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Radno vrijeme
Radno vrijeme odnosi se na bilo koje razdoblje tijekom kojeg radnik radi, na raspolaganju poslodavcu i obavlja svoje aktivnosti ili dužnosti, u skladu s nacionalnim zakonima i/ili praksom. Radno vrijeme varira za radnike u različitim zanimanjima ili u različitim životnim fazama, a te su razlike posebno izražene kada se uzme u obzir spol.
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Industrijski odnosi: Rasprava o i razvoju radnog vremena u 2025. godini
Promjene u rasporedu radnog vremena diljem EU-a u 2025. odražavaju raznolikost nacionalnih sustava industrijskih odnosa i razine na kojima se odvija društveni dijalog. Ovaj članak analizira diskurs i razvoj u 2025. godini vezan uz prekovremeni rad, evidentiranje radnog vremena, godišnji odmor i smanjenje radnog vremena.Prijelaz na hibridni rad: Izazovi upravljanja - Digitalna priča
Ova digitalna priča donosi ključne nalaze o tome kako hibridni rad mijenja menadžerske prakse na razini linijskog menadžera: Zašto hibridni rad zahtijeva nove oblike koordinacije; Kako menadžeri održavaju vidljivost i nadzor nad učinkom bez fizičke suprisutnosti; Što održava koheziju i dobrobit tima među raspršenim timovima; Kako se može osigurati pravedan pristup informacijama i prilikama; Gdje je najpotrebnija politička uputa ili podrška.Prijelaz na hibridni rad: Izazovi upravljanja
Pandemija COVID-19 ubrzala je prijelaz na hibridni rad, gdje zaposlenici dijele svoje vrijeme između rada na daljinu i na licu mjesta. Iako ovaj model nudi veću fleksibilnost, također donosi nove izazove za nadređene i druge nadzornike. Ovo izvješće ispituje kako hibridni rad preoblikuje organizaciju rada i utječe na svakodnevne upravljačke prakse na razini linijskog menadžera, s naglaskom na promjene u koordinaciji, komunikaciji, upravljanju učinkom i dobrobiti zaposlenika.Već dugi niz godina Eurofound prikuplja informacije o raznim aspektima radnog vremena i njihovim implikacijama na radne uvjete i kvalitetu života muškaraca i žena u EU. Eurofoundove studije o radnom vremenu imaju za cilj poboljšati razumijevanje koliko dugo radnici rade i kako je njihovo vrijeme organizirano te kakve su implikacije radnih obrazaca na zaposlenje, produktivnost, dobrobit i ravnotežu između posla i privatnog života. Podaci o kolektivno dogovorenom radnom vremenu i ulozi socijalnih partnera redovito se objavljuju, a analiziraju se i iz dugoročne perspektive. Istraživanja o radnom vremenu muškaraca u odnosu na žene pokazuju da muškarci mnogo češće rade duže sate, a žene češće provode više vremena radeći neplaćene kućanske poslove. Iako većina pojedinaca, bez obzira na spol, izgleda zadovoljna svojim trenutnim radnim vremenom, većina onih koji izražavaju želju za promjenom radnog vremena kaže da bi željela smanjiti svoje radno vrijeme.
Radno vrijeme ključni je element radnog života, a njegova regulacija bila je u središtu političkih, gospodarskih i društvenih rasprava na razini EU i na nacionalnoj razini. Kako bi se zaštitilo zdravlje i sigurnost radnika, Direktiva EU o radnom vremenu zahtijeva od svih država članica da jamče minimalne standarde o trajanju i organizaciji radnog vremena za sve radnike diljem EU. To uključuje standarde o maksimalnom tjednom radnom vremenu (postavljeno na 48 sati), minimalnim periodima odmora i pauzama, godišnjem odmoru, noćnom radu i radu u smjenama.
