28.05.2024

A TEN-YEAR FORECAST FOR THE DEVELOPMENT OF THE LABOR MARKET WILL BE PREPARED ACCORDING TO A PROJECT OF THE MLSP

Updated forecasts for the development of the labor market according to an advanced methodology, which will represent the demand for labor in a ten-year period, will be prepared under the project of the Ministry of Labor and Social Policy "Addressing the challenges of the labor market" BG05SFPR002-1.015 - 0001. The forecasts will provide information on labor market challenges, expected labor demand and expected labor market imbalances. A nationally representative survey will also be conducted among employers in the country to determine the emerging and disappearing professions and jobs, as well as the search for new skills related to the digital and ecological transition. The complementary information on expected labor market changes from the forecasts and the survey will support action to improve the targeting of education, training and employment policies.

Estimates of the net effect of the ongoing active labor market policy, financed with funds from the state budget, are also planned to be prepared under the project, which is financed under the "Human Resources Development" Program 2021 - 2027, co-financed by the European Union. The results of the assessments will support the process of planning and implementing the active labor market policy and directing resources to highly effective measures and programs.

The project also includes conducting a study to identify and map the available skills and attitudes for development of those working in thermal power plants and coal mines affected by the low-carbon transition in the regions of Stara Zagora, Kyustendil and Pernik. The information collected will serve employers to develop, plan and provide appropriate measures for career support and upskilling and retraining and development of workforce skills.

Partners of the Ministry of Labor and Social Policy on the project, which has a budget of BGN 3.7 million, are the National Statistical Institute, the Confederation of Independent Trade Unions in Bulgaria, the Confederation of Labor "Podkrepa" and the Employment Agency. The main goal of the activities carried out under it is to increase the effectiveness and purposefulness of the active labor market policy, as well as to improve the information provision of the decision-making process in the field of the labor market.

27.05.2024

WHAT TO DO WITH THE UNEMPLOYED

Among the more interesting news was the new estimate by the Employment Agency of the total number of inactive people of working age – over 1 million people. Although a full analysis of inactivity and its characteristics by the Employment Agency is not yet available, we can highlight several directions for reforms that could help with the activation of this large group, which seems increasingly important against the background of low unemployment and the increasingly difficult finding of personnel, the economists from the Institute for Market Economy point out.

The data of the National Statistical Institute allow a relatively detailed view of people outside the labor force. Among them - a total of 1.05 million people between the ages of 15 and 64 - more than half have a secondary education, and of them - 200 thousand people have a professional, which means that they have at least the necessary base and sufficient literacy to be trained in skills relevant to the needs of the labor market. However, with another almost 450 thousand people, the education is basic and lower, which means that their activation also implies an element of additional education. The serious preponderance of women – 594 thousand people – is striking, which reflects their role in the family, raising children and household work. From the point of view of urbanization, the large number of inactive people - 713 thousand - are in the cities, where almost all new and vacant jobs are concentrated, the analysis says.

According to the Institute for Market Economy, the bad news is that among those over 1 million people, 928 thousand are unwilling to work. The main reason for this is participation in some form of education, with 423 thousand people in this category. To the extent that those currently inactive will enter the labor market in the near future, with higher or at least secondary education, special measures and approaches to them are probably not necessary. Illness or incapacity hinders 140 thousand people, and this is the group for whom the Bulgarian labor market remains extremely difficult to access. Family work and personal reasons deter 235 thousand people, more than 2/3 of them are expected to be women.

The characteristics described in this way clearly demonstrate that a unified approach to the inactive is impossible, and that activation seems almost impossible for some of them - such are, say, housewives in high-income households. However, this does not mean that there are no measures that could at least to some extent reduce inactivity and direct additional human resources to the labor market. First of all, the inactive must be found and identified, and in this direction is the register of the inactive, which contains their characteristics, peculiarities and individual needs, proposed by the Employment Agency, according to the economists.

