In November 1997, the general assembly of Luxembourg's sickness insurance
funds decided by a majority vote to raise employers' and employees'
contributions in order to restabilise the budget.
Since the beginning of the 1990s, the German system of branch-level
collective agreements (branchenbezogene Flächentarifverträge) has been in
an continuing process of change in the direction of a differentiation between
companies of collectively agreed norms and standards, and a decentralisation
of bargaining competence to the company level. Two basic paths to
decentralisation can be distinguished:
In 1993, the Restaurants and Brewery Workers Union in Denmark (Restaurations-
og Bryggeriarbejder Forbund i Danmark, RBF) signed a collective agreement
with a nationwide restaurant chain. RBF was able to come to terms with the
restaurant chain, which was not a member of an employers' organisation, only
by agreeing to less favourable terms and conditions (in terms of flexible
working hours and overtime premia) than those specified in its main agreement
with the sectoral employers' association, the Association of the Hotel,
Restaurant, and Leisure Industry in Denmark (Hotel, Restaurations- og
Turisterhvervets Arbejdsgiverforening, HORESTA).
At the beginning of December 1997, the Austrian Government announced plans
for a "clean workplace campaign" (Aktion sauberer Arbeitsplatz) aimed at
combating illegal employment. The main objective is to get a better grip on
taxable income but a secondary aim is clearly to please the social partners
after 1997's acrimonious pensions debate (AT9709134N [1]). At the Ministry of
Labour, Health and Social Affairs (Bundesministerium für Arbeit, Gesundheit
und Soziales, BMAGS), six working groups were set up with a remit to devise
tighter controls and more adequate penalties. In all working groups, the
social partners are included along with representatives of various
ministries.
A law governing the financing of France's social security system was adopted
on 2 December 1997. This legislation continues along the same lines as the
plan put forward by the previous Government and aims to reduce the social
security deficit radically.
Traditionally there has not been a great deal of rivalry over members between
the different employers' organisations in Norway, and in most cases the
boundaries between the largest organisations have been clear. Recently,
however, there have been indications that in the future we will see increased
rivalry over members. The two largest employers' organisations, the
Confederation of Norwegian Business and Industry (NHO) and the Commercial
Employers' Association (HSH), both have ambitions of continued membership
growth.
At the beginning of 1997 the Minister for Equal Opportunities Affairs, Labour
Law and Working Hours appointed the director general of the National
Institute of Economic Research, Svante Öberg, as a special investigator with
the task of proposing measures to promote a satisfactory system of pay
determination (SE9704111F [1]). On 27 November 1997, he presented his first
results (Medlingsinstitut och lönestatistikSOU 1997:164).
Following the special Jobs Summit [1] which took place in Luxembourg on 20-21
November 1997 (EU9711168F [2]), the European Commission adopted a final
proposal for Guidelines for Member States' employment policies for 1998 [3]
on 3 December 1997. The proposal, which was adopted by the Council of Labour
and Social Affairs Ministers on 15 December 1997 (EU9712175N [4]), launches
the European employment strategy agreed at the Amsterdam European Council
meeting in June 1997 (EU9706133N [5]). These guidelines now have to be
incorporated into national employment action plans drawn up by the Member
States in the form of national objectives. Member States are committed to
submitting these plans in time for their examination by the European Council
meeting to take place in Cardiff in June 1998. The implementation of these
guidelines will be monitored regularly and an annual report will be produced
by the Commission. This approach draws on the existing practice of
multiannual surveillance established after the December 1994 Essen summit, to
monitor the implementation of the recommendation drawn up at that meeting.
Toyota, the Japan-based motor manufacturer, has a UK plant at Burnaston in
Derbyshire, which is said to have the third-highest productivity levels of
any car plant in Europe. It was widely expected that the company would
continue its investment in the UK by building a new plant aimed at production
for the small-car market in that country. However, on 10 December 1997, the
announcement was made that the GBP 400 million assembly plant, which is
likely to create over 2,000 jobs, will be built in Valenciennes, northern
France.
In November 1997, Luxembourg's Social Institute hosted a debate involving
trade unions and employers on the Government's plan to introduce "dependence
insurance", to cover against becoming dependent through disability, illness
or age.
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.
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.
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.
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.
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.
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 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.
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.
This report explores the drivers of economic and social convergence in Europe, using a selected set of economic and social indicators to examine trends in the performance of individual Member States. It also investigates what role the Economic and Monetary Union plays in convergence, particularly in southern and eastern Member States. The impact of the COVID-19 pandemic on convergence is analysed and initial conclusions are drawn about the impact of EU recovery packages and their ability to prevent divergence.
This report analyses how working conditions, job quality and working life outcomes – such as work–life balance, health and well-being, and sustainability of work – changed between February 2020 and spring 2021. Following up on responses to the European Working Conditions Survey (EWCS) 2020, it explores the differences between three distinct groups of workers: those teleworking during the COVID-19 pandemic, those who continued to work on their employers' premises as frontline staff, and those who were furloughed or worked reduced hours.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the textiles and clothing 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 study on representativeness is to identify the relevant national and European social partner organisations in the textiles and clothing sector in the EU Member States.
With the expansion of telework and different forms of hybrid work as a result of the COVID-19 pandemic, it is important for policymakers to consider both the opportunities and the negative consequences that may result. This report will explore potential scenarios for such work. In doing so, it will identify trends and drivers, and predict how they might interact to create particular outcomes and how they are likely to affect workers and businesses. Policy pointers will outline what could be done to facilitate desirable outcomes and to avoid undesirable ones.
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.
Building on previous work by Eurofound, this report will investigate intergenerational dynamics over time. During the 2008 double-dip recession, worrying intergenerational divides appeared in many Member States, and while some of the economic and social impact of the COVID-19 pandemic is universal, early data suggests disparities across demographic cohorts. Eurofound will examine how different age groups may have been affected in terms of their health, labour market participation, quality of life and financial needs, both in the short term and in the long term.
The urban-rural divide in EU countries has grown in recent years, and the depopulation of certain rural areas in favour of cities is a challenge when it comes to promoting economic development and maintaining social cohesion and convergence. Using data from Eurofound and Eurostat, this report will investigate the trends and drivers of the urban-rural divide, in various dimensions: economic and employment opportunities, access to services, living conditions and quality of life.
Adequate, affordable housing has become a matter of great concern, with an alarming number of Europeans with low or lower household incomes unable to access any, especially in capital cities. Housing was a key factor in people’s experience of the COVID-19 pandemic: its quality and level of safety significantly affected how lockdowns and social distancing measures were experienced, with those who had no access to quality housing at higher risk of deteriorating living conditions and well-being.
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.
MEMBER OF THE NETWORK OF EU AGENCIES
Eurofound er et EU-agentur