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The Separate fund, inter alia, covers para-subordinate workers (COCOCO), all categories of self-employed professionals for whom no specific social security fund exists, and occasional self‑employed workers.
Some sources refer to professionals covered by the Separate Fund as the ‘new self-employed’, to distinguish them from the traditional self-employed, such as farmers, craftsmen and tradesmen (see MISSOC 2020).
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54 Social protection of non-standard workers and the self-employed during the pandemic: country chapters Chiara Belletti and Riccardo Norbiato the year prior to dismissal, for a maximum of six months.
Access to the benefit is conditional on having paid at least one month of contributions during the calendar year prior to the year of dismissal.
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Although individual and collective layoffs for all dependent employees were suspended from February 23rd 2020, Italy also adopted a series of measures related to unemployment.
On the one hand, the ‘Cure Italy’ decree and the ‘Relaunch’ decree extended, by two additional months each, the duration of NASpI and DISCOLL benefits expiring in March-April 2020 and May-June 2020 respectively.
Furthermore, during the pandemic, the conditions for accessing the general unemployment benefit scheme (NASpI) were eased.
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For NASpI claims presented by the end of 2021, the only condition is having paid thirteen weeks of contributions in the four years prior to involuntary dismissal.
The qualifying period of 30 actual working days in the twelve months preceding the involuntary dismissal has been suspended.
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Moreover, the 2021 Budget Law introduced a new income support scheme for certain self-employed categories, the ‘Extraordinary Allowance to Guarantee Income and Operational Continuity’ (Indennità Straordinaria di Continuità Reddituale e Operativa, ISCRO).
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This scheme, introduced on an experimental basis for 2021-2023, targets professionals enrolled in the INPS Separate fund who have suffered a significant drop in income, of at least 50%, compared to their average income of the last 3 years.5 The benefit covers 25% of their average income over the 3-year period, up to a maximum of €800 (Jessoula et al.
2021).
1.2 Sick pay and sickness benefits Italy provides sickness benefit to replace the worker’s income during sick leave.
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The benefit is first paid on the 4th day of leave.6 Sickness benefits are provided with medical proof of sickness and until the end of the prognosis, for a maximum duration of 180 days per calendar year.
Entitled categories include insured (private and public sector) employees and assimilated workers, the unemployed, apprentices, para-subordinate workers, the ‘new self-employed’ under a separate pension scheme (since 2019).
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The benefit is related to previous earnings and does not generally require a qualifying period, although slightly different rules on benefit calculation or contributory requirements apply to certain categories, such as civil servants and para‑subordinate workers.
Italy reacted to the pandemic by adapting and improving the existing measures.
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With regard to sick pay, the ‘Cure Italy’ decree extended the existing rules and benefit in case of sickness to workers in quarantine and allow workers with specific critical health conditions to abstain from work as if they were hospitalized.
Finally, Covid‑19 is dealt with in the same way as any other sickness, and the employer’s costs, due to continued remuneration of workers during sickness 5.
Recipients’ yearly income cannot exceed €8,145.
6.
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6.
The first three days are paid by the employer, if foreseen by the sectoral CNL.
Social protection of non-standard workers and the self-employed during the pandemic: country chapters 55 Country chapter Italy leave, are fully reimbursed.
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Moreover, from March 2020, for employees, periods spent in mandatory quarantine for Covid‑19‑related reasons are not included in the maximum number of days for which a worker can receive sickness benefits.7 Finally, Decree N. 111/2020 of September 2020 introduces a specific parental leave, with payment of 50% of the worker’s wage in case of work absence to take care of children younger than 14 years old affected by Covid-19 or in quarantine (Jessoula et al.
2021).
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2021).
1.3 Special pandemic leave As the Covid-19 outbreak began, Italy attempted to increase the support to families.
The ‘Cure Italy’ decree of March 2020 introduced the right to a total of 15 paid days of parental leave for parents with children under the age of 14, covering 50% of their salary, to mitigate the disruption caused by school closures.
The Relaunch decree extended the measure until the end of August 2021, and increased the number of days from 15 to 30 (Jessoula et al.
2021).
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2021).
The leave may not be taken on the same days by both parents, who have to alternate.8 The benefit targeted private and public sector employees and the self-employed enrolled with INPS or the INPS Separate fund.
