The factsheets are grouped under six themes:

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1 What social Europe can do for you European Commission These easy-to-print factsheets highlight how you benefit from current EU policies, and how the EU is working to face future challenges in these areas. The factsheets are grouped under six themes: > > More and better jobs > > Rights at work > > Inclusion and equality > > Job mobility > > EU funding programmes > > Policy in practice The first factsheet for each theme explains the main ideas and policies, and each the sub-sheet provides details of specific policy areas. The Did you know section in each factsheet provides some facts and figures relating to the topic. At the end of each factsheet there is a list of other factsheets that address related topics, as well as links to sources of further information.

2 A More and better jobs 3 A1 EU tackles the employment and social dimension of the economic and financial crisis 5 A2 Unemployment and quality in work 7 A3 Flexicurity 9 A4 Restructuring anticipating and managing change 11 A5 New Skills for New Jobs 13 A6 Green jobs 15 B Rights at work 17 B1 Health and safety at work 19 B2 Labour law 21 C Inclusion and equality 23 C1 Gender equality and work/life balance 25 C2 The fight against discrimination 27 C3 Combating poverty and social exclusion 29 C4 Demographic change and the ageing population 31 C5 Pensions 33 C6 Health and long-term care 35 D Job mobility 37 D1 Removing barriers to job mobility 39 D2 Your social security rights 41 E EU funding programmes 43 E1 European Social Fund 45 E2 PROGRESS 47 E3 European Globalisation Adjustment Fund 49 F Policy in practice 51 F1 Social dialogue 53 F2 EU enlargement and international cooperation 55

3 What social Europe can do for you European Commission A More and better jobs Delivering more and better jobs is a crucial European goal. Much progress has been made: the EU employment rate, which reached 66% in 2008, had moved much closer to the goal of 70% by 2010 set at Lisbon. However, the financial crisis and the associated recession means that the EU has to review and renew its efforts to return to the path of increased job creation. Did you know? Unemployment dropped significantly from 8.9% in 2005 to 8.2% in 2006 with almost all Member States contributing to this trend, although it has risen again during the recession. About half of the Member States have developed or are developing comprehensive flexicurity approaches a considerable improvement from only a handful in The European Economic Recovery Plan and the resources of the European Social Fund and other EU Funds have played a significant role in containing the impact of the recession and preparing for recovery. While the European labour market continued to weaken in 2009, expectations for 2010 are somewhat more positive. Swift actions by the European authorities have undoubtedly helped limit the negative impact of the crisis on employment. Efforts by governments and social partners to contain redundancies through measures like short-time working and wage restraint have proved particularly successful, and European funds have been swiftly mobilised to address priority concerns, not least youth unemployment. Such joint concerted action demonstrates how the EU can work, not only to support longer-term labour market reforms, but also to respond to a major crisis in a rapid and co-operative manner. At the same time, the long-run goal of the EU is to still to encourage and assist more people to enter and remain in work through the European Employment Strategy (EES), which plays a central role in coordinating EU policies to create more and better jobs. The EES is based on employment guidelines, agreed at EU level, setting out common priorities for Member States employment policies. Dealing with change The EU has actively supported a policy of flexicurity in recent years, based on a combination of flexible labour markets, work organisation and labour relations, and a high level of employment and income security. While designed mainly to assist in managing structural changes, the benefits of the policy are seen today in the way Member States and social partners have worked together to absorb the impact of recession EU policies aim to help workers, regions and businesses cope with change. The recession has brought additional challenges in this respect, which EU policy and funding support has actively addressed. 3

4 How do citizens benefit? Between 1998 and 2006, the EES helped raise the proportion of those aged who are in employment in the EU from 61% to 66%, and cut unemployment from 9.3% to 7.2%. This way, more people obtained jobs and Europe s prosperity was boosted as a whole. EU policies work to make it easier for you to find a job at every stage of your working life in a quickly changing economic environment, even in a recession. The EU s flexicurity approach aims to help you meet such challenges by improving your knowledge and skills. EU policies also aim for you to be better able to anticipate and react to restructuring and other economic shocks. By managing change better, living conditions and quality of life can be more easily maintained or improved. Another goal of the EU s long-run policies for more and better jobs is to combat inequality and sustain our social protection systems. By getting more people into work, we can ensure that our societies cope with demographic change: we need more people of all ages in employment to finance spending on things like pensions as our population ages. Future developments and challenges In the face of the recession, sustained effort and continued co-operation are needed if we are to re-establish the EU s jobs targets and work to achieve them together. The EU Member States have stood together in facing the challenges of recession against the background of an increasingly competitive global economy. This demonstrates how European integration has given us the strength to tackle common problems with common policies and actions. The present times are difficult for everybody, especially those in a weaker labour market position, but it is clear that, without EU solidarity in terms of economic, employment and social policies and actions, the situation would undoubtedly have been dramatically worse for everybody. Links to other factsheets For further information on specific topics under More and better jobs, please consult all the factsheets in series A. > > C4 Demographic change and the ageing population Further information >> DG Employment president/pdf/comm_ pdf Keywords >> PROGRESS >> Employment and social solidarity programme >> Social Agenda European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 4

