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  • Article
    7 júl 2003

    On 24 June 2003, the Cologne Institute for Business Research (Institut der
    deutschen Wirtschaft Köln, IW) published the results of a survey [1] of 900
    firms with a total of 1.6 million employees, conducted in May 2003. The
    survey examined the vocational training situation in Germany. Whereas the
    Federal Labour Office (Bundesanstalt für Arbeit, BA) recently estimated that
    there would be a severe shortage of approximately 70,000 vocational training
    places in Germany in autumn 2003 (DE0305103F [2]), the IW results are more
    optimistic. According to the IW survey 'only' about 20,000 to 30,000 people
    are unlikely to find an apprenticeship place before new courses begin in the
    autumn

    [1] http://www.iwkoeln.de/default.aspx?p=content&i=16771
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/training-summit-debates-shortage-of-places

  • Article
    7 júl 2003

    On 3 June 2003, the European Commission presented a new Communication (COM
    (2203) 336 final) [1]) on immigration, integration and employment. The
    Communication reviews integration policies, at both national and EU level,
    and then goes on to suggest ways in which integration of immigrants could be
    promoted. It also looks at the potential impact which immigrants are likely
    to have on employment and economic growth, in the context of the ageing
    European workforce.

    [1] http://europa.eu.int/comm/employment_social/news/2003/jun/com2003336_en.pdf

  • Article
    7 júl 2003

    In his statement to parliament (Deutscher Bundestag) on 14 March 2003 about
    the government's Agenda 2010 programme of economic and social policy reforms
    (DE0303105F [1]), Chancellor Gerhard Schröder announced his intention to
    relax rules governing craft workers’ qualifications. Subsequently, on 28
    May 2003, the cabinet decided to make it easier to establish businesses in
    the craft industries. The current legislation, the Craft Trades Directive,
    stipulates that a 'master’s' certificate is the prerequisite for
    establishing or taking over a business in the craft sector. Currently,
    businesses in 94 craft industries have to be led by a qualified 'master'
    craft worker.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/chancellor-proposes-agenda-2010-to-revive-economy

  • Article
    7 júl 2003

    The European Commission launched on 16 June 2003 a new campaign aimed at
    raising awareness of discrimination in Europe. According to a recent
    Eurobarometer survey [1] on attitudes towards discrimination, most people in
    Europe believe that ethnic origin, religion, disability, sexual orientation
    or age can be an obstacle to finding employment. The survey also found that
    people feel that discrimination against ethnic minorities is the most
    widespread form of discrimination in the EU. Around one-fifth of those
    questioned in the survey said that they had personally witnessed
    discrimination on ethnic grounds. On a country basis, this ranged from 15% of
    respondents in Ireland to 35% in the Netherlands. Overall, only one in three
    respondents stated that they would know what their rights were if they were
    discriminated against.

    [1] http://www.stop-discrimination.info/fileadmin/pdfs/Eurobarometer.pdf

  • Article
    7 júl 2003

    On 12 June 2003, the delegates at a special conference held in Glasgow by the
    Fire Brigades’ Union (FBU) voted three to one in favour of accepting a
    revised pay deal agreed between the local authority employers and union
    negotiators. The following day, the pay agreement [1] was formally approved
    by the National Joint Council for Local Authorities’ Fire Brigades (NJC),
    bringing to an end the long-running pay dispute within the UK fire service.

    [1] http://www.lg-employers.gov.uk/documents/pay_conditions_stats/fire/njc-1-2003.pdf

  • Article
    7 júl 2003

    Over recent years, the Minister of Economy and Labour Affairs, Martin
    Bartenstein, has made several unsuccessful attempts to liberalise further the
    current regulations on shop opening hours, which were most recently amended
    in 1997 but are still seen as relatively restrictive (AT0101239N [1]). Any
    such extension of opening hours and working time was opposed by both the
    social partners and the political parties in parliament, except the
    conservative People’s Party (Österreichische Volkspartei, ÖVP)
    (AT0107221N [2]). However, in spring 2003, the coalition government of the
    ÖVP and the populist Freedom Party (Freiheitliche Partei Österreichs, FPÖ)
    reached agreement on further deregulation of the shop opening legislation.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/new-controversy-over-shop-opening-hours
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/negotiations-deadlocked-over-more-flexible-shop-opening-hours

  • Article
    7 júl 2003

    On 7 June 2003, the German Metalworkers' Union (Industriegewerkschaft Metall,
    IG Metall) and the employers' association for the German steel industry
    (Arbeitgeberverband Stahl) agreed on the phasing-in of a 35-hour working week
    in the eastern German steel industry by 2009. Collectively agreed working
    time in the eastern steel industry is currently 38 hours a week, while a
    35-hour week applies in the sector in western Germany. The new framework
    agreement on employment conditions [1] (Manteltarifvertrag) now provides for
    a step-by-step reduction in standard working time as follows:

    [1] www.eurofound.europa.eu/ef/efemiredictionary/framework-agreement-on-employment-conditions

  • Article
    7 júl 2003

    On 25 June 2003, the Confederation of British Industry (CBI) published a
    report report [1] urging the government to protect the right of UK employees
    to work more than 48 hours a week if they choose to.

    [1] http://www.cbi.org.uk/ndbs/press.nsf/0363c1f07c6ca12a8025671c00381cc7/a25d7307dd360bf880256d4f002e09d0/$FILE/Working Time Report.pdf

  • Article
    7 júl 2003

    The reduction of working time has become a central bargaining demand for
    Hungarian trade unions at national level in recent years. In Hungary, regular
    working time is regulated virtually solely by the Labour Code, as its
    reduction is rarely an issue for sectoral or company-level collective
    agreements. The 40-hour statutory working week has not changed since 1992,
    though a minor decrease in annual working time took place in the 1990s owing
    to the introduction of new public holidays. Although the 2002 election
    programme of the Hungarian Socialist Party (Magyar Szocialista Párt,MSZP
    [1]), now the major party in the coalition government, made promises
    concerning the reduction of working time (HU0206101F [2]), until now the
    government has not acted on this issue.

    [1] http://www.mszp.hu/
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/victorious-mszp-promises-comprehensive-reform-of-industrial-relations-system

  • Article
    7 júl 2003

    According to Latvian labour law, the minimum wage paid may not be lower than
    the minimum set by the government. The national minimum wage is not linked to
    any economically-based income indicator, with the cabinet determining the
    minimum wage for 'normal-time' employees and the minimum hourly rate on the
    basis of fiscal and social considerations. From a very low level - EUR 3.48
    in 1992 (1 LVL currently equals 0.661 EUR) - the monthly minimum wage has
    increased to EUR 105.9 in 2003. The government: raised the minimum wage twice
    in 1992 (to EUR 5.07 and EUR 11.35); doubled it in 1993 (to EUR 22.70);
    raised it twice in 1994 (to EUR 34.04 and EUR 42.36); increased it in 1996
    (to EUR 57.49), 1998 (to EUR 63.54), 1999 (to EUR 75.64) and 2001 (to EUR
    90.77); and set it at EUR 105.9 from 1 January 2003.

Series

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  • Minimum wages in the EU

    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.  

  • COVID-19

    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, conducted in three rounds – in April and July 2020 and in March 2021. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.

  • European Working Conditions Surveys

    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.

  • European Restructuring Monitor

    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.

  • Challenges and prospects in the EU

    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.

  • European Company Survey 2019

    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. 

  • National social partners and policymaking

    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).

  • New forms of employment

    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.

  • European Company Surveys

    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.

Forthcoming publications