As an alternative to parental leave, parents could claim a €600 voucher to purchase babysitting services (the so-called ‘Babysitters bonus’).
The benefit is also available to non-standard workers and self-employed parents.
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Moreover, the ‘Relaunch’ decree of May 2020 increased the maximum value of the baby-sitting voucher (€1,200 or €2,000 for workers in specific sectors, e.g.
healthcare), which could also be used to pay for children’s enrolment in summer camps (Jessoula et al.
2021).
‘Covid leave’ extends the leave days foreseen in pre-pandemic times for parents, not only in terms of leave days but also concerning the child’s age.
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In Italy, parents are entitled to ’supplementary parental leave’, leave on reduced pay for a maximum total of six months until the child reaches the age of three.
This benefit can be claimed for a further 5 months up until when the child reaches the age of 12, but the cash benefit depends on the parents’ economic situation.
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Parental leave is available to insured employees and assimilated workers (with no need to meet qualifying conditions), while the self-employed are entitled to maternity/paternity benefit but not to the supplementary parental leave.
7.
Covid-19 EU Policy-Watch.
Database of national-level responses: https://static.eurofound.
europa.eu/covid19db/cases/IT-2020-12_452.html 8.
The leave cannot be combined with other income protection tools in case of unemployment or with the standard parental leave.
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56 Social protection of non-standard workers and the self-employed during the pandemic: country chapters Chiara Belletti and Riccardo Norbiato 2.
Potential effect of these measures on non-standard workers and the self-employed The pandemic shone a spotlight on the structural weaknesses of the national welfare system, given the peculiarity of the Italian labour market.
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While the pivotal Italian social measures preserved the situation of employees, certain NSWs and the self‑employed were previously either less protected or excluded from protection.
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However, the pandemic pushed the Italian government to adopt a more inclusive approach by (i) reinforcing the pre‑existing protection schemes, (ii) creating new measures to cover atypical workers and the self‑employed on an equal footing with employees (‘baby-sitting bonus’), (iii) implementing complementary social assistance measures.
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Indeed, a series of new allowances and social assistance measures were adopted, such as the Emergency Income (Reddito di Emergenza, REM) or the flat rate allowances for certain groups of NSWs and SEs.
Finally, (iv) a new and more structural ad-hoc measure was introduced (the ‘ISCRO’).
Overall, the Italian government’s efforts generally increased the social protection of non-standard workers during the pandemic period and filled some gaps in the pre-existing system.
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In most cases, the wide range of measures adopted helped to attenuate the emergency, providing sufficient economic support to individuals.
The welfare costs amount to approximately 2.7% of 2019 GDP: among other actions, the government increased job protection measures (+ €31.2 billion), minimum income schemes/other forms of social assistance (+ €7.35 billion), unemployment benefits (+ €1.9 billion) and emergency leave (€680 million) (Jessoula et al.
2021).
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2021).
Nevertheless, the temporary nature of the measures adopted has raised some concerns and highlighted the crucial need for structural intervention.
Although the incomplete data do not allow for an in-depth analysis of the effects of the measures adopted on these workers, some preliminary conclusions can be drawn by considering the potential recipients and the data referring to 2020.
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The pandemic‑related measures targeted a larger number of workers and potentially covered many non‑standard workers and self‑employed.
With regard to unemployment benefit, the technical document attached to the ‘Cure Italy’ decree estimates a potential pool of DISCOLL recipients of around 4,200 individuals (Jessoula et al.
2021).
Moreover, the Italian government provided complementary measures related to minimum income schemes.
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Firstly, unemployed persons whose DISCOLL benefit had expired between 1 July 2020 and 28 February 2021, and who are within a maximum value of the Equivalent economic situation indicator (Indicatore della Situazione Economica Equivalente, ISEE) of €30,000 per year are entitled to apply for an emergency income (Reddito di Emergenza).
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Secondly, the government introduced a monthly lump sum allowance for some categories of self‑employed, para‑subordinate, intermittent and seasonal workers registered with the INPS.
According to the INPS,9 about 9.
‘Indennità 600 – 1000 euro.
Analisi delle tutele previste durante la pandemia per autonomi, agricoli, stagionali, intermittenti ed altre categorie.
INPS coordinamento generale statistico attuariale.
