At the beginning of 1997, the total privatisation of Telefónica, the largest
Spanish telecommunications firm, was completed. The trade unions in the
company, led by CCOO and UGT, have applied for a judicial review of this
measure, demanding its suspension until the new regulatory framework for the
sector is defined, and a public, universal and quality service is guaranteed
in the area of telecommunications. The Supreme Court has agreed to consider
the appeal but has not suspended the privatisation.
At the end of February 1997 the education and employment minister, James
Paice, was warning that "people ignore at their peril the value of investing
in learning", arguing that too many employers still do not realise the value
of investing in their employees. He went on to say that action should be
taken immediately to drive up skill levels and standards to keep up with
growing international competition. Employers were said to be a crucial part
of this process but, it is "not how much you invest in training, its how you
invest it". The Government thus backs the Investors in People (IIP) standard,
as it shows that spending money on people is an investment and not a cost.
The shock announcement by French motor manufacturer Renault, on 28 February
1997, of the closure of its plant at Vilvoorde, led to an unprecedented
public display of condemnation among the political establishment of the
European Union (EU). The closure of the plant, in the Belgian Prime
Minister's constituency near Brussels, with the loss of 3,100 jobs, was
apparently announced without prior consultation with worker representatives.
The move was justified by Renault as being part of a wider reorganisation
aimed at making savings of over FRF 825 million per year. The closure of the
only Renault production site in Belgium is likely to lead a further 1,000
redundancies among suppliers and subcontractors; jobs which, in the current
economic climate in Belgium, are unlikely to be replaced in the near future.
The announcement came as a particularly heavy blow to a workforce who had
thought their jobs safe, having negotiated a major flexibility and investment
package only four years previously. The plant is generally regarded as being
highly productive and achieving high levels of quality. The decision by
Renault to close this plant in July 1997 has been interpreted by many workers
as a warning that even a willingness to accept more flexible working
practices can in future no longer be regarded as a guarantee for job
security. The predicament of the workers at Vilvoorde has led to an
unprecedented display of worker solidarity, not only among employees at other
Renault production sites in Europe, but also among workers in other troubled
On 19 March 1997, Parliament passed a reform of the Arbeitszeitgesetz(AZG,
Working Time Act) - see Record AT9702102F . This necessitated minor
changes to the Arbeitsruhegesetz(ARG, Leisure Time Act) which were also
passed on 19 March. However, the parliamentary Labour and Social Affairs
Committee, at the behest of the social partners, had introduced wording
allowing more flexibility than hitherto in regard to Sunday work, causing a
major public debate in its wake. In future it will be possible for the social
partners to conclude collective agreements permitting exceptions from the
general ban on Sunday work. They can only do so, the law states, if it is
necessary in order to avoid economic disadvantage or to safeguard employment.
As far as this is feasible, the collective agreement has to specify the
activities to be permissible on Sundays and the time allowed for them. Until
now it was not possible to grant specific exemptions from the ban on Sunday
work except if the technology required continuous production. The Minister of
Labour and Social Affairs could, however, permit a whole industry to work on
Legislative changes have been introduced affecting "atypical" work under the
Contracts of Employment Act, the Study Leave Act and the Occupational Safety
Act. The changes came into force at the beginning of February and they aim to
bring the legal status of persons in such work closer to the status of
persons under a regular employment contract.
The 1994 labour market reform led to a spectacular increase in part-time
employment contracts, which had hardly been used in Spain before that time.
This feature describes this development and points out the main
characteristics of the workers employed under these contracts, who are mainly
Until recent years, largely due to the voluntary system of industrial
relations in the UK, a universal national minimum wage has never been more
than a passing thought. Instead, because of the growing awareness of poor
working conditions and low wages, trade boards were established in 1909 in
certain "sweated trades" to set minimum wages and standards. The areas and
industries under the boards' coverage began to widen, so that by the time
they became known as Wages Councils (WCs) in 1945 they covered some 4.5
million workers. But from the 1960s, the WCs came under increasing criticism
for three main reasons:
On 5 March 1997 the European Commission issued a Memorandum on the
interpretation of the 1977 Directive on business transfers (77/187/EEC) which
aims to clarify certain aspects of the Directive. It also seeks to address
the criticisms levied against the draft Directive to replace the 1977 text,
launched by the Commission in 1994. The proposed draft sought to take into
account the changed business environment following the implementation of the
single market project.
