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January 2011

• 28 Jan 2011
  Denmark: Decline in union density threatens collective bargaining

  Union density, as well as membership of unemployment funds in Denmark, has decreased steadily since 1994, according to a trade union study published in October 2010. In particular, the number of double members, those belonging to both a union and the unemployment fund connected to it, diminished. Unions fear this undermines the very foundation of the Danish model of labour market regulation as their representativeness is challenged and their legitimacy deteriorates.

• 28 Jan 2011
  United Kingdom: UK reaction to European Parliament vote to extend maternity leave

  In October 2010, the UK government and a range of employers’ groups strongly criticised the European Parliament’s proposed amendments to the pregnant workers’ directive. Among other things, the amendments would extend the right to maternity leave to 20 weeks on full pay and provide two weeks’ paid paternity leave, as well as offering stronger protection for pregnant workers’ rights. Trade unions supported the move, despite the increased costs the changes would impose.

• 28 Jan 2011
  Bulgaria: Comparative analysis of information and consultation in five countries

  The international conference ‘Information and consultation at the workplace and new perspectives for labour in Europe’ took place in Bulgaria on 28–29 October 2010. The conference was part of the year-long INFORMIA project and was promoted by the country’s trade unions. Its aim was to analyse the system of information and consultation in the workplace in four EU Member States and in one candidate country, and to offer an exchange of experience and best practice examples.

• 28 Jan 2011
  Italy: Unions and employers meet to prepare new social pact

  In October 2010, the biggest Italian representative organisations met to establish a list of common objectives in order to define the reforms necessary to help Italy overcome the economic crisis. The social partners set up a technical working group which, by the end of 2010, aimed to present proposals for the government in seven areas: research and innovation, social emergency, simplification of public administration, the South, public spending, tax and productivity.

• 28 Jan 2011
  Austria: Austrian provinces take up minimum income scheme

  A new means-tested minimum income scheme was implemented in three Austrian provinces in September 2010. The other six provinces were expected to introduce the scheme, which replaces the social assistance scheme, over the last quarter of 2010. Everyone with a legal claim to unemployment benefit, unemployment assistance, social assistance and pensions, and whose income is below a specified income support threshold, will receive the means-tested minimum income of €744 a month.

• 28 Jan 2011
  Bulgaria: National agreements for home-based workers and telework

  In late November 2010, representatives of the National Council for Tripartite Cooperation signed two national agreements, one for home-based workers and one covering telework. The agreements were initiated by an ordinance of the Council of Ministers as part of the ‘Bulgarian path 2009–2011’, the strategy intended to create greater flexibility and security in the country’s labour market. They were developed by the working group in charge of drafting anti-crisis measures.

• 28 Jan 2011
  EU Level: Social Council debates new maternity provisions

  In October 2010, the European Parliament proposed that minimum maternity leave be extended to 20 weeks. The Employment, Social Policy, Health and Consumer Affairs Council met in December 2010 to debate this and other proposed amendments to the pregnant workers’ directive. It did not endorse the 20 weeks proposal, but did approve extending maternity leave from 14 to 18 weeks. This extension was first proposed by the European Commission in 2008, along with other maternity rights.

• 28 Jan 2011
  Lithuania: Social partners discuss renewal of national agreement

  The national agreement, signed between the Lithuanian government and social partners in October 2009, expired at the end of 2010. The social partners feel the agreement is crucial to the development of relations between them and the government, even though it has not been fully implemented. Suggestions for a new agreement include calls for more involvement of the social partners, proposals to combat the shadow economy and for reforms in education, health and social security.

• 28 Jan 2011
  Germany: Social partners debate pay rises

  According to a survey by the Cologne Institute for Economic Research, 55% of German companies expect an increase in production in 2011. While the economic upswing has not reached all sectors, some companies have announced plans to bring collectively agreed pay rises forward by two months so that employees can profit from the improved economic situation. The social partners are discussing the effects of such pay rises, and whether they could be more widely applied.

• 28 Jan 2011
  Luxembourg: Single contribution rate for work accident insurance

  The introduction of a single status for all workers in the private sector in Luxembourg in January 2009 has had direct consequences on labour law and social security legislation. The financing of work accident insurance is one of the collateral questions that the legislator has had to address following the merging of blue and white-collar workers. A reform of the current framework is underway and bill 6177 was submitted for the first vote in parliament on 15 December 2010.

• 28 Jan 2011
  United Kingdom: Coalition government launches new skills strategy

  In November 2010, the UK coalition government published its strategy for the reform of further education and training in England. This follows the comprehensive spending review, which announced a 25% reduction in the further education budget by 2014–2015. One of the government’s main aims is to increase the number of adult apprenticeships, while expecting employers and learners to pay more towards the cost of training. Social partner responses were broadly positive.

• 28 Jan 2011
  Austria: Pay rises and new minimum wage in metalworking and retail sectors

  At the start of the 2010 collective bargaining round in Austria, the unions were optimistic that a decent wage settlement would be agreed. Due to the improved economic situation, higher wage increases than those awarded in 2009 were expected. These expectations were met, with the pattern-setting metalworkers negotiating rises of between 2.2% and 2.5%. In the retail sector, a new minimum monthly wage of €1,300 will be implemented in 2011 and wages will rise by between 2% and 2.3%.

• 28 Jan 2011
  Sweden: New agreement to combat youth unemployment

  The Swedish industrial workers trade union (IF Metall) signed an agreement in November 2010 with several employer organisations to create a ‘vocational introduction’ scheme for industry. The purpose is to reduce the high rate of Swedish youth unemployment, to help improve the skills of people aged under 25 years and to help them enter the labour market. Those on the scheme will have the right to receive at least 75% of any minimum wage agreed nationally plus tutoring and training.

