Regional Work Centers (RWC): A new step in career guidance
Author: Marit Schreurs, Euroguidance Netherlands.
Translated from from the dutch article “De regio aan zet” authors: Meike Oosterwegel and Jouke Post, CNV Jongeren/James Loopbaan
The introduction of Regional Work Centers (RWC) in the Dutch labour market will offer accessible career services for both employees and job seekers. The goal of RWC is to improve the availability of support regarding career related questions and also to assist people in finding employment or new career opportunities through public-private partnerships.
The role and background of the RWCs
The need for accessible career support has existed for some time, as has been pointed out in various policy reports which have advocated the need for a centralised service point. The COVID-19 pandemic accelerated this need and development. Due to the COVID-19 pandemic, Temporary Regional Mobility teams (RMT) were established, aimed to support individuals who had either lost their jobs or were at risk of losing their jobs. These RMTs served as a precursor to the RWC. This transition to the introduction of RWCs will begin in 2025 and will become a permanent facility within each labour market region in the Netherlands in 2026.
To support this, public and private organisations, like municipalities, the Employee Insurance Agency (UWV), employer organisations, education providers and trade unions will collaborate to provide support and services to employees and job seekers. By implementing a one stop-shop approach, the RWCs aim to serve as a user-friendly and centralised gateway to various career services.
Main Goals of the RWCs:
- Enhancing labour market infrastructure: Offering a central point where everyone can find answers to questions about employment, training, and career development.
- Increasing labour participation: Guiding more people into work, including those currently without jobs.
- Promoting training and retraining for career development: Assisting individuals in finding new opportunities through facilitating further training and re-training.
- Strengthening partnerships: Collaborating of partners such as municipalities, UWV, educational institutions, and trade unions will offer a wide range of services and resources.
- One-stop-shop approach: A user-friendly system where people can quickly and efficiently find the right help without being redirected repeatedly.
Experiences and Challenges from the Field
The transition to this new labour market infrastructure will be complete in 2026, but there are already some labour market regions that are implementing the use of RWCs. Professionals already involved in the existing RWCs highlighted that the collaboration between public and private partners is of great value, especially since it enables a complete services package.
However, there are also challenges, such as safeguarding the independence of partners and maintaining a neutral space where all participants feel welcome. People who receive social support and newcomers often struggle to navigate the system and therefore still require special attention.
The Future of the RWCs
With 2025 being the transition year to implement the new infrastructure, the RWCs will represent an important step towards a robust and accessible career support system in the Netherlands. In five years, professionals hope that the RWCs will be a recognisable and low threshold support service, where job seekers and employers from all backgrounds will feel welcome. By becoming a recognisable and accessible place for all citizens at both national and regional levels the centres have the potential to make a sustainable and structural contribution to the Dutch labour market.
