guides who carry out international transport. It is certainly news that there is a decline in the demand for information and communication technology specialists, who until recently were most in demand due to the sector growing to impressive proportions.
The demand for labor differs quite a bit in the individual areas of the country - both in terms of quantity and professions. Burgas has the most unfilled jobs - 10% of all demand is there. Sofia and Varna follow, and in both places they are looking for about 26 thousand workers. Plovdiv, where until now there was the greatest hunger for personnel mainly because of the industry, is now in fourth position. Most places lack employees mainly in tourism, trade and transport.
In Burgas and Sofia, the shortages are in construction, and there is a need for personnel in education and health care everywhere. It is impressive that areas known until recently for low demand are now climbing higher in the ranking, mainly due to the developing processing industry in these places. An example is Smolyan, which is already in sixth place in the country. The last position is for Vidin, where just over 1,000 people are wanted.
In 2023, the most new employment was created in health care and social work – the persons employed there are nearly 10% more than a year earlier. The biggest decline was registered in administrative activities, and experts attribute this to changes in the outsourcing industry. By places in the country, compared to 2022, the number of employed people increased the most in Pleven - by 5.5%. There is a decline in nearly half of the districts, but it is most noticeable in Targovishte with nearly 3%.
03.04.2024
NEGOTIATING A WAGE INCREASE
Negotiating a pay raise can become a game of nerves. So many avoid the discussion, missing out on higher pay and valuable opportunities for career advancement. Although negotiation is not always easy, it is a necessary skill in the business world. Don't let anxiety get the better of you – show you value yourself and earn the salary you deserve.
The best time to ask for a raise is when the company is in good financial shape. If the company is doing well in the given financial year, you are much more likely to get a positive response. The other important condition is that you also perform well. If all of your recent accomplishments show that you are a hard worker who does great work and makes the company successful, then you have a good chance of saying yes to a higher salary.
If you plan to ask for a raise, you need to know your worth as an employee. Do an online salary survey for your current position – including job title, years of experience, skill set, job description and location. This will give you an idea of what the average salary and compensation range is for your "colleagues" with similar characteristics in the same field.
You should decide on your target salary keeping in mind the current market value of your position. Your target should be within the average salary for people in a similar position. Try not to go too far, risking ending the negotiation before it even begins. At the same time, you should choose a figure that is high enough for the boss to make a counteroffer that still satisfies you. Carefully consider the trade-offs you are (not) willing to make.
If your company can't afford to raise your salary right now, consider another type of compensation. Depending on your company and occupation, you may also try to negotiate an increase in your bonus package, get extra vacation days, more flexible working hours, refresher training, etc. A promotion is also a good option for the future your career development, and it's free for the company. Think about what you would like to feel better at work and offer it as an alternative.
Prepare everything you need in advance so that you don't miss anything during the negotiation process. Make an appointment for a short one-on-one with your manager and outline your requests. To make the meeting go smoothly, remember to keep your emotions in check, speak calmly, and be a good listener. After the conversation, politely thank them for their time. Be prepared to hear "no" and under no circumstances threaten to leave, especially if you are not serious about it. Remember that a "no" now can turn into a "yes" later.
27.03.2024
NEGOTIATING A HIGHER SALARY WHEN STARTING WORK
Many job seekers are unaware of the fact that most companies actually leave a buffer zone for salary negotiations, as well as bonuses, benefits, and other perks.
A responsible candidate does not go into a job interview without knowing what to expect in terms of salary. Preliminary research will be of great help to you. There are many websites where you can find out about the average salary for different positions in different cities. If you don't find enough information, you can always ask people's opinions in forums and social networks.
It is common for employers to ask about a candidate's past salary history and expectations after offering them a job. An honest answer can be risky as it can turn off the employer if the numbers are too high. However, underestimating your work can also play a bad joke on you. To be on the safe side, you might say that it would be better to find out what the job entails first and only then discuss the salary.
It's a good idea to start the actual negotiations when you have a written job offer. This gives you certainty that the employer really wants you. If approval is only verbal, it is advisable to postpone salary negotiation. It is important to know what you have to offer and highlight the benefits of your work for the company.
This is especially important if the first offer doesn't seem high enough. Wages are usually raised based on the previous rate. In this case, it is appropriate to tactfully ask what the company's salary cap is and use this as a basis for negotiations. If at the beginning the proposed salary does not seem sufficient for your needs, then it will not be any different in the future.
While a paycheck is the biggest motivator for doing the job, it's not the only thing that can compensate for hard work. For example, the new hire may request a more flexible schedule or work environment, sponsorship for continuing education or membership in a professional organization. The benefits of negotiating fringe benefits outside of salary should not be underestimated.
