Working Conditions in the M+E-Industry of Europe

Working Conditions
in the
M+E-Industry
of Europe
(+ Australia and
South Africa)
Update 2009

Working Conditions in the
M+E-Industry of Europe
(+ Australia and South Africa)
Update 2009
Disclaimer
Copies or extract of this publication require the written consent of the publisher. Every effort has
been taken to ensure that the information provided is accurate. However, no liability can be accepted
for any loss sustained by acting or refraining from action as a result of this publication.

Imprint
© 2009 by Arbeitgeberverband Gesamtmetall
(Federation of German Employer’s Associations
in the Metal and Electrical Engineering Industries)
Indra Hadeler, Department of International Relations
Robert Thurm, Internationale Abteilung
Voßstraße 16
D-10117 Berlin
Germany
+49 (0)30 / 55 150-0
info@gesamtmetall.de
www.gesamtmetall.de
Design:
edition agrippa, Cologne · Berlin
Foto: vario images GmbH & Co. KG

Forword
This brochure provides an overview of the main
employment and working conditions that apply
in our industry in different countries. Legal regulations
and collective agreements are all covered
and clearly presented. The brochure offers
good guidance on many problems and questions
that crop up when comparing locations,
and often gives the appropriate answers.
The data was collected by CEEMET (Council of
European Employers of the Metal, Engineering
and Technology-based Industries) on the basis
of information provided by the leading M&E
employers‘ associations in the various countries.
The German version of the tables is published
under the title „Arbeitsbedingungen
in der europäischen M+E-Industrie sowie
Australien und Südafrika“. It is also available
via Gesamtmetall.
The information in the tables is regularly updated
in the Gesamtmetall M&E service database.
Member associations can access the latest versions
of the German and English tables via this
database. Every 2-3 years the changes are summarized
and re-issued in print form.
The fi rst part of brochure contains comparative
overviews on the main employment and working
conditions of the metal and electrical industry
in a total of 19 countries: Australia, Austria,
Belgium, Britain, Denmark, Finland, France,
Germany, Ireland, Luxembourg, Italy, the
Netherlands, Norway, Portugal, South
Africa, Spain, Sweden, Switzerland and
Turkey. The second part presents structural
data from these countries, e.g. for implementing
selected EU directives, as well as on the
collective bargaining system and the national
trade-union and management organizations.
The brochure will be gradually expanded to
include data from eastern European countries
as soon as the partner associations there have
processed the relevant data.
With this January 2009 issue the Working Conditions
are celebrating their 20th anniversary.
We are delighted at the consistently high level
of interest you have shown over the years and
are always open for further suggestions.
3

Table of Content
Working Conditions in the M+E-Industry
Tables
Seite
1 Duration of Collective Wage Agreements – Manual Workers 10
2 Duration of Salary Agreements – Staff Workers 11
3 Expiration Dates of Selected Current Agreement Rules
4 Differences between Manual and Staff Workers:
12
I. Conditions of Employment / Social Security
5 Differences between Manual and Staff Workers:
13
II. Remuneration and Percentage of Staff Workers 15
6 Wage Determination by CA – Manual Workers 17
7 Minimum Wage Rates per CA – Manual Workers 21
8 Salary Determination by CA – Staff Workers 25
9 Minimum Monthly Salary Rates per CA - Staff Workers 29
10 Pay Rules for Juveniles 35
11 Seniority-Related Provisions – Manual Workers 37
12 Seniority-Related Provisions – Staff Workers 39
13 Legal Working Time (Definition and Scope) 41
14 Reduction of Standard Weekly Working Hours - Chronology 43
15 Working Time Reductions in Time-Off on an Annual Basis 47
16 Standard Working Hours / Rest Periods (Adult Workers) 49
17 Working Hours – Special Rules for Juveniles 52
18 Shift Work – Standard Hours / Rest Periods (Adult Workers) 54
19 Definition of Overtime and Nightwork 57
20 Night and Shift work - Rules for Women and Juveniles 60
21 Codetermination Rights in Working Time Arrangements
22 Uneven (flexible) Distribution of Regular Working Hours on
62
Individual Week Days and Work Weeks 65
23 Possibility for Regular Work on Saturdays and Sundays 68
24 Volume of Admissible Overtime and Total Working Hours 71
25 Time-off for Overtime 75
26 Decision on Overtime 77
27 Supplements for Overtime 79
28 Supplements for Night and Shiftwork 81
29 Supplements for Work on Saturdays, Sundays and Public Holidays 84
5

6
Seite
30 Public Holidays 87
31 Pay for Working Time Lost due to Public Holidays 90
32 Special Rules for Public Holidays 92
33 Length of Annual Holidays / Manual and Staff Workers 94
34 Decision on Annual Holidays 96
35 Pay during Annual Holidays 99
36 Bonus Payments – Manual Workers 100
37 Bonus Payments – Staff Workers 103
38 Maximum Length of Trial Periods 105
39 Fixed-Term Employment Contract 107
40 Periods of Notice on the part of Employer – Manual Workers 112
41 Periods of Notice on the part of Employer – Staff Workers 114
42 Periods of Notice on the part of Employee – Manual Workers 116
43 Periods of Notice on the part of Employee – Staff Workers 118
44 Severance Pay – Manual Workers 121
45 Severance Pay – Staff Workers 124
46 Income Guarantees in case of Transfer to Lower-Rated Jobs 125
47 Unemployment Benefits 128
48 Short-Time Work Benefits 131
49 Early Retirement Provisions 135
50 Sickness: Pay Rules – Manual Workers 141
51 Sickness: Pay Rules – Staff Workers 145
52 Sickness: Control Rules – Manual and Staff Workers 146
53 Protective Maternity Leave 148
54 Parental / Child-Rearing Leave
55 Worker / T.U. Involvement in Change of Work Organisation
151
and Technology 156
56 Worker / T.U. Involvement in Safety and Health Matters 158
57 Worker / T.U. Involvement in Training (Plant Measures) 159
58 ,Erga omnes’ collective agreements 160

Table of Content
Structural Data
Annexes
Seite
1 National Transposition of European Works Councils Directive 168
2 National Transposition of the Parental Leave Directive 173
3 National Transposition of the Proof of Work Contract Directive 174
4 National Transposition of the Part-time Work Directive 176
5 National Transposition of the Posting of Workers Directive 178
6 National Transposition of the Working Time Directive 185
7 National Transposition of the Fixed-Term Contract Directive 189
8 National Transposition of the Non-Discrimination (article 13) Directives 195
9 National Transposition of the Information and Consultation Directive 196
10 National Transposition of the European Company Statute Directive
11 National Transposition of the Equal Treatment between
197
Men and Women Directive (Revision of Directive 76/207) 198
12 National Transposition of the Insolvency of Employers Directive 199
13 National Transposition of the Transfer of Undertakings Directive 200
Annex A:
A/1 Structure of Collective Bargaining – Manual Workers 202
A/2 Levels of Collective Bargaining 210
A/3 Upper Levels covered by Agreements for Staff Workers 212
A/4 Specific Agreements for Higher Staff 214
A/5 Coverage of CEEMET Federations 215
A/6 Structure of the Metal Trades (Branches) 217
A/7 Structure of the Metal Trades (Size of Firms) 219
Annex B:
B/1 Trade Union Structure (Metal Trades) 222
B/2 Trade Unions – Manual Workers 223
B/3 Employee Organisations – Staff Workers 227
B/4 Degree of Membership in Trade Unions 232
B/5 Employee Representation at Plant Level 234
B/6 Employee Representation on Supervisory Boards 242
B/7 Rules concerning Lock-out 245
B/8 International Trade Union Organisations 247
7

8
Names of Countries: Recurrent abbreviations
in text of tables:
A Austria
B Belgium
DK Denmark
FIN Finland
F France
D Germany
I Italy
NL Netherlands
N Norway
E Spain
S Sweden
CH Switzerland
TR Turkey
UK United Kingdom
SA South Africa
EST Estonia
AUS Australia
IRL Ireland
LUX Luxembourg
POL Poland
L Law
CA Collective agreement
CB Collective bargaining
PA Plant agreement or domestic
agreement (usually with
representatives of workers
employed by the company
concerned)
T.U. Trade Union
Mi Metal (and Electrical ...) Industry
YA Years of Age
YS Years of service
(seniority with same employer)
YSG Years of service in the same
(pay/activity) group
WT Working Time
WTR Working Time Reduction
h or hrs Hours
D Day
W Week
Mo/Mth Month
Y Year

Tables 1 - 58
9

10
July 2008
DURATION OF COLLECTIVE WAGE AGREEMENTS - Manual workers
Metal, Engineering and Technology-based Industries
Country Geographical territory Effective from Normal expiration date Agreed length of notice Minimum duration
A National 01.11.2008 31.10.2009 3 months Usually 12 months
B National 01.01.2007 31.12.2008 None 24 months
DK National 01.03.2007 1 March 2010 1)
None 36 months
FIN National 30.06.2007 30.06.2010 2 months 2 years, 10 months
F Regional Variable Undetermined 1 year
D Regional 01.11.2008 30.04.2010 1 month 18 months
I National 01.01.2008 1) 31.12.2011 2) 3 months 18 months
NL 1) National 01.11.2007 31.10.2010 27 months
N* National 01.04.2004 31.03.2006 24 months
P National Variable Variable 12 months
E National/Provincial/Company 1) Variable 1) Variable Usually 12 or 24 months
S National 01.04.2007 31.03.2010 1) 36 months 1)
CH 1) Company Variable 31.12.2010 Usually 1 year
TR National 01.09.2008 31.08.2010 None Usually 2 years
UK Company 1) Variable Undetermined None Usually 1 year
AUS Industry/Company Variable Variable None Nil
IRL Company 1) Variable Variable None 1-3 years 1)
LUX Company Variable Variable Usually 1 year
SA National 01.07.2005 30.06.2007 None 24 months
DK 1) Unless otherwise agreed.
NL 1) A collective labour agreement also exists for small businesses (< 30) in the metalworking industry. The renewed agreement has been effective since 01.02.2008 and lasts until 30.11.2009.
E 1) No agreement at national level since 1989, except for particular aspects such as the framework agreement on job classification.
I 1) The agreement for the renewal of the national CA for metal sector was signed on 20.01.2008 and approved by workers in March.
2) The expiration date of the economic section of the CA is 31.12.2009.
CH 1) The "Peace Agreement" does not contain wage matters; yearly negotiations at plant level.
UK 1) In November 1989 the EEF ended national negotiations with the trade unions. All existing agreements remain in force, however, all issues are subject to domestic negotiations according to
domestic circumstances.
Table 1

11
DURATION OF SALARY AGREEMENTS - Staff workers (where separate rules from those for manual workers exist)
Table 2
Metal, Engineering and Technology-based Industries
Country Personnel covered Geographical territory Effective from Normal expiration date Agreed length of notice Minimum duration
A Staff workers National 01.11.2008 01.11.2009 3 months Usually 12 months
B Staff workers National 01.01.2007 31.12.2008 None 24 months
DK *
July 2008
Technical and
Office staff
National 1) 01.03.2007
01.03.2010
None 36 months
FIN Technical and Office staff National 26.10.2007 30.04.2010 2 months 2 years and 6 month’
F No separate agreements - see Table 1
D Staff workers Regional 01.11.2008 30.04.2010 1 month 18 months
I No separate agreements - see Table 1
NL * No separate agreements - see Table 1
N *
a) Technical staff
b) Office staff
National
National
a) 1)
b) 01.04.2004
a) 1)
b) 31.03.2006
a) 1)
b) 24 months
P 6 separate agreements National Variable Variable 12 months
E No separate agreements - see Table 1
S Staff workers National 01.04.2007 31.03.2010 1) 36 months 1)
CH 1) Staff workers Company Variable 31.12.2010 Usually 1 year
TR None None None None None None
UK Staff workers Company Variable Variable Variable Variable - Usually 1 year
AUS 1) Staff workers Company Variable Variable Variable Variable
SA Not covered (individual contracts)
IRL Staff workers Company 1) Variable Variable None 33 months
LUX Staff workers Company Variable Variable Usually 1 year
*) Separate agreements exist for so-called "Higher Staff" - see Annex A/4 of Volume 2.
DK 1) Certain provisions on salary in the collective agreement (e.g. payment for overtime work, minimum salary for apprentices, etc.), whereas the actual salary is agreed upon at plant level.
2) Unless otherwise agreed.
N 1) 5 different agreements with separate expiration dates.
CH 1) The "Peace Agreement" does not contain salary rules.
AUS 1) See Table 1: Workplace Agreements may be negotiated with salary employees.