Europska komisija: Direktiva o radnom vremenu (2003/88/EZ)opens in new tab
Europska komisija: Direktiva o radnom vremenu: Interpretativna komunikacija o Direktivi 2003/88/EZ (ispravak: 2023/C 143/06) opens in new tab
Najrelevantnije promjene u regulaciji radnog vremena diljem EU-a u 2021. i 2022. bile su povezane s transpozicijom dviju europskih direktiva:
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24 October 2023
Working time in 2021–2022
The most important changes in the regulation of working time in Europe in 2021 and 2022 were related to the transposition of two European directives: the Work–life Balance Directive and the Transparent and Predictable Working Conditions Directive. The reduction of working time and more specifically the four-day working week have been increasingly debated in many EU Member States. In 2022, the average collectively agreed working week in the EU stood at 38.1 hours. Of the sectors analysed, agreed working hours were shortest in public administration, at around 37.7 hours – still longer than the overall average – and longest in the retail sector, at 38.5 hours. The average collectively agreed paid annual leave entitlement stood at 24.3 days in the EU, and was higher in the Member States that were part of the EU prior to its 2004 enlargement (EU14), at 25.3 days, than in the other Member States, at only 20.9 days. If working collectively agreed hours, full-time workers in the EU27 would have worked, on average, 1,726 hours in 2022, with an average of 1,698 hours in the EU14 and 1,822 hours in the other Member States.
8 December 2022
The rise in telework: Impact on working conditions and regulations
This report presents Eurofound’s research on telework during the COVID-19 pandemic in 2020 and 2021. It explores changes in the incidence of telework, working conditions experienced by employees working from home and changes to regulations addressing issues related to this working arrangement. The findings reveal a rapid escalation of telework triggered by the pandemic: in 2021, 2 out of 10 European employees were teleworking – a figure that most likely would not have been reached before 2027 had the pandemic not occurred. The health crisis unleashed the social and technological potential for flexibility in terms of working time and place. The impacts of telework on working conditions were initially difficult to determine because it was difficult to disentangle them from pandemic-induced factors, such as lockdowns and school closures. However, both the positive impacts, such as the contribution of telework to improving work–life balance, and the negative impacts, such as reduced social interaction and an increase in overtime worked, have become more evident. The rise in telework and an awareness of its implications for working conditions have prompted a renewed focus on regulatory frameworks, with new telework regulations passed in several EU Member States.
29 November 2022
Working conditions in the time of COVID-19: Implications for the future
The strict public health restrictions implemented by governments in 2020 to control the COVID-19 pandemic abruptly changed working life and continued to shape it over the two years that followed. Between March and November 2021, over 70,000 interviews were carried out in 36 countries by the European Working Conditions Telephone Survey (EWCTS), a high-quality probability-based survey. The aim was to provide a detailed picture of the working lives of Europeans in that exceptional time.
The report documents the working conditions of Europeans in 2021. It examines variation in job quality and identifies its positive association with well-being, health, work engagement and the financial sustainability of work. It highlights the divergences in the experiences of workers depending on workers’ own attributes and their place in the workforce. From this analysis, the report aims to derive lessons for the future, particularly in relation to the enduring marks on how we work and the implications for work organisation, the quality of work, and the interaction between work and private life.
1 September 2022
Telework in the EU: Regulatory frameworks and recent updates
This report sets out to map and analyse legislation and collective bargaining on telework in the 27 Member States and Norway. It highlights the main cross-country differences and similarities regarding telework legislation and recent changes to these regulations. It also examines the current situation regarding collective bargaining on telework. The analysis highlights many of the drawbacks and challenges of telework, focusing on provisions relating to access to telework, flexible working time, continuous availability/connectivity, isolation, occupational and health risk prevention and the costs incurred by the employee while working remotely. With COVID-19 having been an accelerator for regulating telework both in legislation and through collective bargaining, the report sheds light on how the future of telework could be regulated at national and EU level to improve working conditions and the well-being of workers.
11 March 2021
COVID-19: Implications for employment and working life
Disclaimer - Please note that this report was updated with revised data (specifically for Bulgaria) on 23 March 2021.
This report sets out to assess the initial impact of the COVID-19 crisis on employment in Europe (up to Q2 2020), including its effects across sectors and on different categories of workers. It also looks at measures implemented by policymakers in a bid to limit the negative effects of the crisis. It first provides an overview of policy approaches adopted to mitigate the impact of the crisis on businesses, workers and citizens. The main focus is on the development, content and impact of short-time working schemes, income support measures for self-employed people, hardship funds and rent and mortgage deferrals. Finally, it explores the involvement of social partners in the development and implementation of such measures and the role of European funding in supporting these schemes.
