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Dit hoofdstuk laat zien dat er grote leeftijds- en generatiegerelateerde verschillen zijn in werkloosheid, arbeidsparticipatie, flexibele arbeidscontracten en vakbondslidmaatschap. Het laat ook zien dat deze verschillen tussen jongere en oudere werknemers gedurende de crisis vanaf 2008 niet schoksgewijs zijn vergroot, maar dat deze ook niet zijn verkleind. Uit dit hoofdstuk kan ook worden geconcludeerd dat de sociale partners generatiebewust hebben gereageerd op de crisis. In ieder geval voor wat betreft de getroffen beleidsmaatregelen in de sectorplannen vanaf 2013 en de recente initiatieven in de cao inzake ‘generatiepacten’. De logica is niet meer geaseerd op vervanging (zoals in de laatste twee decennia van de 20e eeuw) maar op synergie en integrale levensloop.

De bestrijding van armoede en schulden krijgt ook in Europees verband aandacht. Het is een van de speerpunten van de EU 2020 strategie. UWV verkende in hoeverre andere landen de aanpak van schulden verweven in de re-integratie. Als er al sprake is van een integrale aanpak, dan is vaak amper bekend wat het effect is.

The European Union internal market seeks to ensure the free movement of goods, services, capital and citizens. The primacy given to these economic freedoms has culminated in a socio-economic reasoning dominated by competition, bringing about side effects that may pose a threat to working conditions and labour standards. This article examines the problematic relationship between economic freedoms and labour standards in the context of cross-border labour recruitment. It starts with a summary of the relevant EU acquis, in particular rules concerning social security coordination and the pay and working conditions of posted workers. It reviews key issues of the ‘hard core’ of the internal market legislation (free choice of contracts, freedom of establishment for firms, deregulation of the ‘business environment’ and free provision of services). The next part identifies experiences of rule-enforcing institutions: regime shopping, non-compliance with social standards, lack of cross-border enforcement, the difficulty of tracing circumvention in a transnational context and weak sanctioning mechanisms. The possibility of verifying, legally and in practice, whether a worker is correctly posted within the framework of the provision of services has become an Achilles heel of the enforcement of the use of cross-border recruited labour. The article also assesses whether the 2014 Enforcement Directive can be seen as an effective remedy for the identified problems.

In this feature authors discuss recent research findings that are of interest to readers of Beleid en Maatschappij.

Whereas the sample composition biases of web surveys have been discussed extensively for developed countries, studies for developing countries are scarce. This article helps to fill that gap by comparing similar non-probability-based web surveys (WEB) and probability-based face-to-face (F2F) surveys both to each other and to the labor force. An analysis of WageIndicator data on work and wages derived from surveys held in 2009-2013 in 10 developing countries (WEB-sample N = 9135; F2F-sample N = 14,659), shows that F2F samples resemble the labor force to a larger extent than web samples do. In both cases, individuals in their 20s and early 30s are overrepresented, and younger and older respondents are underrepresented. This trend is more pronounced in WEB than in F2F samples. However, the differences converge in countries with higher Internet usage. A comparison of the WEB and F2F samples shows that compositions differ greatly, with web respondents being younger, more often male, more often living alone, and higher educated, although these differences are smaller in countries with higher Internet usage. Given the cost differences between the two survey modes, one should nevertheless consider the potential of web surveys as an instrument to gain explorative insights, specifically when searching for individuals with particular characteristics.

Even though informal workers in developing countries have the most hazardous jobs, there is a sheer neglect for the treatment of their occupational health problems (OHP) in practice and by policies. This qualitative study explored how informal automobile artisans from Nigeria sought care for their OHP. It focused on their choice between orthodox and traditional medicine, between self-care and professional care, and between private and public health-care providers. 43 informal automobile artisans were purposively interviewed. The treatment sought depended on the type, the severity, and the perceived cause of the OHP. The distinction between rational and non-rational explanations of the causes of OHP usually determined the treatment endpoint. The financial means of the artisans and the cost of different treatments were also important factors. The study concluded that in order to develop safer working conditions in the sector, policy makers and artisanal associations should be aware of the considerations that informed the artisans' choices on how to treat OHP .

