Equality, Local government, Netherlands, Croatia

(July 2016) Firefighters have been mobilising around the country and in some regions taking industrial action to defend their right to early retirement. In some regions firefighters have been handing in petitions to local authorities while in addition some firefighters have been dealing with emergency calls only. Firefighters currently have early retirement rights between 55 and 59 and want to resist the demand by employers to move to 60. Read more at FNV (NL).

(April 2017) The FNV union has criticised municipalities for making excessive use of temporary contracts and says it will make this a priority issue in upcoming negotiations. The union reports that four out of five temporary workers wants a permanent contract while over half say they are not paid the same as permanent workers doing the same job. Around 60% also say they don't get the same training opportunities.

(June 2017) A new report from the CBS statistics office highlights three key trends in the labour market reflecting greater inequality and less security. Overall the percentage of workers on permanent contracts has fallen from 71% to 61% while the labour market is becoming more divided between low-paid, low-skilled jobs and high-paid work, with few jobs in the middle. The report also found more young people and those with basic education are stuck in low-paid jobs with little autonomy or security.

(July 2017) Firefighters are set to benefit from a new wage and pension arrangements that will see their net income protected with pension coverage to ensure there is no gap between retirement and getting the state pension. The new arrangements recognise the risks associated with the job and compensate for changes implemented in the state pensions system. Firefighters also keep their right to retire at 59. This agreement covers around 2600 firefighters in post before 2006. A deal covering all other firefighters will now be negotiated.

In the run-up to negotiating a new collective agreement covering 80000 workers in the childcare sector, the FNV trade union has published the results of a survey that reveal excessive flexibility in working hours and too many fixed-term contracts as major issues for childcare workers. The union argues that many workers have so few set hours that they can be called on at short notice to work additional hours, creating uncertainty and stress. With the increasing demand for workers in the sector the FNV argues that these issues need to be addressed if more qualified workers are to be recruited.

Excessive workloads and unpredictable hours will feature prominently in the childcare sector negotiations that began on 8 November. With a slogan that "we're not jacks of all trades" the FNV trade union highlighted the problem that childcare workers were overburdened with cleaning, administrative and other tasks rather than child care itself. The union will be looking for restrictions on the extent to which employers can ask childcare workers to change their working time at short notice. The main pay claim will be for a 3.5% pay rise for the 80000 workers in the sector.

Workers at University Medical Centres (UMC) are involved in a series of actions to push for a new collective agreement, including a 3.5% pay increase and measures to reduce excessive workloads. Negotiations have been stalled since the end of May and members of the FNV and NU'91 unions have organised demonstrations and worked-to-rule to underline the strength of feeling to employers. The UMC agreement covers 60000 workers. Meanwhile, youth care workers have also been active over excessive workloads and outsourcing. Around 2500 youth care workers are expected for a national demonstration on 3

Negotiations covering workers in provincial government have been suspended after unions reacted with disappointment to the employers' latest pay offer of 6% over 24 months. The unions say that after several years of moderate pay increases, workers deserve higher pay and a share of growth in the economy. The unions are aiming for a 7.25% increase over two years and argue that the employers should acknowledge the work that the unions have done in relation to a revised job structure and harmonisation of allowances.

After four rounds of bargaining the VNG local government employers' organisation has come up with a first offer of a 2.5% pay increase over a 15-month period. For the FNV trade union this is effectively a 2% increase over 12 months and provides no real wage increase. The union will be pushing for something closer to its claims for a 5% pay rise over 12 months. It is relatively positive about the negotiations, noting that it is also discussing a range of other issues with employers including ensuring healthy and sustainable workplaces and job security.

The FNV trade union reports that negotiations covering the municipal sector have some way to go as the two sides remain quite far apart. The employers have effectively made two offers - one focuses more on paid leave while the other focuses on pay. The first fails to acknowledge the FNV's demands for a policy on wellbeing while offering little on pay while the second also lacked a wellbeing policy, threatened to reduce leave and its 4.55% pay offer is also well below the union target. The FNV wants a 7.55% increase over two years, 0.8% of which is part of the personal budget that employees can

After the sixth round of bargaining the negotiations over a new collective agreement for 160000 municipal workers have stalled. The FNV public service union is now reflecting on what steps to take and whether to organise any protest action. The union is bitterly disappointed by the VNG employer organisation's refusal to consider a health and wellbeing policy for the sector and its wholly inadequate pay offer. The FNV says that the latest offer of 4.9% is less than 2.5% over the proposed two-year agreement and so below the current inflation rate of 3%.The union argues that municipal workers