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 articleson 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.
The Ministry of Social Affairs and Employment in the Netherlands recently
updated a financial model of the societal costs of poor working conditions.
Factors considered were absenteeism, occupational disability, work-related
accidents, costs of risk prevention, safety at work and its enforcement, and
health care. On the basis of this model, it is clear that most costs are due
to work-related absence and disability, mainly resulting from psychological
and musculoskeletal disorders. These costs are estimated to add up to €6
Based primarily on an analysis of a body of research covering more than two decades, this report defines the scope of ‘offshore outsourcing’ and the services involved. It also covers issues such as the distribution of ICT service employment in Europe, driving factors of ICT service outsourcing and current trends in offshore outsourcing.
On 17 November 2004, the chief executive of Avinor AS, Randi Flesland, was
given a vote of confidence by the company board, despite calls for her
resignation from the trade unions. Avinor, previously known as the Norwegian
Air Traffic and Airport Management (Luftfartsverket), has undergone a
continuous process of reorganisation and workforce reduction since it was
made into a state-owned limited company on 1 January 2003. In the course of
this reorganisation process the relationship between management and the trade
unions has soured, and this reached a peak in October when management
announced its intentions to put before the board a proposal to relocate the
air-traffic control centre for the south of Norway.
A new national collective agreement for Italy's 80,000 industrial managers
was signed in November 2004 by the Confindustria employers' confederation and
the Federmanager managers' association. The agreement, which has a longer
duration than its predecessors, reforms the pay system, increases
supplementary pension contributions and seeks to provide greater financial
assistance to redundant managers.
On 30 November 2004, the main Italian trade union confederations held a
one-day general strike in protest against the government's economic and
financial policy - especially the 2005 national budget and a recent tax
reform - and called on the government to start negotiations with the social
partners over boosting the country's economy.
The EU’s European employment strategy  was revised in 2003 (EU0308205F
), following demands for a more results-oriented strategy contributing
successfully to the targets for more and better jobs and an inclusive labour
market set at the Lisbon European Council in 2000 (EU0004241F ). To
support the three objectives of full employment, quality and productivity at
work and cohesion and an inclusive labour market, the current employment
guidelines  identify 10 priorities ('commandments'), including one on
'promoting adaptability of workers and firms to change'. This identifies work
organisation (alongside skills, lifelong learning and career development,
gender equality, health and safety at work, flexibility and security,
inclusion and access to the labour market, work-life balance, social dialogue
and worker involvement, diversity and non-discrimination, and overall work
performance) as an element in improved quality at work, which should be
pursued through a concerted effort between all actors and particularly
through social dialogue.
In summer 2004, the management of Hungarian Telecom (Magyar Távközlési Rt,
MATÁV ) announced a plan to 'streamline' the company’s 8,000 strong
workforce. In search of a 32% productivity increase in terms of main
telephone lines per employee, the company, formerly stated-owned but now
fully owned by Germany's Deutsche Telekom (DT), envisaged contracting-out
affecting almost 500 employees by the end of 2005, and redundancies affecting
another 2,100 employees during the first half of 2005. A delegation of
employee representatives - consisting of the company sections of the
Hungarian Telecommunication Sectoral Trade Union (Magyar Távközlési
Ágazati Szakszervezet, MATÁSZ) and the Telecommunication Trade Union
(Távközlési Szakszervezet, TÁVSZAK), plus the company’s central works
council - responded by submitting an extensive package of proposals for
counter-measures in order to mitigate the social consequences of the
workforce reduction. Following lengthy debates, at a meeting on 18 September
2004, management and employee representatives concluded an agreement on the
conditions accompanying the job losses and on pay and benefits for 2005.
In November 2004, the Greek General Confederation of Labour (GSEE) announced
that it would organise three days of strikes on 13-15 December 2004, to
support demands for changes in government policy on taxation, incomes policy,
unemployment and industrial relations.
The growth of information and communication technologies (ICT) has had a dramatic impact on almost all sectors and occupations, fundamentally changing the face of the workplace. This report looks at computer use and training provisions in Europe. Information technology use and skills are seen as vital elements in achieving the European objective of becoming the most competitive knowledge-based economy in the world.
Despite a number of positive employment trends, the Slovak Republic still has
a high unemployment rate, including long-term unemployment and youth
unemployment. In 2003, labour market policy priorities included long-term
unemployment and the integration - or reintegration - of unemployed people
into the labour market. The public employment services managed to involve
more than 230,000 unemployed people in labour market programmes, 52% of the
average number of registered unemployed. These programmes consisted largely
of vocational or employment-related consultations aimed at early
identification of the individual needs of unemployed people. More than
200,000 unemployed (37% of whom were aged under 25 and 48% were women) were
furnished with individual action plans, representing more than 40% of those
officially unemployed (on average) in 2003. These measures seem to have been
effective: according to labour force survey data, the unemployment rate fell
from 18.5% in 2002 to 17.4% in 2003 (the rate of registered unemployment fell
from 17.8% to 15.2%). Approximately SKK 2.8 billion was spent on active
labour market policy measures, the remaining two-thirds of labour market
policy expenditure in 2003 going on passive measures.