12
July 2008
EXPIRATION DATES OF SELECTED CURRENT AGREEMENT RULES
Metal, Engineering and Technology-based Industries
Country
Working Time Annual Holidays Pay
Standard Hours Flexibility Provisions Duration Pay Wages Salaries
A Undetermined Undetermined (by law) Undetermined Undetermined Undetermined
B Undetermined Undetermined (by law) (by law) Dec. 2008 Dec. 2008
DK 01.03.2010 01.03.2010 (by law) (by law) 01.03.2010 1) 01.03.2010 1)
FIN 30.04.2010 30.04.2010 (by law) (by law) 30.04.2010 30.04.2010
F Undetermined Undetermined (by law) Undetermined Undetermined
D 30 April 2003 1) 31 March 2008 2) see CA see CA 30.04.2010 30.04.2010
I 31 December 2011 31 December 2011 31 December 2011 31 December 2011 31 December 2009 31 December 2009
NL 01.02.2012 01.02.2012 01.02.2012 01.02.2012 01.02.2012 01.02.2012
N March 2006 March 2006 (by law) March 2006 March 2006 March 2006/Variable 1)
P Undetermined Undetermined (by law) (by law) Undetermined Undetermined
E Variable - according to provincial CA or PA
S 2) 2) (by law) 2) ref. Table 1 1)
ref. Table 2 1)
CH 31 Dec 2010 31 Dec 2010 31 Dec 2010 31 Dec 2010 (by PA) Undetermined by PA (Undetermined)
TR Aug. 2010 Aug. 2010 Aug. 2010 Aug. 2010 -
UK Negotiations on these issues are determined at plant level
AUS (by law) Undetermined (by law) Undetermined Undetermined Undetermined
SA June 2007 June 2007 June 2007 June 2007 June 2007 Not applicable
IRL Undetermined (by law at plant level
LUX Negotiations on these issues are determined at company level
D 1) Can be cancelled at any time (that has not been done so far and the date of 30 April 2003 remains still valid).
2) A review of the agreed flexibility measures (see table 14c) is foreseen for the year 2008.
DK 1) The collective agreement for manual workers only stipulates the minimum wage. The actual pay will be fixed at plant level once per year - often in a local agreement.
N 1) Office staff: March 2006. Technical staff: 5 different agreements with separate expiration dates.
S 1) Actual pay is fixed at plant level following local negotiations
2) Same as salary agreements, see tables 1-2
Table 3

13
Metal, Engineering and Technology-based Industries
Country
July 2008
Period of notice
(termination of employment)
DIFFERENCES BETWEEN MANUAL AND STAFF WORKERS EXCLUDING SENIOR EXECUTIVES
I - CONDITIONS OF EMPLOYMENT AND SOCIAL SECURITY
Severance
Pay
Hours of
Work
Overtime
Rates
Annual
Holidays
Public
Holidays
Short ad hoc paid
leaves of absence
Special Bonusses
Sick Pay
Schemes
A 1) no no no no no no no - no no
Pension Schemes
B
major no no no no no no still major in practice no L: No Complementary
pension schemes: yes 1)
DK major major no yes no 1) no no yes 2) major yes 3)
FIN no no minor 1) no no no no - minor no
F no no no no no no no no no no
D no no no no no no minor in practice no no no 1)
I no no no no no 1) no no no no no
NL no no no no 1) no no no no no no
N no no no 1) minor 2) no no no - no no
P no no no no no no no no no no
E no no no no no no no no no no
S minor minor no minor 1) minor 1) minor minor no minor minor
CH no no no no no no generally no 1) generally no 1) no generally no 1)
TR
no no only in
practice
no in practice
and in pay
no major no 1) major no
UK 1) major no minor minor no no minor - minor minor
AUS major minor no minor no no minor - minor minor
SA minor no minor minor minor no no Yes major yes 1)
IRL major 1) no minor 2) major minor no minor in practice minor minor minor 3)
LUX no yes no yes no no no no yes no
Footnotes: see end of Table.
Table 4

14
July 2008
FOOTNOTES TABLE 4
A 1) As from 1 November 2005, a new structure entered into force, introducing a single status pay system (Einheitliches Entgeltsystem) applicable to both manual and staff workers.
B 1) In practice company complementary pension schemes for staff workers and manual workers usually differ. Since 1.1.2000, compulsory extra legal pension schemes for manual workers of
national pension fund: differs.
DK 1) Duration: No difference.
Pay rules for staff workers: Normal pay + 1 % of last year's wages excluding amount paid during holidays for last year.
Pay rules for manual workers: 12.5 % of last year's wages.
2) Bonusses are mostly paid to manual workers only.
3) Only in regard to complementary pension scheme.
FIN 1) Office staff: 37.5 hours/week; workers: 37.9 hours/week (standard 40 hours/week minus 100 hours/year = 2.1 hours/week).
D 1) No difference in benefits, but separate schemes.
I 1) Major for staff workers with more than 10 YS. As from 1 January 2008, gradual increase of annual holidays for manual workers (as from 2026 no differences between manual workers and staff
workers).
NL 1) No overtime rate for staff workers.
N 1) Same weekly hours (37.5) for both categories since 1.1.1987.
2) For some staff workers unpaid, for other paid, depending on seniority and individual contracts.
S 1) Overtime rates are based on a flat rate system for manual workers and on the individual salary for staff workers. Staff workers can get compensation by salary and 5 or 3 extra days of annual
holiday per year instead of compensation by salary for overtime.
CH 1) Minor in a certain number of firms.
TR 1) Some special allowances are paid for manual workers only.
UK 1) The differences in conditions of employment between manual and staff employees will vary from company to company but in recent years there has been a trend to harmonize many of these
conditions with some companies employing manual employees on "staff" conditions of employment.
IRL 1) Major in practice (Management up to 3 months notice not unusual) - in law, no difference.
2) Manual 39 hours; office staff 38.5 hours (IBEC 2001 survey).
3) Company schemes depend on whether they choose the Government scheme or a better one. In practice, schemes for staff workers and manual workers usually differ.
SA 1) Pension / provident schemes compulsory for manual workers via CA. Staff workers: dependent upon company policy.

15
Metal, Engineering and Technology-based Industries
Interval between payment of wages Main basis of calculation
Country
Manual workers Staff workers Manual Staff
July 2008
DIFFERENCES BETWEEN MANUAL AND STAFF WORKERS EXCLUDING SENIOR EXECUTIVES
II - REMUNERATION AND PERCENTAGE OF STAFF WORKERS
Separate or common pay scales
(minimum rates)
Separate or common job evaluation
schemes
A 1) month month Hour/ (month) month common to a certain extent common n. a. yet
B
14 days, maximum
16 days
month hour month separate separate 27 %
DK fortnight 1) month hour month separate separate 10,1 % 2)
FIN fortnight mostly month hour month separate separate 39 %
F
D
Table 5
Share of staff workers
in engineering Labour
force
month month month month common only for manual workers
(seldom: common)
48%
month month hour, or month 1) month in most regions already common 2) still separate (common in few big firms) West-Germany: 40 % 3)
East-Germany: 28 % 3)
I Month month month month common no rules in CA 35 % (estimate)
NL month month month month common common 35 % (estimate)
N fortnight/month month hour month separate - 50 %
P month month month month separate separate -
E month (PA) month day month separate separate 38 %
S month/fortnight month hour or month month separate separate 43 %
CH month mostly month month month separate mostly separate 50 % (estimate)
TR
UK
AUS
month (fortnightly
advance payment)
month hour month legal minimum
rates are common
week/month month hour/month month/annual generally separate but some
companies have moved to a common
pay structure for manual and staff
workers especially where they have
introduced single status employment
for all employees.
week/fortnight fortnight or
month
only for manual workers 30 %
where job evaluation schemes exist, they
are generally different for manual and staff
workers but some companies have moved
to a common job evaluation scheme
specially if they have introduced single
status employment for all employees.
hour month/hour 1) separate - 75 % (estimate) 2)
SA week/month month hour month separate separate 20 % (estimate)
IRL week month hour month separate separate 35 %
LUX 16 days, maximum month hour or month month legal minimum rates are common - 34%
40 % *

16
July 2008
FOOTNOTES TABLE 5
A 1) As from 1 November 2005, a new structure entered into force, introducing a single status pay system (Einheitliches Entgeltsystem) applicable to both manual and staff workers.
DK 1) Unless otherwise agreed.
2) Staff workers is understood as employees with managerial responsibilities of any form. Numbers are from DA lønstatistik.
D 1) In most regions "monthly" wages.
2) From March 2005 on the most regions change to a uniform remuneration system for employees and workers (ERA-System).
3) 2006.
AUS 1) Hourly calculation for staff workers under centralised wage system.
2) This applies to the manufacturing industry generally.
UK * % of all non-manual workers 2000

17
Metal, Engineering and Technology-based Industries
Country
August 2008
Increase by CA of Minimum pay scales in the CA
Minimum Rates Actual Rates
Number in
CA
WAGE DETERMINATION BY CA - MANUAL WORKERS
Classification based on
Job/Skill
Requirements
Age
(YA)
Seniority
X)
Definitions (by CA) of the individual
Pay Group/Scales by
Job
Description/
Job Grading
Activity
Examples
Job
Evaluation
Method
Performance/Merit Rating
Systems
Individ.
Performance
Supplement
Group
Performance
Supplement
Table 6
Other pay supplements
(by CA) according to
AGE
Supplement
A By CA: In % By CA: In % 7 x - x x - - - - - -
B By CA: % or flat No 1) None 2) (x) 3) - - - - x 4) - - - 5) - 5)
DK By CA: 1) Flat rate No - by PA 1) 1 2) x 3) - Possibly at plant level
FIN
By CA: In % By CA 1) : % or
flat
3, 9 or 12 2) x 2) (x) 3)
- x 4) - x 5) x 6) - - - 7)
F
Region. CA: In % No - by PA 1) Nat. CA: * 16
scales 2)
Nat. CA: x - - Nat. CA: x 3) Nat. CA: x
3)
- 4) - - - x 5)
D
Region. CA: In % No 1) Region. CA:
8-14 2)
x (x) 3) - X 4) - 5) x 6) x 7) - - -
I By CA: Flat rate By PA 1) * 6 2) x - - x x x 3) x 3) - x 4)
NL By CA: In % By CA 1) * 6 2) x x x 3) x 3) x 4) - 5) - 5)
N
By CA/PA: Flat
rate
By CA/PA 1) 3 2) x - x 3) - - - - - - - 4)
P In % No Variable x x - x - x - - - -
E
By CA or PA: % Provincial CA
or PA
Variable 1) x x x x x - 2)
S By CA: Flat rate By CA/PA 1) 4 2) x x 3) - x x 4)
- 5)
CH No - by PA 1) None1) - - -
TR By CA: Flat rate No 1) 9 2) x - - x - x - - - -
UK No - by PA 1) (No collective agreement in metal industry)
AUS
By award: Flat
rate
1) (No collective agreement in metal industry)
SA By CA: In % By CA: In % 13 1)
x - - x x - - - - -
LUX By CA: In % By CA: In % Variable x - x - x - x x - -
IRL No - by PA (No collective agreement in metal industry)
Footnotes: see end of Table.
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.
Seniority x)
Supplement