Occupational coding in multi-country surveys is mostly a black box: have national survey agencies classified the same occupational titles into the same category across countries? This paper attempts to validate the coding from 5-digit occupational titles into the 4-digit occupational units of the international ISCO-08 classification, based on a comparison of coding indexes from national statistical offices. Two research objectives are central. To what extent are occupational titles in the coding indexes similar, when comparing their English translations? What percentage of similar occupational titles is coded similarly across countries? To answer these questions, we merged titles from 20 coding indexes (18 non- English), resulting in 70,489 records. We translated the titles in English, using online dictionaries and Google translate (4.2% could not be translated). We checked for existent codes of the titles, using ILO’s ISCO-08 coding index (10.3% non-existent). The remaining database had 60,559 records, of which 32% had at least one duplicate title (19,044 records). These duplicate records could be aggregated into 5,350 occupational titles. Only 64% of these titles had the same ISCO-08 4-digit code, 70% at 3-digit, 74% at 2 digit, and 80% at 1-digit. Users of multi-country surveys should be cautious when using the 4-digit ISCO-08 codes.

Radical changes in the organisation of work over the past decades have inspired scholars from various disciplines to study cross-national variation and developments in how individuals value work. Although this rapid accumulation of research has the potential to significantly improve our understanding of the value of work, absent is the necessary step of consolidating and integrating this contemporary knowledge. In this paper, we aim to provide an integrative literature review of empirical research on the value of work in advanced economies since the 1990s by analysing whether and how the value of work differs between advanced economies and how valuations have evolved over time. This paper identifies patterns and gaps in the current literature and provides recommendations for a new research agenda. The findings show that - despite tremendous societal changes over the past decades - cross-national and historical-comparative studies provide a rather stable picture. This raises the question whether patterns on the value of work are indeed that constant or whether there is happening ‘more beneath the surface’? In terms of gaps in the current literature we find that developments in general valuations of work over time are scarce and there is a need for more in-depth analyses and small-scale country comparisons to obtain a more holistic picture of cross-national variation and developments over time.

In the period after the Great Recession and austerity politics, we have witnessed a growing interest among international economic institutions and in mainstream economics into the relationship between inequality and sustained economic growth. The term ‘inclusive growth’ has become widely used as a lever for economic change during and after the recovery from the Great Recession. However, there is still some unclarity on the contents, desired macroeconomic outcomes and policy recommendations that should establish the backbone of this approach. This paper contributes to the debate by providing an overview of viewpoints and expanding on a strategy for inclusive growth, building on research in the field of industrial relations and labour markets institutions. We argue that two elements are missing in the current programme: the functional distribution of income and the role of institutions.

Waarden rondom werk hangen samen met verschillende typen behoefWaarden van werken. De European Values Study biedt inzicht in de aspecten van werk die Europeanen waarderen en in het belang dat zij hechten aan werk ten opzichte van andere tijdsbestedingen. Verschillen Nederlanders van andere Europeanen?

Over the past decades, the Dutch labour market has become more flexible and is now among the most flexible labour markets in Western Europe. The increase in flexible employment is especially marked among solo self-employed and on-call workers. Transitions into permanent contracts have been decreasing and hybrid employment forms seem on the rise. The growth in flexible employment has been attributed to a mixture of underlying mechanisms; the current debate focuses largely on the impacts of globalisation, technological developments and institutions. In this paper, the main challenges faced by flexible workers are analysed on three dimensions of precariousness: 1) income adequacy, 2) regulatory protection and social benefits and 3) certainty of continuing work. In terms of income adequacy, flexible workers in the Netherlands are more vulnerable to poverty than workers on permanent contracts; especially solo self-employed and temporary agency workers relatively often seem to experience (long-term) income inadequacy. A pressing dimension of precariousness is the difference between employees and solo self-employed in terms of social protection - especially in terms of risk of sickness and disability. Regarding certainty of continuing work there seems relatively broad consensus that training and employability of flexible employees and solo self-employed should be organised either universally or at the level of the individual worker, as the danger of substantial underinvestment currently looms among these groups. Thus far, policies have been mainly aimed at reducing the rift between permanent and flexible employees by trying to simulate the ‘stepping-stone’ function of flexible employment towards permanent employment and trying to combat bogus selfemployment; whether the respective acts have been successful or have the potential to become successful is still debated. Considerations for future policies may include reflections on how to push back the higher levels of income inadequacy among flexible workers as compared to permanent workers, how to induce training among flexible workers and, perhaps most urgently, how to design adequate and desired forms of social protection for the solo self-employed.

