At present, the main challenges of employment policy are labour shortages and mismatches on the supply and demand sides, partly due to differences in labour market needs and skills structures for those seeking employment, and partly to territorial disparities. The Government intends to address these challenges by strengthening active labour market instruments to facilitate access to the open labour market, by promoting the exit from public employment to the competitive sector and by reforming the public employment system, improving the mobility of workers and increasing the capacity of companies to create jobs. However, the favourable economic environment and the growing demand for labour do not mean that there are no structural changes leading to job losses and the creation of new jobs. Technological progress, automation and digitalisation are likely to have a significant impact on labour market developments in the coming decades. In particular, the demand for labour in certain sectors and jobs is expected to decrease, thanks to the fact that automation can replace human work for a large number of routine activities. According to OECD data, the proportion of routine jobs requiring intermediate qualifications has already decreased significantly in the European Union over the last decade, while the share of highly skilled non-routine jobs has increased. This trend will continue and accelerate over the next decade. In terms of the extent of the impact on the labour market, there are different scenarios in international literature, but there is typically consensus that digitalisation and automation induce structural changes in the labour market that workers will have to adapt to. Services and subsidies to help change jobs in the labour market can play a role in this. The post-2008 economic and financial crisis has shown that this requires measures that can be activated immediately and are able to react quickly to the announced collective redundancies. It is therefore also appropriate to establish such a mechanism in the current favourable labour market environment. The objective of the flagship project is to help workers expected to be redeployed before the termination of the employment relationship in order to help them find a job and prevent them from becoming unemployed. The scheme provides an opportunity to deal with possible redundancies in the public sector and to help public sector workers find themselves in the competitive sector. The target group of the priority project is workers who may be affected by collective redundancies in enterprises/public sector employers, or whose employment relationship is expected to end within one year, and this has been communicated in writing by the employer to the employee and the public employment body in advance. In the flagship project, government agencies can finance outplacement services and training for workers affected by the redundancy. This means a package of personalised services that will help you identify opportunities for re-employment and/or transition through personal counselling, and finance individual training, skills development and labour market services before the end of your employment relationship. Expects the employer who has declared the redundancies to cooperate so that part of the working time can be used by individuals to participate in training or services, but does not directly support the employer. The main professional content of the project consists of the following activities supporting the re-location of the target group and the change of profession: — provision of labour market services (services before the termination of the employment relationship of the individual may be financed from the source of the programme) — Support for training costs (training fee) — Salary supplement during training — Replacement allowance during training (replacement allowance only for the post-employment training period) — Cost support for training-related inter-urban travel — Support for accommodation related to training (if the employment relationship is terminated during training) — Training-related meal allowance (if the employment relationship is terminated during training) — Time of training support for the costs of childcare (if in the meantime the trainee becomes a registered jobseeker) — Subsidy for the costs of caring for a relative during the training period (if the trainee becomes a registered job seeker in the meantime) — Professional (training) fitness check.