Since the beginning of the 1990s, the German system of centralised sectoral
collective bargaining (Flächentarifvertrag), which guarantees all employees
in a certain sector more or less the same basic income and working
conditions, has been under increasing pressure. With growing
internationalisation of capital and markets and an increasing pressure of
international competition, more and more employers and economic experts have
been demanding a more decentralised and company-related collective bargaining
system. German unification in 1990 brought a further dynamism to the debate.
Originally, all the relevant social partners agreed to transfer the western
collective bargaining system to eastern Germany, but because of the
continuing immense economic problems. more and more eastern employers became
dissatisfied with that decision. For instance, in the eastern metal industry
the proportion of employers who are members of an employers' association
decreased from 60% in 1991 to 36% in 1994 - though still covering between 55%
and 65% of the employees ("Ostdeutsche Tariflandschaften", Ingrid Artus and
Rudi Schmidt, in Die Mitbestimmung No. 11, p. 34-36 (1996)).
According to the study/, Analysis of the prevalence of home-based telework in
Denmark,/ carried out by Andersen Management International for the Ministry
of Research and Information Technology, it is estimated that the potential
number of people carrying out home-based telework will increase over the next
decade, from 9,000 at present to 250,000. The study defines home-based
telework as situations where 20% or more of work is carried out from a
home-based workplace using information technology. Home-based telework is
expected to be more efficient if it is limited to two to three working days a
On 13 March, after long debate between ministries, trade unions, and
provincial governments, the national Government submitted a reform package
covering the Arbeitslosenversicherungsgesetz(Unemployment Insurance Act), the
Fremdengesetz(Aliens Act), the Aufenthaltsgesetz(Residence Act), the
Ausländerbeschäftigungsgesetz(Aliens Employment Act), and the
Asylgesetz(Asylum Act). The aim is to homogenise the laws, to reduce
immigration to an absolute minimum compatible with human rights and the
Geneva Convention on the Rights of Refugees, and to improve the integration
of the resident foreign population. The reform package is now open to public
debate, and will be submitted to Parliament before the summer. Changes are
intended to take effect as of 1 January 1998.
At the end of February 1997, the social partners in Luxembourg's hospital
sector concluded a new collective agreement in a "cooperative" atmosphere.
The deal provides for pay increases and a reduction and reorganisation of
working hours for 5,000 employees.
On 5 March 1997, the Italian Prime Minister, Romano Prodi, informed the
political parties and social partners about the report drawn up by the
"Commission for macroeconomic compatibility of social expenditure", a
committee of experts established by the Government and chaired by Professor
Paolo Onofri. The proposals for reform deal with all the key elements of
public spending: healthcare, public assistance, and, of particular interest
for the industrial relations system, pensions and labour market policies.
This document drew critical reactions from the trade union confederations,
while the evaluation from the Confindustria employers' confederation was
On 18 March 1997, eight trade unions and 12 employers' organisations in
industry concluded an agreement on cooperation and the regulation of pay. Its
aim is to promote growth, profitability and competitiveness in industry. As
such, claim the parties, it will provide the necessary prerequisite for a
reduction of unemployment and form the basis for improvements in pay and good
On 3 March 1997 the UK's second largest general trade union, GMB, and the
German chemical workers' union IG Chemie-Papier-Keramik signed a unique
agreement on joint union membership. The agreement offers members of both
organisations, when working in each other's countries, the same support and
advice enjoyed by their own members.
The Institute of Management's recent survey of their male and female members
(A question of balance? A survey of managers' changing professional and
personal values", K Charlesworth, Institute of Management, London, (1997))
reports 52% of men as saying that their style is participative (compared with
60% of women respondents) with the same proportion of men and women (30%)
claiming to have a consensual approach. Their employing organisations seem to
have taken less notice of the Institute: only 15% of respondents described
their company culture as participative.
Stockauto, a vehicle storage and distribution firm, has signed a collective
agreement on some of the most controversial issues in the current debate on
reform of the Spanish labour market: the creation of secure employment, the
definition of the objective reasons for dismissal and the search for
procedures to make working time more flexible
On 18 March, the Government submitted a reform package to Parliament
addressing five civil service issues, among them the implementation of EC
Directive on working time (93/104/EC) in the civil service and more flexible
working time rules. Here we focus on the latter point. The new regulations
are expected to be voted on by Parliament in time to take effect on 1 June
The European Quality of Life Survey (EQLS) is carried out every four to five years since its inception in 2003, with the latest edition in 2016. It examines both the objective circumstances of people's lives and how they feel about those circumstances and their lives in general. It covers issues around employment, income, education, housing, family, health and work–life balance. It also looks at subjective topics, such as people's levels of happiness and life satisfaction, and perceptions of the quality of society.
This series brings together publications and other outputs of the European Jobs Monitor (EJM), which tracks structural change in European labour markets. The EJM analyses shifts in the employment structure in the EU in terms of occupation and sector and gives a qualitative assessment of these shifts using various proxies of job quality – wages, skill-levels, etc.
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 2016, the fourth 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 2015, the sixth 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 1996, the second 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 2001, which was an extension of the EWCS 2000 to cover the then 12 acceding and candidate countries. 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 2000, the third edition of the survey. The survey was first carried out in 1990.
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 first edition of the survey carried out in 2004–2005 under the name 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 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.
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.
Between 2021 and 2023 Eurofound is carrying out a pilot project on minimum wage on behalf of the European Commission. The question of how minimum wages and other forms of pay can be fixed for the self-employed is investigated as a part of this project through mapping national and sectoral approaches. Out of concern for the challenging conditions that the self-employed face, some Member States have established or are discussing establishing statutory forms of minimum pay for certain categories of self-employed.
The civil aviation sector has been deeply impacted by the COVID-19 pandemic. It is one of the most severe crises the sector has ever experienced, giving rise to a number of significant challenges for companies and workers alike. 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?
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.
This report analyses how working conditions, job quality and working life outcomes – such as work–life balance, health and well-being, and sustainability of work – changed between February 2020 and spring 2021. Following up on responses to the European Working Conditions Survey (EWCS) 2020, it explores the differences between three distinct groups of workers: those teleworking during the COVID-19 pandemic, those who continued to work on their employers' premises as frontline staff, and those who were furloughed or worked reduced hours.
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.