5 What social Europe can do for you European Commission A1 More and better jobs EU tackles the employment and social dimension of the economic and financial crisis The economic and financial crisis has reversed the positive employment growth of 6 million achieved during and dented public confidence. The European Union has responded positively, not just in addressing the financial and economic problems but in dealing with the adverse employment consequences that have affected the everyday life of its citizens. Access to the European Social Fund has been simplified and speeded up and the scope of the European Globalisation Fund has been extended to support workers made redundant as a direct result of the global financial and economic crisis. Did you know? Three-quarters of Europeans consider that the EU has a positive impact in creating jobs and fighting unemployment. Over a third of Europeans are aware of the European Social Fund, the EU s main tool for investing in workers. Anti-crisis measures (co-financed by the European Social Fund) such as subsidised part-time working arrangements, have proved successful in keeping people in work. In the face of the financial crisis and economic downturn, the European Commission launched its European Economic Recovery Plan at the end of This was designed to provide a coordinated EU response, to inject purchasing power into the economy in the short term, and to support long term competitiveness. After the positive employment growth of 6 million achieved in the EU during , the crisis had halted progress and increased unemployment, leading to a drop in confidence. In the summer of 2009, a Eurobarometer survey reported that more than six out of 10 Europeans were expected a further impact, and a third of those in work were very concerned that they may lose their job in the crisis. In this context, the EU s actions have been viewed very positively. Some threequarters of people see the EU as playing a very positive role in creating new job opportunities and fighting unemployment. Over a third of Europeans are aware of the European Social Fund. In May 2009 the Council adopted a regulation facilitating access to grants cofinanced by the European Social Fund and agreement was reached on a new Cohesion Policy package. The Member States have received an additional 6.25bn euro in advance payments with the option of also using unspent ESF money from the programming period (some 7bn euro). In June 2009 the EU extended the coverage of the European Globalisation Fund, originally set up to support workers made redundant due to major structural changes, to cover those losing their jobs because of the global financial and economic crisis. This financial support will remain available until the end of Member States have used the European Social Fund to extend short-time working schemes and combine them with training, to widen the coverage of unemployment benefits, or to increase support for entrepreneurship. Some Member States have modified their ESF programmes by adopting short term anti-crisis measures specifically targeted at unemployed people. Other measures adopted include micro-credits for those who want to start their own business, with a budget of 100m euro. 5

6 How do citizens benefit? Co-operation between European governments in developing common responses to the crisis has helped ensure that actions taken in one country support the EU as a whole, without having a negative impact on workers in other countries. That is an important reason why unemployment has risen much less in the EU than many commentators had predicted when the crisis began. Financial support from the EU to workers who are affected by the economic crisis has helped those affected to both deal with the immediate impact of the crisis, and to develop new skills and explore new job opportunities for the future. Future developments and challenges The Employment Summit in June 2009 led to the adoption of a series of concrete measures by individual Member States, the Commission and the social partners, designed to maintain employment, create jobs, promote mobility, upgrade skills, match labour market needs, and increase access to employment. Employment Ministers also made a commitment to provide at least 5 million apprenticeships across the EU, and to set targets to provide young unemployed with early opportunities for training or work. Links to other factsheets > > A3 Flexicurity > > E1 European Social Fund Further information > > European Economic Recovery Plan president/pdf/comm_ pdf Keywords >> Globalisation >> Redundancy >> European Globalisation Adjustment Fund >> EGF >> Training >> Financial support European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 6

