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.
In accordance with its 1995 collective agreement, Akzo Nobel has evaluated
the effects of "working time differentiation" and more flexible working hours
on employment. Since the effects appear positive, a 36-hour week is expected
to be introduced by 1 July 1997.
Telecom Eireann's plan to introduce personal contracts for 300 of its
managers who report directly to senior executives must be seen in the context
of the company's effort to implement a major programme of change to meet the
requirements of EU-driven deregulation requirements. A Telecom redundancy
package was also reactivated recently, one of several in recent years, as the
company seeks to reduce costs. It is also to enter talks with the union
representing general workers in Telecom, the Communications Workers Union, on
a proposed IEP 110 million cost savings plan.
This action, which came as a complete surprise to the 3,100 employees, is
part of the French-owned motor manufacturer's "new industrial strategy" of
concentrating production to cut its financial losses. Michel de Virville,
managing director of Renault, announced the closure adding that:
In January and February 1997, many French towns were hit by public transport
strikes, affecting bus, tram and underground rail services. The strikers'
demands differed somewhat from town to town but certain themes have been
common. such as: improvements in working conditions; better protection from
crime and delinquency, two consecutive days off in a week; and less taxing
route schedules. Strikers have also been demanding pay rises and a reduction
in the working week to 35 hours or less, with the recruitment of new
personnel to take up the slack. Demands for the right to retire with full
pensions at the age of 55, along with systematic replacement of retiring
employees by new recruitment, have also been frequently voiced.
On 4 February, following a mediation proposal by the Government, the national
metalworking collective agreement was signed. Negotiations had lasted for
nine months and were marked by moments of breakdown and conflict which
resulted in strikes. The metalworking settlement, which covers some 1.5
million workers, is Italy's most important industry-wide agreement. It will
strongly influence both the forthcoming renewals of contracts in other
sectors and the evaluation of the July 1993 tripartite central agreement on
incomes policy and collective bargaining structure, planned for June 1997.
In February, the Communication Workers' Union (CWU) launched a consultative
paper aimed at influencing the pre-election commitments of both the
Conservative Party and Labour Party. The union, which is firmly against
privatisation of the Post Office, has called for legislation to turn it into
an independent corporation, with the level of dividends pegged at 40% of
post-tax profits. The union feels that its proposals will have equal appeal
to all political parties because of the weight of public opinion opposing
On 21 February 1997, theMinistry of Finance and the Danish Central Federation
of State Employees (CFU) signed a new collective agreement for the period
1997-9, covering 225,000 government employees. The parties agreed on a total
4.25% increase, of which 2.9% is to be allocated for a general pay rise, and
1.35% for pensions and other purposes. Additionally, a wage adjustment scheme
has been introduced to take account of private sector increases
On 31 January 1997, the Second National Agreement on Temporary Employment
Agencies was signed. This is the second agreement reached in this sector
since the activity of temporary employment agencies (TEAs) in Spain was
approved in 1994. It will remain in force until 31 December 1999.
Eurofound’s European Quality of Life Survey (EQLS) examines both the objective circumstances of European citizens' lives and how they feel about those circumstances and their lives in general. This series consists of outputs from the EQLS 2003, the first edition of the survey.
Eurofound's European Quality of Life Survey (EQLS) examines both the objective circumstances of European citizens' lives and how they feel about those circumstances and their lives in general. This series consists of outputs from the EQLS 2007, the second edition of the survey. The survey was first carried out in 2003.
Eurofound's European Quality of Life Survey (EQLS) examines both the objective circumstances of European citizens' lives and how they feel about those circumstances and their lives in general. This series consists of outputs from the EQLS 2012, the third edition of the survey. The survey was first carried out in 2003.
Eurofound’s European Working Conditions Survey (EWCS) paints a wide-ranging picture of Europe at work across countries, occupations, sectors and age groups. This series consists of findings from the EWCS 2005, the fourth edition of the survey. The survey was first carried out in 1990.
Eurofound’s European Working Conditions Survey (EWCS) paints a wide-ranging picture of Europe at work across countries, occupations, sectors and age groups. This series consists of findings from the EWCS 2010, the fifth edition of the survey. The survey was first carried out in 1990.
This publication series explores scenarios for the future of manufacturing. The employment implications (number of jobs by sector, occupation, wage profile, and task content) under various possible scenarios are examined. The scenarios focus on various possible developments in global trade and energy policies and technological progress and run to 2030.
This report examines a number of collective labour disputes involving industrial action in EU Member States, Norway and the UK. It provides a comprehensive study of each labour dispute, including information on industrial action events and the context for each dispute, as well as the relevant topics, actors, attempts at resolution and outcomes. Different types of collective labour disputes and their occurrence in various countries and sectors are presented, indicating how they are linked to different industrial relations regimes.
Social dialogue lies at the heart of the EU treaties and governance. Social partners are core stakeholders who can assess policy needs and contribute to policy formation and to designing and implementing national reforms in the social and employment fields. This report focuses on the timely and meaningful involvement of national social partners in the preparation of the new resilience and recovery plans and the national reform programmes (NRPs) that were temporarily integrated under the European Semester in 2021.
This policy brief explores the social situation of Europeans with a disability during the COVID-19 pandemic. Using data from the March–April 2021 Living, working and COVID-19 e-survey, it compares the situation of respondents with and without a disability in three areas: perceptions of the healthcare system, mental well-being and financial precarity.
This report examines the phenomenon of overtime in the EU, providing a comparative description of how it is regulated in EU Member States. It also assesses how contentious the issue can be and investigates the reasons behind the various disputes and debates. Finally, the report attempts to quantify and characterise the share of overtime for which workers are not paid or compensated. The analysis is based on information collected in EU Member States by the Network of Eurofound Correspondents.
Living and working in Europe, Eurofound’s 2021 yearbook, provides a snapshot of the latest developments in the work and lives of Europeans as explored in the Agency’s research activities over the course of 2021. The range of topics as a result is broad, from the growing diversity of employment across EU regions to developments in minimum wages, and of course the continuing impact of the COVID-19 pandemic.
Every year, Eurofound compiles a report summarising the key developments in minimum wages across EU countries. The report explains how minimum wages are set and describes the role of social partners, covering the evolution of statutory rates, collectively agreed wages and the national debates on these issues.
This report investigates the practical implementation of the European Works Council (EWC) Directive at company level. It explores the challenges faced by existing EWCs and provides examples of identified solutions and remaining issues from the point of view of both workers and management. The report looks at the way that EWCs meet the requirements of the EWC Directive in terms of establishing processes of information and consultation.
This report will map the existing regulations on telework in European Union Member States, including in legislation and collective agreements. It will present the most recent changes to these regulations and shed light on how the future of (tele)work could be regulated at both national and EU level, in order to improve working conditions in telework arrangements and reduce the risks associated with telework and with specific ways of working remotely.
The civil aviation sector has been deeply impacted by the COVID-19 pandemic. It is one of the most severe crises the sector has ever experienced, giving rise to a number of significant challenges for companies and workers alike. This study will explore the role of social dialogue and collective bargaining in how the sector is adapting to the pandemic. What kinds of changes have been introduced, either through social dialogue or collective bargaining? Are the changes temporary or permanent?
The hospital sector has been deeply impacted by the COVID-19 pandemic. Hospitals and their workers are on the frontline in the fight against the virus, and they face a number of significant challenges in terms of resources, work organisation and working conditions. This study will explore the role of social dialogue and collective bargaining in how the sector is adapting to the pandemic. What kinds of changes have been introduced, either through social dialogue or collective bargaining? Are the changes temporary or permanent?