Living and working conditions: Ireland

Before leaving for Ireland you should first look at Irish job opportunities and seek pre-departure advice and information from EURES Advisers in your own country. You can contact them at your local Public Employment Service Office (also see EURES website).  On arrival, one of your first points of contact for assistance in securing employment and other information on Ireland should be a EURES Adviser or your local Intreo office (please note a PPS number may be required in order to obtain any of the services offered by Intreo). Please visit EURES Ireland for more information on job searching in Ireland.

EEA nationals have free access to the services of the Irish employment service. Details of vacancies in Ireland can be accessed through any Employment Services Office/Intreo Office and/or the JobsIreland site. 

Private Recruitment Agencies cannot charge job seekers for the basic service of registering on their databases. All agencies must be licensed by the Department of Enterprise, Trade and Employment. A list of licensed employment agencies is available from the Employment Agency Licensing Section of the Department. For further information please visit Employment Agencies - Workplace Relations Commission

Private agencies are also listed under "Employment Agencies" in the Golden Pages Telephone Directory and at the Agencies’ Association, the Employment and Recruitment Federation  

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Applications

Application letters

Your letter of application should be typed on plain white A4 paper. You should write clearly and you should highlight your personal qualities and your relevant experience. Copies of qualifications, references should be included. Most companies will reply to your letter even if you have been unsuccessful. 
If you have not been contacted within about four weeks, you may wish to telephone the company to make sure your letter was received.

Application forms

When applying for a job, you may be asked to fill in an application form. The use of such forms is widespread, but they tend to follow a similar format. Standard questions may cover education and training, work experience, hobbies and personal interests. Companies in Ireland like to get an idea of what you do outside work as this might provide an insight into the qualities you would bring to the job. You only need to supply a photograph if this is requested on the form. It is critical that your form arrives with the company before the specified closing date. If your form is late, it may not even be considered.

Interviews

If a company is impressed with your application letter or form, they are likely to offer you an interview. Please note that under EURES Targeted mobility scheme (TMS) you may apply for a financial support to cover an interview trip to another EU/EEA country. Some employers may be happy to interview you over the phone or however, depending on the job, sometimes a face-to face interview may be necessary.

You may be interviewed by just one person or by a panel of interviewers. They will ask you questions in an attempt to find out whether you are the person they are looking for. You may well be asked questions about your motivation, your education and about the company itself. You may also be asked to expand on information given in your application letter or form. It is crucial that you are thoroughly prepared for the interview. Find out as much as you can about the company, as well as any current issues in its market sector. If you can talk authoritatively about the company, you will create a good impression. You should have with you copies of your CV, qualifications, employer testimonials and any other documents you think you may need. 

Curriculum Vitae

Your CV should be one to two pages long and provide an account of you, your work experience and your qualifications. There is no set format, but you should generally include:

• Your personal details
• Your education (including schools, dates and places)
• Your work experience (including dates, most recent job first) including volunteering
• Your language skills (especially if English is not your first language); and
• Your interests and hobbies.

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Definition

The National Traineeship/Further Education and Training (FET) programme is an occupational skills development programme which combines formal training and workplace coaching with an employer. The training content and occupational standards for all traineeships are based on consultation with employers, trade union, regulatory bodies and interest groups. Traineeship – ETBI

The full list of traineeships available can be found at:  https://www.fetchcourses.ie

There are many FET courses available under 2 different types of training.

The Traineeship Programme provides training and relevant work experience. If you are unemployed and looking for an opportunity to gain training, experience and a formal qualification in a particular area of work, the Traineeship Programme may suit your needs. Traineeships are full-time. The duration of the programme will depend on the area in which you choose to train. When your initial training is completed, you move back and forth between the centre and the employer's workplace, further developing your skills and gaining practical experience. When you complete your course, you will receive a Qualification and Quality Ireland (QQI) award at either Certificate or Advanced Certificate level.

Specific Skills Training (Specific Skills Training (SST) - Waterford and Wexford Education and Training Board )allows people who have lost their job or who are changing job to learn new job-related skills. There are short and long day courses, online courses, blended learning and evening courses. The courses on offer vary from centre to centre and from year to year with different levels of certification. The courses are run during the day and in the evenings. Priority on daytime courses is given to unemployed people. A day course is free to all unemployed people, even if you are not getting a social welfare payment. An evening course is not free unless you are getting a social welfare payment

Eligibility

The minimum age for participation on a Traineeship programme is the statutory school leaving age of 16 years.

You are eligible to take part in a FET course if you are unemployed, redundant or no longer in full-time education. You may also be eligible if you are getting a disability-related social welfare payment or a One-Parent Family Payment.