According to them, finding involves an active approach – while the unemployed direct themselves to the employment offices, the inactive need a nudge towards additional qualifications or a job search. This will require additional effort both on the part of the employers who fail to find the workers they are looking for, and on the part of the state – for mediators, information campaigns, training. For this reason, it is appropriate to think both about transferring the focus of active labor market policies from creating subsidized employment to career guidance and training, as well as about incentives for employers willing to train workers and inactive ones.

Increasing the flexibility of the labor market is of key importance - as we have seen, a significant part of the inactive are housewives and people with disabilities. These groups can benefit most from the creation of more part-time and telecommuting opportunities that allow them to combine employment with their other life roles. For now, Bulgaria remains at the bottom of the EU in terms of advocating these work models. Working fewer hours could also lead to the activation of part of the students and pupils, who form almost half of the inactive today. As an encouraging change, we can accept the increase in the number of employment permits for persons up to the age of 18, issued by the General Labor Inspectorate in recent years.

The regional approach to activation is no less important - the profile of the inactive in different parts of the country differs, and it is possible that the employment they desire can be found elsewhere. We cannot fail to mention the failed integration of the Roma, who make up a significant part of the inactive, and face one of the most serious obstacles to finding a job in the light economy.

Finally, it is not impossible for some of today's inactives to enter the labor market without outside help. This would be a logical result of the growth of wages and the improvement of the standard of living of the workers, in the course of convergence with the average European level of economic development. The creation of more well-paid jobs is among the factors that can "by itself" generate more supply of labor for which the "right" price has not yet been reached, concluded the Institute for Market Economy.

23.05.2024

"I'M SICK OF IT" AND OTHER ALLEGEDLY HARMLESS, BUT FORBIDDEN REVELATIONS AT WORK

If you don't feel like saying "I'm fed up" at least once a day, then you are one of the lucky ones who have the perfect job. However, it is more likely that you are one of those who have no shortage of reasons for this phrase: a boss who does not know exactly what he wants, a colleague who did not fulfill his duties on time and interferes with you, a capricious client, an impudent partner, etc.

However, psychologists say that in the office you should avoid seemingly harmless remarks that show emotional instability. "I'm fed up" is from them.

When you frequently say such negative phrases, you probably think you're letting yourself off the hook. But with them you achieve two negative effects.

The first is that they start to think of you as someone who can't handle pressure. I.e. reputational damage.

The second effect is that you burden the colleagues you are complaining to. And the damage to your reputation, because no one likes whiners.

Also, it's a little doubtful that you're really relieving yourself by regularly declaring "I'm fed up" and the like to the public.

Let's say there's something you're fed up with. The colleagues to whom you say it can understand you in a specific situation. You are tense, de-stress. They show sympathy, they listen to you. But this is rather a condescending sympathy, from which your self-esteem will not rise.

When you complain a lot, colleagues will not only stop paying attention to you, but they will also start to avoid you. Because you seem irritable and unable to bear the pressures that accompany your job. Therefore, the bottom line is that you are not for this place.

If the advice of experts to try to keep negative emotions to yourself seems excessive, think about what will happen if the colleagues you complain to reciprocate in the same way. You say "I'm fed up" and pour out what. One by one they reply "Oh, if only you knew how fed up I am" and also pour buckets of complaints. Finally, it becomes so dismal and hopeless that the only reasonable way out will seem to be to immediately take your hats and go looking for another job.

By the way, a very reasonable question that you should ask yourself first is, if you very often want to scream "I'm fed up", what are you still doing in this workplace? When one feels unhappy, one does not complain incessantly, but does something to change the situation.

You don't do well with the line "I don't care" either. It doesn't matter what it was caused by - by a remark of the boss, by the fact that you did not get something you wanted, by the failure of a task. In any case, the phrase is from the so-called passive-aggressive, shows nerves, poorly suppressed anger, in other words, emotional instability.

According to psychologists, it also betrays immaturity. A sane adult rarely cares when something bad happens to him at work because he realizes that it could hurt his career. You want to appear stoic to your colleagues, but you're actually damaging your reputation again.

Specialists advise not to make demonstrations of nepukism, but on the contrary - that you realize the failure. But it doesn't paralyze you because you can analyze why it happened and learn how to never let it happen again.