Collective bargaining is an important instrument in wage-setting processes, but lacks underpinning with empirical data. Little is known about what exactly is agreed upon in collective bargaining. Few countries maintain databases with coded collective agreements; and agreements are coded for different topics and levels of detail. Attempts to discuss bargaining results at EU level are hampered by the lack of systematic data-collection of agreements. Social partners perceive an increasing need for cross-country comparisons, i.e., because of growing importance of foreign direct investment in EU member states. Therefore, EU-level social partners in commerce, UNI Europa and EuroCommerce, have expressed their interest in a study of content of collective agreements negotiated by their members at national level. The first BARCOM report describes the coding and collection of collective bargaining agreements (CBA), using the coding form provided by the WageIndicator Foundation. The report compares the contents of 116 CBA’s for 9 coding topics.

The present BARSOP report includes the results of the case study on France, which analyses how social dialogue in the public sector has changed during the last 15 years, how social dialogue and social partners initiatives have impacted on public sector reforms and how the reforms have impacted on the quantity and quality of jobs and on public services in the sub-sectors of primary education, hospitals and local authorities. Multiple factors are needed to explain the changes described in the report. New public management NPM-ideologies could be seen as a driver. Moreover, the economic crisis has made the public employers more powerful. The crisis has also impacted through austerity policies and other reforms. The effects from the crisis mix up with the impact of the jointly agreed reform of social dialogue in the public sector, which was implemented in the same period. Also demographic developments have been of importance and are still perceived as challenging for employment recruitment in the sector. With regard to the shape public sector reforms have taken, New Public Management (NPM) has been on the agenda in the form of, e.g. contracting out, reduction of employment in the public sector, decentralisation of resources to the local level, contract management and widespread use of targets and new management methods (inspired in the private sector). Although not always succeeding, the social partners have been able to influence some of the reforms via social dialogue and collective bargaining. One main example of successful bargaining is the signing of the joint Bercy agreement reforming the social dialogue system for the public sector in 2008-2010. Regarding the effect of the reform policies on the quality and quantity of jobs, the austerity policies and other reforms have contributed to the decline in public sector employment, especially until 2012. However, the share of the public sector employment to all employment is still high in comparative terms. Non-standard employment has become more widespread in some sub-sectors, such as primary education. Work intensification seems to be an issue nearly everywhere in the public sector and it is perceived as a serious concern by the social partners, and other workers’ associations. The last of the projects’ questions regards the impacts of the changes in quantity and quality of jobs on the availability and quality of public services. This question is discussed intensively in all three sub-sectors, but no consensus exists. Research projects and evaluations provide knowledge on the issue, but do not provide clear answers to this important question. In France, the crisis has resulted in reduced funds for the public sector, in more unilateral action by governments in industrial relations and in changing ideas concerning the role and functions of social partners. Social dialogue has been important in reshaping public sector industrial relations during the crisis even when industrial relations have remained conflictual and unions claim that collective bargaining has become more burdensome. In France, public sector reforms have intensified during the crisis with clear effects on public budgets and in the number of jobs available in the public sector. The harshest administrative reforms were introduced during the mandate of President Sarkozy, as part of the so-called General Public Policy Review. These NPM ideas have been translated into reform policies for the public sector in France. As public finances remain under pressure with high government expenditure, since the beginning of the economic crisis in 2008, the French administration has taken specific measures to reduce public payrolls. Therefore, employment in public administration has declined during the examined period. France is characterised by highly adversarial industrial relations and by a trade union movement that is rather strong at the national level but has very little presence on the shop floor. The French trade union model is not one of massive trade union militancy, with unions’ members concentrated in the public sector. However, as in the private sector, unionism in the civil service is characterized by the existence of many different organizations (quite diversified and fragmented representation). Attending to the peculiarities of the sector, the collective rights for civil servants have been specifically regulated in France and this peculiar status has remained relatively unchanged during the studied period. The three sub-sectors analysed show similarities on several of the above-mentioned dimensions, special regarding the increase of work-intensification, stagnation of wages, and public employment decline. However, differences are also found, for instance when it comes to the relations between the social partners, the scope, and shape of NPM-reforms, changes in the number of jobs, and the use of non-standard employment.

