Compared to many other western industrialised countries, Germany has the
image of being a high-wage economy with a relatively low inequality of
incomes and living standards. This is mainly the result of the German system
of branch-level central collective bargaining (Flächentarifvertrag), where
almost all employees in any sector receive the same basic payment.
Nevertheless, it is not widely known that there is still a large number of
sectors and areas of employment where collectively-agreed basic wages and
salaries are relatively low. This is the main finding of a recent study by
the Institute for Economics and Social Science (Wirtschafts- und
Sozialwissenschaftliches Institut,WSI) on low wages in Germany
("Niedriglöhne. Die unbekannte Realität: Armut trotz Arbeit", Gerd Pohl &
Claus Schäfer (eds), VSA-Verlag Hamburg (1996)). The study was inspired by
the European Commission which, in 1993, adopted an Opinion on an equitable
wage, the main purpose of which was "to outline certain basic principles on
equitable wages, while taking into account social and economic realities".
The Ford Motor Company announced on 16 January 1997 that it was to cut 1,300
jobs at its Halewood plant on Merseyside (in the north-west of England) This
was after five days of speculation following a report in the /Observer/
newspaper that Ford wanted to install new efficient working practices, and
that it would threaten to build its new -generation Escort model elsewhere,
or close the plant altogether if trade unions did not agree to concessions.
It was confirmed on 16 January that production of the new-model Escort would
not include Halewood but instead be located at Saarlouis (Germany) and
Valencia (Spain), and furthermore that Halewood would also immediately reduce
its shift pattern to one shift per day. Because production of the old-model
Escort is due to be phased out by 2000, there appears to be a real threat of
the plant closing down altogether
The agreement was concluded on 11 February 1997 and sets out the ways in
which the financial recovery, growth and modernisation of the Italian rail
system will be brought about in line with the guidelines of the 1991
Directive on the development of Community railways (440/91/EEC). The deal was
signed by the Ministry of Transport, the state railways board (FS), and the
following railway trade union organisations: CGIL (the General Confederation
of Italian Workers); CISL (the Italian Confederation of Workers' Unions); UIL
(the Union of Italian Workers); the three confederations' respective sectoral
organisations - Filt-Cgil, Fit-Cisl and Uilt-Uil; and three non-confederal
organisations - Fisafs-Cisal (the autonomous rail trade union), Comu
(theUnited Train Drivers' Committee) and Sma ( the Train Drivers' Trade
Figures from the Confederation of Norwegian Business and Industry (
Næringslivets Hovedorganisasjon or NHO) show that over 530,000 working days
were lost in industrial conflict during the 1996 wage negotiations. These
figures cover only private sector companies which are members of NHO, but
nearly all industrial conflicts in 1996 took place within this area. This is
the highest number of working days lost since 1986, when Norway experienced a
major lockout in the private sector. In 1996, lawful strikes accounted for
all the lost working days, and the number of working days lost in strikes
alone (ie, excluding lock-outs) is thus the highest since the 1930s. The
major strikes all came in the private sector and among unions affiliated to
the Norwegian Confederation of Trade Unions (Landsorganisasjonen i Norge, or
LO). The Government did not, as often before, intervene to stop strikes with
compulsory arbitration. Three strikes accounted for the majority of lost
working days. These came in the metal industry, the hotel and restaurant
industry and in the electrical installation industry.
Some Portuguese sectors have been characterised by a widespread move away
from standard, regular and permanent jobs towards temporary forms of
employment, including irregular and casual work, homeworking and certain
forms of self-employment. These developments are the result of an interplay
between macroeconomic conditions, company strategy and labour legislation.
However, pressure is mounting amongst the social partners to counter further
fragmentation of standard employment statuses.
Late in 1996, Parliament passed legislation providing for changes in the
Employment Security Act that aroused the anger of the trade unions. Although
most of the new provisions apply from 1 January 1997, the most controversial
modification, in Section 2 of the Act, will not come into force until 1 July.
This will give trade unions and employers more time to adapt to the new rule
in the legislation which deals with the level of central bargaining and
The Institute for Economics and Social Science (Wirtschafts- und
Sozialwissenschaftliches Institut, WSI) has recently published its annual
examination of the previous collective bargaining round. It paints a rather
mixed picture of 1996, a year in which collective bargaining was overshadowed
by continuing relatively poor economic performance and a further increase in
unemployment. GDP grew by only 1.4% over the year, while at the end of the
year more than 4 million people were officially registered as unemployed.
In January 1997, the cement company, Blue Circle (BCC), and two of Britain's
largest trade unions, the Transport and General Workers Union (TGWU) and the
General Municipal and Boilermakers Union (GMB), agreed what has been
described as a "ground breaking" deal which gives a guarantee of job
security, in return for pay restraint and more flexible working arrangements.
Both the unions and the Labour Party see the agreement as a model for future
employee relations, which could go some way towards reviving the fortunes of
the British economy.
For the first time since 1960, the Belgian social partners have failed to
reach an intersectoral pay agreement and have instead accepted government
imposition of measures on employment and maximum pay increases. This
development runs counter to all traditions of free collective bargaining and
the autonomy of both sides of industry. It also appears to reinforce the
trend towards sector-level bargaining, away from intersectoral or
central-level bargaining, thereby widening the disparities between strong and
In recent years pressure has mounted on all parties involved to rethink and
revise the traditional policies and practices of Greek industrial relations
as well as to promote social dialogue between employers and employees. As a
result of changing conditions, some believe that a new era in industrial
relations and social dialogue has been inaugurated in Greece.
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.