Like "I'm fed up" and "I don't care" begs the question of what else you're doing here once you've stopped caring whether you succeed or fail at your job.

"Anyway" is a third bad phrase for the boss and colleagues. It can carry an aggressive message, in the sense "Whatever you say to me or whatever I say to you, we will not get along". It can also be uttered in a tone that betrays annoyance or resignation, meaning "Do what you want, I don't care". You keep showing toxic behavior, which again damages your professional reputation, the experts point out.

They advise throwing these phrases out of your vocabulary and never uttering them publicly in the office.

If you think you're going to really calm down, go outside and call your loved one, your friend, your mom. Before each of them you can say these phrases as many times as you want without worrying. You can also meekly sit at your desk and type on your phone several times "I'm sick, I'm sick" or "I don't care, I don't care". But don't come off as emotionally unstable in front of colleagues and especially in front of the boss.

IS IT POSSIBLE TO INCREASE THE SALARY WITH A BACK DATE

Is it possible for a worker or employee's salary to be increased retroactively, and if so, what should be done?

Yes, it is possible. The law gives the right to the employer to increase the labor remuneration of the worker or employee unilaterally with a corresponding order. In such cases, it is not necessary to conclude an additional agreement between the worker or employees and the employer. This is because the increase in wages in this way takes effect from the date specified in the employer's order. In this regard, from the same date, the insurance income of the worker or employee, on which insurance contributions are due, also increases.

I remind you that according to the law on labor relations, the worker or the employee is obliged to perform the work for which he agreed and to observe the established labor discipline, and the employer - to provide the worker or the employee with conditions for the performance of the work and to pay him remuneration for the work done.

The employer is obliged, within the established terms, to charge wages to employees for work performed by them, to pay the agreed wages for the work performed and to issue, upon request from the worker or employee, an extract from the wage lists for the paid or unpaid wages and benefits.

The amount of the basic and additional wages of a permanent nature, as well as the periodicity of their payment, are determined already at the conclusion of the employment contract. These are mandatory elements of its content and the amounts for them should be agreed upon and indicated separately from each other.

Labor remuneration is paid in the enterprise where the work is performed. The remuneration is paid in advance or in full every month twice unless otherwise agreed.

The different terms for the payment of labor remuneration can be agreed by the parties in the labor contract or determined in the internal rules for the wage of the enterprise, but in all cases the employer owes the entire amount of the labor remuneration, as a prerequisite for the application of this rule is the worker or that the employee performs his work duties accurately and in good faith.

The remuneration is paid personally to the worker or the employee according to the payroll or against a receipt or at the written request of the worker or the employee - to his relatives. At the written request of the worker or employee, his remuneration is transferred to a deposit in the bank specified by him.

In the case of conscientious performance of labor duties, the worker or employee is guaranteed the payment of labor remuneration in the amount of 60 percent of his gross labor remuneration, but not less than the minimum wage for the country. The difference up to the full amount of the remuneration remains due and is payable additionally together with the statutory interest.

Labor remuneration is paid in money. Additional labor remuneration or a part thereof may be paid in kind if this is provided for in an act of the Council of Ministers, in a collective labor agreement or in the employment contract. This means that it is not possible for the employer to unilaterally change these conditions, including that it is not possible to pay the entire amount of remuneration in kind, thereby avoiding payment of the wage in money.

21.05.2024

IT IS PROPOSED TO LEGISLATE STRESS IN THE WORKPLACE

A directive aimed at eliminating stress at work must be a priority for the next European Commission if it is serious about improving mental health in Europe.

This appeal is made by the European Trade Union Confederation in relation to psychosocial risks in the workplace during the current European Mental Health Week.

Europe's stress and burnout epidemic is worsening due to a combination of poorly organized work, overwork, the expectation of permanent placement, insecure work and new practices of employer surveillance and high-pressure work, the European Trade Union Confederation warns.

In the last mandate, the European Parliament called on the Commission to present legislation on psychosocial risks. The European Trade Union Confederation is calling for a directive on psychosocial risks, as well as swift progress on the legislative process currently underway for a directive on teleworking and the right to break.

