Transcript Document

Temporary Agency Work
in light of EU experience
Annemarie Muntz – Eurociett President
Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
Eurociett at a glance
•
Eurociett is the European organisation of Ciett, the International
Confederation of Private Employment Agencies
•
Is the only authoritative voice representing the interests of
agency work businesses in Europe:
– Recognised as such by the European Institutions, key European
stakeholders (e.g. ETUC, UNI-Europa, BusinessEurope) as well as
national governments
•
Brings together 25 national federations of private employment
agencies and 6 of the largest European staffing companies:
– Adecco, Kelly Services, Manpower, Randstad, USG People, Vedior
•
•
Eurociett Members gather private companies operating in the
following HR activities: temporary agency work, recruitment,
interim management, executive search, outplacement, training
Eurociett Members gathers 30,000 branches, employ 210,000
internal staff and 3.2 million agency workers on a daily average
(full time equivalent)
4
National Federation members
Austria
VZA
Germany
BZA
Norway
BRF
Belgium
FEDERGON
Greece
ENEPASE
Poland
ZAPT
Bulgaria
BG Staffing
Hungary
SZTMSZ
Portugal
APESPE
Czech Rep
APPS
Ireland
NRF
Slovakia
APAS
Denmark
DHS
Italy
CONFINTERIM
Spain
AGETT &
AETT
Estonia
EFPRA
Luxembourg
ULEDI
Sweden
ALMEGA
Finland
HPL
Macedonia
PARTNER
Switzerland
VPDS
France
PRISME
Netherlands
ABU
UK
REC
5
Corporate Members
6
Eurociett’s long term objectives
•
To protect and promote the interests of Private Employment
Agencies in order to enhance their long term growth
•
To create the most suitable legal environment for the industry to
operate in
•
To improve the image of the industry and strengthen its
representativity
•
To seek greater recognition for the contribution that private
employment agencies make to labour markets, especially in
relation with 3 key aspects:
– employment creation (provide work to job-seekers, stepping-stone
to permanent employment, enhance worker’s employability, help to
create jobs that wouldn’t exist otherwise);
– access to and integration in the labour market of diversified
categories of workers (disabled, first-time entrants, long-term
unemployed);
– economic growth and public budget incomes
7
Main past achievements
1. Liberalisation of the legislation:
–
filing of complaint with the European Commission in 1992 against Italy,
Spain and Germany after which these countries gradually liberalised their
agency work regulations: (Spain 1994), (Italy 1997+ Biaggi amendment
2003), (Germany 1992-1997, 2004)
–
And thereafter legal recognition Greece (1999), Finland (1993), Sweden
(1993)
–
Further deregulation achieved in The Netherlands (1998 and 2003),
Belgium (1997 and 2003), France (2005)
2. Better visibility/recognition of the agency work sector:
–
Developing research on the AW industry: strategic reports (McKinsey
2000 – Bain 2007), review on regulation (Dublin Foundation – 2006), data
collecting (
–
Entering European social dialogue with Uni-Europa: 2 joint-declaration
signed (AWD in 2001, Flexicurity in 2007)
–
Recognition of the agency work sector as a contributor to the realisation of
the Lisbon objectives in the 'Kok report‘
–
Role of agency work in implementing Flexicurity policies has been
recognised in the European Commission’s Communication “Towards
Common Principles of Flexicurity”
8
Activities and Organisation
•
Efficient Political lobbying
–
•
Intelligence monitoring
–
–
–
•
–
•
Regular meetings and dedicated seminars with the purpose to share
Members’ best practices on topics relevant to the whole industry
Annual conference
Surveys and data collecting
–
•
Public Affairs Report (monthly), monitoring the latest developments in terms
of European policy issues
Internal membership newsletter (quarterly), to inform about the life of the
confederation and its members
Website which includes a large Research Center
Best practices sharing
–
•