EEA nationals can avail of traineeships if they meet the other eligibility requirements. 

Implementation

SOLAS was established in 2013 under the Further Education and Training Act as an agency of the Department of Further and Higher Education, Research, Innovation and Science. Their work is guided by the Further Education and Training (FET) Strategy 2020-2024 and the SOLAS Corporate Plan. 

Education and Training Boards Ireland (ETBI) is the national representative body established to collectively represent the sixteen Education and Training Boards (ETBs) and promote their interests, which is recognised by the Minister for the purposes of the Education and Training Boards Act 2013.

Certification in the Further and Higher Education and Training Sector is usually in alignment with the National Framework of Qualifications – an awards framework of 10 levels which is aligned to the European Framework of Qualifications. Quality and Qualifications Ireland (QQI) quality assures institutions of further and higher education and training, validates educational programmes and makes awards to learners.

Living and working conditions

Apart from evening courses, all FET courses are free and you may be paid a FET training allowance for the duration of your course. You can also claim a meal allowance, an accommodation allowance if you need to live away from home for the duration of the course or a travel allowance if you live 5 km or more from the course centre. You may also qualify for free childcare.

Where to find opportunities

To apply for a place on a traineeship, you must first register with your local employment services office or Intreo centre. You will be interviewed to identify the course that will best suit your needs. Due to the pressure on some courses, you may not get a place immediately on the course of your choice. You can search online for FET courses.

Funding and support

A FET training allowance may be paid if you take part in the Traineeship Programme or Specific Skills Training.

Apart from evening courses, all FET courses are free and you may be paid a FET training allowance for the duration of your course. You can also claim a meal allowance, an accommodation allowance if you need to live away from home for the duration of the course or a travel allowance if you live 5 km or more from the course centre. You may also qualify for free childcare. www.fetchcourses.ie

Where to advertise opportunities

Employers should contact their local Intreo/Employment Services office to discuss advertising the traineeship. Details of these can be found at:  https://www.gov.ie/en/directory/category/e1f4b5-intreo-offices/

Funding and support

In Ireland, the programme participant will be paid a Training Allowance by the Government.

Legal framework

The apprenticeship system in Ireland is governed by the 1967 Industrial Training Act. A national apprenticeship council oversees apprenticeship in Ireland. SOLAS (Ireland’s further education and training (FET) authority) is the lead agency responsible for apprenticeship on behalf of the government. It collaborates with the Higher Education Authority (responsible for tertiary education), Quality and Qualifications Ireland (industry and education) and training providers across both the FET and third level education system. It is the responsibility of SOLAS to maintain a national register of employers approved to take on apprentices and a national register of apprentices. Apprenticeships are open to all above the statutory school leaving age (16) including young adults leaving education and training and those already in employment. The minimum educational entry requirement is the Junior Certificate or equivalent, though some apprenticeships and employers have differing minimum entry requirements.

Description of schemes

In Ireland, apprenticeships are administered by SOLAS The Further Education and Training Authority.

All employers have to be approved by SOLAS before they can hire apprentices. The apprentice is registered by an approved employer prior to the commencement of the apprenticeship programme.

Apprenticeship programmes consist of alternating phases of On-the-Job and Off-the-Job training and education. This model of training allows apprentices to integrate the knowledge and skills acquired during Off-the-Job training and education with those gained in the On-the-Job phases of training. The exposure to changing industrial contexts and the opportunity to further practise and develop their knowledge and skills enables apprentices to achieve the high levels of competence expected of craftspeople in the contemporary workplace.

The structure of apprenticeship programmes ensures that the training and education delivered to apprentices are grounded in the needs of the workplace. The culture of apprenticeship learning and development prepares apprentices to be adaptable, flexible and to be self-motivated to manage change. The programme also prepares the apprentice to meet the challenge of future developments in their craft and the workplace by equipping them with the necessary skills, knowledge and competence. The alternating phases of training generally consist of three Off-the-Job phases and four On-the-Job phases, although differences do occur in some apprenticeships.

An apprentice has a formal employment contract and is paid a salary during apprenticeship training. Apprenticeships can last between two and four years.

Apprenticeships also lead to internationally recognised qualifications. These can be from level 6 to level 10 on the National Framework of Qualifications.

Eligibility

Generally the minimum age is between 16 and 18 years old. There's no maximum age limit.

Some apprenticeships may have minimum educational qualifications.

You'll find the qualifications you need and full eligibility requirements in the programme information for each apprenticeship.

EEA nationals can avail of the apprenticeships if they meet the eligibility criteria for the programme and are employed by a pre-approved employer who is a registered employer within the state. 

