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Working longer through better Working longer through better
working conditions, new modes of working conditions, new modes of
work and career organisation work and career organisation
Jorma Karppinen, Director
European Foundation for the Improvement of
Living and Working Conditions
Welcome/
Welcome/ F F á á ilte ilte
Witamy
Witamy serdecznie serdecznie Labas
Labas
Bienvenue Bienvenue
Dobre doshli Dobre doshli
Ahoj Ahoj God dag God dag Kalos irthate
Kalos irthate Merhba Merhba Hej Hej
¡ ¡ Hola! Hola!
Buna ziua Buna ziua
Benvenuti Benvenuti Isten hozta
Isten hozta
Tervetuloa Tervetuloa
Tere Tere tulemast tulemast Goedendag
Goedendag Dobry den Dobry den Vitame v
Vitame v á á s s Velkommen
Velkommen
Willkommen Willkommen
Esiet sveicinati Esiet sveicinati
Sveiki atvyke Sveiki atvyke
W W ë ë llkomm llkomm Bem Bem - - vindo vindo Bun venit
Bun venit Vitajte Vitajte
Bienvenidos Bienvenidos
Hos geldiniz
Hos geldiniz
Eurofound Supporting European Policy
Eurofound Supporting European Policy - - making making
• Providing Comparative analyses and forward-looking studies on living and working conditions in Europe to support the Europe 2020 strategy. Analysing impacts of
Globalisation, demographic and technological change and climate change
Economic and employment crisis
• Timely and relevant information to the employers’
organisations and trade unions at EU and national levels,
Member State governments and European institutions
The importance of quality of work and employment The importance of quality of work and employment
• Welfare societies, Europe 2020 goals
Job creation, competitiveness and high employment
• Successful organisations
Productivity, innovation and adequately skilled employees
• Healthy and motivated workers
Health and well-being, career development and employment
security, skills development, and work-life balance
Scope of the 5
Scope of the 5 th th EWCS: the biggest so far EWCS: the biggest so far
• 34 countries - EU27, Norway, Croatia, the former Yugoslav Republic of Macedonia, Turkey, Albania, Montenegro and Kosovo
• 43 816 workers were interviewed face to face
3 341 interviewers on the field 270 195 visits were carried out
1 824 883 minutes of talk, average length of an interview was
42 minutes
sneak peak of results sneak peak of results
15% report that lifting heavy loads or
people is part of their work
42% of Europeans complain about work
involving repetitive hand and arm
movements
of professionals say their skills do
not match job demands
13% 22% of all Europeans
complain about tiring and painful
positions at work
EWCS 2010
More workers are using information technology More workers are using information technology
Working with computers - (Almost) all of the time
0%
5%
10%
15%
20%
25%
30%
35%
1991 1995 2000 2005 2010
EC12 EU15 EU27
Using internet or e-mail - (Almost) all of the time by age group
0%
5%
10%
15%
20%
25%
30%
2005 2010
Under 30 30-49 50+
Differences in satisfaction with working conditions Differences in satisfaction with working conditions
Trends in satisfaction with working conditions
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1995 - EU15 2000 - EU15 2000 - EU27 2005 - EU27 2010 - EU27 Very satisfied Satisfied Not very satisfied Not at all satisfied
Satisfaction with working conditions by type of occupation
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
High-skilled clerical Low -skilled clerical High-skilled manual Low skilled manual Very satisfied Satisfied Not very satisfied Not at all satisfied
Workers say working conditions are slowly improving Workers say working conditions are slowly improving
• Work satisfaction: high and slightly increased in spite of the crisis
• Work intensity: among European workers is still high, although it has not increased over the past five years
• Pace of work: for most workers (67%) it is set by direct demands from people and working at high speeds remains at high level
• More training: training paid for by employers was at its highest level since 1995 (for the EU15), with 34% of workers receiving training in the last 12
months.
• Working longer: around 60% of workers feel that they would be able to do
their current job at the age of 60, a marginal increase since 2000.