Most important function is to help its members conduct their businesses in a
legal and regulatory environment that is positive and supportive
Gathering of key data on the Private Employment Agency industry, and
development of surveys related to our industry
A Board (9 members) meeting 4 times a year and a General
Assembly (all members - highest ranking decision making body)
meeting 3 times
A permanent Secretariat staff
–
Since 2005, Ciett and Eurociett have set up a combined permanent bureau,
comprising 3 full time employees, in order to strengthen the professionalism
and activities of the confederation
9
Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
A triangular relationship
TWA is based on a triangular relationship between a
PrEA, a worker and a user company
(not related to fixed-term contracts, subcontracting or self employment)
Employee:
agency worker
Employer :
Private
employment
agency
Client:
User company
where agency
worker is assigned
11
A very tightly regulated market
• A well-regulated industry at international, European and
national levels
– International level:
• Legal framework provided by ILO Convention n°181 and
Recommendation n°188 on PrEAs
• Self-regulation provided by Ciett’s Code of Conduct
– EU Level
•
•
•
•
•
•
Posting of Workers Directive
Health & Safety Directive
Personal data protection Directive
Information on employment contract Directive
Draft Agency Work Directive
Eurociett’s Code of Conduct
– National level
• Industry mainly regulated by national labour law
• Legal framework strengthened by collective labour agreements in many
countries
• PrEA trade organisations’ national Code of Conduct
•
Sector growth leads to legislative revisions (better balance
between flexibility and security and/or increased scope)
12
Legal Restrictions in Europe (EU 15)
• ‘Waves’ of legislation in 70s, late 80s, late 90s
• Large range of legal restrictions and requirements
– Most countries have licensing and/or authorisation schemes
– Sectoral bans frequent (e.g. public sector, construction)
– Maximum length of assignment and limitation of contract
renewals
– Equal treatment conditions are common
– Internal regulations through national Codes of Conduct
• Robust sector-level collective bargaining in most
countries
13
Legal Restrictions in Europe (EU 15)
Licensing/Authourisation scheme
Austria
a
Belgium
a
Sectoral
bans
Limited reasons
for use
Maximum length
of assignment
Prohibition to
replace strikers
a
a
a
a
a
a
Denmark
a
Finland
France
a
a
Germany
a
a
Greece
a
a
Ireland
a
Italy
a
a
a
a
a
a
a
a
a
a
a
Netherlands
a
a
a
Luxembourg
a
a
a
a
a
Portugal
a
a
a
a
a
Spain
a
a
a
a
a
Sweden
a
a
UK
a(Agriculture)
a
a
14
Legal Restrictions in Europe (EU 12 new MS)
• Most EU new Member States have a licensing
or authorisation system
• Otherwise half have little or no statutory
framework
• Laws introduced recently (ILO relevant)
• Based on a triangular relationship where TWA
is the direct employer
• Sectoral restrictions limited to ‘dangerous
work’; however, other restrictions apply
• None MS have sector-level bargaining for the
time being
15
Legal Restrictions in Europe (EU 12 new MS)
Licensing/
autorisation
scheme
Sectoral
bans
Maximum lenght
of assignment
Limited
reasons for
use
Prohibition
to replace
strikers
Czech Republic
a
a
a
Cyprus
a
a
NA
Estonia
a
a
Hungary
a
Latvia
a
a
Lithuania
a
a
Malta
a
NA
NA
NA
NA
Poland
a
a
a
a
a
Romania
a
a
a
a
Slovakia
a
Slovenia
a
a
a
a
Bulgaria
a
NA
NA
NA
a
a
a
NA
a
16
Equal treatment for Temporary Agency Workers
Equal pay
Equal
working time
Equal
occupational benefits
Time period derogation
Austria
a
a
a
none
Belgium
a
a
a
none
Czech Republic
a
a
France
a
a
a
none
Germany
a
-
a
6 weeks
Greece
a
Hungary
a
a
a
6 months for Equal Pay
12 months for Equal treatment
Italy
a
a
a
none
Netherlands
a
a
a
None (except for equal pay = 26
weeks)
Poland
a
a
a
none
Portugal
a
a
a
none
Romania
a
a
Spain
a
a
a
none
Slovakia
a
a
Slovenia
a
a
Denmark
none
Sweden
UK
17
Yasal engellerin kaldırılması yönünde