7 What social Europe can do for you European Commission A2 More and better jobs Unemployment and quality in work Tackling unemployment and boosting quality in work are major concerns for EU citizens and a crucial part of maintaining and improving European prosperity. The EU has been making good progress towards its employment target of having 70% of people aged in jobs, although it now has to tackle the consequences of the financial crisis and the consequent recession. In addition, employment levels vary significantly across Member States, each of which has its own long-established and distinct employment policy. Did you know? Between 2000 and 2006, almost 12 million more people found jobs. Unemployment decreased from 9.0% in 2004 to 7.9% in Set up in 1997, the European Employment Strategy (EES) plays a central role in coordinating EU policies to create more and better jobs. Quality in work is a key element of a competitive and inclusive economy. A multi-faceted concept, it includes the composition of jobs and their qualification requirements; workers profiles, their inclusion and access to the labour market, their skills and career development and their subjective job satisfaction; and work conditions; and equal opportunities. The EES is based on employment guidelines setting out common priorities for Member States employment policies, agreed at EU level. Each Member State then draws up a programme describing how it will implement the guidelines nationally. The European Commission reviews progress on the implementation of the national programmes. Exchanging good practice and experience is one of the core goals of the EES. The Mutual Learning Programme (MLP) thus seeks to encourage mutual learning at all levels and enhance transferability about the most effective policies. The MLP aims for national governments, social partners and other stakeholders to be fully involved in the EES. Cooperation Member States economies are interdependent. We all need to work together to achieve economic reform, sharing policies that work. Cooperation and sharing experience at EU level mean a common and more effective approach to employment across the EU. In addition, the EES provides strong support for creating and maintaining jobs at local level as local authorities and social partners can best understand local conditions, aspirations and needs and are best placed to translate national and regional strategies into action on the ground. Initiatives are therefore undertaken at EU level to boost local employment development, in particular initiatives to enable stakeholders to discuss and exchange experience and information. 7

8 How do citizens benefit? The EES has helped raise the EU employment rate from just over 61.0% in 1998 to 66% in 2008, and cut unemployment from 9.3% to 7.2% (EU-25), although progress has been put back with the recession. The more people have jobs, the more Europe s prosperity is boosted as a whole. Plus by helping more of you into work, we can ensure that our societies cope with demographic change: we need more people of all ages in employment to finance social spending as our population ages. Quality in work has also increased, benefiting you by combating poverty linked to low pay, by raising skills, and by improving the conditions of part-time employment. Due to its multi-faceted nature, boosting quality can have several advantages for you: you may have higher job satisfaction; better work/life balance and health and safety at work; and greater access to employment for example if you re a woman or older worker. The EU-level network of national Public Employment Services helps to promote cooperation and exchange of information, to better match jobseekers and vacancies. The network seeks to enhance the implementation of the EES and the integration of the European labour market. Future developments and challenges Looking forward, the EU will continue to work to overcome the effects of the recession and to reach its employment targets: these include the overall employment rate of 70%, together with parallel goals of 60% for women and 50% for older workers. A particular challenge for the future will be to reduce youth unemployment: a small but significant part of youth remains trapped in temporary, often low-pay jobs from which they find it difficult to exit. Another group at risk are those youth who experience longer spells outside employment, education or training. Particular challenges for the future will be to boost the adaptability of workers and enterprises when it comes to tackling change and globalisation; and investing more and more effectively in citizens skills and knowledge. Links to other factsheets > > A1 EU tackles the employment and social dimension of the economic and financial crisis > > A3 Flexicurity > > C2 Fight against discrimination > > C4 Demographic change and the ageing population > > F Policy in practice Further information > > European Employment Strategy Keywords >> Unemployment >> Employment >> Jobs >> Quality in work >> European Employment Strategy >> Mutual Learning Programme >> Public Employment Services >> Globalisation >> Job mobility European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 8