18
August 2008
FOOTNOTES TABLE 6
B 1) The national or regional (provincial) CA provides for increases of the minimum rates only. Once such an agreement has been concluded, no strikes are allowed at company level for additional
increases. Some, but not all companies, grant such further increases, and some companies have their own company wage agreement. In addition to wage increases by CA, however, wages
are automatically adjusted to the development of the cost-of-living (mandatory wage indexation).
2) The national and most regional CA do not contain wage groups; this is determined usually by PA. Regional CA containing minimum wage scales exist only for the Provinces of East and West
Flanders; they are supplementary, i.e. do apply only for companies which have no wage scales of their own. These CA have minimum wage scales with 11 categories.
3) Classification is usually based on job and skill requirements.
4) Job evaluation method offered by AGORIA, not compulsory.
5) No age- or seniority-related pay increases, but seniority/age plays a role in connection with severance pay.
DK 1) The CA determines the increase of the minimum hourly wage rate and "additional" pay such as overtime, shiftwork, etc... Wage increases as such are negotiated at company level, which may
take place only once a year.
2) The (national) CA contains only the minimum hourly wage rate. The companies have established their own pay scales.
3) Apart from the one rate for "adult" workers, the CA also contains a wage rate for workers under 18 YA.
FIN 1) The CA is a minimum agreement, it does not fix the actual (company) earnings, but general pay increases.
2) The CA offers 2 alternative methods for wage determination for the companies:
- Job grading system with 9 wage groups and 3 evaluation criteria, according to training requirement, responsibility, working conditions (method A);
- Simple wage structure with 3 roughly defined wage groups (for small companies, method C).
3) Apart from the rates for adult workers, the CA also contains wage rates for workers under 18 years of age.
4) Methods C + A.
5) Method B.
6) The individual pay rate based on merit is determined on the basis of each individual's knowledge of the job, the job performance and other personal factors. The individual rate is specified for
each worker by his foreman on the basis of the above factors. The proportion of the individual rate is 3-20 % of the pay rate based on job grade.
7) No seniority-related pay increases, but seniority plays a role in connection with bonus payments.
F 1) Increases of minimum rates have no automatic effect on the levels and increase of actual (company) rates. By law there is an obligation to bargain annually at company level on actual wages.
The national or regional CA contains no limits for such increases, although sometimes at national level a "recommendation" is made.
2) A national CA in 1975 introduced a "common" classification system for manual and staff workers. The CA sets out the principles and details for the classification of the jobs and provides for the
pay differential; however, the minimum rates and the increase of the minimum rates are determined by regional CA.
3) The CA contains also the definitions for each basic group and sub-group, describing in a summary way the type of work and the required knowledge (training/experience). A few activity
examples are attached in an annex to the CA.
4) No system by national or regional CA.
5) The regional CA provides for automatic wage increases in accordance with seniority and age (generally after 3 YS up to a maximum after 15 YS).

19
August 2008
FOOTNOTES TABLE 6
D 1) The CA determines only the minimum rates, but in practice this percentage increase is often granted on the actual (company) rates (countable). Furthermore the CA is a minimum agreement,
the companies are free to improve it, but strikes to that end are not allowed.
2) Different number of wage groups, according to the regional CA.
3) Only in "Nordrhein-Westfalen" lower wage rates exist for workers below 20 years of age ("apprentices" do not receive a "wage", but a training allowance).
4) The majority of the regional wage groups descriptions are based on a summary job evaluation system.
5) In few regions exists some activity examples.
6) An analytic job evaluation system exists predominantly in the regions Baden-Württemberg and Pfalz.
7) The regional CA also contain rules for the evaluation of the individual worker's performance; the performance supplement is expressed in % of the average performance of either several wage
groups (e.g. in Nordrhein-Westfalen and Nordwürttemberg/Nordbaden), or of the plant (e.g. Hessen); only in "Bayern" each worker has an individual claim. The rates range from 13 to 16 %. In
the majority of the regions the CA contains a method for performance rating.
I 1) Under the 5 July 1994 CA at company level, the only wage rate to be bargained over at plant level is the "result bonus", which is a sum that has to be linked to productivity and profitability
indicators and can vary according to actual company results.
2) As of 01 March 2009.
3) With reference to piecework.
4) The national CA provides for automatic wage increases in accordance with seniority - for each period of 2 YS in the wage group concerned, up to a maximum of 5 times.
NL 1) Since 1974, manual and staff workers are covered by a "common" (integrated) CA which gives rules on the extent to which actual wages have to be increased.
2) The CA does not contain any pay/scale differentials, but lays down the minimum AGE (YA) and years of SERVICE (YS) for access to the various wage groups. Furthermore it gives rules for
companies wanting to change their pay system or the wages.
3) The definitions are contained in a separate job classification schedule ("Integrated System of Job Evaluation - ISF“).
4) Since 1981 a new "Integrated System of Job Evaluation" (ISF) exists, applying to both "manual" and "staff" workers.
5) No other age- or seniority-related pay increases, but age and seniority play a role in connection with severance pay and income guarantees at transfer to lower-rated jobs.
N 1) The CA imposes no limit for wage increases at company level. However, a minimum company group level exists, expressed as percentage of a corresponding national group level throughout
the metal industry.
2) The national CA contains 3 wage groups according to skilled, semi-skilled and unskilled workers.
3) The CA provides for an increase after 1 year in the skill concerned.
4) No seniority-related pay increases, but seniority plays a role in connection with severance pay.
E 1) Where a provincial CA applies, it contains also provisions on wage groups according to professional categories (number varies from one province to another).
2) Payments are increased according to seniority, and they are stipulated in CA.

20
August 2008
FOOTNOTES TABLE 6
S 1) The CA usually calls for the wage increases as specified in the plant agreement. These can be
a) general increases for all workers and/or
b) so-called "wage kitties" for distribution individually through agreements between employers and local unions within the company and/or
c) individual increases due to revisions of the wage structure at company level.
2) The CA contains 4 wage groups according to skill levels. By local agreement, exceptions can be made from the minimum rates for workers for whom the working capacity has decreased due to
age or illness.
3) The CA also contains wage groups for juvenile workers under 18 YA.
4) According to principles in the CA, the individual pay rate is based on merit as an essential factor.
5) Due to 2 or 4 YS (Table 7).
CH 1) The "Peace Agreement" does not contain rules on wages or wage increases. Individual wages are agreed between employer and employee.
TR 1) Actual rates are not determined by the CA.
2) The CA contains 9 wage groups for manual workers, the classification of workers is based on job and skill requirements as determined by the job evaluation system of the Turkish Metal
Industry.
UK 1) In November 1989 the EEF withdrew from national bargaining on national minimum rates and all other conditions of employment. Negotiations on all such issues now take place at company
level.
AUS 1) The Australian Industrial Relations Commission hands down a safety net wage increase which is implemented through awards. There is a scope for additional wage increases to be negotiated
through Australian Workplace Agreements or Enterprise Bargaining Agreements. These agreements are subject to a 'no disadvantage test' on global comparison with 'award conditions'
and relevant legislation.
SA 1) The traditional pay scales are based on 13 skill levels. By agreement, and in terms of the CA, companies and their employees may agree to implement a 5-grade multi-skilled broadbanded
job and wage grading system.

21
Metal, Engineering and Technology-based Industries
Country Legal Basis
A 1)
B
DK
FIN
F *
D
I * 1)
NL *
National CA Group
Differential
€/per month
Mostly
Company CA 1)
National CA Group 1)
National CA
National CA
(1975)
Recommend. 1)
Regional CA 1)
National CA
(1973) 2)
National CA
(1974) 1)
MINIMUM WAGE RATES PER CA - ADULT MANUAL WORKERS
Group
WAGE GROUPS, SCALE or AGE DIFFERENTIALS, current RATES (in national currency)
Differential
Rate 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
DKK/hour
Basic rate
(Method A) 1)
Differential
cents/hour 3)
Basic wage +
merit 4)
cents/h- Min.
Max
Group
Differential
€/annum 2)
A
1457,01
B
1470,99
C
1574,81
No wage groups - Only one rate
100.65 2)
1
100.00
775
746
855
I.1
140
15.624
2
105.0
814
783
899
I.2
145
15.663
3
110.20
854
822
943
I.3
155
15.774
D
1722,82
4
115.80
897
863
990
II.1
170
15.800
E
1987,68
5
121.60
942
907
1040
(II.2)
- 3)
F
2227,91
6
127.60
989
952
1092
II.3
190
15.884
G
2567,18
7
134.00
1039
1000
1147
III.1
215
17.604
8
140.70
1091
1050
1204
(III.2)
- 3)
9
147.70
1145
1102
1264
III.3
240
19.620
2)
IV.1
255
20.624
IV.2
270
21.822
IV.3
285
23.050
Group 2) 1 2 3 4 5 6 7 8 9 10 11 12
a) Differential 85.03 85.03 86.39 87.71 90.91 94.91 100.0 106.87 113.82 120.69 127.76 135.02
Euro/month 1761 1761 1789 1816 1882 1965 2070 2212 2357 2499 2645 2795
b) Differential 3) 85 86 88 92 96 100 108 118 133 - -
€/month - 1761 1782 1823 1906 1989 2072 2237 2444 2755 - -
Group
Differential
€/month 3)
1 2 3 4 5 (5-S) 4)
1118.72 1224.82 1345.41 1400.56 1494.56 1593.41
Group
Diff. 2)
€/h-OYS**
After ..YS 3 )
2
23 YA/
1 DJ
8.79
8.91
*) Common pay groups/scales for manual and staff workers
**) monthly pay/ 174 (2088 hours: 12)
Footnotes: see end of Table.
July 2008
3
24 YA/
2 DJ
8.93
9.23
4
24 YA/
3 DJ
9.14
9.70
5
25 YA/
4 DJ
9.44
10.28
6
25 YA/
5 DJ
9.80
11.00
(7)
26 YA/
6 DJ
10.23
11.83
(8)
26 YA/
7 DJ
10.72
12.84
(9)
27 YA/
8 DJ
11.31
14.01
(10)
-
9 DJ
12.06
15.41
(11)
-
10 DJ
12.93
17.04
(V.1)
- 3)
(V.2)
-
(V.3)
-
(V.4)
-
Table 7
Rates VALID
as from
1 Nov 2008
1 March 2008
1 March 2005
2007
1 Feb 2009
1 Jan 2009
1 Dec 2008