bir eğilim
Hukuki
Çerçevenin
Gelişimi
1994-2006
USA
UK
Ireland
Denmark
Finland
Hollanda
Netherlands
Sınırlayıcı
Süre ve sektör sınırlamaları
kaldrıldı (98)
Liberal
Japan
Greece
Poland
Italy
France
Belgium
Portugal
Spain
Germany
Sektör sınırlamalarının kaldırılması + Azami
görevlendirme süresinin uzatılması (2004)
Sektörün hukuki çerçeveye kavuşması (2001)
Kullanım nedenlerinin genişletilmesi (2004)
Sektörün yasal çerçeveye kavuşması (1997) +
amaç sınırlamalarının kaldırılması + insan
kaynakların şirketlerine izin verilmesi (03)
Opening to permanent recruitment (2005)
Azami görevlendirme süresinin uzatılması
(1997) + sektör sınırlamalarının kaldırılması
(2001)
Azami görevlendirme süresinin uzatılması + insan
kaynakları şirketlerine izin verilmesi (1999)
Hukuki olarak tanıma (1994) + ek maliyetlerin
kalıdırlması (2006)
Sektör sınırlaması (2004) + süre
sınırlaması (2002) kalıdırldı
18
Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
The Agency Work market in Europe
•
Rather small but significant sector
–
–
–
–
On EU average, accounts for 1.7% of total national labour force
Total number of Agency Workers = 3.2 million daily FTE (2006)
Around 30,000 branches from 20,000 different firms
Annual turnover of at least €85 billion
•
New markets are emerging: countries from Central and Eastern
Europe (new EU Member States)
•
Sectoral distribution differs between countries
–
–
–
•
Profile of average agency worker:
–
–
•
1/3 directed towards industry/manufacturing (AT, FR, NL, PT)
1/3 services (EL, ES, NO, SE, UK) and the remainder (BE, DK, FI, IT) more
mixed
minority (DK, NL, NO, UK) have significant public sector usage
Mainly low-skilled work, but moving upwards to higher skilled jobs
Male and young workers prominent
Meets companies’ requirement for more labour flexibility while
protecting working conditions (best balance between flexibility and
employment security)
20
TAW penetration rate widely varies across
countries
TAW penetration rate* (2005)
5%
4.4
4
3
2.6
2.3
2
2.2
1.9
1.5
1.5
1.4
1.3
1.2
1.0
1
Average Europe**: 1.7%
1.0
0.9
0.7
0.7
0.7
0.7
0.3
0
0.1
UK
Nl
Fr
Lu
Be
Ch
Pt
Nw
At
Hr
Ir
Ger
Sw
Dk
It
Es
Fi Pl
Gr
Total working population (2005)*
*Penetration rate = TAW FTE as a % of working population (active population including self employed – unemployed)
**Average on 19 countries
Source: EuroFound, EuroStat, Ciett, Federgon, Prisme, BZA, ABU, REC, AGETT, German state statistics, ONS, Prognos
21
Number of branches
15.970
UK
9.000
8.427
Germany
3.760
6.500
France
4.000
5.100
Netherlands
Italy
2.700
2.500
0
2006
Spain
Austria
Belgium
Portugal
Denmark
1.700
1996
450
1.442
700
1.184
686
450
300
1.144
100
Total number of private employment branches per country - Source: CIETT
22
Number of Private Employment Agencies
10.462
UK
5.000
5.058
Germany
2.500
2.100
Netherlands
Poland
400
1541
0
1.200
850
France
Denmark
Switzerland
Sweden
Austria
Spain
Portugal
Belgium
Italy
1.144
88
670
797
550
400
410
361
2006
1996
345
430
250
210
131
91
83
0
Total number of private employment agencies per country - Source: CIETT
Finland, Italy, Portugal, Sweden: 2005 data
23
Number of Agency Workers
UK
1.265.060
France
602.828
Germany
437.527
Italy
168.000
Netherlands
168.000
Spain
150.000
Belgium
88.232
Switzerland
61.174
Austria
59.262
Portugal
45.000
Poland
41.000
Sweden
37.000
Denmark
20.600
Ireland
30.000
Norway
23.600
Finland
16.000
daily average number of Temporary Workers (Full Time Equivalent) in 2006 - Source: Ciett,
24
2005 data for Finland, Italy, Portugal, Spain, Poland, Sweden
AWB worldwide turnover evolution
200
191
147
160
157
150
130
83.2
61
1994
1996
1998
1999
2002
2003
2004
2005
2006
€ billion – Sources: ING, Goldman Sachs, Ciett
25
AWB worldwide turnover split up (2005)
USA
39%
Rest of the
World
11%
Netherlands
4%
Germany
4%
Canada
2%
France
9%
Japan
9%
UK
17%
Australia & New
Zealand
5%
% of total worldwide revenues – sources: Ciett, ING, Randstad
26
Level of industry consolidation differs
by country
