Recent years have been a very difficult time for the regional economy, which has been overwhelmed by unprecedented increases in costs, especially energy (inflation reaching 18%), as well as by the remnants of supply chains that have been snatched from the pandemic. As a result, companies are forced to implement adaptation/restructuring measures, the direct effect of which is very often a reduction in employment. Employment in regional companies is decreasing (year-on-year decrease by 2.9%), while overall in the country it is growing (by 0.7%), which threatens to increase the development distance of Warmia and Mazury to other voivodships. According to the report of the PLO in Olsztyn ‘Assessment of the situation on the labour market and the implementation of tasks in the field of labour market policy in the Warmińsko-Mazurskie Voivodeship in the first half of 2023’, ‘we are seeing a clear increase in both reporting companies and the number of people to be dismissed’. In the first half of 2023, the intention to carry out collective redundancies involving a total of 806 people was reported in the province. The scale of this phenomenon is much greater, because apart from the so-called collective redundancies mandatorily reported to the Labour Offices, companies carry out unregistered reductions. As a result, from January to June 2023, 28 838 previous employees registered in the register of labour offices, including 1 331 people dismissed for reasons related to the workplace (by 175 more than a year ago). Taking into account the specificity of the Warmian-Masurian Voivodeship, with the highest unemployment rate in the country for years, very sensitive to the negative turmoil on the labour market, such phenomena are particularly dangerous for socio-economic development. This is because it threatens to increase unemployment again, which in previous years decreased, and from 2023 it began to rise again in the voivodship (opposite to the country), reaching the level of 8.3% (next to Podkarpackie, the highest in Poland). The situation in the Elbląg subregion is even more difficult, with an unemployment rate of 9.1%, including as much as 17.1% in the Braniewo and Elbląg districts: 13.1% and Działdowoskie: 12,3%. Faced with the need to reduce staff, employers first dismiss the people they consider least useful - those with the lowest skills (the least productive), lacking professional qualifications, women (stereotypically burdened with family responsibilities and childcare resulting in absenteeism) - and, at the same time, it is these groups that, for the same reasons, are least likely to find a new job. This is confirmed by statistics (CSO Local Data Bank, IX.2023) – people with tertiary education account for only 9.33% of the total unemployed in the Elbląg subregion, while people with industry or primary education account for as much as 58.86%. The share of women in the structure of unemployment exceeds 56.7% in the subregion, reaching above 62% in the Nowy Sącz district and 58% in Iława and Działdowo districts. Moreover, people dismissed through no fault of their own (for reasons attributable to the employer) experience a mental breakdown, are bitter and burdened with feelings of rejection, underappreciation and unsuitability, which significantly reduces their motivation to act, making them passive and passive – without active and direct external support, they risk falling into professional apathy and long-term unemployment. It is necessary to take an immediate response, enabling a quick return to the labour market of people after reductions (quick and comprehensive response is the key to success here, because according to statistics, the longer someone is unemployed, the more their chances of employment decrease), which is the intention of this project. The aim of the project is to maintain professional activity in the form of remaining in employment or returning to it for at least 50% of the group of 186 (103K and 83M) residents of the Elbląg subregion covered by restructuring processes in enterprises (including persons with disabilities) through comprehensive support (advisory, training, internships, job placement) until VI.2026.