Globalization, acceleration of economic integration, technological advancement which enables SMEs to compete with big companies, ageing population, low rate of birth and segmentation of labour force during 1980’s and 1990’s are foundation of European Employment Strategy which was created in 1997. The strategy is followed by most important objective put forward in Lisbon Strategy of 2000 that shaped Europe’s first decade of 21st century : making EU the most competitive and dynamic knowledge-based economy in world, capable of sustainable economic growth with more and better jobs and greater social cohesion. The Lisbon Strategy constitutes a dilemma, however, for European companies, institutions, governments, labour force and EU itself. The companies need to work in a flexible labour markets, flexible work organizations and flexible employment conditions to compete and survive in a global economy. The labour force, on other hand, needs strengthened social security, especially increased social programs for vulnerable groups alongside flexibility options for increased quality of life. The remedy of this dilemma is one of most important current socio-political subjects of Europe : Flexicurity. This article investigates born and meaning of term flexicurity, its principles and elements and its effects on labour regulations throughout Europe. The legal changes in different countries from different social model within Europe are presented. The flexicurity programs in Turkish labour legislation are also taken into account to make a comparison as country wants to join EU in near future.

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