Publications

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  • Article
    22 Září 2003

    In recent years, although overall trade union membership levels have
    increased in Ireland to a historically high level, there has nevertheless
    been a fall in union density, as employment levels have outpaced union
    recruitment (IE0102164F [1]). It was primarily for this reason that a
    'high-level group' was first established under /Partnership 2000/, the
    1997-2000 tripartite national agreement (IE9702103F [2]), to examine trade
    union recognition. The group agreed in March 1999 (IE9903135F [3]) to retain
    a largely 'voluntarist' system in this area, with change basically limited to
    giving existing third-party institutions – the Labour Relations Commission
    (LRC) and the Labour Court– greater powers to resolve recognition and
    representation disputes. Irish trade unions had hoped that the resulting
    'right to bargain' legislation would lead to more companies recognising
    unions.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-industrial-relations-labour-market/the-state-of-trade-unionism
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/social-partners-agree-three-year-national-programme
    [3] www.eurofound.europa.eu/ef/observatories/eurwork/articles/industrial-relations-undefined/breakthrough-on-trade-union-recognition

  • Article
    22 Září 2003

    On 23 July 2003, an agreement [1] on the establishment of a European employee
    representation body within the framework of a so-called Deutsche Post World
    Net Forum (DPWN Forum) was signed in Brussels between the German-based postal
    services and logistics multinational Deutsche Post AG and a special
    negotiating body consisting of employee representatives from 17 countries.
    The agreement is based on Article 6 of the EU Directive on European Works
    Councils (EWCs) (94/45/EC [2]). The DPWN Forum is composed of a European
    Works Council Forum (EWCF) with 50 members and a European Management Forum
    (EMF) with 25 members. Whereas the EWCF consists of employee representatives
    from the various countries and operations of Deutsche Post AG, the members of
    the EMF are managers representing different business units and areas of
    activity, appointed by the company.

    [1] http://www.euro-betriebsrat.de/wwwhome/pdf/ebr_vereinbarung_dpwn.PDF
    [2] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31994L0045&model=guichett

  • Article
    22 Září 2003

    The 135th annual policy-making conference [1] of the Trades Union Congress
    (TUC) was held in Brighton on 8-11 September 2003. Currently, 69 trade unions
    with a combined membership of nearly 7 million members are affiliated to the
    TUC. The four largest unions represent around half of this total: Unison, the
    public service union, has 1.3 million members; Amicus has just over 1
    million; the Transport and General Workers’ Union, 850,000; and the GMB
    general union, 690,000. Each trade union can send delegates to the conference
    and submit resolutions for debate, the outcome of which provides the basis
    for the future work of the TUC.

    [1] http://www.tuc.org.uk/theme/index.cfm?theme=congress2003

  • Article
    22 Září 2003

    The Finnish National Fund for Research and Development (Suomen itsenäisyyden
    juhlavuoden rahasto, SITRA) published a study on performance-related pay in
    August 2003. The study, carried out by three economists (Kenneth Snellman,
    Roope Uusitalo and Juhana Vartiainen), was based on statistical data from the
    Confederation of Finnish Industry and Employers (Teollisuus ja Työnantajat,
    TT) and the tax authorities. Firms using performance-related pay systems were
    compared with other firms in the study. There are different forms of variable
    pay (TN0104201S [1]), of which performance-related pay is just one. Its main
    distinguishing feature compared with other variable pay schemes is that the
    wage level is not determined by personal performance only, but by the
    performance of the whole firm, one department or some smaller team.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/erm/comparative-information/variable-pay-in-europe

  • Article
    18 Září 2003

    Poland's legislation on normal daily and weekly working time has been subject
    to amendment and liberalisation over 2002-3. Monitoring by the State Labour
    Inspection has found that many employers breach the law in this area, notably
    by not giving employees the time off and compensation to which they are
    entitled.

  • Article
    17 Září 2003

    /Sector Futures provides specialised reports based on the monitoring of
    existing foresight studies, scenario work, innovation studies and reliable
    data sources. April 2004 features the third and last article in the series on
    the future of the financial services sector. It focuses on policy issues for
    the future of the sector./

  • Article
    16 Září 2003

    The EU Directive establishing a general framework for equal treatment in
    employment and occupation (Directive 2000/78/EC [1]) was adopted in November
    2000 (EU0102295F [2]). The Directive seeks to lay down a general framework
    for combating discrimination, as regards employment and occupation, on the
    grounds of: religion or belief; disability; age; and sexual orientation. It
    is to be implemented by the EU Member States by 2 December 2003 (with a
    possible later deadline for the provisions on age and disability
    discrimination, if Member States see this as necessary).

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=en&numdoc=32000L0078&model=guichett
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-social-policies/new-framework-equal-treatment-directive-examined

  • Article
    14 Září 2003

    The EU Directive establishing a general framework for equal treatment in
    employment and occupation (Directive 2000/78/EC [1]) was adopted in November
    2000 (EU0102295F [2]). The Directive seeks to lay down a general framework
    for combating discrimination, as regards employment and occupation, on the
    grounds of: religion or belief; disability; age; and sexual orientation. It
    is to be implemented by the EU Member States by 2 December 2003 (with a
    possible later deadline for the provisions on age and disability
    discrimination, if Member States see this as necessary).

