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  • Article
    9 travnja 2002

    The Norwegian Gender Equality Act [1] was adopted in 1978 for the purpose of
    safeguarding the equal treatment of women and men in a range of areas,
    including working life. A number of proposals for amendments to the Act have
    been discussed recently, most of which relate to equality in working life.
    The proposals were originally placed before parliament (Stortinget) in spring
    2001 by the Labour Party (Det norske Arbeiderparti, DnA) government, which
    resigned before the proposals were considered. The new centre-right minority
    coalition government of the Conservative Party (Høyre), the Christian
    Democratic Party (Kristelig Folkeparti, KRF), and the Liberal Party (Venstre)
    that entered office in autumn 2001 (NO0110108F [2]) placed the proposals
    before parliament once again. There is a majority in favour of strengthening
    the Gender Equality Act in parliament, and the amendments were thus expected
    to be approved during April 2002.

    [1] http://www.likestillingsombudet.no/english/act_act.html
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/new-centre-right-government-takes-office

  • Article
    9 travnja 2002

    In March 2002, an agreement between management and trade unions ended a
    month-long dispute about pay and staff status at the FNAC music and book
    store on the Champs-Elysées in Paris. The deal made it possible for wage
    bargaining to be resumed for FNAC's other outlets.

  • Article
    8 travnja 2002

    The European Commission issued a first-stage consultation document [1] to the
    EU-level social partners in January 2002 on the issue of how to anticipate
    and manage the social effects of corporate restructuring (EU0201235F [2]).
    The Commission would like to see European agreements on this issue at
    cross-industry or sectoral level. By early April, reactions had been
    published by the Union of Industrial and Employer's Confederations of Europe
    (UNICE) and the European Trade Union Confederation (ETUC).

    [1] http://europa.eu.int/comm/employment_social/news/2002/jan/corporate_restructuring_en.pdf
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/commission-seeks-agreement-on-socially-intelligentrestructuring

  • Article
    8 travnja 2002

    On 12 March 2002, the European Commission adopted a Communication on Adapting
    to change in work and society: a new Community strategy on health and safety
    at work 2002–6 [1]. The Commission states that, while the number of
    occupational accidents fell by just under 10% between 1994 and 1998, the
    absolute figures are still high. It is also concerned about the relatively
    high incidence of occupational accidents in the countries applying to join
    the EU. The novel features of the new four-year strategy are that:

    [1] http://europa.eu.int/comm/employment_social/news/2002/mar/new_strategy_en.pdf

  • Article
    8 travnja 2002

    A high-level meeting between representatives of the European Commission and
    the International Labour Organisation (ILO) took place on 14 February 2002 to
    discuss cooperation on social issues. The meeting was based on cooperation
    agreed in an exchange of letters between the two organisations in May 2001.

  • Article
    8 travnja 2002

    In March 2002, the Chemical Workers' Union and the Textile and Garment
    Workers' Union - two blue-collar trade unions affiliated to the Central
    Organisation of Finnish Trade Unions (SAK) - signed a letter of intent to
    merge. The new union, which will be SAK's third-largest affiliate, should
    begin operations in June 2004.

  • Article
    8 travnja 2002

    On 26 February 2002, as part of its decision to build the estate version of
    the Peugeot 206 model at its Ryton plant near Coventry, the French-based car
    manufacturing company PSA Peugeot Citroën announced that it is to is to end
    the long-standing industry tradition of a three-week summer shutdown.
    Instead, some 700 temporary staff will be recruited in an innovative scheme
    to maintain continuous production throughout the summer. Each new temporary
    worker will be given one week's training.

  • Article
    8 travnja 2002

    Against the background of relatively moderate pay rises in recent years
    (DE0201201F [1]), most German trade unions have called for significant cost
    increases of between 4% and 6.5% in the 2002 collective bargaining round.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-working-conditions/development-of-pay-and-labour-costs-in-2001-examined

  • Article
    8 travnja 2002

    In late March 2002, after a month of difficult and confrontational
    bargaining, talks over a new collective agreement for the Greek banking
    sector reached an impasse, and trade unions started to plan industrial
    action.

  • Article
    8 travnja 2002

    On 11 February 2002, the board of directors of the Austrian postal service
    (Post AG) presented restructuring plans, aimed at splitting the company into
    five business units: advertising mail ('Infomail'), newspaper delivery,
    letter post, over-the-counter services and express messenger services
    ('Kurier-Express-Paket'). The primary goal is to prepare Post AG for market
    competition (AT0203202F [1]) and attract potential investors. While
    management expects the restructuring plans to improve business results, the
    Union of Postal and Telecommunication Workers (Gewerkschaft der Post- und
    Fernmeldebediensteten, GPF) fears that the plans will create additional costs
    of EUR 250 billion (due to loss of 'synergy') and destroy more than 11,000
    jobs in the long run. Hence, the trade union announced that it would take any
    necessary measures to prevent the 'divestment' of the company.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/industrial-relations-in-posts-and-telecommunications-examined

Series

  • Minimum wages in the EU

    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.  

  • COVID-19

    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.

  • European Working Conditions Surveys

    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.

  • European Restructuring Monitor

    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.

  • Challenges and prospects in the EU

    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.

  • European Company Survey 2019

    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. 

  • Sectoral social dialogue

    Eurofound's representativness 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.

  • National social partners and policymaking

    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).

  • New forms of employment

    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.

  • European Company Surveys

    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.

Forthcoming publications