Trajnostno delo
Trajnostno delo pomeni doseganje življenjskih in delovnih pogojev, ki podpirajo ljudi, da se vključijo in ostanejo na delovnem mestu v daljšem delovnem življenju. Delo je treba preoblikovati, da se odpravijo dejavniki, ki delavce odvračajo ali ovirajo od tega, da ostanejo ali vstopijo na trg dela. Vendar je treba upoštevati tudi posamezne okoliščine. Razpoložljivost za delo se razlikuje in se bo verjetno spremenila v življenjskem obdobju. Izziv je uskladiti potrebe in sposobnosti posameznika s kakovostjo ponujenih delovnih mest.
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Zaposlovanje in delovni pogoji najbolj ranljivih delavcev: Reševanje stalnega političnega izziva
V zadnjih dveh desetletjih so trgi dela po vsej EU zabeležili izrazit porast nestandardne zaposlitve. Čeprav takšni dogovori lahko ponudijo prilagodljivost in boljše ravnovesje med delom in zasebnim življenjem, se ranljivost pojavi, kadar so neprostovoljne ali ko se prekrije več nestandardnih značilnosti. To poročilo analizira razširjenost ranljivosti zaposlovanja po celotni EU-27 od leta 2009 do 2021 ter preučuje njene povezave z delovnimi pogoji, zdravstvenimi izidi in odzivi politik. Ugotovitve kažejo, da so ženske, mladi in migranti izpostavljeni največjemu tveganju, pri čemer tisti, ki doživljajo več dimenzij ranljivosti, poročajo o slabših zaposlitvenih možnostih, omejenih možnostih usposabljanja, manj avtonomije ter višjih stopnjah tesnobe in depresije. Poročilo prav tako pregleduje ukrepe EU in nacionalne politike, namenjene krepitvi pogodbene gotovosti in podpori prehodom v bolj varno zaposlitev.Zaposlovanje in delovni pogoji najbolj ranljivih delavcev
V zadnjih dveh desetletjih so evropski trgi dela doživeli pomembno preobrazbo, z izrazitim porastom nestandardnih oblik zaposlovanja, kot sta delo s krajšim delovnim časom in začasno delo. V tej epizodi Eurofound Talks se Mary McCaughey pogovarja s strokovnjakom za Eurofound, Karelom Fricom, da bi raziskala zaposlitvene in delovne pogoje najbolj ranljivih delavcev.Neskončen delovni dan v prilagodljivi Evropi
Eden od petih delavcev v EU poroča, da ga večkrat mesečno kontaktirajo zaradi delovnih razlogov izven delovnega časa. Ta članek raziskuje povezave med stiki izven delovnega časa in vse večjo digitalizacijo dela.Za trajnostno delo je potrebno:
Večplastna narava koncepta trajnostnega dela pomeni, da se križa s številnimi ključnimi področji Eurofoundovega dela. Eurofound je vzpostavil okvir za razumevanje koncepta trajnostnega dela, ki se uporablja kot referenčna točka za vrsto raziskovalnih projektov na to temo.
Staranje prebivalstva je ena od gonilnih sil prizadevanj za povečanje udeležbe delovne sile. To se odraža v novem krovnem cilju EU na področju zaposlovanja do leta 2030, predlaganem v akcijskem načrtu za evropski steber socialnih pravic (vsaj 78 % prebivalstva v starosti od 20 do 64 let). Z naraščanjem števila upokojencev in zmanjševanjem števila delovno aktivnega prebivalstva bi lahko bili ogroženi sistemi socialne zaščite. Da bi sistemi socialne podpore ostali sposobni preživeti s staranjem evropskega prebivalstva, mora več ljudi delati in ostati na delovnem mestu dlje v življenju.
Ti cilji bodo doseženi le, če bodo delavci dobrega zdravja, usposobljeni in zaposljivi ter motivirani, da ostanejo na delovnem mestu dlje. Zagotoviti je treba širšo družbeno podporo, da bi ljudem omogočili dostop do dela in dobro usklajevanje poklicnega in zasebnega življenja. Kakovost delovnih mest in delovno okolje sta ključna elementa, ki vsem delavcem omogočata, da ostanejo dlje na trgu dela. Vendar pa je interakcija med temi komponentami in posameznimi okoliščinami, kot sta zdravje in motivacija za nadaljnje delo, prav tako pomemben dejavnik in ga je treba bolje razumeti.
