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  • Article
    22 Duben 2002

    In 2002, women remain under-represented in leadership positions in Belgian
    trade unions, and among members of employee representative bodies. The
    reasons most frequently advanced for this state of affairs are family
    responsibilities and social constraints. Female trade unionists are
    increasingly demanding better representation, particularly in decision-making
    roles, and the main unions are now seeking to change their attitudes and
    increase awareness among women workers..

  • Article
    21 Duben 2002

    On 19 March 2002, the Deputy Prime Minister (Tánaiste) and Minister for
    Enterprise, Trade and Employment, Mary Harney, launched a report from the
    Irish Business and Employers Confederation (IBEC), entitled /Women in
    management in Irish business/ and compiled by Anne Coughlan of IBEC in 2001.
    The report: examines recent changes in the pattern of women's employment;
    outlines the results of an IBEC survey on women in management; explores some
    of the structural and attitudinal barriers to women's advancement that have
    created a 'glass ceiling'; and sets out some practical measures that
    employers can take to bridge the 'gender gap'.

  • Article
    21 Duben 2002

    The widely publicised 1999 'MacPherson report' following the police
    investigation into the murder of black teenager Stephen Lawrence, highlighted
    institutional racism as a major problem in British society. Three years on,
    this article reviews how the trade union movement has responded to calls for
    the social partners to tackle institutional racism in employment.

  • Article
    21 Duben 2002

    In February 2002, the European Parliament and Council of Ministers formally
    adopted the EU Directive on national information and consultation rules.
    After the remaining formalities, the final, official text of Directive
    (2002/14/EC) establishing a general framework for informing and consulting
    employees in the European Community [1] was published in the /Official
    Journal of the European Communities/ (L80) on 23 March 2002. EU Member States
    now have until 23 March 2005 to comply with its requirements. Under the
    Directive, all undertakings with at least 50 employees (or establishments
    with at least 20 employees) must inform and consult employee representatives
    about business developments, employment trends and changes in work


  • Article
    18 Duben 2002

    The present government, consisting of the social democratic Labour Party
    (Partij van de Arbeid, PvdA), the liberal Party for Freedom and Democracy
    (Vereniging voor Vrijheid en Democratie, VVD) and the social
    liberalDemocraten 66 (D66), was in 2001 in its last full year in office.
    General elections will be held in May 2002.

  • Article
    18 Duben 2002

    The political framework remained stable during 2001. The absolute majority
    achieved by the conservative People's Party (Partido Popular, PP) in the 2000
    general election has allowed it to govern with a fair degree of tranquillity.
    The most important political event of the year was the regional election in
    Galicia, which returned the People's Party with an absolute majority.

  • Article
    18 Duben 2002

    At federal level, a 'rainbow' coalition has been in power since June 1999,
    made up of six parties: the Flemish Liberals and Democrats (Vlaamse Liberalen
    en Democraten,VLD); the Liberal Reform Party/Democratic Front of
    Francophones/Movement of Citizens for the Change (Parti Réformateur
    Libéral-Front Démocratique des Francophones-Mouvement du Citoyen pour le
    Changement (PRL-FDF-MCC); the (French-speaking) Socialist Party (Parti
    Socialiste (PS); the (Flemish-speaking) Progressive Social Alternative
    (sociaal progressief alternatief, SP.A); Ecolo (French-speaking
    environmentalists); and Agalev (Flemish environmentalists). The government's
    term of office runs until mid-2003 and no elections were held in 2001.
    However, a number of political parties changed their name, as follows:

  • CAR
    17 Duben 2002

    'Non-permanent' employment is a feature of European labour markets that has
    attracted increasing attention in recent years, and has been subject to
    considerable legal regulation, not least at European Union level.
    Non-permanent employment can broadly be defined as all employment which is
    not based on an open-ended and continuous employment contract, but which is
    limited in time - the main types being employment on fixed-term contracts,
    temporary agency work and casual or seasonal work. This comparative study -
    based on the contributions of the European Industrial Relations Observatory
    (EIRO) national centres in the EU Member States and Norway - aims to examine
    the links between non-permanent employment and the 'quality' of working life,
    and to look at its treatment in industrial relations. The primary focus is on
    fixed-term employment, with more detailed information on temporary agency
    work available in a previous EIRO comparative study - TN9901201S [1].


  • Article
    17 Duben 2002

    A confidential report commissioned by the Irish Business and Employers
    Confederation (IBEC) indicates that Irish employers are determined not to
    repeat what they regard as the failures of the current national agreement,
    the Programme for Prosperity and Fairness [1] (PPF) (IE0003149F [2]) when it
    expires at the end of 2002, according to the independent publication,
    /Industrial Relations News/ (IRN). However, the report also shows that a
    majority of IBEC members would still like to see the concept of partnership
    continue, subject to improvements. Only a minority favour a full return to
    local-level pay negotiations.


  • Article
    17 Duben 2002

    A special seminar was organised in Dublin on 25 March 2002 to mark the formal
    launch of the National Centre for Partnership and Performance (NCPP [1])
    (IE0104166F [2]) by the deputy Prime Minister (Tánaiste), Mary Harney. Ms
    Harney is also the Minister for Enterprise and Employment. Established under
    the current national agreement, the Programme for Prosperity and Fairness [3]
    (PPF) (IE0003149F [4]), the NCPP replaces the poorly funded National Centre
    for Partnership (NCP), which was set up under the Partnership 2000 agreement
    (1997-9) (IE9706202N [5]).



  • European Restructuring Monitor

    The European Restructuring Monitor has reported on the employment impact of large-scale business restructuring since 2002. This series includes its restructuring-related databases (events, support instruments and legislation) as well as case studies and publications.

  • 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 2020. 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.

  • 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, conducted in two rounds – in April and in July 2020. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.

  • 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. 

  • Sectoral social dialogue

    Eurofound's representativness 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.

  • 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).

  • New forms of employment

    This series reports on the new forms of employment emerging across Europe that are driven by societal, economic and technological developments and are different from traditional standard or non-standard employment in a number of ways. This series explores what characterises these new employment forms and what implications they have for working conditions and the labour market.

  • European Company Surveys

    The European Company Survey (ECS) is carried out every four to five years since its inception in 2004–2005, with the latest edition in 2019. The survey is designed to provide information on workplace practices to develop and evaluate socioeconomic policy in the EU. It covers issues around work organisation, working time arrangements and work–life balance, flexibility, workplace innovation, employee involvement, human resource management, social dialogue, and most recently also skills use, skills strategies and digitalisation.

  • European Quality of Life Surveys

    The European Quality of Life Survey (EQLS) is carried out every four to five years since its inception in 2003, with the latest edition in 2016. It examines both the objective circumstances of people's lives and how they feel about those circumstances and their lives in general. It covers issues around employment, income, education, housing, family, health and work–life balance. It also looks at subjective topics, such as people's levels of happiness and life satisfaction, and perceptions of the quality of society.

Forthcoming publications