• 28 Jan 2011
  Portugal: Bank workers brought into public welfare scheme

  On 20 October 2010, the Portuguese government, the country’s federation of trade unions for the financial sector (FEBASE) and the Portuguese Banking Association (APB) agreed to bring about 40,000 banking employees into the General Social Security Scheme (RGSS) so they no longer need claim private parenting and retirement benefits. The largest union, SBSI, opposed the agreement, after initially supporting it, but FEBASE and two smaller unions, SBC and SBN backed it.

• 28 Jan 2011
  Denmark: Work-sharing saves jobs

  In Denmark work-sharing was introduced as a short-term measure that could be used to mitigate the effects of the global financial crisis. It proved popular, with many companies preferring it to redundancy schemes when there was not enough work to keep staff fully employed, because they were able to retain staff in readiness for an economic upturn. The Danish Employment Regions and the union 3F believe that work-sharing has played a key role in maintaining employment levels.

• 28 Jan 2011
  Czech Republic: Hospital doctors’ resignation campaign

  Czech hospital doctors are collectively handing in resignation notices as part of a campaign, ‘Thank you, we’re leaving’, announced in March 2010 by the doctors’ trade union (LOK-SČL) in protest at the poor state of the health care sector. Some trade unions in the sector have expressed support for the campaign but not others. The Minister of Health does not underestimate the gravity of the situation but is confident not all the doctors will actually leave to go abroad.

• 28 Jan 2011
  Italy: Fiom workers strike over opt-out clause

  On 29 September 2010, an agreement was signed which makes it possible for employers in the metalworking industry to opt out of the national collective agreement. The arrangement was signed without Fiom-Cgil, the biggest trade union in the metalworking industry which employs more than 1.6 million people. The union wants to stay with the 2008 agreement which was approved by a referendum among workers. It has protested with a four-hour strike and a national demonstration.

• 28 Jan 2011
  Germany: Merger creates new rail and transport trade union

  In November 2010, two trade unions in the German rail and transport sector, TRANSNET and Verkehrsgewerkschaft GDBA, merged to form the new Rail and Transport Union (EVG), representing about 250,000 members. This is the first time that unions affiliated to different union federations have merged. The new union will be affiliated to the Confederation of German Trade Unions. The two unions first collaborated in 2005 to establish a collective bargaining association.

• 20 Jan 2011
  Finland: Working group on strike reform falls apart

  A tripartite working group, expected to propose new laws on industrial action, unravelled when the Central Organisation of Trade Unions (SAK) and the Confederation of Professionals (STTK) withdrew. The Confederation of Finnish Industry (EK) expressed astonishment that this should happen in the final phase of negotiations after a unanimous conclusion had apparently been reached. SAK and STTK insist that they will not accept any restriction on a worker’s right to strike.

• 20 Jan 2011
  United Kingdom: London Underground strikes set to escalate

  London Underground workers went on their fourth 24-hour strike last autumn, in late November, in protest at planned job cuts affecting ticket office staff. Talks to settle the dispute have proved unsuccessful. The four strikes were announced by unions in August 2010 after management announced plans to reduce ticket office opening hours and cut 800 jobs. An indefinite overtime ban also began on 6 September. The unions are planning to escalate the stoppages in early 2011.

• 20 Jan 2011
  Estonia: Unions propose progressive income tax and higher social security benefits

  Proposals for five-year policies on employment, employment relations, wages, social security, tax and the economy were put to the Estonian parliament in November 2010 by trade unions. Employers strongly opposed a suggestion for progressive income tax but are ready to negotiate on most of the other ideas, which included a rise in the minimum wage (up to 60% of the average wage), insurance for work accidents and occupational illness, and an increase in social security benefits.

• 20 Jan 2011
  Luxembourg: Reform of family allowances framework impacts cross-border workers

  In response to changes to family allowances adopted in July 2010, trade unions in Luxembourg have accused the government of implementing measures with discriminatory effects, particularly towards cross-border workers. A large demonstration organised by five trade unions on 16 September attracted several thousand people. Two complaints against the Grand Duchy have been lodged with the European Commission, with threats of proceedings before the Luxembourg courts.

• 20 Jan 2011
  Portugal: Employment pact fails as UGT leaves negotiations

  Portugal’s pact for employment has failed because of deep divisions between the government and the General Workers’ Union (UGT). Union leaders accused ministers of reneging on commitments on pensions and income policy when the government announced austerity measures affecting these, to be included in the 2011 budget. UGT announced it would withdraw from the pact negotiations one week after it said it would join in the general strike planned for 24 November 2010.

• 20 Jan 2011
  Poland: Pension reforms proposed for police, prison officers and armed services

  Discussions are taking place in Poland between the government and trade unions about reform of the pension system for those employed in the public uniformed services, including the police force and various branches of the security forces. Reform of these pensions, which currently cost the state about €2 billion a year, is scheduled to come into effect in 2012 and the government wants them brought into line with the pension schemes for other public sector workers.

• 20 Jan 2011
  Romania: Public institutions blocked by protests

  Huge cuts in the wages of thousands of Romanian tax officials and finance workers sparked spontaneous protests on 13 October 2010, which spread to workers in pension, health insurance and employment offices. The National Trade Union Confederation ‘Cartel Alfa’ called for a total strike by public employees and the National Trade Union Bloc expressed solidarity with them, while the Alliance of Employers’ Confederations warned the protests could harm economic stability.

• 19 Jan 2011
  EU Countries: Information and consultation practice across Europe five years after the EU Directive

  This report provides an overview of the extent, practice and impact of employee information and consultation (I&C) in 26 European countries five years after the implementation date of Directive 2002/14/EC. Procedures for establishing I&C arrangements and the scope for organisation- or sector-specific I&C models via collective agreement vary considerably between countries. The incidence and coverage of I&C bodies is less than comprehensive in all countries, with a marked size effect (larger undertakings are more likely to have an I&C body than smaller ones). Trade unions are the main vehicle for employees’ statutory I&C rights in a number of countries and tend to be influential within works council-type I&C bodies in others. The social partners generally support their national I&C frameworks, but in some countries, employers and/or unions reportedly have little enthusiasm for implementing I&C procedures. The patchy evidence available makes it difficult to reach a measured assessment of I&C practice.