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What workers say:
What workers say:
20 years of working conditions 20 years of working conditions
- - Preliminary results Preliminary results - -
Agnès Parent-Thirion
Head of Surveys and Trends Unit
Content Content
• (Structural) change over time
• Women and men at work
• Lifelong learning and development on the job
• Working faster
• Participation of workers
• Physical hazards
• Working at 60?
Change over the last 20 years Change over the last 20 years
• Globalisation
• The European project: integration and consolidation
• Structure of employment
• A more diverse workforce
• (National) policies aiming at modernising working life aimed at social progress and /or developing
competitiveness
• Transformation in the management of companies
(adaptability and reactivity, HRM)
Change of working hours in the past year, Change of working hours in the past year,
by country, 2010 (%) by country, 2010 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
CY BG LT TR ME EL KO HR LV EE RO MK IE ES PL MT IT AL CZ HU AT EU FI UK SK PT SI NO BE DK FR NL SE LU DE
Decrease No change Increase
Proportion of women in supervisory positions, Proportion of women in supervisory positions,
EC12, EU15 and EU27, 1991
EC12, EU15 and EU27, 1991 - - 2010 (%) 2010 (%)
0%
5%
10%
15%
20%
25%
30%
35%
1991 1995 2000 2005 2010
EC12 EU15 EU27
Employer
Employer - - paid training by age of employee, paid training by age of employee, 1995 1995 – – 2010, EU15 and EU27 (%) 2010, EU15 and EU27 (%)
(or paid by oneself if self(or paid by oneself if self-employed)-employed)
0%
5%
10%
15%
20%
25%
30%
35%
40%
EU15 EU15 EU27 EU27 EU27
1995 2000 2005 2010
Under 30 30 to 49 50 and older
Working to tight deadlines, Working to tight deadlines, EC12, EU15 and EU27, 1991
EC12, EU15 and EU27, 1991 - - 2010 (%) 2010 (%)
0%
10%
20%
30%
40%
50%
60%
70%
1991 1995 2000 2005 2010
EU12 EU15 EU27
Ability to change methods of work, Ability to change methods of work, by type of occupation, 2000
by type of occupation, 2000– – 2010, EU27 (%) 2010, EU27 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2000 2005 2010
High-skilled clerical Low-skilled clerical High-skilled manual Low-skilled manual
Agriculture
Industry
Construction Wholesale, retail, food and
accomodation
Transport Financial services
Public administration and defence Education
Health Other services
Managers Professionals
Technicians and associate professionals
Clerical support workers
Service and sales workers
Skilled agricultural, forestry and fishery workers
Craft and related trades workers
Plant and machine operators, and assemblers
Elementary occupations
2.5 3.0 3.5 4.0 4.5 5.0
0.25 0.30 0.35 0.40 0.45 0.50 0.55 0.60
Work intensity
Autonomy
EU27 Average Autonomy
EU27 Average Work intensity
Autonomy versus work intensity,
by sector and occupation
Participation in improving the work organisation or Participation in improving the work organisation or
processes, by country, 2010 (%) processes, by country, 2010 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
NL IE DK MT SI EE EL CY SE FI UK FR RO LU EU
27 BE ES IT LV PT CZ AT HU PL BG LT DE SK
Rarely or never Sometimes
Always or most of the time
Trends in physical demands of work, Trends in physical demands of work,
2000 2000 – – 2010, EU27 (%) 2010, EU27 (%)
0%
10%
20%
30%
40%
50%
60%
70%
2000 2005 2010
Repetitive hand/arm movements Tiring/painful positions
Exposure to tobacco smoke Exposure to tobacco smoke
by country, 2005
by country, 2005 – – 2010 (%) 2010 (%)
0%
5%
10%
15%
20%
25%
30%
35%
40%
IE UK FI NL SE PT SI DK FR BE IT EU
27 CY SK PL MT DE EE LU LT ES CZ LV BG EL AT HU RO
2005 2010
Able to work at 60, by country Able to work at 60, by country
0%
10%
20%
30%
40%
50%
60%
70%
80%
N L D E IE DK UK SE F I C Y IT E E E U 27 LV BE A T RO LT CZ MT SK LU BG PL ES HU FR EL PT S I
Conclusions Conclusions
• Limited yet noticeable changes at global level
Smart, inclusive and sustainable
• Differences between groups of workers, economic activities and countries are important
Changes don’t go in the same direction for all groups of workers.