9 What social Europe can do for you European Commission A3 More and better jobs Flexicurity Flexicurity is an integrated strategy that promotes a combination of flexible labour markets, work organisation and labour relations and a high level of employment security. An integral part of the European Employment Strategy, it strengthens the EU s Growth and Jobs agenda, which aims to reduce unemployment and create more and better jobs. Flexicurity involves moving from a job security mentality to an employment security mentality. The EU thus promotes conditions for you to be able to adapt to change, enter or stay on the job market more easily, and make progress in your working life. Did you know? 76% of Europeans agree that lifetime jobs with the same employer are a thing of the past. 76% also consider that being able to change easily from one job to another is a useful asset when finding a job nowadays. While globalisation and technological progress are beneficial for employment and growth, the changes they bring require rapid responses from workers and businesses. Companies are under increasing pressure to adapt and workers need to acquire new skills as company restructurings become an everyday fact of life. At the same time, in today s labour markets, we see concerns about the implications of a division between well-protected and less-protected workers. As a response to these challenges, the EU flexicurity strategy focuses on promoting active labour market policies, motivating lifelong learning and training, improving support to jobseekers, and supporting equal opportunities for all, including equality between women and men. Common principles Since each Member State has a specific labour market situation and culture, the flexicurity approach has to be tailored to the specific circumstances of each Member State. Nonetheless, all EU countries face common challenges. In addition, in an EU internal market of some half a billion people and an increasingly globalised world, flexicurity becomes a cross-border as well as a national issue. On the basis of proposals made by the Commission, the EU Member States have agreed on a set of common flexicurity principles to be implemented in the context of their respective national situations. These EU-level principles provide Member States with a common understanding of flexicurity and the challenges it aims to address, and enable the EU to coordinate and monitor the various strategies employed, and to promote the exchange of best practice. 9

10 How do citizens benefit? The EU s flexicurity approach aims to help its citizens to meet the challenges of a globalised and rapidly changing world. It is about developing flexible work arrangements or working hours that can help people better combine their work and private responsibilities. It is also about giving employers and employees a more positive and flexible environment for changing jobs. At the same time, flexicurity improves employment security by keeping skills up-to-date and developing talents with adequate unemployment benefits for those who lose their job for a period of time. EU policies aim to help you and others more easily find a job at every stage of your active life, and to have good prospects for career development in a rapidly changing economic environment. Overall, research shows that the implementation of flexicurity policies and practices can lead to higher levels of employment and lower rates of unemployment, with the social security dimension of the concept working to tackle poverty by seeking to promote more open, responsive and inclusive labour markets, as well as gender equality. Future developments and challenges Given the specific needs and challenges faced by each Member State, flexicurity approaches have to be customised from country to country. The European Commission monitors and evaluates how Member States are developing comprehensive policy strategies covering the common principles of flexicurity. The trust of European citizens and companies in the development of future employment opportunities, in the investment in skills and human resources, in the promotion of decent work principles, and in creating a supportive business climate that develops business potential, needs to be strengthened, however. The active involvement of social partners is seen to be a key element in ensuring that flexicurity delivers such benefits for all, and that all the stakeholders involved are prepared to take responsibility for change. That is why the Commission encourages Member States to work with social partners with a view to including their approaches to flexicurity in their national policies. Links to other factsheets > > A2 Unemployment and quality in work > > B2 Labour law > > C1 Gender equality and work/life balance > > C3 Social exclusion and poverty > > F1 Social dialogue Further information > > Flexicurity Keywords >> Flexicurity >> Restructuring >> Globalisation >> Job mobility European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 10

11 What social Europe can do for you European Commission A4 More and better jobs Restructuring anticipating and managing change Restructuring is not new but is increasingly becoming a permanent feature of economic life, affecting all European Union countries. One in three employees work in a company that is less than 10 years old, and restructuring affects all companies regardless of their size. The EU looks to anticipate change and to help prepare workers, regions and businesses for managing the restructuring process. Did you know? On average, while 10% of companies disappear each year, just as many are created. Strictly speaking, restructuring, i.e. adapting the structure of a company to changing market conditions, is an everyday business activity. However, when the term restructuring is used in public debate, what people have in mind are only those restructurings which imply collective layoffs, such as site closures, bankruptcies or staff reductions which may involve considerable hardship for the concerned employees. EU support The EU has put in place legislation to help manage restructuring and protect workers, such as rules about issues on which you, as a worker, have to be informed and consulted. It also undertakes studies and impact assessments of new policies as well as actions to help anticipate and manage change in areas indirectly linked to employment. The EU provides support for employees through the European Social Fund and the European Globalisation Adjustment Fund and organises regular Forums on Employment and Restructuring that enable trade unions, employees and other interested parties to learn from the successful experiences of others. It has also launched a toolkit of measures which have proved effective in minimising the disruptions caused by restructuring. 11

