In accordance with its 1995 collective agreement, Akzo Nobel has evaluated
the effects of "working time differentiation" and more flexible working hours
on employment. Since the effects appear positive, a 36-hour week is expected
to be introduced by 1 July 1997.
This action, which came as a complete surprise to the 3,100 employees, is
part of the French-owned motor manufacturer's "new industrial strategy" of
concentrating production to cut its financial losses. Michel de Virville,
managing director of Renault, announced the closure adding that:
Telecom Eireann's plan to introduce personal contracts for 300 of its
managers who report directly to senior executives must be seen in the context
of the company's effort to implement a major programme of change to meet the
requirements of EU-driven deregulation requirements. A Telecom redundancy
package was also reactivated recently, one of several in recent years, as the
company seeks to reduce costs. It is also to enter talks with the union
representing general workers in Telecom, the Communications Workers Union, on
a proposed IEP 110 million cost savings plan.
On 4 February, following a mediation proposal by the Government, the national
metalworking collective agreement was signed. Negotiations had lasted for
nine months and were marked by moments of breakdown and conflict which
resulted in strikes. The metalworking settlement, which covers some 1.5
million workers, is Italy's most important industry-wide agreement. It will
strongly influence both the forthcoming renewals of contracts in other
sectors and the evaluation of the July 1993 tripartite central agreement on
incomes policy and collective bargaining structure, planned for June 1997.
In January and February 1997, many French towns were hit by public transport
strikes, affecting bus, tram and underground rail services. The strikers'
demands differed somewhat from town to town but certain themes have been
common. such as: improvements in working conditions; better protection from
crime and delinquency, two consecutive days off in a week; and less taxing
route schedules. Strikers have also been demanding pay rises and a reduction
in the working week to 35 hours or less, with the recruitment of new
personnel to take up the slack. Demands for the right to retire with full
pensions at the age of 55, along with systematic replacement of retiring
employees by new recruitment, have also been frequently voiced.
In February, the Communication Workers' Union (CWU) launched a consultative
paper aimed at influencing the pre-election commitments of both the
Conservative Party and Labour Party. The union, which is firmly against
privatisation of the Post Office, has called for legislation to turn it into
an independent corporation, with the level of dividends pegged at 40% of
post-tax profits. The union feels that its proposals will have equal appeal
to all political parties because of the weight of public opinion opposing
On 31 January 1997, the Second National Agreement on Temporary Employment
Agencies was signed. This is the second agreement reached in this sector
since the activity of temporary employment agencies (TEAs) in Spain was
approved in 1994. It will remain in force until 31 December 1999.
The European Commission has recently published its report on progress made in
the implementation of equitable wage policies since 1993. The aim of
providing all employees with an equitable wage was enshrined in the Charter
of the Fundamental Social Rights of Workers, which was adopted by 11 member
states (with the exception of the UK) in 1989. In accordance with the 1989
social Action Programme, the Commission published an Opinion in 1993, which
stated that the pursuit of an equitable wage must be seen as part of the
general drive to achieve higher productivity and employment creation, and to
foster good relations between the two sides of industry. The member states
were encouraged to give substance to their commitment made in adopting the
Social Charter, by working towards the establishment of an equitable wages
policy. This was to be achieved through greater labour market transparency
with regard to wages. The social partners were also called upon to contribute
to the achievement of this aim.
The central social partners - the Austrian Trade Union Confederation
(Österreichischer Gewerkschaftsbund,ÖGB) and the Austrian Chamber of
Commerce (Wirtschaftskammer Österreich, WKÖ), the statutory body grouping
almost all nonagricultural enterprises - have for some time been discussing a
range of changes to the 1969 Working Time Law (Arbeitszeitgesetz, AZG). The
aim is to maintain competitiveness and employment by making possible a more
uneven distribution of working hours over time, without financial penalty to
the employer. This is expected to lead to higher productivity, better use of
plant, lower inventories, and a capability to respond more swiftly to
variations in demand. The trade unions also hope to achieve a reduction of
hours worked by individual employees in favour of more employment.
