workplace representation and social dialogue in europe guido schwarz european commission
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Workplace representationand social dialogue in Europe
Guido Schwarz
European Commission
Right of employees to be regularly informed and consulted
In all Member states since 2005 implementation of Directive 2002/14/EC
• About economic and social situation of company• About future prospects• Through representatives (trade unions or elected)
At transnational level, through European works councils (Directive 94/45/EC and 2009/38/EC)
• In large companies (+1000 employees in EEA) • Procedure established per agreement• 960 EWCs representing 15 million employees
European Works Councils
There are more and more EWCs
0
10
20
30
40
50
60
70
80
90
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009
500
550
600
650
700
750
800
850
900
950
1000
EWC founded EWC ceased Total number of EWCs (right axis)Number
European works CouncilsBRU7173
Employee representatives
FR
ESPT
UK
IRL
ISL
NO
SE FIN
EST
LIT
POL
CZSLVK
H
IT
MLT
CY
GR TR
AT
DE
NL
ROU
BUL
DK
SLVN
two-tier representatin but in practice: unions
Unions where recognised + new reps
unions with legal basis + new reps
unions in the center + joint organs or elections
two-tier representation
two-tier representation, with joint councilB
LTV
Pichot 2011
Specific national systems
Codetermination between employer and employees through
• Obligation to reach an agreementExample: Germany, on social measures
• Obligation to negotiateExample: Sweden, for all economic decisions
• Obligation to take opinion into accountExample: Netherlands, for all economic
decisions
Negotiation on future employment and skills Example: France
Forms of dialogue
FR
ESPT
UK
IRL
ISL
NO
SE FIN
EST
LTVLIT
POL
CZSLVK
H
IT
MLT
CY
GR TR
AT
DE
NL
ROU
BUL
DK
SLVN
Other codetermination forms
Extensive information and consultation+ negotiation
information and consultation + negotiation
Negotiation + New Information and consultation
Codetermination with compulsory agreement
Right to negotiate +New Information and consultation
Pichot 2011
Employee board level participation
To be established per agreement where existing in founding companies in
• European companies (European statute)• European Cooperative Societies• In companies resulting from cross-border
mergers
Important role in certain Member States• Nordic countries• Germany, Austria
Employee board level participation
FR
ESPT
UK
IRL
ISL
NO
SE FIN
EST
LIT
POL
CZSLVK
H
IT
MLT
CY
GR TR
AT
DE
NL
ROU
BUL
DK
SLVN
to the board of directors
to the supervisory board
Specific systems
in the public or privatised sector
not effective
no system regarding participation
B
LTV
Pichot 2011
Transnational company agreements
Increasing number of transnational company agreements in large multinationals
• European agreements on – Dealing with restructuring– Anticipating and developing skills, training and mobility– Organising subcontracting and promoting SMEs
• International framework agreements – On fundamental rights / CSR– Accompanying global development
• Support of initiatives by the EU• Work on an optional framework
National social dialogue
Depends on system of industrial relations• Trade union membership varies from less than
8% to almost 70% of workers• Employers’ organisations with different views on
social dialogue• Autonomy in social dialogue vs tripartite dialogue
Sets the rules in some Member states• Through collective bargaining• Mostly at sectoral level• Example: organisation of sectors in Nordic
countries, Italy• Example: training scheme in France at sectoral
level
Membership in trade unions
05
10152025303540455055606570758085
SE
DK FI
CY
BE
MT SI
LU
EU
15 IT
RO IE AT
UK
EU
12 EL
PT
CZ
BG
DE
NL
SK
HU LV PL
ES LT FR
EE
0510152025303540455055606570758085
2000 2008
EU27-2000 EU27-2008% of employed dependent labour force
Union density by country, 2000-2008BRU7148
Membership in employers’ organisations
0
10
20
30
40
50
60
70
80
90
100
AT
SE
NL
