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Ensuring more transparent and predictable working conditions

11-04-2019

An employer's obligation to inform their employees on the conditions applicable to their contracts is regulated by Directive 91/533/EEC. Major shifts in the labour market due to demographic trends and digitalisation, spawning a growing number of non-standard employment relationships, have made it necessary to revise the directive. The European Commission has responded to the need for change with a proposal aimed at updating and extending the information on employment-related obligations and working ...

An employer's obligation to inform their employees on the conditions applicable to their contracts is regulated by Directive 91/533/EEC. Major shifts in the labour market due to demographic trends and digitalisation, spawning a growing number of non-standard employment relationships, have made it necessary to revise the directive. The European Commission has responded to the need for change with a proposal aimed at updating and extending the information on employment-related obligations and working conditions, and at creating new minimum standards for all employed workers, including those on atypical contracts. In the European Parliament, the Committee for Employment and Social Affairs (EMPL) has adopted a report focused on the scope of the directive, on employees' working hours and the conditions for making information available to them, and on employers' responsibilities. The provisional agreement concluded in trilogue between European Parliament and the Council negotiators sets, among other things, new rules on the scope of the directive, the date of providing information, the length of probatory periods, and regulates working conditions in the case of variable working schedules. This agreement now needs to be approved by Parliament in plenary.

Reform of the European Globalisation Adjustment Fund

11-01-2019

The European Globalisation Adjustment Fund (EGF) was created in 2006 to finance active labour market policies targeting workers who have lost their jobs because of trade adjustment. The fund was subsequently modified in 2009 to cover major structural changes triggered by the economic and financial crisis. The rules of the EGF are laid down in EU Regulation (EU) No 1309/2013, which stipulates that the fund will continue to be financed until 31 December 2020. In May 2018, the European Commission submitted ...

The European Globalisation Adjustment Fund (EGF) was created in 2006 to finance active labour market policies targeting workers who have lost their jobs because of trade adjustment. The fund was subsequently modified in 2009 to cover major structural changes triggered by the economic and financial crisis. The rules of the EGF are laid down in EU Regulation (EU) No 1309/2013, which stipulates that the fund will continue to be financed until 31 December 2020. In May 2018, the European Commission submitted a proposal to reform the EGF and maintain it as a special instrument outside the MFF ceiling. The proposal introduces modifications to the eligibility criteria, the co-financing rules and the mobilisation procedure. The report was voted in the EMPL committee on 27 November 2018, and the report is due to be debated in plenary in January 2019, with a view to finalising Parliament's position for trilogue negotiations. Second edition. The 'EU Legislation in Progress' briefings are updated at key stages throughout the legislative procedure.

Transparent and predictable working conditions

22-02-2018

This note seeks to provide an initial analysis of the strengths and weaknesses of the European Commission's impact assessment (IA) accompanying the above-mentioned proposal, submitted on 21 December 2017 and referred to the European Parliament's Committee on Employment and Social Affairs. The proposal updates and replaces Directive 91/533/EEC (the Written Statement Directive, hereafter WSD), which gives employees the right to be notified in writing of the essential aspects of their contract or employment ...

This note seeks to provide an initial analysis of the strengths and weaknesses of the European Commission's impact assessment (IA) accompanying the above-mentioned proposal, submitted on 21 December 2017 and referred to the European Parliament's Committee on Employment and Social Affairs. The proposal updates and replaces Directive 91/533/EEC (the Written Statement Directive, hereafter WSD), which gives employees the right to be notified in writing of the essential aspects of their contract or employment relationship. Taking into account that the labour market has evolved and new forms of work have developed in recent years, the REFIT evaluation of the WSD found that there is a need to modernise and complement the existing obligations to inform workers of their working conditions, and to create minimum standards to ensure that each worker benefits from more clarity regarding his/her working terms, irrespective of the type of employment relationship they have. According to the IA, the initiative would set a framework within which new forms of work could develop, offering fairer protection for workers, a clearer legal framework and a more level playing field for companies in the internal market (IA, pp. 6-7). The proposal, which is part of the 2018 Commission work programme, is a follow-up to the European Pillar of Social Rights. In line with the Treaty on the Functioning of the European Union (TFEU), the Commission conducted a two-stage consultation with the social partners on the revision of the WSD. There was no agreement among the social partners to enter into direct negotiations on concluding an EU-level agreement. The European Parliament has stressed the need to address the developments of the labour market and protect workers in all forms of employment. It has called for a framework directive on decent working conditions and for a revision of the WSD to take account of new forms of employment.

Policy measures to respond to trade adjustment costs

24-11-2017

Trade liberalisation is generally expected to bring net welfare gains to the domestic economy by reallocating resources to more productive firms or to industries with a comparative advantage. However, these gains are not always distributed evenly and can involve transitional costs for certain firms and workers. Trade adjustment measures are designed to compensate for these costs. The literature proposes mainly active labour policies (including training and other measures for re-employment) for dealing ...

Trade liberalisation is generally expected to bring net welfare gains to the domestic economy by reallocating resources to more productive firms or to industries with a comparative advantage. However, these gains are not always distributed evenly and can involve transitional costs for certain firms and workers. Trade adjustment measures are designed to compensate for these costs. The literature proposes mainly active labour policies (including training and other measures for re-employment) for dealing with these adjustments. Other policies, such as passive labour policies (unemployment benefits), credit financing, housing policies, etc., can also play a role. The EU's main instrument is the European Globalisation Adjustment Fund (EGF), which focuses on active labour policies. In the USA, trade adjustment assistance includes assistance for workers as well as firms and farmers. Assessments of these measures have shown some positive results. In both the EU and the USA, the effectiveness of the measures was found to be greater the higher the educational level of workers or, in the case of measures targeting firms, the higher the growth of the industry's market. This would suggest that structural policies (such as education) play a key role. The EGF has tended to target redundancies from big multinational or national champions, and its co-financing rules are less favourable than other funds, leading to uneven use of the fund by Member States and different views with respect to the reforms needed. The Commission is planning to propose improvements to the EGF in the near future. This briefing may be read together with the 2016 European Implementation Assessment on the EGF for the EMPL Committee, and the recent study on Interactions between trade, investment and trends in EU industry: EU regions and international trade.

Discrimination of Migrant Workers at the Workplace

15-04-2014

Non-discrimination is a prerequisite in order to effectively guarantee the right of free movement of workers. Although EU legislation is in place, statistics indicate that migrant workers (EU nationals and non-EU nationals) are being discriminated against in the EU labour market. This note, produced at the request of the Committee on Employment and Social Affairs, discusses the legal framework protecting migrant workers against discrimination. It presents a summary of the impact of the economic crisis ...

Non-discrimination is a prerequisite in order to effectively guarantee the right of free movement of workers. Although EU legislation is in place, statistics indicate that migrant workers (EU nationals and non-EU nationals) are being discriminated against in the EU labour market. This note, produced at the request of the Committee on Employment and Social Affairs, discusses the legal framework protecting migrant workers against discrimination. It presents a summary of the impact of the economic crisis on migrant employment. It takes a closer look at the types of discrimination foreign-born workers may face in the workplace before summarising current opinion as to whether action is warranted to prevent migrant employment discrimination in the EU, and providing some best-practice examples.

Externe auteur

Jacque MALLENDER (Matrix), Mirja GUTHEIL (Matrix), Aurélie HEETMAN (Matrix), Daniel GRIFFITHS (Matrix), Malin CARLBERG (Matrix) and Rachel MARANGOZOV (Institute for Employment Studies)

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