In December 1997, employees recruited on projects for the long-term
unemployed went on strike in Amsterdam on the grounds that they were owed
shift bonuses by the municipality. An agreement in principle was later
reached on their payment for irregular work.
Finland's central social partner organisations reached a national incomes
policy agreement for 1998-2000 in early December 1997 (FI9801145F [1]). The
deal required approval by the member organisations of the signatory
confederations, and a deadline of 11 December was set for the completion of
this ratification process. The settlement was threatened by the failure of
the Paperworkers' Union (Paperiliitto) - which is considered a key union in
the incomes policy deal - to meet the deadline, as it sought the resolution
of outstanding sectoral issues. However, a truce was later achieved in the
paper industry, with the union prevailing on employers to maintain the
current position on "outsourcing", allowing the ratification of the central
agreement. The Paperworkers' Union is an affiliate of the SAK confederation.
According to recently published information, the regional metalworking sector
employers' association Nordmetall- which represents 350 enterprises in the
German states of Hamburg, Schleswig-Holstein and Mecklenburg-Vorpommern and
is a member of the federal sectoral employers' association Gesamtmetall- has
founded an employers' association called Arbeitgeberverband Norddeutschland
which will neither conclude, nor be bound by, industry-level collective
agreements.
As part of an experiment with a new salary system for civil servants, due to
begin on 1 January 1998, senior civil servants were to negotiate part of
their salaries on a personal basis without the participation of their trade
union. This, according to Danish Confederation of Professional Associations
(Akademikernes Centralorganisation, AC), was in conflict with the Crown
Servants Act, which provides for a right to collective bargaining. The Crown
Servants Court upheld AC's contention in a ruling issued on 5 December 1997,
which in practice will exclude 2,800 of the 3,200 civil servants concerned
from taking part in the experiments from 1 January 1998.
In late 1997, the International Monetary Fund once more asked Spain for
greater flexibility in its labour market, but stated that it should be based
on social dialogue. The Prime Minister and several of his ministers have
stated their support for the introduction of such a new reform, but the trade
unions are radically opposed to any changes until the results of 1997's
"April agreements" have been analysed.
In the context of the special Employment Summit [1] held in Luxembourg on
20-21 November 1997, the European Centre of Enterprises with Public
Participation and of Enterprises of General Economic Interest (CEEP) issued
an "opinion on employment policies in Europe". In the document CEEP outlines
its priorities in the area of employment policy, with the aim of creating
more jobs and achieving a more even balance between the economic and social
aspects of the EU single market.
Over the five years to 1997, growth and productivity levels in the UK have
shown above average figures for the EU. In 1997, GDP continued to grow at
between 3% and 3.5%. Average earnings growth fluctuated within the range of
4.25% to 4.75%, with average pay awards remaining at around 3% for most of
1997, but moving towards the 4% mark in the last quarter.
After many difficult attempts to resolve the problem of illegal immigration
and work in Greece, the process of legalising the status of aliens living and
working in Greece is set to begin soon, following a government initiative in
December 1997.
The year 1997 saw: an increase in GDP of 3.5% (according to Eurostat
figures); an inflation rate of 1.9%, which was lower than the previous year;
and a low government deficit of 0.8% of GDP (according to national figures).
The unemployment rate for the year was 6.7% (down from 7.3% in 1996). Low
skill levels and inadequate management strategies have been identified as
being among the key causes of high unemployment.
In June 1997, the Swedish Employers' Confederation (Svenska
Arbetsgivareföreningen, SAF) gave the trade union negotiating cartel, the
Federation of Salaried Employees in Industry and Services
(Privattjänstemannakartellen, PTK) notice of termination of the so-called
adjustment agreement (omställningsavtalet), the purpose of which is to
facilitate the adjustment for workers and employers in the event of
collective redundancies (SE9709137F [1]). SAF argued that the agreement was
too costly for the employers and wanted /inter alia/ to convert the Council
for Redundancy Support and Advice (Trygghetsrådet) - which is based on the
agreement - from a foundation to a private company, subject to open
competition.
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.
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 2009, the second edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
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 2013, the third edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
Automation and digitisation technologies, including artificial intelligence (AI), are undergoing a rapid evolution. This impacts working conditions in a variety of ways and raises a host of new ethical concerns. In recent times, the policy debate surrounding these concerns has become more prominent and has increasingly focused on AI. Key EU policy developments, especially in relation to AI, have shaped the policy debate in many EU Member States, and in some instances they have led to the adoption of new policy initiatives that address these concerns in the context of work and employment.
Every year, Eurofound compiles a report summarising the key developments in minimum wages across EU countries. The report explains how minimum wages are set and describes the role of social partners, covering the evolution of statutory rates, collectively agreed wages and the national debates on these issues.
As part of a process to collect information on essential services, the European Commission (DG EMPL) requested Eurofound to provide input on certain aspects of existing and planned measures in the Member States to improve access to essential services, in reference to Principle 20 of the European Pillar of Social Rights. The scope of the exercise included energy services, public transport and digital communications, and the focus was on people at risk of poverty or social exclusion (in practice, people on low incomes in most cases).
The civil aviation sector has been deeply impacted by the COVID-19 pandemic. It is one of the most severe crises the sector has ever experienced, giving rise to a number of significant challenges for companies and workers alike. 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?
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.
This report will map the existing regulations on telework in European Union Member States, including in legislation and collective agreements. It will present the most recent changes to these regulations and shed light on how the future of (tele)work could be regulated at both national and EU level, in order to improve working conditions in telework arrangements and reduce the risks associated with telework and with specific ways of working remotely.
This report explores the association between skills use and skills strategies and establishment performance, and how other workplace practices, in terms of work organisation, human resources management and employee involvement, can impact on this. It looks at how skills shortages can be addressed, at least in part, by creating an environment in which employees are facilitated and motivated to make better use of the skills they already have. This further supports the business case for a more holistic approach to management.
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.
This report focuses on trends and developments in collective bargaining that were evident from the onset of the COVID-19 pandemic. It examines potential new strategic approaches and priorities incorporated in negotiation agendas, as well as collective bargaining practices and coordination at sector and company levels in the private sector.
This policy brief will provide an update on upward convergence in the economic, social and institutional dimensions of the European Union, as outlined in the European Pillar of Social Rights and its accompanying Social Scoreboard.
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