Collective bargaining is an important instrument in wage-setting processes, but lacks underpinning with empirical data. Little is known about what exactly is agreed upon in collective bargaining. Few countries maintain databases with coded collective agreements; and agreements are coded for different topics and levels of detail. Attempts to discuss bargaining results at EU level are hampered by the lack of systematic data-collection of agreements. Social partners perceive an increasing need for cross-country comparisons, i.e., because of growing importance of foreign direct investment in EU member states. Therefore, EU-level social partners in commerce, UNI Europa and EuroCommerce, have expressed their interest in a study of content of collective agreements negotiated by their members at national level. Barcom report 3 analyses the relationship between agreements’ content and sector-level characteristics, more specifically how bargaining outcomes of collective agreements are related to the sectoral bargaining systems in the 28 countries.

This report analyses the evolution and the role of industrial relations in the public sector in the Netherlands in the period 2000-2015, focussing on three sub-sectors: hospitals, primary education and municipalities and their task of re-integrating jobseekers. After introducing the Dutch public sector, public sector reforms, and industrial relations, the parts on sub-sectors discuss 1) changes in industrial relations and the shape of public sector reform; 2) the influence of social partners on reform processes and implementation; and 3) effects of reforms on employment and, in turn, effects of the latter on availability and quality of public services. The role of the financial and economic crisis is a recurring theme in addressing these topics. Our in-depth analysis of the various sub-sectors is based on statistical data, documents and interviews with social partners and policy makers. We find that for hospitals, municipalities, and primary education, the landscape of actors has remained stable overall. However, patterns of interaction of the social partners varied from somewhat more consensual in the hospital sector to less consensual in municipalities where collective agreement negotiations were long-drawn and sometimes got held up by industrial action. The latter was also the case in the primary education sector, which recently saw widespread collective action. Furthermore, all sub-sectors experienced major systemic changes between 2000-2015, although the speed differed: municipalities saw stepwise reforms in re-integration and a large reform in 2015. Hospitals were confronted with systemic health system change in 2006. In primary education, schools’ financing method changed to lump-sum financing. Social partners mainly used lobbying strategies towards the central government, however, with differences in intensity between employers and trade unions across sub-sectors and over time. Next, effects of reforms on employment included mixed developments in terms of employment numbers and consequences in terms of e.g. higher work pressure and crisis-induced zero-wage policies in some sub-sectors. Finally, effects of changes in employment on public service provision are hard to establish because of other influences, but the risk of deterioration of services is recognized by especially trade unions despite notable efforts to increase public transparency of quality, for instance in hospitals, and professionalization, for instance in municipal re-integration services.

In this paper we discuss to what extent these traditional industrial relations actors and institutions play a role in the creative industry in the Netherlands and to what extent collective interest representation is absent or new types of collective interest representation can be observed. Also, we analyse the state of play of job quality, the possible problematic aspects thereof and the way these are linked to (the absence of) interest representation. The paper discusses the creative sector as a whole but focuses mainly on two subsectors where traditional industrial relations play a limited role: the graphic design and gaming industry.

