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European legal regulation |
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| Employment protection measures within the EU are being implemented across 15 Member States, which have different traditions of legal regulation. This can be an additional source of tension. The original six Member States were more accustomed to a prescriptive and interventionist approach in employee relations; whilst the UK, for example, has a more voluntarist tradition, based on free collective bargaining.
Employers and trade unions
Throughout employment relations within the European Union, there is also evidence of the familiar differences of interest between employers and trade unions. As recognisable within UK industrial relations, these differences of interest usually focus around three sets of issues.
- Economic considerations: for example the extent to which EU policy facilitates or impedes job creation; the extent to which unit labour costs are perceived to rise as a result of employment protection
laws.
- Balance of power considerations: for example the extent to which EU regulations constrain the right to manage; the extent to which employee interests are accommodated, through employee participation, in corporate decision-making.
- Values: for example the extent to which equal treatment, job security etc are promoted within an organisation's employee relations.
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European legal regulation
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