Identification of groups of workers, situations of work which are of concern but also of groups and situations which shall encourage us
• Context remains difficult
• Change is possible and actors have a role to play
Evidence of change over time of a number of indicators. Are we heading in the right
direction? Do we want to foster / nurture more changes?
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Spotlight on working time Spotlight on working time
in the EWCS:
in the EWCS:
some first results some first results
Greet Vermeylen
Research Manager, Surveys and Trends Unit, Eurofound
Content Content
• Working time duration
Changes over time
Average working hours Long hours
Preferences
• Working time organisation
Working time schedules Atypical hours
• Work-life balance
Evolution of weekly working hours, Evolution of weekly working hours, 1991 1991 – – 2010, EC12, EU15 and EU27 (%) 2010, EC12, EU15 and EU27 (%)
0% 20% 40% 60% 80% 100%
1991 1995 2000 2005 2010 1991 1995 2000 2005 2010
E C 12 (/ E U 15 fro m 1 99 5) E U 27
20 or less 21 to 34 35 to 38 39 to 41 42 to 48 more than 48
Average working hours and Average working hours and
distribution of working hours, per country distribution of working hours, per country
0 10 20 30 40 50 60 70 80
EL RO BG PL SK CZ HU SI MT CY LT LV PT EE LU ES EU27 SE FI BE IT AT DE UK FR IE DK NL
Percentage of self
Percentage of self - - employed and employees employed and employees working more than 48 hours per week
working more than 48 hours per week
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
FI FR SE DE DK EE AT LU LT BE NL CY ES MT IE LV EU27 IT PT UK HU SI CZ BG SK PL RO EL
Self-employed Employee
Working long hours Working long hours … …
Working less than 48h Working 48h or more
Problems with work-
life balance 16% 38%
Work affects my
health negatively 23% 37%
Work intensity
(high speed > ½ time)
44% 54%
Consulted on your
work targets 22% 29%
I feel at home at work 22 % 33 %
Working hours preference, by gender, age Working hours preference, by gender, age
and employment status, 2010, EU27 (%) and employment status, 2010, EU27 (%)
0% 10% 20% 30% 40% 50% 60% 70%
All Men Women Less than 30 years of age Between 30 and 49 years of age 50 or more years of age Self-employed Employed - permanent contract Employed - Other
More The Same Less
Working hours preference, by country, Working hours preference, by country,
2010, EU27 (%) 2010, EU27 (%)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
BG AT RO EE KO LU BE LT HR HU PL SI CY UK NO CZ MT NL ES FI IT EU FR LV MK SK DE DK PT AL IE ME EL TR SE Same as current Less than current More than current
Standard working time still the norm Standard working time still the norm
A lot of regularity:
• 67% workers work same hour/week
• 58% work same hours/day
• 77% work same days/week
• 61% start and finish at the same time every day
• This is more the case for women than for men…
Working at different times Working at different times … …
• 16% of workers work long days
at least five times a month
• 10% of workers do night work
more than three times a month
• 17% of workers do shift work
• 20% work on call
• 53% work at the weekend at least once a month
26% work at least one Sunday a month
Working shifts, on call Working shifts, on call
Shift
work No shift
work On call Not on call Problems with
work-life balance 29% 15% 26% 17%
Work affects my
health negatively 33% 23% 31% 23%
Work intensity (high speed ½)
55% 44% 51% 44%
Consulted on your
work targets 40% 48% 52% 46%
I feel at home at
work 60% 62% 69% 69%
Work Work - - life balance life balance
• 18% of workers have problems with work-life balance
Men > women
Especially men 30-49 years old
Dissatisfaction for women more evenly spread over career
• But flexibility of workers and employers
One third of workers can easily take one hour off
Easier for men than for women
More than one third of workers work in their free time
Slightly more men than women
Nearly 20 % (both men and women) do this more than once per
week
Some final points Some final points
• Working time decreasing on average…
Different reasons …
Working hours not always in line with preferences More variety …
• 24 hours society: not for all workers
Regularity still the norm
But a considerable proportion do work at non-standard hours
• Not only duration but also organisation is important
Has effect on work-life balance, health, …
• Flexibility from employers and from workers
Can we find win-win situations?