Living and working conditions

The National Apprenticeship Office is a new body established jointly in January 2022 by SOLAS and the Higher Education Authority to implement the Action Plan for Apprenticeship 2021-2025.The Office is the lead agency responsible for apprenticeship on behalf of Government, working in close partnership with employers, the Higher Education Authority, Quality and Qualifications Ireland, industry and education and training providers across further and higher education.

Generation Apprenticeship

Where to find opportunities

There are a wide range of apprenticeship programmes available, in industry areas that include finance, ICT, biopharma, construction, engineering, hospitality and arboriculture. The full range of available programmes are available on: https://apprenticeship.ie/career-seekers/jobs 

Intreo is the Public Employment Service of Department of Social Protection which is a single point of contact for all employment needs and offers practical, tailored employment services and supports for jobseekers and employers alike.

Funding and support

While attending Off-the-Job phases of training the apprentice is paid a continued training allowance by SOLAS from an apprenticeship fund. Throughout the On-the-Job training phases apprentices are paid the normal apprentice wage rate by the employer. In most cases such rates have been agreed between employer and trade union representatives and vary according to the year of apprenticeship.

Where to advertise opportunities

Employers must be pre-approved by SOLAS and advertise apprenticeships opportunities directly or on JobsIreland and https://apprenticeship.ie/career-seekers/jobs 

Funding and support

In Ireland the off-the-job training elements for apprenticeships are fully supported and funded by the government (SOLAS/Education Training Boards).

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

It is highly advisable to have accommodation arranged before you come to Ireland. Hostels are generally the cheapest form of temporary accommodation; some “Bed and Breakfast” outlets also offer good rates. 

Rented accommodation

Rented accommodation is available both furnished and unfurnished. Deposits of up to one month's rent are normally required. Accommodation for rent is advertised on the internet. Estate agents in Ireland both sell and let property. It is common in Ireland for people who have not met before to rent a house together and to share the costs of the house, including gas, telephone and electricity bills. 

If you are finding it difficult to pay your rent you may apply for Rent Supplement. The rules for Rent Supplement are complex. You will not get Rent Supplement if you are in full-time employment, however, you may be able to retain your Rent Supplement if you have been unemployed for 12 months and are returning to work. More information on Rent Supplement can be found on https://www.gov.ie/en/service/fb3b13-rent-supplement

Buying Property

Details of houses for sale are available in newspapers, estate agents and on the internet. You can get a mortgage from banks, building societies or mortgage brokers. Interest rates vary and may be at a fixed or variable rate. 

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There is a wide variety of primary and second level schools to choose from. It is important to research well before deciding to accept a place for your child. You can get a list of Irish schools on a county-by-county basis from the Department of Education  

To enrol your child/teenager, contact the school of your choice directly. In areas of high population density such as Dublin you will need to enrol early (in some cases as soon as your child is born) to secure a place. In schools with waiting lists priority is often given to students from the local primary schools or students who have a relative already in the school. 

Third-level education is made up of a number of sectors. The university sector, the technological sector and the colleges of education are substantially funded by the State (some registration fees apply). In addition, there are a number of independent private colleges. The Higher Education Authority is the statutory agency responsible for the funding of universities, institutes of technology and certain other higher education institutions. If you are thinking of going to college you can search the Qualifax website  for details of courses. Generally, applications for undergraduate courses in Ireland are made through the Central Applications Office (CAO).

The Irish government provides free education at both primary and secondary level. 

Most undergraduate students attending publicly funded third-level courses do not have to pay tuition fees. Under the terms of the Free Fees Initiative, the Department of Education pays the fees to the colleges instead. However, a separate annual charge is payable to colleges for the costs of student services and examinations. 

The maximum rate of the student contribution for the academic year   2024 – 2025 is €2,000.

Entry to approved third level courses is extremely competitive and places are allocated on the grades achieved in the Leaving Certificate - the final secondary level school exam. 

For more information on the Irish education system visit: http://www.citizensinformation.ie/en/education

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Anyone starting employment in Ireland must apply for an Irish Personal Public Service Number (PPS). The Personal Public Service number (PPS Number) is a personal reference number. It helps you to apply for benefits and to get information from public service agencies quickly and easily. This includes services such as Social Welfare, Revenue, Public Healthcare and Education. To find out how to obtain a PPS number visit gov.ie - How to get a Personal Public Service (PPS) Number (www.gov.ie)

If you are a member of EU and/ or European Economic Area (EEA) a residence permit is not required. All non-nationals who are not citizens of a Member State of the European Union, the European Economic Area or Switzerland, must register with the Garda National Immigration Bureau http://www.inis.gov.ie/en/inis/pages/registration

EU/ EEA nationals have the right to live and work in Ireland without a work permit and have the same rights as Irish nationals with regard to pay and working conditions. 