• 19 Jan 2011
  Malta: Malta: EIRO CAR on “the effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition”

  This report focuses on the effect of the Information and Consultation Directive on Industrial Relations in Malta since its transposition in 2006. The directive did not leave a significant impact in Malta. Indeed, only two cases of information and consultation bodies have been recorded, one at Go and another one at Air Malta.

• 19 Jan 2011
  Slovakia: Slovakia: EIRO CAR on The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  The Directive was implemented in the Labour Code during Slovakia's EU accession talks in 2002-3. Since April 2002, Works councils were permitted in establishments with 5- 20 employees where no trade union organisation operated. Before the implementation trade unions were the only I&C body in enterprises. Nevertheless, the share of companies with trade unions has been decreasing from about 90% in 1990 to 40-45% in 2009. Since May 2003 Works councils were allowed in any establishment with 5-50 employees regardless of trade unions presence. The share of Works councils increased from about 8% in 2002 to 20% in 2009.

• 19 Jan 2011
  Denmark: Denmark: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition”

  The provisions of the EU-Directive 2002/14/EC on information and consultation were mostly implemented in sectoral cooperation agreements in Denmark, even before the release of the directive in 2002. Cooperation, i.e. information and consultation, is an integrated part of the Danish employment relations model; side by side with the collective bargaining system. Looking at the actual compliance with the provisions and rules laid down in the Directive, in the follow-up legislation and cooperation agreements in Denmark, the overall percentage is rather high.

• 19 Jan 2011
  Slovenia: “Slovenia: EIRO CAR on the effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  The basis for the information and consultation in Slovenia were set already in 1993 with the WPMA (Worker Participation in Management Act 42/93) however its level and dynamics depends on the culture of the company and the attitude of management. The implementation of the Directive did not significantly change the rights and practices of I&C. However the increasing awareness of employees and their will of involvement influenced the employers' side.

• 19 Jan 2011
  United Kingdom: UK: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition”

  This report provides an overview of the available data on employee information and consultation (I&C) practice in the UK in the context of the Information and Consultation of Employees Regulations 2004 that are intended to implement Directive 2002/14/EC. It covers the incidence of I&C bodies, the statutory procedures for establishing them and the wide scope provided for organisation-specific arrangements. It reports on the main findings from research concerning the subject matter, processes and outcomes of I&C, before looking at the relationship between I&C bodies and other forms of employee voice and the views of the social partners on the UK’s regulatory framework.

• 19 Jan 2011
  Cyprus: Cyprus: EIRO CAR on “The effect of the information and consultation directive on Industrial Relations in the EU Member States five years after its transposition”

  Although the harmonisation of national law with Directive 2002/14/EC was completed in July 2005, five years after law 78(I)/2005 came into effect, there are still indications that in practice its implementation is extremely restricted, almost entirely due to the social partners’ failure to take forward its practical implementation.

• 19 Jan 2011
  Sweden: Sweden: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition”

  The I&C directive was implemented in Sweden through minor changes and amendments in the Swedish Co-Determination Act (1976:580). In practice, the directive however only made a difference for the unorganised employees working at smaller companies. The long Swedish tradition of consensus-oriented dialogue and cooperation between employees’ organisations and employers’ organisations has led to a well-functioning labour market dialogue and a high incidence of I&C bodies at the work places. As a result, the labour laws only stipulate the foundation of rights and obligations, while the more extensive and specified coverage is regulated in bipartite negotiations, in collective agreements as well as in partnership agreements. Thus, as the foundation, function and practice of I&C bodies was well-established long before the implementation of the I&C directive, it is safe to say that the majority of the Swedish work force has been relatively unaffected by this directive.

• 19 Jan 2011
  Norway: NORWAY: EIRO Car on The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  In Norway the role of I&C bodies is well established though nationwide collective agreements (Basic Agreements) which regulate the role of shop stewards/company level trade unions and employers, as well as which issues that should be object for information and consultation. The I&C directive has so far not had any substantial influence on this well-established system. Surveys indicate that the large majority of companies with 50 employees and more have some type of I&C body, included companies without trade unions/collective agreement.

• 19 Jan 2011
  Romania: Romania: EIRO CAR on "The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition"

  Directive 2002/14/CE was transposed into Romanian legislation and took effect on 1 January 2007. The relatively short time since its coming into force explains the scarcity of information on how information and consultation bodies actually function. From our information, it appears that the social partners have not requested the creation of new information and consultation bodies at corporate level, although the law contains provisions to this end.

• 19 Jan 2011
  Hungary: Hungary: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  The introduction of I&C mechanisms happened in 1992 prior the accession to the EU in 2004, when Works Councils at company’s level were introduced. Those mechanisms have strong references in the German system of I&C (yet, without or only with very weak co-determination rights). Hungary joined the EU without any need to make substantial changes in I&C. The impact of the I&C directive of 2004 is low, but it is also difficult to measure the impact of the I&C directive on the I&C practice in Hungary since 2005, as there is no record of the number of Works Councils nor the quality of their work. The most recent data stems from the findings of a survey run in 2004, and the experiences of the 132-members of the Association College Works Council operated by ÉTOSZ. An ambivalent and competitive relation between Unions and Works Council, which is due to historical reasons hinders that Unions at national and sectoral level show an interest in the strengthening of I&C rights off Works Councils at company’s level and also impedes the collection of meaningful data about the quantity and quality of I&C in Hungary.

• 19 Jan 2011
  Bulgaria: Final Questionnaire for EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  Information and Consultation processes in undertakings areas going on too slowly. No more than 10% of all companies with 50 and more employed are covered by I&C systems. The Information and Consultation processes in undertakings with no trade union structures are progressing slowly. Still, in separate cases this is initiated by the employers, including subsidiaries of MNC. The main reason for that situation is the requirement of the Labour code that is needed the initiative by the workers, trade unions or employer for calling the general assembly to elect the representatives for Information and Consultation. Unfortunately such initiative is away.

