What changed between the draft committee report and the plenary report

I. Background

The European Globalisation Adjustment Fund (EGF) was created to provide additional assistance to workers suffering from the consequences of major structural changes in world trade patterns.

In accordance with point 9 of the Interinstitutional Agreement of 16 December 2020, the Commission is required, following the positive assessment of an application, to submit a proposal to mobilise the Fund to the budgetary authority and to complement it with a corresponding request for transfer to the relevant budget lines.

II. Belgium’s application and the Commission's proposal

On 23 September 2025 Belgium submitted an application EGF/2025/007 BE/Casa for a financial contribution from the EGF, following 416 redundancies at Casa International NV. This is the seventh such application of 2025, and the fourth to be examined under the 2026 budget.

Following the assessment of this application, the Commission has concluded, in accordance with all applicable provisions of the EGF Regulation, that the conditions for awarding a financial contribution from the EGF are met.

On 6 February 2026, the Commission adopted a proposal for a decision on the mobilisation of the EGF in favour of Belgium for tailored measures to support the reintegration in the labour market of 416 targeted beneficiaries, i.e. workers from Casa (retail stores and warehouse) made redundant. In total, EUR 1 916 733 will be mobilised from the EGF for Casa, representing 85% of the total costs of the proposed actions.

The Commission deemed the Belgian application admissible under the intervention criteria of Article 4(2) (a) of the EGF Regulation, which requires the cessation of activity of at least 200 displaced workers or self-employed persons over a reference period of four months, in an enterprise in a Member State, including workers displaced in suppliers and downstream.

EGF co-funding has been requested for the following six types of actions, to be provided to redundant workers:

a) Taskforce: A taskforce composed of experts with experience in providing guidance on collective redundancy processes and in-depth knowledge of the local labour market, will organise and run the information sessions, define personalised paths together with the workers for reintegration into employment and re-adjust them, if need be.

b) Outplacement: Outplacement services include both collective and individual activities, such as an initial interview and individual guidance, certification of acquired skills, guidance on using the VDAB's (Public Employment Services in Flanders) "My Career" (Mijn Loopbaan) digital platform for job searching, as well as guidance before, during, and after the job fair. Support is also provided in ”Job-Up” sessions, where workers can walk in to receive help with questions on their job application. Outplacement services started in early April.

c) Active mediation: The VDAB mediators estimate the jobseekers’ potential, guide them, try to match them with suitable employers, and refer them to upskilling measures, if necessary. Support is also given on preparing the workers for future job applications, writing attractive CVs and acquiring skills needed for performing confidently in a job interview.

d) Guidance: VDAB can refer a job seeker to a partner organisation when this is deemed useful based on the person’s needs, profile and stage in their career path. Each organisation offers a personalised programme, which includes guidance, search for job openings, assessment and strengthening of digital skills, help in using digital tools for job search, and mental support. These services are provided through a voucher scheme to ensure freedom of choice for the workers.

e) Training and retraining: Workers have access to a wide range of training, provided by VDAB or by external training providers. They can choose either to further develop their skills in their own field, or to fully retrain in occupations with labour shortage. Prior to the training programme, a VDAB mediator carries out individual screening to tailor the learning pathway to each participant’s motivation, skills and personal growth opportunities. The level of digital skills training is adapted to the jobseeker’s job target. Specific emphasis is placed on strengthening participants’ technical and digital skills via hybrid learning methodologies – a mix of classroom, digital and experience-based learning. Successful participants will receive an official certificate or diploma.

f) Training at the workplace: Workers receive individual on-the-job training at the enterprise that is required to recruit them after the training. The employment contract is either permanent or fixed term for at least the same duration as the training.

g) Job fair: This recruitment event brings together jobseekers and employers. Before attending the event, participants are offered mentoring to prepare meeting with potential employers. The event also contributes to getting to know the companies, building confidence to engage in conversations and encouraging to follow training based on information provided by the employers. A job fair was organised on 17 June 2025 in Westerlo.

III. Procedure

In order to mobilise the Fund, the Commission has submitted to the Budgetary Authority a request to transfer a global amount of EUR 1 916 733 from the EGF reserve (budget line 30 04 02; commitment appropriations) to the EGF (budget line 16 02 02; commitment appropriations).

According to an internal agreement within the Parliament, the Employment and Social Affairs Committee and the Committee on Regional Development should be associated to the process, in order to provide constructive support and contribute to the assessment of the applications from the Fund.