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The deadline for submitting articles for the monographic section is 15 May 2023

In the globalised world, changes happen more rapidly and suddenly. The technological sphere must go with current trends and it feeds and enhances these changes. Without any doubt, work, jobs, the ways in which they are performed, tools and working conditions must comply with the obligations imposed by this evolution. The advance of technology in the field of lifelong learning is not a new phenomenon. In fact, it can be said that, at least in the more developed countries, we have become accustomed to live surrounded by many intelligent and intuitive technology tools that facilitate our daily routine.

However, the digital transition and the processes inherent to it, in addition to its advantages, also entails disadvantages or challenges that we must deal with in the framework of the employment and market transition. These challenges, added to those related to the ecological, demographic and territorial transition, should pose an uncertain future; a future which will be heavily influenced by our current decisions. This uncertainty is reflected in the field of employment and, in parallel, in the field of vocational and lifelong training. There is no doubt that, the work of the will be fully automated. For this reason, it is necessary to invest individually and collectively in the lifelong learning of workers.

In this respect, many questions arise regarding the professions of the future, among others: What role people will assume in each activity? What skills will be required?  How to access to the necessary training? What solutions can be envisaged to enable the reconciliation of actual service provision and training obligations? How and by whom training actions should be financed?, etc.

The fact is that lifelong learning represent a way of life with a direct effect on labour relations. In recent years, our labour law and training system have undergone numerous modifications and measures aimed to adapt to new scenarios, such as that brought about by Covid 19, the high rates of youth unemployment or the under-representation of women in technical professions, etc. Along these lines, it could be highlighted that the organisation and integration of the vocational training system, the reform of training contracts, the forthcoming regulation of the status of trainees, the paradigm shift represented by the RED Mechanism, the development of digital and green competences, individual training accounts and instruments for the recognition and validation of competences, etc.

Therefore, we would like to invite the authors to reflect on the current reforms in labour law regarding this topic. To this extend, the articles will be useful to reflect on these issues from different points of view such as law, sociology and economics.



​​​​​No deadline. You can submit your article at any time

Remember that you can submit article proposals at any time; there is no submission deadline for the open section in the Journal. In all cases, LAN HARREMANAK Journal - Revista de relaciones laborales uses external peer reviewers to decide on the publication of the article proposals it receives. As author, you can follow the full process of publishing your article using the OJS (Open Journal System) application.