Unemployment > Integration Agreement

Integration Agreement

Definition, Explanation

In the course of employment promotion, the labour agency, in collaboration with the jobseeker respectively apprenticeship seeker, make up the integration agreement as prescribed by Sozialgesetzbuch Drittes Buch (SGB II, § 15 and § 37).

The integration agreement is meant to realize the principle of “support and challenge” aiming at re-integrating the unemployed into the job market as soon as possible. The agreement is the formal means of systematizing the integration process by defining the agreed goals between the jobseeker and the ARGE as well as the rights and obligations of both parties. As such, the integration agreement is an instrument of labour market politics. It is a contract between the receiver of unemployment benefit 2 and the responsible authority, mostly the ARGE. According to the law, if the unemployed refuses to sign such an agreement, it can lead to his benefits being cut. The jobseeker is thereby obliged to use every opportunity to end the unemployment as soon as possible.

Content of the agreement:

• results from the so-called profiling in which the jobseeker's professional and personal competences, education and further education and occupational experience are determined. Furthermore, the profiling examines in how far the qualification is currently available and whether there are circumstances given that make re-employment or placement difficult. Also the conditions of the regional and cross regional job market are taken into account. The profiling is performed after the unemployed has reported unemployed or apprentice-seeking
• measures for re-integration, e.g. qualifying measures with extent and procedures of damage payment if the measure is not performed to the end
• supportive offers by the labour agency
• time-scheduled activities of the unemployed, e.g. number of applications to file per week
• benefits paid to the unemployed (as an employment-capable person in need of support) respectively to the household-unit in need of support
• contact of a personal adviser and case manager
• addiction counselling debt couselling
• commencement benefit
• benefits according to semi-retirement regulations

The unemployed respectively apprenticeship-seeker is handed out a copy of the integration agreement. When any conditions are changed, the copy has to be modified accordingly. An examination of the contracted integration agreement is performed if the unemployment has not been ceased after 6 months, respectively if the apprenticeship search has not been successful after 3 months.

If the jobseeker does not comply with the obligations defined in the integration agreement, this means risking that received unemployment benefit 2 will be cut.

Contracting an integration agreement is not obligatory:

• for lone parents / lone custody takers when the child is below the age of 3
• for persons nursing relatives
• for persons whose status regarding employment-capability has not been determined
• for persons working in old-age part time work
• for juveniles below the age of 25 who attend a school full time
• for persons who have received positive application response and are going to be employed within the next 8 weeks

If you do not consent to the integration agreement, you can file an objection. If that has been unsuccessful, you can only take action for rescission in social court. Such trial is free of charge for you, however in case the action is dismissed you must pay the costs for your attorney on your own.

Tips, Checklist

• Prepare well for the interview for the integration agreement
• Take a person of trust to the interview with your case manager
• Have your case manager explain every part of the agreement, and ask for a respite if you need to think it over
• By no means, refuse to attend an interview for an integration agreement. If you do so, you risk that the agreement is contracted without your participation
• Take all your documents to the interview that certify your qualification, competences and occupational/professional experience
• Think where you might need further qualification and it might be a good thing to attend further education to get your knowledge up to date
• Try by all means to reach a consensus with your case manager. Even if you refuse to sign an integration agreement, the regulations on the administrative will become valid
• Be sure to comply with the defined obligations and do not refuse to accept a reasonably imposable job or apprenticeship. If you refuse, you risk as the cutting of your unemployment benefit 2 by 30 % or the ceasing of your temporary additional unemployment benefit (ALG 1). This does not apply if you can give an important reason to refuse
• Seriously try to get a job
• In case you do not contract the integration agreement, or you do not comply with your obligations or you refuse to accept a job, you must be told about the legal consequences
• If you do not reach a consensus in making the integration agreement, sign under reserve and have your provisos added as a written clause in the agreement
• If you fail to comply with your obligations despite having been informed about the legal consequences, your unemployment benefit 2 will be cut by 60 % for 3 months, and your benefits for accommodation, heating and additional demands are cut. Early ceasing of integrative measures is sanctioned by cuts in unemployment benefit 2, as well
• Comply with compulsory appointments with doctors or authorities, such as job advice, examination of benefit-entitlement, placement interviews and interviews preparing for qualification measures. If you break your duty to report, your unemployment benefit 2 will be cut by 10 %
• You are not allowed to diminish your assets or income for the purpose of being paid more unemployment benefit
• Before you receive any note about the cutting of your benefits, you are invited to a hearing in which you are informed about the impending measures and on which you can comment within 2 weeks
• Consider that many contracted integration agreements are invalid in the first place because they are not adapted to the jobseeker's individual situation

Last update: 02/04/2010