A stronger economy, social justice and jobs

13.Proposal: Inclusive Labour Markets

Objective: We propose to improve the functioning of labour markets so that they ensure fairer working conditions and promote gender equality, employment, including that of young people and vulnerable groups. The EU, Member States and social partners need to work to end in-work poverty, address the rights of platform workers, ban un-paid internships and ensure fair labour mobility in the EU. We must promote social dialogue and collective bargaining. We need to ensure the full implementation of the European Pillar of Social Rights, including its relevant headline targets for 2030, at EU, national, regional and local level in the areas of “equal opportunities and access to the labour market” and “fair working conditions”, while respecting competences and the principles of subsidiarity and proportionality and to include a Social Progress Protocol in the Treaties. While doing so, there should be a respect of national traditions.

European Pillar of Social Rights Action Plan

Measure 13(1) - Ensuring Statutory Minimum Wages
13.1) Ensuring that statutory minimum wages guarantee that each worker can earn a decent and similar quality of living across all Member States. Clear criteria (e.g. living costs , inflation, above the poverty line, the average and median wage at national level) to be taken into account when setting minimum wages level should be set up. The levels of statutory minimum wages should be regularly reviewed in light of these criteria in order to ensure their adequacy. Special attention should be put on effective implementation of these rules and monitoring and tracking improvement in the standard of living. At the same time, collective bargaining should be strengthened and promoted throughout the EU; (ECP1 & 30; DE 4.2; online platform).
- Guidelines about collective agreements regarding the working conditions of solo self- employed people
- Adequate minimum wages in the European Union
Measure 13(2) - Enforcing Working Time Directive
13.2) Taking stock and more strongly enforcing the implementation of the Working Time Directive (Directive 2003/88/EC) and other relevant legislation that ensures healthy work life balance while looking at new national policies in this domain; (ECP2)
- Report on the implementation of the Working Time Directive;
Measure 13(3) - Regulating 'Smart Working' and Right to Disconnect
13.3) Introducing or reinforcing existing legislation that regulates so-called 'smart working' and incentivising companies to promote it. (ECP 7) The EU should ensure the right to disconnect, do more to address the digital divide at the workplace and assess the implications of remote work on health, working time and companies performance. There is a need to guarantee fair digitalisation based on human rights, improved working conditions and collective bargaining; (discussions).
Measure 13(4) - Integrated Employment Policies
13.4) Having integrated employment policies at an EU level where active labour market policies remain central and increasingly coordinated (IT 6.2) while Member States focus on continuing their reform efforts to create favourable conditions for quality job creation. (discussions)
- Harnessing talent in Europe’s regions
Measure 13(5) - Protecting Social Rights *
13.5) Taking steps to ensure that social rights are fully protected and safeguarded in case of conflict with economic freedoms including via the introduction of a social progress protocol in the Treaties. (online platform, discussions)
* This measure has been identified as needing Treaty change for full implementation.
- Improving working conditions of persons working through digital labour platforms
- Establishment and functioning of European Works Councils
Measure 13(6) - Ensuring Gender Equality
13.6) Ensuring gender equality, in line with 2020-2025 EU Gender Equality Strategy. The EU should continue measuring the gender equality through a gender equality index (i.e. attitudes, salary gap, employment, leadership, etc.), monitor the strategy yearly and be transparent with the achievements; and encourage the sharing of expertise and best practices and set up a possible direct citizen-feedback mechanism (e.g. an Ombudsperson). There is a need to address gender pay gap and introduce quotas in senior positions. There should be more support for women entrepreneurs in the business environment and women in STEM.
Measure 13(7) - Promoting Youth Employment
13.7) Promoting youth employment, for example through financial assistance for companies, but also by giving employers and workers additional support (NL 4) and support to young entrepreneurs and young self employed professionals for example through educational tools and courses (discussions);
Measure 13(8) - Promoting Employment of Disadvantaged Groups
13.8) Promoting employment of disadvantaged groups (NL 4), in particular among people with disabilities (online platform);
Measure 13(9) - Promoting Employment and Social Mobility and Life-long Learning
13.9) Promoting employment and social mobility and, therefore, to have a full chance of self-realisation and self-determination.(IT 5.a.4 & IT 6.1) There could be a long term strategy to ensure everyone in our societies has the right skills to find a job and bring their talents to fruition, in particular the young generation (discussions). It is important to invest in people's skills adapted to the changing labour market needs and promoting life-long learning through among others exchange programme at all stages of life and ensure the right to lifelong learning and the right to training. (FR 6; DE 4.1) To this end, there is a need to strengthen the cooperation between businesses, trade unions and vocational, education and training providers (discussions).