Documents Eurofound 54 results

"Since 2013, Eurofound's ERM database on restructuring-related legislation has been documenting regulatory developments in the Member States of the European Union and Norway which are explicitly or implicitly linked to anticipating and managing change. The most recent update to the database captures new legislation concerning the use of algorithmic management in the employment context. There is currently no unitary legislative framework at EU level regulating the use of algorithmic management systems at work. Nevertheless, EU and national legislation includes a set of instruments that govern the use of data as well as the individual and collective rights that citizens and workers have. This article describes the national regulations on algorithmic management and their connection with platform work, data privacy and the EU policy framework as of April 2024."

"Small and medium-sized enterprises face a number of difficulties in complying with occupational health and safety (OSH) regulations owing to fewer resources and less awareness of the costs of non-compliance in terms of higher risks. Employee OSH representatives are frequently lacking, especially in smaller companies, making it more difficult to implement the participatory approach envisaged by the 1989 EU Framework Directive on health and safety. Consultation on changes to organisation and working conditions, workplace learning opportunities and job security all contribute positively to improving employee information on OSH risks at work. One approach that appears promising when dealing with this gap is free counselling combined with discounts on insurance premium for those achieving substantive reductions in their accident rates, and territorial employee representatives. "

"In 2018, 22 out of the 28 EU Member States apply a generally binding statutory minimum wage. In Cyprus, a statutory minimum wage exists but is limited to specific occupations. In the remaining five EU Member States (Austria, Denmark, Finland, Italy and Sweden), while there is no statutory minimum wage, the minimum wage level is de facto set in (sectoral) collective agreements. It is important to note that the coverage of these agreements varies between countries and, as some employees are not covered, they may not be entitled to any minimum wage. According to an article by Garnero et al (2015), the combination of sectoral minima and high collective bargaining coverage can be regarded as the functional equivalent of a binding statutory minimum wage, at least for earnings inequalities. The focus of this article is on those countries having a generally applicable statutory minimum wage. There is a huge variation in the statutory minimum wage rates valid at 1 January 2018 across EU Member States."

"This report explores the impact of the crisis on wage-setting mechanisms in the 28 EU Member States plus Norway. It also examines the impact of the EU's new economic governance regime – specifically the requirements of the countryspecific recommendations and Memoranda of Understanding – on wage-setting mechanisms. It looks at changes in wage bargaining levels, the extent of horizontal coordination across bargaining units, links between the different levels involved in wage-setting, minimum wage-setting and indexation mechanisms, and the volume and duration of collective wage agreements. The report examines the factors influencing changes, chiefly economic and political ones, and addresses the role of different institutional actors in initiating and implementing changes, including the social partners, national governments and the European and international institutions. Overall, the extent and consequences of change in wage-setting has been greatest among the countries receiving financial assistance packages from the troika of European and international institutions."

"This report maps the impact of the global financial, economic and public debt crisis on industrial relations and working conditions at national level in the EU Member States from 2008 to end 2012. The impact of the crisis on industrial relations is mapped with regard to the actors, processes and outcomes. Working conditions, covering the EU27 and Norway, maps the impact on employment conditions, working time arrangements and work–life balance, work organisation and psychosocial risks and on health and well-being at work. It uses comparative national-level information and data from Eurofound's European Working Conditions Survey (EWCS) and European Quality of Life Survey (EQLS), the European Social Survey (ESS) and the EU Labour Force Surveys (EU LFS)."