On 20 February 1997, Parliament adopted a law establishing retirement savings
funds. This legislation has a dual objective. Firstly, to provide private
sector employees with a new retirement cover financed by capitalisation, and
secondly, to strengthen the Paris financial market and balance the growing
power of foreign institutional investors.
In November 1996, the UK Government failed in its attempt to have the 1993
Directive on certain aspects of the organisation of working time (93/104/EC)
- which lays down specific requirements concerning weekly hours, holidays,
shifts and other patterns of work - annulled by the ECJ. The DTI launched
consultations with business organisations on implementation of the Directive
in December 1996, and the process was completed in March 1997. The DTI is now
analysing the responses, but is unlikely to produce the results until some
time after the 1 May general election.
On 19 March 1997, the European Commission launched the second stage of
consultations with the social partners under the Maastricht Agreement on
social policy on the proposal for an EU policy to counter sexual harassment
at work. At this second stage, the social partners will be able to choose
whether to go down the route of negotiation - leading to a framework
agreement which can be given legal validity at the EU level. The alternative
would be to submit their views in anticipation of a policy initiative
emanating from the Commission.
Under the terms of the Works Constitution Act  (Betriebsverfassungsgesetz,
§§ 111f), a procedure known as "reconcilement of interests "
(Interessenausgleich) aims at reconciling the positions of the employer and
the workforce in case of a proposed substantial alteration of the
establishment, or of bankruptcy. This involves weighing the respective
interests against one another, as well as reaching an agreement on the
procedure of change and the necessary human resource planning. Detailed
arrangements for the subsequent implementation of the changes are then
subject to the co-determination rights of the works council . In cases
where the employer makes no attempt to arrive at an agreed reconcilement of
interests, or without compelling reasons fails to abide by one, employees who
are dismissed or suffer economic disadvantage as a result may claim
compensation for the loss of their job. A social plan  (Sozialplan) is a
programme drawn up in the form of a special works agreement 
(Betriebsvereinbarung) between the employer and the works council, and
resembles a special form of redundancy programme. It contains the
compensation packages and the human resource policies available to the
employees affected by the changes. There is no obligation to draw up a social
plan, provided that: the proposed alteration to the establishment consists
solely of dismissals; certain maximum limits in terms of a percentage of the
total workforce are not exceeded; or the case involves a newly formed
A working group set up by the Standing Committee of the European Central
Banks' Trade Unions met in Ferreira do Zêzere in March, and issued a
declaration relating to the rights of workers involved in the production and
circulation of the Euro.
Health and safety at work has arisen as a very serious matter of social
concern over recent years and has become a focus of interest for both the
state and the social institutions concerned. The magnitude and complexity of
the problem and the need to find direct and effective solutions have induced
both employers and employees to examine the problem of occupational hazards
and conditions affecting the working environment in general. It is estimated
that in Greece the national economy is burdened by GRD 20 billion a year due
to accidents at work (excluding costs of medical care). The Social Insurance
Foundation (IKA) alone receives 25,000 reports of accidents at work a year.
The problem is even bigger if we add in the cost of occupational illnesses
which remain undiagnosed, since these are ignored by the official statistics.
At the beginning of March the first steps were taken towards the creation of
the first "European super union". One of Britain's biggest trade unions, the
General, Municipal and Boilermakers' Union (GMB), signed a joint membership
agreement with the German chemical workers' union. The deal between the GMB
and IG Chemie-Papier-Keramik means that 1.8 million workers will be entitled
to joint membership. Although the two unions may not provide the same
services, UK workers in Germany can expect legal advice, support from
representatives, and training facilities, while German workers in the UK can
expect legal advice, health and safety information and financial benefits
(Record DE9703206N ).
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.
The European Jobs Monitor tracks changes in employment structure and contributes to the debate about whether European labour markets are polarising or upgrading. The European Jobs Monitor report in 2021 looks in particular at two dimensions of change in labour supply – increased female participation and population/workforce ageing – to show how they can contribute to an understanding of recent changes in employment structure.
This study presents policy-relevant findings on differential pay rates for men and women at occupational level. Previous research has underlined that the gender pay gap is biggest – and has been slowest to narrow – in well-paid jobs requiring professional qualifications. These are also jobs in which the female worker share is increasing relatively fast. The report maps the extent of the gender pay gap across the job-wage distribution, taking into account the shifting gender composition of specific sectors, occupations and jobs.
While often considered staid, social partner organisations have developed different ways of using technology to communicate with their members, as well as to organise, mobilise and develop both internally, among staff, and externally, vis-à-vis members and the public. This topical update maps current practices in social partner organisations, describes developments in the use of technologies, and outlines the impact on social partner activities and organisation.
What have been the major trends and policy developments regarding digitalisation in Europe? What do we know about the deployment of automation, digitisation and the platform economy? This flagship publication provides an overview of developments in Europe in recent years, as well as mapping the observable or expected effects on employment and working conditions, as well as exploring the implications from a policy perspective.
This report analyses and compares the industrial relations landscape in a number of sectors and activities that form a public service cluster. The report draws on Eurofound’s recent representativeness studies investigating the following sectors: education, human health, central government administration and local and regional government sector (including social services).
The COVID-19 pandemic radically reshaped workplace practices and work organisation across the EU. This report explores changes that occurred as a result of or during the COVID-19 pandemic in areas such as technological transformation, decision-making and remote working. The research sets out to learn from company experiences and measures that have proved critical to keeping businesses running. It aims to inform policymakers, employers and trade unions on how to make businesses, workplaces and workers more resilient in the face of a crisis such as COVID-19.
Following improvements in economic growth and labour market participation after the global financial and economic crisis, the COVID-19 pandemic constitutes a new, unprecedented challenge for the EU. The crisis threatens to pose an existential challenge to the EU’s cohesion and legitimacy. The subject of upward convergence is once again centre stage in the European policy debate. Expanding on work done on this topic in previous years, this flagship report traces developments in economic and social indicators between the economic crisis and the onset of the COVID-19 pandemic.
This report captures the impact of the COVID-19 crisis on the quality of life of older citizens, including the impact on their well-being, finances, employment and social inclusion. It explores the effects on care use and reliance on other support. The report analyses policy measures that have been implemented in EU Member States that have proven particularly important for the quality of life of older citizens, for example, measures to support independent living.
This report examines the phenomenon of overtime in the EU, providing a comparative description of how it is regulated in EU Member States. It also assesses how contentious the issue can be and investigates the reasons behind the various disputes and debates. Finally, the report attempts to quantify and characterise the share of overtime for which workers are not paid or compensated. The analysis is based on information collected in EU Member States by the Network of Eurofound Correspondents.
As the EU embarks on the transition to a climate-neutral economy, it is crucial to understand the impact of such a transition on production models, employment, work organisation, working conditions, social dialogue and citizens’ lives and living conditions.