26 February 2021
Working conditions and sustainable work: An analysis using the job quality framework
This flagship report summarises the key findings of Eurofound’s research on working conditions conducted over the programming period 2017–2020. It maps the progress achieved since 2000 in improving working conditions and examines whether all workers have benefited equally from positive change. It highlights which groups are the most at risk of experiencing poor working conditions and being left behind. Given the changes in the world of work, emerging challenges for good job quality are identified. The report also provides evidence for measures that could lead to the further improvement of work and the achievement of fair working conditions for all in the EU. The analysis shows that, overall, job quality in the EU is improving, if slowly. Not all workers are benefiting to the same extent, however. Furthermore, gender, age and contractual status have a significant bearing on a person’s working conditions. And while digitalisation helps to address some job quality issues, it also creates new challenges. The COVID-19 pandemic has exacerbated trends, reinforcing concerns and highlighting the importance of achieving job quality for all.
Istraživači Eurofounda pružaju stručne uvide i mogu ih se kontaktirati za pitanja ili upite medija.
Jorge Cabrita
Senior research managerJorge Cabrita je viši voditelj istraživanja u jedinici za radni život, gdje dizajnira, koordinira i upravlja istraživanjima diljem Europe te širi njihove nalaze. Njegova glavna područja stručnosti uključuju radne uvjete i kvalitetu rada, radno vrijeme i ravnotežu između posla i privatnog života, zdravlje i dobrobit radnika, rodnu ravnopravnost te socioekonomske utjecaje zelene tranzicije. Trenutno vodi istraživanja o razvoju radnog vremena i kvaliteti radnih mjesta u klimatski osjetljivim regijama te suvoditelj provedbe Europske ankete o radnim uvjetima 2030. Prije toga bio je istraživač u Centru za studije socijalne intervencije i Istraživačkom centru za portugalsku ekonomiju, te je radio kao trener i konzultant. Diplomirao je ekonomiju i magistrirao socio-organizacijske sustave ekonomske aktivnosti na Lisabonskoj školi ekonomije.
Oscar Vargas Llave
Senior research managerOscar Vargas Llave is a senior research manager in the Working Life unit at Eurofound and manages projects on changes in the world of work and the impact on working conditions and related policies: organisation of working time, remote work, the right to disconnect, health and well-being and ageing. Before joining Eurofound in December 2009, he worked as project coordinator in the field of health and safety and was responsible for the Professional Card Scheme for the Construction Sector in Spain at the non-profit Fundación Laboral de la Construcción in Madrid. He has a background in industrial sociology (Universidad Pontificia de Salamanca), and also holds a Diploma in Social Science Research Methods from the University of Cardiff and a Master’s degree in Health and Safety from the Autonomous University of Madrid.
Sara Grubanov-Boskovic
Research officerSara Grubanov-Bosković je istraživačica u jedinici za radni život pri Eurofoundu, gdje doprinosi projektima o radu na daljinu, radnom vremenu, životnim uvjetima i proširenju EU-a. Prije dolaska u Eurofound, radila je kao službenica za politiku u OECD Istanbul Centru unutar Direktorata za globalne odnose te kao znanstvena projektna službenica u Centru za znanje Europske komisije o migracijama i demografiji. Kao postdoktorandica na Sveučilištu u Torinu, njezina istraživanja bila su usmjerena na nesklade vještina, dok je kao gostujuća istraživačica na Hebrejskom sveučilištu u Jeruzalemu radila na demografskim tranzicijama i starenju stanovništva. Sara ima doktorat iz populacije i gospodarskog razvoja sa Sveučilišta u Bariju.
Carla Blanco Ameneiros
Temporary research support officerCarla Blanco Ameneiros je privremena službenica za istraživačku podršku u Eurofoundovoj jedinici za radni život, doprinoseći istraživanjima industrijskih odnosa i društvenog dijaloga, osobito reprezentativnosti europskih organizacija socijalnih partnera. Prije ove uloge, njezina su istraživanja bila usmjerena na smanjenje radnog vremena i njegove implikacije na radne uvjete i produktivnost, kao i na fleksibilne radne aranžmane i rad temeljen na platformi. Prije dolaska u Eurofound, radila je kao istraživačka asistentica na Sveučilištu Pablo de Olavide, proučavajući radnike u dugotrajnoj skrbi i stavove prema sustavu socijalne skrbi. Ima magisterij iz europskih interdisciplinarnih studija, specijalizirajući se za javne poslove i politike EU-a, sa College of Europe, te zajedničku diplomu iz sociologije i političkih znanosti sa Sveučilišta Pablo de Olavide.
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