25.03.2024
PROJECTS UNDER THE NATIONAL PROGRAM FOR EMPLOYMENT OF PEOPLE WITH DISABILITIES ARE BEING RECRUITED
Employers and recruitment authorities can now apply with projects under the National Program for the Employment of People with Disabilities 2024 to provide adapted workplaces for them, as well as for qualification and retraining. The application deadline is 17.04.2024.
Under the National Program for Employment of People with Disabilities, funds are allocated to ensure access to existing or new jobs for people with permanent disabilities of working age; adapting existing jobs for them; equipping new ones corresponding to the nature of their disease; qualification and requalification, respectively training for professional and service development. The maximum amount for the various components is up to BGN 20,000, with the exception of the one for qualification, retraining and training, which is up to BGN 2,000 per person with a permanent disability.
The methodology for financing project proposals under the National Program for the Employment of People with Disabilities, as well as the tender documentation, are published on the website of the Agency for People with Disabilities https://ahu.mlsp.government.bg/portal/page/83. Immediately after submitting the project proposal, each applicant is obliged to request from the Agency for People with Disabilities an incoming number with which it is entered in the record-keeping system, no later than the application deadline. The received incoming number proves that the project proposal was submitted on time.
22.03.2024
A NATIONAL ACTION PLAN FOR THE PERIOD 2024-2027 FOR THE IMPLEMENTATION OF BULGARIA'S NATIONAL STRATEGY FOR ROMA EQUALITY, INCLUSION AND PARTICIPATION HAS BEEN ADOPTED
The Council of Ministers adopted a National Action Plan for the period 2024-2027 for the implementation of the National Strategy of the Republic of Bulgaria for equality, inclusion and participation of the Roma (2021-2030).
The plan contains measures in all priorities of the National Strategy – education, healthcare, employment, housing conditions, rule of law and non-discrimination, culture.
The measures in it are proposed by the responsible institutions and organizations according to their competences. The adopted plan contains new measures, those whose implementation continues from the previous plan for 2022-2023, and others have been updated. They are specific, the sources of financing and the amount of the planned funds are indicated, the indicators that will be measured, the base and target values that have been set are listed.
The plan was consulted with civil organizations that are members of the National Council for Cooperation on Ethnic and Integration Issues and with other active organizations that also participated in the preparation of the National Strategy and the previous plan for the period 2022-2023.
The financial provision of the measures in the action plan will be implemented with funds from the state budget and financial support through the instruments of the EU and other donors (Financial Mechanism of the European Economic Area, Norwegian Financial Mechanism and Swiss-Bulgarian Cooperation Program).
21.03.2024
MUNICIPAL LABOR MARKETS ARE BEING RESTORED
The municipalities in the Montana region are gradually overcoming the consequences of the covid crisis and rebuilding their economy. In Brusartsi, Lom and Valchedrum, the number of employed people exceeds the level of 2019. The Municipality of Georgi Damyanovo is second in the country in terms of "loss" of employees. The municipality of Montana is first in the Northwest in terms of the share of employed people. This is shown by the analyzes of the Institute of Market Economy for the year 2022.
The recovery of the regional labor markets is uneven, experts of the Institute of Market Economy note. In the Montana region, the largest number of people started work in the city of Montana. Employment during the reporting period was provided to 14,303 people, which is 3.2 percent less compared to 2019. Calculations show that their share among people over 15 years of age is 36.7 percent. According to this indicator, the municipality is ahead of Vratsa - there it is 34.4 percent and Vidin, where it is 28.3 percent.
Almost three times less citizens - 5150 people - were placed on the labor market in Lom. This is 28.4 percent of the working-age population. The increase in the employed compared to the time before the pandemic was 2.1 percent. From the bottom reached in 2020, the municipality of Valchedrum has pushed back. 909 people were employed there, which is an increase of 0.4 percent. The situation is more favorable in Brusartsi. For the year, 413 people found work, or 11.9 percent of the residents work. The increase is by 5.9 percent compared to 2019. Thus, the municipality of Brusartsi occupies the first place in terms of change in the number of employed people in the district.
In more than two-thirds of the municipalities in the country, the employed remain below the record levels of 2019. This includes the remaining municipalities from the Montana region. In the municipality of Georgi Damyanovo, there is the most significant loss of minus 30.5 percent of working people - first is the municipality of Nikola Kozlevo (-33%), after us are the municipality of Koprivshtitsa and the municipality of Ivaylovgrad (-24%), and the reasons for this are the most -already demographically, as a result of the rapid decline of the working-age population. In the Montana region, they follow the municipality of Yakimovo with minus 15.4 percent, the municipality of Chiprovtsi - with minus 14.8 percent, the municipality of Boychinovtsi - minus 13 percent, the municipality of Berkovitsa - minus 7.2 percent, the municipality of Varshets - minus 5.8 percent . The most serious delays are seen in municipalities with a focus on the local economy in tourism and in those with the most significant demographic problems, the Institute for Market Economy points out.
