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  • Article
    9 Jūnijs 2003

    Guinness Ireland wants to replace its current wage payment system based on
    national pay increases and annual increments, with a new performance pay
    system for 160 staff in its Dublin-based brewery. The plan, which is still
    under negotiation in early June 2003, follows on from a similar change agreed
    for 600 Dublin sales staff in 2002. The move is part of a restructuring at
    the company’s historic St James Gate brewery, which includes a voluntary
    redundancy plan aimed at reducing the current staffing level to 120. The
    redundancy terms on offer are six weeks' pay per year of service, plus normal
    statutory entitlements.

  • Article
    9 Jūnijs 2003

    The European Agency for Safety and Health at Work launched the 'first
    pan-European campaign to reduce the risks of chemicals, biological agents and
    other dangerous substances at work' on 13 May 2003 at the European Parliament
    in Strasbourg. The campaign will form the heart of the Agency's annual
    European Week on Safety and Health at Work [1] in October 2003 and will
    provide a range of information about the risks involved and the solutions
    through various media. The week will culminate with the announcement of the
    winners of the Agency’s 'European good practice awards' for organisations
    that have most successfully tackled the problems of dangerous substances in
    the workplace.


  • Article
    9 Jūnijs 2003

    Irish civil servants could face 'fines' if disciplined under a new law that
    is expected to come into force in late 2003 (currently the Civil Service
    Regulation (Amendment) Bill 2003). At present, the Civil Service Regulation
    Act 1956 establishes the terms and conditions of employment for all 30,000
    civil servants. Under the 1956 Act, a civil servant found guilty of
    misconduct, irregularity, neglect or unsatisfactory behaviour can be
    downgraded or lose a pay increment.

  • CAR
    9 Jūnijs 2003

    La couverture de la négociation collective et les mécanismes permettant d’étendre les dispositions des conventions collectives au-delà des membres des organisations signataires sont des facteurs qui influencent de façon importante les procédures et les pratiques de fixation des salaires, du temps de travail et des conditions de travail, et de ce fait ont également un impact sur la croissance économique.

  • Article
    9 Jūnijs 2003

    There has been increasing EU activity in the area of corporate social
    responsibility (CSR) over the past few years. The most recent developments
    include a July 2002 European Commission Communication [1] (COM (2003) 347)
    entitled /Corporate Social Responsibility: A business contribution to
    sustainable development/, in which it outlines a strategy on CSR (EU0207205F
    [2]). One of the main results of this initiative was the launch of a new
    European Multi-Stakeholder Forum on Corporate Social Responsibility (CSR EMS
    Forum [3]) in October 2002 (EU0211205F [4]).

    [3] ems forum.htm

  • Article
    9 Jūnijs 2003

    After negotiations on the government’s /Agenda for change/ proposals for
    the National Health Service (NHS) (UK0201172F [1]) were concluded
    successfully at the end of 2002 (UK0303104F [2]), all health service trade
    unions embarked on an extensive process of membership consultation and
    internal debate culminating in a series of membership ballots. The nature of
    the debate and the outcome of the ballots, however, varied between the trade


  • CAR
    9 Jūnijs 2003

    Der Geltungsbereich von Tarifverträgen und deren Übertragbarkeit auf andere als die unterzeichnenden Organisationen sind wichtige Faktoren, die sich erheblich auf die Verfahrensweisen und Praktiken auswirken, mit denen die Löhne und Gehälter, die Arbeitszeiten und -bedingungen festgelegt werden. Sie haben somit auch Auswirkungen auf die wirtschaftliche Entwicklung. Diese EIRO-Vergleichsstudie enthält quantitative Daten zu den Tarifbindungsraten und gibt einen Überblick über die rechtlichen Grundlagen für die Übertragungsmechanismen in 20 europäischen Ländern, d. h.

  • Article
    9 Jūnijs 2003

    The European Commission issued a Communication [1], entitled /Strengthening
    the social dimension of the Lisbon strategy: streamlining open coordination
    in the field of social protection/, on 28 May 2003. The proposal aims to
    improve, simplify and make more visible the work of the EU in coordinating
    Member States’ social protection policies in the areas of: pensions; social
    inclusion and combating poverty; healthcare and care for the elderly; and
    social security systems, with particular emphasis on how these encourage
    people to seek work rather than remain on social benefits.


  • Article
    9 Jūnijs 2003

    On 31 May 2003, it was announced that Tony Woodley, a left-wing candidate in
    the election to become general secretary of the Transport and General
    Workers’ Union (TGWU), had beaten his main rival, Jack Dromey, by 66,985
    votes to 45,136. Mr Dromey was tagged by the press as the modernising,
    'Blair-ite' candidate, whereas Mr Woodley had indicated that he would make
    common cause with left-wing leaders of other trade unions in campaigning
    against the Blair government’s 'New Labour' policies. Barry Camfield, seen
    as being further to the left than Mr Woodley, polled 28,346 votes in the
    election, while Jimmy Elsby, the choice of outgoing general secretary Bill
    Morris, came in fourth place with 13,336 votes. The turn-out of members
    voting in the election was 20.9%.

  • Article
    9 Jūnijs 2003

    Gender wage gaps and equality plans are systematically monitored in the
    Finnish insurance sector. On 23 May 2003, the Insurance Employers’
    Association (Vakuutusalan Työnantajayhdistys) and the Union of Insurance
    Employees in Finland (Vakuutusväen Liitto, VvL) published a joint report on
    gender equality, the third of its kind. It analyses the position of clerical
    employees in the sector, of whom 74% are women. According to the report, in
    2001 women’s monthly wages were on average 25% lower than men’s. The
    overall gender wage gap has remained at the same level for 10 years, and has
    even slightly increased during the past few years. Collective agreements have
    not been able to change this situation. In most cases the gender equality
    increments that have been agreed in collective agreements have been evenly
    distributed to all employees, which has not narrowed the existing gender wage
    gaps. In 2001, there were 12,600 employees in the insurance sector, of whom
    11,000 were clerical employees.


  • COVID-19

    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, conducted in three rounds – in April and July 2020 and in March 2021. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.

  • European Working Conditions Surveys

    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.

  • European Restructuring Monitor

    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.

  • Challenges and prospects in the EU

    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.

  • European Company Survey 2019

    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. 

  • Sectoral social dialogue

    Eurofound's representativness 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.

  • National social partners and policymaking

    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).

  • New forms of employment

    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.

  • European Company Surveys

    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.

  • European Quality of Life Surveys

    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.

Forthcoming publications