March 2021.
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March 2021.
Social protection of non-standard workers and the self-employed during the pandemic: country chapters 57 Country chapter Italy 4.2 million individuals benefited from these allowances, each receiving €1,400, on average.
Overall, the’ take-up rate for the self-employed is approximately 85%, and they represent a significant share of the total recipients (67%).
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Furthermore, a new and more structural measure, the ISCRO, was introduced to protect certain groups among the self-employed from loss of income.
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The ISCRO has two peculiar features: on the one hand, it is the only measure with less of an emergency character, but with a longer‑term perspective; on the other, it is the first income support scheme introduced in Italy targeting the self-employed enrolled in the INPS Separate fund who do not have access to any unemployment scheme (290,000 individuals according to Jessoula et al.
2021).
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2021).
The sick pay and sickness leave measures adopted during the pandemic failed to include workers not enrolled in the INPS Separate fund.
The other SEs categories have to rely on their private social security funds to receive potential economic support.
Similarly, the special Covid‑related parental leave, available during the period when educational services for children and educational activities in schools are suspended, is open to self-employed workers only if registered with the INPS.
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However, the voucher to purchase baby‑sitting services also includes the self‑ employed belonging to private funds among the potential benefit recipients.10 According to the INPS,11 about 621,000 individuals, either employed in the private sector or self‑employed, applied for this voucher and most of them are women (70%).
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The INPS assessment of the measure reports that the bonus was able to attract a new group of workers, either because they were more reluctant to call upon standard family support measures or because they were unable to do so for other reasons.
In conclusion, the measures adopted by the Italian government have both positive and negative aspects.
On the one hand, they increased the social protection available and extended the number of potential recipients.
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On the other, the government’s intervention has two main limitations.
First, most of the measures are temporary; ISCRO is the only longer-term tool.
Secondly, some NSWs and SEs still suffer from lower and unequal protection.
3.
The role of trade unions The Italian trade union system consists of large confederations plus a series of smaller organisations.
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The three main unions (TUs) for representation and historical reasons are: (i) the General Confederation of Italian Workers (Confederazione Generale Italiana del Lavoro, CGIL), (ii) the Italian Confederation of Workers’ Trade Unions (Confederazione Italiana Sindacati Lavoratori, CISL) and (iii) the Union of Italian Workers (Unione Italiana del Lavoro, UIL).
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These three organizations, all affiliated to the European Trade Union Confederation 10. https://www.inps.it/news/bonus-baby-sitting-istruzioni-per-la-domanda 11.
‘Bonus baby-sitting.
Un andamento oltre le attese che conferma il bisogno di servizi alla famiglia’.
INPS coordinamento generale statistico attuariale.
March 2021.
58 Social protection of non-standard workers and the self-employed during the pandemic: country chapters Chiara Belletti and Riccardo Norbiato (ETUC), have a confederal structure.
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The member federations and trade unions are organised by industry or sector, given the sectoral dimension of collective bargaining in Italy.
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Within the three confederations, particular categories of non‑standard and self‑ employed workers are represented by the following sectoral federations: (i) CGIL New Identity of Work (Nuove Identità di Lavoro, NIDIL), (ii) CISL Federation of Temporary, Atypical and Self‑Employed Workers (Federazione Lavoratori Somministrati, Atipici e Autonomi, FELSA) and (iii) UIL National Category of Temporary, Atypical and Self‑employed Workers (Categoria Nazionale Lavoratori Temporanei, Autonomi, Atipici e Partite IVA, UILTEMP).
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According to the FELSA’s national representative,12 the importance of the federation and the dialogue concerning social protection and working conditions of non‑standard workers have been increasing in recent years, within the confederation.
In Italy, the social dialogue between the government and the social partners is generally at the government’s discretion, and tripartite social dialogue does not have a formal institutional structure (Engin 2018).
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The traditional institutional settings for social dialogue with the institutions are the parliamentary hearings; there is also a tripartite body, with a solely advisory role, in which social partners and trade unions are represented: the National Council for Economics and Labour (Consiglio Nazionale dell’Economia e del Lavoro, CNEL).
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During the pandemic, given the urgent need for support measures to alleviate the effects of the pandemic and the lockdown, the government predominantly adopted protective measures by Decree Law and, consequently, bypassed ex-ante consultation with the trade unions.