However, there is still no EU legislation dedicated to psychosocial risks, although:

– Time pressure or work overload jumped from 19.5% to 46% between 2020 and 2022.

- 44% of workers agree or strongly agree that they are experiencing more work-related stress as a result of the Covid 19 pandemic, according to the EU-OSHA barometer.

– Over 40% of depression cases in the EU and UK are due to psychosocial factors in the workplace.

- People who regularly work from home are six times more likely to work in their free time and twice more likely to work 48 hours.

– Less than 40% of workplaces in the EU have action plans to prevent psychosocial risks at work.

- The European economy loses €620 billion a year due to work-related depression alone.

The General Secretary of the European Trade Union Confederation, Esther Lynch, commented: “Stress cannot be ignored. People who care about their work often don't get the time, equipment or support they need to do it right. It is stressful for a teacher or nurse not to be able to do their job the way they know they should. The data shows that, unsurprisingly, there is a huge spike in work-related mental health problems. We will hear a lot of well-intentioned words about mental health from politicians this week, but the real test of their commitment will be whether the EU adopts a directive to tackle stress at work.'

20.05.2024

NEARLY 10,000 UNEMPLOYED PEOPLE WILL START WORK UNDER THE NATIONAL EMPLOYMENT ACTION PLAN IN 2024

The government adopted the National Employment Action Plan in 2024. It foresees 9,926 unemployed people to start work under programs, projects and measures, and over 9,000 people to be included in training to become more competitive in the labor market . The financing of the planned activities will be within the approved funds from the state budget for active labor market policy - BGN 88 million, which is BGN 15 million more than in 2023.

As a result of the implementation of the actions, programs, projects and measures set out in the plan in 2024, the unemployment rate is expected to decrease to 4%, and employment in the 20-64 age group to reach 77%.

Key employment policy priorities in 2024 include promoting employment and reducing unemployment, including among disadvantaged groups in the labor market. An important focus is increasing the quality of the workforce in the context of the digitalization of the economy and the just transition to climate neutrality.

The wages of the unemployed included in full-time subsidized employment will be in line with the minimum wage and will be increased from BGN 780 to BGN 933. The wages of young people included in the "Start a Career" program will also increase (from BGN 920 BGN per BGN 1,100); of youth and Roma mediators (from BGN 950 to BGN 1,140); of psychologists and case managers working under the National Program "Activation of Inactive Persons" (from BGN 1,070 to BGN 1,280).

In 2024, the implementation of the incentive measure under Art. 36 of the Employment Promotion Act. According to the order of the measure, employers are encouraged to hire unemployed persons from disadvantaged groups in the labor market, by providing funds for labor remuneration, social and health insurance, funds for vocational training and funds for a responsible person (mentor). This measure envisages employment for up to 9 months for 1,000 unemployed and training for 100 people.

According to the Regional Employment Programs of the 28 regions, 1,950 unemployed people are expected to start work. Under the "Beautiful Bulgaria" project, 300 people will be employed in the field of construction.

17.05.2024

A 3 WEEK VACATION EXTENDS LIFE, 4 DAYS - MELTS STRESS

Don't think that your otherwise healthy lifestyle will compensate for too much work and lack of recreation. If you haven't already for this year, take a break. A vacation can extend your life.

Trust yourself. These are the words of specialist in aging medicine with professional interests in the effects of stress Prof. Timo Strandberg from the University of Helsinki. He uttered them last year to the participants of the European Society of Cardiology congress, and behind the statement there is a 40-year study. It turns out that vacations not only create memories for years to come, but also add years to our lives.

People who take less than 3 weeks of vacation per year have a 37% greater risk of premature death. And this probability is real, although in everything else the person may live according to a textbook for centenarians.

The study included 1,222 middle-aged men in middle and senior management positions. All had at least one risk factor for cardiovascular disease (smoking, high blood pressure, high cholesterol, elevated triglycerides, blood sugar problem, overweight).

The volunteers were divided into two equal groups: one subjected to planned effects by the researchers - interventional, and second, control. Participants in the intervention group received oral and written advice at 4 months to perform aerobic physical activity, eat a balanced and moderate diet, maintain a healthy weight, and stop smoking.

