Publications

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Latest publications

  • Article
    22 júl 2003

    On 28 June 2003, a dispute over the introduction of a 35-hour working week in
    the eastern German metalworking industry ended when the German Metalworkers'
    Union (Industriegewerkschaft Metall, IG Metall) called off a four-week after
    negotiations finally broke down without any agreement being reached. The
    negotiating parties on the employers' side were the federal employers'
    association for the German metalworking and electrical industry,
    Gesamtmetall, and two regional employers' associations for the metalworking
    industry in the eastern states (Länder) of Berlin, Brandenburg and Saxony -
    Verband der Metall- und Elektroindustrie in Berlin und Brandenburg (VME) and
    Verband der Sächsischen Metall- und Elektroindustrie (VSME).

  • Article
    22 júl 2003

    Although the Danish social partners have for many years sought to present
    older workers as a vital resource for the labour market, describing them as
    'the grey gold' (Det grå guld), new studies from the Confederation of Danish
    Trade Unions (Landsorganisationen i Danmark, LO) and Danish Employers’
    Confederation (Dansk Arbejdsgiverforening, DA) show that the older people are
    when they become unemployed, the less is their likelihood of getting back
    into employment. As many as 16.2% of people in the 53-57 age group who lost
    their job before the end of 2000 were still unemployed two years later, while
    the corresponding figure for the 30-39 age group was only 5.4%. While it
    becomes increasingly difficult for all age groups to return to employment the
    longer they are unemployed, the chance of finding a new job is much smaller
    for peopled aged over 53 than for younger groups. Each time an unemployed
    person aged 53 years or over celebrates his or her birthday, the risk of
    ending up long-term unemployed increases by up to 50%. These figures come
    from an LO report entitled /Focusing on employment/ (Øje på beskæftigelsen
    [1]) which was published in May 2003 and are based on figures from the
    Ministry of Employment.

    [1] http://topmoede.dk/smmedia/OPB maj 2003 i PDF-format.PDF.PDF?mb_GUID=5B07F632-6EFD-41BA-A381-DB801D66A851.PDF

  • Article
    21 júl 2003

    EU Directive 96/71/EC concerning the posting of workers in the framework of
    the provision of services [1] seeks to avoid 'social dumping' by ensuring
    that a minimum set of rights is guaranteed for workers posted by their
    employer to work in another country. The basic principle is that the working
    conditions and pay in effect in a Member State should be applicable both to
    workers from that State, and those from other EU countries posted to work
    there. The Directive covers undertakings established in a Member State,
    which, in the framework of the transnational provision of services, post
    workers to the territory of another Member State.

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31996L0071&model=guichett

  • Article
    21 júl 2003

    EU Directive 96/71/EC concerning the posting of workers in the framework of
    the provision of services [1] seeks to avoid 'social dumping' by ensuring
    that a minimum set of rights is guaranteed for workers posted by their
    employer to work in another country. The basic principle is that the working
    conditions and pay in effect in a Member State should be applicable both to
    workers from that State, and those from other EU countries posted to work
    there. The Directive covers undertakings established in a Member State,
    which, in the framework of the transnational provision of services, post
    workers to the territory of another Member State.

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31996L0071&model=guichett

  • Article
    21 júl 2003

    This article examines the Spanish situation, as of June 2003, with regard to:
    legislation and collective bargaining on the pay and conditions of posted
    workers (ie workers from one EU Member State posted by their employer to work
    in another); the number of such posted workers; and the views of the social
    partners and government on the issue.

  • Article
    21 júl 2003

    EU Directive 96/71/EC concerning the posting of workers in the framework of
    the provision of services [1] seeks to avoid 'social dumping' by ensuring
    that a minimum set of rights is guaranteed for workers posted by their
    employer to work in another country. The basic principle is that the working
    conditions and pay in effect in a Member State should be applicable both to
    workers from that State, and those from other EU countries posted to work
    there. The Directive covers undertakings established in a Member State,
    which, in the framework of the transnational provision of services, post
    workers to the territory of another Member State.

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31996L0071&model=guichett

  • Article
    21 júl 2003

    EU Directive 96/71/EC concerning the posting of workers in the framework of
    the provision of services [1] seeks to avoid 'social dumping' by ensuring
    that a minimum set of rights is guaranteed for workers posted by their
    employer to work in another country. The basic principle is that the working
    conditions and pay in effect in a Member State should be applicable both to
    workers from that State, and those from other EU countries posted to work
    there. The Directive covers undertakings established in a Member State,
    which, in the framework of the transnational provision of services, post
    workers to the territory of another Member State.

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31996L0071&model=guichett

  • Article
    21 júl 2003

    This article examines the Portuguese situation, as of June 2003, with regard
    to: legislation and collective bargaining on the pay and conditions of posted
    workers (ie workers from one EU Member State posted by their employer to work
    in another); the number of such posted workers; and the views of the social
    partners and government on the issue.

  • Article
    21 júl 2003

    EU Directive 96/71/EC concerning the posting of workers in the framework of
    the provision of services [1] seeks to avoid 'social dumping' by ensuring
    that a minimum set of rights is guaranteed for workers posted by their
    employer to work in another country. The basic principle is that the working
    conditions and pay in effect in a Member State should be applicable both to
    workers from that State, and those from other EU countries posted to work
    there. The Directive covers undertakings established in a Member State,
    which, in the framework of the transnational provision of services, post
    workers to the territory of another Member State.

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31996L0071&model=guichett

  • Article
    21 júl 2003

    EU Directive 96/71/EC concerning the posting of workers in the framework of
    the provision of services [1] seeks to avoid 'social dumping' by ensuring
    that a minimum set of rights is guaranteed for workers posted by their
    employer to work in another country. The basic principle is that the working
    conditions and pay in effect in a Member State should be applicable both to
    workers from that State, and those from other EU countries posted to work
    there. The Directive covers undertakings established in a Member State,
    which, in the framework of the transnational provision of services, post
    workers to the territory of another Member State.

    [1] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31996L0071&model=guichett

Series

  • 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, 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.

  • Sectoral social dialogue

    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.

  • 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.  

  • 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