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  • Article
    9 Jūnijs 2003

    After more than 40 years, the 'joint bargaining association'
    (Tarifgemeinschaft) for the public sector, which united public employers at
    federal (national), state (Land) and municipal level, has collapsed. The
    split became public on 20 May 2003 when German newspapers reported that the
    federal minister of the interior, Otto Schily, representing the federal
    government, and the Bavarian minister of finance, Kurt Faltlhauser,
    representing the Employers' Association of German Länder [1]
    (Tarifgemeinschaft deutscher Länder, TdL) had sent a letter to the Municipal
    Employers’ Association (Vereinigung kommunaler Arbeitgeberverbände, VKA).
    In this letter, they announced the termination of the joint bargaining
    association for public services because the municipal employers had recently
    signed a separate collective agreement with the Unified Service Sector Union
    (Vereinte Dienstleistungsgewerkschaft, ver.di) concerning occupational
    pension schemes.


  • 4 Jūnijs 2003

    This information sheet provides a brief overview of the Foundation's research report (EF02109) concerning the extent, focus and implications of violence and harassment in the workplace in the EU. It presents evidence of the adverse effects on individuals, organisations and society, and assesses the potential financial costs. It reviews the upsurge in regulatory activity and legislation with respect to preventing and managing violence and harassment at work. A report summary on this topic is also available (EF02112). Information sheets set out a brief overview of each project, forming a useful introduction point. They answer key questions as to: What is the project about? Why is the research being carried out? What are the findings/objectives and whom do they concern? When will the project be completed? How might the findings be translated into action?

  • Report
    4 Jūnijs 2003

    This new report covers the main industrial relations developments during 2002 throughout the European Union, Norway and three of the candidate countries, Hungary, Poland and Slovakia. It focuses on key issues covered by collective bargaining such as pay, working time, job security and equal opportunities. It also examines areas such as legislative developments, industrial action and vocational training and provides a comprehensive review of the European-level social dialogue between trade union and employer organisations. A final thematic chapter tackling the issue of migration in the context of industrial relations developments provides a very real context for this important joint initiative between the Foundation and the European Commission.

  • Report
    30 Maijs 2003

    The challenges arising from low employment rates, an ageing population, changing family structures and social exclusion have pushed ‘quality of life’ issues to the front of the EU social policy agenda. The Foundation has launched an initiative to improve the monitoring and reporting of living conditions and quality of life in Europe.

  • Annual report
    29 Maijs 2003

    Annexes to the Annual Report 2002, containing information on: the Foundation work programme; Administrative Board and other committees; staff; meetings and conferences; publications and budget. See Annual report 2002.

  • Article
    27 Maijs 2003

    An agreement was reached on 14 May 2003 between the minority centre-right
    coalition government - comprising the Conservative Party (Høyre), the
    Christian Democratic Party (Kristelig Folkeparti, KRF) and the Liberal Party
    (Venstre) - and the Norwegian Labour Party (Det norske Arbeiderparti, DnA)
    and the Socialist Left Party (Sosialistisk Venstreparti, SV) on the
    relocation of eight regulatory agencies from the capital Oslo to other cities
    in Norway. The agencies concerned have supervisory and regulatory
    responsibilities in a number of areas, including health and safety at work,
    competition in business and industry, and the regulation of aviation and
    maritime activity. The transfers form part of a proposed larger-scale
    reorganisation of the regulatory agency system, and should also be seen in
    the light of the government’s plan to modernise the public sector. The
    transfer means that approximately 900 jobs will be lost in the Oslo area, and
    it has thus been met by significant opposition from the trade unions
    concerned, as well as from politicians in the municipality of Oslo.

  • Article
    26 Maijs 2003

    In April 2003, a Greek Presidential Decree (PD) was issued regarding
    fixed-term contracts, aimed at transposing the 1999 EU Directive on the
    issue. However, on some points the content of the PD is seen by the social
    partners as inconsistent with the letter and the spirit of the Directive.
    This feature sets out the content of the Decree, together with an analysis of
    those points that the social partners do not feel fully serve the aims of the

  • Article
    26 Maijs 2003

    After lengthy negotiations, the first sectoral agreement for the Italian
    railway industry was signed in April 2003. The most important aspect of this
    deal is the extension to the railway sector of the two-tier collective
    bargaining structure (sectoral and decentralised), which was introduced in
    most Italian industries by a July 1993 national tripartite agreement. Among
    other innovations, the railway sector agreement includes a new personnel
    classification system and provides for flexible forms of employment. It
    represents a notable renewal of sectoral industrial relations, carried out in
    the framework of the current liberalisation of the railway sector based on EU

  • Article
    26 Maijs 2003

    In May 2003, after four months of intense negotiations, a draft deal on the
    renewal of the Italian metalworking sector collective agreement for the
    period 2003-6 was signed by the Federmeccanica employers' organisation and
    the Fim-Cisl and Uilm-Uil trade unions. However, the Fiom-Cgil union did not
    sign the agreement and harshly criticised its provisions. As well as pay
    increases, the new agreement envisages the creation of a new job
    classification system, the establishment of a sectoral joint body and some
    measures on continuing training.

  • Article
    26 Maijs 2003

    A recent study [1] carried out by the Union of Commercial and Clerical
    Employees in Denmark (Handels- og Kontorfunktionærernes Forbund, HK) and
    published in February 2003 examines the ownership of its members’
    workplaces, and finds that 75% of members work for a multinational
    enterprise. Furthermore, nearly half of the DK members covered by the study
    (46.1%) work for a multinational enterprise which is mainly foreign-owned.
    The extent of this 'internationalisation' has come as something of a surprise
    for Danish trade unions, which until now had not seen concrete statistics
    showing that globalisation is affecting so many of their members. HK is
    Denmark's largest union.

    [1]$FILE/multinationale HK.doc?OpenElement


  • 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