The European Commission is scheduled to consult EU-level trade union and employers organisations in May 2011 on drawing up an EU-level code of conduct on the anticipation and management of change and restructuring.
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EU developments

State of play:

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

In depth:

European Commission assesses implementation of stress agreement
The European Commission published, in February 2011, an assessment of the implementation across the EU of a 2004 agreement on tackling work-related stress, signed by trade union and employers' organisations. The report highlights significant achievements (including those in the UK) but finds that implementation of the accord has not achieved an EU-wide minimum level of protection against stress.

News:

ETUC prepared to negotiate over Working Time Directive revision

Eurozone countries agree on wage restraint

European Parliament proposes migrant workers Directive amendments

EU ministers adopt gender equality pact

Commission launches European equal pay day
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Other international developments
Alstom and DBApparel sign agreements on anticipating change
Alstom (an engineering company) and DBApparel (clothing) became the latest multinational companies to sign Europe-wide agreements, in late 2010 and early 2011, on anticipating change and adapting employees' skills to meet future needs. Such agreements "export" aspects of French HR law and practice to other European countries, including the UK.
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Editor's message
Editor
ANTCIPATING RESTRUCTURING
The European Commission is scheduled to consult EU-level trade union and employers' organisations in May 2011 on drawing up an EU-level code of conduct on the "anticipation and management of change and restructuring". The idea is to agree a framework of principles to guide those involved in company restructuring, with the aim of minimising job losses and other negative consequences, while ensuring company competitiveness.

Evidence of what this approach might mean in practice can be seen in a number of agreements recently signed in multinational companies. These introduce Europe-wide schemes aimed at anticipating changes affecting the company, and adjusting employees’ skills and development in advance to reflect these changes, both to meet the company’s skills needs and to enhance employees’ job security. We examine the agreements at Alstom (engineering) and DBApparel (clothing).

Other EU-level developments reported this month include potential talks between the European social partners on amending the Working Time Directive and a controversial agreement by eurozone countries to link pay developments to productivity and review wage-setting arrangements.

email Mark Carley
International editor, XpertHR

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