Evropská nadace pro zlepšování životních a pracovních podmínek
Nadace Eurofound je tripartitní agenturou Evropské unie, která poskytuje přehled poznatků s cílem přispívat k rozvoji lepších sociálních, zaměstnaneckých a pracovních politik
Nadace Eurofound je tripartitní agenturou Evropské unie, která poskytuje přehled poznatků s cílem přispívat k rozvoji lepších sociálních, zaměstnaneckých a pracovních politik
EU Directive 96/71/EC concerning the posting of workers in the framework of
the provision of services [1] seeks to avoid 'social dumping' by ensuring
that a minimum set of rights is guaranteed for workers posted by their
employer to work in another country. The basic principle is that the working
conditions and pay in effect in a Member State should be applicable both to
workers from that State, and those from other EU countries posted to work
there. The Directive covers undertakings established in a Member State,
which, in the framework of the transnational provision of services, post
workers to the territory of another Member State.
In June 2003, the Italian government approved a draft decree enacting the
recent 'proxy law' on employment and the labour market. The decree envisages
numerous measures and innovations in terms of employment services and
contracts - such as staff leasing, on-call work, project work and
work/training contracts - and of the involvement of the social partners in
management of the labour market. Before the decree is finally passed, it will
be discussed by the government and the social partners, which have differing
views on the proposals.
This article examines the Greek situation, as of June 2003, with regard to:
legislation and collective bargaining on the pay and conditions of posted
workers (ie workers from one EU Member State posted by their employer to work
in another); the number of such posted workers; and the views of the social
partners and government on the issue.
EU Directive 96/71/EC concerning the posting of workers in the framework of
the provision of services [1] seeks to avoid 'social dumping' by ensuring
that a minimum set of rights is guaranteed for workers posted by their
employer to work in another country. The basic principle is that the working
conditions and pay in effect in a Member State should be applicable both to
workers from that State, and those from other EU countries posted to work
there. The Directive covers undertakings established in a Member State,
which, in the framework of the transnational provision of services, post
workers to the territory of another Member State.
This article examines the Luxembourg situation, as of June 2003, with regard
to: legislation and collective bargaining on the pay and conditions of posted
workers (ie workers from one EU Member State posted by their employer to work
in another); the number of such posted workers; and the views of the social
partners and government on the issue.
In mid-June 2003, negotiations between the European-level intersectoral
social partner organisations - the European Trade Union Confederation (ETUC),
the Union of Industrial and Employers' Confederations of Europe
(UNICE)/European Association of Craft, Small and Medium-Sized Enterprises
(UEAPME) and the European Centre of Enterprises with Public Participation and
of Enterprises of General Economic Interest (CEEP) - resulted in agreement on
a joint statement on managing change and its social consequences. The
statement identifies a range of factors that can contribute to preventing or
limiting the negative social impact of restructuring, including 'good social
dialogue'.
On 8 July 2003, the UK's Labour Party government published its latest white
paper on skills. The white paper, entitled 21st century skills: realising our
potential [1], sets out an England-wide strategy for improving the skills and
productivity of the workforce. As such, it aims to tackle what it calls 'deep
and pervasive problems' that have resulted in the UK suffering from a
significant productivity and skills deficit relative to its major
competitors. Output per hour worked is at least 25% higher in Germany and the
USA, and over 30% higher in France, than in the UK. Only 28% of the UK
workforce have an intermediate-level qualification, compared with 51% in
France and 65% in Germany. It is also estimated that there are over 7 million
adult workers, or around 30% of the UK workforce, without a level 2
qualification or above - ie five 'good' GCSEs (exams taken at the end of
compulsory secondary education) at grades A*-C or a National Vocational
Qualification (NVQ) level 2.
On 7 July 2003, the Department of Trade and Industry (DTI) published a
consultation document [1] setting out how the UK government proposes to
implement the EU information and consultation Directive (2002/14/EC) [2]
(EU0204207F [3]), and inviting comments on draft Regulations. The approach
taken by the draft Regulations is based on a framework established in
discussions between ministers and representatives of the Confederation of
British Industry (CBI) and the Trades Union Congress (TUC), who agreed an
'outline scheme' for the implementing legislation which is incorporated in
the consultation document. The draft Regulations also take account of
responses to the DTI discussion paper published in July 2002 (UK0208101N
[4]), and views expressed at a series of round-table discussions held around
the country. The government is now consulting on the detail of draft
Regulations, their practical operation, and the sort of guidance that
employers and employees will need in applying the new legislation. The
government has set a four-month consultation period (ie until 7 November
2003) during which interested parties may submit comments and a second set of
round-table discussions will be held.
On 29 May 2003, the Institute of Public Administration (IPA) held a human
resource management conference [1] in Dublin, which looked at examples of how
Ireland’s public sector organisations are responding to the challenges
posed by the current modernisation and 'change management' agenda, as
described in the sections on delivering high-quality public services
contained in the country's new national agreement, Sustaining progress [2]
(IE0304201N [3]). Public sector employers and are facing negotiations on this
modernisation agenda, and progress is expected as a 'quid quo pro' for the
recent pay increases received by public sector workers under a 'benchmarking'
exercise (IE0207203N [4]), which compared the pay of public servants with
that in the private sector.
/Sector Futures are specialised, targeted reports using findings from
existing foresight studies, scenario work, innovation studies and reliable
data sources. December 2003 features the third and last article in the series
on the future of information and communication technologies (ICT). It focuses
on policy issues for the future of the sector./
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.
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.
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.
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.
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.
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.
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.
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).
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.
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.
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?
Given 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.
The 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.
This 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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Eurofound je agentura Evropské unie