What is the aim of the TES 2024?

The seminar provides time and space for social learning among the social partners and government representatives. It aims to:

give participants a forum to share their experiences of national policies and social dialogue and to showcase their own initiatives, particularly focused on a just transition

enhance mutual learning among participants based on their needs

stimulate forward-looking debates on social dialogue and a just transition

create a community of practice across affiliations and Member States, raising the value and awareness of social dialogue and its contribution to a just transition

The TES is composed of three interactive modules:

Building on the core EU values of solidarity and social justice, social dialogue needs now, at a time of great transformation, to shape the future of work and social policies. Tripartite social dialogue has an important role to play in finding solutions for a just transition to climate neutrality. The European Green Deal recognises the climate and environmental challenges as a ‘significant threat multiplier and a source of instability’. The social partners and governments need to work together to address the employment and social consequences of economic restructuring and a just transition.

The TES 2024 follows the Val Duchesse Social Partners Summit, which concluded with the Tripartite declaration for a thriving European social dialogue, signed by the European Commission, the Belgian Presidency of the Council of the EU and the European social partners.

All parties renewed their commitment to strengthen social dialogue at EU level and to join forces in addressing key challenges in our economies and labour markets. The declaration recognises the need to build the capacity of the social partners not only in the EU but also in the EU candidate countries.

Expertise of the agencies

The four EU agencies have expertise in capacity building for social dialogue, employment, skills, training and climate issues.

They pooled this knowledge to assist national-level social partners and governments in their dialogue to formulate solutions that address the impacts of a just transition across sectors, occupations, regions and countries.

Planning for the future

Finding solutions is complex, demanding and has not been attempted before at such a scale. However, all three sides are committed and need to learn from each other to tackle the adverse effects of the green transition and plan for a new sustainable model.

We know that the impacts of the green transition are often distributed unevenly, affecting workers, industries, regions and local populations differently. Solutions addressing economic, social and environmental needs devised jointly by the social partners and governments can lead to socially just transformations.

The power of research

This is where the EU agencies can assist with research input, knowledge of comparable practices across countries and the use of social learning methods to support the learning journey.

Framing a just transition: Insights from participants at the TES 2024

Building on structured feedback gathered during the TES 2024, the participants identified the challenges and opportunities for social dialogue in achieving a just transition. They also suggested potential policy changes needed.

Challenges and opportunities

The main challenges for social dialogue as identified by the three key stakeholders are related to the economy, the political landscape, institutions, and the need to better define and implement a just transition (the how). More concretely, in their joint deliberations, participants mentioned that in policymaking and social dialogue processes, economic as well as social and environmental considerations need to be taken into account. The issue of competitiveness was raised several times, as was supporting small and medium-sized enterprises (SMEs) in their efforts to reduce carbon emissions in production and service delivery, and in compliance with legislation to adapt to changes arising from the transition. It is crucial that green transition decisions take into account potential socioeconomic effects and do not have setbacks that may confuse companies, workers and citizens. Therefore, genuine participatory approaches through social dialogue are needed throughout the process. SMEs in particular need to be able to stay in business and operate sustainably. Better-designed and more participatory, co-creational consultation processes could lead to better policy measures and more efficient and impactful implementation (and less resistance to decarbonisation initiatives).

Participants proposed rethinking the concept of growth: what is meant by growth and progress, and what does this mean for sustainability? Switching to green ways of living, working, producing and consuming requires long-term thinking in politics, and the rise of far-right political parties jeopardises this. Weaknesses in social dialogue structures and institutions, such as lack of supportive legislative frameworks and lack of engagement (for instance, government failure to consult the social partners on key environmental policies), are a challenge for many Member States. Participants from the Western Balkan economies in particular stressed that in order for them to play a strong role in social dialogue processes, such institutions need to be reinforced, and they would welcome collaboration with Member States on this issue.

The social partners and governments need to agree on what a just transition is. Definitions are often driven by local or region-specific considerations, and the ingredients of a fair transition need to be agreed by all three so that they avoid potential misunderstanding, frustration and disengagement. A closely related issue is the governance structures overseeing the design and implementation of just transition policy measures at various levels. This calls for meaningful engagement with the social partners rather than symbolic involvement or box-ticking exercises. While several EU and national funding mechanisms are in place, participants cautioned that more funding would be required. They warned that the green transition would not be considered fair if workers do not have access to training and upskilling. Discussions and consultations on overhauling education systems and social partner cooperation with vocational training centres that offer green skills programmes are not widespread across countries. Lastly, participants acknowledged that decisions on reducing the carbon footprint of sectors and workplaces, while improving working conditions and supporting vulnerable groups, are not always made in a participatory way.

The three socioeconomic actors recognise that there are also opportunities for social dialogue emerging from the green transition. One key opportunity is the potentially stronger role of social dialogue if the process is managed well, with the social partners sharing a vision for a green future across the entire economy. Pursuing collective bargaining on a just transition could create win–win solutions, resilient and competitive companies, skilled workers, and good-quality jobs. Better-designed consultation processes could lead to better policy measures and more efficient and impactful implementation (and less resistance to decarbonisation initiatives).

