20 February 2008
This report looks at industrial relations systems across 25 EU Member States and seven global economies: Australia, Brazil, China, India, Japan, South Africa and the US. It explores the most significant effects of globalisation, including labour market flexibilisation, increasing labour migration, the rise of atypical employment forms, as well as changes in work content and working conditions. Through an analysis of the various components of industrial relations systems (actors, processes, outcomes and impact), it tries to identify which type of social model may survive in terms of global competition.
01 November 2007
This report compares the various flexicurity options across 25 Member States – including models of best practice – while looking at how flexicurity is measured in these countries and identifying the challenges related to its implementation in the different countries. It explores the three pillars of the flexicurity model: social protection, labour market adaptability/flexibility and social inclusion. It also highlights the crucial role played by the social partners in the process.
01 July 2007
The project on Social Dialogue Capacity Building at sectoral and company levels is a follow-up of a similar project held at a national level in 2005. The methodology used included carrying out interviews with members of the nationally recognised representative organisations of employers and employees in the eligible countries – Estonia in this case - and collecting their views of the capacity of their members' organisations. The report reflect their views for the sectoral/branch- and enterprise-level developments.
29 November 2006
Disclaimer: This information is made available as a service to the public but has not been edited or approved by the European Foundation for the Improvement of Living and Working Conditions. The content is the responsibility of the authors.
04 October 2006
This paper analyses the capacity of Estonia’s social partners to effectively engage in social dialogue at various levels. The paper forms part of a wider, comparative project, managed by the European Foundation for the Improvement of Living and Working Conditions (Ireland) and the Work Life Development Programme (Sweden). It is aimed at helping social partners in the 10 new EU Member States and the three acceding and candidate countries (Bulgaria, Romania, and Turkey) to build their capacity for social dialogue with a view to anticipating and managing change. The report concentrates on studying the organisational, financial, and personnel capacities of the national, central organisations of employers and trade unions for anticipating and managing change, anticipating future developments and implementing outputs.
04 May 2006
This report reviews the main results from the third Estonian Working Life Barometer, carried out in October 2005. It outlines the general situation of workers and the workplace in Estonia, and covers topics such as employment contracts and working time, pay developments, intensification of work, telework and use of information technology. The results of the survey are compared with results from previous working conditions surveys and the main trends are highlighted.
03 April 2006
This report reviews the main results from the third Estonian Working Life Barometer, carried out in October 2005. It outlines the general situation of workers and the workplace in Estonia, and covers topics such as working contracts and working time, pay developments, intensification of work, telework and use of information technology. The results of the survey are compared with results from previous working conditions surveys and the main trends are highlighted.
22 February 2006
In October 2005, a third working conditions survey was carried out in Estonia. It is a continuation of Working Life Barometer (WLB) surveys conducted in 1998 and 2002. While the earlier WLB survey was conducted at the initiative of the Finnish Ministry of Labour  (FI9912129F ), in 2005 the Estonian Ministry of Social Affairs  initiated the survey, which is based on a nationally representative sample of around 1,000 individuals aged 16-64 (using a 'proportional probability sample' from the population of working-age wage earners and entrepreneurs). The data were collected using structured face-to-face interviews.  http://www.mol.fi/  www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-industrial-relations-working-conditions/barometer-examines-industrial-relations-in-the-baltic-states  http://www.sm.ee/
12 February 2006
A study, Development patterns of Estonian small and medium-sized enterprises (376Kb pdf; in Estonian) , was carried out in June-July 2005 by the opinion poll firm Saar Poll. The survey investigates the situation and further development plans of small and medium-sized enterprises (SMEs), and identifies factors that influence SME development positively and negatively. The questions related to the companies’ business and legal environment, availability of human resources and training of employees, investment and availability of financial resources, etc. See below for details on methodology.  http://www.mkm.ee/failid/aruanne_251005.pdf
05 February 2006
In September 2004, after a long-lasting and complicated negotiations (EE0409102F , EE0410102N ), in which the public conciliator was involved (EE0402102F ), a two-year agreement was signed for workers in the healthcare sector. The agreement was signed for employers by the Estonian Hospitals Association (Eesti Haiglate Liit, EHL ) and for employees by four trade union organisations - the Estonian Medical Association (Eesti Arstide Liit, EAL ), the Trade Union Association of Health Officers of Estonia (Eesti Keskastme Tervishoiutöötajate Kutseliit, EKTK ), the Federation of Estonian Healthcare Professionals Unions (Tervishoiutöötajate Ametiühingute Liit, ETTAL ) and the Estonian Nurses Union (Eesti Õdede Liit, EÕL ) and the Ministry of Social Affairs (Sotsiaalministeerium ). It provided minimum wage increases for 2005 and 2006, in total of 50% for doctors, 56% for nurses and 43.7% for medical carers. According to the agreement, from 1 January 2006, hourly minimum wages should increase up to EEK 75 for doctors, EEK 39 for nurses and EEK 23 for medical carers. The agreement was fulfilled in 2005, but in the very end of the year, EHL declared that the hospitals would not be able to fulfil it in 2006 unless they do not get an extra EEK 100 million. EHL argues that fulfilling the agreement could lead some hospitals to serious economic difficulties.  www.eurofound.europa.eu/ef/observatories/eurwork/articles/difficult-wage-negotiations-in-healthcare-sector  www.eurofound.europa.eu/ef/observatories/eurwork/articles/collective-agreement-signed-in-healthcare-sector  www.eurofound.europa.eu/ef/observatories/eurwork/articles/labour-dispute-resolution-process-examined  http://www.haiglateliit.ee/  http://www.arstideliit.ee/  http://www.kutseliit.ee/  http://www.hot.ee/ettal  http://www.ena.ee/index.php  http://www.sm.ee/