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Kolektivno pogajanje
Kolektivno pogajanje se nanaša na vsa pogajanja med enim ali več delodajalci (ali njihovimi organizacijami) in eno ali več delavskimi organizacijami (sindikati) za določanje delovnih pogojev in pogojev zaposlovanja, vključno z vprašanji, povezanimi s plačami in delovnim časom, ter za urejanje odnosov med delodajalci in delavci, kot je opredeljeno v Konvenciji MOP 154. Opredeljenih je bilo več dimenzij kolektivnega pogajanja ('struktura pogajanj'). Te vključujejo zajetje, ki se nanaša na odstotek zaposlenih, ki jih sporazumi neposredno prizadenejo; raven, na kateri poteka pogajanje; obseg ali razpon tem, ki jih zajema pogajanje; in globino – to je obseg, v katerem se sporazumi izvajajo in pregledujejo.
Najnovejše vsebine na to temo so navedene spodaj.
Industrijski odnosi: razprava o in razvoju ureditev delovnega časa v letu 2025
Spremembe ureditev delovnega časa po celotni EU v letu 2025 odražajo raznolikost nacionalnih sistemov industrijskih odnosov in ravni, na katerih poteka socialni dialog. Ta članek analizira razprave in razvoj v letu 2025 glede nadur, beleženja delovnega časa, letnega dopusta in zmanjšanja delovnega časa.Nacionalne minimalne plače v EU: rast, ki jo vodi politika, nadaljnja konvergenca in večja bližina pogajalskim plačam
V preteklem letu so nacionalne minimalne plače po vsej EU, zlasti v državah srednje in vzhodne Evrope, še naprej znatno naraščale, kar je še naprej zmanjševalo regionalne razlike. Direktiva EU o minimalni plači se je izkazala kot pomemben dejavnik zvišanja minimalnih plač v številnih državah, presegla je raven inflacije in v mnogih nizko plačanih sektorjih zvišala hitreje od skupno dogovorjenih minimalnih plač.Štiri desetletja podatkov razkrivajo, da je evropska delovna sila preoblikovana do neprepoznavnosti
Eurofoundova raziskava delovnih pogojev za leto 2024 prikazuje, kako so digitalizacija, demografija in podnebne spremembe v 35 letih preoblikovale evropsko delavstvo.Eurofound zbira informacije na ravni držav o kolektivnem pogajanju v EU preko svoje mreže dopisnikov Eurofounda. Po vsej EU je pokritost kolektivnega pogajanja zelo raznolika, kot kažejo raziskave Eurofounda. Približno 60 % zaposlenih je v EU zajetih s kolektivnim pogajanjem, vendar se ta delež giblje od 80 % ali več v nekaterih državah do manj kot 10 % v drugih (podatki Evropske komisije).
Kolektivno pogajanje, ki je jedro organiziranih industrijskih odnosov, poteka v različnih institucionalnih okoljih. Nacionalni sistemi se razlikujejo glede vlog kolektivnega pogajanja in zakonodaje pri urejanju trga dela, po ravneh, na katerih se pogajanja izvajajo (medsektorska, sektorska, podjetniška in delovna skupina, regionalna, poklicna), ter po tem, kako se pogajanja na različnih ravneh lahko medsebojno povezujejo (artikulacija). Stopnje centralizacije in usklajevanja kolektivnega pogajanja – zlasti pogajanja o plačah – so pomembne značilnosti sistema, kar ima posledice tako za trg dela kot za makroekonomske rezultate. Izid kolektivnega pogajanja je običajno kolektivna pogodba. Takšni sporazumi lahko urejajo tako postopke za odnose med podpisnicami kot tudi pogoje zaposlitve tistih delavcev, ki jih pogodba zajema, kot sta plača in delovni čas.
Čeprav Pogodba o delovanju Evropske unije priznava avtonomijo socialnih partnerjev, zlasti pri pogajanjih o plačah, imajo politike EU vseeno pomemben vpliv na kolektivno pogajanje in širši sistem industrijskih odnosov. Na primer, priporočila za posamezne države (CSR) v okviru Evropskega semestra so obravnavala vprašanja, kot so usklajevanje razvoja plač s produktivnostjo, določanjem minimalne plače in sistemi indeksacije plač. Splošno gledano kolektivno pogajanje poteka v okviru, ki ga delno določa zakonodaja EU, vključno z določbami o enakem plačilu za delo enake vrednosti ter zahtevami Direktive o delovnem času in sorodne zakonodaje.