• 19 Jan 2011
  Portugal: Portugal: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition”

  Despite of the lack of statistical data we have reasons to assume that trade union structures are the dominant form of workers’ representation at company level. The workers’ representatives are usually the active part in the I&C process, while employers tend to reduce it to the compliance with the minimum rights established by law. The impact of I&C seems to be very limited. Due to the lack of the employers’ interest in changing the situation, the non-participative pattern of work relations at company level will probably remain.

• 19 Jan 2011
  Netherlands: Netherlands: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  In more than 70% of the firms with 50 employees or more, a works council has been installed. Compared to other EU-countries, I&C rights in the Netherlands are extensive. The situation since the early 1980’s is rather stable, both from a legislative point of view and in a practical sense.

• 19 Jan 2011
  Poland: Poland: The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  The Act on the Information and Consultation of Employees (the I&C Act), enacted in Poland on 7 April 2006, created a new institution in Polish industrial relations, i.e. the works councils (rady pracowników). Four years after, the overall effect of the I&C Act on broadening of the scope of information and consultation available to employees is debatable. Works councils were founded only in 9% of companies covered by the I&C Act. They exist mostly in unionised enterprises (69% of all cases). If there is no strong trade union and favourable board to support their operations, their information and consultation prerogatives are usually limited.

• 19 Jan 2011
  Germany: Germany: “The effect of the information and consultation directive on Industrial Relations in the EU Member States five years after its transposition

  The principal employee representation body in Germany is the works council (Betriebsrat) which applies to establishments which are organised under private law and have at least five employees. Its legal basis is the Works Constitution Act, which was last amended in 2001. The equivalent in the public sector is the staff council. Works and staff councils are widely accepted by both employers’ and trade union organisations. There are an estimated 97,000 works councils in Germany (2009) which have a range of information, consultation and codetermination rights.

• 19 Jan 2011
  Greece: Greece: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  The Information and Consultation Directive was transposed to the Greek legal order through PD 240/2006, which actually repeats word-by-word the directive, without the necessary clarifications and adaptations. At the same time, more specific information and consultation rights are foreseen in laws in some cases (e.g. collective dismissals, introduction of working time flexibility measures). In order to make the legal framework effective in practice, it is needed to unify these provisions and to adapt the Information and Consultation Directive in a more clear way.

• 19 Jan 2011
  France: France : EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  The framework directive on information and consultation had, in legal terms, no real impact in France. However this text is one of a number of influences which have led to a gradual change in the role of I/C bodies. The declared objective of the directive is to ensure that employee representatives are consulted with a view to reaching an agreement and this represents an incremental change in French industrial relations . The economic and financial crisis has increased the requirement for I&C bodies and has led to an increase in their numbers. This is due in part to employers seeking to introduce flexibility to improve competitiveness and requiring a partnership to achieve this. There is an awareness by the French social partners that a willingness to engage on important issues, for example the modernisation of social dialogue, could lead to a strengthening of the role of staff representatives.

• 19 Jan 2011
  Estonia: Estonia: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition"

  The Information and Consultation Directive was introduced into Estonian legislation in 2007 with the adoption of a new act. After three years, it is still difficult to assess the extent to which I&C practices have been implemented at company level due to the lack of respective data. However, the importance of I&C has been pointed out by both trade unions and employers. An important issue with I&C is the enforcement of legislation governing I&C procedures.

• 19 Jan 2011
  Spain: Final Questionnaire for EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  In Spain, the transposition of the Information and Consultation (I&C) Directive has not brought about any significant changes in legislation. Information and consultation rights were already integrated into the unitary employee representative bodies: workers’ committees and workers’ delegates. Moreover, Spanish legislation does not provide for a minimum staff threshold that determines the demands of information and consultation rights. Nonetheless, the massive job losses caused by the economic crisis calls into question the effectiveness of employee representative mechanisms in companies when it comes to negotiating socially-sustainable solutions to the economic crisis.

• 19 Jan 2011
  Luxembourg: Luxembourg: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  The transposition of the Directive 2002/14/CE of 11 March 2002 in national law took place one year after the Grand Duchy was sanctioned for failing to comply with the period prescribed (see ruling C-321/06 of the European Court of Justice (ECJ) and the law of 9 May 2008). Actually, the legislative debate was heavily delayed by discussions on the way to match the Directive principles to the existing framework on staff representation. Furthermore, although it is quite difficult to assess its potential impacts on industrial relations, social partners seem to agree on the fact that the Directive brought no actual contribution to the previous social dialogue system.

• 19 Jan 2011
  Ireland: Final Questionnaire for EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition - IRELAND

  This study examines the impact of the EU information and consultation directive in Ireland as of June 2010. For the first time, having introduced new legislation in July 2006, Ireland has statutory provisions for employee information and consultation rights. Controversially, however, employees have to ‘trigger’ these rights themselves – they are not automatic or mandatory. To date, little has happened on the ground under the legislation aside from an employee ‘trigger’ case at a US multinational, a couple of Labour Court recommendations, and a small number of information and consultation agreements. In sum, the legislation is a long way from being transformative of Irish employment relations.

• 19 Jan 2011
  Italy: Italy: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition”

  Directive 2002/14 has been implemented in Italy by legislative decree 6/2/2007 n. 25. Until March 2008 the decree has been applied only to undertakings with more than 100 employees; now it is applied to all undertakings with more than 50 employees. Until now the effects of the Directive have been very poor and disappointing, mainly because the antagonistic tradition of Italian industrial relations is quite far from the inspiration of the experiences of co-decision traditionally practised in other EU Member States. Furthermore the Italian law has implemented the Directive simply transposing almost literally the text of the Directive, without defining precisely neither structure and statutory procedure for constituting I&C bodies, nor contents of rights recognized to them. In fact I&C body rights and functions are assigned by the Italian law to RSA or RSU (trade unions representatives bodies at workplace), but the establishment of these union bodies is mandatory only for employers which voluntarily apply a collective agreement of any level. So, the consequence of this regulatory choice is that there is no I&C bodies in undertakings not covered by collective bargaining. At the same time, in the undertakings covered by collective bargaining, the implementation of the Directive has added very rarely any substantial rights other than those already obtained by trade unions themselves though collective agreements.

