L’une des évolutions les plus frappantes au cours du dernier demi-siècle a été l’augmentation considérable de la participation des femmes au marché du travail. Un tiers des nouveaux emplois nets créés au cours des deux dernières décennies dans l’UE ont été occupés par des femmes. Dans le même temps, la hausse considérable des taux d’emploi des travailleurs âgés due au vieillissement de la population et à l’évolution des politiques ont accru la part des travailleurs âgés sur le marché du travail.
Malgré la participation croissante des femmes au marché du travail et la proportion plus élevée de femmes que d’hommes engagées dans des emplois bien rémunérés ces dernières années, il existe un écart de rémunération entre les femmes et les hommes dans tous les États membres de l’UE. Il a été démontré que les écarts de rémunération entre les femmes et les hommes étaient influencés de manière significative par le secteur économique dans lequel les personnes travaillent et la profession qu’elles occupent.
Digital transformation is changing the world of work. This report looks at how social partners – the actors involved in the regulation of employment relationships – are increasingly adopting technological solutions to improve the services that they provide to their members and facilitate collective bargaining processes. Technological tools offer social partners the opportunity to enhance consultation, engage with their members through digitised processes, improve services and increase networking activities, as well as addressing the issue of membership decline.
Ce rapport vise à aider les entreprises européennes à gérer les défis posés par la pandémie de COVID-19. Il se concentre sur les pratiques et les caractéristiques du lieu de travail qui ont aidé des entreprises, dans toute l’UE, à développer une résilience opérationnelle tout en assurant la sécurité de leurs employés et de leurs clients.
This report analyses and compares the industrial relations landscape in several sectors and activities that form a public service cluster across the 27 EU Member States and the UK – altogether employing over 57 million workers and representing 25% of the total workforce in the economy. It is based on Eurofound’s representativeness studies on the central government administration (CGA), education, human health, local and regional government (LRG), and social services sectors.
The advent of AI has far more consequences for how work is organised, performed and valued than any previous technological revolution. In order to make the most of this digital transformation we need inclusive and nuanced policy debates on its employment effects and how to future-proof policies: we need to talk about AI.
Dans toute l’Europe, l’«austérité» fut le mot clé avancé pour répondre à la crise économique de 2008, et ce sont les jeunes qui en ont payé le plus lourd tribut. Au sortir de la pandémie, les mots clés des politiques mises en œuvre sont «reprise» et «résilience». Ce choix de termes traduit une approche diamétralement opposée, qui promet d’être bien plus efficace et centrée sur l’humain. Toutefois, nous devons examiner et comprendre le coup que cette pandémie a porté aux jeunes, afin d’adapter à leurs besoins les mesures de reprise et de résilience et de leur fournir les outils pour construire activement leur présent et leur avenir. De récentes recherches d’Eurofound révèlent la vulnérabilité que connaissent les jeunes en termes de stabilité de l’emploi, d’inclusion sociale et de bien-être mental. Après les mesures immédiatement prises pour faire face à la crise, les problèmes anciens, qui avaient étaient relégués au second plan parce que le contrôle de la propagation du virus était primordial, refont surface et doivent être abordés. La situation précaire des jeunes en Europe figure au premier rang de ces défis: si nous ne leur donnons pas la priorité maintenant, nous ne pouvons nourrir que peu d’espoir pour l’avenir.
L’essor rapide de l’économie des plateformes a conduit à une profonde transformation des marchés du travail européens, et les initiatives volontaires et les cadres réglementaires existants doivent encore rattraper leur retard pour s’adapter à cette nouvelle situation.
While high-street banks reacted to the COVID-19 pandemic by accelerating the push to digitalisation and cutting jobs, some digital-only banks are recruiting new staff to meet growing demand. An example is the ‘disruptor’ bank Revolut which has recently announced the creation of 1,000 jobs worldwide, including in several EU Member States.
Après une longue période de reprise au sortir de la crise économique (2007-2013), les jeunes de l’UE se sont révélés plus vulnérables aux effets des restrictions mises en place pour ralentir la propagation de la pandémie de COVID-19. Les jeunes étaient plus susceptibles que les groupes plus âgés de connaître une perte d’emploi, une insécurité financière et des problèmes de santé mentale. Ils faisaient état d’une diminution de la satisfaction individuelle et du bien-être mental associée à l’obligation de rester chez eux et à la fermeture des écoles.
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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