Evropska komisija: Evropski semesteropens in new tab
Evropska komisija: Komisija pozdravlja politični dogovor o ustreznih minimalnih plačah za delavce v EUopens in new tab
Evropska komisija: Direktiva o delovnem času (2003/88/ES)opens in new tab
To je izbor najpomembnejših ugotovitev v zvezi s to temo.
26 January 2024
Minimum wages for low-paid workers in collective agreements
In this pilot project, Eurofound successfully established the feasibility of, and piloted, an EU-wide database of minimum pay rates contained in collective agreements related to low-paid workers. A conceptual and measurement framework was devised, a total of 692 collective agreements – related to 24 low-paid sectors of interest – were selected to be ‘fully coded’ and representative data on negotiated minimum pay were compiled for 24 EU Member States. Based on more than 3,202 renewal texts, time series of collectively agreed minimum rates were created from 2015 to 2022 for 19 countries. This is the first time that an EU-wide data collection has provided comparative time series on negotiated pay. Key findings are is that in some countries outdated agreements contain rates below the applicable statutory minima, and that the potential of collective agreements to regulate pay generally or for employees earning higher wages than the minimum pay is not always fully capitalised on.
See also the national country reports (Eurofound papers), providing meta-data for the data collection, at the end of this web page.
30 August 2022
Moving with the times: Emerging practices and provisions in collective bargaining
This report analyses recent developments and emerging practices in collective bargaining processes and outcomes, mainly in the private sector. The report covers collective bargaining systems in 10 EU Member States and is based on cases identified through interviews with key stakeholders and negotiating parties at national level. It analyses the effects of the COVID-19 pandemic and the subsequent economic and social crisis on collective bargaining dynamics and collective agreements. It also investigates practices and innovations that have emerged in response to structural drivers such as technological change, decarbonisation and climate-neutrality policies, and workforce ageing. It assesses the capacity of collective bargaining systems to adapt to structural changes in work, production and the labour market as well as medium-term trends.
4 March 2016
The importance of collective bargaining in establishing working time in Europe
1 March 2016
Working time developments in the 21st century: Work duration and its regulation in the EU
This report examines the main trends and milestones characterising the evolution of the most important aspects of collectively agreed working time in the European Union during the first decade of the 21st century. Drawing primarily on information collected by Eurofound across all EU Member States and Norway, it focuses in particular on five sectors: chemicals, metalworking, banking, retail and public administration. The report describes the institutional regimes of regulation and assesses the evolution of agreed working hours (hours expected to be spent on work according to collective agreements or agreed between employers and employees) and usual working hours (hours usually spent in practice in work activities) between 1999 and 2014. The report points to the tension that exists between the pressure for decreased working hours in favour of a better work–life balance and fewer health problems for workers and the need for working time flexibility to meet the demands of a modern world economy.
4 November 2015
Collective bargaining in Europe in the 21st century
Collective bargaining systems in the EU have undergone a steady change since the end of the 1990s. But as businesses across Europe struggle to respond to intensifying global competition, pressure from employers for greater flexibility in collective bargaining is increasing, especially since the 2008 economic crisis. This report sets out to map developments in all major aspects of collective bargaining (apart from pay and working time, which have been analysed separately by Eurofound) over the past 15 years. In doing so, it aims to distinguish long-term trends and to identify changes brought on by the crisis. It also aims to identify the directions collective bargaining is likely to take in the coming years. The study finds a common and strong trend of convergence across the EU towards decentralisation and more flexibility in collective bargaining processes, but with significant asymmetries in the timing and pace of change.
11 September 2015
Pay in Europe in different wage-bargaining regimes
National wage-bargaining institutions are crucial in achieving pay outcomes that help to increase employment and economic growth within the context of avoiding macroeconomic imbalances within the European Monetary Union. Using a large set of empirical macroeconomic data from a variety of sources, including Eurofound and the European Commission AMECO database, this report analyses how the institutional features of national wage bargaining regimes influence pay outcomes. These features include bargaining level, type and level of coordination, use of opening clauses and the existence of wage pacts. The impact of government intervention through extension and derogation clauses and tripartite councils is also examined. The results of the study indicate that the key institutional variables of the wage-bargaining regime that influence pay outcomes are the type of coordination (how coordination is achieved) and the bargaining level.
