Swedish employees are entitled to leave of absence for a number of reasons,
and the Government's plans to introduce yet another one - for starting or
working in their own businesses - were not met with overwhelming enthusiasm
when they were made public in spring 1997. The Swedish Employers'
Confederation (Svenska Arbetsgivareföreningen, SAF) and the National Agency
for Government Employers (Arbetsgivarverket) objected, and the Swedish Trade
Union Confederation (Landsorganisationen, LO) doubted that there was a need
for an act of the kind proposed.
The Minister for Women's Affairs has made it clear that she wishes to make
progress in 1998 on the issue of women's careers in enterprises. Studies in
the past years have proven the existence of a "glass ceiling" through which
women are unlikely to pass. An 11-point women's petition submitted to
Parliament in 1997 put combating this glass ceiling first on the list of
demands. Specifically, the petition suggested that companies should be
excluded from public contracts and subsidies unless they had taken measures
to employ women at all hierarchical levels in proportion to their share in
the population. The Ministry sees little opportunity to go quite that far,
but it does want to take action in this direction.
On 24 November 1997, the general meeting of the peak employers' association
(Vereinigung der Arbeitgeberverbände in Bayern, VAB) in the federal state
(Land) of Bavaria decided to merge with the Bavarian peak trade association
(Landesverband der Bayerischen Industrie, LBI). The new Landpeak association
for Bavarian enterprises is called Vereinigung der Bayerischen Wirtschaft
(VBW). On 17 December the constituent assembly of the VBW elected Erich
Sennebogen as president.
Although half of the private sector bargaining area conducted collective
bargaining in the spring (DK9705110F [1]), 1997 was a relatively peaceful
year on the Danish labour market, with fewer conflicts than in previous years
when bargaining occurred. According to statistics from the Danish Employers'
Confederation (Dansk Arbejdsgiverforening, DA) the number of working days
lost due to industrial action in 1997 - at 82,992 days - was significantly
lower than in 1995 and 1993. The main reason for the lower figure is that
only half of the private sector area conducted collective bargaining in 1997,
while the whole area did so in 1995 and 1993.
Ireland's Labour Court made its biggest ever individual equal pay award
recently when it held that four communications assistants represented by the
Civil and Public Services Union (CPSU) and employed by the Irish Aviation
Authority were entitled to equal pay with two male radio officers. The
government department with overall responsibility for the Authority, the
Department of Public Enterprise, has decided to accept the ruling, which was
issued on 28 November 1997 and which means each of the four women will
receive a total of IEP 100,000 on a backdated basis.
A strike in the mining companies, Hunosa and Minas de Figaredo, escalated
into a well-supported general strike in the whole Spanish mining industry in
January 1998.
There has, in recent years, been an increasing focus on corporate conduct in
terms of social, ethical and environmental performance. The experience of
large multinational corporations such as Nike and Shell, which have been
faced with protest campaigns against their social and environmental policies,
has galvanised actors in this area. Many organisations are beginning to
recognise that their profitability in the long term depends as much on on
their performance in satisfying the aspirations of their "stakeholders" -
including customers, suppliers, employees, local communities, investors,
governments, and interest groups - in terms of their social and environmental
record, as it does on price and quality.
Since the 1980s, intense product market competition among the industrialised
countries has led to a search for new products and new methods of production.
At the same time, new technology is changing the ways that labour markets
work and UK labour institutions have increasingly come into question. The UK
in particular has experienced a sharp decline in the coverage of collective
bargaining and of unionisation. Most of these developments have either been
the consequence of, or the reason for, increasing flexibility. Yet what is
"flexibility", what does it mean and what is it doing?
A new three-year collective agreement was signed at Cargolux SA, the
Luxembourg air freight company, in December 1997. It contains substantial
improvements, including the restoration of certain benefits lost in 1995.
An unusual collective agreement has been concluded between the Swedish Energy
Employers' Association (Energiföretagens Arbetsgivareförening, EFA) on the
one hand, and the Association of Graduate Engineers
(Civilingenjörsförbundet, CF), the Swedish Union for Technical and Clerical
Employees in Industry and Services (Svenska Industritjänstemannaförbundet
SIF), the Association of Management and Professional Staff (Ledarna) and the
Union of Service and Communication (SEKO) on the other. The agreement, which
came into force on 1 January 1998, regulates general terms of employment for
around 15,000 workers in private energy enterprises and in the state-owned
Vattenfall group. The agreement fulfils many of the current requirements put
forward by employers, and the managing director of EFA, Björn Tibell, calls
it "pioneering".
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 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.
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.
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.
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.
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.
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.
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.
The use of artificial intelligence, advanced robotics and the Internet of Things technologies in the workplace can bring about fundamental changes in work organisation and working conditions. This report analyses the ethical and human implications of the use of these technologies at work by drawing on qualitative interviews with policy stakeholders, input from the Network of Eurofound Correspondents and Delphi expert surveys, and case studies.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the professional football 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. The aim of this Eurofound’s study on representativeness is to identify the relevant national and European social partner organisations in the professional football sector in the EU Member States.
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.