Ενημέρωση για τις εργασιακές σχέσεις από το διαδίκτυο - Εξωτερικό

Effective dispute prevention and resolution procedures and mechanisms provide an important underpinning for sound and stable industrial and employment relations. This guide is part of the ILO’s effort to strengthen institutions for the prevention and resolution of labour disputes. It provides advice on the steps to be taken to either revitalize an existing system, or establish an independent institution, ensuring that they operate efficiently and provide effective dispute resolution services.

This report analyses recent developments and emerging practices in collective bargaining processes and outcomes, mainly in the private sector. The report covers collective bargaining systems in 10 EU Member States and is based on cases identified through interviews with key stakeholders and negotiating parties at national level. It analyses the effects of the COVID-19 pandemic and the subsequent economic and social crisis on collective bargaining dynamics and collective agreements. It also investigates practices and innovations that have emerged in response to structural drivers such as technological change, decarbonisation and climate-neutrality policies, and workforce ageing. It assesses the capacity of collective bargaining systems to adapt to structural changes in work, production and the labour market as well as medium-term trends.

The Council of the EU has approved a directive fundamentally strengthening collective bargaining and trade union power.

Minimum wages have risen significantly in 2022, as the EU Member States leave behind the cautious mood of the pandemic. However, rising inflation is eating up these wage increases, and only flexibility in the regular minimum wage setting processes may avoid generalised losses in purchasing power among minimum wage earners.

The presidency of the Council and European Parliament negotiators reached a provisional political agreement on the draft directive on adequate minimum wages in the EU. The new law – once finally adopted – will promote the adequacy of statutory minimum wages and thus help to achieve decent working and living conditions for European employees.

The directive establishes procedures for the adequacy of statutory minimum wages, promotes collective bargaining on wage setting and enhances the effective access to minimum wage protection for those workers who are entitled to a minimum wage under national law, e.g. by a statutory minimum wage or collective agreements.

Enhancing social dialogue towards a culture of safety and health: What have we learned from the COVID-19 crisis?

The hike to €12 is also a strong signal on the planned European minimum-wages directive.

The first overview of minimum wage setting for 2022 shows that, while some negotiations are still ongoing, virtually all EU Member States have increased their nominal statutory rates. Compared to last year, when most countries settled for cautious increases against a background of deep uncertainty caused by the pandemic, growth in statutory rates for 2022 was stronger, reflecting an easing of the situation. This was especially the case in central and eastern European countries, where some increases were in double digits. Nevertheless, inflation is back in the picture and should be monitored in the coming months to get an insight into how the increases in nominal minimum wage rates translate into actual changes in the purchasing power of minimum wage earners

This report examines the quality of the national social partners’ involvement in designing and implementing reforms and policies in the context of the European Semester cycle and in the preparation of the national reform programmes. Within the framework of NextGenerationEU, Member States in 2021 prepared and submitted recovery and resilience plans (RRPs) aimed at making European economies and societies more sustainable and resilient, as well as better prepared for the challenges and opportunities of the green and digital transitions. Social partners reported that, despite their obligatory involvement in the preparation and implementation of the RRPs, the consultation process could have been better planned and organised, as the quality and intensity of involvement in a number of countries were quite low. This situation could be improved by ensuring more timely and meaningful involvement of social partners in the implementation of the RRPs. This would not only boost ownership in the process but also enhance the effectiveness of the policy actions and reforms envisaged.