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  • Article
    27 maj 1998

    The proposed European Company Statute would enable European multinational
    undertakings to operate under rules governed by EU company law, rather than
    the diverse regulations of different Member States. Such "European Companies"
    would also benefit from a special tax status. The idea has been on the table
    for over a quarter of a century without winning adoption in the Council of
    Ministers, with the problems centring around the issue of worker involvement
    in the European Company. In 1996, a high-level expert group was set up by the
    Commission to help break the deadlock, particularly in respect of those
    countries which feared that the Statute would undermine strong national
    involvement rights, and those countries which currently have no legal
    mechanisms for ensuring employee involvement.

  • Article
    27 maj 1998

    The major strike in Denmark's private sector in April-May 1998 (DK9805168F
    [1]) indirectly caused a dispute in Sweden. When the SAS airline tried to
    reroute its flights scheduled for Copenhagen to Sweden, the Swedish Transport
    Workers' Union (Svenska Transportarbetareförbundet, Transport) notified SAS
    and the catering company Gate Gourmet on 1 May of its intention to impose a
    blockade which was due to begin seven days later. Transport workers at
    Arlanda airport refused to load and unload luggage and refuel the rerouted
    aircraft before the blockade was due to take effect. Consequently, SAS had to
    cancel several long-distance flights.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-industrial-relations/parliament-intervenes-to-end-major-conflict

  • Article
    27 maj 1998

    Along with all the other EU Member States, Finland has drawn up a National
    Action Plan (NAP) on employment in response to the EU Guidelines for Member
    States' employment policies 1998 [1], following the Luxembourg"Employment
    Summit" in November 1997 (EU9711168F [2]). The plans are to be submitted to
    the Cardiff European Council in June 1998.

    [1] http://europa.eu.int/comm/employment_social/empl&esf/docs/guideen.htm
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/employment-summit-agrees-limited-package-of-measures-to-combat-unemployment

  • Article
    27 maj 1998

    Following the special Employment Summit [1] in Luxembourg in November 1997
    (EU9711168F [2]), EU Member States agreed a set of Employment Guidelines [3]
    designed to provide a framework for national action under four main "pillars"
    - employability, adaptability, entrepreneurship and equal opportunities. Each
    Member State was to draw up a National Action Plan (NAP) for consideration at
    the June 1998 European Council meeting in Cardiff. The French Action Plan for
    Employment, 1998 [4] (Plan français d'action pour l'emploi 1998) was adopted
    by the Council of Ministers on 15 April 1998 and submitted to the European
    Commission on the same day.

    [1] http://europa.eu.int/comm/employment_social/elm/summit/en/home.htm
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/employment-summit-agrees-limited-package-of-measures-to-combat-unemployment
    [3] http://europa.eu.int/comm/employment_social/empl&esf/docs/guideen.htm
    [4] http://www.europa.eu.int/en/comm/dg05/elm/naps/fr_en.pdf

  • Article
    27 maj 1998

    Norway has experienced favourable employment statistics over the last few
    years. Newly published figures from Statistics Norway show that there has
    been a further fall in unemployment, and the employment rate is higher than
    ever. Norway is not a member of the European Union, and is thus not bound by
    a commitment to formulate National Action Plans [1] for employment in line
    with the EU's 1998 Employment Guidelines [2]. Employment policy goals are,
    however, worked out annually in the National Budget.

    [1] http://www.europa.eu.int/en/comm/dg05/elm/naps/naps.htm
    [2] http://europa.eu.int/comm/employment_social/empl&esf/docs/guideen.htm

  • Article
    27 maj 1998

    On 10 May 1998, employers and the trade unions in the Dutch healthcare sector
    reached a new collective agreement. This was made possible after a debate in
    the Second Chamber of the Dutch Parliament, in which the outgoing Minister of
    Health offered employers a chance for renegotiation in the autumn if the
    budget proves to be inadequate.

  • Article
    27 maj 1998

    In May 1998, the Portuguese Government announced proposals for a new basic
    law on social security, containing structural measures designed to strengthen
    system and address its financial sustainability. The proposals incorporate
    some recommendations arising from the dialogue between the Government and the
    social partners.

  • Article
    27 maj 1998

    According to Sergio Cofferati, general secretary of Italy's Cgil trade union
    confederation, EU Economic and Monetary Union may have major consequences for
    industrial relations, as the importance of the supranational level is bound
    to increase. For this reason, in May 1998 Mr Cofferati suggested the
    introduction of European-level collective agreements, provoking a hostile
    reaction from employers.

  • Article
    27 maj 1998

    Long-running disputes in the governing bodies of the FEP brought the union
    organisation to a standstill in March 1998 and have led to the formation of a
    new confederation for white-collar workers in Luxembourg's private sector.

  • Article
    27 maj 1998

    The Spanish government, in drawing up its National Action Plan for employment
    in response to the EU employment guidelines, for submission to the June 1998
    Cardiff summit, has given priority to active employment policies supported by
    training and local activity. However, the trade unions have severely
    criticised the Plan and are organising protests against it.

Series

  • Sectoral social dialogue

    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.

  • Minimum wages in the EU

    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.  

  • COVID-19

    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 three rounds – in April and July 2020 and in March 2021. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.

  • European Working Conditions Surveys

    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.

  • European Restructuring Monitor

    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.

  • Challenges and prospects in the EU

    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.

  • European Company Survey 2019

    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. 

  • National social partners and policymaking

    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).

  • New forms of employment

    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.

  • European Company Surveys

    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.

Forthcoming publications