A non-EEA national (with some exceptions) requires an employment permit to take up employment in Ireland.

Further information:

Employment Permits Section:
Department of Enterprise, Trade and Employment
Earlsfort Centre
Lower Hatch Street
Dublin 2
D02 PW01

https://dbei.gov.ie/en/What-We-Do/Workplace-and-Skills/Employment-Permits

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ON ARRIVAL PLEASE ENSURE THAT YOU HAVE:

• A valid EU/EEA or Swiss passport or valid national ID card
• A copy of the contract or terms and conditions of employment and an understanding of them
• Accommodation in the area to which you will be moving
• A European Health Insurance Card (EHIC), emergency medical expenses cover or private health insurance (optional)
• Sufficient funds to last until you are paid or to return home if necessary
• Appropriate E-forms/ U1/U2
• Appropriate language skills of the country in which you wish to work
• A work permit if it is required
• Copies of all the necessary documents (CV, passport, diploma etc.)
• Certified translations of all your education and qualification documents
• A recognition of your qualification www.qqi.ie
• Make sure:
  • You know social insurance (welfare) and health insurance rules in hosting country
  • You have information about transferring your social welfare (security) entitlements
  • You have information about jobseeker’s benefit transfer if you are unemployed
  • You know the taxation system in your host country

If you have any queries in relation to the above call your local Public Employment Services Office.

AFTER ARRIVAL YOU NEED TO:

• Check with the Department of Social Protection for up-to-date information about Social Security regulations. You may need to apply for PPS number (Personal Public Service Number) e.g. if you are taking up employment in Ireland. Please visit Personal Public Service (PPS) Number for information on how to apply.
• Open a bank account to access your wages
• Register yourself with Revenue to avoid paying emergency tax. Registration is done online here: myAccount (ros.ie) 

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

The minimum age for a regular job in Ireland is 16. A person under 18 may not be employed for more than 40 hours a week or 8 hours a day, except in a genuine emergency. 

Types of employment in Ireland

Employed or self-employed?

While in most cases it will be perfectly clear who is an employee in Ireland, sometimes a business anxious to avoid employment legislation, tax and social insurance may insist that all people working for the firm are self-employed rather than employees. Deciding whether you are employed or self-employed has a number of implications for you. The majority of employment protection legislation in Ireland applies to employees only and the tax and social insurance system will treat you very differently depending on whether you are employed or self-employed. The Code of Practice on Determining Employment Status contains criteria which can be used to clarify whether a person is employed or self-employed. In most cases, it is clear whether a person is an employee or not. However if this is a problem for you, then it is best to get more detailed legal advice or guidance from your local tax office or the Scope Section of the Department of Social Protection https://www.gov.ie/en/publication/80e5ab-prsi-pay-related-social-insurance/#scope-section

Part-time employees

The number of people working in part-time employment in Ireland has greatly increased in the past few years. One of the reasons is a more flexible, family-friendly attitude by employers to employees working in this way. Part-time employees are in a similar position to full-time employees when it comes to employment protection legislation, although in some instances a part-time employee will need to work a set minimum number of hours for a set period of time before acquiring rights. You can read more about the Protection of Part time Employees in Ireland in The Protection of Employees (Part-Time Work) Act 2001. 

Fixed-term employees

Many more people are now employed on a fixed-term basis (or on specific purpose contracts). Employees working on repeated fixed-term contracts are covered under the Unfair Dismissals legislation; however they need to have at least one year's continuous service before they can bring a claim under the Unfair Dismissals Act. Under the Protection of Employees (Fixed Term Work) Act 2003, employers cannot continually renew fixed term contracts. Employees can only work on one or more fixed term contracts for a continuous period of four years. After this the employee is considered to have a contract of indefinite duration (e.g. a permanent contract). 

Casual employees

There is no definition of 'casual employees' in employment law in Ireland. In reality, casual workers are on standby to do work as required without fixed hours or attendance arrangements. However, these workers are employees, for employment rights purposes. Some legislation will apply, for example, the right to receive a pay slip. In other instances where a set period of employment is required it will be unlikely that a casual employee will have sufficient service to qualify, for example, two years’ service is required in order to be entitled to statutory redundancy. 

Seasonal work

In Ireland there is no separate legislation provision to distinguish the difference between those identified as those employed in seasonal work compared to those in any other type of employment. 

Certain sectors of the labour market in Ireland are dependent on seasonal workers, for example the fruit picking industry,. In 2024, the fruit picking industry in Ireland employed approximately 112,000 people Seasonal Workers employment status of employment rights are equal as that of all other workers in the state who have fixed term or temporary contract.

