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The transfer of an undertaking is regulated by art. 7:662 to 7:666 of the Dutch Civil Code (DCC). These provisions accord with Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the member states relating to the safeguarding of employees’ rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses (Directive).

“Cafe para todos” was the expression used in Spain to characterize a certain way of reconciling homogeneity and difference. The expression described the process whereby accommodations granted to the “historic nationalities” were gradually extended to all, in the name of unity and national identity or in that of solidarity and citizenship, usually against the will of the “historic nationalities” (initially, the Basque country, Catalonia, and Galicia; Moreno and Colino 2010: 291; Balfour and Quiroga 2007: 61–62). Cafe para todos; what was good for one was good for all.

In the Netherlands, when representative organisations apply for it, the Minister of Social Affairs can decree a pension scheme as mandatory for a complete industrial sector. The majority of the employees accrue pension in a scheme that is imposed by this mandatory participation for companies. This chapter describes the creation and content of this mandatory participation, as well as the advantages and disadvantages. A comparison with other countries shows that the mandatory participation for companies succeeds well in its objectives, as it encourages saving behaviour, prevents 'blank spots' and avoids competition on labour costs.

The UK has a multi-pillar scheme of pension provision: The first pillar, the floor, provides a flat pension, financed largely out of payroll taxes (“National Insurance contributions”) on a pay-as-you-go basis. This pillar has its origins in the Beveridge scheme of social insurance. Membership is mandatory for all employed and self-employed people.

The ageing of the population in general — and the working population in particular — is a phenomenon observable in all countries of the European Union. The question of the role played by the older employees in a company — and in society — is going to become increasingly important. Patterns are changing so quickly that a rethink of the relationship between working and non-working life for older employees is called for. At present, society and social security systems still assume that full-time employment lasts for 35–45 years and involves steadily increasing income expectations — and that 63 or 65 could once again become the normal age of retirement.