Fundação Europeia para a Melhoria das Condições de Vida e de Trabalho
A agência tripartida da União Europeia que disponibiliza informação com o objetivo de contribuir para o desenvolvimento de melhores políticas sociais, de emprego e laborais
A agência tripartida da União Europeia que disponibiliza informação com o objetivo de contribuir para o desenvolvimento de melhores políticas sociais, de emprego e laborais
According to a recent study of 1997 provisions by the Institute for Economics
and Social Science (Wirtschafts- und Sozialwissenschaftliches Institut, WSI),
most employees in Germany receive a collectively agreed holiday bonus, though
there are significant sectoral differences in the amount of the bonus. While
most employees are due 30 days' paid leave per year, the average annual
holiday bonus for a blue collar worker in a middle-range income group ranges
between DEM 200 and DEM 2,587.
After 18 years in the wilderness, being frozen out of influence in the
corridors of government by Conservative administrations, trade unions have
been informed that they will be offered places on working groups being formed
to advise various government departments. The Trades Union Congress (TUC)
reports a substantially changed mood in Whitehall and Westminster, after
years of unions being systematically excluded from representing their
members.
During the last few months the attention of Italian industrial relations
practitioners has been drawn by two new kinds of agreement - "gradual
alignment" agreements and so-called "discount agreements". They are quite
different, but both deal in a distinct way with the same problem: wage
flexibility. A deeper analysis of their origins and scope is important, as
the issue of wage flexibility is one of the most prominent in the debate on
the reform of Italian industrial relations, and is put forward with
increasing emphasis by employers' organisations, also with reference to the
forthcoming revision of the tripartite agreement of July 1993, which is due
to start at the end of June 1997.
Since the original introduction of early retirement schemes some 20 years
ago, the number of employees aged 60-66 taking early retirement has more than
tripled, from about 40,000 in 1980 to 127,000 in February 1997, equal to more
than two-thirds of everyone in that age group. In 1976 more than 75% of all
men remained in the labour force until they were 65; today only 28% stay on
until they become entitled to a pension at 67. Over the course of the last 20
years the average age of those taking early retirement has fallen from 63 to
60. TheMinistry of Finance estimates that there will be 160,000 recipients of
early retirement benefits by 2005, whereas theDanish Employers' Confederation
(DA) estimates that this figure will double to some 260,000 people. The wide
difference of opinion between the government estimates and those of the DA
accounts for the disagreement as to whether legislation is needed to stem the
flow of those opting to take early retirement.
On 30 May 1997 the Swedish Transport Workers' Union and the Swedish Service
Employers' Association concluded the first collective agreement on wages and
general terms of employment for blue-collar workers employed by temporary
employment agencies.
The demonstration for jobs originally organised by the European Trade Union
Confederation for 28 May 1997, actually took place in France on 10 June, due
to the timing of the general election.
A June 1997 decision by the Supreme Court of Appeal in Greece, affecting
mainly public servants, imposes new conditions on the provision of family
benefits, which until now had been granted to only one of the marriage
partners.
Entrusted with facilitating partnership between employers, employees and
unions, a National Centre for Partnership was formally established on 15 July
1997, meeting a government commitment in Ireland's three-year economic and
social pact, /Partnership 2000/ (IE9702103F [1]).The Centre's activities will
be directed towards facilitating trust and partnership between employers,
employees and unions and, in this regard, it will seek to facilitate
appropriate agreed local arrangements rather than to prescribe particular
partnership mechanisms.
Spanish trade unions and employers' organisations recently agreed on a major
labour market reform. The three objectives of the "April agreements" of 1997
are to reduce the instability of the labour market, to promote collective
bargaining, and to plug the gaps in sectoral regulation that were left
following the final repeal of the Labour Ordinances.
Over the last 10 or so years, the Dutch labour market has been characterised
by increasing flexibility and fragmentation. There is greater variety and
flexibility with respect to working time, pay, job descriptions, the location
of work and the term and type of employment contracts. Part-time work has,
for example, become very popular in the Netherlands. More than one in every
three Dutch employees (mainly women) has a part-time job, in contrast to an
average of one in seven for the EU as a whole. There are also various types
of contract flexibility, such as temporary work, freelance work, on-call
employment, homeworking and teleworking. Whilst the percentage of flexible
employment contracts stood at 7.9% of the working population in 1987, by 1995
it had increased to 10% (Arbeidsverkenning 1987/94. CBS (Central Statistics
Bureau) (1995)). Nowhere else in Europe does temporary work (through private
temporary employment agencies) flourish as it does in the Netherlands.
Temporary workers constitute about 3% of the total available labour supply.
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 2009, the second edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
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 2013, the third edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
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 policy brief provides facts and figures on the working life and job quality of so-called ‘essential workers’ and is based on data from the European Working Conditions Telephone Survey (EWCTS) extraordinary edition 2021. It will define various subgroups of essential workers, describe the challenges they face and outline the type of responses provided, or being developed, to address those challenges.
The urban-rural divide in EU countries has grown in recent years, and the depopulation of certain rural areas in favour of cities is a challenge when it comes to promoting economic development and maintaining social cohesion and convergence. Using data from Eurofound and Eurostat, this report will investigate the trends and drivers of the urban-rural divide, in various dimensions: economic and employment opportunities, access to services, living conditions and quality of life.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the professional football 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’s study on representativeness is to identify the relevant national and European social partner organisations in the professional football sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the furniture 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’s study on representativeness is to identify the relevant national and European social partner organisations in the furniture sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the extractive industries 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’s study on representativeness is to identify the relevant national and European social partner organisations in the extractive industries sector in the EU Member States.
Digitisation and automation technologies, including artificial intelligence, are rapidly evolving, and becoming increasingly powerful and pervasive. While the implications of digital technologies on ethics and working conditions should be explored as they emerge, it is also important to anticipate any unintended effects that raise new ethical challenges. Drawing on different research methods and building on previous research, this report examines the effects of digital technologies on fundamental rights, ethical principles and working conditions.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the woodworking 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’s study on representativeness is to identify the relevant national and European social partner organisations in the woodworking sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the construction 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’s study on representativeness is to identify the relevant national and European social partner organisations in the construction sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in European sectoral social dialogue taking place at cross-sectoral level. 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’s study on representativeness is to identify the relevant national and European social partner organisations at cross-sectoral level in the EU Member States.
This report maps and analyses key dimensions and indicators of industrial relations in the EU. It expands on the four key indicators identified in Eurofound’s 2016 study: industry democracy, industrial competitiveness, job and employment equality, and social justice. With a key focus on industrial democracy, the report provides an in-depth analysis of divergence and convergence patterns across countries. The analysis also includes the development of a composite indicator and an integrated indicator for all four industrial relations dimensions.
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