Guideline 12. Non-financial incentives
The institution encourages enterprises to participate in prevention programmes by offering non-financial incentives.
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Guideline 25. Recognition of occupational diseases
The institution has a system in place that facilitates an efficient and timely recognition of occupational diseases. It ensures that a process is set up to assess the causality between a professional activity and a disease.
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B.8. Collaboration and Prevention Networks
Collaboration and networking offer opportunities for knowledge sharing, the exchange of good practice, increased impact and enhanced outreach. They also make effective use of human and financial resources and help identify a common approach among all stakeholders.
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Guideline 2. Legal and policy framework
The institution has the legal mandate and policy framework to engage in prevention and return-to-work activities. Where legislation does not support effective return-to-work and sustainable employability outcomes, statutory changes are advocated that will mandate the institution to do so.
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Guideline 16. Informing the employers and the insured of their rights and obligations
The competent institutions clearly and proactively inform jobseekers and workers of their rights and obligations.
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Guideline 29. Promoting flexibility and security
The institution recommends and adopts innovative approaches to balance the need for adequate income security for the individual and the ability of the employer to adapt to a changing business environment.
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B. Specific Return-to-work Principles and Guidelines
The board, management, policy-makers and return-to-work professional play crucial roles in the setting up and operation of a return-to-work system.
The guidelines should be followed using a “top-down” approach which encourages ownership of their inherent values so that they are simultaneously accepted throughout the organization. The remaining guidelines are based on the following seven principles of return-to-work policy and programmes:
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B.4. Active Participation of the Person Concerned
The person concerned is the key stakeholder of a social security institution. As such, they must be encouraged to participate fully in decisions which impact upon them. A person’s “active participation” refers to the process of facilitating their ability to engage constructively in their return-to-work plans on an equal basis with other actors. They should be encouraged and enabled to provide their input, protect their interests and lend their support to the process.
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Guideline 30. Programme evaluation
There is evidence that the return-to-work programme has the right structure, processes, information and technology, and involves the appropriate professionals and partners, to enable it to respond to changing individual and environmental factors.
Monitoring and evaluation enables the institution to capitalize on opportunities to intervene, reduce risks, increase efficiencies and ensure the person’s return to work.
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Guideline 6. Developing a service culture
To improve service quality, the institution invests in the skills and capability of the staff who deliver its services.
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Guideline 5. Committing to promoting workplace health
The social security institution commits formally to the role of workplace health promoter by emphasizing its capacity to motivate and engage the insured population for added value.
The insured population includes both those in workplaces and other actors in the social health insurance system.
Formal commitment requires the institution to make a strategic choice in favour of health promotion in a setting approach, recognizing the broader social, economic and environmental contexts which influence health status.
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Guideline 17. Determining workplace health promotion actions and approaches
The institution adopts actions and approaches which will contribute to achieving its strategic goals for workplace health promotion.
Appropriate and effective actions and approaches on workplace health promotion could include disseminating information and advice, campaigning, building capacity through training and consultancy services, creating incentives, establishing quality assurance processes, creating relevant tools, and providing advice on data collection and use.
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Guideline 29. Supporting counselling and employee assistance programmes
The institution publicly recognizes the importance of counselling and employee assistance programmes in addressing work- and non-work-related mental health and well-being issues, and their impact on performance and productivity.
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[Report] WHO: Low quality healthcare is increasing the burden of illness and health costs globally
WHO (05.07.2018) Poor quality health services are holding back progress on improving health in countries at all income levels, according to a new joint report by the OECD, World Health Organization (WHO) and the World Bank.Today, inaccurate diagnosis, medication errors, inappropriate or unnecessary treatment, inadequate or unsafe clinical facilities or practices, or providers who lack adequate training and expertise prevail in all countries.
Global challengesTopicsHealth promotionDocument TypeStatus -
[Opinion] US: What explains the widening gap in retirement ages?
MarketWatch (04.07.2018) Today, male college graduates retire about three years later than high school graduates. While the story is more complicated for women, because of the dramatic change in their labor-force participation rates over the latter half of the 20th century, the pattern is similar.