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According to a recent Eurofound study,13 the Italian government involved trade unions primarily via ex-post consultations, which sometimes resulted in adjustments and additions to the measures.14 Indeed, with regard to social protection and inclusion of NSWs and SEs, CGIL and CISL- FELSA report a mostly informal dialogue with the government and institutions.
Moreover, the practice of consulting social partners in dedicated parliamentary hearings has continued over the last year and a half.
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The CGIL representative for the labour market area reports on the effectiveness of some discussions with the political parties.
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For instance, some of the TUs’ demands regarding income support measures for showbusiness workers were acknowledged and included in the ’support Decree’.15 Although, in general, the social partners backed the various government measures (Pedersini 2020), the CGIL representative for the labour market area (interviewed for this analysis) claims that the ad-hoc measures for NSWs and SEs adopted during the pandemic were stop-gap measures, and that the Italian welfare system does not extend uniform and adequate social coverage to non‑standard and self‑ 12.
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Representative interviewed for this study.
13.
Pedersini 2020.
14.
The trade unions were involved more actively with regard to CIGS short-work and the remote‑working regulation.
15.
Information obtained through interviews with trade union representatives.
Social protection of non-standard workers and the self-employed during the pandemic: country chapters 59 Country chapter Italy employed workers.
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CGIL again describes the income support measures as one-off and unusual, and repeats the need for systemic coverage of these categories, which are representing an ever larger share of the Italian labour market.
However, the introduction of the ISCRO with the Budget Law 2021, with its longer time horizon stretching beyond the likely duration of the pandemic, is a significant step towards more structural coverage of the self‑employed by the national welfare system.
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The measure stems from a proposal by the CNEL and therefore reflects an active role for TUs.
Despite some limitations of the measure in terms of access requirements and potential recipients, the adoption of the ISCRO was positively welcomed by trade unions.16 4.
Debate and future perspectives With the Covid‑19 pandemic, the issue of social welfare adequacy in a context of labour market fragmentation became more prominent in the socio‑political debate.
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The CGIL international affairs representative reports an intense dialogue also within the ETUC on social protection for non‑standard and platform workers.17 In Italy, these platform workers end up in a grey area between self-employed and dependent work, with a consequent lack of regulation.
Even before 2020, the shortcomings of many European welfare systems with respect to non-standard workers was giving rise to concern at European level.
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In November 2019, the European Council issued a recommendation urging Member States to ensure universal social security for all workers.
According to the Council, the self‑employed should be put on an equal footing with employees in terms of access to adequate social security systems, regarding, inter alia, sickness and disability benefits, parental leave and unemployment schemes.
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Although, during the pandemic, the Italian government adopted social measures that also covered certain categories of NSWs and SEs, the adoption of the ISCRO seems the only tool which looked beyond the crisis and, therefore, is a step towards a more systematic coverage of self-employed workers as envisaged by the Recommendation.
Indeed, the scant media coverage of the Council Recommendation suggests that the document did not have a resounding political impact, probably because of its purely advisory value.
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Future social measures are expected to protect non‑standard workers and the self-employed, since the Italian Recovery and Resilience Plan (Piano Nazionale di Ripresa e Resilienza, PNRR) mentions, although only as an additional objective and without a detailed programme, the importance of strengthening the social safety net by establishing protection for discontinuous, precarious workers and the self‑employed.
16.
Information obtained through an interview with a FELSA (CISL) representative.
17.
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17.
Representative interviewed for this study.
60 Social protection of non-standard workers and the self-employed during the pandemic: country chapters Chiara Belletti and Riccardo Norbiato Conclusions In this chapter, we discuss the measures adopted during the Covid-19 pandemic by the Italian government to protect non-standard workers and the self-employed.
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The government took a series of emergency measures to cover some structural gaps in the Italian welfare system affecting these categories of workers.
With regard to income protection in case of unemployment, some non‑standard workers benefited from the extension of the existing unemployment benefit scheme, the DISCOLL.
For some categories of professionals, ad hoc support systems were created, mostly in the form of allowances to cushion income loss.
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Other measures to protect workers affected by the pandemic and its socio-economic consequences were the extension of sickness benefits to include periods of quarantine, and the granting of Covid-specific parental leave to help parents cope with school closures, although the standard self‑employed were not included in its target group.
