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
Eurofound publishes its work in a range of publication formats to match audience needs and the nature of the output. These include flagship reports on a particular area of activity, research reports summarising the findings of a research project and policy briefs presenting policy pointers from research projects or facts and figures relevant to policy debates. Also included are blog articles, r...Read more
Eurofound publishes its work in a range of publication formats to match audience needs and the nature of the output. These include flagship reports on a particular area of activity, research reports summarising the findings of a research project and policy briefs presenting policy pointers from research projects or facts and figures relevant to policy debates. Also included are blog articles, regular articles on working life in Europe, presentations, working papers providing background material to ongoing or already concluded research, and reports arising from ad hoc requests by policymakers. Other corporate publications include annual reports, brochures and promotional publications. Web databases and online resources such as data visualisation applications are available in Data and resources.
Historically, the German Social Democratic Party (Sozialdemokratische Partei
Deutschlands, SPD) and the German socialist trade unions, as opposed to the
Christian and liberal unions, have the same roots in the labour movement of
the second half of the 19th century. Since then, the Social Democrats and the
trade unions have maintained close links.
As Greece endured a heatwave during August 1999, the GSEE trade union
confederation issued guidance on the measures which must be taken to combat
heat exhaustion among workers, while the construction workers' union issued
its own special recommendations.
A new paper from the Irish Congress of Trade Unions (ICTU), which maps out
"new ways" for trade unions to deal with challenges posed by the new
millennium, suggests that even if the social partners fail to agree a
centralised agreement to replace the current three-year Partnership 2000 [1]
(P2000) national agreement (IE9702103F [2]), "partnership" remains a viable
alternative to adversarialism. The paper, entitled /Challenges facing unions
and Irish society in the new millennium/, was unveiled at the ICTU's
two-yearly conference which took place in Killarney on 6-8 July 1999
(IE9907285N [3]).
The Norwegian government appointed new members to the Technical Calculating
Committee on Income Settlements (Teknisk Beregningsutvalg for
Inntektsoppgjørene, TBU) on 25 June 1999, an event which saw the inclusion
of additional representatives from social partner organisations. The TBU is a
body which works out a common analytical basis for wage settlements by, among
other things, estimating wage growth and the wage "carry-over" in different
sectors. The committee also provides evaluations of issues such as
developments in real income and national competitiveness. The committee does
not, however, comment on the coming wage settlements.
The Danish Confederation of Trade Unions (Landsorganisationen i Danmark, LO)
reportedly wants to change the fundamental structure of Danish industrial
relations, according to a proposal which is still before the confederation's
executive committee for approval. It seeks the abolition of the employers'
right to direct and divide the work, enshrined in the basic agreement [1]
(hovedaftalen) with the Danish Employers' Confederation (Dansk
Arbejdsgiverforening, DA) which determines the fundamental rules of the
labour market, as well as a wider revision of the agreement. The background
to this proposal, entitled /Welfare is an obligation/, is that LO wants
greater flexibility in industrial relations, whereby employees and employer
at the individual workplace level would enter into a contract which
determines the quantity of work the employees have to perform and the payment
for this work. It is stated in the introduction to the proposal that "this
contract should also deal with the working environment, social
considerations, the division of profits etc. Accordingly, it would be up to
the wage earners collectively to direct and divide the work and the payment".
In early June 1999, British Steel and the Dutch steel producer Hoogovens
announced their intention to merge in a deal valued at GBP 3.9 billion. The
merged entity will be the largest steel firm in Europe and the third biggest
in the world, producing 22.5 million tonnes of steel per year. As the larger
of the two parties, British Steel's shareholders will hold a 61.7% stake in
the new group, while those of Hoogovens, including the Dutch government, will
hold the remainder. The merger follows other cross-border tie-ups in the
European steel industry: Usinor of France has joined forces with
Cockerill-Sambre of Belgium (BE9812158N [1]), while Arbed of Luxembourg and
Aceralia of Spain have also merged.
On 20 April 1999, the first senate of the German Federal Labour Court
(Bundesarbeitsgericht, BAG) issued a judgment (/1 ABR 72/98/) which
acknowledged the right of trade unions to bring court cases against employers
which they accuse of operating a company arrangement that contravenes a
collective agreement in force. In July 1999, the BAG published a
comprehensive written statement in which it sets out the reasons for its
judgment. According to the statement, trade unions have the right to ask that
employers cease an unlawful company arrangement in order to safeguard the
unions' constitutional right to freedom of association [1]
(Koalitionsfreiheit).