22
Metal, Engineering and Technology-based Industries
Country Legal Basis
N
P
E
July 2008
National CA Group 1)
National CA
between
FENAME /
FETESE /
SINDEL/SITESC
Provincial/CA
Company CA
or PA
Group
DifferentialRate
NOK/h 2)
After 1 YS
Level
€ /hour
Group
€ /hour 1)
1
110,59
111,62
0
6 €
1
5.16
1
8.42
S National CA 1)
2) 3)
Group 1
Differential
SEK/hour
CH No minimum wage rates at all.
TR
National CA Group 1)
UK Company CA
AUS
SA
National CA
(Award)
Differential
YTL/hour
Group Differential 1)
Weekly rate
National CA Group Differential 1)
SARand/hour
IRL
Company CA National minimum
wage 7.65/hr
LUX Company CA
84.31 )
1
-
2,91
MINIMUM WAGE RATES PER CA - ADULT MANUAL WORKERS
WAGE GROUPS, SCALE or AGE DIFFERENTIALS, current RATES (in national currency)
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
1b
1031.10
H
20,28
1
21,41
*) Common pay groups/scales for manual and staff workers
Footnotes: see end of Table.
2
105,44
106,54
2
4.54
2
8.91
2
89.21 1)
2
-
2,93
1a
906.00
G
21,42
2
24,85
3
100,35
101,38
3
4.39
3
9.30
3
94.39 )
3
-
2,94
2b
822.50
F
22,67
3
28,86
4
4.00
4
9.63
4
99.86 )
4
-
2,95
2a
784.80
E
23,89
4
33,52
5
3.88
5
10.66
5
-
2,96
3
763.90
DDD
25,24
5
38,92
6
3.59
6
11.44
6
-
2,97
4
722.20
DD
26,64
7
3.44
7
12.69
7
-
2,98
5
701.40
D
28,99
8
3.27
8
15.08
8
-
2,99
6
680.50
C
29,86
9
3.05
9
-
3,01
7
638.80
B
31,30
10
2.87
8
619.90
AB
33,03
11
2.69
9
599.10
AA(s)
34,90
12
2.63
10
578.20
AA(6)
36,83
13
2.56
11
544.50
A
38,92
Under 18
ys 80%
of
minimum
salary
12
523.60
Under
18 ys
80% of
minimum
salary
13
501.10
Under
18 ys
80% of
minimu
m salary
14
484.40
Table 7
Rates
VALID as
from
1 April 2004
1 April 2007
2007
1 April 2008
1 March 2008
June 2005
1 July 2008

23
July 2008
FOOTNOTES TABLE 7
A 1) As from 1 November 2005, a new structure entered into force, introducing a single status pay system (Einheitliches Entgeltsystem) applicable to both manual and staff workers.
B 1) The national and most of the regional (provincial) CA do not contain wage groups; this is determined usually by PA. Exception: 2 regional CA (for East and West Flanders) introduced as per
1.1.1993 minimum wage scales with 11 categories; these CA are only supplementary, i.e. they apply only to companies which have no wage scales of their own.
DK 1) The CA contains only the minimum hourly wage rate. The companies have established their own pay scales, actual wage bargaining takes place in the individual companies (limited to once per
year).
2) As from 1 March 2006 it will be 95,15
FIN 1) The CA offers 3 alternative methods for wage determination for the companies:
- Method A (the most commonly used) - summary job grading system with 9 wage groups and 3 evaluation criteria (training requirement, responsibility, working conditions)
(differential 100-147.7);
- Method B - analytical job evaluation system with 12 wage groups and 15 evaluation criteria (100-149.6);
- Method C (for small companies) - simple wage structure with 3 roughly defined wage groups (100-134.0).
2) The difference between the individual wage groups is 5 % each, which explains the uneven figures for the differentials (e.g.: 105.0 + 5 % = 110.2, etc.).
3) These rates are valid in the municipalities which belong to the cost-of-living zone II (Finland is divided into two cost-of-living zones). In the cost-of-living zone I these rates are 2.3 % higher.
4) The individual minimum wage rate inclusive of merit rates varies between 100 % (Minimum) and 117 % (Maximum) of the minimum rate on each job grades.
F 1) A national CA, as from 1975, introduced a "common" classification system for manual and staff workers. The CA sets out the principles and details for the classification of the jobs, and provides
for the pay differential. However, the minimum pay rates are not determined at national level, but as monthly rates by regional CA (which also fix annual pay rates). The regional minimum rates
constitute "minimum earnings levels" which must be reached when adding up all pay elements determined at company level.
2) For example, the rates for the most important region, i.e. "Paris", are indicated.
3) "Manual" activities are found from group I to IV.3 (workshop technician), levels II.2 and III.2 are not applied..
D 1) Different numbers of wage groups and differentials in the individual regions. The smallest number of wage groups is 8 (several regions); the largest number is 14 (in "Osnabrück"). The
differentials range between 82.85 % ("Bavaria") and 86 % (Northern regions) as lowest levels, and 132.73 % ("Südbaden") and 135,02 % ("Nordwürttemberg/Nordbaden") as highest levels.
2) The rates for the most important regions are indicated as examples: a) "Nordwürttemberg/Nordbaden" b) "North Rhine-Westphalia ".
3) In several regions, the lowest wage group - group 1 - was abolished some time ago and the scales start with group 2 (in "Rheinland-Pfalz" even with group 3).
I 1) The workers who are not covered by the company agreement and who have a minimum wage will be paid a one-off amount of 260.00 € yearly, in June.
2) Since 1973, the CA contains a "common" classification system and common minimum pay rates per month for manual and staff workers.
3) In €/month.
4) As of 01 March 2009.

24
July 2008
FOOTNOTES TABLE 7
NL 1) Since 1974, manual and staff workers are covered by a "common" (integrated) CA. "Manual" activities are classified to a large extent into the first 6 pay groups.
2) The CA does not contain any pay/scale differentials, but lays down the minimum AGE (YA) and years of SERVICE (YS) for access to the various wage groups.
3) The rates indicated are those applying during the first YS (= 0YS), and those after the YS as indicated under "Diff." for access to the wage groups concerned.
N 1) The CA contains 3 wage groups according to skill level - (1) for skilled, (2) for semi-skilled and (3) for unskilled workers.
2) The CA does not contain any pay scale "differentials". It determines an initial wage rate during the first YS, and an increase after 1 YS in the skill concerned.
E 1) The table shows 8 representative groups of manual workers. Figures are average of different provincial agreements (not all the agreements have such a number of categories nor have they the
same minimums for each category).
S 1) The CA applies monthly wages as a principle. The minimum wage is SEK 15 903 as from 01.04.2008. The CA contains 4 minimum wage groups for those companies that apply hourly wages
according to skill levels as from 01.04.2008 as stated above. The CA also contains two wage groups for juvenile workers - one for those at 16 YA, SEK 63.96 and one for those at 17 YA,
SEK 74.65 as from 01.04.2008 if hourly wages are applied.
2) After 1 and 2 YS add 2.53 or 4.24 respectively to minimum rate as from 01.04.2008. If monthly wages are applied, the minimum wage is added with SEK 500 after 1 YS and with SEK 900 after
2 YS.
TR 1) The CA contains 9 wage groups, the classification is based on job and skill requirements according to job evaluation.
AUS 1) The AUS $/hour rate is obtained by dividing the weekly rate by 38.
SA 1) Two wage groups exist: the traditional 13 grade system and the voluntary 5 grade multi-skilled system.

25
Metal, Engineering and Technology-based Industries
Country
August 2008
Increases by CA of Minimum pay scales in the CA
Minimum Rates Actual Rates Number in CA Job/Skill
Requirements
SALARY DETERMINATION BY CA - STAFF WORKERS
Classification based on
AGE
(YA)
Seniority
X)
Definitions (by CA) of the individual
pay Group/Scales by
Job Description/Job
Grading
Activity
Examples
Job
Evaluation
Performance/Merit
Rating Systems
Individ.
Performance
Group
Performance
A 1) By CA: In % By CA: In % 2) 11 x x x x -
Table 8
Other Pay
supllpements (by
CA) according to
AGE SENIORITY
x)
B By CA: % or flat No 1) Nat. CA: 21 2) x 3) x 3) - x x (x) 4) - - - - 5)
DK No - individ. No-indiv. 1) x 2) x x 3) x
FIN By CA: 1) % or flat By CA: % or flat 10 x -- x 2) x x 3)
F
D
Region. CA In % No - by PA 1) Nat. CA: * 16
scales 2)
Region. CA In % No 1) Region. CA 5-9 +
4-5 2)
Nat. CA:x Nat. CA: x 3) Nat. CA: x
3)
- 4) - 5) x 6)
x - 3) - 4) x 5) - 5) - 6) x 7) - -
I By CA: Flat rate By PA 1) * 7 2) x - - x x - - - - x
NL By CA: In % By CA 1) * 11 2) x x x 3) x 3) x 4) - 5) - 6)
N
By CA/PA: Flat
rate 1)
By PA (11) 2) (x) (x) (x) - 3) - 3)
P In % No 20 x x - x - x - - - -
E By CA or PA: % Provincial CA or PA Variable 1) x - x x x x - - - 2)
S By CA: Flat rate By CA/PA 1) 1 2) - 3) - 3)
CH No - by PA 1) (No salary rules in the collective agreement)
TR No - by PA 1) (No CA for staff workers in the metal industry)
UK No - by PA 1) (No collective agreement in the metal industry)
1) 2)
AUS
By award:
Flat rate
SA No - indiv. No - indiv. - - - - - - - - - - -
IRL No - by PA 1) (No collective agreement in the metal industry)
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.
Footnotes: see end of Table.
4)
2)-

26
August 2008
FOOTNOTE TABLE 8
A 1) As from 1 November 2005 a new structure entered into force, introducing a new single status pay system (Einheitliches Entgeltsystem) applicable to both manual and staff workers.
2) Valid until 31 October 2005 (see footnote 1)
B 1) The national or regional (provincial) CA for staff workers provides for increases of the minimum rates only. Once such an agreement has been concluded, no strikes are allowed at company
level for additional increases. In addition to pay increases by CA, however, salaries are automatically adjusted to the development of the cost-of-living (pay indexation).
2) There is a national CA (of 1948/1952) for 5 categories of staff workers: "Commercial (administrative) staff", "Technical staff", "Industrial designer", "Foremen" and "Tracer in boilermaking". Each
category is sub-divided into several "levels" (2-7). For 1993-1994, a new national CA was concluded, re-introducing national minimum salaries; they were gradually increased till 1996 and since
then replace all the existing regional rates with a new national minimum scale.
3) The definition of the individual salary category and "levels" is regulated in the national CA of 1948/1952. It is based on job and skill requirements, and on minimum YA for access to the various
"levels". Within each level salaries increase with age.
4) Job evaluation method of 1970 of AGORIA, which is accepted also by the unions; not compulsory. The system is at present under revision. In one region - Anvers - a job evaluation method was
introduced by CA of 1989/90, largely based on the Dutch system ISF.
5) No seniority-related pay increases, but seniority plays a role in connection with severance pay.
DK 1) Wage increases as such are negotiated at company level, which must take place once per year.
2) The CA contains no minimum salary rate.
3) The CA determines minimum salaries for apprentices.
4) No other seniority-related pay increases, but seniority plays a role in connection with severance pay.
FIN 1) The CA is a minimum agreement which does not fix the actual (company) earnings, but general pay increases.
2) No seniority-related pay increase, but seniority plays a role in connection with bonus payments.
3) The individual pay rate based on merit is determined on the basis of each individual's knowledge of the job, the job performance and other personal factors. The individual rate is specified for
each employee by his chief on the basis of the above factors. The proportion of the individual rate is 3-22% of the pay rate based on job grade.
F 1) Increases of minimum rates have no automatic effect on the levels and increase of actual (company) rates. By law there is an obligation to bargain annually at company level on actual salaries.
The national or regional CA contains no limits for such increases, although sometimes at national level a "recommendation" is made.
2) The national CA as from 1975 introduced a "common" classification system for manual and staff workers. The CA sets out the principles and details for the classification of the jobs and provides
for the pay differential. However, the minimum rates and the increase of the minimum rates are determined by regional CA.
3) The national CA contains also the definitions for each basic group and sub-group, describing in a summary way the type of work and the required knowledge (training/experience). A few activity
examples are attached in an annex to the CA.
4) No system by national or regional CA.
5) Only in connection with income guarantees at transfer to lower-rated jobs (in combination with YS).
6) The regional CA provide for automatic salary increases in accordance with seniority, e.g. in the Paris region: 3 % (on the minimum rate) after 3 YS, then 1 % every YS up to a maximum of 15 %
after 15 YS. Furthermore, seniority-related pay increases in connection with the above-mentioned income guarantees, and severance pay.
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.

