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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.There are currently almost 10,000 private security companies employing some
600,000 people within the existing borders of the EU, and these figures will
be roughly doubled when the Union is enlarged. A European-level social
dialogue process has been underway in the sector for around a decade
(EU9906179F [1]), with a formal sectoral dialogue committee in place since
1999, resulting in the conclusion of a number of joint texts by the
Confederation of European Security Services (CoESS), representing employers
in the industry, and UNI-Europa, the European regional organisation of Union
Network International (UNI), representing trade unions. On 18 July 2003, the
two organisations signed a code of conduct [2], reflecting a belief that the
rules governing their sector need to be harmonised across the EU and that
this will be particularly important when 10 new Member States join the EU in
May 2004. At the moment, national regulations and practices vary widely
between Member States and are sometimes, in the social partners' view,
inadequate or even non-existent, with the result that there are huge
variations in the quality of service provided and that the sector is unable
to take full advantage of European integration.[1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/joint-social-partner-conference-highlights-challenges-facing-european-private-security-industry
[2] http://www.coess.org/documents/code_de_conduite.pdfAround 500 British Airways (BA) customer service workers, including check-in
and ticket-desk staff, went on strike at the company’s Heathrow hub on 18
July 2003, in protest at the introduction of an automated swipe-card system
for recording their attendance. The strike led to the cancellation or
diversion of more than 500 flights affecting some 100,000 passengers, many of
whom were left stranded at the airport. Staff returned to work after two days
but the disruption continued as the company struggled to reposition aircraft
and crew. Three unions had members involved in the stoppage, the Transport
and General Workers’ Union (TGWU), GMB and Amicus, though the strike was
unofficial and not endorsed by them. There were threats to escalate the
dispute by balloting members for further industrial action. However, talks
between BA and the unions continued until a settlement was reached on 30
July.In the light of the fact that the European Union will admit 10 new Member
States in May 2004, thus enlarging its membership from 15 to 25 countries,
work has been progressing on a revision of the various EU Treaties. The aim
is mainly to streamline the workings of the EU but also to simplify the
Treaties and make the EU more accessible to its citizens. The European
Convention- chaired by Valéry Giscard d’Estaing, the former French
President - was charged with reviewing the Treaties and proposing changes.
The Convention [1] began its work in February 2002 (EU0305203N [2] and
EU0201231N [3]) and concluded it with the presentation of a complete draft of
a new constitutional Treaty in the summer of 2003. A preliminary version of
the draft was submitted to the Thessaloniki European Council meeting in June
2003 (EU0307204F [4]), after which a final version was published on 10 July
2003 and submitted to the President of the European Council in Rome on 18
July.[1] http://european-convention.eu.int/index.asp
[2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/european-convention-issues-draft-reform-proposals
[3] www.eurofound.europa.eu/ef/observatories/eurwork/articles/laeken-council-endorses-employment-strategy-and-prepares-for-further-treaty-reform
[4] www.eurofound.europa.eu/ef/observatories/eurwork/articles/draft-eu-constitution-presented-to-thessaloniki-councilOn 13 June 2003, after a lengthy negotiating process in which the public
conciliator became involved, the Estonian Hospitals Association (Eesti
Haiglate Liit, EHL [1]) employers’ organisation and three trade unions -
the Estonian Medical Association (Eesti Arstide Liit, EAL [2]), the Trade
Union Association of Health Officers of Estonia (Eesti Keskastme
Tervishoiutöötajate Kutseliit, EKTK [3]) and the Federation of Estonian
Health Care Professionals Unions (Tervishoiutöötajate Ametiühingute Liit,
ETTAL [4]) - signed a pay agreement for healthcare workers. The main
objective of the agreement is to set minimum wage rates for the various
categories of employee and to harmonise differences in minimum wages between
regions and different types of hospitals. According to the new agreement, the
hourly minimum wages were to increase to EEK 50 for doctors (a 25% increase),
EEK 25 for nurses and EEK 16 for care assistants (an 18.5% increase) from 1
July 2003, assuming that the reference prices for medical services increased
simultaneously. This increase in reference prices would enable the Estonian
Health Insurance Fund [5] (Eesti Haigekassa) to find the additional money
required for the agreed wage increases.[1] http://www.haiglateliit.ee/
[2] http://www.arstideliit.ee/
[3] http://www.kutseliit.ee/
[4] http://www.hot.ee/ettal
[5] http://www.haigekassa.ee/
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
Maintaining trust during the COVID-19 pandemic
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.
Between 2021 and 2023 Eurofound is carrying out a pilot project on minimum wage on behalf of the European Commission. The question of how minimum wages and other forms of pay can be fixed for the self-employed is investigated as a part of this project through mapping national and sectoral approaches. Out of concern for the challenging conditions that the self-employed face, some Member States have established or are discussing establishing statutory forms of minimum pay for certain categories of self-employed.
The civil aviation sector has been deeply impacted by the COVID-19 pandemic. It is one of the most severe crises the sector has ever experienced, giving rise to a number of significant challenges for companies and workers alike. 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?
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.
This report analyses how working conditions, job quality and working life outcomes – such as work–life balance, health and well-being, and sustainability of work – changed between February 2020 and spring 2021. Following up on responses to the European Working Conditions Survey (EWCS) 2020, it explores the differences between three distinct groups of workers: those teleworking during the COVID-19 pandemic, those who continued to work on their employers' premises as frontline staff, and those who were furloughed or worked reduced hours.
This study provides information allowing for an assessment of the representativeness of the actors involved in European sectoral social dialogue taking place at cross-sectoral level. 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. The aim of this Eurofound’s study on representativeness is to identify the relevant national and European social partner organisations at cross-sectoral level in the EU Member States.
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