After a final, lengthy round of bargaining, the cross-sector negotiations covering the private sector ended in the early hours of 8 June. The three trade union confederations are in the process of consulting with their members on the outcome. The main development is the proposed increase in the minimum wage – the first since 2008 – which will see an increase in the monthly amount from EUR 1625.72 to EUR 1702 in April 2022. There will be further increases in 2024 and 2026 which along with changes to taxation will mean net increases of EUR 100 and EUR 150. The deal also includes some
Precarious employment, Pay settlements
Trade unions and employers have put forward a joint proposal to government for legislation to provide greater protection for precarious workers. If adopted, this will outlaw zero-hours contracts with all workers entitled to a minimum level of working hours each month. It will also aim to close any loopholes to ensure that all workers who’ve been on temporary contracts for three years will be offered a permanent contract. Further provisions include allowing temporary contracts only when required by illness or surges in demand and greater protection for temporary workers against dismissal. The
Public service federations – Fp-Cgil, Cisl-Fp and Uil-Fpl – have signed a collective agreement with the Misericordie non-profit association that delivers various health and social services. The agreement covers the period 2017-2019 and delivers an EUR 85 a month increase which brings the agreement in line with that negotiated by the ANPAS national association for social assistance. Workers will also get a EUR 1200 lump sum that will be paid in four instalments by January 2022 and vouchers to the value of Eur 200 to be paid around Christmas. A productivity bonus will be suspended pending
After lengthy negotiations, arbitration in the municipal sector has produced a deal supported by the trade unions. The overall package is worth 2.82%, slightly ahead of inflation and above the 2.7% in the industry sector which is normally seen as setting the pattern for pay bargaining. Pay increases range from NOK 10000 (EUR 980) a year to NOK 22000 (EUR 2150). There is a pot worth 1% that will be dealt with by local negotiations which will aim to contribute to retaining, developing and recruiting staff and acknowledging increased formal and informal competence development. It will also
The public service federations in the CCOO and UGT confederations have set out a number of demands on the government to take effective measures solve the persistent problem of temporary employment in the public sector. As long ago as 2017 an agreement was negotiated to get temporary employment below 8% in the follow-up to legal rulings on excessive use of temporary contracts. The unions underline the importance of consolidating temporary staff into permanent positions taking account of their experience. The unions also want to see measures are taken that will ensure permanent reductions in
The Sanitas health union is calling on the government to offer permanent employment to the many medical and auxiliary workers who were taken on to help cope with the pandemic. These workers will see their contracts terminated once the end of the emergency is declared. The union argues that these workers have clearly demonstrated their skills and competences in helping to deal with the crisis with many facing high risks of infection and some even losing their lives to COVID. Sanitas also sees continuing staff shortages as another argument for offering these workers permanent employment.
In February this year, the Supreme Court in the UK ruled that Uber, the driving, and delivery platform, should treat its drivers as workers and not as self-employed. This follows a trend across Europe where courts in several countries have forced digital platforms to revise the employment relationship with the workers providing their services. Platform work is changing the economic and social landscape, revolutionising the way services are delivered while raising major questions about social and labour rights.
After the third round of bargaining, the ver.di services union has secured a new 24-month agreement covering around 21,000 employees at the clinic operator Helios. There will be a 3.8% increase in total with a 1.4% rise in April this year, 2.0% in April 2022 and a further 0.4 percent in November 2022. Employees will also receive a EUR 400 corona bonus (trainees EUR 100) as well as an additional day off in recognition of the extra work during the pandemic. Working hours at the eastern German Helios locations will be reduced to the western level from January 1, 2023. A care allowance of EUR 100
The FNV trade union reports that pay rates for water authority workers are set to increase by EUR 50, backdated to 1 January 2021. There will also be two increases of 0.5% to the individual choice budget (IKB) as of 1 January and 1 July. The union says that on average, this amounts to a 2.05% salary increase. The personal basic budget (PBB) will be increased from EUR 5,000 to at least EUR 6,000 for five years. The IKB and PBB can be used to exchange salary for other benefits such as annual leave. The new agreement also includes provisions on standby duty allowance and parental leave
Six trade unions are coming together to take strike action over jobs and precarious employment in the public sector in the Basque region. The unions are responding to the failure of the regional government to address public employment and the persistently high levels of temporary contracts across the public sector. Action is planned for 22 April across all the main public services – municipalities, health, education, general administration, justice, public transport, public media and other sectors. The unions want to see the thousands of temporary workers who have been crucial to tackling the
A new agreement between unions, employers and the Flemish government has delivered a range of benefits for workers in various health and social services in the non-profit sector. Overall, there will be the equivalent of 3,716 new posts to help tackle high workloads. There will be a general 1.7% increase in wages but with some additional increases for those on the lowest pay rates and those will long service. In elderly care, the rehabilitation sector, psychiatric care homes and sheltered living initiatives, there will be a new pay structure from 1 July 2021, bringing pay rates in alignment
The two main public service federations – FSC-CCOO and FesP-UGT – recently met with the public services minister to underline their concerns about precarious employment and urge action to implement existing agreements to curb the use of temporary contracts. The unions raised issues around staffing levels and the ageing public sector workforce but stressed that job insecurity was a major problem and that the proportion of workers on temporary contracts was still too high and had worsened in the response to the pandemic. The federations also called for action to remove any discrimination in the
The NSF nurses’ union has negotiated a new agreement with the NHO employers’ organisation that represents private sector providers. A key aim of the union has been to reduce the large differences between the conditions in NHO companies and conditions in other collective agreements. The NSF believes that the settlement for 2020 is a new step in the right direction. With effect from 1 October 2020 the new minimum wages for nurses is NOK 412000 (EUR 40500). There is a general increase of NOK 0.5 (EUR 0.05) an hour for everyone from 1 May 2020 and there will be local negotiations conducted in
PCS, the largest union in the civil service, has negotiated a three-year deal covering workers in the HMRC department (revenues and customs), the third largest section of the civil service with around 60000 workers. The deal includes an average 13% increase in pay over three years: with 3% paid in March 2021 and backdated to June 2020; a further 5% payable from June 2021; and a further 5% payable from June 2022. The pay award is significantly weighted towards providing major increases for the lowest paid. The agreement also allows for significant progression through the various pay ranges for