The second part of the two-year National General Collective Agreement 1996-7
(EGSSE) came into force at the beginning of 1997. The principal purpose of
the EGSSE is to set minimum pay levels, which have a two-fold significance:
providing a framework for the social protection of unskilled workers and
acting as a guideline for negotiations at more specific levels - enterprise,
industry-wide or occupational. Whatever is agreed at the level of the EGSEE
covers, without exception, the whole of the private sector, as well as the
broader public sector (public administration is excluded). The wages of
public servants have until now been determined by the Government, but this
will have to change following Greece's ratification of International Labour
Organisation Conventions Nos. 151 and 154, which consolidate the right of
public servants to collective bargaining.
Judging from a recent exchange of letters between a Dutch trade unions and
the Department of Justice, it would appear that cross-border cooperation
between unions, let alone their international merger, is beset with legal
Nurses had threatened industrial action on 10 February 1997 in pursuit of a
claim for a major overhaul in their pay structures and an improved early
retirement scheme. However, the action was called off when the nurses
accepted an IEP 85 million formula drawn up by the Labour Court, which
includes the creation of a commission which will examine a range of issues
related to the nursing profession. Four trade unions representing over 26,000
nurses were involved in the dispute, the largest being the 16,000-strong
Irish Nurses Organisation (INO).
On 21 January 1997, the two French electricity and gas public utility
companies signed an agreement with three trade unions ( the CFDT, the CFTC
and the CFE-CGC). This agreement is designed to improve their competitiveness
and productivity while at the same time maintaining their workforce at
current levels. This is to be achieved mainly through the introduction of
part-time working. Both the CGT and the CGT-FO unions are strongly critical
of this agreement.
The Italian Government and social partners are currently implementing their
tripartite "Pact for Employment" (Patto per il Lavoro), which is intended to
promote employment and foster economic development in Italy through the
introduction of a wide and complex set of policies. The agreement, signed on
24 September 1996, is of the utmost political importance as it falls within
within the framework of the renened social concertation strategy that has
been pursued over the 1990s. The Pact earmarks a total amount of about ITL
15,000 billion for its implementation over the 1997-1999 period.
At the end of 1996, the major trade unions and employers' associations signed
the Second National Agreement on Continuing Training (II Acuerdo Nacional de
Formación Continua), which was later endorsed by a tripartite agreement
between these organisations and the Government. The new agreements build on
certain basic aspects of the continuing training system in Spain that was
started in 1993, though they also introduce some important innovations.
On 18 September 1996, the European Commission adopted a /Communication
Concerning the Development of the Social Dialogue Process at Community Level/
(COM(96) 448 final). Launching the Communication, the commissioner
responsible for social affairs, Padraig Flynn, said that the time had come to
reform and adapt the social dialogue in view of the new challenges facing the
European Union in years to come. The Commission was" aiming at a
rationalisation of structures and an optimal allocation of the resources
On 6 February 1997, theSwedish Paper Workers' Union and the Employers'
Federation of Swedish Forest Industries told the conciliators Lars-Gunnar
Albåge and Rune Larson that they accepted their proposal for a national
collective agreement on wages for 1997. There had been two stumbling blocks
in the negotiations: the trade union's claim for a reduction of annual
working time by 25 hours; and the employers' insistence on an agreement that
would run for at least two years. The outcome is an agreement on wages only,
that runs for one year, backdated to 1 January 1997.
The Trades Union Congress (TUC) launched its campaign to put workers' rights
at the centre of the general election on 14 February 1997. The campaign,
which will cost GBP 1 million, includes newspaper and cinema ads, billboards
1997's collective bargaining in the private sector is concentrating on three
main issues: 100% wage compensation during maternity leave; further
negotiations over the pension scheme initiated in 1991; and a limited wage
increase to allow for inflation. The social partners in the different
bargaining areas are largely in agreement on the content of the new
collective agreements, but the central social partner organisations - the
Danish Confederation of Trade Unions (LO) and the Danish Employers'
Confederation (DA) - still cannot agree whether the new collective agreements
should be of two or three years' duration.
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, launched in April 2020, with five rounds completed at different stages during 2020, 2021 and 2022. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.
Eurofound's representativeness 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.
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.
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.
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.
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.
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.
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).
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.
This report is carried out in the context of the three-year pilot project (2021–2023), ‘Role of the minimum wage in establishing the Universal Labour Guarantee’, mandated to Eurofound by the European Commission. Its focus is module 3 of the project, investigating minimum wages and other forms of pay for the self-employed. Out of concern for the challenging conditions faced by certain groups of self-employed workers, some Member States have established or are in discussions about proposing some statutory forms of minimum pay for selected categories of the self-employed.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the civil aviation sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the food and drinks sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements. The aim of this Eurofound study on representativeness is to identify the relevant national and European social partner organisations in the food and drinks sector in the EU Member States.
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.
This report offers the most up to date insight on the impact of the COVID-19 pandemic on the work and life of Europeans over the last two years. The main focus is on Eurofound’s e-survey Living, working and COVID-19 which was launched on 9 April 2020 just after the onset of the crisis. Through five rounds of the survey (two in 2020, two in 2021 and one in 2022), the range of questions changed to match the evolving situation and to understand the effects on the everyday lives of citizens and workers in the EU27.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the textiles and clothing sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the professional football sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements. The aim of this Eurofound’s study on representativeness is to identify the relevant national and European social partner organisations in the professional football sector in the EU Member States.
This report explores the drivers of economic and social convergence in Europe, using a selected set of economic and social indicators to examine trends in the performance of individual Member States. It also investigates what role the Economic and Monetary Union plays in convergence, particularly in southern and eastern Member States. The impact of the COVID-19 pandemic on convergence is analysed and initial conclusions are drawn about the impact of EU recovery packages and their ability to prevent divergence.
The COVID-19 crisis has increased inequality between social groups in health, housing, employment, income and well-being. While a small part of society was able to hold on to or increase its wealth, other groups such as women, young people, older people, people with disabilities, low- and middle-income earners and those with young children were acutely affected by the pandemic. Drawing on current research on how to best measure multidimensional inequality, this report highlights recent trends in inequality in the context of the COVID-19 crisis.
The COVID-19 pandemic triggered an extraordinary level of provision of social services across the EU. Healthcare and care providers carried much of the burden and, together with essential services, played a crucial role in getting citizens through the crisis. This report explores how public services adapted to the new reality and what role was played by the digital transformation of services. The aim is to contribute to the documentation and analysis of changes in funding, delivery and use of healthcare and social services during the pandemic.