951 items found

Eurofound publishes its work in a range of publication formats to match audience needs and the nature of the output. These include flagship reports on a particular area of activity, research reports summarising the findings of a research project and policy briefs presenting policy pointers from research projects or facts and figures relevant to policy debates. Also included are blog articles, regular articles on working life in Europe, presentations, working papers providing background material to ongoing or already concluded research, and reports arising from ad hoc requests by policymakers. Other corporate publications include annual reports, brochures and promotional publications. Web databases and online resources such as data visualisation applications are available in Data and resources.

  • Proposed amendments to Polish Labour Code under review

    In 2005, the Labour Law Codification Committee presented its first draft of a new Labour Code to the Polish government. It had been decided that the members of the Committee would not comment on specific solutions until the final version of the code had been agreed upon. As time went by, however, fears that the work might only be a theoretical exercise were confirmed (*PL0510105F* [1]). No serious debate took place until the deadline for the Codification Committee’s work – set for 30 September 2006 – began to approach. [1]
  • Trade unions target young employees for membership

    In recent years, the unionisation of employees and thereby union density has decreased since the peak numbers in the early 1990s (*FI0510202F* [1]). Today, union membership stands at over 70% of the workforce, which is still high by international standards. In all, 2.15 million Finnish people are members of trade unions affiliated to one of the three central trade union confederations: the Central Organisation of Finnish Trade Unions (Suomen Ammattiliittojen Keskusjärjestö, SAK [2]), the Finnish Confederation of Salaried Employees (Toimihenkilökeskusjärjestö, STTK [3]) and the Confederation of Unions for Academic Professionals (Akateemisten Toimihenkilöiden Keskusjärjestö, AKAVA [4]). [1] [2] [3] [4]
  • Unemployment benefit still below ILO standard despite increase

    The government has approved the proposal of the Minister of Social Affairs, Jaak Aab, to increase unemployment benefit to EEK 1,000 (€64) per month in 2007. The level of unemployment benefit has remained at EEK 400 (€25) since 1999.
  • Representativeness of branch employer organisations under debate

    Since the beginning of September 2006, a working group headed by the Deputy Minister of Economy and Energy, Lachezar Borisov, and comprising representatives of all employer organisations in Bulgaria, has been working on a draft bill on branch employer organisations. It is estimated that more than 130 branch organisations exist in Bulgaria but an exact figure is unknown for a number of reasons. First, no such statistical data is collected; secondly, a branch organisation may be a member of more than one nationally representative employer organisation; and, thirdly, no restrictions are in place regarding the division or the creation of new branch organisations.
  • Trade unions reject stringent EU convergence programme

    The European Council did not consider Hungary’s convergence programme, submitted in December 2005, to be acceptable and therefore invited the Hungarian government to present an adjusted programme by 1 September 2006. The Council requested that the programme should outline firm structural measures that are fully consistent with the Maastricht criteria for joining the euro-zone in the mid term. By setting 1 September as the deadline, the Council took into account that parliamentary elections would be due in April 2006, and granted time for the newly re-elected Hungarian government to prepare a realistic programme. The deadline, in practice, also allowed the then serving socialist-liberal coalition government to avoid implementing strict and unpopular measures during the electoral campaign period.
  • Labour Inspectorate rules to secure job contracts for call centre workers

    Labour inspectors have been carrying out investigations at the Atesia [1] call centre. The investigations, which focused primarily on the use of atypical employment contracts among workers, led to a final decision that obliges the company to transform some 3,200 freelance work contracts into traditional employee work contracts. Freelance contracts are recognised in Italian labour law, previously under the title of ‘employer-coordinated freelance work’ but now known as ‘project collaboration work’ (IT0501NU01 [2]). However, some employers use these contracts when a standard employment contract would be more appropriate. [1] [2]
  • A guide to good practice in age management

    The ageing of the EU population has implications for the sustainability of pensions, economic growth and the future labour supply. This report reviews case studies from a range of organisations across the EU that have instituted good practice in recruiting, supporting and retaining older workers. By presenting examples of good practice, it aims to assist all those with responsibilities for employment in ensuring that age in the workplace is managed productively.
  • High stress levels among workers with children

    Danish parents often struggle to combine work with childcare responsibilities. Almost half of all Danish families with children suffer from stress, and one in five families are both stressed and unhappy about their current work arrangements. These are the results of a new study by the Danish National Research Institute (Socialforskningsinstituttet, SFI [1]) and the government’s Commission for Family and Working Life (Familie- og Arbejdslivskommissionen [2]). One of the Commission’s Senior Research Associates, Mette Deding, presented the preliminary research findings (in Danish, MS PowerPoint file) [3] of this study on the work-life balance [4] of Danish families with children at a conference organised by the Commission for Family and Working Life. [1] [2] [3] [4]
  • Disagreement over future role of trade union federation

    In the wake of the financial scandal concerning the BAWAG bank, owned by the Austrian Trade Union Federation (Österreichischer Gewerkschaftsbund, ÖGB [1]), which had been uncovered in the spring of 2006, the country’s trade union movement has come under considerable pressure. As a result, the former ÖGB leaders were forced to resign (*AT0604019I* [2]). Moreover, to compensate for the bank’s temporary security fund of €900 million guaranteed by the Austrian federal state in order to avert the bank’s and thus ÖGB’s impending insolvency, ÖGB has been forced by law to sell all of its BAWAG shares by the end of 2006. The future lack of dividend payments from the bank to the union means that membership dues will constitute the only source of revenue. Therefore, ÖGB is currently reviewing strict cost-cutting measures and a wide reform of its organisation (*AT0605029I* [3]) in order to stop the present wave of member resignations and to maintain its political power. [1] [2] [3]
  • New company act reduces role of board-level employee representatives

    Following lengthy negotiations involving social dialogue and professional debate, the Hungarian parliament passed the 2006 Act IV on Business Associations; this act came into effect on 1 July 2006, replacing the old Act CXLIV of 1997. The new legislation has resulted in several minor changes, effectively reducing the bureaucracy related to the setting up and running of various forms of businesses typically chosen by small and medium-sized enterprises (SMEs). It also amends numerous regulations, for example, on the legal position of executives, on the rights of minority shareholders, on filing appeals to the courts concerning the decision of shareholders’ meetings, and on the protection of creditors. The following review is limited to analysing the changes affecting board-level employee representation [1] only. [1]