An agreement on the reform of pay and conditions of employment covering a
million National Health Service (NHS) staff was concluded at the end of 2002
(UK0303104F [1]), and ratified later in membership ballots held by trade
unions (UK0306103N [2]). Separate negotiations between the government health
departments, NHS employers and the British Medical Association (BMA) - a
powerful professional association and the main trade union for more than
100,000 doctors - proved to be more difficult. The negotiation and
ratification of new contracts for 43,000 local doctors (general practitioners
or GPs), and for 27,000 hospital consultants and specialist registrars,
exposed serious tensions within the BMA and in its relationship with
government ministers. This feature first explores the completed contract
negotiations for GPs. It then outlines the main elements of a tentative
agreement on a new contract for hospital consultants reached on 17 July. If
this is accepted in a ballot of BMA members in August, it will end the threat
of industrial action by hospital doctors.
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
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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. The aim of this Eurofound study on representativeness is to identify the relevant national and European social partner organisations in the textiles and clothing sector in the EU Member States.
This report is carried out in the context of the three-year pilot project (2021–2023), ‘Role of the minimum wage in establishing the Universal Labour Guarantee’, mandated to Eurofound by the European Commission. Its focus is module 3 of the project, investigating minimum wages and other forms of pay for the self-employed. Out of concern for the challenging conditions faced by certain groups of self-employed workers, some Member States have established or are in discussions about proposing some statutory forms of minimum pay for selected categories of the self-employed.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the electricity 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 study on representativeness is to identify the relevant national and European social partner organisations in the electricity sector in the EU Member States.
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?
This report analyses the role of social dialogue and collective bargaining in addressing the challenges faced by the civil aviation sector during the COVID-19 pandemic. Social partner involvement in the measures introduced to mitigate the negative impacts of the pandemic varies across European countries. Social dialogue and collective bargaining played a prominent role in most countries, while in others they had a more limited role. The report also explores changes made to existing social dialogue and/or collective bargaining processes at national level.
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 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.
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.
This report offers the most up to date insight on the impact of the COVID-19 pandemic on the work and life of Europeans over the last two years. The main focus is on Eurofound’s e-survey Living, working and COVID-19 which was launched on 9 April 2020 just after the onset of the crisis. Through five rounds of the survey (two in 2020, two in 2021 and one in 2022), the range of questions changed to match the evolving situation and to understand the effects on the everyday lives of citizens and workers in the EU27.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the civil aviation 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.
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