• 19 Jan 2011
  Lithuania: The effect of the Information and Consultation Directive on Industrial Relations in Lithuania five years after its transposition

  In Lithuania, there are no statistics on the incidence of information and consultation bodies at undertaking- and/or establishment-level. There also is no research or systematic information on the implementation of information and consultation procedures in Lithuanian undertakings. Information and consultation procedures are defined in the Labour Code as compulsory procedures in cases provided for by the law rather than as information and consultation bodies. The Labour Code stipulates that under ordinary circumstances an employer must inform and consult employee representatives, i.e., trade unions or works councils. In case of restructuring of the undertaking, making decisions on collective redundancies or other decisions that may affect the labour organisation or the legal position of employees, when there are no employee representatives in the undertaking, an employer must inform employees in person or at the general meeting of employees. Unfortunately, information and consultation procedures are actually absent in practice in undertakings without functioning trade unions or works councils (or in some 70% of Lithuanian undertakings). If information and consultation procedures are held, they exclusively depend on the understanding and the good will of the employers.

• 19 Jan 2011
  Belgium: Belgium: The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition

  Workplace representation in Belgium runs through two separate channels. The works council (OR/CE) represents the whole workforce, although it is only elected in larger workplaces (above 100 employees). The trade union delegation represents trade unionists. There are also separate bodies for health and safety (CPPT/CPBW) elected by the whole of the workforce, provided there are more than 50 employees. These health and safety committees also have information and consultation rights on economic and social issues, where there are between 50 and 100 employees. These rights were introduced in 2008 to give effect to the EU directive on information and consultation (2002/14/EC). Except for the pre-served mandates for managerial staff (‘cadres’), only the 3 national representative unions (ACV/CSC, ABVV/FGTB and ACLVB/CGSLB) have the right to present candidates to the OR and CPPT.The public sector has comparable bodies at workplace level (cf. OR and CPBW), but they are designated by the trade unions.As already stated: Following five years of disagreement, the social partners in Belgium finally reached agreement on the implementation of the European Directive on the information and consultation of employees in November 2007. In light of the European Court of Justice (ECJ) decision which sentenced the Belgian state to pay substantial fines for its failure to transpose the directive, the core group of national social partners reached agreement (in French, 20Kb PDF) on three specific arrangements to ‘improve the social dialogue in Belgium’. Throughout this national contribution reference shall be made to this ‘compromise’ at different points.

• 19 Jan 2011
  Austria: Austria: EIRO CAR on “The effect of the Information and Consultation Directive on Industrial Relations in the EU Member States five years after its transposition”

  The implementation of the Information and Consultation Directive had no significant impact on Austria as the information and consultation rights provided in Austrian Labour Law have been highly developed before. Therefore, the country’s legislation was not adapted when the Directive was implemented. All actors considered the pre-existing labour law sufficient and covering all aspects the Directive ruled. In practice, the transposition had no impact on industrial relations in Austria. The pre-existing bodies are still in place and no major changes in information and consultation practices have been reported by the social partners as an effect of the economic and financial crisis.

• 11 Jan 2011
  Slovenia: Slovenia: EIRO Annual Review – 2009

  Apart from a new temporary waiting for work scheme to combat the economic crisis and new legislation granting subsidises to companies introducing a shorter working week to retain jobs, in 2009 there were very few legislative developments in industrial relations. More legislative changes are expected in 2010. The year 2009 saw a sharp decrease in density rates of both employers and trade unions organisations. In late February 2009 the government and the representatives of 23 public sector trade unions signed an austerity pay deal for the period 2009–2010. Under the agreement wage growth envisaged for 2009 was reduced from 9.9% to 7.1%. The pay deal was part of the government’s austerity plan and consisted of 13 measures. The aim of the plan was to cut public sector spending by €100–€120 million as part of the state’s anti-crisis efforts.

• 11 Jan 2011
  United Kingdom: United Kingdom: Eiro annual review 2009

  In 2009, the UK continued to be affected by the economic downturn and unemployment within the country increased. There were several large cases of restructuring associated with this and the UK Government and social partners developed and proposed various policies to deal with the effects of the crisis. Collective bargaining coverage, trade union density and levels of industrial action also declined in the UK in 2009. 2010 will see the election of a new UK Government, and given the likelihood of public sector pay freezes and cuts being implemented by the new Government it is possible that public sector trade unions will respond with industrial action.

• 11 Jan 2011
  Netherlands: The Netherlands: EIRO Annual Review 2009

  In January 2009, the Minister of Social Affairs and the social partners remained committed to combating the economic crisis. The government promised to continue the 2008 scheme, offering companies in difficulties the option of making their employees unemployed for a maximum of half their working hours. The union federations committed to putting forward modest wage demands, while employers pledged not to table the issue of raising the present retirement age of 65. This peace agreement collapsed when the social partners were unable to advise unanimously on the retirement age and then in the autumn the government put forward its plan to increase the retirement age. This received the support of the employer organisations. Since the relations have been strained.

• 11 Jan 2011
  Slovakia: Slovakia: EIRO annual review - 2009

  During 2009 there were no significant changes in the political field in Slovakia. Although the government adopted anti-crisis measures, the economic downturn had significant impact on the economy - GDP decreased by 5.8% in 2009, unemployment rate reached 12.5% in the third quarter of 2009. Dismissals caused some reduction of trade union membership, but the crisis had no significant impact on industrial relations and trade unions did not organise any industrial actions. Social dialogue with the government as well as collective bargaining functioned well. Collective bargaining coverage did not change much. Real wages increased by 1.3% and average working time agreed in collective agreements increased to 39 hours.

