Collective Bargaining, Pensions/retirement
Collective bargaining – trends and developments
Collective bargaining is a core activity of trade unions and EPSU’s affiliates negotiate with public service employers at every level. This can range from national public-sector wide bargaining to sector and local negotiations with public sector employers but also private and non-profit providers of public services. EPSU works with the European Trade Union Confederation to try to improve collective bargaining rights for all workers across Europe. We also act as a European information point so that EPSU affiliates are aware of trends in public service negotiations. EPSU’s collective bargaining newsletter provides regular updates on developments across Europe and this briefing gives an overview of the state of play in the main agreements in each country.
The JHL public services has organised strike action at the Arkea Oy municipal company, owned by the City of Turku. The union is challenging the company’s plans to switch employers' organisation and transfer around 1000 employees to a different collective agreement with poorer pay and conditions. Lower-paid workers could see their pay cut by 15%-30%. The city's group management has given the plan its blessing and discussions between the trade union JHL and Arkea have not yielded any results. The action began on 17 November with measures taken to ensure no risks to safety. The strike will affect
The two main trade union confederations – FGTB/ABVV and CSC/ACV – are jointly organising a national demonstration on 6 December. They want to raise the problem of defending living standards as inflation increases, particularly driven by soaring energy prices. The confederations want to ensure that there is real space for proper negotiations and are challenging the provisions of the 1996 law that restricts the scope for pay increases. In the recent biennial negotiations the margin for increasing pay above inflation was limited to 0.4%. The confederations also want to defend trade union rights
Services union ver.di has had mixed reactions to the coalition agreement between the social democrats, greens and liberal FDP party who are set to form the next government. The union sees some positive elements in relation to workers’ rights and collective bargaining including proposed measures to close any gaps in company co-determination and deliver the electronic right of access to workers for trade unions. The union has also welcomed the decision not to press ahead with plans that would have allowed for opening clauses for longer working hours and shorter rest periods via company
As recovery from the pandemic is taking place several finance ministers have started to argue we have to go back to balanced budgets and reduce state debts. EPSU and many other unions argued at the ETUC mid term conference that we can not go back to austerity.
On 3 September, employees in the opera, theatre and orchestras sector went on strike to demand a pension scheme that works equally for women and men and lasts a lifetime. On September 8, the strike escalated further and then more workers joined the strike after an unsuccessful mediation on 30 September. Another escalation occurred on 18 October before the dispute was finally resolved on 25 October. A new hybrid pension scheme will now be introduced ensuring equal treatment of men and women. In the employers’ original offer women would have lost out by as much as NOK 1000 (€100) a month and NOK
The ver.di services union has called for the new parliament, meeting for the first time on 26 October, and eventually the new government to set an example by supporting a collective agreement for the parliament’s drivers. The union says that the workers are paid less, work longer hours and have poorer pension entitlement than colleagues who are covered by the public sector agreement that covers federal employees. While ver.di is positive about the signs of support from social democratic MPs, it has made clear that the drivers are willing to fight for a collective agreement and further strike
Civil service unions, including OSSOO representing state workers and those representing health, social care (OSZSP) and cultural workers, signed a new higher-level collective agreement on 4 October. The agreement will run from 1 January to 31 December 2022 with the possibility of an extension for a further year. The agreement covers a range of rights such as paid leave for personal reasons, so-called indisposition leave, and service- and age-related payments as well as invalidity and retirement pensions. The new agreement is not changed much from the previous one with some clarification
The JHL public services union has made clear that in the upcoming pay round it will be seeking pay increases for all the workers it represents across public and private sectors. It argues that moderate pay rises in the public services in the past have been part of a strategy to boost economic growth but now these workers need to benefit from that growth. JHL is also concerned to take further steps to close the gender pay gap and argues strongly that decent wage rises are needed to address staffing shortages.
The younion and GÖD trade unions, representing workers across local, regional and national government and other public services, have written an open letter to the government calling for annual pay negotiations to start as soon as possible to ensure that their members see a pay increase from 1 January 2022. The unions point out that public service workers have been working under great pressure to maintain the quality and quantity of services throughout the pandemic. This has been made more challenging with the increasing numbers of workers retiring. The unions want to see a real increase in
An estimated 15000 people joined a demonstration in Brussels on 24 September calling for a change to the legislation that regulates the cross-sector negotiations in the private sector. The protest was organised by the FGTB/ABVV confederation which argues that the current rules impose an excessive restriction on the unions’ scope for negotiation. In the latest biennial negotiations, the law meant that there was only an additional 0.4% that could be added to the normal increase for inflation. The FGTB argues that the law is more focused on keeping Belgian companies competitive rather than taking