The government adopted the vast majority of these measures via decree law, due to the emergency dimension of the pandemic.
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Consultation with the trade unions on the issue of social protection for non‑standard workers ‑ in terms of income protection schemes, sickness benefits and leave - occurred mostly via informal discussions, and the measures adopted by the government were, overall, welcomed by the TUs.
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In general, almost all the measures adopted to protect non-standard and self-employed workers, with the main exception of the ISCRO scheme, were limited in time and lacked the structural dimension envisaged by the Council Recommendation of November 2019 on the extension of national welfare to all workers and the self‑employed.
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Nevertheless, it is clear that the Covid-19 pandemic has highlighted the need for a more adequate welfare system in a context of labour market fragmentation, and possible adjustments and developments are expected for the future.
References Engin E.M. (2018) Bipartite, tripartite, tripartite-plus social dialogue mechanisms and best practices in the EU Member States, Geneva, ILO.
ILO (2016) Non-standard employment around the world: understanding challenges, shaping prospects, Geneva, ILO.
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INPS (2021a) Bonus baby-sitting.
Un andamento oltre le attese che conferma il bisogno di servizi alla famiglia, Rome, Istituto Nazionale Previdenza Sociale.
INPS (2021b) Indennità 600 – 1000 euro.
Analisi delle tutele previste durante la pandemia per autonomi, agricoli, stagionali, intermittenti ed altre categorie, Rome, Istituto Nazionale Previdenza Sociale.
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Jessoula M., Pavolini E., Raitano M. and Natili M. (2021) ESPN Thematic report: social protection and inclusion policy responses to the Covid-19 crisis - Italy, Luxembourg, Publications Office of the European Union.
MISSOC (2020) Social protection for the self-employed.
Italy, Roma, Mutual Information System on Social Protection.
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Social protection of non-standard workers and the self-employed during the pandemic: country chapters 61 Country chapter Italy Pedersini R. (2020) Italy: working life in the Covid-19 pandemic 2020, Dublin, Eurofound.
Spasova S., Bouget D., Ghailani D. and Vanhercke B.
(2017) Access to social protection for people working on non-standard contracts and as self-employed in Europe.
Study of national policies, Brussels, European Commission, European Social Policy Network (ESPN).
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Spasova S., Ghailani D., Sabato S., Coster S., Fronteddu B. and Vanhercke B.
(2021) Non-standard workers and the self-employed in the EU: social protection during the Covid-19 pandemic, Report 2021.02, Brussels, ETUI.
Weber T., Hurley J. and Adăscăliței D. (2021) Covid-19: implications for employment and working life, Covid-19 series, Luxembourg, Publications Office of the European Union.
All links were checked on 09.09.2021.
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62 Social protection of non-standard workers and the self-employed during the pandemic: country chapters Chiara Belletti and Riccardo Norbiato Country chapter Lithuania Romas Lazutka and Jekaterina Navickė Vilnius University Introduction This chapter describes Covid‑19 income support measures related to unemploy‑ ment, sickness and the self-employed, as well as the potential effect of these mea‑ sures on non-standard workers (NSW) and the self-employed (SE),1 the role of national trade unions and future perspectives.
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A state of emergency related to Covid-19 was announced in Lithuania on 26 February 2020.
There were two nationwide lockdowns, from 16 March to 16 June 2020 and from 7 November 2020 to 1 July 2021.
Between the two lockdowns, local lockdowns were announced by some municipalities.
The fiscal Covid-19 relief package involved around €3.5 billion (7% of 2019 GDP) in 2020 and around €1.2 billion (around 2.4% of 2019 GDP) for 2021 (MoF 2021a; MoF 2021b).
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The main income support measures during the pandemic included the regular social insurance schemes (unemployment benefits, sickness benefits) as well as newly introduced schemes (jobseeker’s allowance, flat-rate benefit for the SE and wage subsidies).
Since January 2017, the owners of individual enterprises, members of small partnerships, and partners of general partnerships have been eligible for unemployment benefits.
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As for newly introduced schemes, both the jobseeker’s allowance and the benefit for the SE were of a low level, but were broad in their coverage.