• 11 Jan 2011
  Hungary: Hungary: EIRO Annual Review– 2009

  This record reviews the main industrial relations developments in Hungary during 2009

• 11 Jan 2011
  Ireland: Ireland: EIRO Annual Review 2009

  This EIRO annual review considers Irish industrial relations developments in 2009. Irish industrial relations have been negatively affected by the gravity of the country’s recession. The deterioration in the economy and the government’s decision to unilaterally impose public service pay cuts contributed to the collapse of social partnership in December 2009 and there was a distinct possibility that ‘free for all’ local pay bargaining will return following over 20 years of centralized wage bargaining.

• 11 Jan 2011
  Lithuania: Lithuania: EIRO Annual Review – 2009

  With a view to coping with the consequences of the economic and financial crisis, in 2009 the Government of the Republic of Lithuania pursued a strict fiscal policy. In order to introduce unpopular measures and to ensure social peace, the Government initiated signing of a national agreement where, together with representatives of employers and employees, agreed to look for solutions that would be satisfactory for all the parties during the crisis.

• 11 Jan 2011
  Denmark: Denmark: EIRO Annual Review - 2009

  In 2009 no significant bargaining or significant chages took place on the Danish labour market. It could be said that the year was characterised by a silence between two storms. The heated negotiations in the public sector in 2008 and the coming negotiations in the large private sector 2010 that take place in the light of recession. Most significant were the measures taken of the companies to combat recession, work-sharing being the most widespread. The unions on their side took an initiative to slimline the union movement.

• 11 Jan 2011
  Estonia: Estonia: EIRO Annual Review — 2009

  2009 has been characterised by budget reductions both in private and the public sector as most organisations had to cut back wages, working hours or personnel in order to survive the continuing crisis. Several legislative changes were also implemented to mitigate the influence of the recession. The most important development in 2009 has been the adoption of the new Employment Contracts Act, which changed the labour law significantly. The adoption of the law was characterised by several problems which ended with a strike action by trade unions. In 2009 social partners and the state have made great efforts to ease the effects of the current economic difficulties.

• 11 Jan 2011
  Austria: Austria: Eiro Annual Review – 2009

  This record reviews the main industrial relations developments in Austria during 2009.

• 11 Jan 2011
  Sweden: Sweden: EIRO Annual Review – 2009

  The financial crisis continued to cause heated debates between both social partners and political actors throughout 2009. Government measures to cope with the crisis, especially within the automotive sector, were heavily criticised by the social partners. A new general agreement on temporary lay-offs within manufacturing, normally prohibited in Sweden, was introduced to tackle the effects of the economic recession. The dramatic fall in memberships in unemployment funds and trade unions continued during the year mainly for blue-collars, while white-collars witnessed a slight increase. The social partners failed to negotiate a new central agreement and the positioning for the next major negotiation round in 2010 has been evident.

• 11 Jan 2011
  Poland: Poland: EIRO Annual Review 2009

  Developments on Poland’s industrial relations scene throughout 2009 were dominated by the global economic crisis and its fallout, which proved to be a potent stimulant for autonomous dialogue, leading to the adoption of an anti-crisis package. The terms of this agreement enabled employers to implement more flexible labour policies; the unions obtained a number of safety provisions for employees whose benefits, measured in purely financial terms, suffered due to the crisis. Much negative feelings – especially from the unions side – was stirred up by the privatisation plans of the Polish government, and the commencement of privatisation procedures was accompanied by a series of protests.

• 11 Jan 2011
  Portugal: Portugal: EIRO Annual Review-2009

  Two events may be considered as the most important for industrial relations in 2009. One was the revision of the Labour Code, which came into force in February 2009. The new law opens the way to major changes, particularly in collective bargaining, where it caused an important shift in power relations, favouring the employers. In this context the number of collective agreements decreased in 2009. The other one was the election of the parliament in September 2009. The Socialist Party lost its absolute majority and PM José Sócrates formed a minority government. The new executive is designed to continue the reforms launched in the previous term, with some amendments, as for instance in education.

• 11 Jan 2011
  Germany: Germany: EIRO annual review - 2009

  In 2009, the general election resulted in a new governmental coalition made up of the Christian Democratic Party and the Liberal Party. In response to the recession, trade unions and employer organisations differed on the need for state intervention and economic stimulus packages. Large restructuring cases involved employers, trade unions and newly - due to state aid - the governments at federal and at regional level. The average collectively agreed increase in wages and salaries was 2.9% in 2008, which was above the 2.2% increase of 2007. In the last quarter of 2008 it became clear that the world wide financial crisis would also affect the German economy.

• 11 Jan 2011
  Italy: Italy: EIRO Annual Review - 2009

  2009 was a particularly difficult year for industrial relations in Italy. The economic crisis caused major restructurings, plant closures and job losses. The government, local authorities and social partners reacted by launching an extraordinary programme for 2009-2010, in order to support workers in difficulties. The measures concerned dependent employees, excluding self-employed workers, and marginally affecting quasi-subordinate workers.The second crucial event was the signing of the agreement on reform of the bargaining system by the government, employers’ associations, and trade unions, with the important exception of Cgil, which refused to sign. However Cgil signed the majority of agreement renewals, with the single important exception of the metalworkers’ agreement.

• 11 Jan 2011
  Finland: Finland: EIRO Annual Review 2009

  In 2009, three themes dominated the discussion in Finnish industrial relations: the sectoral bargaining round, the pensions’ reform and lenghtening of career and the controversy over the funding of the election campaigns of the political parties where both trade unions and employers organisation had a notable role.

• 11 Jan 2011
  France: France: EIRO Annual Review - 2009

  The economic crisis has led to a noticeable return to State intervention in economic and social matters. The State also continues to stimulate the independent action of the social partners by pursuing its policy of reforming labour law, with priority given to bargaining. Public action promoting employment has not, however, reduced trade union dissatisfaction, which is expressed via strikes and days of action that are widely supported, especially in the civil service and transport.