27
August 2008
FOOTNOTE TABLE 8
D 1) The CA determines only the increases of minimum rates, but in practice this percentage increase is often granted on the actual (company) rates. Furthermore the CA is a minimum agreement,
the companies are free to improve it, but strikes to that end are not allowed.
2) Different number of salary groups, according to the regional CA. In most regions there are separate pay groups for "foremen" (Meister), usually 4-5.
3) For this purpose some regional CA contain a scaling of salary rates within the wage groups.
4) For this purpose some regional CA contain a scaling of salary rates within the wage groups. (for example in Berlin and Brandeburg, Niedersachsen, Bayern, Nordwüttemberg-Nordbaden).
5) The regional CA contains a description of the salary groups and in some regions provides also with examples of certain activities.
6) No analytical evaluation system for staff workers by CA; in some regions the companies can introduce their own system, but this requires the consent of the regional CA parties.
7) The regional CA also contain rules for the evaluation of the individual worker's performance; the performance supplement is expressed in % of the performance of the plant, or (seldom) as
individual claim. The rates range from 6 to 10 % (most frequent). In about half of the regions the CA contains a method for performance rating.
I 1) Under the 5 July 1994 CA at company level the only wage rate to be bargained over at plant level is the "result bonus", which is a sum that has to be linked to productivity and profitability
indicators and can vary according to actual company results.
2) Since 1973, the CA at national level contains a "common" classification system and common minimum pay rates for manual and staff workers; also, the CA provides for automatic wage
increases in accordance with seniority - for each period of 2 YS in the pay group concerned, up to a maximum of 5 YS.
NL 1) Since 1974, manual and staff workers are covered by a "common" (integrated) CA which gives rules on the extent to which actual wages have to be increased.
2) The CA does not contain any pay/scale differentials, but lays down the minimum AGE (YA) and years of SERVICE (YS) for access to the various pay groups. Furthermore it gives rules for
companies wanting to change their salary system or the salaries.
3) The definitions are contained in a separate job classification schedule ("Integrated System of Job Evaluation - ISF“).
4) Since 1981 a new "Integrated System of Job Evaluation" (ISF) exists, applying to both "manual" and "staff" workers.
5) No other age-related pay rules, only in connection with bonus payments and income guarantees in case of transfer to lower-rated jobs (both in combination with YS).
6) No seniority-related pay increases, only in connection with the annual / monthly bonus payments and income guarantees.
N 1) 6 different agreements for "Technical staff" and two for "Office staff". The CA imposes no limit for salary increases at company level.
2) The pay rules in these agreements are different. Only one CA - for "office staff" - has minimum salaries for 5 main categories (based on job description) and sub-divided into 11 minimum salary
levels (based on seniority). Altogether 11 minimum salaries.
3) No age- or seniority-related pay increases, but age/seniority play a role in connection with severance pay.
E 1) Where a provincial CA applies, it contains also provisions on wage groups according to professional categories (number varies from one province to another).
2) Payment is increased according to seniority and they are stipulated in CA.
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.

28
August 2008
FOOTNOTE TABLE 8
S 1) There is a separate CA for staff workers. The CA usually calls for the salary increases as specified in the agreement. There can be general increases for all staff workers and/or so-called "salary
kitties" for distribution through agreements between employers and local trade unions within the company. There can also be individual increases due to the revision of the wage structure at
company level. All salaries are in principle on an individual basis.
2) If there is a reason, lower payment is allowed for six months. By local agreement, lower payment is allowed for another period of six months.
3) No age- or seniority-related pay increases, but age/seniority plays a role in connection with severance pay.
CH 1) The "Peace Agreement" does not contain rules on salaries or salary increases. Individual salaries are agreed between employer and employee.
TR 1) The CA applies only to "manual workers"; there is no "collective" regulation of "staff workers'" conditions.
UK 1) In November 1989 the EEF withdrew from national bargaining on national minimum rates and all other conditions of employment. Negotiations on all such issues now take place at company
level.
AUS 1) Centralised wage policy in Australia, wage and salary increases are fixed by "award". Furthermore, the award usually fixes also the financial scope for company measures.
2) Provision within centralized wage system for individual enterprise negotiated agreements.
IRL 1) Pay negotiations take place at company level.
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.

29
August 2008
MINIMUM MONTHLY SALARY RATES PER CA - ADULT STAFF WORKERS / FOREMEN
Metal, Engineering and Technology-based Industries
Group
SALARY GROUPS, SCALE DIFFERENTIALS, current RATES (in national currency)
Country Legal Basis Differential
Rate 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
A National CA Group
Differential
Min.€
Max. €
a) Office staff
Min.€ 2)
Max. € 2)
b) Techn. staff
Min.€ 3)
Max. € 3)
B National CA 1)
c) Designer
Min.€ 4)
Max. € 4)
d) Foremen
Min.€ 5)
Max. € 5)
e) Tracer
Min.€ 6)
Max. € 6)
DK CA for
technical and
administrative
("office")
staff. CA for
leading
employees
FIN National CA 1) Diff. 2)
Basic rate, e
Basic wage +
merit (€/month)
Min.€
Max. €
A
B
C
D
E
F
G
1.457,01 1.470,99 1.574,81 1.722,82 1.987,68 2.227,91 2.567,18 2.824,14 3.455,46 3.801,14 5.025,18
1.515,27 1.573,94 1.685,04 1.861,52 2.147,70 2.461,87 2.926,61 3.219,52 3.939,22 4.333,25 5.527,69
(OS) 1 (OS) 2 (OS) 3 (OS) 4
1357,41 1492,89 1655,62 1777,99
1533,72 1791,56 2069,63 2222,13
(TS) 1 (TS) 2 (TS) 3 (TS) 4 (TS) 5 (TS) 6 (TS) 7
1357,41 1438,58 1492,89 1533,72 1655,62 1669,54 1777,99
1533,72 1697,37 1791,56 1901,76 2069,63 2087,32 2222,13
(ID) 1 (ID) 2 (ID) 3 (ID) 4 (ID) 5
1438,58 1533,75 1777,99 1886,57 2130,93
1697,37 1901,76 2222,13 2358,33 2663,31
(F) 1 (F) 2 (F) 3
1588,00 1886,57 2049,63
1968,90 2358,33 2561,63
(TB) (TB) 2
1777,99 1873,10
2222,13 2341,29
No minimum salary rates in the CA. Generally these groups should follow wage increases for other groups of employees in the company.
100.0
1356
1397
1654
108.8
1475
1519
1800
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.
Footnotes: see end of Table.
118.4
1605
1653
1958
128.8
1746
1798
2130
140.1
1900
1957
2318
152.5
2067
2129
2522
165.9
2249
2316
27448
H
180.5
2447
2520
2985
196.3
2663
2743
3249
I
J
213.6
2897
2984
3534
K
Table 9
Rates
valid
as
from
1 Nov
2008
1 July
2007
1
March
2007

30
August 2008
MINIMUM MONTHLY SALARY RATES PER CA - ADULT STAFF WORKERS / FOREMEN
Metal, Engineering and Technology-based Industries
Country
Legal
Basis
Group
Differential
Rate 1 2 3
SALARY GROUPS, SCALE DIFFERENTIALS, current RATES (in national currency)
4 5 6 7 8 9 10 11 12 13 14 15 16
F *
D
I 1) *
NL *
N
National CA
(1975)
Regional
CA 1)
Regional CA
1) 2)
National CA
(1973) 2)
National CA
(1974) 1)
National CA
for Office
staff 1)
Group
Differential
(Paris) 2)
€/annum
Foremen
Technicians
A. North Wü /
North Ba
a) Office staff
Min. € 3)
Max. € 3)
b) Techn. staff
Min. €
Max. €
B. NRW
Min. salary rate € 4)
Min. ERA 5)
Max. salary rate
Max. ERA 5)
I.1
140
-
-
K1
1,648
1,939
T1
1,915
2,238
K1/T1
1,085
165,70
1,711
261,15
I.2
145
-
15.6641
K2
1,021
2,376
T2
2,283
2,674
K2/T2
1,217
185,84
1,930
294,66
Group differential € 3) 2
1246.75
Group
Diff. 2)
Euro – OYS
After....YS 3)
Group 2)
NOK 3) O YS
1 YS
4 YS
1
18yrs
16.872
2
23 YA/1
YS
1.535
1.556
2
17.421
18.424
19.524
*) Common pay groups/scales for manual and staff workers
Footnotes: see end of Table.
I.3
155
-
15.663
K3
2,391
2,800
T3
2,676
3,127
K3/T3
1,357
207,23
2,144
327,29
3
1371.29
3
24 YA/ 2
YS
1.560
1.613
3
18.237
19.257
20.320
II.1
170
-
15.683
K4
2,800
3,235
T4
3,127
3,553
K4/T4
2,239
341,73
2,745
419,01
4
27.94
4
24 YA/
3 YS
1.596
1.695
4
19.436
20.632
21.763
II.2
180
-
15.706
K5
3,235
3,664
T5
3,553
3,961
K5/T5
2,832
432,32
3,469
529,57
5
1524.56
5
25 YA/ 4
YS
1.649
1.796
5
4)
II.3
190
-
15.732
K6
3,664
4,083
T6
3,961
4,373
K6/T6
3,586
547,50
4,394
670,86
5-S
1626.59
6
25 YA/ 5
YS
1.711
1.921
III.1
215
17.931 4)
16.754
K7
4,421
-
T7
4,843
-
6
1745.64
7
26 YA/ 6
YS
1.786
2.067
III.2
225
-
17.549
7
1893.83 4
8
26 YA/ 7
YS
1.872
2.242
III.3
240
19.969
18.681
M1
2,674
-
M1
2,290
349,66
9
27 YA/
8 YS
1.976
2.447
IV.1
255
20.992
19.647
M2
3,062
-
M2
2,746
419,27
10
9 YS
2.107
2.691
IV.2
270
-
20.808
M3
3,553
-
M3
3,328
508,12
11
10 YS
2.259
2.977
IV.3
285
23.479
21.970
M4
3,961
-
M4
3,673
560,70
V.1
305
24.983
23.373
M5
4,282
-
V.2
335
27.429
25.663
V.3
365
29.752
27.803
V.3 3)
395
32.210
30.116
Table 9
Rates valid as
from
2007
1 Feb 2009
1 Sep 2009
1 Dec 2008
1 April 2004

31
Metal, Engineering and Technology-based Industries
Country Legal Basis
P CA of 2007 1)
August 2008
Group
Month
Provincial
Group
E CA / Company
CA or PA
€ /Month 1)
S National CA Group
Differential
SEK/month
CH No CA, only company
Agreements
TR No CA, only company
Agreements
UK No CA, only company
Agreements
AUS (Nat. CA or Company)
SA No CA, only company Agreements
IRL No CA, only company
Agreements
LUX Company agreement
*) Common pay groups/scales for manual and staff workers
Footnotes: see end of Table.
MINIMUM MONTHLY SALARY RATES PER CA - ADULT STAFF WORKERS / FOREMEN
Group
SALARY GROUPS, SCALE DIFFERENTIALS, current RATES (in national currency)
Differential
Rate 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
1
597€
1
2,574
1 1)
18 YA
14 470
2
597€
2
2,815
3
686.43€
3
4,054
4
2080€
Table 9
Rates valid as from
1 a - 1 April 2005
2 a - 1 April 2005
3° - 1 April 2002
4° - 1 Nov 2002
2007
1 April 2005