A contract of employment must specify the following under the Terms of Employment (Information) Act, 1994 and 2001. Employment (Miscellaneous Provisions) Act 2018.

• Full name of employee
• Full name of employer
• Address of employer
• If temporary contract (expected duration of temporary contract)
• If fixed term contract (date on which contract expires)
• Rate of remuneration
• Minimum wage pay reference period (weekly, monthly or otherwise) used to calculate hourly rate of pay or the National Minimum Wage Act 2000). The employee may, under Section 23 of the National Minimum Wage Act, 2000, request from the employer a written statement of the employee’s average hourly rate of pay for any pay reference period falling within the previous 12 months. Since 1 January 2024, the national minimum wage is €12.70 per hour, as set out in the National Minimum Wage Order 2023.
• Applicable employment regulation order or sectoral employment order
• The number of hours (including overtime) which the employer reasonably expects the employee to work

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Contract of Employment

Anyone who works for an employer for a regular wage or salary automatically has a contract of employment whether written or not. This may be expressed or implied, oral or in writing. 

 The Terms of Employment (Information) Act, 1994  requires employers to provide employees with a written statement of certain particulars of their terms of employment. The Acts do not apply to a person who has been in the continuous service of the employer for less than 1 month. 

An employer is obliged to provide an employee with a written statement of terms of employment within the first two months of the commencement of employment. 

The statement of terms must include the following information: 

• the full name of employer and employee
• the address of the employer
• the place of work
• the job title/nature of the work
• the date of commencement of employment
• the expected duration of contract (if temporary contract) or the date on which   the contract will expire (if fixed-term contract)
• rate or method of calculation of pay
• that the employee may, under section 23 of the National Minimum Wage Act, 2000, request from the employer a written statement of the employee’s average hourly rate of pay for any pay reference period as provided in that section.
• pay intervals
• the terms and conditions relating to hours of work (including overtime and entitlements to rest breaks and rest periods as per the Organisation of Working Time Act)
• terms and conditions relating to paid leave (other than sick leave)
• terms and conditions relating to sick/injury leave and sick pay and pensions and pension schemes
• the amount of notice which the employee is entitled to receive and obliged to give
• reference to any collective agreements which directly affect the terms and conditions of the employee’s employment.

Probationary period

The contract can include a probationary period and can allow for this period to be extended. If an employee is on probation, he or she cannot rely on unfair dismissals legislation unless he or she has more than one year's service; or is dismissed for trade union membership or activity; pregnancy-related matters or claiming maternity rights. Rights such as information on matters like terms of employment, holidays and pay slips apply to an employee even while he or she is on probation.

If your employer fails to give you written details of the terms of your contract, you can bring a complaint to the Workplace Relations Commission . You must make the complaint while you are in employment or within 6 months of leaving your employment.

Changes to your contract of employment in Ireland can occur due to a change in the law, but otherwise, changes must be agreed between your employer and yourself. The legislation covering notification of changes to your contract is set out in Section 5 of the Terms of Employment (Information) Act, 1994.

For information or complaint forms in relation to the Terms of Employment (Information) Acts, 1994, contact: 

Workplace Relations Commission 

Information and Customer Service

O'Brien Road
Carlow 
R93 E920
Ireland 
Tel: (059) 917 8990
Phone: 0818 80 80 90 

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The Employment Equality Act, 1998 and the Equal Status Act, 2000 Equal Status Act, 2000 outlaw discrimination in employment, vocational training, advertising, collective agreements, the provision of goods and services and other opportunities to which the public generally have access on nine distinct grounds. These are: gender, marital status, family status, age, disability, race, sexual orientation, religious belief, and membership of the Traveller Community. Discrimination is described in the Act as the treatment of a person in a less favourable way than another person is, has been or would be treated on any of the above grounds. For more information contact the Irish Human Rights & Equality Commission.:

Employment of young workers

Under the Protection of Young Persons (Employment) Act, 1996 employers cannot employ children aged under 16 in regular full-time jobs. The Act generally applies to employees under 18 years of age. 

Children aged 14 and 15 may be employed as follows:

• Doing light work during the school holidays – they must have at least 21 days off work during this time
• As part of an approved work experience or educational programme where the work is not harmful to their health, safety or development
• In film, cultural, advertising work or sport under licences issued by the Minister for Business, Enterprise and Innovation http://www.irishstatutebook.ie/2001/en/si/0350.html 

Children aged 15 may do 8 hours a week light work in school term time. The maximum working week for children outside school term time, is 35 hours or up to 40 hours if they are on approved work experience. The maximum working week for young people, aged 16 and 17 is 40 hours with a maximum of 8 hours a day.  