• 11 Jan 2011
  Belgium: Belgium: EIRO Annual Review - 2009

  In 2009, Belgium continued to be affected by the economic downturn: unemployment within the country continued to increase and there were several large restructuring cases. After the implementation of a rescue plan for banks and for companies in troubles, the Belgian government, in coordination with the social partners, worked on solution to boost the economy and tackle with social issues such as unemployment and poverty.

• 11 Jan 2011
  Bulgaria: Bulgaria: Eiro annual review — 2009

  The year was rich on political events: European Parliament elections, national parliamentary elections and partial regional elections. There was a clear political will of the new Cabinet Borisov to develop a process of cooperation between representatives of state and national representative organisations of employers and employees. Activities for dialogue and interaction were occurring at all levels. A consensus was reached on a number of anti-crisis measures regarding labour market and protection of the workforce and improvement of the business environment.

• 11 Jan 2011
  Czech Republic: Czech Republic: EIRO Annual Review - 2009

  Social dialogue and collective bargaining in 2009 were affected by the current economic crisis, which had an impact particularly on collective bargaining for wages and salaries. Based on the trade union data, the number of employees protected by collective agreements has also decreased.

• 11 Jan 2011
  Malta: Malta: EIRO Annual Review - 2009

  Industrial relations in 2009 are reviewed within the context of the slowing down in the economy. A Government’s stimulus package aimed at safeguarding jobs in the ailing industries was acclaimed by the social partners.FORUM, aA confederation of unions, tried to assert its newly found strength. Industrial actions, which were small in number, were concentrated in the public sector. The disagreements among social partners about the Cost of Living Allowance (COLA) was the dominant issue in last quarter of 2009.

• 11 Jan 2011
  Greece: Greece: EIRO Annual Review - 2009

  With the consequences of the financial crisis now being evident in the real economy and with the social partners and the Government not being able to agree upon a common strategy for a way out of the crisis, 2009 left Greece with scars of financial recession, job insecurity, unemployment and contraction of business activity. The pressures put on the employees' pay in both private and public sector, the state subsidies granted to enterprises and banks and the boost of application of flexible forms of employment did not have any substantial effects on economy or employment.

• 11 Jan 2011
  Latvia: Latvia: EIRO Annual Review - 2009

  This report provides an overview of the industrial relations developments which took place in Latvia during 2009.

• 11 Jan 2011
  Romania: Romania: EIRO Annual Review - 2009

  The political context of 2009 was marked by the tensions in the governmental coalition, euroelections and the election of the president of the state. The tripartite debates on the anti-crisis programme, started since the end of 2008 continued during the entire year, without significant practical measures. The economic and financial crisis that increasingly afflicted the economy of Romania in 2009 shifted the stress of claims from higher salaries to safer jobs. After more than five years of fruitless attempts and endless discussions, the framework unified pay law for the employees paid from public funds was promoted, putting an end to a chaotic issue regulated previously by no less than 39 various pieces of legislation.

• 11 Jan 2011
  Spain: Spain: EIRO Annual Review-2009

  2009 saw a worsening of the consequences of the economic crisis that put an end to a decade of growth in 2008. The construction sector is still in decline and the crisis of the financial system has stopped the flow of credit to families and businesses, while uncertainty caused by the numerous, ongoing processes of mergers between savings banks remains. The unemployment figure has reached 18% and mainly affects temporary workers, thus highlighting the problem of segmentation in the Spanish labour market. All this has occurred in a context marked by a lack of consensus among social partners and although this has not been manifested in heightened conflict, it has thwarted the chances of reaching bipartite and tripartite agreements.

• 11 Jan 2011
  Norway: Annual review - Norway 2009

  The international economic downturn concerned much of 2009, although the Norwegian economy was less affected by the crisis than the neighbouring economies. Media, building- and construction and export industries have particularly felt the effects of the economic downswing, but without it leading to significant conflicts between the labour market parties. The spring 2009 wage settlement progressed without controversy in the private sector, while the parties in the public sector reached agreement on a revised scheme for early retirement pensions. Measures against so-called social dumping have also been on the agenda throughout 2009. Strong growth in sick leave figures led to discussions on measures to reduce sickness absenteeism in the autumn 2009.

• 11 Jan 2011
  Luxembourg: Luxembourg: EIRO Annual Review - 2009

  The current government was formed as a result of the legislative elections of 7 June 2009. The electorate returned the 60 members of the national parliament and the six Luxembourg MEPs. There were 3 collective agreements at sectoral level and 73 collective agreements at company level signed in 2009. On 1 March 2009, salaries were index-adjusted in line with changes in prices. There was one strike in the public sector. A few large restructurings took place. The govermnent took a series of anti-crise measures among which measures for the employment of young people.

• 11 Jan 2011
  Cyprus: Cyprus: Eiro annual review – 2009

  This annual review, compiled in February 2010, looks at industrial relations developments in Cyprus during the course of 2009.

• 10 Jan 2011
  Cyprus: Government’s final proposal on modernising industrial relations

  In November 2010, after more than four years of social dialogue, the government has presented the social partners with its final proposal on the modernisation of the industrial relations system. Trade union membership has dropped in recent years and illegal work has increased. The government draft bill therefore seeks to strengthen rights to bargain collectively and to give trade union representatives access to workplaces, while still respecting employers’ rights.

• 10 Jan 2011
  Denmark: Management and employee views on benefits of shop stewards

  New research suggests that both employees and employers benefit from having a trade union representative in the workplace. Many employers consider a shop steward a crucial sparring partner for everyday negotiations and value their work in filtering employee requests. Most employees claim that having a shop steward ensures higher wages and improved working conditions. One in three union members with no shop steward believes their pay and conditions would be better with one.

• 10 Jan 2011
  Cyprus: New agreement in the hotel industry

  After almost two years of hard bargaining, trade unions and employer organisations representing Cyprus hotel workers agreed in September 2010 to accept the revised proposal by mediators to renew their collective agreement. Effective for four years, the new agreement provides for a total pay increase of about 1.5% in basic wages (but only from its second year). The intransigence of both sides means certain non-pay issues have been deferred for further consultation.