32
August 2008
FOOTNOTES TABLE 9
B 1) The national CA contains 5 main salary categories: a) for "Office (administrative) staff" (OS); b) for "Technical staff" (TS); c) for "Industrial designer" (ID); d) for "Foremen" (F) and e) for "Tracer
and boilermaking" (TB). Each category is sub-divided into several "levels" (2-7) according to job and skill requirements and minimum YA of access; within each "level" minimum salaries
increase with age. By professional past; no longer by age.
FIN 1) Coverage: technical and office staff excluding "higher staff".
2) Valid for the whole country and refers to a working week of 37.5 h. Minimum salary = scale group salary + individual merit/performance supplement. The amount of the individual supplement is
2-20 % of the scale group salary.
F 1) A "Common" classification system for manual and staff workers was set by a national CA of 1975. This CA sets out the principles and details for the classification according to job and skill
requirements, and provides the pay differential. However, the minimum pay rates are not determined at national level, but by regional CA. On a monthly basis (monthly rates) these rates can still
be different for "manual" and "staff" activities and then usually are lower for staff workers. The regional minimum rates constitute "minimum earnings levels" which must be reached when adding
up all pay elements determined at company level.
2) As example, the rates for the most important region, i.e. "Paris", are indicated.
3) Whereas "manual" activities are classified from group I to IV.3, "staff" activities are found throughout all pay groups (I-V.4); this last level was introduced in 1990 allowing for promotion of
technicians after 10 YS in group V.3.
4) The "foremen" (AM1-AM7) are found in groups III-V, with the same rates as for the other staff workers (but without the interim groups III.2 and IV.2); foremen as production leaders have
different rates.
D 1) The regional CA covers "Commercial staff" (K), "Technical staff" (T) and "Foremen" (M) (since 1 April 1997). The number of the salary groups and their code are different in the individual
regions; the number of the groups ranges from 5 to 9 (Northern groups). In most of the regions there are separate pay groups for the above 3 non-manual groups. However, in the Northern
regions “commercial” and “technical” staff are classified into common salary groups, whereas “foremen” have their own salary groups; in two regions ("Bayern" and "Niedersachsen") all 3
categories are classified into common salary groups.
2) The most important regions are indicated as examples:
A. "Nordwürttemberg/Nordbaden" (Wü-BA).
B. "North Rhine-Westphalia " (NRW).
The regional CA does not contain "scale differentials" as in the case of "manual" workers, but the rates are based on YS in the company or YS in the salary group concerned (YSG); they are
also partly based on YA.
3) "Min": Lowest rate in the first YS in the company. The rate increases each year till the "Max" = highest rate as from the 4th YS.
4) "Min": Lowest rate as from age 21 and in the 1st YSG in the group; lower rates for workers below 19 YA, at 19 YA and at 20 YA. The rate increases each year with the number of YSG in the
group till the highest ("Max") rate is reached after 3 YS in the group.
5) In the region of “North Rhine-Westphalia”, in 2008, not the salary rate but the ERA component (compensation of wages of manual and non-manual workers) has been increased
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.

33
August 2008
FOOTNOTES TABLE 9
I 1) See the note on the table 7.
2 "Common" classification system and common minimum pay rates for manual and staff workers. Whereas "manual" activities are classified into groups 1-5, "staff workers" are classified from
group 2 onward.
3) In €uro/month.
4) For the highest level of staff workers (group 7) there is an additional pay rise of at present € 59,39/month; if the qualification "quadro" is given to the worker, the additional salary is € 114,00.
NL 1) "Common" (integrated) CA for manual and staff workers. Whereas "manual" activities are classified to a large extent in wage groups 1-6, "staff workers" are classified throughout all pay groups.
2) The CA does not contain any pay/scale differentials, but lays down the minimum AGE (YA) and years of SERVICE (YS) for access to the various pay groups. The definitions are contained
in a separate job classification schedule ("function list", October 1975), and since 1982 a new "Integrated System of Job Evaluation" (ISF) exists, applying to both "manual" and "staff" activities.
3) The rates indicated are those applying during the first YS (= OYS), and as from the YS as mentioned for access to the pay group concerned.
N 1) 6 different agreements for "Technical staff", and two agreements for "Office staff", with different pay rules. Only one CA - for "Office staff" - contains minimum salaries; the rates are indicated here.
2) There are 5 main salary groups based on job description. Each of these is sub-divided into 3 minimum salary levels based on seniority.
3) The lowest minimum salary level within each main group.
4) No salary rate given for this group, this group is for staff workers with more than 3 years university education and for leaders.
P 1) Different groups: 1 – Manual workers (level 7); 2 – Administrative workers (level 7); 3 – Average wage for designers; 4 – Technicians (highest level)
E 1) The table shows 3 groups of qualified staff workers, with experience operating in posts of responsibility, from the administrative to high executive staff worker. Figures are average of different
provincial agreements (not all agreements have the same number of categories nor have they the same minimums for each category).
S 1) If there are reasons lower payment is allowed for six months. By local agreement lower payment is allowed for another period of six months.
x) Seniority: In company = YS; in pay group = YSG
*) Common pay groups/scales for manual and staff workers.

34
Metal, Engineering and Technology-based Industries
Country
August 2008
Threshold to
adult age
PAY RULES FOR JUVENILES
Special rate or Age differential in relation to adult rate
at 15 YA at 16 YA at 16.5 YA at 17 YA at 17.5 YA at 18 YA at 19 YA or more
A 1) 18 YA Training allowance MANUAL - €/month: 1st year 2) : 477.25; 2nd year: 639.89; 3rd year: 866.29; 4th year: 1 171.35
(as from 1.11.07) STAFF - €/month: 1st year : 477.25; 2nd year: 639.89; 3rd year: 866.29; 4th year: 1 171.35
B CA: 18 YA 1)
CA: 18 YA 2)
below 16 YA 80 % 85 % 90 % 95 % 100 %
75 %
DK 18 YA For all juveniles up to 18 YA (CA) MANUAL : DKK 57,95 as from 01.03.2008 1)
STAFF : individual agreement 2)
FIN 18 YA During 1st YS: Minimum wage 86 % of lowest wage class. During 2nd YS: Minimum wage 91 % of lowest wage class
During 3nd YS: Minimum wage 95 % of lowest wage class.
F 1)
18 YA 80 % 2)
80 % 2)
90 % 2)
90 % 2)
100 %
D 1) 18 YA (NRW) Allowances In 1st training year : € 735,16 per month; in 2nd training year : € 771,77 per month
(as from 01.06.2008 2) ) in 3rd training year : € 826,14 per month; in 4th training year: € 897,57 per month
I 1) 18 YA NO RULES
NL 23 YA 1) (30%) 2) 34.5% 39.5% 45.5% 52.5% 3) (100 % at 23 YA)
N 18 YA No rules
P 18 YA In 1 st training year: 80% of minimum In 1
national salary
st training year: In 1
80% of minimum
national salary
st training year: In 1
80% of minimum
national salary
st training year: 100% by CA 100% by CA
80% of minimum
national salary
E 18 YA 1)
100 % 100 % 100 %
S 1) 18 YA Minimum wages: SEK 63.96 SEK 74.65 (adults’ rates)
CH L: 18 YA No common rules and regulations
Footnotes: see end of Table.
Table 10

35
Metal, Engineering and Technology-based Industries
Country
August 2008
Threshold to
adult age
PAY RULES FOR JUVENILES
Special rate or Age differential in relation to adult rate
at 15 YA at 16 YA at 16.5 YA at 17 YA at 17.5 YA at 18 YA at 19 YA or more
TR 16 YA Minimum wage:
For below 16 YA:
515,40 YTL / month for 1.1.2008-30.06.2008 and 540,60 YTL/
month for 1.7.2008-31.12.2008
For 16 YA and above:
608,40 YTL/ month for 1.1.2008-30.06.2008 and 638,70 YTL/
month for 1.7.2008-31.12.2008
Apprentices: 30 % of the minimum wage suitable for their age.
UK 1) CA: 20 YA Apprentices : Standard based pay rates replace age related pay rates. Special rates for those in foundries. All rates are subject to National Minimum Wage Regulations which
were introduced from 1 April 1999.
AUS 37 % 47 % 58 % 68 % 82 % - 98 %
1) 21 YA
Apprentices 1st year: 42 % 2nd year: 55 % 3rd year: 75 % 4th year: 88 % of base tradesmen
SA 16 YA No wage / salary differential between juvenile and adult workers
IRL 18 YA Apprentices 1 st 1/3 rd Period: (but not greater than 12 months) 75% of rate.
2 nd 1/3 rd Period: (but not greater than 12 months) 80% of rate.
3 rd 1/3 rd Period: (but not greater than 12 months) 90% of rate.
All employees must receive the minimum wage of €7.65/hr with the exception of a number of sub-minimum categories as follows:
Under 18 rate is set at 70% of the minimum rate.
Job entrant rate is set at 80% of minimum rate for first year and 90% for the second year’s experience.
Trainee rates: First one-third period (but not greater than 12 months) - 75% of the rate
Second one-third period (but not greater than 12 months) - 80% of the rate
Third one-third period (but not greater than 12 months) - 90% of the rate
LUX 18 YA 60% 70% 80% 100% 100%
Footnotes: see end of Table.
Table 10

36
August 2008
FOOTNOTES TABLE 10
A 1) Unskilled juveniles have to be grouped into wage category 7. The classification into the other wage groups depends on skill and experience.
2) Rates apply to „Training Years“ (1st, 2nd, 3rd, 4th).
B 1) Metal Trades CA.
2) Central CA, Interprofessional CA.
DK 1) Rate will be DKK 59.40 as from 1. March 2009
2) Minimum rates. Actual wage agreed upon at plant level. Special rates for apprentices.
F 1) Figures refer to the statutory minimum wage and apply to juveniles.
2) 100% after 6 months of seniority in the branch.
D 1) AGE DIFFERENTIALS only exist in some regional CA for juvenile time-workers. APPRENTICES get a special monthly training allowance (no "wage") which differs from region to region
(example here: Northrhine-Westfalia).
2) For the time from 01.06.2008 - 31.10.2008 apprentices get a special one-off payment in August 2008 of 3,98% (= 0,7 x 5,69). Depending on the economic situation of the company, it is possible
to postpone the payment until 01.10.2008.
I 1) There are no payment differences based on age but a specific regulation resulting from the law and the collective agreement exists which allows to employ young people (up to 29 YA) as
apprentices. The length of this "youth contract" may vary from a minimum of 24 to a maximum of 60 months; accordingly, also the number of compulsory training hours varies. The apprentices’
wage level is lower than that corresponding to the job classification level they will be trained for (for instance, if the apprentice is training for the 5 th level, his/her wage level will be that of the 3 rd
job classification level).
NL 1) The various wage categories in the CA for adults require a certain minimum age: Category A: 23; for B + C: 24; for D + E: 25; for F + G: 26; for H 27; for I: -.
2) Working only allowed in school holidays.
3) 61.5 % at age 20, 72.5 % at age 21; 85 % at age 22; 100 % at age 23.
E 1) Figures refer to minimum interprofessional wages, independent from the type of contract. Practice contracts have minimum rates of 60 % and 75 % for the 1 st and 2 nd year respectively.
S 1) Applies to juveniles other than trainees, according to the CA for manual workers. The CA for manual workers also contains a provision "Vacation work" stipulating lower wages than ordinary
payment for pupils at upper secondary school level.
UK 1) The 1986 training agreement is still operated by some companies, but since 1989 companies have dealt with training pay at domestic level. Rates will be subject to National Minimum Wage Act
1998 (Amendment) Regulations 1999.
AUS 1) Juvenile rates set at fixed percentage minimum rate for adult process worker classification. Special rates for foundries.