Employment and disability

There is a range of employment supports in Ireland aimed at assisting employees with a disability to gain and retain employment.  Supported Employment Service in the Department of Social Protection is an employment and recruitment service to assist people with a disability to secure and maintain a job in the open labour market. If you have a disability and wish to take up paid employment or you require assistance in finding a job, the Supported Employment Programme  https://www.gov.ie/en/publication/f6d74-get-work-supports-if-you-have-a-disability may be able to help you. 

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If you are thinking of starting a business in Ireland there are a number of issues you need to consider. Different supports and regulations apply, depending on your particular situation. You may be employed, unemployed or someone who is coming from outside Ireland to set up a business. 

There are over 80 different Government supports for Irish start-ups and small businesses. Local Enterprise Office (www.localenterprise.ie) is an Online Guide available to help Irish start-ups and small businesses navigate the range of Government supports to see which you could possibly apply for.

If you are unemployed you may be eligible for the Back to Work Enterprise Allowance (https://www.gov.ie/en/service/f215a4-back-to-work-enterprise-allowance/) or the Short-Term Enterprise Allowance (https://www.gov.ie/en/service/538ba3-short-term-enterprise-allowance-stea/). If you are starting a business, you also may get extra supports under these schemes, such as grants for training, market research and business plans. 

The Start Your Own Business Relief Tax relief for new start-up companies provides relief from income tax to people who are unemployed for at least 12 months and who set up a qualifying business.

Nationals of the European Economic Area (EEA) or Switzerland do not need permission to set up a business in Ireland. In general non-EEA nationals must get permission from the Minister for Justice in order to set up a business in Ireland. Start-up Entrepreneur Programme (STEP) - Immigration Service Delivery (irishimmigration.ie)

You can set up a business as a sole trader, as a partnership or as a limited company. There is more information about these different structures on the Companies Registration Office (CRO) website 

You can register your business name and file company returns online with the CRO using CORE (Companies Online Registration Environment) https://core.cro.ie

There is information on the Local Enterprise Office website about different sources of funding which may be available to you. City and County Enterprise Boards provide supports including grants to local businesses that are starting up or in development. 

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Under the National Minimum Wage Act 2000 National Minimum Wage Act, 2000 most employees in Ireland are entitled to a minimum wage. Since 1 January 2024, the national minimum wage is €12.70 per hour. The minimum rate of pay changes from time to time.  Details of current minimum rates are always available from the Workplace Relations Customer Services of the Department of Enterprise, Trade and Employment. For more information please log onto Workplace Relations Commission 

There are some exceptions to those entitled to receive the national minimum wage. The legislation does not apply to a person employed by a close relative (for example, a spouse or parent) nor does it apply to those in statutory apprenticeships. Also some employees such as young people under 18 and trainees are only guaranteed a reduced or sub-minimum rate of the national minimum wage. 

From January 2024 the minimum hourly rates for young people are as follows:

• An employee aged 20 and over is entitled to €12.70 per hour (100% of the minimum wage)
• An employee aged 19 is entitled to € 11.43 per hour (90% of the minimum wage)
• An employee aged 18 is entitled to €10.16 per hour (80% of the minimum wage)
• An employee aged under 18 is entitled to €8.89 (70% of the minimum wage)

Certain sectors of industry, including agriculture, catering, contract cleaning, hairdressing, hotel, retail trade, security industry and construction are covered by legally binding Agreements / Orders (EROs – Employment Regulation Orders; REAs – Registered Employment Agreements) which set minimum rates of pay, which may be in excess of the National Minimum Wage.  

To check for a full list of employments currently covered by these Agreements / Orders contact the Department of Enterprise, Trade and Employment  

Employees are legally entitled to receive a pay slip with every payment of wages. This payslip should show: gross wage, the nature and amount of each deduction and the net wage. Complaints about pay or deductions can be made to the Workplace Relations Commission. An online complaint form is available on Workplace Relations Commission

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The maximum an employee should work in an average working week is 48 hours. This working week average should be calculated over a four-month period. 

There are however some exceptions to this average period. 

Breaks 

Employees are entitled to:

• A daily rest period of 11 consecutive hours per 24 hours
• A weekly rest period of 24 consecutive hours per seven days, following a daily rest period
• A 15-minute break if working 4.5 hours.
• A 30-minute break if working six hours. 

Payment for breaks is not a statutory entitlement. Some industries are covered by Registered Employment Agreements (REA's) and Employment Regulation Orders (ERO's), which may contain regulations regarding breaks. For more information visit the Department of Enterprise, Trade and Employment or the Workplace Relations Commission. 

