In a number of countries (such as Austria, Chile, Norway, Sweden and Brazil), legislation or collective agreements provide for fee-based insurance schemes or individual saving accounts, with employers’ contributions payable as a percentage of payroll and which can be accessed by workers upon dismissal.13 In a similar way, in Ireland, employers are reimbursed 15% of their severance costs by a redundancy fund financed by ordinary employer and employee social security contributions. These schemes have the advantage of inducing no disincentives for dismissals or voluntary separations, while insuring workers against dismissal. For these reasons, they can be considered best practices in this area.