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 articleson 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.
This report gives an overview of the extension mechanisms of collective bargaining agreements, deriving its data from the Eurofound industrial relations country profiles (2009). In principle, collective agreements are only legally enforceable against contracting parties. National and sectoral collective bargaining agreements can, however, be extended so that they also apply to employees and employers who were not represented by the social partners signing the agreement. Such cases of extension mechanisms, in which rights are owed towards all parties, exist in almost all EU Member States (Sciarra, 2005).
On 30 June 2011, a seminar on Youth and Employment was hosted by the Employment and Social Affairs Committee of the European Parliament, and jointly organised by four European agencies: Cedefop, ETF, EU-OSHA and Eurofound. The agencies highlighted the complementarity of their work by each presenting different aspects and perspectives related to youth employment in Europe and its neighbourhood countries. Topics included the transition from education to the workplace, guidance for young people at risk, safe and decent jobs for young people, the 'NEETs' phenomenon and its economic costs, the active inclusion of disadvantaged young people in employment and the global dimension of youth employment. Full speakers presentations are also available.
In November 2010, the National Trade Union Bloc (BNS ) published the
results of research on ‘working conditions, satisfaction and performance at
workplaces’ by a team of Romanian and foreign experts coordinated by Dr
Liviu Voinea. The research was for a project called ‘Office for the
Monitoring of the Labour Market and Quality of Workplaces’, which was
co-funded from the European Social Fund  through the Sectoral Operational
Programme for Human Resources Development 2007–2013.
In March 2011 LMC , the most significant online recruitment agency in the
Czech Republic, commissioned a survey on the utilisation of alternative forms
of work (in Czech)  in order to identify the extent to which these forms
of work are used. The survey was carried out by the research agency Factum
Invenio  through telephone interviews with human resources (HR) staff at
855 companies selected by quota sampling.
The tripartite Agreement on a More Inclusive Working Life (IA Agreement )
was first signed by the Norwegian government and the social partners in 2001.
With the assistance of companies and an emphasis on including older people
and those with chronic illnesses in the labour market, the focus of the
agreement has been to:
In March 2010, the Commission for Citizenship and Gender Equality (CIG )
published a study (in Portuguese, 6.34Mb PDF)  that aimed to increase
knowledge about the experiences, features/profiles and strategies of
immigrant women entrepreneurs in Portugal. The study explored new forms of
work organisation and changes in strategies for the economic and social
integration of immigrant women into Portuguese society.
The main results of the WAGEGAP project were presented at a seminar on 30 May
2011 organised by two research centres associated with the University of
Leuven – HIVA  and the Faculty of Business and Economics . The event
was supported by the Council for Equal Opportunities for Men and Women .
During the spring and summer of 2011, the United Services Union (ver.di )
called for the introduction of a minimum wage in Germany. Together with the
Union of Food, Beverages, Tobacco, Hotel and Catering and Allied Workers (NGG
), ver.di advocates a minimum wage of €8.50. Ver.di Chair Frank Bsirske
pointed out in a press release (in German)  that nearly one million
people, including 400,000 full-time employees, had to supplement their low
incomes with public allowances. NGG Chair Franz-Josef Möllenberg added that
only a minimum wage could protect workers from a reduction in the standard of
In October 2011 the largest recruitment company in Norway specialising in
temporary agency work, Adecco , signed an agreement with two trade unions
to retroactively reimburse employees for overtime work carried out at three
nursing homes it operated on behalf of the municipality of Oslo.
According to the annual report published by the Registrar of Trade Unions on
30 September 2011, trade union membership in Malta increased by 483 in
absolute terms between 1 July 2009 and 30 June 2011. This represents an
increase of 0.6% over the previous year. Based on the figure of 148,546 for
the total number of gainfully employed people in May 2011 given in a news
release  from the National Statistics Office (NSO ), the Maltese trade
union density is 57.7%.