| More and better jobs, and equal opportunities are the watchwords of European employment and social policy. The Union wants everyone to be adequately equipped to keep up with change in a knowledge-based economy. Employment and social policy are central to what is known as the Lisbon agenda , the EU policy framework for creating growth and jobs. The two cornerstones of employment and social policies are the European Employment Strategy on job creation and labour market reform strategies, and a Social Agenda designed to ensure that the benefits of the EU’s growth reach everyone in society and every region of the EU. The Social Fund supports the objectives financially. Common priorities and individual objectives for member states' employment policies are set out in multi-annual Employment Guidelines agreed jointly by all member states. The current guidelines cover the period 2008-2010. The employment guidelines are the basis for national reform programmes and the employment component of the EU’s Lisbon agenda. This covers all EU action to promote knowledge and innovation, make Europe a more attractive place to invest and work, and create more and better jobs. Through the employment guidelines, member states commit to shared priorities of attracting more people into employment, retaining more people in work, increasing the labour supply, modernising social protection systems, improving the adaptability of workers and enterprises, and investing more in providing better education and skills. The guidelines recognise that labour market flexibility needs to be combined with employment security and recognise the role of social partners. They advocate employment-friendly labour cost developments and wage-setting mechanisms, expansion and improvement of investment in human capital, and adaptation of education and training systems to new skill requirements.
The 2005-2010 Agenda covers policies designed to provide jobs, fight poverty and promote equal opportunities for all, including for mobile workers, so that they can enjoy the same social security and pension rights throughout the EU. These policies are designed in partnership with public authorities at every level from local to national, employer and worker representatives, and non-governmental organisations. It is also a framework for supporting member states in reforming pensions and health care, tackling poverty and the employment and social issues emerging as populations age, as well as fostering equal opportunities, and eradicating inequality and discrimination. Work has already started on the next Social Agenda, and the European Commission has included citizens in its consultation process on what is needed. The EU plays a major role in investing in human capital. The Social Fund has €77 billion available in 2007-2013 for a wide range of objectives. These include increasing the adaptability of workers and enterprises and improving access to employment. They also include combating discrimination and facilitating access to the labour market for disadvantaged people, improving education and training systems, and developing institutional capacity in disadvantaged regions. There is €743m to spend under the PROGRESS programme over the same period to foster Europe-wide studies to improve knowledge of employment and social issues, train legal and policy practitioners, build cross-border networks to encourage mutual learning and exchange of good practice, and promote awareness of EU policies. Finally, the European Globalisation Adjustment Fund has €500m available annually to provide personalised support to workers made redundant as a result of trade liberalisation. The EU has a long tradition of ensuring a decent working environment throughout the EU and of protecting workers' rights through common minimum rules on working conditions, collective redundancy, part-time and temporary work, and health and safety at work. Equal pay for equal work and protection against sexual harassment are also enshrined in EU law. Now, the EU is fitting flexicurity into this framework, i.e. the changed mix of employment security and social security combined with lifelong learning which may be required to keep up with a globalised world and rapid technological progress. The EU has outlawed discrimination on the basis of gender, racial or ethnic origin, disability, sexual orientation, age, and religion or belief. This is bolstered by legislation banning gender-based discrimination in access to goods and services (with some exceptions for insurance), policy strategies on combating discrimination and xenophobia, and on ensuring that gender issues are taken into account in all EU policies. The EU also promotes modern labour relations and dialogue between worker representatives and employers. Sound labour relations not only further worker protection, but contribute to competitiveness. The European Commission encourages corporate social responsibility by promoting the concept that social and environmental concerns should be an integral part of business strategies.  The right to enjoy football is the same for all. The right to work anywhere in the EU is a fundamental right of all EU citizens, subject to some transitional arrangements for countries which have joined the EU since 2004.
Employees on postings or working permanently in another country have their path smoothed by EU rules, and social security rights for them and their families are transferable. So are those of anyone choosing to retire to another EU country. The right to health care in another country also covers emergency care for travellers.
To make mobility easier, the Public Employment Services of 31 countries advertise job vacancies through the Eures website, a one-stop shop with more than a million vacancies advertised. The EU encourages worker mobility for the benefits it brings to the individual in terms of personal and vocational or career development, and as a means to match skills to demand. Social security systems in the individual EU countries reflect specific traditions, social advances and cultural heritage and are a matter for national laws. Member states co-ordinate their policies, however, on the basis that everyone should have access to social benefits, which: - provide a safety net, but make it financially more attractive to work wherever possible;
- provide pensions and quality health care at a sustainable cost;
- promote social inclusion and fight poverty.
When someone moves to another EU country, the right to social security moves with them. Two agencies provide technical input into EU work on employment, carry out research and disseminate best practice. They are the: - European Agency for Health and Safety at Work in Bilbao;
- European Foundation for Living and Working Conditions in Dublin.
| 
