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.
1997's collective bargaining in the private sector is concentrating on three
main issues: 100% wage compensation during maternity leave; further
negotiations over the pension scheme initiated in 1991; and a limited wage
increase to allow for inflation. The social partners in the different
bargaining areas are largely in agreement on the content of the new
collective agreements, but the central social partner organisations - the
Danish Confederation of Trade Unions (LO) and the Danish Employers'
Confederation (DA) - still cannot agree whether the new collective agreements
should be of two or three years' duration.
The Trades Union Congress (TUC) launched its campaign to put workers' rights
at the centre of the general election on 14 February 1997. The campaign,
which will cost GBP 1 million, includes newspaper and cinema ads, billboards
At the end of 1996, the major trade unions and employers' associations signed
the Second National Agreement on Continuing Training (II Acuerdo Nacional de
Formación Continua), which was later endorsed by a tripartite agreement
between these organisations and the Government. The new agreements build on
certain basic aspects of the continuing training system in Spain that was
started in 1993, though they also introduce some important innovations.
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
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.
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.
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.
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.
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.
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.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the gas 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 gas sector in the EU Member States.
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.
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 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.
Hospital and civil aviation workers have been severely impacted by COVID-19. While hospitals are on the frontline when it comes to fighting this global pandemic, civil aviation is experiencing the most challenging crisis ever encountered in the sector. This study explores how social dialogue and collective bargaining are playing a role in the way both sectors are adapting to the pandemic. What kind of changes have been introduced, either through social dialogue or collective bargaining? Are the changes temporary or permanent?
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.