12 How do citizens benefit? Workers often feel threatened by restructuring, and require assistance in adapting to change, but restructuring can be a positive force over time if it helps to increase productivity, introduce new technologies, and create more new and lasting jobs. The EU-wide legislation aims to ensure that workers are fully consulted and able to anticipate and react to proposed restructuring. Employers are required to inform employees or their representatives of their intentions well before taking action. Likewise, EU rules require that, if a company is taken over by another, the workers of the acquired company keep their employment contract with the new employer with the same conditions as before the acquisition. Managing change in this way underpins the sustainable improvement of living conditions and quality of life. Employees also benefit from the effects generated by EU funding, with support focusing on anticipative actions and training. The European Social Fund, for example, funds schemes to help you enhance your education and skills, while the European Globalisation Adjustment Fund aims to support those made redundant due to changes in patterns of trade between countries around the world. To complement these policies, the EU promotes the social dialogue between employers and trade unions, and between them and the EU institutions. Social partners can help the EU and therefore you by developing ways of anticipating structural change. Given their special knowledge of particular sectors, they can also alert EU institutions to relevant sectoral developments. Future developments and challenges It is vital that restructuring is properly anticipated and managed. During the current downturn, many companies have been particularly innovative, working with employees or trade union representatives to introduce shorter working weeks or days in a variety of ways, rather than simply making employees redundant. Links to other factsheets > > A3 Flexicurity > > E1 European Social Fund > > E3 European Globalisation Adjustment Fund > > F1 Social dialogue Further information >> Restructuring >> European Monitoring Centre on Change >> Consultative Commission on Industrial Change CCMI, EESC Keywords >> Restructuring >> Redundancy >> Structural change >> Managing change To support change, the European Union is taking action in the following areas: Anticipation improving forecasting in order to help prepare workers, companies and regions for change. Preparation investing in human and physical resources in order to be ready for future challenges (particularly through education and training). Change Management proposing solutions that can keep social costs to the minimum and encourage the information and consultation of workers. The following initiatives have also been launched: an analysis of emerging skills at the sectorspecific level; a debate on the creation of European sector-specific skills councils; an analysis of restructuring policies and practices in each Member State. European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 12

13 What social Europe can do for you European Commission A5 More and better jobs New Skills for New Jobs Skills increase your employability and your social mobility. They are your best insurance against the risk of unemployment. They are an important factor in promoting personal development and full participation in society. They are a crucial prerequisite for the long-term performance of our economies and the future of the European social model. What combination of skills and competences will be most needed in 10 to 15 years? Did you know? Despite the economic crisis there could be 7 million additional new jobs created by Almost 75% of all EU jobs are expected to be in the service sector. Jobs for people with higher and medium qualifications are expected to rise. Employers are not only looking at qualification levels but at a mix of generic skills and competences. Over the long term, studies by various European institutions suggest that due to the crisis a smaller number of job openings will become available. There could still be 80 million job openings in the EU in the period to 2020 though up to 7 million new additional jobs, and 73 million jobs made available by existing workers retiring or leaving the labour force. By 2020, most of the new jobs will be in knowledge-intensive and skill-intensive occupations, such as high level managerial and technical jobs. Almost three-quarters of all EU jobs are expected to be in services, with an expansion in business services, health care and social work, distribution, personal services, hotels and catering and, to some extent, education. The proportion of jobs requiring high and medium levels of education is expected to increase. The share of jobs requiring only low levels of education are expected to decline. The content of jobs is changing too, requiring broader skill sets. The emphasis on transferable competences or generic skills, such as problem-solving and communication skills, as well as self-management and digital skills, is growing. Professionals specialised in one area will be required to develop other skills, such as marketing, communication, management. The transition towards a lowcarbon economy is also having an impact on the portfolio of skills required. 13

