Eurofound publishes its work in a range of publication formats to match audience needs and the nature of the output. These include flagship reports on a particular area of activity, research reports summarising the findings of a research project and policy briefs presenting policy pointers from
research projects or facts and figures relevant to policy debates. Also included are blog articles, regular articleson working life in Europe, presentations, working papers providing background material to ongoing or already concluded research, and reports arising from ad hoc requests by policymakers. Other corporate publications include annual reports, brochures and promotional publications. Web databases and online resources such as data visualisation applications are available in Data and resources.
Eurofound’s research and communication activities during the period 2009–2012 will be closely linked to European policy responses to the major drivers of change, analysing and anticipating their impact on living and working conditions. Eurofound will use its expertise in working conditions, industrial relations, living conditions and anticipation and management of change, and will continue research in these areas. The 2009–2012 research and communication activities are grouped into three broad focus areas: employment growth and supply of labour in changing labour markets; more and better jobs and higher productivity through partnership; and promotion of social inclusion and sustainable social protection.
The growth of employment in household services in Europe is one measure to increase activity rates. There is, however, a growing policy emphasis across the Union on the need not only to achieve and sustain higher rates of economic and employment growth, but also to ensure that this growth is translated into good quality jobs.
On 12 November 2008, the German Council of Economic Experts
(Sachverständigenrat, SVR ) published its annual report (in German) ,
which includes its outlook for 2009. According to the experts, the turbulence
in the global economy – which has rocked the financial markets in several
waves since 2007 and had a negative impact on the real demand in many
countries across the world – has also accelerated the cyclical downturn of
Germany’s strongly export-dependent economy. Nevertheless, aggregate output
is expected to rise by an annual rate of 1.7% in 2008 due to a robust
performance in the first quarter of that year. In view of recent
developments, however, SVR predicted that the German economy would slip into
a recession by the end of 2008.
In June 2008, the Department of Labour Relations of the Ministry of Labour
and Social Insurance (Υπουργείου Εργασίας και
Κοινωνικών Ασφαλίσεων, MLSI) submitted for approval a
range of specific policy measures seeking to reduce the gender pay gap in
Cyprus. The proposals were made on the basis of the conclusions of a study
entitled /Analysis of the pay gap between men and women in Cyprus and
practical recommendations for reducing it/ (*CY0707019I* ). The proposed
project is part of the Operational programme employment, human capital and
social cohesion (unofficial English translation; 112Kb MS Word)  for the
 http://www.planning.gov.cy/planning/planning.nsf/All/C4A67FFAA001659BC22574D70023743D/$file/Translation OPEHRSC 190608.doc
A Green Paper entitled ‘The good life in active society’ was presented by
the Minister of Labour, Maurizio Sacconi, to the Council of Ministers on 25
July 2008. The paper is divided into two parts: after the minister’s
preface, the document analyses the reasons why Italy’s welfare system needs
to be reformed, identifying current functioning problems, welfare needs for
the future and possible objectives; the paper then offers a general outline
of several operational proposals.
In 1976, differentiated wage scales for women and men were abolished and the
principle of equal pay  for equal work was introduced in Article 14 of the
Constitution of Malta. In 2002, through the Employment and Industrial
Relations Act , the principle of equal pay for work of equal value was
established. Official statistics showed that, in 2002, Malta had the
narrowest pay gap (3.6%) of all the EU Member States; the average pay gap
across all states was estimated at 17.5%. However, a 2006 study carried out
by Allied Consultants  on behalf of the National Commission for the
Promotion of Equality (NCPE ) – entitled the Gender Pay Review (2.95Mb
PDF)  – revealed a much wider pay gap between women and men, amounting
 http://www.equality.gov.mt/filebank/documents/FINAL Gender Pay Review Report 2007 02 02 .pdf
Currently, various attempts are being made to merge a number of trade unions
in Finland. A protracted merger process concerning six trade unions,
affiliated to the Central Organisation of Finnish Trade Unions (Suomen
Ammattiliittojen Keskusjärjestö, SAK ), aims to form the Union for
Professionals in Technology (Teknologian ammattilaisten unioni, TEAM). The
cooperation is now progressing to the stage where the individual unions can
organise a member election about their participation. The Administrator of
the development project and Director of SAK’s bargaining department, Lauri
Lyly, has been a coordinator of the merger plans.
The Service Union United (Palvelualojen ammattiliitto, PAM ), affiliated
to the Central Organisation of Finnish Trade Unions (Suomen Ammattiliittojen
Keskusjärjestö, SAK ), and the Federation of Finnish Commerce (Suomen
Kaupan Liitto ), affiliated to the Confederation of Finnish Industries
(Elinkeinoelämän keskusliitto, EK ), have reached a joint proposal that
would allow all shops to remain open on Sundays throughout the year.
At the former national airline, Aer Lingus , trade union members of the
Services, Industrial, Professional and Technical Union (SIPTU ) have
backed a cost reduction agreement – by an 80% majority – that includes a
novel ‘leave and return’ option. This proposal will see a substantial
number of workers departing on an attractive severance package, and returning
in newly defined roles on lower pay and conditions.
Insufficient training may lead to uncertainty and a reduced feeling of
control. Over time, a reduced feeling of control combined with high demands
in the work situation can lead to health problems. Sufficient training in the
workplace is therefore important and is considered a priority, as outlined in
Section 4-2 of the Norwegian Working Environment Act (2.2Mb PDF) .