Database of labour market practices
This database gathers practices in the field of employment submitted by European countries for the purposes of mutual learning. These practices have proven to be successful in the country concerned, according to its national administration. The European Commission does not have a position on the policies or measures mentioned in the database.
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| Original Title: | Särskild stödperson för introduktions- och uppföljningsstöd (SIUS). |
| Country: | Sweden |
| Responsible body: | Swedish Public Employment Service (Arbetsförmedlingen) |
| Name(s) of other organisations involved (partners / sub-contractors): | None. |
| Start Year of implementation: | 1998 |
| End Year of implementation: | Ongoing |
| EU policy relevance: | Ensuring the rights of people with disabilities is one of the issues addressed in the European Pillar of Social Rights that was launched in 2017. Under this framework, the European Commission sets out a number of key principles and rights to support equal opportunities and access to the labour market, fair working conditions and social protection and inclusion. The European Disability Strategy 2010-2020, the main instrument to support the EU's implementation of the UN Convention on the Rights of Persons with Disabilities (UNCRPD), contains the following eight areas for action: accessibility, participation, equality, employment, education and training, social protection and health and external action. The proposal for a Directive on Work-Life Balance for Parents and Carers includes a number of highly relevant measures for persons with disabilities and their families, including the introduction of carers’ leave and the right to request flexible working arrangements. |
| National labour market context: | Since 2002, the Swedish PES has had overall sectoral responsibility for disability issues within labour market policy and shall, within the scope of this responsibility, be co-operative, supporting and encouraging in relation to all parties concerned. People with disabilities generally have a more vulnerable position in the labour market than people without disabilities. In order to offer support to jobseekers in need of employability rehabilitation, PES’s employment officers have an in-depth knowledge of employability rehabilitation. |
| Policy area: | Active labour market policies, Labour market participation, Social inclusion and anti-discrimination |
| Specific policy or labour market problem being addressed: | SIUS is given to jobseekers who are in need of individual support for finding, getting and retaining or returning to work. The special support is provided both to the jobseeker and to the workplace by an SIUS consultant with specific expertise in introductory methodology. |
| Aims and objectives of the policy or measure: | The purpose of SIUS is to secure employment and enable participation on equal terms in working life through, relatively, intensive support to a person with disabilities and his or her employer at a workplace. The support is provided if the jobseeker has a major need for individual support during training in work tasks and other requirements in the work situation. |
| Main activities / actions underpinning the policy or measure: | The SIUS-programme contains the following elements: (1) Job matching, (2) Job-acquiring, (3) Work introduction with support (internship for approximately 3-6 months) and (4) Employment with follow-up support at the workplace. It takes an average of 4-12 months before the SIUS initiative results in employment. Follow-up support after employment can be given for at least one year. If there are special needs, the follow-up period can be extended. In 2017, the number of SIUS consultants increased from 882 to 912. SIUS uses the five steps of the supported employment method. SIUS has a clear mission to work with place and train and that it is a work wage that is the ultimate goal. SIUS primary goal is not to investigate the work ability, it´s about making sure that the person is in employment with a salary. SIUS support is given for a period of two years. If there are special needs, it can be extended. The time the introduction to a workplace can be given is set to six months. After that, the employer must decide to hire or not and also pay a salary to the person. |
| Geographical scope of policy or measure: | National |
| Target groups: | Disabled people, Other |
| Outputs and outcomes of the policy or measure: | In 2017, 9,323 jobseekers with disabilities received support from SIUS. Of these, 5,288 (2,015 women and 3,273 men) gained employment. The cost for one person in the SIUS programme is estimated at 22,596 SEK (app. EUR 2,200). An impact evaluation of young people with activity compensation showed that supported employment (in the form of SIUS) was more effective than other interventions (e.g. case management and enhanced cooperation). Indeed, after 18 months, 26% of those who received SIUS where in employment compared with 20% of those with case management support and 18% of those with enhanced cooperation. However, the effect of supported employment was primarily observed among men. |
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Special introduction and follow-up support (SIUS).