Eurofound od leta 2016 pozorno spremlja vključevanje nacionalnih socialnih partnerjev v oblikovanje politik v ciklu evropskega semestra. Leta 2020 je bil poudarek na njihovem vključevanju v prvih mesecih izbruha pandemije covida-19. Čeprav je pandemija pomenila velik izziv za socialni dialog, rezultati analize kažejo, da je lahko socialni dialog učinkovito orodje pri oblikovanju političnih pobud in iskanju rešitev za izredne razmere, ki prizadenejo podjetja, delavce, gospodarstvo in družbo.
This year’s theme to mark International Women’s Day on 8 March is Choose to Challenge (or #ChooseToChallenge, if you prefer). The idea is to highlight that ‘from challenge comes change’ and that ‘we can all choose to challenge and call out gender bias and inequality’.
V tem glavnem poročilu so povzeti ključni izsledki raziskave Eurofounda o delovnih razmerah, ki je potekala v programskem obdobju 2017–2020. Opisan je napredek pri izboljšanju delovnih razmer po letu 2000, proučeno pa je bilo tudi, ali so imeli vsi delavci enake koristi od pozitivnih sprememb. Izpostavljeno je, pri katerih skupinah je tveganje za slabe delovne razmere in zapostavljenost največje. Glede na spremembe v svetu dela so opredeljeni novi izzivi za visoko kakovost delovnih mest.
While 2020 may come to be seen as the year platform work gathered pace and started to go mainstream – thanks in large part to COVID-19 containment measures sparking an increase in food and grocery delivery – 2021 could be the year that regulation of platform work is set in motion. The well-known taxi and delivery platforms, like Deliveroo and Free Now, have been criticised from their inception for applying conditions of employment that simultaneously deny their workers the entitlements of an employee and the autonomy enjoyed by the self-employed. But platform work need not be the job of last resort. It is fundamentally a new means of matching supply and demand for paid labour, and it could be an engine for innovation and employment growth. It’s time for policymakers to steer it along a path that better balances the interests of platforms and workers.
To date, close to six million workers in the EU have lost their jobs due to COVID-19. Many businesses have closed their doors forever or been pushed to the brink, bringing severe financial and psychological hardship to the individuals and families affected. However, the toll of the pandemic could have been even greater had it not been for the adoption of unprecedented assistance measures in all Member States, supported by the European Union, including through the SURE (Support to mitigate Unemployment Risks in an Emergency) initiative in 18 countries. But have these policies benefited different groups in the labour market equally, or have they cemented existing inequalities in access to support, effectively creating two worlds of income support during the pandemic?
The Eurofound style guide is designed to be used by all Eurofound authors – both internal and external – and those who are involved in the process of editing the different products. Use of the style guide will help Eurofound to deliver high-quality information products and so increase our visibility and influence as part of the overall strategic objective ‘to provide scientifically sound, unbiased, timely and policy relevant knowledge that contributes to better informed polices to improve living and working conditions and strengthen cohesion in a changing Europe’.
Despite the unusually tough economic and labour market conditions, most EU Member States made nominal and real increases to their minimum wages in 2020. This is what a first overview of recent minimum wage developments reveals. Some countries lived up to earlier promises or pre-agreements, while other countries strayed somewhat off their original path but still maintained the overall trend of increasing minimum wages in line with other wages. Although most countries were cautious in the level of increase granted, low inflation rates meant that the value of minimum wages still went up beyond rises in consumer prices. For the time being, at least, it can be concluded that the policy response in the context of the COVID-19 pandemic is distinct from the approach taken during the global financial crisis, when a greater number of countries moved quickly to freeze nominal minimum wages.
The employment fallout of COVID-19 has been a story of two types of service work. Office-based knowledge workers have largely kept their jobs and incomes while participating in the huge and apparently successful ad hoc social experiment in working from home. Client-facing service workers have borne the brunt of the lockdowns and the steep declines in demand for in-person services in restaurants, hotels, leisure and the arts. The upshot is that, unlike the ‘mancession’ following the global financial crisis, the first impacts of the pandemic have fallen disproportionately on low-paid female workers. But to see this in the statistics, we must start by looking beyond the unemployment rate.
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.
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.
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.
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.
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.
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.
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.
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).
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 fifth round of Eurofound's e-survey, fielded from 25 March to 2 May 2022, sheds light on the social and economic situation of people across Europe two years after COVID-19 was first detected on the European continent. It also explores the reality of living in a new era of uncertainty caused by the war in Ukraine, inflation, and rising energy prices.
This report will map the existing regulations on telework in European Union Member States, including in legislation and collective agreements. It will present the most recent changes to these regulations and shed light on how the future of (tele)work could be regulated at both national and EU level, in order to improve working conditions in telework arrangements and reduce the risks associated with telework and with specific ways of working remotely.
As part of a process to collect information on essential services, the European Commission (DG EMPL) requested Eurofound to provide input on certain aspects of existing and planned measures in the Member States to improve access to essential services, in reference to Principle 20 of the European Pillar of Social Rights. The scope of the exercise included energy services, public transport and digital communications, and the focus was on people at risk of poverty or social exclusion (in practice, people on low incomes in most cases).
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?
This report explores the association between skills use and skills strategies and establishment performance, and how other workplace practices, in terms of work organisation, human resources management and employee involvement, can impact on this. It looks at how skills shortages can be addressed, at least in part, by creating an environment in which employees are facilitated and motivated to make better use of the skills they already have. This further supports the business case for a more holistic approach to management.
This report focuses on trends and developments in collective bargaining that were evident from the onset of the COVID-19 pandemic. It examines potential new strategic approaches and priorities incorporated in negotiation agendas, as well as collective bargaining practices and coordination at sector and company levels in the private sector.
This policy brief will provide an update on upward convergence in the economic, social and institutional dimensions of the European Union, as outlined in the European Pillar of Social Rights and its accompanying Social Scoreboard.
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.
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.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the gas 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’s study on representativeness is to identify the relevant national and European social partner organisations in the gas sector in the EU Member States.