"Our municipalities with less than 1,000 employees are 80, compared to 82 a year earlier, and those with less than 2,000 - 135, or half of all. As expected given their large population, all the municipalities in the top twenty are regional centers", the Institute for Market Economy points out.
The data show that the fewest people in the district are employed in the municipality of Georgi Damyanovo (287), Medkovets (356), Brusartsi (413), Yakimovo (424), Chiprovtsi (436), Boychinovtsi (715). In the group with less than 2,000 employees is the municipality of Varshets, where 1,109 people were employed on the labor market. More than twice as many, 2701 people, are in Berkovitsa municipality.
"As the labor market recovery appears to be over, at least in the leading municipal economies, it is worth comparing the numbers employed in 2019, a record for the labor market in many places. In 178 municipalities, however, there is a decrease in the number of employees, and this is most visible in Varna (-5.1 thousand employees), Nessebar (-3.3 thousand employees), Kazanlak (-3 thousand employees), Burgas (-2 .5 thousand workers). It seems that the declines are mainly related to the inability of the tourism industry to restore its employment to pre-crisis levels", the experts point out.
The data indicate that the number of employed persons in the country reaches 2.27 million people. In 2020, it fell to 2.2 million, but still far from the record of 2.32 million employed in 2019. The most are in Sofia - 768,000 people, followed by Plovdiv with 143,000 and Varna with 124,000 citizens. There are a total of sixteen municipalities with over 20,000 employees. Industrial regions succeed in creating new jobs the fastest. In Plovdiv's Maritsa and Rodopi, the number of workers increased by 1.7 thousand and 1.5 thousand people respectively, in Bozhurishte - by over 900 people. Here, too, the largest increases are in relatively small municipalities, among them Kovachevtsi (64%) and Novo Selo (53%), according to the observations of the Institute for Market Economy.
20.03.2024
WHAT HAPPENS IF YOU EMPLOYED AN ILLEGAL MINOR
The Executive Agency "Main Labor Inspectorate" carries out comprehensive control over compliance with labor legislation in all branches and activities and specialized control over the fulfillment of the requirements of the Civil Servant Act, the Health and Safety at Work Act and the Employment Promotion Act.
Labor inspectors, when carrying out inspection activities, have the power to enter freely without prior warning at any time of the day or night into any enterprise placed under the control of the inspection.
They shall also have the power to proceed with such investigations, inspections and investigations as are deemed necessary to satisfy themselves that the legal provisions are actually being complied with, including questioning in person or in the presence of witnesses of the employer or the personnel of the undertaking on all matters, related to the implementation of legal provisions. They also have the right to inspect all books, registers and documents, the maintenance of which is prescribed by the legislation on the conditions of work, in order to check their compliance with the legal provisions and to make copies or extracts from them, etc.
At the same time, employers, appointing authorities, officials, workers and employees are obliged to assist the control authorities in the performance of their functions. In the case of unlawfully preventing a control body for compliance with labor legislation from fulfilling its official duties, employers and their officials are subject to administrative criminal liability.
What is the procedure for exercising control activities by the Labor Inspectorate regarding the employment of persons under the age of 18?
Labor inspectors exercise control over the employment of persons under 18 years of age by inspecting the workplaces in which they are employed to determine whether the working conditions do not pose a risk to their health.
If a violation is established, that the employer has hired a minor without permission from the Labor Inspectorate, the prosecutor's office is notified and criminal proceedings are initiated. Starting work for a person who has not reached the age of 18, without permission from the control authority, is considered a crime according to Bulgarian legislation.
In the event that employment without a permit from the Labor Inspectorate is found, the control body draws up an act of the employer, when it is a legal entity, issues a criminal decree and sends the materials to the relevant prosecutor's office to establish the commission of a crime.
A review of the practice of the courts shows that, although rare, effective judgments have been issued against employers for employing minors.
Over the years, the procedure for issuing employment permits to persons under the age of 18 has been simplified. Currently, the employer should provide a job description, the results of the risk assessment, the safety measures and a medical report in advance. For persons aged 15 to 16 and distribution of working hours. The labor inspectorate must grant or deny permission within seven days. The refusals are related to work that is harmful to the physical and mental health of minors, as well as to activities on which the life and health of people depend, such as lifeguards.
Reference:
Art. 399 of the Labor Code;
Art. 75, para. 2 of the Employment Promotion Act;
Art. 54, para. 2 of the Act on Health and Safety at Work;
Art. 127, para. 2 of the Civil Servant Act;
Art. 402, para. 1 and para. 2 of the Labor Code;
Art. 12 of the Labor Inspection Act;
Labor Inspection Convention No. 81 of 1947
Ordinance No. 6 of July 24, 2006 on the terms and conditions for issuing work permits to persons under the age of 18