13 April 2014
Pay in Europe in the 21st century
The issue of wages has attracted particular attention at European level since the onset of the economic crisis. Changes in economic governance, notably within the European semester, have prompted discussions on wage‑setting mechanisms. While, overall, wage‑bargaining regimes have remained relatively stable over time in many countries, the most substantial changes were seen in Member States facing more difficult economic circumstances. This report provides comparative time series on wage‑bargaining outcomes across the EU Member States and Norway, discussing pay developments against the background of different wage‑bargaining regimes and looks into the link between pay and productivity developments. It also investigates the different systems and levels of minimum wages in Europe at present, carrying out an accounting exercise through a hypothetical scenario of a minimum wage set at 60% of the median national wage (with some alternative scenarios as well for comparison) in order to benchmark and evaluate minimum wage levels and systems in Europe, and to discuss the possibilities and difficulties of coordination in this matter.
Raziskovalci agencije Eurofound zagotavljajo strokovno znanje in jih je mogoče kontaktirati za vprašanja ali poizvedbe medijev.
Christine Aumayr-Pintar
Senior research managerChristine Aumayr-Pintar je višja vodja raziskav v enoti za delovno življenje pri Eurofoundu. Njena glavna raziskovalna strokovnost – obravnavana z vidika primerjalne EU – se osredotoča na minimalne plače, kolektivno dogovorjeno plačo, socialni dialog in transparentnost plač na podlagi spolov. V zadnjem desetletju je soavtorica letnih pregledov minimalnih plač pri Eurofoundu, strast do podatkov o industrijskih odnosih in je med drugim razvila bazo podatkov o minimalnih plačah v kolektivnih pogodbah za nizko plačane delavce ter bazo podatkov EU PolicyWatch. Med letoma 2021 in 2026 je koordinirala raziskave Eurofounda o socialnem dialogu in vodila Mrežo dopisnikov Eurofounda. Preden se je leta 2009 pridružila Eurofoundu, je bila raziskovalka na področju trga dela in regionalne ekonomije pri Joanneum Research v Avstriji. Ima magisterij iz ekonomije in doktorat iz družboslovja/ekonomije, ekonomijo pa je študirala v Gradcu, na Dunaju in v Jönköpingu.
Mária Sedláková
Research officerMária Sedláková je raziskovalka v enoti za delovno življenje pri Eurofoundu, specializirana za primerjalne industrijske odnose, socialni dialog in kolektivno pogajanje. Ima strokovno znanje na področju vsebinske analize kolektivnih pogodb. Njeno trenutno delo preučuje vlogo socialnih partnerjev pri upravljanju nacionalnih javnih zaposlitvenih služb in institucij socialne varnosti ter vlogo socialnega dialoga pri delovni migraciji. Prav tako prispeva k ocenjevanju reprezentativnosti sektorskih socialnih partnerjev na ravni EU in omogoča dvoletne tripartitne izmenjave. Preden se je pridružila Eurofoundu, je Mária raziskovala kolektivno pogajanje na oddelku za upravljanje in tripartizem pri Mednarodni organizaciji dela v Ženevi (2020–2022), po obdobju kot raziskovalka na Central European Labour Studies Institute v Bratislavi (2013–2020). Ima magisterij iz politologije s specializacijo za primerjalno evropsko politiko na Central European University.
Victoria Cojocariu
Research officerVictoria Cojocariu je raziskovalka v enoti za delovno življenje pri Eurofoundu, kjer se ukvarja s socialnim dialogom in industrijskimi odnosi. Obsežno je vključena v študije reprezentativnosti, ki jih Eurofound izvaja za podporo evropskemu socialnemu dialogu, pa tudi v študijah, ki analizirajo vlogo socialnih partnerjev na nacionalni in evropski ravni ter prakse kolektivnega pogajanja. Njeni raziskovalni interesi vključujejo digitalizacijo, organizacijo dela in prakse na delovnem mestu. Od leta 2025 Victoria upravlja bazo podatkov EU PolicyWatch. Preden se je leta 2019 pridružila Eurofoundu, je bila raziskovalka v Centru za javne inovacije v Bukarešti in pri Open Society Foundation Romunija, kjer je prispevala k nacionalnim in mednarodnim raziskovalnim projektom na področju migracij, izobraževanja, dostopa do trga dela državljanov tretjih držav ter človekovih pravic. Ima diplomo in magistrico iz sociologije.
Felix Appler
Research support officerFelix Appler je raziskovalni podporni uradnik v enoti za delovno življenje pri Eurofoundu. Njegovo delo je osredotočeno na industrijske odnose, minimalne plače in gradnjo baz podatkov, povezanih s temi temi. Prej je delal v Zveznem statističnem uradu Nemčije (Destatis) in Svetovni banki v Vzhodni Afriki, kjer je izvajal gospodinjske raziskave in raziskave o trgu dela in revščini. Felix je magistriral iz ekonomije na Univerzi v Bonnu.
Ta razdelek omogoča dostop do vseh vsebin, ki so bile objavljene na to temo.