14 EU support and cooperation The European Commission launched a number of new actions in 2008 within the New Skills for New Jobs initiative. These include a European labour market monitor proving information on short terms trends in the labour market, better tools for matching skills and job vacancies on the European labour market, and regularly updated projections on medium and long term prospects. A radical skills upgrading and matching in Europe requires a concerted effort of all stakeholders. This is all the more important in the context of the EUROPE2020 strategy. The European Social Fund is providing some 76 billion euro over the period How do citizens benefit? Jobs in the future are likely to be more varied, more challenging and more rewarding. That ultimately means better opportunities for all, but it puts the emphasis on having the right skills and competences as well as support and guidance from intermediaries to facilitate transitions in support of better skills and job prospects. The Fund offers a range of assistance, particularly for low-skilled and older workers and those at risk of unemployment, as well as for guidance, outplacement and mobility. In total the European Social Fund trains and supports the employability of some 9 million people each year. In addition, European Social Fund funding can help identify future occupational and skills requirements, and support the design and introduction of reforms in education and training systems that increase employability and make training more relevant to employer needs. Upgrading of skills and lifelong learning is not just for the highly-qualified in high-tech jobs: it is a necessity for all. Improvements in the equity and efficiency of EU education and training systems help all citizens better achieve their potential. Future developments and challenges The New skills for new jobs initiative sets the agenda on how to better anticipate the skills that European citizens and companies will need, and how to reform our education and training systems to fully prepare people for the jobs of tomorrow. EU actions will partly determine how Europe emerges from the current economic downturn and copes with the longerterm challenges of demographic ageing, globalisation and climate change. Links to other factsheets > > A3 Flexicurity > > C4 Demographic change and the ageing population > > F EU policy in practice Further information >> European Employment Strategy Keywords >> Unemployment >> Employment >> Jobs >> Quality in work >> European Employment Strategy >> Mutual Learning Programme >> Public Employment Services European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 14

15 What social Europe can do for you European Commission A6 More and better jobs Green jobs One in ten of Europe s jobs are linked, in one way or another, to the quality of the environment. Jobs related to various forms of renewable energy (such as wind, solar, geothermal, hydro-electric, tidal, bio-mass) are developing at an accelerating pace. At the same time, the content of many jobs are changing as manufacturers and service providers adapt to a lower energy-use world. Did you know? Some 21 million EU jobs 10% of the total workforce are considered to be in areas of the economy that depend on, or contribute to, the maintenance of a good quality environment. Member States are legally committed to obtaining 20% of their energy from renewable sources by 2020, implying major changes in jobs and skills. Green jobs are those that contribute to maintaining or restoring environmental quality and avoiding damage to the Earth s eco-system. Eco-industries dealing with pollution prevention and treatment employ some 2.3m people. However, jobs related to a quality environment account for 10 times that number. At the EU s 2009 Green Week, the European Commission s Restructuring Forum addressed the impact of climate change on employment. Over 300 trade union, employer and government delegates discussed how many jobs will be created and lost; how the structure of skills and qualifications will change; and how the social partners can best work together. The European Union is at the forefront of renewable energy development. A new directive on renewable energy sets legally binding targets for all Member States for 2020 of 20% of energy from renewable sources (wind, solar, geothermal, biomass, hydropower etc). The direct employment impacts will appear earliest in the industries directly affected by climate change, with indirect effects over the medium term as climate policy implications ripple through the economy. Wider employment effects will come later as technologies mature. A green job may not necessarily be a job of high quality, however. Much depends on the way work is organised, as well as on the legal environment and the role of the social partners. A recent US study raised concerns about low pay at solar and wind farm manufacturing facilities and in the construction sector. Failure to tackle climate change could have serious effects on EU employment, quite apart from dramatic consequences worldwide. Drought would seriously affect agricultural industries dependent on irrigation, with significant consequences for tourism, - from coastal resorts to ski venues, with sectors such as construction, infrastructure, finance and insurance also affected. Investments in renewable sources of energy are likely to create most new jobs, with many being in small and medium sized firms. On favourable assumptions, employment in the renewable energy sector could almost double in the next decade. The overall net employment effect in the economy as a whole is not expected to be significant, however, with many of the jobs created being at the expense of jobs lost, with the main impact being on the content and location of jobs, with more teleworking, changes in commuting patterns and forms of transport, as well as more energy efficient workplaces. 15

16 How do citizens benefit? Adverse climate change developments are a threat and challenge to almost everybody, with the workplace where much energy is consumed, resources used, and waste produced being one of the most obvious places where change will occur. The EU is leading the way in the modernisation of its economies, as well as encouraging and supporting change within companies. A positive response at the workplace can have a positive impact on the way we live as well as work. Future developments and challenges Climate change is a global problem requiring an international response. However the employment challenges are similar to those caused by other structural changes. Hence the EU s existing employment guidelines, including its flexicurity concept, provide the framework for a co-ordinated response. The Green Jobs Initiative, joining the efforts of the United Nations Environment Programme, the International Labour Organisation, the International Trade Union Confederation and the International Organisation of Employers, is a positive example of effective partnership. Likewise, the European social partners are working together in 2010 to develop a joint approach to the social and employment consequences of climate change. Links to other factsheets > > A3 Flexicurity > > C4 Demographic change and the ageing population > > F Policy in practice > > A5 New skills for new jobs Further information >> European Employment Strategy Keywords >> Unemployment >> Employment >> Jobs >> Quality in work >> European Employment Strategy >> Mutual Learning Programme >> Public Employment Services European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 16

