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From 1 July 2003, the Labour Code of the Republic of Hungary was amended by
Act XX of 2003. The modifications include the transposition of five European
Union Directives on: working time (2000/34/EC [1]); fixed-term work
(1999/70/EC [2]); part-time work (1997/81/EC [3]); transfers of undertakings
(2001/23/EC [4]); and the working time of seafarers (1999/63/EC [5]).[1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=32000L0034&model=guichett
[2] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=32000L0034&model=guichett
[3] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31997L0081&model=guichett
[4] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=32001L0023&model=guichett
[5] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31999L0063&model=guichettOn 30 April 2003, the centre-right coalition government published a
parliamentary white paper on family policy, in which it recommends changes to
the present regulations on parental leave (St Meld. nr 29 (2002-3) [1]). The
main objective of the government’s proposals is to encourage men to spend
more time at home with their children. To this end, it proposes to extend the
so-called 'father quota', which is the part of the parental leave period
reserved for the father. It also proposes to improve the compensation level
for self-employed women during parental leave .[1] http://www.odin.dep.no/bfd/norsk/publ/stmeld/004001-040008/index-dok000-b-n-a.html
Since the coalition government of the conservative People’s Party
(Österreichische Volkspartei, ÖVP) and the populist Freedom Party
(Freiheitliche Partei Österreichs, FPÖ) took office for the first time in
February 2000 (it started a second term in February 2003), it has launched
several initiatives to restructure the state-owned Austrian Federal Railways
(Österreichische Bundesbahnen, ÖBB). The government’s aim has been to
reduce the financial burden on the state arising from its legal obligation to
compensate for ÖBB’s deficits. However, so far the two governing parties
have not managed to reach a joint agreement on how to reorganise this public
company. Recent ÖVP plans (presented in January 2003) to transform ÖBB into
a holding company, heading several independently-operating enterprises
specialising in sales, infrastructure, financing, personnel management etc,
were strongly opposed by the Union of Railway Employees (Gewerkschaft der
Eisenbahner, GdE) (AT0302201N [1]). The union argues that splitting up ÖBB
would pave the way for the privatisation and sell-off of the company’s
divisions one by one. With GdE threatening industrial action in the event of
ÖBB being dismantled (AT0211201N [2]), restructuring measures such as those
planned by ÖVP and – in principle – supported by the management have
hitherto been blocked.[1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/railway-employees-threaten-strike-over-restructuring
[2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/dispute-over-railway-restructuringOn 13 August 2003, the police raided the Fredericia shipyard and seven
illegal workers – five Polish and two Philippine nationals – were
arrested. This action was the result of several months’ investigation based
on information from an alleged organiser of a network of illegal workers. The
raid followed a tip-off from the local branch of the General Workers’ Union
(Specialarbejderforbundet i Danmark, SiD) which had discovered that illegal
workers employed by a subcontractor were to work on the surface treatment of
a ship. The illegal workers at Fredericia were paid around DKK 45 per hour,
irrespective of the time of the day and the day of the week when they were
working. This is about one-third of the wage paid to Danish workers under the
relevant collective agreements.On 27 May 2003, representatives of all trade unions affiliated to the the
Confederation of German Trade Unions (Deutscher Gewerkschaftsbund, DGB)
signed a package ofnational cross-sector collective agreements [1] for
temporary agency workers with the Federal Association of Temporary Employment
Agencies (Bundesverband Zeitarbeit Personal-Dienstleistungen, BZA), whose
members include some of the major companies in the sector. Thepackage [2]
consists of a general framework collective agreement on employment conditions
(Manteltarifvertrag) - the final version of which was signed on 11 June 2003
- a framework collective agreement on pay grades (Entgeltrahmentarifvertrag)
and a collective agreement on pay (Entgelttarifvertrag). Two days later, on
29 May 2003, a similarpackage [3] of collective agreements was agreed by the
DGB affiliates and a second employers' association, the Association of German
Temporary Employment Agencies (Interessengemeinschaft Deutscher
Zeitarbeitsunternehmen, iGZ), representing a number of small and medium-sized
temporary agencies.[1] http://www.bza.de/downloads/VE_Zeitarbeit_DGB_BZA.pdf
[2] http://www.dgb.de/themen/Tarifpolitik/Zeitarbeit/index.htm/
[3] http://www.dgb.de/themen/Tarifpolitik/Zeitarbeit/index.htm/July 2003 saw a wave of protests by trade unions represented at Polish
