In recent years there has been increasing public concern over what is widely
viewed as the spiralling remuneration of company directors. At a time when
companies are keen to promote pay schemes based on performance, too often the
links between directors' pay and performance are viewed as non-existent. In a
report on director's remuneration publicised in March 1997, the IOD is keen
to set the record straight. It argues that, although it recognises that
directors' pay in the largest companies has been on average high, it has been
relatively modest for those directors who work for small to medium-sized
enterprises. In fact, the median pay increase for this group of directors in
1996 was 4%, the equivalent of the increase in average earnings for all
employees in that year.
The European Commission adopted its first annual report on equal
opportunities between men and women in the European Union at its meeting on 5
March 1997. The report: outlines the embodiment of equality principles in
European Union policies; examines gender differences in the EU labour market;
looks at Community actions to improve the interaction between work and family
life; explores initiatives to aimed at achieving a greater involvement of
women in decision-making bodies; outlines initiatives aimed a enabling women
to exercise their rights; and provides an update on the recommendations of
the 1995 Beijing Conference. Commenting on the publication of the report,
commissioner for social affairs Padraig Flynn said that this was the first in
what will be a series of annual reports covering the Union's policies on
equal opportunities as a whole. Commissioner Flynn stated that the aim of the
report was to give visible expression to EU policies on equal opportunities
between men and women, to encourage debate on the progress achieved and
policies to develop, and to act as a reference point for the Commission,
member states and countries applying for membership of the Union.
A current bill amending the 1971 Works Councils Act has focused attention on
the increasingly important role played by Dutch works councils in the
negotiation of terms of employment. However, although the function of the
trade unions is being somewhat eroded, even in the area of determining
primary terms of employment, the traditional division of roles between unions
and works councils has remained fundamentally intact.
Intervention from the European Commission has compelled the Belgian
Government to amend its procedures for reducing social security costs (the
Maribel system) and to extend them across-the-board to all sectors of the
A demonstration took place in Rome on 22 March backed by the three biggest
trade union confederations, CGIL, CISL, and UIL, in support of the
enforcement of the "trilateral" agreement on employment signed in September
The campaign is the latest in a series of political initiatives aimed at
improving the Danish vocational training system. Throughout the second half
of the 1990s, the Danish Government has reformed the system by increasing its
market and demand orientation, accompanied by increased financial allowances
for employees attending training. In the 1997 Financial Act, expenditure to
support companies undertaking projects aimed at planning vocational training
activities was raised from DKK 40 million to DKK 65 million. A further sum of
DDK 105 million is available to support companies which wish to improve
When the Social Democrat Government presented its bill on a new, general
unemployment insurance (prop 1996/97:107) on 13 March 1997 it had already
secured a parliamentary majority for the proposal through negotiations with
the Centre Party. It had also secured the support of the two major trade
union confederations,LO (Landsorganisationen) and TCO (Tjänstemännens
Centralorganisation) despite the fact that the two confederations were not
entirely enamoured with the proposals.
On 27 February 1997, a company-wide employment alliance (Beschäftigungspakt)
was signed at the automobile manufacturer Mercedes Benz. A whole package of
instruments should boost competitiveness and save the jobs of the 134,000
employees working for Mercedes Benz in Germany. The background to the
agreement is the increasing international competition between different
potential production locations, and the resulting need to cut costs.
Law 21/96, which aims to reduce the working week to 40 hours, has given rise
to labour disputes in certain sectors and some controversial statements. An
official communication released by the Secretary of State for Employment in
March attempts to shed light on the areas of concern.
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 2003, the first edition of the survey.
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 2007, the second edition of the survey. The survey was first carried out in 2003.
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 2012, the third 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 2005, the fourth 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 2010, the fifth edition of the survey. The survey was first carried out in 1990.
This publication series explores scenarios for the future of manufacturing. The employment implications (number of jobs by sector, occupation, wage profile, and task content) under various possible scenarios are examined. The scenarios focus on various possible developments in global trade and energy policies and technological progress and run to 2030.
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 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.
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.
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 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.
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 hospital sector has been deeply impacted by the COVID-19 pandemic. Hospitals and their workers are on the frontline in the fight against the virus, and they face a number of significant challenges in terms of resources, work organisation and working conditions. 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?
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.
This report analyses the working lives of workers in Europe in 2021, when the continent was still in the grip of the COVID-19 pandemic. It examines working conditions during that period and the association between job quality and work outcomes such as health and well-being, work–life balance, and financial security. The report also considers how the shifts in working life during the pandemic are likely to affect work in the future.