Na ravni EU so pomisleki glede vzdržnosti pokojnin, gospodarske rasti in ponudbe delovne sile sprožili politične odzive v podporo ciljem daljše delovne dobe in poznejše upokojitve. Glavni cilj politike aktivnega staranja Evropske komisije je pomagati ljudem, da čim dlje ostanejo odgovorni za svoje življenje in da po možnosti prispevajo h gospodarstvu in družbi.
Evropski zeleni dogovor je nova evropska strategija za trajnostno rast, katere cilj je evropskim državljanom omogočiti, da izkoristijo trajnostni zeleni prehod. To pomeni vlaganje v raziskave in inovacije ter izboljšanje blaginje ljudi na poti, ki je pravična in socialno pravična, pri čemer noben posameznik ali regija ne bo zapostavljena.
Evropska komisija: Akcijski načrt za evropski steber socialnih pravicopens in new tab
Evropska komisija: Evropsko partnerstvo za inovacije za aktivno in zdravo staranjeopens in new tab
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26 February 2021
Working conditions and sustainable work: An analysis using the job quality framework
This flagship report summarises the key findings of Eurofound’s research on working conditions conducted over the programming period 2017–2020. It maps the progress achieved since 2000 in improving working conditions and examines whether all workers have benefited equally from positive change. It highlights which groups are the most at risk of experiencing poor working conditions and being left behind. Given the changes in the world of work, emerging challenges for good job quality are identified. The report also provides evidence for measures that could lead to the further improvement of work and the achievement of fair working conditions for all in the EU. The analysis shows that, overall, job quality in the EU is improving, if slowly. Not all workers are benefiting to the same extent, however. Furthermore, gender, age and contractual status have a significant bearing on a person’s working conditions. And while digitalisation helps to address some job quality issues, it also creates new challenges. The COVID-19 pandemic has exacerbated trends, reinforcing concerns and highlighting the importance of achieving job quality for all.
2 March 2020
Gender equality at work
Gender inequality at work persists across Europe, despite the long standing attention paid and efforts made to tackle it. This Eurofound report presents a closer look at women’s and men’s working conditions, using data from Eurofound’s European Working Conditions Survey (EWCS) and complementing previous Eurofound research on, among other things, working time patterns, work–life balance and workers’ health. Beyond the general differences in the labour market, it highlights many important gaps in men’s and women’s working conditions and job quality which require specific attention. According to the EWCS data, the reduction of gender gaps in those areas showing improvement over the last 5 to 10 years remains limited. European and national strategies aimed at achieving job quality for all, that seek to mainstream gender equality, could help address persistent inequalities between men and women.
17 April 2019
Seniority-based entitlements: Extent, policy debates and research
Seniority systems – schemes that allot improving employment rights or benefits to employees as their length of employment increases – have not been widely studied. This report provides the first comprehensive study comparing the design and spread of seniority-based entitlements (SBEs) in Europe and mapping related policy debates. It is primarily based on contributions from the Network of Eurofound Correspondents, covering the 28 EU Member States and Norway, but also presents aggregate seniority-earnings curves for the EU based on data from the Structure of Earnings Survey. The aim of the report is to take stock of the currently existing different types of SBEs in the private and public sectors. It concludes that despite an obvious trend to remove them from regulations or reform them, a substantial amount of such entitlements is here to stay. Paradoxically, countries which have regulations on seniority pay in place tend to have flatter aggregate seniority-earnings curves than countries without such regulations.
21 December 2017
Working conditions of workers of different ages
Demographic change is changing the face of working life across the EU. The increased demand on a shrinking pool of workers to provide for the social needs of an ageing population is leading to increases in the employment rate of older workers and a lengthening of working life. Policy reforms have – on the whole – focused on raising the statutory retirement age and providing financial incentives for older workers to remain in work beyond retirement age. However, a range of other factors also influence workers’ decision to continue working into old age – including health and well-being, work–life balance, career prospects and job security, and working conditions such as autonomy, hours of work and psychosocial aspects of the workplace. This report analyses these factors in depth for the 28 EU Member States, using data from the latest European Working Conditions Survey (EWCS 2015) and in the context of Eurofound’s concept of ‘sustainable work over the life course’.
18 September 2017
Working time patterns for sustainable work
Working time is a recurrent topic of study because the nature of work, its content, the conditions under which it is performed and the labour market itself keep changing. This report provides an overview of the recent evolution of working time duration and organisation in the EU and highlights the most important trends and differences between Member States. Through an in-depth analysis of data from the sixth European Working Conditions Survey carried out in 2015, it examines – from a gender and life course perspective – the links between working time patterns, work–life balance and working time preferences, on the one hand, and workers’ health and well-being on the other. Finally, the report explores the extent to which prevailing working conditions and working time patterns in EU Member States are sustainable in the long term.