Sundays

If you do Sunday work your entitlement to extra pay may be agreed between you and your employer. Under the Organisation of Working Time Act, if there is no agreement about your pay, your employer must give you one or more of the following for Sunday working:

• A reasonable allowance
• A reasonable pay increase
• Reasonable paid time off work 

What is reasonable depends on all the circumstances. It is a matter for negotiation between you and your employer and, where applicable, your trade union. Some guidance may be obtained by referring, where possible, to an agreement applying to comparable employees elsewhere in similar employment.

Overtime

Overtime is work done outside normal working hours. Employers have no statutory obligation to pay employees for work completed in overtime. However, many employers pay employees higher rates of pay for overtime. Your contract of employment should state whether you are required to work overtime and should set out the rates of pay if you are to be paid for it. Certain sectors of employment are covered by Employment Regulation Orders and Registered Employment Agreements and may have higher rates of pay for overtime than for normal hours. For more information visit the Workplace Relations Commission

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There are many types of leave or time off work to which you may be entitled. These include annual leave, public holidays, sick leave, maternity leave, adoptive leave, carer’s leave and parental leave. There are also times when you may require leave or time off work for specific reasons. This could be when you have a family crisis, when you are called for jury service or if you wish to take study leave or a career break. In some cases you are entitled to paid leave but in others you are not.

Annual leave:

The Organisation of Working Time Act, 1997 provides for a basic annual paid leave entitlement of 4 weeks, although an employee's contract could give greater rights. It is also important to note that the periods of leave provided for by legislation are the minimum entitlements only, you and your employer may agree to additional entitlements. 

Public Holidays 

There are ten public holidays each year: 

1. New Year’s Day
2. The first Monday in February, or 1 February if the date falls on a Friday
3. St. Patrick’s Day
4. Easter Monday
5. The first Monday in May
6. The first Monday in June
7. The first Monday in August
8. The last Monday in October
9. Christmas Day
10. St. Stephen’s Day 

Most employees are entitled to paid leave on public holidays. One exception is part-time employees who have not worked for their employer at least 40 hours in total in the 5 weeks before the public holiday. 

Employees who qualify for public holiday benefit will be entitled to one of the following:

• A paid day off on the public holiday
• An additional day of annual leave
• An additional day's pay
• A paid day off within a month of the public holiday

Maternity leave:

If you become pregnant while in employment in Ireland, you are entitled to take maternity leave. The entitlement to a basic period of maternity leave from employment extends to all female employees in Ireland (including casual workers), regardless of how long you have been working for the organisation or the number of hours worked per week. You can also avail of additional unpaid maternity leave. The Maternity Protection Act, 1994 and the Maternity Protection (Amendment) Act 2004 provide your statutory minimum entitlements in relation to maternity at work including maternity leave. In general, you are entitled to 26 weeks’ maternity leave together with 16 weeks additional unpaid maternity leave, which begins immediately after the end of maternity leave. Further information available at Maternity Benefit (citizensinformation.ie)

Paternity leave:

New parents (other than the mother of the child) are entitled to paternity leave from employment or self-employment following birth or adoption of a child. The Paternity Leave and Benefit Act 2016 provides for statutory paternity leave of 2 weeks. 

Paternity leave can be started at any time within the first 6 months following the birth or adoption placement. Further information available at Paternity leave (citizensinformation.ie)

Sick Leave

Since 1 January 2024, you have a right to 5 days’ sick pay a year (increased from 3 days in 2023). This is called statutory sick pay (that means the legal minimum). Sick pay is paid by your employer at 70% of your normal pay up to a maximum of €110 a day.

You must be an employee and be working at least 13 weeks with your employer before you can get statutory sick pay. Your employer can have a more generous sick pay scheme, but they can't give you less than the statutory amount. Under Section 3 of the Terms of Employment (Information) Act, 1994  an employer must provide an employee with a written statement of terms of employment including terms or conditions relating to incapacity for work due to sickness or injury. You may apply for Illness Benefit from the Department of Social Protection if you have enough social insurance contributions. If you do not have enough social insurance contributions, you should contact the Department of Social Protection Supplementary Welfare Allowance (SWA) Scheme who will assess your situation. Further information available at gov - Illness Benefit and Statutory Sick Leave in 2024 (www.gov.ie)

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Both employees and employers are obliged to give notice in the case of termination of employment under the Minimum Notice and Terms of Employment Act, 1973 

If you decide to change your job, you must by law tell your employer that you plan to leave. This is called giving notice. The length of notice you must give is set down in law and is usually stated in your contract of employment.

You do not have to give notice if you:

• Have been working for your employer for less than 13 weeks, and
• Have no contract of employment specifying a notice period 

Employers must give employees notice dependent on length of the employee’s service.

