Norwegian ground staff employed by Scandinavian Airlines System (SAS) have
resorted to industrial action against the airline's plans to improve company
earnings by means of outsourcing approximately 7,000 employees in Norway,
Sweden and Denmark. Since 14 July 1999, members of the "SAS Personnel Club"
(SAS Personalklubb) have refused to work extra overtime, which is a legal
option under the Norwegian Working Environment Act.
A reform of the rules on overtime working has been pending in Spain since the
social partners and the government made a commitment in this area in 1997.
However, there has still been little progress, with the 1999 National Action
Plan on employment, issued in May 1999, containing no measures to reduce and
reorganise working time.
Some 70% of chairs of company boards and 60% of managing directors, in a
sample of 660 Swedish companies with more than 25 workers, have a positive
attitude towards employee representatives on the boards of companies. This is
among the findings of a survey, released on 5 July 1999, commissioned by the
Swedish Trade Union Confederation (Landsorganisationen i Sverige, LO) and the
Federation of Salaried Employees in Industry and Services
(Privattjänstemannakartellen, PTK), which represents 1.2 million members of
white-collar trade unions. The survey, entitled /The representation of
employees on company boards/ (Anställdas representationi företagsstyrelser)
was carried out by Klas Levinsson, a researcher at the National Institute for
Working Life (Arbetslivsinstitutet, ALI). No larger studies on the subject
have been conducted since the end of the 1970s.
Early summer 1999 had seen a number of disputes breaking out in the transport
sector, with commentators believing that Austria potentially faced a summer
of disruption on the roads and in the air (AT9906150F ). This had failed
to materialise by late July.
On 7 July 1999, delegations from France's five main trade union
confederations (CFE-CGC, CFDT, CFTC, CGT and CGT-FO) met to study the
government's recent proposal for a second law on the 35-hour working week and
compare points of view.
In late June 1999, the Spanish central government lodged an appeal with the
Constitutional Court against the Navarre regional government's recent law on
the 35-hour working week, because it considers that the tax benefits arising
from it are unconstitutional.
At the end of June 1999, trade unions and employers in private sector
industry appointed eight impartial chairs for their forthcoming collective
bargaining round. Under the March 1997 agreement on cooperation and pay
regulation in the industry sector (SE9703110N ), such impartial chairs on
their own initiative join the negotiations over a new collective agreement
one month before the existing agreement is to expire and ensure that the
negotiations end in due time. The 1997 agreement was signed by eight trade
union federations and 12 employers' associations, representing some 10,000
companies and 800,000 employees. The aims of the agreement include the
conclusion of new collective agreements without any strikes or lock-outs.
The president of the Confederation of British Industry (CBI), Sir Clive
Thompson, has sparked controversy by warning that the much-discussed concept
of partnership may be hiding a "damaging build-up of trade union influence".
His remarks, made in a speech to an audience of employers on 23 June 1999,
have been strongly criticised by union leaders and have highlighted the
diverging interpretations placed on the idea of partnership by different
groups of practitioners and policymakers. The Trades Union Congress (TUC) has
been actively promoting the concept of union-based partnership at work, but
the government and employers' organisations are unwilling to accept that
partnership arrangements necessarily require union involvement (UK9906108F
In July 1999, sectoral trade unions and employers' associations signed a new
national collective agreement for Italy's banking industry. The main
innovations in the deal concern the redefinition of the area covered by the
agreement, the creation of a new "executive middle managers" category, the
renewal of the industrial relations system, working time reduction and pay
On 14 January 1999, the central European-level social partners - the Union of
Industrial and Employers' Confederations of Europe (UNICE), the European
Centre of Enterprises with Public Participation and of Enterprises of General
Economic Interest (CEEP) and the European Trade Union Confederation (ETUC) -
reached a draft framework agreement on the rights of workers on fixed-term
contracts  (EU9901147F ). The text was officially signed on 18 March
1999, after ratification by the statutory bodies of the three organisations
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.
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 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.
How can working conditions be improved to make work more sustainable over the life course? This question has been the guiding principle for analysis of the 2015 European Working Conditions Survey data during the period of Eurofound’s work programme for 2017–2020. This flagship report brings together the different research strands from this work and gives a comprehensive answer to the question. It includes an analysis of trends in working conditions, examining whether these are the same for all workers or whether inequalities between different groups of workers are increasing.
Access to key social services, especially education and healthcare, as well as stable family life and decent housing are necessary for the well-being and development of children. Ensuring that all children have these resources is an EU priority; the European Commission is currently undertaking to recommend a Child Guarantee to address the situations of children in need. Service provision has been complicated by the COVID-19 outbreak, however, and the pandemic has put psychological and material strains on families.
This report builds on Eurofound's existing research on social mobility, assessing the distribution and transmission of wealth in Member States. It examines the roles of inheritance and household debt in explaining the transmission of advantage or disadvantage between the generations across Member States. The analysis is based on Eurosystem's Household Finance and Consumption Survey (HFCS).
This report analyses the involvement of the national social partners in the implementation of policy reforms within the framework of social dialogue practices, and their involvement in elaborating the National Reform Programmes (NRPs) and other key policy documents of the European Semester cycle.
This report will focus on assessing the employment impact of the COVID-19 crisis, including its effects across sectors and for different categories of workers. It will also be looking at measures implemented to limit negative effects following the Coronavirus outbreak in Europe.
This report examines the contribution of social and employment services in EU Member States to the inclusion of people with disabilities, specifically in relation to the impact these have on labour market integration – in line with the 2006 UN Convention on the Rights of Persons with Disabilities. The report includes a discussion of the costs and benefits of different approaches.
This report examines people's optimism about the future, for themselves and for others, and the extent to which it varies depending on one's social situation and perceptions of the quality of society. The study includes an analysis of the relationships between people’s perceptions of fairness and objective indicators of their social and economic situation and living standards.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the civil aviation (flight crew) 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 European Green Deal is at the very top of Member State agendas across the EU. This topical update maps the national discussions – in policy, public and research debates – on the potential, ongoing or already felt impact on work and employment of the transition to a low-carbon economy. It attempts to identify the most active actors involved in these discussions (governments, social partners, NGOs and so on) and their perspectives.
This report will draw from case studies of establishments across the EU that have introduced advanced digital technologies in the workplace. The technologies in focus are the Internet of Things, 3D printing and virtual and augmented reality. Each case study – illustrated in the report - will explore the approach or strategy taken by the establishment to manage the digital transition and the impact of the deployment of the technology on the work organisation and job quality.