National Railways (PKP) against the planned closure of loss-making local
services. Faced with the unions' threat of a general rail strike, PKP
management and the government agreed to cut the number of services to be
axed. However, the continuing restructuring of PKP, which is facing major
financial difficulties, suggests that further unrest cannot be ruled out.A study published jointly in June 2003 by the Research Institute for the
Finnish Economy (Elinkeinoelämän tutkimuslaitos, ETLA) and the Labour
Institute for Economic Research (Palkansaajien tutkimuslaitos) examines views
on the Finnish wage bargaining system. The study, based on a questionnaire
survey, asked employers and three categories of employees - blue-collar
workers, white-collar workers and higher-level workers - about their views on
the present system and its future development. The same questions were also
put to private and public sector social partner organisations. The questions
dealt with issues including local bargaining, profit-sharing, taxation and
social security. The firms concerned were examined in terms of 12 variables,
including size, sector, ownership, international activities, workforce age
structure and share of women and temporary employees in the workforce.The total number of women in employment (employees and self-employed)
increased by more than 1.7 million in the period from 1995 to 2002, according
to a study providing an overview of major labour market trends for the whole
of Germany since unification in 1990, published by the German Federal
Statistical Office (Statistisches Bundesamt Deutschland, Destatis) in July
2003 (German labour market trends. In the spotlight [1], Destatis, 2003). At
the same time, the share of women in overall employment has been growing
constantly since the mid-1990s. The report argues that these increases
reflect a general trend towards a decreasing gap between men and women in the
German labour market, although the total female employment rate has not yet
reached the male level. However, data from the 2002 EU Labour Force Survey
indicate that regional discrepancies still prevail: in the western part of
the country, about 46% of women aged between 15 and 65 were in employment (ie
either self-employed or an employee), compared with 61% of men; while in the
east of Germany, this difference was less pronounced with some 44% of the
female population and 53% of the male population in employment.[1] http://www.destatis.de/download/e/veroe/labourmtrends.pdf
Following the election of the Labour Party government in May 1997, the new
Chancellor of the Exchequer, Gordon Brown, signaled a clear shift in UK
policy towards the European single currency in a major speech to Parliament
in October 1997. Whereas the previous, 'eurosceptic' Conservative Party
government had negotiated an 'opt-out' from the final stage of European
Economic and Monetary Union (EMU) as part of the Treaty on European Union, Mr
Brown indicated that the Labour government was committed to the principle of
joining the European single currency, but that there had been insufficient
convergence between the economies of the UK and those of prospective members
of the euro area (UK9802102F [1]). Thereafter, the main features of the
government’s policy towards EMU were that:[1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-working-conditions-business/emu-and-uk-industrial-relations
In July 2003, a large-scale strike occurred at the Belgian Post Office,
triggered by the implementation of a new system for organising delivery
rounds, which is one of 10 measures being introduced by management in the
context of the EU-wide liberalisation of the postal sector. At the end of the
month, trade unions and management concluded a pre-agreement that halted
industrial action until mid-September, when the outcome of further
negotiations will be known.
Series
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.
European Jobs Monitor
This series brings together publications and other outputs of the European Jobs Monitor (EJM), which tracks structural change in European labour markets. The EJM analyses shifts in the employment structure in the EU in terms of occupation and sector and gives a qualitative assessment of these shifts using various proxies of job quality – wages, skill-levels, etc.
European Quality of Life Survey 2016
Eurofound's European Quality of Life Survey (EQLS) examines both the objective circumstances of European citizens' lives and how they feel about those circumstances and their lives in general. This series consists of outputs from the EQLS 2016, the fourth edition of the survey. The survey was first carried out in 2003.
European Working Conditions Survey 2015
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 EWCS 2015, the sixth edition of the survey. The survey was first carried out in 1990.
European Working Conditions Survey 1996
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 EWCS 1996, the second edition of the survey. The survey was first carried out in 1990.
