The aims of this project are to explore recent experiences in the practice of information and consultation (I&C) at national level, building on the findings of the European Industrial Relations Observatory (EIRO) 2011 report entitled Information and consultation practice across Europe five years
This report provides an overview of the extent, practice and impact of employee information and consultation (I&C) in 26 European countries five years after the implementation date of Directive 2002/14/EC. Procedures for establishing I&C arrangements and the scope for organisation- or sector
Industrial relations developments in Europe 2007 highlights the most significant industrial relations developments over the past year – both at national and EU level. It first outlines the main political and legislative initiatives taken in the Member States over the past year and goes on to examine
This report focuses on the role that EWCs play in influencing the handling of transnational restructuring. It analyses EWC agreements and relevant joint texts to assess how well equipped EWCs are to address the issue of restructuring. It looks at the kind of input EWCs make in practice and
New fees for pursuing cases through employment tribunals and the Employment Appeal Tribunal (EAT [1]) came into effect on 29 July 2013. Previously, it had been free of charge to bring a claim. [1] http://www.employmentappeals.gov.uk/
The absence of any general legal regulation of working time in the UK, together with employers’ freedom in contract formation, provides the context for a variety of forms of flexible working hours. A long-running political debate in the UK has focused on the use of so-called zero hours contracts
In the UK, the statutory obligation for employers to consult employee representatives about the impact of collective redundancies is triggered ‘where an employer is proposing to dismiss as redundant 20 or more employees at one establishment within a period of 90 days or less’, as set out in section
In June 2013, Business Secretary Vince Cable told /The Independent/ newspaper that the Department for Business, Innovation and Skills (BIS [1]) was conducting a review of the use of ‘zero-hours’ employment contracts. BIS officials will review how zero-hours contracts work, and investigate whether
On 28 May 2013, postal workers belonging to the Communication Workers’ Union (CWU [1]) took part in a fifth round of one-day strike action to protest Post Office closure and franchising plans, and related pay issues. [1] http://www.cwu.org/index.php
On 5 June 2013, EDF Energy [1] signed two industrial relations agreements with trade unions and the main contractor for the construction of the planned new UK nuclear power station at Hinkley Point C in Somerset. [1] http://www.edfenergy.com
In spring 2013, a series of key unemployment law reforms introduced in the United Kingdom changed parental leave and pay, redundancy consultation periods and employment tribunal regulations. A new type of employment contract has also been created.
On 15 April 2013, the Department of Business, Innovation and Skills announced that ministers had approved below-inflation increases in the national minimum wage (NMW) of 1.9% for adults aged 21 and above, and 1.0% for younger workers and apprentices. The increases will take effect in October 2013
In March 2013, the Chartered Institute of Personnel and Development (CIPD [1]), the professional body for UK human resource practitioners, published a report exploring the factors affecting the growth in employment of migrant workers from both within and outside the EU. The report, The state of
A general framework for informing and consulting employees was introduced by the EU Directive 2002/14/EC [1]. The regulations were transposed into UK law by the Information and Consultation of Employees (ICE) Regulations 2004 [2] (*UK0502103N* [3]). The regulations’ collective provisions are