17 November 2016
Sixth European Working Conditions Survey – Overview report
9 September 2016
Extending working lives through flexible retirement schemes: Partial retirement
Many EU Member States have implemented reforms to improve the sustainability of their pension systems. However, the impact of discouraging early retirement and increasing the pension age on effective retirement ages is limited, as many people are unable or unmotivated to work until pension age. Reduction of working time is one approach to enabling people to work longer than would have been feasible if they continued working full time. But a barrier to reduction of hours is the loss of income. Partial retirement schemes address this barrier by substituting part of the income loss with a partial pension or benefits. This report investigates how partial retirement schemes can contribute to sustainable and adequate pension systems by enabling and motivating people to extend their working lives. It maps schemes at the national and sector levels in the EU and Norway, examines their characteristics and assesses their impact on the extension of working lives. An executive summary is available - see Related content.
27 July 2016
Sustainable work throughout the life course: National policies and strategies
European countries face the challenges of ageing populations supported by shrinking workforces, more precarious types of employment, and in many cases, a decreasing number of jobs in the wake of the economic crisis. As a result, the issue of how to enable more people to participate in the labour market and to continue to do so until an older age has become a key policy issue in all EU Member States. These challenges might be met by adopting an approach to work that puts sustainability at its centre. Sustainable work means that ‘living and working conditions are such that they support people in engaging and remaining in work throughout an extended working life’. This study analyses national policies that help to achieve sustainable work in 10 EU Member States. It looks at how these policies are being implemented, whether they are integrated into a coherent framework, and whether they are complementary or contradictory.
19 June 2015
Sustainable work over the life course: Concept paper
Ageing of the population is likely to threaten the ability of states to finance welfare states and social protection systems in the future. A viable solution is to increase employment rates and to lengthen working life. To achieve this dual goal requires devising new solutions for working conditions and career paths that help workers to retain their physical and mental health, motivation and productivity over an extended working life. In other words, work must be made sustainable over the life course. Identifying and analysing the factors and actions underpinning sustainable work throughout working life is a research priority for Eurofound in the 2013–2016 programming period. This paper sets out to clarify and illuminate Eurofound’s framework for understanding the rather expansive concept of sustainable work. It can be used as a reference point for a range of Eurofound research projects that examine different aspects of sustainable work.
Raziskovalci agencije Eurofound zagotavljajo strokovno znanje in jih je mogoče kontaktirati za vprašanja ali poizvedbe medijev.
Barbara Gerstenberger
Head of UnitBarbara Gerstenberger je vodja enote za delovno življenje pri Eurofoundu. V tej vlogi usklajuje raziskovalne skupine, ki preučujejo kakovost delovnih mest v Evropi na podlagi evropske raziskave o delovnih razmerah, in je na splošno odgovorna za Evropski observatorij za delovno življenje in raziskave odnosov med delodajalci in delojemalci v EU. Eurofoundu se je pridružila leta 2001 kot vodja raziskav v takrat novoustanovljenem Evropskem centru za spremljanje sprememb (EMCC). Leta 2007 se je preselila v Eurofoundovo informacijsko in komunikacijsko enoto kot vodja komunikacijskih produktov, nato pa je bila leta 2011 imenovana za koordinatorko v direktoratu. Pred tem je delala kot višja raziskovalka v Evropski federaciji kovinarjev v Bruslju. Diplomirala je iz politologije na Univerzi v Hamburgu, magistrirala je iz javne uprave na Kennedy School of Government na Univerzi Harvard.
Franz Ferdinand Eiffe
Research managerFranz Eiffe je vodja raziskav v enoti za delovno življenje pri Eurofoundu. Vključen je v projekte trajnostnega dela, kvantitativne analize in navzgor usmerjene konvergence v EU ter pri pripravi četrte evropske raziskave podjetij. Preden se je leta 2016 pridružil Eurofoundu, je bil vodja enote za analize pri avstrijskem statističnem uradu na Dunaju in vodja projekta "Kako je v Avstriji? Merjenje bogastva in napredka nad BDP". Doktoriral je iz ekonomije na Ekonomski univerzi na Dunaju (WU), kjer je od leta 2005 do leta 2009 delal tudi kot znanstveni sodelavec in do leta 2016 kot predavatelj.
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