Purpose The purpose of this paper is to overcome the problems that skill mismatch cannot be measured directly and that demand side data are lacking. It relates demand and supply side characteristics by aggregating data from jobs ads and jobholders into occupations. For these occupations skill mismatch is investigated by focussing on demand and supply ratios, attained vis-à-vis required skills and vacancies’ skill requirements in relation to the demand-supply ratios. Design/methodology/approach Vacancy data from the EURES job portal and jobholder data from WageIndicator web-survey were aggregated by ISCO 4-digit occupations and merged in a database with 279 occupations for Czech Republic, being the only European country with disaggregated occupational data, coded educational data, and sufficient numbers of observations. Findings One fourth of occupations are in excessive demand and one third in excessive supply. The workforce is overeducated compared to the vacancies’ requirements. A high demand correlates with lower educational requirements. At lower occupational skill levels requirements are more condensed, but attainments less so. At higher skill levels, requirements are less condensed, but attainments more so. Educational requirements are lower for high demand occupations. Research limitations/implications Using educational levels is a limited proxy for multidimensional skills. Higher educated jobholders are overrepresented. Practical implications In Europe labour market mismatches worry policy makers and Public Employment Services alike. Originality/value The authors study is the first for Europe to explore such a granulated approach of skill mismatch.

This article examines which factors affect the use of flexible employment by employers. The study distinguishes fixed-term contracts, agency work and jobs without a fixed number of hours. The study utilises the Labour demand panel of the Netherlands Institute for Social Research SCP, for the years 2003-2015 as well as for the year 2015. The factors that are often mentioned in the literature as driving forces behind flexibilization, in particular increasing volatility of markets as a consequence of globalization and technological progress, turn out to have only a minor effect on the share of flexible staff. The analysis for the year 2015 shows that the inflow of new staff has the strongest relationship with the use of flexible contracts. This suggests that flexible contracts are mainly used to reduce the risks related to the uncertainty of the quality of new staff. We conclude that the growth of flexible employment cannot be explained by changes in the context or the conditions of companies and institutions, but points to a change in company culture or HR strategy.

De grote toename van Oost-Europese migranten op de Nederlandse arbeidsmarkt heeft geleid tot zorgen over hun mogelijke claim op Nederlandse werkloosheidsuitkeringen (WW). We onderzoeken met een decompositieanalyse de verschillen in de WW-instroom tussen migranten en autochtone Nederlandse werknemers door de registratiegegevens van alle werknemers in Nederland in 2015 te analyseren. De resultaten laten zien dat Oost-Europese migranten, net als andere migranten, vaker een werkloosheidsuitkering ontvangen dan autochtone werknemers. Dit verschil kan grotendeels worden toegeschreven aan baankenmerken. Door het werkloosheidsrisico in de analyse mee te nemen, blijkt de instroom in de WW van de niet-werkenden veel kleiner dan bij autochtone Nederlanders.

This paper investigates different varieties of so called organised decentralisation of collective bargaining in Germany, the Netherlands and Denmark. Organised decentralisation occurs within the framework of sector agreements, which explicitly allow determination of terms and conditions at company level, and often set certain (minimum) level standards as well as procedure that have to be respected. German decentralisation is based on its dual-channel system and extensive use of opening clauses, which make workplace derogation from sector-level agreements possible. Dutch decentralisation is based on the dual-channel system and on framework agreements that allow company level bargaining as long as minimum stipulations are observed. Finally, Denmark combines a single-channel system with framework agreements setting minimum levels. Germany stands out as the least organised of the three. Opening and derogation clauses mean that terms and conditions in multi-employer agreements can be undercut. Vertical control over these derogations has suffered from the dual-channel representation in which works councils have a new role. The Netherlands exhibit some, very limited, elements of disorganisation and stable bargaining coverage. Decentralisation has mainly happened through framework agreements setting minimum levels or through the organised transfer of competencies to works councils. The Danish system leaves a lot of scope for local bargaining, the minimum levels are generally observed and bargaining coverage has not suffered. Based on these findings, we draw the conclusion that organised decentralisation requires articulation that preserves a regulatory function of multi-employer agreements. Preservation of multi-employer agreements in turn requires high bargaining coverage

This chapter provides the context of the low-paid labour market to the analysis of in-work poverty. It discusses data and stylized facts of international comparison and evolution of low-wage employment. It points out that low pay is not at all identical with in-work poverty. The chapter singles out relevant strands of low-wage analysis: the ‘low-pay-no-pay’ cycle and state dependency of being low paid, and summarizes relevant elements grouped into the role of individual and job characteristics and individual transitions into and out of low pay, and broader theoretical explanations which distinguish between supply and demand without restraints on the one hand, and embedded in institutions on the other hand. It elaborates on the role of households in relation to the earnings distribution and advises broadening the scope of in-work poverty analysis to households which are not poor. Individual wage inequality provides only half the story of income inequality, as after the demise of the single-earner world a large majority of employees are now members of households with two or more earners. This affects the nature of the competition for jobs, including particularly for jobs at the lower end of the labour market. The thrust of the argument is that low-wage employment is not a matter of a stand-alone distribution of earnings in the labour market, but that it is rooted deeply in rapidly changing household labour supply behaviour.