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© 2009 Deloitte Belgium
Luc Chalsège Director, Deloitte
[email protected] Brussels, 17 November 2010
Presentation of a study for the European Commission on the impact of the Working Time Directive
Conference: Working longer through better working conditions, new modes of
work and career organisation
- 85 -
Agenda
1. Context
2. Objectives of the study 3. Study approach
4. Emerging developments & needs in the world of work 5. Health and safety aspects of working time
6. Impact of the Working Time Directive on business
7. Impact of the Working Time Directive on public services 8. Use of the opt-out
1. Context
- 86 -
Difficult balance between health and safety on the one hand, and a competitive economy on the other hand:
Tendency to regulate and reduce working hours in the interests of health and safety during the last decade but overall stabilisation of reduction of working hours.
Change patterns of work due to the greater emphasis on work-life balance and part-time work, technology development, and the move towards a 24/7 and service-driven economy.
Globalisation of the economy and difficult economic times in industrialised countries as an argument against further reductions of working time or too much rigidity.
1. Context
- 87 -
European Working Time Directive (2003) regulates the maximum working week (48 hours), rest periods, night work and paid annual leave (minimum 4 weeks). The Directive allows some flexibility in some sectors or in specific circumstances:
No derogation possible for the 48-hour working week limit, but MS can allow employees to opt out of this maximum under specific conditions: individual choice / consented to in advance / employer cannot penalise them if they decline to opt out.
ECJ interpretation of the Directive in the so-called SIMAP and Jaeger rulings:
The time at the disposal of the employer in the workplace is working time, irrespective of whether the worker is merely ‘on call’.
SIMAP and Jaeger rulings have had a major impact in particular on activities which require a 24/7 continuity (e.g. doctors and residential care workers).
2. Objectives of the study
- 88 -
The Commission launched in 2010 a new review of the Working Time Directive, in order to:
Take account of changing needs and expectations of workers, businesses, citizens, Address problems of interpretation and application of the Directive,
Ensure effective protection of workers’ health and safety.
This study aims at providing evidence-based underpinning to the debate on key issues to assist the European Commission to design updated legislation which could reconcile the conflicting interests and take emerging trends into account.
The findings and conclusions are based on combining the results of a literature review, stakeholder interviews in a selection of countries, and statistical/econometric analyses
3. Study Approach
- 89 -
4. Emerging developments & needs in the world of work
- 90 -
Based on an in-depth analysis of available literature on the subject;
Main conclusions:
The reduction in hours actually worked has come virtually to a standstill, with periods and Member States where it has actually increased.
The number of hours worked has continued to come down, but it essentially reflects the
increase in part-time work and the use of flexitime (including condensation of the work week into fewer days) instead of the standard ‘nine-to-five’ working day.
Working hours still differ significantly from Member State to Member State – with no evidence of convergence:
With higher incomes, workers tend to opt for more leisure time;
Tax and welfare regimes influence choices;
Strong influence of collective bargaining/industrial relations traditions.
Increasing diversity of working time arrangements, due to the increase of part-time work and flexitime, the move towards a service-based economy, technology (teleworking), changing attitudes to career.
Reductions in working time will in future be moderate, but the trend to diversity and atypical working arrangements will continue.
5. Health and safety aspects of working time
- 91 -
Based on an in-depth analysis of available research and statistical analyses.
Main conclusions:
Clear evidence that long working hours have a negative effect on health, safety and work- life balance of the worker:
Accident risk increases once working time exceeds 7-9 hours per day;
Health and safety effects may be stronger in onerous activities, or where rest breaks are postponed;
a daily rest break of 11 hours seems to be the minimum.