37
Metal, Engineering and Technology-based Industries
Country
August 2008
Wage/salary
(scales/levels)
(Table 6)
Annual holidays
(duration)
(Table 33)
SENIORITY-RELATED PROVISIONS (by LAW or CA)* - MANUAL WORKERS
Bonus payments
(Table 36)
A 1) CA - YSG 25 YS Jubilee Pay: 25/35/45 YS Up to 25 YS
B
By CA
No No No
Notice periods
(dismissals)
(Table 40 and 42)
Less than 5 YS: 35 days
More than 25 YS: 196 days
Severance pay
(Table 44)
3 - 25 YS (2003)
2003 new system
Payment in lieu of
notice is possible
Duration sick pay
(by Employer)
(Table 50)
Income guarantees
(down-grading)
(Table 46)
Up to 25 YS Yes, by law.
No No
DK No No No Up to 12 YS No Yes 1) No
FIN No No Seniority bonus: 10 - 25 YS Up to 12 YS No Up to 10 YS No
F 1)
No
CA :Generally:
+ 1 day after 10 YS,
+ 2 days after 15 YS,
+ 3 days after 20 YS
C.A : After 3YS Only after trial period (L)
Generally for each YS
after 2 YS
D No No Special pay: 0.5 - 3 YS 1) Up to 20 YS 2) (10 - 25 YS) 3) No
I
5 for each 2 YSG
Max: 10 YSG
Generally after 1 YS
10, 18 YS (as from 2008) No Up to 10 YS For each YS Up to 6 YS No
NL 1 - 10 YS 1) 25 YS 2) No Up to 15 YS
(Combination YS +
YA) 3)
Various - between
1 - 25 YS 4)
No Comb. YA + Ys 4)
N After 1 YSG No 1) No Up to 10 YS 2) 10 YS 3) No No
P No No No
E According to CA 1)
Up to 2 YS: 30 days 1)
After 2 YS: 60 days 1)
Payment in lieu of
notice is possible 1)
No No Up to 2 YS For each YS No No
S After 2 and 4 YS No No Up to 10 YS 3 - 7 YS 1)
CH No No 1) No Up to 9 YS
For each YS after 20
YS
No
No No
Up to 20 YS No
TR No 6 + 15 YS No Up to 3 YS For each YS No No
UK No No No Up to 12 YS 20 YS 1) No No
AUS No No No Up to 5 YS 1 - 4 YS No No
SA No 5 days after 4 YS No No For each YS No No
IRL No No No Yes
LUX
According to company
agreements
According to company
agreements
According to company
agreements
*) YS = Years of service in the company; YSG = years of service in the pay group (s k i l l) concerned
For details - see Tables as quoted
Footnotes: see end of Table.
Combination (of YS
and YA)
No No
Yes Yes No No
Table 11
Other Areas
(please indicate
including ref. to
BD-Table)

38
August 2008
FOOTNOTES TABLE 11
A 1) As from 1 November 2005 a new structure entered into force, introducing a new single status pay system (Einheitliches Entgeltsystem) applicable to both manual and staff workers.
2) Severance pay was altered into an insurance system paid by employers, administrated by special bodies.
DK 1) After 9 month’s seniority.
F 1) Varying according to regional collective agreements.
D 1) Additional holiday pay is also paid only after employment of at least 6 months.
2) For older workers after 55 YA + 10 YS: Protection against dismissal for rationalisation reasons, and certain wage guarantees at down-grading.
3) Only for dismissals as consequence of rationalisation.
4) Only for workers with al least 50 - 55 YA (varying according to the region).
NL 1) The CA lays down the minimum AGE and YS for access to the individual pay groups, ranging from 1 YS in the first 2 wage groups up to 10 YS in group 11.
2) Furthermore according to age.
3) Only for mass dismissals (rationalisation, shut-down).
4) Wage guarantee combined with period of notice.
N 1) Only according to age.
2) Further extension according to age.
3) Further increases according to age.
P 1) On the part of the employee.
E 1) Nearly half of provincial agreements had already concluded the removal or the freezing of seniority concepts in salary (always respecting acquired rights of workers). Tendency is to
promote those other concepts linked to productivity or performance.
S 1) Amounts calculated also on YA and period of unemployment.
CH 1) Only according to age.
UK 1) This amount has been calculated using a formula based on an employee's age and length of service. However, the Government has stated that since age discrimination legislation came into
force on 1 October 2006, an employee's age cannot be used to determine Statutory Redundancy Pay.

39
Metal, Engineering and Technology-based Industries
Country
August 2008
Wage/Salary scales
(Table 8)
Annual holidays
(duration)
(Table 33)
SENIORITY-RELATED PROVISIONS (by LAW or CA)* - STAFF WORKERS
Bonus payments
(Table 37)
Notice periods
(Table 41 and 43)
Severance pay
(Table 45)
A 1) 0 - 12 25 YS Jubilee Pay: 25/35/45 YS Up to 25 YS 3 - 25 YS (2003)
B
By Law
No No No
Per 5 YS of seniority = 3
months
Payment in lieu of notice
is possible
Duration sick
pay (by
Employer)
(Table 51)
Up to 25 YS + for
each 5 YS period Yes
No No
DK No No No Up to 9 YS 12 - 18 YS No No
FIN No No Seniority bonus 10-25 YS Up to 12 YS No Up to 5 YS No
F 1)
D 1)
I
No
Partly acc. To YS, (o up to
4-5) or YSG (up to 4-10) 2)
5 for each 2 YSG
Max: 10 YSG
CA :Generally:
+ 1 day after 10 YS,
+ 2 days after 15 YS,
+ 3 days after 20 YS
C.A. After 3 YS Only after trial period (L)
Generally for each YS
after 2 YS
No No Up to 12 YS 3) 10 - 25 YS 4) No
Generally after 1
YS
10, 18 YS No Up to 10 YS For each YS Up to 6 YS No
Income
guarantees
(down-grading)
(Table 46)
Various - between
1 - 20 YS 5)
NL 1 - 10 YS 1) 25 YS 2) No Up to 15 YS (Combination YS + YA) 3) No Comb. YA + YS 4)
N (1 - 5 YS) 1) No 2) No Up to 10 YS 3) 10 YS 4) No No
P No No No
E According to CA 1)
By employee: less than 2 YS: 1
month; after 2 YS: 2 months 1)
Payment in lieu of notice
is possible(1)
No No Up to 2 YS For each YS No No
S No No No Up to 12 YS 1) 5 YS 2)
No No
CH No No 1) No Up to 9 YS For each YS after 20 YS Up to 20 YS No
TR No 6, 15 YS No Up to 3 YS For each YS No No
UK No No No Up to 12 YS 20 YS 1) No No
AUS No No No No 1 - 4 YS No No
SA No No No No For each YS No No
IRL No No No Up to 15 YS Combination (YS+YA) No No
LUX
According to company
agreements
According to company
agreements
According to company
agreements
*) YS = Years of service in the company; YSG = years of service in the pay group (s k i l l) concerned
For details - see Tables as quoted.
Footnotes: see end of Table.
Yes Yes No No
Table 12
Other Areas
(please indicate
including ref. to
BD-Table)

40
August 2008
FOOTNOTES TABLE 12
A 1) As from 1 November 2005 a new structure entered into force, introducing a new single status pay system (Einheitliches Entgeltsystem) applicable to both manual and staff workers.
F 1) Varying according to regional collective agreements.
D 1) Different rules according to regional CA.
2) The minimum salaries increase with either YS (e.g. „Nordwürttemberg-Baden“, maximum after 3 YS) or YSG (e.g. „Nordrhein-Westfalen“, maximum after 3 YSG).
3) Protection against dismissal for older workers (mostly 55 YA + YS, varying according to the region).
4) Only for dismissals as consequence of rationalisation.
5) Only for workers with al least 50-55 YA (varying according to the region).
NL 1) The CA lays down the minimum AGE and YS for access to the individual pay groups, ranging from 1 YS in the first two groups up to 10 YS in group 11.
2) Furthermore according to age.
3) Only for mass dismissals (rationalisation, shutdown).
4) Combination of wage guarantee and period of notice.
N 1) Out of 8 different agreements for staff workers (Technical and Office staff), only one CA for „Office staff„ has minimum salaries for 6 main employee categories; these are based on seniority,
ranging from 1 YS in group 1 to 8 YS in group 6 (further sub-levels are based on job grading).
2) Only according to age.
3) Further extension according to age.
4) Further increases according to age.
P 1) On the part of the employee
E 1) See footnote Table 11.
S 1) Depending also on age. Regarding employment contracts signed on 1 February 2001 or later, notice periods are depending only on YS and are differentiated up to 10 YS.
2) Amounts calculated also on YA and period of unemployment.
CH 1) Only according to age.
UK 1) This amount has been calculated using a formula based on an employee's age and length of service. However, the Government has stated that since age discrimination legislation came into
force on 1 October 2006, an employee's age cannot be used to determine Statutory Redundancy Pay.

41
August 2008
LEGAL WORKING TIME (Definition and Scope)
Metal, Engineering and Technology-based Industries
Country Definition of legal working time Scope of application
A
B
DK
FIN
F 1)
By law: “Working time is the time from the beginning until the end of the work without rest. The daily
working time is the working time within a consecutive period of 24 hours. The weekly working time
is the working time within a period going from Monday till Sunday included“.
By law:“Working time is the time during which the workers/employees are at the employer’s
disposal“
By CAs: “Working time is the effective working time“ (i.e. excluding unpaid breaks, etc.). Normal working
hours shall be placed between 06-18.00. Unless otherwise is agreed, 06-06.00 is considered as
being one working day. Working time is fixed once a week, once a month or once a year. On
average the weekly working time shall be 37 hours. Where the weekly working hours are spread
over five days, no working day can be less than six hours.
By law: “Working Time is the time used for work or time during which the worker/employee is supposed to
be at the employer’s disposal at the work place. Daily rest periods are not working time, if the
worker/employee is free to leave the work place during them. Nor, is time used for travel
considered as working time“
By law: “Working Time is the effective working time during which an employee is at the disposal of the
employer, will act on employer's instructions and is not free to pursue its personal affairs"
Legal working time is used as the reference point in all items referring to
working time.
Legal working time is used as the reference point in all items referring to
working time (e.g. overtime, flexibility, guaranteed income, shift work...).
- Determination of normal working time at plant level
- Plant level agreements on flexible working time
- Calculation of overtime
Table 13
As a rule (with some exceptions in CA) only legal working time is considered
when calculating the amount of overtime.
Calculation of overtime and “equivalence“ hours.
D By law: “Working Time is the time from the beginning until the end of the work without rest periods.“ It is the limit for the highest level of working time.
I
NL
N
P
Working time is the time used for work or time during which the worker/employee is at the employer’s
disposal at work place.
Legal working time is the time during which the employee is working. Work is every physical or mental effort
the employer demands from the employee, including travelling in or on behalf of the employer, excluding
travelling by the employee between his living place and his working place.
By law: “Working time is the time the worker/employee is at the employer’s disposal. Daily rest periods are
included in working time if the employee is not free to leave the working place.“
By law: “Working time is the time used for work or time during which the worker/employee is supposed to
be at the employer's disposal at the work place. Daily rest periods are not working time, if the
worker/employee is free to leave the work place during them.
Calculation of overtime and social contributions related to overtime.
Determination of normal working time at plant level
Plant level agreements on flexible working time
-
Calculation of overtime
E No binding definition of legal working time (except for maximum limits). Maximum limits
Legal working time is used as the reference point in all items referring to
working time (e.g. overtime, flexibility, guaranteed income, shift work…)
F 1) Effective working time is not identical to legal weekly working time. The legal working week is 35 hours per calendar week . This 35 normal working week is not compulsory, as actual
working time may be more or less than this statutory provision. Once hired under an employment contract, the employee benefits from the legal hours of work, unless otherwise agreed.