European Working Conditions Survey 2001
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 EWCS 2001, which was an extension of the EWCS 2000 to cover the then 12 acceding and candidate countries. The survey was first carried out in 1990.
European Working Conditions Survey 2000
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 EWCS 2000, the third edition of the survey. The survey was first carried out in 1990.
European Company Survey 2004
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 first edition of the survey carried out in 2004–2005 under the name European Establishment Survey on Working Time and Work-Life Balance.
European Company Survey 2009
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 2009, the second edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
European Company Survey 2013
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 2013, the third edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
Forthcoming publications
This report investigates the practical implementation of the European Works Council (EWC) Directive at company level. It explores the challenges faced by existing EWCs and provides examples of identified solutions and remaining issues from the point of view of both workers and management. The report looks at the way that EWCs meet the requirements of the EWC Directive in terms of establishing processes of information and consultation.
The hospital sector has been deeply impacted by the COVID-19 pandemic. Hospitals and their workers are on the frontline in the fight against the virus, and they face a number of significant challenges in terms of resources, work organisation and working conditions. This study will explore the role of social dialogue and collective bargaining in how the sector is adapting to the pandemic. What kinds of changes have been introduced, either through social dialogue or collective bargaining? Are the changes temporary or permanent?
Trust and discontent in the age of COVID-19
ForthcomingGiven that compliance with lockdown measures is a first line of defence against COVID-19, maintaining trust in institutions is vital to ensure a coordinated, comprehensive and effective response to the pandemic. This report investigates developments in institutional and interpersonal trust across time, with a particular emphasis on the COVID-19 pandemic period and its impact. It examines the link between trust and discontent and investigates the effect of multidimensional inequalities as a driver of distrust.
This paper provides an analytical summary of state of the art academic and policy literature on the impact of climate change and policies to manage transitions to a carbon neutral economy on employment, working conditions, social dialogue and living conditions. It maps the key empirical findings around the impact of climate change and the green transitions on jobs, sectors, regions and countries in Europe, identifying the opportunities and risks that climate change policies bring to European labour markets.
Lockdown measures and the economic shift following the COVID-19 pandemic has resulted in a widening of the gender divide between men and women, putting at risk some of the gender equality gains that had been made in previous years. This report analyses changes in the distribution of paid and unpaid work, along with care and domestic responsibilities, among men and women during the crisis. It also explores the impact of the pandemic on the well-being of women and men.
The report provides an overview of the scale of teleworking before and during the COVID-19 crisis and gives an indication of ‘teleworkability’ across sectors and occupations. Building on previous Eurofound research on remote work, the report investigates the way businesses introduced and supported teleworking during the pandemic, as well as the experience of workers who were working from home during the crisis. The report also looks at developments in regulations related to telework in Member States and provides a review of stakeholders’ positions.
Structural change in the labour market
ForthcomingThe impacts of the COVID-19 pandemic have varied across sectors, occupations and categories of worker (for instance, according to gender, age or employment status). Hours worked have declined the most in sectors such as accommodation services and food and beverage services, and in occupations heavily reliant on in-person interaction, such as sales work. At the same time, it’s in these sectors that labour shortages have become increasingly evident as labour markets have begun to normalise.
The COVID-19 crisis has increased inequality between social groups in health, housing, employment, income and well-being. While a small part of society was able to hold on to or increase its wealth, other groups such as women, young people, older people, people with disabilities, low- and middle-income earners and those with young children were acutely affected by the pandemic. Drawing on current research on how to best measure multidimensional inequality, this report highlights recent trends in inequality in the context of the COVID-19 crisis.
The financial services sector is pertinent for studying the impact of digitalisation, as the main ‘raw material’ of the sector is digitally stored and processed. Process automation in the sector is likely to lead to significant job losses over the next 10 years, as the high street bank presence declines and the online bank presence increasingly accounts for a higher share of overall activity. Such trends have already been identified in bank restructurings captured in Eurofound’s European Restructuring Monitor.
Representativeness of the European social partner organisations: Textiles and clothing sector
ForthcomingThis study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the textiles and clothing sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements.
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