PrEA industry revenues (€B, 2005)
20
0
Share of
Top 5 (%)
34.0
Crit
Vedior
Others
Others
Others
Olympia
AB
Manpower
Others
Adecco
Vedior
Manpower
Adecco
USG
People
Randstad
Others
Manpower
Randstad Vedior
Randstad
Synergie
USG People
Vedior
Vision
Auto
ZAG
Tuja
Hays
Manpower
Persona service
Adecco
40
8.9
Others
Adecco
60
6.4 3.4 3.0
USG People Vedior
80
19.0
Randstad
100%
Total =
74.7
Adecco
Randstad
Randstad
MPS
Vedior
Manpower
Hays
Adecco
Fr
Nl
Be Sp
Ger
UK
83
74
69 59
31
20
Concentrated market
dominated by large global
players
Fragmented
market with
local players
Very fragmented market
Note: revenues only for TAW activities in Belgium and Germany
Source: Van Lanschot bankers, Deutsche Bank, Kepler, Credit Suisse, National Federation Statistics
27
Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
An increasingly recognised industry
•
European Union
– European Commission – Communication Flexicurity
« Public-private partnership of all stakeholders (public authorities at all levels,
educaiton and training providers, social partners, companies, NGOs, private
employment agencies) could contribute to effectiveness of active labour market
policies. »
– Kok Report for Commission (« Jobs, Jobs, Jobs » - 2003):
« Temporary work agencies should have their place in a modern labour market as new
intermediaries that can support flexibility and mobility of firms and workers, while
offering security for workers.[…] Removing obstacles to temporary agency work
could significantly support job opportunities and job matching. »
•
European Trade Union Confederation (ETUC)
–
•
« Temporary work agencies play a useful role in increasingly complex labour
markets » in Services Directive brochure - 2005
International Labour Organisation: Convention 181 (1997)
“Being aware of the importance of flexibility in the functioning of labour markets, and (…)
recognizing the role which private employment agencies may play in a well-functioning
labour market, one purpose of this Convention is to allow the operation of private
employment agencies as well as the protection of the workers using their services, within the
framework of its provisions.“
29
PrEAs contribution to labour markets
•
Provide work to job-seekers and contribute to reducing
unemployment (both frictional and long-term)
–
•
Help to create jobs that would not exist otherwise
–
–
–
•
TAW has created 350K jobs over 03-05 in 6 European countries only (UK, Germany,
France, Belgium, Netherlands and Spain), accounting for 24% of total new job
creation)
80% of them are additional ones, not substituting to permanent ones.
Furthermore, the PrEA industry itself has created 15,000 jobs over 03-05 (internal
staff working in TAW branches)
Act as a stepping-stone to permanent employment
–
•
employ 3.2 million agency workers in the EU 27 on a daily basis (FTE) and 210,000
internal staff employees
41% of agency workers are in longer-term employment within one year from their
agency work assignment
Improve labour market fluidity
–
–
match labour force to companies production needs virtually immediately, through
their network of 30,000 branches across Europe
meet a genuine demand for flexible work: 33% of agency workers have a real
preference for agency work
30
PrEAs contribution to labour markets (2)
•
Enhance workers’ employability
–
•
By keeping workers providing training and by multiplying experience in very specific
working environment
Play a key role in Active Labour Market Policies
– by being reliable partners of public employment services in
governmental programmes,
– by putting more people at work and by cooperating with Public
Employment Services
•
Help disadvantaged publics to enter the labour market and
increase diversity of workforce
–
•
40% of the workers employed through PrEAs belong to the category defined by the
OECD as ‘outsiders to the labour market’ (i.e. long-term unemployed, first-time
entrants to the labour market, women returning to the labour market, elderly people,
etc.)
