A worker’s need for support is identified as soon as possible after an individual or mass lay-off is announced and before the worker becomes unemployed.

Flexible short-term working arrangements and programming are facilitated through partial unemployment schemes in order to avoid or minimize lay-offs owing to temporary fluctuations in demand.

Workers are able to remain in employment when faced with certain private or family constraints, and equal opportunities are available to workers to enable them to share family responsibilities.

Workers at risk of losing their jobs should be identified and provided with adequate support in order to avoid or reduce these risks.

Continuous training and appropriate guidance are available for workers throughout their careers.

Labour market supply and demand data is published and monitored to anticipate needs and send the appropriate signals to participants early.

The continued labour participation of older workers is supported.

Adequate resources are made available to ensure that first-time jobseekers integrate into the job market rapidly.

Transition from training and skills development and integration in the workplace is facilitated.

Prevention approaches and services vary around the world, reflecting different levels of socio-economic development, policies and legal frameworks.

As social security institutions are responsible for the provision of unemployment benefits, they have a strategic interest in contributing to employment and efficient labour markets. However, all too often, their main focus remains on providing compensation reactively rather than on actively engaging in preventing the need for compensation in the first place.