On 22 April 1997, the management board at Ford Germany and the company works
council (Gesamtbetriebsrat) signed a new works agreement to secure
investment. In the agreement, Ford management promises new investments at the
five German Ford plants at Cologne, Düren, Berlin, Wülfrath and Saarlouis.
Although the exact figures have not been published it is estimated that
investments will total about DEM 10 billion in the next few years.
On 15 April 1997, the Almega Industrial and Chemical Association and the
Industrial Union concluded a new collective agreement on wages and general
terms and conditions of employment for blue-collar workers in the
pharmaceutical, rubber, plastic and paint industries. It runs from 1 June
1997 to 30 April 1998.
A new pay award announced in April by the Agricultural Wages Board (AWB) for
England and Wales after two days of talks, gives farm workers a minimum wage
of GBP 4.12 per hour. The AWB is the only wages council - setting statutory
minimum pay rates for a particular sector - left in the UK after the rest
were abolished in 1993 (UK9703112F ). When the Conservative Government was
originally looking at abolishing the wages councils in 1986, the proposal was
delayed because employers were not in favour of them being abolished, as they
at least set some minimum floor of standards with which employers could work.
The case for this was made most strongly by agricultural employers, and this
was why the AWB was left in place after 1993.
On 6 April 1997, the Norwegian Confederation of Trade Unions (LO) and the
Confederation of Norwegian Business and Industry (NHO) agreed on a proposal
for an agreement which they could recommend to their members in this year's
bargaining round. LO won acceptance for its demands on the extension of the
voluntary early retirement scheme, while the pay increases agreed centrally
may be described as moderate.
The recent proposal by the EU agriculture commissioner, Franz Fischler, to
alter the method of granting Community aid to olive farmers fell like a
bombshell in Spain. This reform would not only have serious economic
repercussions, but would also lead to the loss of at least 70,000 jobs,
according to some trade unions in the sector. Farm-owners' organisations,
cooperatives, trade unions and the regional and central administrations have
rejected the proposal and are preparing all kinds of protest action.
The President of the French Republic's decision to dissolve the National
Assembly and to call early legislative elections in May-June 1997 has
prompted numerous reactions from the unions, which fear the beginning of a
shift towards liberal economic policies.
On 2 April 1997 it became public that during the ongoing collective
bargaining at the German automobile company, Volkswagen, management had made
a proposal to create a new "internal temporary employment agency"
(Zeitarbeitsgesellschaft). Depending on the incoming orders, the agency's
newly hired employees would be set to work at the different Volkswagen
plants. Volkswagen proposed to pay the new temporary employees under the
terms and conditions of the current branch-level collective agreement in the
In April 1997, the Norwegian Supreme Court found the Government not guilty of
abusing compulsory arbitration in order to stop industrial conflict. The
Federation of Offshore Workers' Trade Unions (OFS), which brought the
domestic lawsuit against the Government, lost on all counts.
An international comparison of labour disputes from 1986 to 1995 by /Labour
Market Trends/ (April 1997) highlights that the UK had the fourth-lowest
strike rate of the 22 member countries of the Organisation for Economic
Cooperation and Development (OECD) in 1995. Only Austria, Switzerland and
Germany had a lower level of strikes than the UK. The UK strike rate has been
below the OECD average since 1986 and below the EU average since 1990.
Between 1991 and 1995 the average rate in the UK was 24 working days lost per
1,000 workers - an 82% fall over the previous five-year period. But the UK's
rise in the international "league table" of two places since 1994 took place
despite an increase in the strike rate itself.
In the framework of negotiations for the two-year National General Collective
Agreement covering the years 1996 and 1997, the GSEE (Greek General
Confederation of Labour) trade union confederation placed on the agenda of
discussions with the employers its demand for the reduction of weekly working
hours to 35 without a reduction in pay. The negotiations led to the creation
of a working party of technical experts from both sides of industry to study
the issue and its effects on employment and competitiveness.
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.
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.
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 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?
This policy brief will provide an update on upward convergence in the economic, social and institutional dimensions of the European Union, as outlined in the European Pillar of Social Rights and its accompanying Social Scoreboard.
Given that compliance with lockdown measures is a first line of defence against COVID-19, maintaining trust in institutions is vital to ensure a coordinated, comprehensive and effective response to the pandemic. This report investigates developments in institutional and interpersonal trust across time, with a particular emphasis on the COVID-19 pandemic period and its impact. It examines the link between trust and discontent and investigates the effect of multidimensional inequalities as a driver of distrust.
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.
The financial services sector is pertinent for studying the impact of digitalisation, as the main ‘raw material’ of the sector is digitally stored and processed. Process automation in the sector is likely to lead to significant job losses over the next 10 years, as the high street bank presence declines and the online bank presence increasingly accounts for a higher share of overall activity. Such trends have already been identified in bank restructurings captured in Eurofound’s European Restructuring Monitor.
The report provides an overview of the scale of teleworking before and during the COVID-19 crisis and gives an indication of ‘teleworkability’ across sectors and occupations. Building on previous Eurofound research on remote work, the report investigates the way businesses introduced and supported teleworking during the pandemic, as well as the experience of workers who were working from home during the crisis. The report also looks at developments in regulations related to telework in Member States and provides a review of stakeholders’ positions.
The impacts of the COVID-19 pandemic have varied across sectors, occupations and categories of worker (for instance, according to gender, age or employment status). Hours worked have declined the most in sectors such as accommodation services and food and beverage services, and in occupations heavily reliant on in-person interaction, such as sales work. At the same time, it’s in these sectors that labour shortages have become increasingly evident as labour markets have begun to normalise.
This report focuses on trends and developments in collective bargaining that were evident from the onset of the COVID-19 pandemic. It examines potential new strategic approaches and priorities incorporated in negotiation agendas, as well as collective bargaining practices and coordination at sector and company levels in the private sector.
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.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the electricity 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 electricity sector in the EU Member States.