Contribute to economic growth and tax revenues
–
–
–
By putting millions of people at work, PrEAs reduce the unemployment allowances
paid by Member States while increasing public incomes through the social
contributions paid by these agency workers
PrEA services also contribute to reduce undeclared work
in some of the Western European countries, the industry’s tax and fiscal revenues
(income tax, social charges, VAT…) can account for up to 1% of national income
31
TAW plays an active role in different kinds
of transitions in the labour market
From
unemployment
to employment
Role of
Temporary
Agency
Work
•
Help ‘outsiders’
to enter the
labour market
•
The higher the
TAW penetration
rate, the lower
the long-term
unemployment
From education
to work
•
•
Gain
experience to
prepare entry to
the labour
market
Help students to
work while
studying
(apprenticeship)
Between
private/family
life and work
Between 2 jobs
•
Be a stepping
stone to find a
permanent
contract
•
Enhance
workers’
employability
through job
assignments and
vocational
training
•
Match a
professional
activity with
aspiration to a
flexible way of life
or family
constraints
32
A large part of TAWorkers were
previously student or unemployed
Previous situation of TAWorkers
100%
Others
Inactive
Others
Student
80
Others
Never
worked
LT
unemployed
Student
Student
60
Unemployed
ST
unemployed
40
Temporary
work
20
Employed
Fixed-term
Open-ended
France
ST
unemployed
LT
unemployed
ST
unemployed
Student
LT
unemployed
ST
unemployed
Part-time
Employed
Unemployed
0
LT
unemployed
Never
worked
Inactive
Spain
Employed
Full-time
Employed
Student or
inactive
Employed
Germany
Unemployed
Netherlands
Belgium
UK
Source: Etude ‘Regard des Intérimaires’ (BVA for FPETT, Sept 06) / BIBB (Adjusted data for students with IABS) / ABU (Ecorys
04) / Federgon (Idea Consult 06) / REC (BMG Research survey) , AGETT
33
TAW is an effective driver against longterm unemployment…
TAW penetration rate (2005)
5%
UK
4
R² = 0,84
3
Nl
Fr
Be
2
1
0
Es
0
2
It
4
Ge
6%
% of LT unemployment* (2005)
Note: * Unemployment > 12 months
Sources: OECD, National Federations
34
…And undeclared work
Penetration rate (%)
5.0
UK
R² = 0.76
4.0
3.0
Nl
Fr
Be
2.0
Ger
1.0
0.0
0.0
Dk
2.0
4.0
6.0
8.0
Estimated undeclared work (% of GDP)
Increased tax revenues
Sources: EuroStat, National Federations, Bain analysis
35
Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
Main reasons to work through a PrEA
could not find a
permanent job
39%
gain work
experience
26%
work between jobs
13%
work for different
employers
7%
flexible schedule
6%
be able to quit
5%
work for short
4%
period
Source: Survey of 700 agency workers, Deloitte & Touche Bakkenist, 2000
37
PrEAs supply companies with skills and
workforce flexibility
Reasons for hiring Agency Workers (% of total agency workers)
81%
Percentage of
Agency
Workers
Replacements
27%
Seasonal
fluctuations
Unexpected
peak
15%
Economic
cycle
23%
21%
10%
4%
Provide
specialised
skills
Provide
employees for
regular jobs
Help absorb
fluctuations
Source: CIETT - “Orchestrating the evolution of Private Employment Agencies“ - 2000
38
PrEAs provide added value HR services
Could you indicate if in the future you would “probably”’
“possibly” or “probably not” use PrEAs in the following areas?
Percentage of companies indicating “probably”
Recruitment of permanent
employees
Offering specialised services
via Internet
41
23
Supervising internal transfers
21
Managing external flexibility
20
Managing mobility pools
14
Out-placement
13
Managing internal flexibility
Human resource
administration
10
8
Source: Survey of 500 client companies, Deloitte & Touche Bakkenist, 2000
39
Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
Eurociett Public Affairs Priorities for 2007
• Flexicurity (see details below)
• Blocked Agency Work Directive (see details below)
• Debate on the modernisation of Labour Law (see
details below)
• Workers mobility and Posting of Workers
– Positioning agency work as facilitator for the mobility of workers
– Monitoring political developments concerning a better
implementation of the Posting of Workers Directive (enforcement
and information of cross-border agency workers)
41
The Flexicurity debate
•
A communication from the Commission on Flexicurity was
launched last June, aiming at defining European common guiding
principles to implement flexicurity
•
Commission has identified 4 components to Flexicurity
– Flexible and secure contractual arrangements
– Effective Active Labour Market Policies
– Reliable and responsive Life-long learning systems
– Modern Social Security systems
+ crucial role of social partners and social dialogue
•
4 challenges to be faced by EU member States
– Two-tier labour markets with a large share of ‘outsiders’ and strict
regulation on open-ended contracts (FR/IT/SP/GR/PT)
– Little dynamic labour markets with a large share of workers with high
job security but few opportunities to find new employment if fired
(AT/GER/BE)
– Dynamic labour markets but with skills gaps (UK, NL, IRL)
– Labour markets offering lack of opportunities to ‘outsiders’ due to
