The just transition in the SAŠA region means more than just closing down the coal mine and thermal power plant—it brings an opportunity for a new, green future. At the heart of this transition are the people, the employees who need support to transfer their knowledge and experience to new industries. Investing in human capital is key to ensuring that the transition is truly just for all.
The Survey on Motivation for Retraining among Employees in PV and TEŠ, conducted in the autumn of 2024, showed that approximately 35% of respondents are willing to pursue education in the same field for a higher degree, while 30.3% would retrain for a new profession if it were a requirement for a new job. Around 32.7% are not willing to participate in any retraining. A large majority of respondents (87.4%) believe it is important to find new employment within the Savinja-Šalek region. Desired professions include fields with high demand in the labor market, such as mechanical engineering (26.2%), economics (16.7%), and electrical engineering (11.9%). Some respondents wish to obtain certificates for professions such as police officer, security guard, or construction machinery operator.
Just Transition means transforming energy regions that rely on fossil fuels into a sustainable and low-carbon economy, ensuring that no one is left behind. This process is particularly important for us – the Savinja-Šalek (SAŠA) region, where we are facing the phasing out of coal mining today.
The transition of the SAŠA region from a coal mining tradition to a green future is one of the most complex processes in the country. Among other things, it requires a comprehensive approach to supporting employees in the field of human resources, which includes information, training, and psychological support. A lack of clear information and structured assistance could have long-term consequences for individuals and the community as a whole, as workers facing job losses need, above all, a clear picture of their options.
Key challenges for employees
The closure of the Velenje Coal Mine and the Šoštanj Thermal Power Plant will directly affect several thousand jobs. In a region where the employment structure is closely linked to the coal industry, employees will need to be redirected to new sectors. Older workers with many years of experience in coal mining are a particularly vulnerable group, as they are less adaptable to transitioning to different working environments.
According to data as of 31 August 8. 2024, the TEŠ-PV Group employed 2,211 people.
According to estimates, there will be between 557 and 1,575 redundant employees in the PV system during the entire closure period, based on three different scenarios. At TEŠ, there will be between 59 and 206 redundant employees. To sum up, the closure of the TEŠ-PV group means approximately 2,000 fewer jobs in the SAŠA region, regardless of the closure scenario. According to SURS data, there are an average of 2.4 family members per household in Slovenia, so it is estimated that the total number of people affected by the closure will be almost 4,000.
The longer the TEŠ-PV group operates, the greater the natural outflow of employees will be, resulting in fewer surplus employees (fewer unemployed) in later years. The more time available, the easier it will be to carry out retraining and redeployment.
Activities for preserving human capital
The activities of the Just Transition Fund are primarily focused on:
- Career counselling and training: Interest in retraining among employees at Premogovnik Velenje and TEŠ is noticeable but varied. Approximately 35% of respondents are prepared to pursue further education in the same field, while 30.3% would opt for retraining in a new profession if this were a requirement for a new job. Nevertheless, employees will, in principle, be able to choose the direction of their education and retraining themselves. Information will be available on where and what employers are offering work, and it will be possible to choose according to one’s own interests.
The focus will be on providing training for sectors that will need workers in the future. Opportunities for retraining and upgrading skills will be more pronounced in growing sectors such as renewable energy, digital skills, the circular economy, and sustainable construction. Employees of Premogovnik Velenje and TEŠ will have access to lifelong career guidance and training programmes run by the Employment Service of Slovenia, Velenje Regional Office. All necessary information will also be available through the human resources departments and trade unions of both companies, which will make it easier for employees to make decisions and provide them with support in their future careers.
- Enriched implementation of high-quality and accessible learning and introduction of circular content into the education system: The restructuring of the SAŠA region should also include the upgrading of educational programmes from kindergartens to higher education institutions in the region. The introduction of sustainable development content, the use of modern digital tools and aids, principles of the circular economy and entrepreneurship into existing curricula not only provides additional skills for students, but also represents an opportunity for the region to transfer good practices to other areas and thus develop new activities in the field of education. It also encourages cooperation with the business and academic spheres.
To support employees and employers, the role of the SAŠA Just Transition Center, which operates within the SAŠA Development Agency, is also crucial, providing support to all those directly or indirectly affected by the transition:
Support for employers: Encouraging companies to adapt their business models, introduce digitalization, and develop new products that create jobs with high added value through informal education, professional meetings, organization of study visits, etc.
- Information point: Aimed at workers, companies, and the general public, to provide up-to-date information on employment opportunities, retraining, social support, and mine closure procedures. Building bridges between workers and potential employers, and creating a platform for new jobs.
- Networking and partnerships: Connecting educational institutions, the economy, and local communities for the coordinated implementation of the just transition and the acquisition of domestic and international investments.
- Just Transition Academy: Organisation of formal and informal education as supplementary training in acquiring new skills for the needs of the labour market in view of the region’s just and green transition.
The long-term goals of the just transition in the field of human resources development are implemented by the Centre for Just Transition, primarily through the Just Transition Academy, which provides training in the technical and soft skills needed for the green transition. In the autumn of 2024, the third generation of participants successfully completed training as Just Transition Project Managers, receiving answers to questions on how to plan projects in practice, apply for tenders, and successfully draw down funds. The Just Transition Energy Project Manager provided comprehensive support to all stakeholders in all phases of the process, from obtaining permits to completing the investment or final connection to the grid. The active autumn was also accompanied by three workshops on sustainable solutions for the green transition: LCA analyses; Sustainable integration of RES into the environment; and Sustainable management of energy systems. .