In November 2011, EU-level trade unions and employers' organisations announced that they will negotiate over amendments to the EU Working Time Directive.
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State of play

Draft EU employment legislation state of play, December 2011
Our monthly update explains the current position on all significant items of employment-related draft EU legislation that are in the legislative pipeline, or due to be proposed in the near future.

In-depth

Commission calls on employers to act on corporate social responsibility
The European Commission launched a renewed EU strategy on corporate social responsibility in October 2011, covering 2011 to 2014. It includes a call for all large companies across Europe to sign up to international standards in this area.

News

› EU social partners launch Working Time Directive revision

› European Commission sets out plans for 2012

› Employers and unions agree EU-wide gender equality action in audiovisual sector

› Report examines post-enlargement EU labour mobility
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Editor's message
Editor
WORKING TIME TALKS OPEN
In November 2011, EU-level trade unions and employers' organisations announced that they will negotiate over amendments to the EU Working Time Directive. They have until September 2012 to reach a deal, and any agreement would be implemented by a Directive.

The European Commission has been trying to revise the Working Time Directive since 2004, but disagreements among member state governments, and between governments and the European Parliament, have so far prevented agreement on any changes. The Commission believes that several amendments are needed urgently, for example on the issue of on-call time at the workplace. It hopes that a social partner agreement can bypass the political problems that have until now dogged attempts to amend the Directive.

However, as the talks start, the positions of employers and unions are very far apart. For example, unions want to abolish the opt-out from the 48-hour week, an issue that employers do not wish to discuss. Negotiations are likely to be difficult and the outcome is highly uncertain.

email Mark Carley
International editor, XpertHR
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