LU BE
FR
ES FI
SI
PT
EU
15 CY
RO
MT
DE
DK IE IT
EU
27 BG EL
HU
EU
12 UK
CZ
SK
EE LV LT PL
0
10
20
30
40
50
60
70
80
90
100
2002 2008%
Organization rate of employers'organisationsBRU7154
Collective bargaining coverage
0
10
20
30
40
50
60
70
80
90
100
AT
BE SI
SE
FR FI
ES
DK
NL IT
EU
15 RO PT
EL
DE
EU
27 IE LU CY
CZ
EU
12 SK
MT
PL
HU
UK
BG LV EE LT
0
10
20
30
40
50
60
70
80
90
100
1997-1999 2007-2009
%
Bargaining coverage rates, 1997-1999 and 2007-2009BRU7164
Collective bargaining coverage
High collective bargaining coverage is related to high levels of employers’ organisation (and weak but significant correlation with union density)
0
10
20
30
40
50
60
70
80
90
100
AT
BE SI
SE
FR FI
ES
DK
NL IT
EU
15 RO PT
EL
DE
EU
27 IE LU CY
CZ
EU
12 SK
MT
PL
HU
UK
BG LV EE LT
0
10
20
30
40
50
60
70
80
90
100
union density employer density Bargaining coverage%
Bargaining coverage, union and employer density, 2007-2009BRU7165
EU employment and social policy
• Treaties define overall objectives and principles
• Social market economy as core valueof the EU (Art. 3 TEU)
• Charter of Fundamental Rights:– Freedom of assembly and association (Art. 12)– Information and consultation within the
undertaking (Art. 27)– Collective bargaining and action (Art. 28)
EU employment and social policy
Employment and social
policy
LEGISLATIONWorking conditions – Health and SafetyGender Equality – Anti-discrimination
OPEN METHOD OFCOORDINATION
EmploymentSocial Inclusion /
Protection
EUROPEANSOCIALFUND
EGF
PROGRESS
EUROPEAN SOCIAL DIALOGUE
European social dialogue
• combining the values of autonomy, responsibility and participation
• complements the national practices of social dialogue and industrial relations which exist in all Member States
• social partners assist in the definition of European social standards
• vital role in the governance of the European Union: ‘social subsidiarity’
European social dialogue
Social dialogue is a pillar of Europe’s social model:
• Recognition and promotion of the role of social partners at Union level and of Tripartite Social Summit (Art. 152 TFEU)
• Article 154: consultation of European social partners by the Commission + support for their dialogue
• Article 155: agreements concluded by social partners
European social dialogue
• Consultation of social partners compulsory before any proposal in social policy field
• Two-stage consultation process:– possible direction– content
• Social partners can decide to start negotiations at either stage
• Legislative process is suspended
European social dialogue
The difference is not in content, but in way of implementation:
Council decision (Directive) – obligation on Member States to
transpose
« Autonomous » route – obligation on (national)
social partners to implement
Agreements implemented by
Directive
« Autonomous »
agreements
European social dialogue
Agreements implemented by directive:• parental leave – 1995 / 2009• part-time work - 1997• fixed-term work – 1999• working conditions of cross-border railway workers – 2004• preventing sharps injuries – 2010
« Autonomous » agreements implemented by social partners:
• telework - 2002• work-related stress – 2004• handling and use of Crystalline Silica – 2004• harassment and violence at work – 2007• European hairdressing certificates – 2009
European social dialogue
Bipartite DialogueEmployers – Trade Unions
Tripartite ConcertationPublic Authorities
(Commission, Council) + Trade Unions + Employers
European Social Dialogue
Sectoral
Covering workers and employers
of 40 specific sectors of the economy
Cross-industry"Val Duchesse"Covering the economy
as a whole:workers (ETUC) and employers
(BUSINESSEUROPE, UEAPME, CEEP)
Tripartite Social Summit for Growth and Employment
(Art. 152 TFEU)
European social dialogue
1. Cross-industry – general social partner organisations
2. Cross-industry - organisations representing certain categories of workers or undertakings
3. Sectoral social partner organisations (examples)
and others…
Employers Trade unions