When health advice was not effective, they also received drugs recommended at the time to lower blood pressure and lipids. The men in the control group received usual health care and were not further counseled by the researchers. The only thing that was common to all was that the data on the duration of work, sleep and vacations were regularly filled in for all participants.

What is happening?

Thanks to the healthy life of the first group, the risk of heart and vascular diseases was reduced by 46% compared to the control group by the end of the study in the first 5-year phase. However, after 15 years there were more deaths in the intervention group. Extending follow-up to 40 years based on death registries, the researchers found that mortality was almost consistently higher in the closely monitored group than in the control group. Behind the paradox is a peculiarity. Despite the fact that the participants in the "healthy" group had a useful lifestyle in general, they spent less time for real rest. Those who took less than 3 weeks of vacation were 37% more likely to not live the average life expectancy of their peers.

"In our study, men with shorter vacations also worked more and slept less in their day-to-day lives - this stressful life may have canceled out the benefits of the good stuff. On the other hand, just keeping up with all the demands of a healthy life may also have added stress. It is important to get this right: our results do not show that health education is harmful. They report that stress reduction is an essential part of programs aimed at reducing the risk of cardiovascular disease. "Lifestyle advice should be judiciously combined with modern drug treatment to prevent cardiovascular events in high-risk people," explains the scientist.

In many countries, the possibility of paid leave of more than 21 days, especially in bulk, is an unthinkable luxury. According to global studies, countries such as France, Italy, Spain, Monaco, Scotland are rather exceptions, where paid long vacation is a legal right and it is considered common to take 1 month off in the summer. At the other extreme is the United States, the only developed economy that does not have guaranteed paid leave for its workers.

Studies on the effect of shorter but more frequent long weekend vacations can have "magical" effects. For example, if you used the days off around Easter to relax, those 4 days off made you more stress-resistant for the whole month.

16.05.2024

"SILENT HIRING" - THE INVISIBLE REVOLUTION IN THE LABOR MARKET

In today's dynamic business environment, maintaining a constant headcount while investing in the professional development of existing staff has become a challenge for many organizations. In an effort to fulfill these two goals and overcome the talent shortage, many companies have begun to practice the so-called "quiet hiring".

"Silent hiring" of employees is gaining popularity as a strategic alternative to traditional recruitment methods. Instead of constantly expanding the workforce by bringing in people from outside, organizations are increasingly focusing on upskilling and reskilling available talent. In this way, they not only maintain a stable number of employees, but also foster a culture of continuous learning and growth among their teams.

Already last year, Gartner outlined "silent hiring" as one of the key trends for 2023, highlighting its growing importance. Unlike other current trends, it seems to be here to stay and has excellent potential to disrupt traditional recruitment strategies, writes Euronews.

Potential right under the noses of the bosses

Skills shortages are widespread, with artificial intelligence playing a crucial role in its expansion. Working with AI is no longer just a desired skill, but an indispensable part of training and career development – the ability to use the technology is the focus of most, if not all, recruitment teams.

The past year has been marked by sensitive layoffs, and companies like Google, TikTok, and Grammarly have made no secret that layoffs will be followed by hiring with AI skills.

These global waves of layoffs have left companies grappling with a bigger challenge: balancing workforce numbers while investing in team development.

Upskilling, seen as a strategic investment, offers companies a way not only to weather the storm of layoffs, but also to emerge stronger and more competitive in the long term.

This is where upskilling comes in. Instead of looking at layoffs as the only solution to optimizing employees, management teams are recognizing the enormous potential that lies within the existing talent pool.

By investing in upskilling initiatives, companies can empower their employees to acquire new skills, adapt to evolving technologies and take on new challenges.

Instead of viewing employees as people with fixed skills, companies can unlock the untapped potential that lies within them.

Retraining (and promotion) for retention

"Silent Hiring" also fosters a culture of continuous learning and development in the workforce by having employees actively seek out and pursue professional development opportunities.