benefit dependence or informal work (new EU MS)
•
Eurociett uses the debate as an essential tool to shape a better
understanding of the positive role the AW plays in the labour
market
42
Flexicurity: a concept that balances the
interests of both workers and employers
Flexibility
Workers
Develop more
work
opportunities
Allow part time &
temporary jobs
to gain extra
money
Ensure work-life
Balance
Employers
Enabling fast
workforce
adjustments
Improve market
position by
responding to
changing
demands
Security
Workers
Ensure work
security
Maintain and
develop
employability
Ensure
continuity of
rights
Employers
Increase
competitiveness
to allow
sustainable
growth and job
creation
Guarantee
access to skills
Develop
workforce loyalty
43
Eurociett recommendations on Flexicurity
•
•
The TAW contribution to a better functioning labour market
should be recognised, especially regarding its contribution to
active labour market policies
–
Temporary work agencies contribute to active labour market policies by
offering job opportunities, by using their networking experience in matching
demand and supply and by improving the employability of workers
–
The temporary work industry has signed cooperation agreements with
public employment services in many European countries, focusing on the
information exchange, on enhancing the employability of workers and on
supporting specific target groups (like first-time entrants, long-term
unemployment)
Unjustified obstacles and restrictions to temporary agency
work services, which are still widespread, should be reviewed
and lifted
–
•
particularly sectoral bans, maximum length of assignments or limitations of
renewals
The TAW industry should be included in the 2008 revised
Lisbon Employment Guidelines to ensure that temporary
agency work is included as an important element in national
labour market policies
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The Agency Work Directive
•
At end of 1990s, European Commission wanted to regulate
“atypical work”
–
–
–
•
Since 2002, draft TAW Directive has been blocked in Council
–
–
•
Part-time work: Directive adopted in 1997
Fixed-term contract: Directive adopted in 1999
Temporary Agency Work (TAW): no agreement between social partners nor
EU Member States  Commission drafted a Directive
UK, Ireland, Denmark and Germany = blocking minority
Stalemate on Equal Treatment provision (same working conditions between
agency workers and permanent workers) and on lifting restrictions
Eurociett Position
–
–
–
Current draft Directive outdated
Eurociett not opposed as such to a European regulatory framework for the
agency work industry
New draft should allow for a better development of the agency work industry,
based on the following regulatory principles:
•
•
•
•
Freedom to provide services & freedom of establishment
Freedom to choose for agency workers, agencies and user companies
Protection of workers rights
Regulatory compliance and controls
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Modernising Labour Law (Green Paper)
•
European Commission (DG Employment) launched a public
consultation in November 2006 on how to modernise labour law
•
A Green Paper was published calling for input from all EU
stakeholders
-
•
Particular focus on workers in vulnerable positions and “atypical”
forms of employment
Main messages of the Eurociett submission:
– Temporary agency work is a well-regulated, established form of
flexible employment.
– Need to lift restrictions faced by temporary work agencies in order to
create a level-playing field.
– Flexicurity concept is to be put forward as an approach for a
meaningful labour market reform.
– There is no need to clarify the employment status of agency workers,
as it is clearly defined by national labour law.
– The rights and working conditions of temporary agency workers are
clearly defined by national law.
•
A follow-up Communication on Labour Law expected in
November
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Why using the services of a PrEA?
• To manage external flexibility needs
– To absorb fluctuations (seasonal or unexpected peaks of
output, economic cycle)
– To create a shift dedicated to the launch of a new
product/service
• To supplement internal workforce
– To handle sick and leave situations
– To source and test future employees
– To perform work that requires skills not available in-house
• To have access to a full range of value added HR
services
– e.g. training, recruitment, outplacement, interim
management
• To manage HR related administration and red tape
• To increase companies’ productivity by allowing them to
focus on core business
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Content of presentation
1. Eurociett structure & profile
2. Regulation on Agency Work
3. The Agency Work market in Europe
4. Private Employment Agencies’ contribution to
the labour market
5. Agency work benefits for workers and
businesses
6. EU Policy priorities for Eurociett
7. Open discussion
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