Actions supporting social dialogue

Actions taken so far to support social dialogue in a just transition include supporting the collective bargaining system (by both government and the social partners), inclusion of just transition topics on collective bargaining agendas, independent actions undertaken by the social partners and participation in policy consultation rounds.

At the same time, participants expressed their wish to expand these actions in the future, with a specific focus on more holistic approaches, building the capacity of the social partners, improving transparency and increasing funding for developing sectoral hubs (for example, for anticipating skills needs and change in job tasks).

Policy changes needed

Participants reflected on the policy changes needed for a just transition; there was divergence of views, given the different perspectives on this topic due to different interests. However, all agreed that the social partners should be invited to participate. All three actors agreed that they should engage in a self-reflective process on whether social dialogue systems are well equipped to address the impacts of climate change on the world of work and how they can be improved.

The participants stressed that job quality considerations and the inclusion of social conditionalities with public funding should be among the policy priorities. Policies should support social dialogue and collective bargaining at all levels and provide relevant education and vocational training programmes. The enormous importance of the sectoral perspective for adjusting entire sectors and coordinating with individual firms was emphasised. Effective just transition policies must be systemic, take a multisectoral and multilevel governance approach, and carefully consider the local contexts (see also the EEA report Just sustainability transitions – From concept to practice).

Achieving the green transition is complex and requires systemic and concerted efforts by the social partners. Participants are learning new practices under conditions of uncertainty. At the TES 2024, they shared the projects they have undertaken and described opportunities for development that might inspire others. Below is an overview based on input to the facilitated participatory sessions (fishbowl and world café discussions), as well as case studies provided by the participating EU agencies.

Italy: Training portal set up by a sectoral agreement

MetApprendo is an online portal providing training to address skill gaps in the metalworking industry. It was set up by the social partners following the signing of a sectoral collective agreement in 2021. The training service is available to member companies and their employees, as well as employees of the territorial branches and industrial associations. The portal offers different types of online training, as well as coaching and advice to employees. It aims to be useful to all companies but particularly SMEs having difficulties financing training for their employees. MetApprendo is currently available to nearly 18,000 companies and close to 1 million workers. Within the portal, every company has a registry of its employees and a calendar of planned training activities. Once they have completed a training course, individuals receive a digital passport certifying the training completed and the skills acquired, which is recognised by the industry and transferable to other companies.

- Contribution from an EU-level employer organisation (Ceemet)

Belgium: Training fund run by social partners

Small employers often have difficulty funding training for their staff, so some sector-level social partners in Belgium have set up training funds that they co-manage and that are financed by employers. Training, which is sometimes offered by the funds themselves, is targeted at specific occupations such as electricians, equipping them with the skills to work with new sources of energy or to install solar panels, and car mechanics seeking skills to transition from petrol to electric  vehicles. The initiative also offers awareness-raising events for employers and carries out studies about sectoral developments and the impact of the green transition. Separately, the social partners operate social funds, set up to ensure that social allowances are paid to workers, and these funds include contributions for training.

- Contribution from a Belgian government representative

France: Monitoring employment change in the green transition

The National Observatory of Jobs and Occupations of the Green Economy (Onemev) was set up in 2010 with the objective of analysing employment changes related to the green transition. The observatory collects statistical data on changing job tasks and on training and educational needs; it also conducts forecast studies to anticipate changes and potential responses. The regional context is important, because regional labour markets have their own specificities.

At sector level, there are observatories looking at the development of occupations and qualifications associated with professional branches, providing analyses on the evolution of skills and employment changes. These observatories combine analysis with the in-depth knowledge of the social partners on actual and future developments in different sectors and the world of work. Comparisons across sectors enable a better understanding of the transitions in the economy. All observatories are monitored by a steering committee, the national Joint Employment Committee.

- Contribution from a French employer organisation

France: Law requiring collective bargaining to include the just transition

In France, since 2021, more than a dozen collective agreements at sector level have included elements linked to the just transition. The agreements include clauses that specify the need for a forward-looking approach to skills development. The clauses are a response to the 2021 reform in the collective bargaining framework, which requires environmental issues to be discussed at all levels. Act No. 2021–1104 on combating climate change and strengthening resilience to its effects requires that the periodic supplementary negotiations at both branch and company levels consider the challenges posed by a just transition. See the report Supporting regions in the just transition: Role of social partners, pages 26 and 27 for more information.

- Contribution from a French trade union

Romania: Shaping the future of the energy sector

Employers and trade unions together conducted a survey of the energy sector to investigate the jobs that will potentially be lost because of the green and digital transitions. Through a foresight exercise, brainstorming and mutual exchange of ideas, it became evident that some of the challenges ahead need to be addressed jointly, as they will affect companies and employees equally. This joint project boosted social dialogue, which up to that point was stalling and concentrated mostly on traditional collective bargaining issues (pay and working time).

