On 21 January 1997, the two French electricity and gas public utility
companies signed an agreement with three trade unions ( the CFDT, the CFTC
and the CFE-CGC). This agreement is designed to improve their competitiveness
and productivity while at the same time maintaining their workforce at
current levels. This is to be achieved mainly through the introduction of
part-time working. Both the CGT and the CGT-FO unions are strongly critical
of this agreement.
On 6 February 1997, theSwedish Paper Workers' Union and the Employers'
Federation of Swedish Forest Industries told the conciliators Lars-Gunnar
Albåge and Rune Larson that they accepted their proposal for a national
collective agreement on wages for 1997. There had been two stumbling blocks
in the negotiations: the trade union's claim for a reduction of annual
working time by 25 hours; and the employers' insistence on an agreement that
would run for at least two years. The outcome is an agreement on wages only,
that runs for one year, backdated to 1 January 1997.
On 18 September 1996, the European Commission adopted a /Communication
Concerning the Development of the Social Dialogue Process at Community Level/
(COM(96) 448 final). Launching the Communication, the commissioner
responsible for social affairs, Padraig Flynn, said that the time had come to
reform and adapt the social dialogue in view of the new challenges facing the
European Union in years to come. The Commission was" aiming at a
rationalisation of structures and an optimal allocation of the resources
The Trades Union Congress (TUC) launched its campaign to put workers' rights
at the centre of the general election on 14 February 1997. The campaign,
which will cost GBP 1 million, includes newspaper and cinema ads, billboards
1997's collective bargaining in the private sector is concentrating on three
main issues: 100% wage compensation during maternity leave; further
negotiations over the pension scheme initiated in 1991; and a limited wage
increase to allow for inflation. The social partners in the different
bargaining areas are largely in agreement on the content of the new
collective agreements, but the central social partner organisations - the
Danish Confederation of Trade Unions (LO) and the Danish Employers'
Confederation (DA) - still cannot agree whether the new collective agreements
should be of two or three years' duration.
At the end of 1996, the major trade unions and employers' associations signed
the Second National Agreement on Continuing Training (II Acuerdo Nacional de
Formación Continua), which was later endorsed by a tripartite agreement
between these organisations and the Government. The new agreements build on
certain basic aspects of the continuing training system in Spain that was
started in 1993, though they also introduce some important innovations.
This action, which came as a complete surprise to the 3,100 employees, is
part of the French-owned motor manufacturer's "new industrial strategy" of
concentrating production to cut its financial losses. Michel de Virville,
managing director of Renault, announced the closure adding that:
In accordance with its 1995 collective agreement, Akzo Nobel has evaluated
the effects of "working time differentiation" and more flexible working hours
on employment. Since the effects appear positive, a 36-hour week is expected
to be introduced by 1 July 1997.
Telecom Eireann's plan to introduce personal contracts for 300 of its
managers who report directly to senior executives must be seen in the context
of the company's effort to implement a major programme of change to meet the
requirements of EU-driven deregulation requirements. A Telecom redundancy
package was also reactivated recently, one of several in recent years, as the
company seeks to reduce costs. It is also to enter talks with the union
representing general workers in Telecom, the Communications Workers Union, on
a proposed IEP 110 million cost savings plan.
On 4 February, following a mediation proposal by the Government, the national
metalworking collective agreement was signed. Negotiations had lasted for
nine months and were marked by moments of breakdown and conflict which
resulted in strikes. The metalworking settlement, which covers some 1.5
million workers, is Italy's most important industry-wide agreement. It will
strongly influence both the forthcoming renewals of contracts in other
sectors and the evaluation of the July 1993 tripartite central agreement on
incomes policy and collective bargaining structure, planned for June 1997.
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, launched in April 2020, with five rounds completed at different stages during 2020, 2021 and 2022. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.
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.
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.
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.
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.