17 What social Europe can do for you European Commission B Rights at work Minimum legal standards established by the EU have helped to ensure that the EU and national labour markets are open and competitive, that workers are informed and consulted about major changes that affect their working lives, and that they have choices about their types of work contract, and their patterns of work. At the same time, keeping workers safe and healthy has been a central concern with appropriate measures to ensure that common health and safety standards are met by the Member States. Did you know? Some 14% of workers in EU27 in 2008 had fixed-term, rather than permanent, work contracts. While accidents at work have declined steadily over time, over a third of workers report that they feel their job puts their health at risk. Workers rights are an important area of European social policy, and one where the EU has taken the most action and had the most impact. It has greatly improved working conditions and ensured basic rights to workers. This has included limiting working hours, ensuring that workers are informed and consulted over major changes and redundancies, making working conditions safer, and ensuring compensation in case of injury. Because of EU legislation, workers are generally safer and treated more fairly than in the past. Setting common standards In terms of working conditions and health and safety, Member States need to meet certain common standards that have been set by the EU. Health and safety standards have been put into place to ensure worker safety and to reduce the number of accidents and deaths caused by workrelated accidents and illness. Such safety regulations have indirectly led to increased productivity in the European economy as fewer workers lose time through absences caused by accidents. Standards have also been set by the EU with respect to working conditions more generally. The European job market has evolved a great deal as our economies and societies have change with, for example, increasing numbers of workers who do not have traditional full-time work contracts, and much more varied patterns of working time. This can bring advantages, with part-time or seasonal contracts providing workers with the flexibility to spend time with family or take care of other obligations. At the same time, it is recognized that a significant proportion of people with such contracts would still prefer to work full-time or to have a permanent contract. 17

18 How do citizens benefit? Incidents of injury or death from workrelated accidents have fallen considerably as a result of EU action. Overall working conditions have also been improved through standard working hours, minimum rights to breaks and days off, and other benefits. Working conditions today are significantly more acceptable than they have often been in the past. At the same time, workers have to accept much more flexibility in the way they work than ever before, not just in terms of their contractual relationships with their employer, but in their day-to-day work practices. In many cases these are seen to enhance the quality and interest in the work, but this is not always the case as seen in reports of working conditions, where concerns are also expressed about issues such as stress and work intensity (ref 2005 Working Conditions Survey European Foundation for Living and Working Conditions). Future developments and challenges While the EU has done a great deal to ensure the rights of workers, the European job market is facing major changes, not least with the European population as a whole getting older, on average, and the European labour force doing likewise, with increasing numbers of people from older age groups entering, or remaining in, the labour market. Workers also face different risks than they have in the past. Traditional physical health threats have diminished with the decline in heavy manual work, but efforts need to be taken at the national and European level to protect workers from new health threats particularly those related to stress, harassment and violence at work. The Community strategy on health and safety at work outlines what should be done to ensure that workers are fully protected in every Member State, and the EU systematically reviews the operation of EU-wide labour standards in order to ensure that they continue to adequately address and meet their basic objectives. Links to other factsheets For further information on specific topics under Rights at work, please consult all the factsheets in series B. > > C5 Pensions > > C6 Health and long-term care Further information >> Labour law >> Health and safety at work Keywords >> Workers rights >> Flexibility >> Safety European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 18

