Government plans to amend Finnish legislation to bring it into line with EU
equality law have recently proved controversial with the Finnish
Confederation of Salaried Employees (STTK). Following negotiations, further
discussion of the issue has been postponed to autumn 1997.
On 17 April 1997, the Spanish Parliament endorsed the new convergence
programme released by the Government, the /1997-2000 Stability Plan/.
Employers and unions have expressed certain doubts about this programme: the
employers' associations consider that it is feasible, but do not rule out the
possibility that a severer adjustment will be necessary than expected; the
trade unions suspect that the programme may involve cuts in social
expenditure and have expressed their disagreement with the privatisation plan
that accompanies it.
Some 25,000 blue-collar workers are covered by the agreement between the
Employers' Association of the Swedish Wood Products Industry and the Swedish
Wood Industry Workers' Union, reached on 4 April 1997. All employees receive
across-the-board minimum pay increases of SEK 1 per hour. In addition, the
local parties have SEK 0.95 an hour per worker at their disposal to allocate
on an individual basis. The settlement represents an overall increase in pay
/The European Foundation for the Improvement of Living and Working Conditions
is currently conducting a major research project on Equal opportunities and
collective bargaining in Europe, co-funded by DG V of the European
Commission. The aim is to assist in the complicated task of promoting equal
opportunities for women and men by means of collective bargaining. The
continuing project has at present reached the stage where the issues have
been defined, and national reports drawn up by a network of correspondents,
exploring the context of the issue in each of the 15 EU member states. A
consolidated report on stage one of the project has been prepared by Yota
Kravaritou of the European University Institute. /
On 8 and 9 April 1997 the Confederation of German Trade Unions (Deutscher
Gewerkschaftsbund, DGB) invited representatives from the trade unions,
employers associations and main political parties to an "Employment summit".
Just one year after the failure of the "Employment Alliance" (DE9702202F
), DGB aimed to renew the debate among the social partners and politicians
on how to create new employment in Germany. In January 1996 the social
partners and the Government had signed a joint statement in which all parties
agreed on the central aim of halving unemployment by 2000. Since then,
unemployment figures have not improved at all. On the contrary, in March 1997
nearly 4.5 million people were officially registered as unemployed - the
highest March figure since 1945.
After 10 months of discussions and three months of intense negotiations, in
April 1997 the main trade unions and employers' associations in Spain for the
first time reached an agreement on labour market reform. This is a bipartite
agreement which reduces the cost of dismissal and attempts to promote secure
employment. The Government is likely to introduce legislation to support the
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.
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.
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.
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.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the civil aviation 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 civil aviation 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 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.
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.