One of the continuing quarrels between the Social Democrat Government and the
largest trade union confederation, the Confederation of Trade Unions for
Blue-Collar Workers (Landsorganisationen or LO), appears to have been settled
by an agreement on the overall features of the unemployment insurance system,
presented on 12 February. Formally, the Government is not involved in the
settlement, but the details of the settlement were presented in a press
release from the Ministry of Labour and in person by the Minister of Labour,
Margareta Winberg, together with LO's vice-president, Wanja Lundby-Wedin.
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.
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.
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.
This paper provides an analytical summary of state of the art academic and policy literature on the impact of climate change and policies to manage transitions to a carbon neutral economy on employment, working conditions, social dialogue and living conditions. It maps the key empirical findings around the impact of climate change and the green transitions on jobs, sectors, regions and countries in Europe, identifying the opportunities and risks that climate change policies bring to European labour markets.
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.
In 2022, the European Semester was streamlined to integrate the Recovery and Resilience Facility (RRF) established on 19 February 2021 (Regulation (EU) 2021/241). While facing the geopolitical and economic challenges triggered by Russia’s invasion of Ukraine, Member States have been implementing the national Recovery and Resilience Plans (RRPs) for more than one year and around 100 billion euro in RRF funds have already been disbursed.
As economies emerge from the impact of the COVID-19 pandemic, labour shortages are becoming increasingly evident. These include shortages exacerbated by the crisis in some sectors and professions where they had been endemic for some time. This report will look at measures implemented at national level to tackle labour shortages in the health, care and information and communications technology sectors, as well as those arising from the twin digital and green transitions.
As part of its response to Russia’s war on Ukraine, the EU swiftly activated its Temporary Protection Directive for those fleeing the conflict in Ukraine – enabling displaced persons to settle in the EU and have access to the labour market and basic public services. This policy brief highlights the main barriers encountered by these refugees (over 5 million people to date) when seeking a job and provides suggestions on how to facilitate their integration.
With the expansion of telework and different forms of hybrid work as a result of the COVID-19 pandemic, it is important for policymakers to consider both the opportunities and the negative consequences that may result. This report will explore potential scenarios for such work. In doing so, it will identify trends and drivers, and predict how they might interact to create particular outcomes and how they are likely to affect workers and businesses. Policy pointers will outline what could be done to facilitate desirable outcomes and to avoid undesirable ones.
Living and working in Europe, Eurofound’s 2022 yearbook, provides a snapshot of the latest developments in the work and lives of Europeans as explored in the Agency’s research activities over the course of 2022. Eurofound’s research on working and living conditions in Europe provides a bedrock of evidence for input into social policymaking and achieving the Agency’s vision ‘to be Europe’s leading knowledge source for better life and work’.
The term ‘hybrid work’ became popular due to the upsurge of telework during the COVID-19 pandemic. The term has been increasingly used to refer to situations in which (teleworkable) work is performed both from the usual place of work (normally the employer’s premises) and from home (as experienced during the pandemic) or other locations. However, the concept of hybrid work is still blurry, and various meanings are in use. This topical update brings clarity to this concept by exploring available information from recent literature and the Network of Eurofound Correspondents.
Housing affordability is a matter of great concern across the EU. Poor housing affordability leads to housing evictions, housing insecurity, problematic housing costs and housing inadequacy. These problems negatively affect health and well-being, create unequal living conditions and opportunities, and come with healthcare costs, reduced productivity and environmental damage. Private market tenants face particularly large increases in the cost of housing.
Eurofound's annual review of minimum wages reports on the development of statutory and collectively agreed minimum wages across the EU and the processes through which they were set. The focus of this year’s report is on the impact of high inflation on the setting of minimum wage rates. In addition, new figures on the net value of minimum wages are presented, along with the latest policy-relevant research in the EU Member States and Norway.