 Your employer does not have to give you notice if you:

• Have been working for them for less than 13 weeks, or
• Are guilty of gross misconduct, or
• Agree to waive your right to notice

Redundancy

Where you lose your job in Ireland due to circumstances such as the closure of the business or a reduction in the number of staff this is known as redundancy. Generally ,a redundancy situation arises if your job ceases to exist and you are not replaced. The  Redundancy Payments Act, 1967 provides a minimum entitlement to a redundancy payment for employees who have a set period of service with the employer. Not all employees are entitled to this statutory redundancy payment, even where a redundancy situation exists. If you do qualify for redundancy, there are specific redundancy procedures which employers and employees must follow in order to comply with the legislation.

The statutory redundancy payment is a lump-sum payment based on the pay of the employee. All eligible employees are entitled to:

• Two weeks' pay for every year of service they have since they were 16 and
• One further week's pay

The amount of statutory redundancy is subject to a maximum earnings limit of €600 per week (€31,200 per year).

Pay refers to your current normal weekly pay including average regular overtime and benefits-in-kind, but before tax and PRSI deductions, that is your gross pay. The statutory redundancy payment is tax-free.

For further information about the Redundancy Payments Scheme contact:

Redundancy and Insolvency Unit
Department of Social Protection
Gandon House
Amiens Street
Dublin 1 
D01 A361
Phone: 0818 111112
Email: redundancypaymentswelfare [dot] ie (redundancypayments[at]welfare[dot]ie)
Website: www.gov.ie/redundancy

Workplace Relations Customer Services
Telephone: 0818 80 80 90
Telephone: (059) 9178990
Contact : https://www.workplacerelations.ie/en/contact_us

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Employees in Ireland have a right set down in the Constitution to join a Trade Union. A trade union can provide an important source of information and protection in relation to employment matters, as well as negotiating with the employer for better pay and conditions. The Irish Congress of Trade Unions is the single umbrella organisation for trade unions in Ireland, representing a range of interests of employees, both in the Republic of Ireland and in Northern Ireland.  

Rules

It can be made a condition of employment that you must join a particular union upon accepting a job offer and remain in that union while you remain an employee in that job. There is a view that this may not be constitutional, but this has not been tested in the courts yet. If you are already in the job without being a union member and are at a later stage required to join a union by your employer, you can refuse, as this is unconstitutional. Dismissal for trade union activity or membership is automatically unfair and an employee dismissed in such circumstances does not require any particular length of service in the job in order to enforce his/her rights. 

Rates

The rate of subscription paid to your trade union will be determined by the trade union but is usually at the rate of 0.5% to 1% of your gross salary per year. 

How to apply

If you have been dismissed from your employment for trade union activity, this is automatically unfair under the Unfair Dismissals Acts 1977- 2015. You do not require any particular length of service as an employee, to bring a case in this instance under the law. You can bring your case using the new single complaint form available on Workplace Relations Commission 

Contact Revenue for more information for claiming tax relief on trade union subscriptions. 

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Most of the law on trade disputes and industrial action is contained in the Industrial Relations Act, 1990. Examples of industrial action include a work to rule, a picket, an overtime ban or a strike. In employment law there is no right to take industrial action but there are protections for certain workers who do this by, for example, going on strike. Part 2 of the Industrial Relations Act 1990 provides workers, who are taking part in peaceful industrial action, the following immunities from:

1. Criminal or civil proceedings for conspiracy to do a particular act if the action taken by a person acting alone would not be punishable as a crime. Even if you are not a member of a trade union, you benefit from this immunity.
2. Prosecution when taking part in peaceful picketing. Only members and officials of an authorised trade union get the benefit of this immunity
3. Prosecution for inducements to break or threats to break contracts of employment. Again, only members and officials of an authorised trade union get the benefit of this immunity.

If you take part in industrial action such as a strike, there is a risk that you will be dismissed. However, under section 5 of the Unfair Dismissals Act 1977 the dismissal of an employee for taking part in a strike or other industrial action is unfair if:

• One or more of the other employees taking part in the action were not dismissed 

  Or

• One or more of the other employees who were dismissed, were later reinstated or re-engaged and the employee was not. 

This was amended by section 4 of the Unfair Dismissals (Amendment) Act 1993 which extends this definition of unfair dismissal to include less favourable treatment after reinstatement or re-engagement after a strike or a lockout.

The Workplace Relations Commission (WRC) has specific functions in relation to the resolution of industrial disputes and the implementation of employment laws. It is the body to which all industrial relations disputes and all disputes and complaints about employment laws will be presented. The WRC operates Advisory Service, Conciliation Service, Mediation Service, Adjudication Service and Inspection Service. More information is available in this Guide to the Workplace Relations Commission.

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.