Stricter eligibility conditions for the jobseeker’s allowance were introduced at the beginning of 2021, and stricter conditions for the benefits for the SE have applied since July 2021.
The newly introduced Covid-19 measures are gradually being phased out, with most of the measures being foreseen only for the period of lockdown and 1‑2 months thereafter.
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Hence, they should be discontinued by the autumn of 2021.
The social partners were consulted on an ad‑hoc basis during the introduction of the Covid‑19‑related social protection measures discussed in this chapter; no tripartite meetings were held.
One more structured way of discussing measures to cushion the social consequences of the pandemic in 2020 was in the Advisory 1.
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For the purposes of this chapter, we use the following definitions of different types of employment (ILO 2016): Standard employees i.e.
full-time open-ended contracts; non- standard workers i.e.
contractual employment outside of full‑time open‑ended contracts (e.g.
part‑time, temporary contracts, zero‑hour, seasonal workers etc.
); self‑employment, i.e.
people working for their own account.
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people working for their own account.
Social protection of non-standard workers and the self-employed during the pandemic: country chapters 63 Group for Post-Quarantine Social Issues under the Ministry of Social Security and Labour.
The social partners were also invited to participate in the group.
Following the change of Government, the Advisory Board of Independent Experts was set up and has been holding meetings on a regular basis since December 2020 (koronastop.lrv.lt 2021).
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The Board includes representatives of the biggest trade union umbrella organisation – the Lithuanian Trade Union Confederation (LTUC).
The Board is, however, focused on epidemic management measures, rather than managing the social consequences of the pandemic.
Other formats for cooperation include ad‑hoc meetings and online public consultations.
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The latter are criticised for being more of a public relations’ measure rather than an effective mode of cooperation, with little action taken on proposals and feedback provided during the consultations.
According to academic evaluations, the lack of cooperation and stakeholder involvement was not resolved during the Covid‑19 pandemic (Bortkevičiūtė et al.
2020).
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2020).
The Council Recommendation on access to social protection for workers and the self-employed 2019 (hereafter ‘the 2019 Council Recommendation’) was not publicly discussed in Lithuania, nor was it discussed in the Parliamentary committees for Social Affairs or European Affairs.
Yet, on 15 May 2021, the Ministry of Social Security and Labour prepared a National Plan as part of the monitoring process of the 2019 Council Recommendation (MoSSL 2021a).
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The Covid‑19 income support measures related to unemployment, sickness and the SE are described in Section 1.
Section 2 discusses the potential effect of these measures on NSW and SE.
Furthermore, the role of national trade unions and future perspectives are discussed in Sections 3 and 4.
Finally, the conclusions summarize the main insights of the chapter.
The time period of the measures included in the chapter is: March 2020- 1 June 2021.
1.
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1.
Description of measures 1.1 Unemployment benefits 1.1.1 Access of NSW and SE to the general unemployment benefit scheme Unemployment benefit (nedarbo išmoka) is a monthly benefit organised via a compulsory insurance system.
SE, persons working on civil contracts,2 and trainees3 are not covered.
Employed persons receiving remuneration for work from employers, including NSW and apprentices,4 are eligible for unemployment benefits.
Since January 2017, the owners of individual enterprises, members of 2.
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The Civil Code refers to consumer contracts (vartojimo sutartys) under which a natural person undertakes to provide goods or services to the consumer and the consumer undertakes to accept them and pay the agreed price (e‑tar.lt 2000).
3.
Here and thereafter: trainees are students or registered unemployed in professional practice or professional rehabilitation programmes and those carrying out voluntary practice.
4.
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4.
Here and thereafter: apprentices are people employed on apprenticeship contracts (pameistrystės sutartis), as referred to in the Labour Code of the Republic of Lithuania.
64 Social protection of non-standard workers and the self-employed during the pandemic: country chapters Romas Lazutka and Jekaterina Navickė small partnerships, and partners of general partnerships have also been eligible for unemployment benefits.
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In order to receive unemployment benefits, the insured person must be registered with a local Employment Service unit as unemployed, must have paid social insurance contributions for at least 12 months during the last two and a half years and have been looking for a job.
Both the coverage and amount of the unemployment benefit have been increased since 1 July 2017.
The unemployment benefit is paid for up to nine months.
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The unemployment benefit consists of a fixed component and a variable earnings- related component.