Onder invloed van globalisering, technologische ontwikkeling en de verzwakking van nationale instituties neemt de ongelijkheid op de arbeidsmarkt tussen hoog- en laagopgeleiden toe, zo wordt in veel recente literatuur gesteld. In dit artikel wordt onderzocht of de verschillen tussen hoog- en laagopgeleiden op de Nederlandse arbeidsmarkt in de afgelopen decennia inderdaad zijn toegenomen. Hierbij worden vier aspecten van de arbeidsmarktpositie geanalyseerd, namelijk het al dan niet hebben van werk, werkloosheid, een flexibel dienstverband en een laag loon. Als rekening wordt gehouden met de invloed van andere persoonskenmerken, blijken de opleidingsverschillen ten aanzien van werk en werkloosheid niet groter te zijn geworden, maar het verschil tussen laag- en hoogopgeleiden ten aanzien van de kans op flexibel werk en op een laag loon is wel toegenomen.

The Netherlands is an example of a highly institutionalized labor market that places considerable attention on equity concerns. The government and social partners (unions and industry associations) seek to adjust labor market arrangements to meet the challenges of increased international competition, stronger claims on labor market positions by women, and the growing population share of immigrants and their children. The most notable developments since 2001 are the significant rise in part-time and flexible work arrangements as well as rising inequalities.

In het arrest Smallsteps heeft het Hof van Justitie geoordeeld dat een gepre-packte doorstart niet onder de uitzondering op de Richtlijn 2001/23/EG valt. Dit betekent dat na een gepre-packte doorstart alle werknemers van de (failliete) vervreemder van rechtswege overgaan op de verkrijger, met behoud van arbeidsvoorwaarden. In dit artikel onderzoekt auteur de (on)mogelijkheden voor curator en verkrijger het personeel te ontslaan dan wel de arbeidsvoorwaarden te wijzigen. Zij gaat onder meer in op het opzegverbod van art. 7:670 lid 8 BW, de ETO-redenen en de wijzigingsmogelijkheden van art. 7:611 en 7:613 BW.

De diverse schrijvers van deze bundel geven hun inzichten over de erfbelasting – voorheen het Succesierecht; is die belasting rechtvaardig of juist niet? Premier Rutte betoogde in 2007 dat de erfbelasting de onrechtvaardigste belasting is die bestaat. Een verkiezingsbelofte van de Amerikaanse president Trump was dat hij een einde aan de 'death tax' zou maken. In 1966 pleitte PvdA'ers in 'Tien over Rood' voor een erfbelasting van 99%. En in deze bundel betoogt voormalig hoogleraar Flip de Kam dat de huidige tarieven van de erfbelasting best wel wat omhoog kunnen. Kortom: zo veel hoofden, zo veel zinnen. En: de huidige tarieven van deze belasting zijn ook opgenomen. Het boek is voorzien van eindnoten en een literatuuroverzicht per bijdrage.

Many present-day issues regarding employment and income are related to the relation between the individual and the collective. This essay discusses two theoretical perspectives on this relationship. The first perspective puts the individual central, but acknowledges that there can be good reasons (e.g. public goods, externalities) for collective arrangements. In the second perspective, the collective is the point of departure, but there can be room for individual freedom as long as it does not harm collective interests. These perspectives are illustrated by the collective labour agreement (in particular, clauses regarding training) and the question which workers should be included in the ‘community’ of the firm.

Er is geen enkel bewijs dat de hervormingsplannen van de regering ons pensioen daadwerkelijk beter maken. Alleen wanneer de sociale partners over hun schaduw springen en de uit hand gelopen discussie van 2011 achter zich laten, lijkt redding van het beste pensioenstelsel ter wereld mogelijk.