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=en&numdoc=32000L0078&model=guichett
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-social-policies/new-framework-equal-treatment-directive-examined

  • Article
    14 Září 2003

    The EU Directive establishing a general framework for equal treatment in
    employment and occupation (Directive 2000/78/EC [1]) was adopted in November
    2000 (EU0102295F [2]). The Directive seeks to lay down a general framework
    for combating discrimination, as regards employment and occupation, on the
    grounds of: religion or belief; disability; age; and sexual orientation. It
    is to be implemented by the EU Member States by 2 December 2003 (with a
    possible later deadline for the provisions on age and disability
    discrimination, if Member States see this as necessary).

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=en&numdoc=32000L0078&model=guichett
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-social-policies/new-framework-equal-treatment-directive-examined

  • Article
    11 Září 2003

    The EU Directive establishing a general framework for equal treatment in
    employment and occupation (Directive 2000/78/EC [1]) was adopted in November
    2000 (EU0102295F [2]). The Directive seeks to lay down a general framework
    for combating discrimination, as regards employment and occupation, on the
    grounds of: religion or belief; disability; age; and sexual orientation. It
    is to be implemented by the EU Member States by 2 December 2003 (with a
    possible later deadline for the provisions on age and disability
    discrimination, if Member States see this as necessary).

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=en&numdoc=32000L0078&model=guichett
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-social-policies/new-framework-equal-treatment-directive-examined

Series

  • European Restructuring Monitor

    The European Restructuring Monitor (ERM) has reported on the employment impact of large-scale business restructuring since 2002. This publication series include the ERM reports, as well as blogs, articles and working papers on restructuring-related events in the EU27 and Norway.

  • European Working Conditions Telephone Survey 2021

    Eurofound’s European Working Conditions Survey (EWCS) paints a wide-ranging picture of Europe at work across countries, occupations, sectors and age groups. This series consists of findings from the European Working Conditions Telephone Survey (EWCTS) 2021, an extraordinary edition conducted during the COVID-19 pandemic. The survey was first carried out in 1990.

  • Developments in working life, industrial relations and working conditions in the EU

    This publication series gathers all overview reports on developments in working life, annual reviews in industrial relations and working conditions produced by Eurofound on the basis of national contributions from the Network of Eurofound Correspondents (NEC). Since 1997, these reports have provided overviews of the latest developments in industrial relations and working conditions across the EU and Norway. The series may include recent ad hoc articles written by members of the NEC.

  • COVID-19

    Eurofound’s work on COVID-19 examines the far-reaching socioeconomic implications of the pandemic across Europe as they continue to impact living and working conditions. A key element of the research is the e-survey, launched in April 2020, with five rounds completed at different stages during 2020, 2021 and 2022. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.

  • Sectoral social dialogue

    Eurofound's representativeness studies are designed to allow the European Commission to identify the ‘management and labour’ whom it must consult under article 154 of the Treaty on the Functioning of the European Union (TFEU). This series consists of studies of the representativeness of employer and worker organisations in various sectors.

  • Minimum wages in the EU

    This series reports on developments in minimum wage rates across the EU, including how they are set and how they have developed over time in nominal and real terms. The series explores where there are statutory minimum wages or collectively agreed minimum wages in the Member States, as well as minimum wage coverage rates by gender.  

  • European Working Conditions Surveys

    The European Working Conditions Survey (EWCS) launched in 1990 and is carried out every five years, with the latest edition in 2015. It provides an overview of trends in working conditions and quality of employment for the last 30 years. It covers issues such as employment status, working time duration and organisation, work organisation, learning and training, physical and psychosocial risk factors, health and safety, work–life balance, worker participation, earnings and financial security, work and health, and most recently also the future of work.

  • Challenges and prospects in the EU

    Eurofound’s Flagship report series 'Challenges and prospects in the EU' comprise research reports that contain the key results of multiannual research activities and incorporate findings from different related research projects. Flagship reports are the major output of each of Eurofound’s strategic areas of intervention and have as their objective to contribute to current policy debates.

  • European Company Survey 2019

    Eurofound’s European Company Survey (ECS) maps and analyses company policies and practices which can have an impact on smart, sustainable and inclusive growth, as well as the development of social dialogue in companies. This series consists of outputs from the ECS 2019, the fourth edition of the survey. The survey was first carried out in 2004–2005 as the European Survey on Working Time and Work-Life Balance. 

  • National social partners and policymaking

    This series reports on and updates latest information on the involvement of national social partners in policymaking. The series analyses the involvement of national social partners in the implementation of policy reforms within the framework of social dialogue practices, including their involvement in elaborating the National Reform Programmes (NRPs).

Forthcoming publications