Regions / CountryUnited StatesGlobal challengesTopicsOld-age pensionsDocument TypeStatus -
Le chômage en Suisse a atteint son plus bas niveau depuis dix ans
Le Temps (09.07.2018) Le taux de sans emploi s'est stabilisé à 2,4% en juin. Jamais il n’avait été aussi bas depuis septembre 2008 et la crise financière
Regions / CountryswitzerlandGlobal challengesTopicsUnemploymentDocument TypeStatus -
[Report] ILO: Universal Basic Income proposals in light of ILO standards: Key issues and global costing
ILO (July 2018) This paper reviews proposals for a Universal Basic Income (UBI) in light of ILO
standards. Some UBI proposals have the potential to advance equity and social justice, while
others may result in a net welfare loss. The ILO Social Protection Floors Recommendation
(No. 202) includes a number of principles which are highly relevant to guide the debate on
UBI, namely: (i) adequacy and predictability of UBI benefits to ensure income security, set
at least at the national poverty line; (ii) social inclusion, including of persons in the informalTopicsFinancingDocument TypeStatus -
Maroc: Conventions internationales de sécurité sociale - Ce que prévoient les prestations à court terme
Aujourd'hui le Maroc (06.07.2018) En vue de maintenir les droits acquis des ressortissants en matière de sécurité sociale, le gouvernement a conclu plusieurs conventions avec des pays étrangers. Au total, 19 conventions internationales ont été signées avec 19 pays, dont 13 sont déjà opérationnelles
Regions / CountrymoroccoDocument TypeStatus -
Vietnam to host ASEAN Social Security Association meeting
Xinhua | English.news (06.07.2018) The 35th ASEAN Social Security Association (ASSA) Board Meeting will be held on Sept. 17-21 in central Nha Trang city with the participation of some 170 delegates from 10 Southeast Asian countries.
Regions / CountryAsiaDocument TypeStatus -
Work in the digital age: challenges of the fourth industrial revolution Identifying the challenges for work in the digital age
Shining a light on the very different experiences of work in the digital age, this book provides a unique contribution to the reform discussion on the consequences of the fourth industrial revolution. Drawing on a wide range of international expertise, contributors examine important policy challenges arising from the transformation of work as a result of the introduction of digital technology at work.
Digital Economy Topical ClusterExternal impactDocument Type -
New report shows that digital employment platforms are gaining a foothold in Europe's labour markets
europa (27.06.2018) The Commission is publishing today a report on digital platform workers in Europe. The report provides evidence on this emerging phenomenon based on a survey of over 32 000 people across 14 Member States. This helps to estimate the size of platform work, outline the main characteristics of platform workers, learn about their working conditions and motivations, and describe the type of services provided through digital labour platforms.
Regions / Countryeuropean unionGlobal challengesTopicsInformation and communication technologyDigital Economy Topical ClusterDigital PlatformsLabour marketSocietal ImpactDigital Economy Observatory : Only TagsDocument Type -
Emerging Technologies Enabling Data-Driven Policy & Practice - Series Introduction
SAP Institute for Digital Government (May 2018) This series examines two areas of interest to members of the International Social Security Association (ISSA): contemporary applications of big data analytics within the context of Social Security; and the opportunity for emerging technologies to extend and enhance current analytical techniques to deliver better social and economic outcomes.
Digital Economy Topical ClusterBig DataService deliveryDocument Type -
Overcoming Big Data Challenges with Real-Time Computing (Emerging Technologies Enabling Data-Driven Policy & Practice Series)
SAP Institute for Digital Government (May 2018) This series examines areas of interest to members of the International Social Security Association (ISSA) related to emerging technologies enabling data-driven policy and practice. All modern governments have rich stores of customer and case data, but most government agencies struggle to convert this data into meaningful information and actionable insights.
Digital Economy Topical ClusterBig DataService deliveryDocument Type -
Gender equality: Seminar in Reykjavik, Iceland 2018
Documents, presentation and other related material from the Seminar in Reykjavik in June 2018 on gender equality and gender mainstreaming as a tool to reduce the gender pay gap and the gender pension gap, resulting from a lower participation of women in the labour market, part-time jobs and lower wages.
It also showed the example of Iceland, where non transferable maternity and paternity leaves led to an increased participation of the fathers in the care and education of children and therefore creating more equality.
Global challengesTopicsFamily benefitsChildrenMaternityParental leaveOld-age pensionsLong-term careInequalities -
Working towards universal health coverage in Georgia
WHO/Europe (July 2018) The European Observatory on Health Systems and Policies has released a new health system review (HiT) on Georgia which highlights the progress made in improving access to health care, in protecting the population from the financial risks of inpatient care and in reducing inequalities since the country made the political commitment to providing universal health coverage.
Regions / CountrygeorgiaGlobal challengesDocument TypeStatus