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13 Working longer through better working conditions, new modes of work and career organisation Jorma Karppinen, Director European Foundation for the Improvement of Living and Working Conditions

14 Welcome/ Fáilte Velkommen Dobre doshli Labas Isten hozta Esiet sveicinati Witamy serdecznie Buna ziua Bun venit Bienvenue Vitajte Hej Willkommen Benvenuti Tervetuloa Wëllkomm Kalos irthate Merhba Hola! Hos geldiniz Sveiki atvyke Goedendag Vitame vás v Bienvenidos Ahoj God dag Bem-vindo Tere tulemast Dobry den

15 Eurofound Supporting European Policy-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

16 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

17 Scope of the 5 th EWCS: the biggest so far 34 countries - EU27, Norway, Croatia, the former Yugoslav Republic of Macedonia, Turkey, Albania, Montenegro and Kosovo workers were interviewed face to face interviewers on the field visits were carried out minutes of talk, average length of an interview was 42 minutes

18 sneak peak of results 2% of Europeans complain about work involving repetitive hand and arm movements of professionals say their skills do not match job demands 15% report that lifting heavy loads or people is part of their work 13% 22% of all Europeans complain about tiring and painful positions at work EWCS 2010

19 More workers are using information technology Working with computers - (Almost) all of the time Using internet or - (Almost) all of the time by age group 35% 30% 30% 25% 25% 20% 20% 15% 15% 10% 10% 5% 5% 0% % EC12 EU15 EU27 Under

20 Differences in satisfaction with working conditions Trends in satisfaction with working conditions Satisfaction with working conditions by type of occupation 100% 90% 80% 70% 60% 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% EU EU EU EU EU27 50% 40% 30% 20% 10% 0% High-skilled clerical Low -skilled clerical High-skilled manual Low skilled manual Very satisfied Satisfied Not very satisfied Not at all satisfied Very satisfied Satisfied Not very satisfied Not at all satisfied

21 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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26 What workers say: 20 years of working conditions - Preliminary results- Agnès Parent-Thirion Head of Surveys and Trends Unit

27 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?

28 Globalisation Change over the last 20 years 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)

29 100% 90% 80% 70% Change of working hours in the past year, by country, 2010 (%) 60% 50% 40% Decrease No change Increase 30% 20% 10% 0% DE LU SE NL FR DK BE NO SI PT SK UK FI EU AT HU CZ AL IT MT PL ES IE MK RO EE LV HR KO EL ME TR LT BG CY

30 Proportion of women in supervisory positions, EC12, EU15 and EU27, (%) 35% 30% 25% 20% 15% EC12 EU15 EU27 10% 5% 0%

31 Employer-paid paid training by age of employee, , EU15 and EU27 (%) (or paid by oneself if self-employed) employed) 40% 35% 30% 25% 20% 15% Under to and older 10% 5% 0% EU15 EU15 EU27 EU27 EU

32 Working to tight deadlines, EC12, EU15 and EU27, (%) 70% 60% 50% 40% 30% EU12 EU15 EU27 20% 10% 0%

33 Ability to change methods of work, by type of occupation, , 2010, EU27 (%) 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% High-skilled clerical Low-skilled clerical High-skilled manual Low-skilled manual

34 Autonomy versus work intensity, by sector and occupation 5.0 EU27 Average Work intensity 4.5 Managers Education Professionals Autonomy EU27 Average Autonomy Financial services Technicians and associate Public administration and Other defence services professionals Health Clerical Skilled agricultural, support workers forestry and Agriculture Service and sales workers fishery workers Wholesale, retail, food and accomodation Industry Construction Craft and related trades workers 3.0 Elementary occupations Transport Plant and machine operators, and assemblers Work intensity

35 Participation in improving the work organisation or processes, by country, 2010 (%) 100% 90% 80% 70% 60% 50% 40% Rarely or never Sometimes Always or most of the time 30% 20% 10% 0% SK DE LT BG PL HU AT CZ PT LV IT ES BE EU27 LU RO FR UK FI SE CY EL EE SI MT DK IE NL

36 Trends in physical demands of work, , 2010, EU27 (%) 70% 60% 50% 40% 30% Repetitive hand/arm movements Tiring/painful positions 20% 10% 0%

37 Exposure to tobacco smoke by country, (%) 40% 35% 30% 25% 20% 15% % 5% 0% RO HU AT EL BG LV CZ ES LT LU EE DE MT PL SK CY EU27 IT BE FR DK SI PT SE NL FI UK IE

38 80% 70% 60% 50% 40% 30% 20% 10% 0% Able to work at 60, by country Able to work at 60, by country NL DE IE DK UK SE FI CY IT EE EU27 LV BE AT RO LT CZ MT SK LU BG PL ES HU FR EL PT SI

39 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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64 Spotlight on working time in the EWCS: some first results Greet Vermeylen Research Manager, Surveys and Trends Unit, Eurofound

65 Content Working time duration Changes over time Average working hours Long hours Preferences Working time organisation Working time schedules Atypical hours Work-life balance

66 Evolution of weekly working hours, , EC12, EU15 and EU27 (%) EC12 (/EU15 from 1995) EU % 20% 40% 60% 80% 100% 20 or less 21 to to to to 48 more than 48

67 Average working hours and distribution of working hours, per country 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

68 Percentage of self-employed employed and employees working more than 48 hours per week 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 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

69 I feel at home at work 22 % 33 % Working long hours Working less than 48h Working 48h or more Problems with worklife balance Work affects my health negatively Work intensity (high speed > ½ time) 16% 38% 23% 37% 44% 54% Consulted on your work targets 22% 29%

70 Working hours preference, by gender, age and employment status, 2010, EU27 (%) Employed - Other Employed - permanent contract Self-employed 50 or more years of age Between 30 and 49 years of age Less than 30 years of age Women Men All 0% 10% 20% 30% 40% 50% 60% 70% More The Same Less

71 Working hours preference, by country, 2010, EU27 (%) 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% SE TR EL ME IE AL PT DK DE SK MK LV FR EU IT FI ES NL MT CZ NO UK CY SI PL HU HR LT BE LU KO EE RO AT BG Same as current Less than current More than current

72 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

73 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

74 Working shifts, on call Shift work No shift work On call Not on call Problems with work-life balance Work affects my health negatively Work intensity (high speed ½) Consulted on your work targets I feel at home at work 29% 15% 26% 17% 33% 23% 31% 23% 55% 44% 51% 44% 40% 48% 52% 46% 60% 62% 69% 69%

75 Work-life balance 18% of workers have problems with work-life balance Men > women Especially men 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

76 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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84 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 Luc Chalsège Director, Deloitte lchalsege@deloitte.com Brussels, 17 November Deloitte Belgium

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

86 1. Context 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

87 1. Context 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)

88 2. Objectives of the study 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

89 3. Study Approach

90 4. Emerging developments & needs in the world of work 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

91 5. Health and safety aspects of working time 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 worklife 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

92 6. Impact on business 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

93 7. Impact on public services 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

94 8. Use of the opt-out 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: Do not use the opt-out Belgium; Czech Republic; Germany; Spain; France; Hungary; The Netherlands; Poland; Slovenia; Slovakia; Latvia Austria; Denmark; Finland; Greece; Ireland; Italy; Lithuania; Luxemburg; Portugal; Romania; Sweden

95 8. Use of the opt-out 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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