In July 1999, the Greek government issued a Presidential Decree aimed at
bringing Greek law fully into line with EU law regarding the protection of
employees in the event of the employer's insolvency.
The Services, Industrial, Professional and Technical Union (SIPTU), Ireland's
largest trade union, is in the process of establishing its own internal
employee forum which is separate from the traditional industrial relations
processes within the union. The role of SIPTU's staff representative council,
which deals with industrial relations issues such as pay and conditions, is
to remain unchanged.
The Norwegian United Federation of Trade Unions (Fellesforbundet) and the
Norwegian Society of Engineers (Norges Ingeniørforbund, NITO) have concluded
an agreement to collaborate. Fellesforbundet is the largest member union in
the private sector of the Norwegian Confederation of Trade Unions
(Landsorganisasjonen i Norge, LO), and unionises among others blue-collar
workers in large parts of manufacturing industry as well as the building and
construction sector. NITO has approximately 45,000 members, 60% of whom work
in the private sector. NITO is leaving its present confederation, the
Confederation of Norwegian Professional Associations (Akademikernes
Fellesorganisasjon, AF) at the end of 1999, and has so far not made clear its
future confederal affiliation (NO9901111N [1]). It is doubtful that NITO
regards LO as an option in this regard, although the cooperation agreement
with Fellesforbundet shows an expressed willingness to strengthen its
cooperation with LO in the private sector. The two organisations have
cooperated on an informal basis for a long time.
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.
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.
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 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.
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.
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.
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.
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.
This policy brief investigates the evolution of female labour market participation in the last decade and calculates the monetary cost of the persisting gender employment gap to Europe in that period. The analysis also highlights the disproportionate effects that the current COVID-19 crisis is having on working women and how this threatens decades of gains achieved in gender equality.
The long-term care (LTC) sector employs an increasing share of workers in the EU, with increasing shortages. The LTC workforce is mainly female and a relatively large and increasing proportion is 50 or older. Migrants are often concentrated in certain LTC jobs. This report maps the working conditions, the nature of employment and the role of collective bargaining in the sector. It also discusses policies to make the sector more attractive, combat undeclared work and to improve the situation of a particular vulnerable group of LTC workers: live-in carers.
Member States are autonomous when it comes to the design of their social protection systems. However, EU recommendations and treaties oblige them to address the convergence of these systems and policies with other Member States. At the same time, convergence may also come about as a result of economic integration and endeavours to reduce social imbalances. This report looks at the main long-term trends in social protection expenditure and performance across the Member States to assess the extent to which they are converging in this policy area.
Social, economic and technological changes are giving rise to new forms of employment. These differ from 'traditional' work either in the relationship between employer and employee or in the unconventional work patterns and places of work that characterise them. While these new forms of employment can contribute to more inclusive labour markets, legalise undeclared work and offer preferential working conditions, some also raise concerns about, for example, job quality and representation. This report updates Eurofound's 2015 mapping of emerging trends.
New digital technologies have expanded the possibilities of employee monitoring and surveillance, both in and outside the workplace. In the context of the increasing digitalisation of work, there are many issues related to employee monitoring that warrant the attention of policymakers. There are the often-cited privacy and ethical concerns but also important implications for worker–employer relations, as digitally enabled monitoring and surveillance inevitably shift power dynamics in the workplace.
How can working conditions be improved to make work more sustainable over the life course? This question has been the guiding principle for analysis of the 2015 European Working Conditions Survey data during the period of Eurofound’s work programme for 2017–2020. This flagship report brings together the different research strands from this work and gives a comprehensive answer to the question. It includes an analysis of trends in working conditions, examining whether these are the same for all workers or whether inequalities between different groups of workers are increasing.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the local and regional administration 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.
This flagship report consolidates findings in the industrial relations field from research conducted by Eurofound over the course of its multiannual work programme for 2017–2020. It considers the strengths and weaknesses of European social dialogue, including the linkages with national social dialogue and the capacity constraints of the actors. A national comparative analysis draws on projects that have mapped the key features of national industrial relations systems.
This report builds on Eurofound's existing research on social mobility, assessing the distribution and transmission of wealth in Member States. It examines the roles of inheritance and household debt in explaining the transmission of advantage or disadvantage between the generations across Member States. The analysis is based on Eurosystem's Household Finance and Consumption Survey (HFCS).
This report analyses the involvement of the national social partners in the implementation of policy reforms within the framework of social dialogue practices, and their involvement in elaborating the National Reform Programmes (NRPs) and other key policy documents of the European Semester cycle.
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Eurofound je agentura Evropské unie