19 What social Europe can do for you European Commission Did you know? B1 Rights at work Health and safety at work A safe and healthy working environment is an essential element in promoting quality of work and economic performance. Health and safety at work is now one of the most important and most highly developed aspects of EU policy on employment and social affairs based on Article 137 of the EC Treaty. The adoption and application of a large body of EU Directives, and the development of a common culture of risk prevention, has helped both improve working conditions and reduce the incidence of occupational accidents and illnesses. The number of fatal accidents in the workplace fell by 23% between 2000 and 2005 in the EU-15. The incidence rate (x workers employed) of accidents at work with more than three days absence decreased by 17% (from 100 to 83) over the same period. Existing EU Health and safety at work legislation has been developed with the aim of covering a maximum of risks with a minimum of legislation. A Framework Directive lays down the main principles of prevention of occupational risks. Other Health & Safety Directives lay down minimum requirements, for example for workplaces, work equipments, the exposure to chemical, carcinogens, physical and biological agents, certain categories of workers, etc. To support the EU efforts towards a more effective prevention of occupational accidents and diseases, in 2007 the European Commission defined a new Community strategy on health and safety at work for the period This strategy seeks to achieve an overall 25 % reduction in the total incidence rate of accidents at work by The strategy identifies a number of specific areas of action: The improvement, simplification and better implementation of the EU regulatory framework. The development of coherent national strategies adjusted to the specific context of each Member State. The development of synergies between occupational safety and health policy and other national and European policy areas. The better identification and assessment of potential new health and safety risks. Increased international cooperation. Role of Member States The Member States have an important role to play in ensuring compliance with Community legislation so as to reduce the number of accidents at work and occupational illnesses. An important aspect of European policy in the area is the involvement of all the main actors and stakeholders in planning, developing and implementing the measures necessary to improve worker safety and health. The Advisory Committee on Safety and Health at Work is the official tripartite forum of consultation at European level. Its members are representatives of national governments, employers and trade unions. 19

20 The Senior Labour Inspectors Committee consists of representatives of the national labour inspection services and its role is to assist the European Commission in improving cooperation between national enforcement bodies. At the same time, the European Agency for Safety and Health at Work created by the Council in 1994 collects and disseminates information on health and safety at work and on EU legislation. How do citizens benefit? EU action in the area of health and safety has contributed significantly to improvements in the working conditions of European citizens. Safety at work is improved, occupational risks are better assessed, and appropriate protection measures are taken. There are indirect benefits for everybody, too. The less time citizens spend recovering from work-related accidents and diseases, the greater of the productivity of the economy as a whole. Employers know more about how to make the workplace safer, and employees are more aware of the risks they face, and how to manage them. Future developments and challenges While the EU has made considerable progress, much work is needed to make well-being at work a tangible reality for all European citizens. The EU s strategy on health and safety at work lays out the guidelines, including for greater cooperation between the EU and Member States to ensure that EU legislation is properly implemented. Health and safety at work also needs to keep pace with the changing nature of occupational hazards. Key principles need to be incorporated in national education and training programmes so as to promote an EU-wide risk prevention culture. Particular attention should be given to the needs and situations of small and medium-sized companies. Links to other factsheets > > B2 Labour law > > F1 Social dialogue Further information >> Health and safety at work >> European Agency for Safety and Health at Work Keywords >> Health >> Safety >> Stress >> OSHA >> European Agency for Safety and Health at Work European Union, 2010 Reproduction is authorised provided the source is acknowledged. Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained on this factsheet. 20

21 What social Europe can do for you European Commission B2 Rights at work Labour law Making great efforts to guarantee workers rights, the EU has adopted legislation setting minimum labour standards that have to be met across all Member States. Moreover, EU labour law aims at ensuring that the freedom of the Single Market does not cause labour standards to deteriorate, or make competition unfair. Did you know? Some 40% of workers now work outside of a traditional fulltime and permanent employment contract. Some 18% of jobs in the EU are part-time. With the EU recovering from recession and increased unemployment, workers can feel more vulnerable in their work and careers, while employers, particularly SMEs, may want more flexibility in an increasingly competitive business environment. The world of work is also changing due to technological, demographic and social developments, including the need to better reconcile work with family and caring responsibilities. In these circumstances, employment contracts are becoming increasingly diverse with various forms of atypical work (such as part-time, fixed-term and agency work) becoming more commonplace across Europe. Protecting workers rights EU labour laws have been agreed by all Member States, and provide minimum common standards of protection for workers across the EU, while also allowing some flexibility for specific sectoral or business needs and seeking to support reconciliation between work and individual workers needs. The EU has taken increasing action to help ensure that all workers are protected and benefit from similar rights, regardless of their location or type of employment contract. EU labour law also helps ensure that workers have a right to be informed and have a say regarding major issues relating to company life. This is especially true when a worker s job is at stake. The EU ensures that all Member States implement European labour law into their national legislation. 21