The appropriate maximum limit for weekly working times depends on the degree of health impairment which is deemed acceptable;
Working unusual hours increases the risk to safety, health and work-life balance (especially in combination with long working hours). Additional compensatory time off appears justified in the case of unasual working time arrangements;
The impact of different additive and interactive factors in combination should be taken into account; short reference periods would avoid an undue accumulation of negative effects;
Granting discretion to the workers to decide on the arrangement of their working hours in general has a beneficial effect, but cannot totally compensate for negative effects of detrimental factors.
6. Impact on business
- 92 -
Based on a macro-economic analysis and business surveys:
Analysis of the relationship between total factor productivity (TFP) and changes in the number of hours worked (HPE) in six sectors.
Analysis of two surveys on business awareness of, compliance with and perceptions of the WTD.
Main conclusions:
The macro-economic analysis shows no clear pattern but demonstrates a generalised positive impact from decreased yearly working hours on productivity in two sectors analysed.
The surveys among European enterprises show gaps in knowledge and compliance;
Business is concerned about the effect of working time regulation on competitiveness and the ability to deal with seasonal fluctuations:
Strong support for allowing working time measurement over 12 months rather than 4;
Companies in countries where the opt-out is in use in some form want it continued.
Relatively low use of on-call time at the workplace by the private sector.
Among companies which reported that some of their workers work more than 48 hours / week, some did not ask for the worker’s consent.
7. Impact on public services
- 93 -
Based on case studies, focus groups and face-to-face interviews in four key public services (hospitals, residential care, firefighters and police) in a selection of MS.
Emphasis on the effects of the SIMAP and Jaeger rulings on working time organisation.
Main conclusions:
Broad support for the health and safety objectives of the WTD.
Public sector budget constraints and skills shortages have resulted in governments and/or employers looking for ways to reduce the impact of the WTD and the SIMAP/Jaeger rulings:
recruitment from other EU and non-EU countries;
moves to (fake) self-employment, particularly of doctors;
greater use of temporary staff;
high use of the individual opt-out;
evidence of non-compliance as a result of ignorance about requirements.
The WTD and the SIMAP/Jaeger rulings can provide leverage for employees to negotiate or receive better working conditions or overall pay. However, in some cases, there can be a loss of income in the absence of an opt-out.
The WTD and the SIMAP/Jaeger rulings can act as catalysts for efficiency gains and measures to improve work/life balance for employees and the quality of service for citizens.
8. Use of the opt-out
- 94 -
5 Member States allow use of the opt-out in any sector/activity
11 Member States allow use of the opt-out, but only in the health sector/in jobs which make extensive use of on-call time
11 Member States state that they do not use the opt-out
Approach to opt-out Member State concerned
Generalised opt-out: • United Kingdom; Malta; Cyprus; Estonia; Bulgaria
Opt-out only in jobs using
extensive on-call time: • Belgium; Czech Republic; Germany; Spain; France; Hungary;
The Netherlands; Poland; Slovenia; Slovakia; Latvia
Do not use the opt-out • Austria; Denmark; Finland; Greece; Ireland; Italy; Lithuania;
Luxemburg; Portugal; Romania; Sweden
8. Use of the opt-out
- 95 -
Based on case studies, focus groups and face-to-face interviews in a selection of MS.
Main conclusions:
The opt-out is used in both the private and public sectors mainly in those sectors where continuity of care or service is needed, irrespective of the type of opt-out.
There is still ignorance of the existence of/provisions of the Directive in some sectors and/or businesses, notably residential care and SMEs.
No direct cause and effect between the use of opt-out and the presence of longer working hours.
Big variations in use of the opt-out (e.g. MS with/without upper limits, stronger protective conditions, precautionary opt-outs...)
But it is clear that some opted-out workers are working extremely long hours.
In the public services/on-call services, the opt-out is primarily used as a tool for flexibility in particular in order to provide solutions for:
the specific requirements of 24-hour public services;
resource shortages (human and financial).
There is a need for more data on implementation and enforcement of the Directive: where the opt-out is used, study shows little/no monitoring or evaluation, which makes it harder to evaluate the effects of the use of the opt-out.
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