Part-time work is an expression of the flexible organisation of working time.
Although it is often quoted as a "new" form of employment, its practice has a
long history in Greece. However, its legal framework has been moulded by the
special provisions of the so-called Law on Development of 1990 (Law
1892/1990, articles 37-9), which regulated for the first time the rights of
workers employed on part-time contracts.
The negotiating teams representing the Union of Industrial and Employers'
Confederations of Europe (UNICE), the European Trade Union Confederation
(ETUC) and the European Centre of Enterprises with Public Participation and
of Enterprises of General Economic Interest (CEEP) reached a draft framework
agreement on part-time work in the evening of 14 May 1997.
This feature is drawn from a report to the Labour Relations Commission,
entitled /Competitive strategies and employee relations in the Irish retail
sector/ and written by Majella Fahy of the Graduate School of Business,
University College Dublin.
The Spanish chemicals sector agreement signed in April 1997 takes into
account the national agreement on labour market reform recently concluded by
unions and employers, with respect to types of employment contract and
temporary employment agencies
Luxembourg's Economic and Social Council has recently responded to a
government request for its opinion, with a view to reforming the Law of 12
June 1965 relating to collective agreements and of the Grand-Ducal Order of 6
October 1945 dealing with the National Conciliation Office (Office National
Strikes in the Port of Rotterdam in the early months of 1997 demonstrate once
again its distinctive position in the Dutch system of industrial relations.
The ongoing process of reorganisation in the mixed-cargo sector, which has a
long tradition of trade unionism, is responsible for regular labour disputes
in the form of court action and both organised and wildcat strikes .
On 22 May 1997, a new employment alliance for eastern Germany was concluded
between the German Federal Government, the German Trade Union Federation
(DGB), the German Salaried Employees' Union (DAG), the Confederation of
German Employers' Associations (BDA), the Confederation of German Industries
(BDI), the German Association of Chambers of Commerce (DIHT), the Central
Association of German Crafts (ZDH) and the Associations of the Credit
Institutions (Kreditgewerbe). Its primary objectives are to: speed up the
transformation process of the eastern German economy; boost growth; reduce
unit labour costs; stabilise employment in 1997 at the level of 1996; and
create 100,000 new jobs in each of the following years.
On 13 January 1997, an agreement was signed on the introduction of new shop
opening hours. Since 1990 shops have been allowed to open on a 24-hours a day
basis in the wake of legislation to deregulate shop opening hours (article
42, Law 1892/1990) in line with the then Conservative Government's policies
on liberalisation. In late 1996, a number of businesses - members of the
employers' organisation, SELPE- proceeded to introduce later working hours on
Saturdays in Athens and its outer suburbs. In parallel, they took joint
action with other bodies (including the Athens municipal authority and the
Chamber of Commerce and Industry) to try to introduce Sunday shop opening. In
response, the unions announced that they would fight this initiative and that
they would demand amendments to Law 1892/1990.
A two-year collective agreement was approved by the 225,000 employees in the
government sector (DK9702103N ) and the 662,000 employees in the county
and municipal bargaining area, offering a 4.25% pay increase, wage adjustment
schemes, and improved pension and maternity leave provisions. However the
1997 collective bargaining rounds represented more than adjustments of pay,
pensions and maternity leave; it was, as the Minister of Finance, Mogens
Lykketoft said, "a peaceful wage revolution", introducing a more flexible and
decentralised salary-scale system.
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, launched in April 2020, with five rounds completed at different stages during 2020, 2021 and 2022. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.
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.
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.
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.
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?
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 paper provides an analytical summary of state of the art academic and policy literature on the impact of climate change and policies to manage transitions to a carbon neutral economy on employment, working conditions, social dialogue and living conditions. It maps the key empirical findings around the impact of climate change and the green transitions on jobs, sectors, regions and countries in Europe, identifying the opportunities and risks that climate change policies bring to European labour markets.
Lockdown measures and the economic shift following the COVID-19 pandemic has resulted in a widening of the gender divide between men and women, putting at risk some of the gender equality gains that had been made in previous years. This report analyses changes in the distribution of paid and unpaid work, along with care and domestic responsibilities, among men and women during the crisis. It also explores the impact of the pandemic on the well-being of women and men.
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.
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.
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.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the textiles and clothing 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.