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
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  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
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.
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.
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  (COM (2003) 347)
entitled /Corporate Social Responsibility: A business contribution to
sustainable development/, in which it outlines a strategy on CSR (EU0207205F
). 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 ) in October 2002 (EU0211205F ).
After negotiations on the government’s /Agenda for change/ proposals for
the National Health Service (NHS) (UK0201172F ) were concluded
successfully at the end of 2002 (UK0303104F ), 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
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.
The European Commission issued a Communication , 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.
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%.
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.
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.
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.
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.
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.
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.
As part of an annual series on minimum wages, this report summarises the key developments during 2020 and early 2021 with an emphasis on social partners’ roles and views. It looks at how minimum wages were set in the context of the COVID-19 pandemic and how minimum wages act as a reference for income support measures. Information from interviews with decision-makers on the process of setting the minimum wage in 2020, along with their assessment of impacts of the proposed EU Directive on adequate minimum wages is also included.
This joint publication with the European Environment Agency (EEA) presents the findings from complementary research carried out simultaneously by both agencies on the socioeconomic impacts of climate policies and measures. While Eurofound focuses particularly on the distributional effects of these policies based on the experiences of Member States, the EEA analyses scientific research about the monetary and non-monetary social impacts of climate mitigation policies and its outcome in terms of inequalities.
While the EU is considered to be a global leader in gender equality, it is not yet a reality for millions of Europeans given the different dynamics in the Member States. The EU Gender Equality Strategy 2020–2025 acknowledges the slow speed of progress and outlines key actions to promote gender equality. Have all countries improved their performance? Which countries have been able to dramatically reduce gender inequality? Which countries lag behind?
The European Green Deal features high on Member State agendas. However, there are concerns that the necessary changes to climate policy may have undesirable socioeconomic consequences, such as regressive distributional effects and increased inequality. This report attempts to identify those policies where there is a significant risk involved and aims to provide guidance on how negative distributional risk can be mitigated.
Based on data from the European Company Survey 2019, this policy brief examines the characteristics of innovative companies and explores the types of workplace practices that are significantly associated with establishments' likelihood of introducing innovation. It also investigates differences between workplace practices of innovative and non-innovative companies. Additionally, data gathered through case studies analyse the role of workplace practices in different phases of the innovation process.
This report investigates the convergence of Member States in various dimensions of living conditions. Indicators are drawn from the European Quality of Life Surveys and other surveys. The analysis pays special attention to particular subgroups such as young people and women. The analysis also investigates the key drivers of convergence in living conditions.
Prior to the COVID-19 crisis, a high demand for labour and low unemployment levels made labour shortages one of the key policy concerns in the EU. Even where there is persistent and rising unemployment, individual countries, sectors and occupations are experiencing labour shortages, which in some instances have been accentuated by COVID-19. This report explores various approaches to measuring labour shortages and maps national policy debates around the issue.
As the EU embarks on the transition to a climate-neutral economy, it is crucial to understand the impact of such a transition on production models, employment, work organisation, working conditions, social dialogue and citizens’ lives and living conditions.
The issue of regional convergence and whether disadvantaged regions are catching up with wealthier regions continues to attract enormous attention in the policy debate. This report presents the findings of an investigation into the evolution of social imbalances across EU regions over time, based on indicators including unemployment, social exclusion and poverty. It also examines various aspects of the relationship between growth, regional disparities and interpersonal inequalities.
Digital technologies have made it possible for many workers to carry out their work anytime and anywhere, with consequent advantages and disadvantages. Disadvantages, for remote workers and teleworkers in particular, include the risk to health and well-being linked to long working hours. To address this issue, there have been calls for the ‘right to disconnect’. This report includes case studies that chart the implementation and impact of the right to disconnect at workplace level.