The fixed component has been set at 23.27% of the minimum monthly wage (thereafter MMW) since 2019.
The earnings-related component of the unemployment benefit depends on the previous insured income and decreases over the period of receipt (i.e.
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38.79% of the former earnings during the first three months of receipt, 31.03% between the fourth and the sixth month of receipt, and 23.27% between the seventh and the ninth months of receipt).
The ceiling for the unemployment benefit is 58.18% of the gross average wage (e-tar.lt 2003).
1.1.2 Measures taken during the pandemic A new temporary jobseeker’s allowance (darbo paieškos išmoka) was established during the pandemic, available to both standard workers and NSW.
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The allowance covered all unemployed persons registered with the Employment Service in 2020 and not entitled to contributory unemployment benefits.
The amount of the jobseeker’s allowance was €200 per month in 2020.
Moreover, a €42 temporary jobseeker’s allowance was paid as a top-up to unemployed people receiving contributory unemployment benefits.
The new allowance was paid for a maximum of six months, but not after 31 December 2020.
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The newly introduced allowance helped bridge the gap in the coverage of unemployment insurance benefits.
Since January 2021, an additional eligibility condition has been introduced - the person’s employment contract or legal relations deemed to be equal to employment relationships has/have to have expired not more than three months before the date of the Government‑introduced state of emergency or lockdown.
The amount of the allowance has been increased to €211.86 per month.
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The duration of payment is equal to the duration of the lockdown or emergency situation plus one extra month.
The main caveats are the temporary nature of the introduced mechanism and its low amount.
Moreover, a flat-rate benefit for SE who have paid social insurance contributions for at least three months during the last 12 months prior to the introduction of the emergency measures was introduced in 16 March 2020.
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This benefit is not linked to the contributory unemployment benefit, nor to the temporary jobseeker’s allowance.
The benefit for the SE was paid irrespective of whether or not self- employment activities were restricted due to the lockdown and irrespective of any change in income from self-employment.
It was not paid if a SE person also received employment-related income exceeding one MMW.
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The benefit is payable during the period of lockdown and can be combined with contributory Social protection of non-standard workers and the self-employed during the pandemic: country chapters 65 Country chapter Lithuania unemployment benefits, if the SE is entitled to them.
Benefits could be combined for those who combined self‑employment with employment (hired work).
After the first lockdown was lifted, the benefit was paid for two extra months thereafter.
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From 2021, the payment will continue until one month after the end of the emergency situation or lockdown.
The amount of the flat-rate benefit was €257 per month in 2020 and €260 as of January 2021.
1.2 Sick pay and sickness benefits5 1.2.1 Access of NSW and SE to the general sickness benefit scheme A sickness benefit (ligos išmoka) is a contributory benefit granted pursuant to the Law on Sickness and Maternity Social Insurance and available to people with statutory social insurance coverage.
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Employed persons receiving remuneration for work from employers, including NSW, are eligible for sickness benefits.
All categories of the SE, with the exception of persons engaged in individual activities under a business certificate, have been covered by the sickness insurance since 1 January 2017.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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As for the contributory history required to access the scheme, the statutory social insurance coverage period must be at least three months during the last year or at least six months during the last two years.
The employer pays the recipient’s compensated wage for the first two days; from the third day, sickness benefits are paid by the National Social Insurance Fund (Sodra).
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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1.2.2 Measures taken during the pandemic One of the main health‑related measures targeted at the SE was a possibility to defer health insurance contributions from the start of the state of emergency on 26 February 2020 until its end.
The deferred contributions must be paid within a period of two years from the end of the emergency situation.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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If the contributions are not paid within the set timeframe, but the self‑employed person received healthcare services during the period at issue (except for emergency services), they will have to pay the expenses of the Compulsory Health Insurance Fund.
Moreover, people with chronic diseases (including those not infected with Covid-19) can apply for sickness benefits during the state of emergency and lockdown if they are not on furlough and cannot work remotely.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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The scheme covers all types of work contracts and the SE.
The latter arrangement is aimed at protecting this vulnerable group from Covid‑19 infection.
Persons with chronic diseases are entitled to the sickness benefit at 62.06% of their gross wage during the state of emergency and lockdown.
It is paid for up to 60 days and can be extended for the full period of the state of emergency and lockdown.