This is achieved by empowering existing talent, encouraging them to explore different roles and projects within the company and investing in their development. By taking these steps, management teams can reduce talent shortages while driving employee loyalty, satisfaction and retention.

Tangible skills have never been more important. In fact, recent studies show that companies are integrating targeted learning with key skills such as leadership, collaboration and analytical thinking in an effort to both foster professional growth and cultivate a supportive team culture.

To retain the best talent, it is important that organizations prioritize internal career growth opportunities, reducing overall reliance on outsourcing and encouraging career mobility.

In today's changing workplace dynamics, a strategic approach to talent management is essential. "Silent hiring" combined with robust upskilling initiatives offers a sustainable solution to address skills shortages and ensure long-term success.

Still, career path changes can startle and unsettle some employees. However, a situation where people feel they have limited opportunities for development or advancement within their current organization can be much more discouraging. A lack of career development and growth can quickly lead to feelings of stagnation, frustration and dissatisfaction among employees.

By implementing specially designed training programs and strategies, the transition to a more opportunistic environment should be seamless and stress-free. Instead of making retraining or upskilling an obligation, it's crucial to frame it as an opportunity for personal and professional growth, experts advise employers.

Employees should see this as a chance to expand their personal portfolio, acquire new skills and improve their opportunities in the ever-evolving job market.

Investing in the future

"Silent hiring" and upskilling go beyond simply filling immediate talent gaps; they are crucial steps in securing the future of the workforce.

By providing employees with opportunities to acquire new skills and embrace emerging technologies, organizations not only remain competitive, but also create an optimal environment for career development.

When companies prioritize internal talent development and establish a culture of continuous learning, they position themselves to meet the demands of tomorrow and excel in an increasingly competitive marketplace.

Organizations need to be able to look at individuals and understand not only the skills they have today and the value they can bring to the business now, but also how they can and want to grow and what that growth will look like for the future of business.

Building a talent-centric company means that in order to achieve their business goals, organizations must first unlock the potential of their most valuable asset – their people.

15.05.2024

VERBAL PUNISHMENT ORDER

Does the employer have the right to impose a fine on an errant employee by verbal order?

The types of disciplinary punishments are comprehensively specified in Art. 188, para. 1 of the Labor Code. They are three: notice, warning for dismissal and dismissal. It can be seen that the employer has no right to impose the penalty "fine", as it is not provided for in the law.

In this particular case, another violation of the Labor Code was committed. Disciplinary punishments can be imposed only after mandatory compliance with the procedure provided for in the code (Art. 189 - Art. 194 of the Labor Code) and this can only be done by means of a written order (Art. 195 of the Labor Code).

The two violations of the law give the punished person the right to refer the labor inspectorate, and if he deems it necessary, to file a claim against the employer in court according to the procedure for resolving labor disputes.

15.05.2024

FOREIGN MULTINATIONALS EMPLOY ALMOST 30 PERCENT OF ROMANIA'S WORKFORCE IN 2022

As much as 29.2 percent of the total number of employees of enterprises active in 2022 in Romania worked in enterprises owned by foreign multinational groups, according to data published by the National Institute of Statistics (INS) of Romania.

In the year in question, 21.7 percent of total employees were active in multinational corporate groups controlled by the top 10 countries in the ranking, the INS release showed. By share of the employed workforce, the subgroups of enterprises controlled by legal or natural persons from Germany lead the ranking (18.1%), followed by those controlled by France (11.2%) and controlled by the United States of America (9, 3%).

As a share of the employed workforce in the total number of foreign-controlled multinational company groups, the subgroups of German-controlled enterprises dominate the sectors Manufacturing (9.3 percent), Wholesale and retail trade; Repair of cars and motorcycles (3.3 percent) and Professional, scientific and technical activities (2.9 percent).

In the subgroups of French-controlled enterprises, 4.5% of those employed are in manufacturing, 2.3% work in Wholesale and Retail Trade and Repair of Automobiles and Motorcycles, and 1.4% work in Information and Communications . Subgroups of enterprises controlled by the United States of America have the most employees in manufacturing (3.8 percent) and information and communications (2.8 percent).