• 10 Jan 2011
  Austria: Law amendment on income transparency to be implemented

  Austria has the third highest gender pay gap in the European Union. On average, women earn 25.5% less than men. Over 18% of the income gap can be ascribed to discrimination. An amendment to the Equal Treatment Act, stipulating the disclosure of average annual incomes by gender for companies employing more than 1,000 workers, will be implemented in 2011. The social partners were closely involved in the development of the law and are generally satisfied with its provisions.

• 10 Jan 2011
  Austria: Temporary agency work on the rise with economic recovery

  Temporary agency work in Austria reached a peak of 80,000–90,000 workers in 2008. When the economic crisis hit, these workers were the first to be made redundant. With the recovery, temporary agency work is on the rise again, increasing from 54,000 to 80,000 workers between January and June 2010, though unequal pay remains an issue. The trade unions are demanding an upper limit of 10% of the workforce for temporary agency workers in a company, but organised business is against this.

• 10 Jan 2011
  Germany: Chemical industry’s positive view on working life and demography agreement

  In September 2010, social partners in the German chemical industry met to discuss the interim results of their collective agreement on working life and demography. The agreement was signed in 2008 to counter the effects on the industry of Germany’s ageing society. One of its core elements is a demographic analysis and it also contains incentives for employees to prolong their working lives. The agreement affects around 550,000 employees in 1,900 companies in the sector.

• 10 Jan 2011
  United Kingdom: Employees show support for extending working lives

  Findings from a survey by the Chartered Institute of Personnel and Development, released in October 2010, suggest that over two fifths of workers are planning to continue working beyond the state pension age, on either a full-time or part-time basis. A similar proportion disagrees with current legislation enabling employers to retire employees once they reach the age of 65. This finding is welcome news for the government, which plans to abolish this working limit.

• 10 Jan 2011
  Norway: New measures to improve safety for cleaners and hotel and restaurant workers

  The Norwegian government is extending measures from 1 January 2011 to improve the working conditions of cleaners as well as employees in hotels and restaurants. It is rolling out its regional safety officer scheme, already operating in the construction industry, to cover these two sectors. This will lead to safety officers being appointed by the relevant trade unions to have particular responsibility for working conditions in firms with no health and safety representative.

• 10 Jan 2011
  Slovakia: Stricter rules for early retirement

  The Slovak government is to limit the employment of people who have taken early retirement. At present they can work while receiving their old-age pensions. However, this measure was suggested by the Ministry of Labour, Social Affairs and Family to help combat the unemployment rate, which has risen above 14%, despite a growing economy. The changes mean people who have retired early will be able to work only under specific agreements, not with standard employment contracts.

• 10 Jan 2011
  Estonia: Trade unions protest against changes in unemployment insurance provision

  On 23 September 2010, trade unions held a rally to protest against a government proposal to finance labour market services and benefits from unemployment insurance premiums and not from the state budget. They claim that, under a tripartite agreement from 2008, the proposal should first have been discussed with the social partners. Despite trade union opposition, the legislation was passed. It was expected to take effect on 1 January 2011.

• 10 Jan 2011
  Finland: Cooperation Ombudsman starts work

  The act establishing the post of Cooperation Ombudsman was drafted by a tripartite working group and came into force in Finland on 1 July 2010. The Cooperation Ombudsman oversees compliance with legislation on workplace cooperation and other arrangements concerning industrial democracy in the private sector. Lawyer Helena Lamponen of the Akava-affiliated Central Union for Special Branches (Akavan Erityisalat) has been appointed the first Cooperation Ombudsman.

• 10 Jan 2011
  France: Several large companies sign agreements on teleworking

  The social partners of several large companies in France have signed agreements developing the concept of telework. The agreements are based on the principles of the 2002 European framework agreement, transposed by a national interprofessional agreement in 2005. Both agreements focus on the need to reconcile demands for flexibility by both workers and their employer. The agreements represent a positive change in the attitude of French employers towards telework.

• 03 Jan 2011
  Germany: More employers opt for agency workers and fixed contracts

  A survey by the German Metalworkers’ Union (IG Metall) has shown that temporary agency work is increasingly replacing regular permanent employment in the industry. The union conducted a works council survey on the impact of the financial crisis on recruitment in September 2010, and the results show that most companies prefer to recruit agency workers and employees on fixed-term contracts. The survey is part of a broader campaign by the union for new laws on temporary work.

• 03 Jan 2011
  United Kingdom: Agency Workers Regulations to be introduced unamended

  Following a review of the Agency Workers Regulations, the government announced in October 2010 that the legislation would not be amended. This was because employers’ proposals for a simplification of the rules had not been acceptable to both parties to the 2008 CBI-TUC agreement that underpins the regulations. Employers’ groups have criticised this outcome, with one describing the regulations as ‘one of the worst pieces of employment regulation in the last 10 years’.

• 03 Jan 2011
  Belgium: Bargaining begins on cross-industry agreement

  Negotiations for Belgium’s next Interprofessional Agreement (IPA) for 2011–2012 began in November. The agreement, which covers all companies and workers in the country’s private sector, sets out a two-year framework programme covering issues such as potential wage increases, employees’ contributions and replacement incomes. The issues are particularly important in the context of the economic crisis, and both sides have already made their positions public.

• 03 Jan 2011
  Netherlands: Mixed reaction among social partners to new government coalition

  A new coalition government led by Prime Minister Mark Rutte took office in the Netherlands in October 2010. A major task for the new Cabinet is to identify areas for cutbacks to lower public debt. The proposed cutbacks for the next four-year period, totalling €18 billion, have evoked contrasting responses from the social partners. Business sector enthusiasm is matched by union anger, led by the Dutch Trade Union Federation (FNV) calling the suggested cutbacks ‘antisocial’.