5.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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5.
Sick pay refers to the continued, time limited, payment of (part of) the worker’s wage by the employer during the period of sickness.
Sickness benefits are provided by the social protection system and are paid as a fixed rate of previous earnings, or a flat-rate amount.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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66 Social protection of non-standard workers and the self-employed during the pandemic: country chapters Romas Lazutka and Jekaterina Navickė Finally, sickness social insurance benefits have been increased for employees who become infected with Covid‑19 in the performance of their duties, i.e.
doctors, officials, or other employees (pharmacists, cashiers, social workers, and the like).
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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They are offered a maximum sickness benefit of 100% of their net insured income (77.58% of their gross insured income instead of 62.06%).
This measure was introduced in March 2020, but is also applied to those who became infected before the amendment to the law came into force.
The measure is not targeted at NSW or the SE.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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The measure is not targeted at NSW or the SE.
1.3 Special ‘pandemic’ leave Working parents with children of up to 12 years of age who were not able to work due to school or childcare facility closures during lockdowns, as well as other workers who provided care for disabled or elderly family members, were entitled to paid sickness leave (ligos išmoka) in 2020.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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This measure was adjusted in September 2020 to cover the period of compulsory self‑isolation of up to 14 days for school children in up to the fourth grade, or children with a disability up to 21 years of age, and to cover the period of school or childcare facility closures due to Covid-19 restrictions.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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In 2021, the latter measure was further extended to cover childcare periods of 14 additional days for school children in up to the fourth grade during the lockdown, even if childcare facilities are not closed.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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It applies to employees on any type of work contract, including NSW, and to the SE (with the exception of those engaged in individual activities under a business certificate; they are not covered by the general sickness benefit scheme [see Section 1.2] and those whose jobs allow them to work remotely).
Payments for childcare due to school and childcare facility closures were available to parents from the beginning of lockdown on 16 March 2020 until its end on 16 June 2020.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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The measure was extended in September 2020 and continued in 2021 (during the state of emergency and lockdown).
Working parents who were at home due to school or childcare facility closures during lockdown, as well as other workers providing care for disabled or elderly people, are entitled to paid leave of up to 60 days paid at 65.9% of their gross insured income, until the end of the state of emergency.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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The ordinary contributory parental leave (sickness benefit) for nursing a sick child (only under 14 years old) is granted for no longer than 14 calendar days.
Thus ’special corona leave’ is more generous in terms of length.
Other conditions, such as the required period of contributions and the amount of the benefit, are identical.
Social protection of non-standard workers and the self-employed during the pandemic: country chapters 67 Country chapter Lithuania 2.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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Potential effect of the measures on NSW and SE In 2019, there were 347,300 SE in the country (23.6% of the total labour force) and 98% of them were not covered by unemployment social insurance.6 More than 40% of SE have another job, i.e.
they are employees working under contracts and as such are covered by all types of social insurance, including unemployment benefits.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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All groups of the SE are covered for sickness benefits with the exception of those who work on the basis of business certificates – they do not pay sickness social insurance contributions.
The number of those working with business certificates was 98,300 (28% of all SE) in 2019.
As stated by the State Social Insurance Fund Board under the Ministry of Social Security and Labour, 37% of those with business certificates are not engaged in any other economic activity (do not have any employment contracts).
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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Hence, they are not covered by sickness insurance.
There is a possibility for the SE to opt into the social insurance scheme, but some conditions of the voluntary schemes are not favourable to the self‑employed, in terms of the ratio of benefits to contributions, and therefore they choose not to opt in.
While there are some statistics on the number of beneficiaries of the special ‘pandemic’ leave (sickness benefits),7 it is not known what fraction of beneficiaries belong to the group of NSW or SE.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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Hence while both NSW and SE (with the exception of those who work on the basis of business certificates and those whose jobs allow them to work remotely) are covered by sickness insurance, their take- up of the special sickness benefits available during the pandemic is not known.
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Financial inclusion
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Social Protection Jobs and Economic inclusion
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Australia
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https://docs-lawep.s3.us-east-2.amazonaws.com/1694232387505.pdf
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https://www.aph.gov.au/DocumentStore.ashx?id=ee6c4eac-23d1-4178-9768-91f4ee305f09
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