After a legal battle lasting more than three years between the management of
La Samaritaine (one of the five large Paris department stores), and its works
council and CGT union branch, two rulings by the highest court in the French
legal system on 13 February 1997, imposed the reinstatement of staff made
redundant, as part of the cancellation of a corporate "downsizing" procedure
(plan social). These rulings reveal the growing role of judges in the
supervision of redundancies.
The Ministry of Labour has chosen 20 municipalities in different parts of
Finland to participate in new forms of working time organisation on an
experimental basis. Results so far have been favourable.
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.
The European Jobs Monitor tracks changes in employment structure and contributes to the debate about whether European labour markets are polarising or upgrading. The European Jobs Monitor report in 2021 looks in particular at two dimensions of change in labour supply – increased female participation and population/workforce ageing – to show how they can contribute to an understanding of recent changes in employment structure.
This study presents policy-relevant findings on differential pay rates for men and women at occupational level. Previous research has underlined that the gender pay gap is biggest – and has been slowest to narrow – in well-paid jobs requiring professional qualifications. These are also jobs in which the female worker share is increasing relatively fast. The report maps the extent of the gender pay gap across the job-wage distribution, taking into account the shifting gender composition of specific sectors, occupations and jobs.
While often considered staid, social partner organisations have developed different ways of using technology to communicate with their members, as well as to organise, mobilise and develop both internally, among staff, and externally, vis-à-vis members and the public. This topical update maps current practices in social partner organisations, describes developments in the use of technologies, and outlines the impact on social partner activities and organisation.
What have been the major trends and policy developments regarding digitalisation in Europe? What do we know about the deployment of automation, digitisation and the platform economy? This flagship publication provides an overview of developments in Europe in recent years, as well as mapping the observable or expected effects on employment and working conditions, as well as exploring the implications from a policy perspective.
This report analyses and compares the industrial relations landscape in a number of sectors and activities that form a public service cluster. The report draws on Eurofound’s recent representativeness studies investigating the following sectors: education, human health, central government administration and local and regional government sector (including social services).
The COVID-19 pandemic radically reshaped workplace practices and work organisation across the EU. This report explores changes that occurred as a result of or during the COVID-19 pandemic in areas such as technological transformation, decision-making and remote working. The research sets out to learn from company experiences and measures that have proved critical to keeping businesses running. It aims to inform policymakers, employers and trade unions on how to make businesses, workplaces and workers more resilient in the face of a crisis such as COVID-19.
Following improvements in economic growth and labour market participation after the global financial and economic crisis, the COVID-19 pandemic constitutes a new, unprecedented challenge for the EU. The crisis threatens to pose an existential challenge to the EU’s cohesion and legitimacy. The subject of upward convergence is once again centre stage in the European policy debate. Expanding on work done on this topic in previous years, this flagship report traces developments in economic and social indicators between the economic crisis and the onset of the COVID-19 pandemic.
This report captures the impact of the COVID-19 crisis on the quality of life of older citizens, including the impact on their well-being, finances, employment and social inclusion. It explores the effects on care use and reliance on other support. The report analyses policy measures that have been implemented in EU Member States that have proven particularly important for the quality of life of older citizens, for example, measures to support independent living.
This report examines the phenomenon of overtime in the EU, providing a comparative description of how it is regulated in EU Member States. It also assesses how contentious the issue can be and investigates the reasons behind the various disputes and debates. Finally, the report attempts to quantify and characterise the share of overtime for which workers are not paid or compensated. The analysis is based on information collected in EU Member States by the Network of Eurofound Correspondents.
As the EU embarks on the transition to a climate-neutral economy, it is crucial to understand the impact of such a transition on production models, employment, work organisation, working conditions, social dialogue and citizens’ lives and living conditions.