Employees with permanent contracts get more employer-paid education than employees on fixed-term or part-job contracts. Taking into account existing high turnover learning should be observed as a requirement for which everyone takes responsibility.
Employers attend to focus on the top employees, and governments pay attention to low-skilled and other workers at disadvantage in the labor market. That's why medium-level skillful workers are out of any plans and, should evaluate their learning plan themselves (Cedefop, 2011).
Governments provide stimulus for continuing education and training, for instance by granting paid or unpaid temporary leave from work. The most common financial incentives for individuals are vouchers/individual learning accounts, loans, and tax incentives (Cedefop, 2011). There is a tax stimulus encourage an employer to invest in education and training. But such a tax stimulus has an effect mainly on large and medium-sized companies, so small ones stay apart. That is why inequalities in access to training persist, especially for the low skilled. Collective agreements at sectoral and company levels can improve situation due to principles of equal access.
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