{"id":33987,"date":"2026-04-21T16:35:25","date_gmt":"2026-04-21T13:35:25","guid":{"rendered":"https:\/\/developvalmiera.lv\/?p=33987"},"modified":"2026-04-22T10:04:04","modified_gmt":"2026-04-22T07:04:04","slug":"employee-as-a-service-a-practical-path-to-inclusive-employment-in-companies","status":"publish","type":"post","link":"https:\/\/developvalmiera.lv\/en\/employee-as-a-service-a-practical-path-to-inclusive-employment-in-companies\/","title":{"rendered":"Employee as a Service: A Practical Path to Inclusive Employment in Companies"},"content":{"rendered":"\n
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Across Europe, including Latvia and Sweden, the question of how to address labour shortages while fostering a more inclusive work environment is becoming increasingly important. Within the <\/strong>Stronger Together<\/em><\/strong> project, an approach called \u201cEmployee as a Service\u201d<\/strong> is being developed, offering a structured and practical solution for companies willing to engage people with intellectual and mental disabilities in the labour market.<\/p>\n\n\n\n

This approach is based on collaboration between companies and social enterprises or organisations acting as intermediaries, providing support to both the employer and the employee throughout the entire employment process. As a result, businesses benefit from reduced risk and administrative burden while ensuring high-quality and sustainable outcomes. <\/p>\n\n\n\n

How does this model work in practice?<\/strong><\/p>\n\n\n\n

The process begins with identifying the company\u2019s needs. In cooperation with project partners or social enterprises, job tasks, the work environment, and potential roles suitable for people with special needs are analysed. This step helps identify the most appropriate and tailored solutions for each company.<\/p>\n\n\n\n

In the next stage, the employer selects the most suitable form of cooperation. One option is the \u201cEmployee as a Service\u201d model, where employment is organised through a social enterprise that takes on coordination and support functions. Alternatively, companies may choose direct employment while still receiving expert support.<\/p>\n\n\n\n

This is followed by candidate selection and preparation. Specialists involved in the process assess the skills and needs of candidates, provide necessary training, and support their transition into employment. Importantly, companies do not need to manage this process independently – it is carried out in close cooperation with experienced partners.<\/p>\n\n\n\n

Continuous support throughout the process<\/strong><\/p>\n\n\n\n

One of the key advantages of this model is ongoing professional support. Experts assist employees in adapting to the workplace while also advising employers on work organisation, communication, and necessary adjustments.<\/p>\n\n\n\n

In practice, workplace adaptations are often simple\u2014such as clearer task structuring or minor process adjustments – yet they can significantly impact employee performance and successful integration into the team.<\/p>\n\n\n\n

Additionally, companies are provided with educational materials and training that help them better understand the target group, reduce stereotypes, and build a more inclusive organisational culture.<\/p>\n\n\n\n

Latvia\u2019s experience as a practical example<\/strong><\/p>\n\n\n\n

In Latvia, this approach is actively implemented by the Samaritan Association of Latvia in cooperation with the social enterprise \u201cSocial Workshops\u201d, providing both the \u201cEmployee as a Service\u201d model and support for companies choosing direct employment.<\/p>\n\n\n\n

This experience serves as a practical example that can be transferred and adapted to other regions, including Sweden, where similar approaches are being developed in cooperation with social economy organisations.<\/p>\n\n\n\n

Benefits for businesses and society<\/strong><\/p>\n\n\n\n

It is important to emphasise that this approach is not only a social responsibility initiative – it is also an effective business solution that:<\/p>\n\n\n\n