- Contribution from a Romanian employer organisation

Finland: Climate change, work, and health and safety issues

A survey was conducted in 2022 to explore the views of Finnish employees from all sectors on climate change and work. Surveys like this help the social partners and governments to design better policies and to regulate accordingly in collective bargaining rounds. This survey helped to stimulate discussion about the important role of workplaces in mitigating climate change and promoting the green transition. It showed that employees were motivated to change their working methods and present ideas to increase environmental sustainability in their work. At the same time, it provided evidence that mitigation measures are not strongly integrated into company strategies, or the strategies are not communicated effectively throughout the entire organisation. A new wave of surveys is planned for 2025, and a management survey will be launched to complement the employee survey.

- Contribution from the Finnish Occupational Health and Safety Institute 

Serbia: Joint projects with the EU

Projects on the just transition have been run jointly with the social partners from the Member States and with EU financial support. These have enabled participants from the Western Balkans to learn about good social dialogue practices and to develop structures and an environment facilitating social dialogue.

- Contribution from a Serbian employer organisation

Bosnia and Herzegovina: Raising awareness of businesses’ responsibilities

Projects have been run to raise companies’ awareness of their responsibilities in securing a just transition and the rights of workers. In some of these projects, representatives of government and trade unions undertake specific actions for their own organisations. However, consultation of the social partners on climate policies and their effects needs to be developed.

- Contribution from an employer organisation in Bosnia and Herzegovina

Finland: Workplace consultation on green transition matters

Some evidence suggests that workplace consultation needs to be improved. A survey of shop stewards of the SAK trade union, conducted in 2019 and 2023 and with around 900 responses, suggests that a low number of employee representatives were involved in consultation on green transition measures. The percentage of respondents reporting that employers and shop stewards had discussed workplace measures to address the impact of climate change was 17% in 2019 and 26% in 2023. The percentage of respondents reporting that shop stewards and staff had been involved in decision-making about workplace environmental measures was 12% in 2019 and 14% in 2023.

- Contribution from the Finnish trade unions

Belgium: Social partner involvement in the Territorial Just Transition Plans

Planning for the future of regions that decarbonise their industries requires strong and meaningful involvement of the social partners at all stages of the plans to ensure that both employees and companies are supported.

- Contribution from the Belgian government

Western Balkan economies: Three suggestions

Design a meaningful consultation process on climate policies and the just transition (but also more broadly). It should be part of the institution-building exercise in these countries, where the social partners and governments are invited to co-design the consultation process.

Develop and support social dialogue structures. Participants agreed that the social partners need support for further developing tripartite social dialogue, collective bargaining at different levels (cross-sector, sector and company) and decision-making based on consensus. The social dialogue agenda needs to include key issues for the regulation of the labour market, including the impact of a green transition.

Overhaul the education and vocational training systems to meet the needs of the green economy. In addition, participants highlighted the importance of identifying skills needs, training and upskilling of employees at workplace level and with the participation of trade unions or other relevant, recognised employee representation structures. An articulation of actions with sector-level social dialogue structures is essential for achieving a coordinated approach across the economy. This links up with a national strategy for the green transition with concrete actions and a timeline to be included in the country regulatory framework and with the commitment of key actors for its implementation.

The TES 2024 social learning journey explained

The seminar was designed so that the participants (social partners and governments) become learning partners using their own projects and initiatives for progressing the social dialogue agenda in their countries. Equipped with a unique combination of tools and methods such as research findings from the EU agencies, the exchange of their own experiences on what works and what needs to be improved, and setting up a community of practice can strengthen social dialogue and enrich it with innovative solutions.

Developing capacity for social dialogue is often seen as ‘a process of transmission or sharing of knowledge that is passed on from someone who knows to someone who does not know’.

This approach assumes that we work in a context of certainty, where everyone knows what the right solutions should be. In the global context of uncertainty, complexity, volatility and ambiguity, however, this assumption is wrong. Even when we know the role social dialogue should play in a just transition, how can we translate that into daily practice in our own country and social dialogue system? What kind of adjustments do we need to make to our own systems?

Reality is not simple and linear. This is why social learning can be effective in building capacity among the social partners and governments. Engaging with a network of practitioners all of whom start from a point of uncertainty and use their collective experience to make an impact in their own system of social dialogue. Together they improve their ability to act proactively and effectively.

The journey continues...

To ensure that this learning is actionable and that participants apply it to their work, they themselves set up practice groups that respond to their own needs. Groups discuss, exchange documents and ideas, create templates for collecting information, translate documents to ease access, prepare suggestions for actions at national level, engage with national or European actors (for instance, the EU-level sectoral social partners and EU institutions) and so on. The topics they worked on in 2024 include:

• creating a sectoral hub on a just transition
• making the Corporate Sustainability Reporting Directive work
• brown to green job transitions (training, upskilling and employment)
• informing the press about the added value of social dialogue

During the residential session, participants were invited to create a plan for their activities, a community timeline, shown below, to help them prioritise actions for the rest of the year.

The groups will share the fruits of their work with all participants in December 2024. They will decide whether they need to continue to engage with each other in the coming years.

In addition, plans for the new round of the TES in 2026 will be discussed with them, and their input, advice and lessons learned will be used for shaping the contents of the next seminar.

All photos taken during the Tripartite Exchange Seminar held in Brussels throughout May 2024. See full photo album below.