42
August 2008
LEGAL WORKING TIME (Definition and Scope)
Metal, Engineering and Technology-based Industries
Country Definition of legal working time Scope of application
S
CH
TR
UK
AUS
SA
IRL
LUX
No legal definition of working time as such. Terms of working hours are provided by the law and by CA. The
legal requirements are to be found in the General Hours of Work Act (1982). However. the provisions of this
law may for the most part be replaced by CAs.
By law: “Working time is the time during which the worker/employee has to be at the disposal of the
employer; time required to go to and come back from work(place) is not considered as
working time. Emergency service, where the worker/employee has to be ready to called for
by the employer outside the company, is to be counted as working time insofar as the
worker/employee has been actually called for work.“ Furthermore the CA stipulates that
breaks are not to be counted as working time.
By law: “Working time is the time spent by the worker/employee to perform his work.“ Excluding
breaks and including periods legally considered as hours of work.
1) any period during which he is working, at his employers' disposal and carrying out his activity or duties
2) any period during which he is receiving work experience training
3) any collectively or individually agreed additional period
By award: The definition of ordinary working time is limited to 38 hours per week between 6.00 am
and 6.00pm Monday to Friday. The 38 hours may be averaged over a cycle of between 7
and 28 days. The spread of hours between 6am and 6pm can be varied by up to one hour
at either end of the spread by agreement with employees. Further flexibility can be
obtained through a registered enterprise agreement which would be subject to a "no
disadvantage test". 1)
By CA: "Working time is the time from the beginning to the end of the shift excluding the meal break
but including shorter breaks."
By law: “working time“ means any time that the employee is-
(a) at his or her place of work or at his or her employer’s disposal, and
(b) carrying on or performing the activities or duties of his or her work, and work’ shall be costrued
accordingly.
By law: “Working time is the time during which the worker/employee is at his employer’s or employers’
disposal."
- Calculation of overtime
- Unsocial hours (inconvenient hours)
- Duty periods on call (situations when the worker/employee has no duty
to work but is obliged to be stand by at the work place)
Calculation of overtime
Calculation of overtime
For the purpose of the Working Time Regulations 1998, implementing the
Working Time Directive
Calculation of overtime
Calculation of overtime
Legal working time is used as the reference point in all items referring to
working time (e.g. overtime, flexibility, guaranteed income, shift work)
-calculation of rest periods
-calculation of annual leave.
- Calculation of compensation in lieu of paid annual holiday
- Calculation of sick pay
- Calculation of overtime (as long as no CA applies)
AUS 1) Time worked outside the ordinary hours is paid at overtime rates unless an agreement for time-off in lieu of overtime is reached between the employer and the employee.
There is a requirement on a worker/employee to work a reasonable amount of overtime but no set limit on maximum overtime.
Table 13

43
REDUCTION OF STANDARD WEEKLY WORKING HOURS - CHRONOLOGY
(between 48 and 43 3/4 hours)
Table 14
Metal, Engineering and Technology-based Industries
Country 48 47 1/2 47 46 1/2 46 45 1/2 45 44 1/2 44 43 3/4
A 01.02.59
B 1956/1957 01.05.66
DK 01.03.58 01.03.59 01.03.60 01.03.66
FIN 1948 1949 1957 1966 1)
F (40 hours by law since 1936)
D
I
01.10.56 01.01.59
a) Autom. + Aircraft
17.02.63 01.01.64
01.01.65
01.07.65
b) Electr. + Engin.
17.02.63 01.01.64 01.01.65 01.07.65 01.11.68
01.05.69
c) Shipyards
17.02.63 01.01.64 01.01.65 01.07.65 01.11.68 01.05.69
01.01.70
d) Iron + Steel
01.04.64
01.01.65
NL 01.04.60 1961/1962 01.07.67
N 01.03.59
P 1975 (direct reduction from 48 to 45 hours)
E L: 08.04.76
S 01.01.58 01.01.59 01.01.60 28.03.67 1)
CH Oct. 1919 01.05.57 01.05.58 01.05.60 01.05.63
TR 1) PA: 2) (1978/79) 3) (1978/79) 4) L: 30.07.83
PA: 1984 5)
UK 01.10.27 01.01.47
AUS (Direct reduction from 48 to 44 hours) 01.06.37
SA 1970 1981 1991
IRL
LUX
FIN 1) Reduction of working time since 1966 by keeping the work week in winter at 45 hours, whereas in summer an increasing number of weeks was scheduled with 40 hours. In 1966: 13 weeks at
40 hours = 43 ¾ hours in the yearly average. Further reductions till a new general standard work week of 40 hours: See Table 14.
S 1) 44 hours and 10 minutes per week.
TR 1) The work week is in principle determined at company level.
2) 1978: 48 % of the member companies still had a 48 hrs/week; 1979: 33 %.
3) 1978: 18 % of the member companies; 1979: 1 %.
4) 1978: 20 % of the member companies; 1979: 46 %. Since 1984 the most common working time schedule is 45 hrs/week (distributed on 5 ½ or 6 days), but some companies already worked less.
5) 1978: 13 % of the member companies; 1979: 20 %.
August 2008

44
REDUCTION OF STANDARD WEEKLY WORKING HOURS - CHRONOLOGY
(between 43 3/4 and 41 hours)
Table 14
Metal, Engineering and Technology-based Industries
Country 43 3/4 43 1/2 43 42 1/2 42 41 3/4 41 1/2 41 1/4 41
A 05.01.70 03.01.72
B 01.10.68 01.07.70 01.01.72
DK 01.06.68 01.09.70
FIN 1966 1) 1967 2) 1968 3) 1969 4)
F
D
I
01.10.62 01.01.64
a) Autom. + Aircraft
01.11.68
01.05.69
01.01.70
01.01.71
b) Electr. + Engin.
01.01.70
01.01.71
01.01.72
c) Shipyards
01.01.71
01.01.72
d) Iron + Steel
01.07.65
NL 01.07.67 01.01.70 01.01.74 1)
N 01.07.69
P CA: 1992 CA: 1993 CA: 1995
E L: 10.03.80
S 18.03.68 1) 01.01.69 01.07.71
CH 01.01.79 01.01.83 01.01.86
TR (45 hrs/w) 1)
UK 28.03.60 07.12.64
AUS
SA 01.07.99 01.07.2000 01.07.2001
IRL
LUX
FIN 1) Reduction of working time between 1966 and 1970 by keeping the work at 45 hours in winter, whereas in summer an increasing number of weeks was scheduled with 40 hours. In 1966: 13
weeks at 40 hours = 43 ¾ hours in the yearly average.
2) In 1967: 21 weeks at 40 hours = 43 hours in the yearly average.
3) In 1968: 30 weeks at 40 hours = 42 hours in the yearly average.
4) In 1969: 39 weeks at 40 hours = 41 ¼ hours in the yearly average.
I 1) The reduction down to 40 hours/week was made in different steps and at different dates for the individual sub-sectors of the metal industry.
NL 1) The companies could choose to make the reduction from 42 ½ hours to 40 hours in one step on 01.01.74, instead of the two steps indicated in the Table.
E 1) As from 1994 legal weekly maximum should be considered as an average under annual working time. That leads to much more flexibility in the distribution of working time.
S 1) 43 hours and 20 minutes per week.
TR 1) Since 1984: The working week of MESS members varies between 45 hours and less; the most common schedule is 45 hrs/week.
August 2008

45
August 2008
REDUCTION OF STANDARD*) WEEKLY WORKING HOURS - CHRONOLOGY
(to 40 hours and less)
Metal, Engineering and Technology-based Industries
Country 40 **) 39 38 ½ 38 37 1/2 37 36 35
A 06.01.76 01.11.86
B 01.01.73 01.01.99 1) 1) L: 01.01.03 CA: 01.01.87 1)2) 1) 1)
DK 02.12.74 01.12.86 01.09.87 01.09.88 01.09.89 01.09.90
FIN 01.01.70 1) ***)2)
F L: 1936 L: 16.01.82 1) CA: 1982/83 CA: 1983 L: 01.01.2000 2) CA: 29.01.2000
D 1) a) 01.10.67
b) 01.07.90 6)
01.04.85 2)
01.10.96 5)
01.04.88 3) 01.04.89 4) 01.04.93 5) 01.10.95 5)
I ***) 1972 1)
NL ***) 31.12.74 1)
***)2)
01.04.94 5)
***)2) 2)
N 01.04.1976 01.01.87
P CA: 1996 L: 1996
E ***) L: 01.07.83 ***)1)
S ***) 01.01.73
CH 1) 01.01.88 ****)
TR (45hrs/w 1) )
***)1)
UK 05.07.65 01.11.81 1)
AUS 01.01.48 15.03.1982
SA 01.07.2002
IRL 1988-1990 1)
LUX 1987
Footnotes: see end of Table.
* ) Special Rules for shiftwork hours: See Table 18
** ) Chronology of Working Time Reductions before 40 hours/week: See Table 14 (1) and (2).
***) Further Working Time Reductions in different forms - see Table 15
****) Since 1.7.1998 standard annual working hours: 2080 (52 x 40 hours)
Table 14

46
August 2008
FOOTNOTES TABLE 14
B 1) Between 1979 and 1986, no agreement on working hours could be reached at national level. During this period, working time reductions were agreed upon at regional, mostly, however. At
company level. The most common working time schedules were: At end 1979: 38 hrs/week; 1980: 38.25 hrs/week; 1981/82: 38 hrs/week; 1983: 37.75 hrs/week; 1984: 37 hrs/week; 1985:
37,25 hrs/week; 1986: 37 hrs/week.
2) In December 1986, a new national working time CA concluded in the metal trades for manual workers, with 38 hrs/week as new standard (longer hours to be reduced to that level, maintenance
of lower weekly time schedules, however, without further reductions).
FIN 1) In discontinuous three-shift systems: In 1996 a cut of annual working hours by 24 hours to 1,701 hours/year.
2) Since 1986 further reduction of working time by compensational „time-off“ on an annual basis: See Table 15.
F 1) By decree; these - legal working hours - are the threshold for overtime supplements.
2) As from 01.01.2000 for companies with more than 20 employees and as from 01.01.2002 for companies with 20 employees and less.
D 1) Different CA rules for the old (western) Bundesländer (case a) and the new (eastern) Bundesländer (case b).
2) Standard working hours of full time employees in average 38,5 hrs/week; A regularly individual working time can be fixed by company agreement between 37 and 40 hrs/week.
3) Standard working hours of full time employees in average 37,5 hrs/week; A regularly individual working time can be fixed by company agreement between 37 and 39,5 hrs/week.
4) Standard working hours of full time employees in average 37 hrs/week; A regularly individual working time can be fixed by company agreement between 36,5 and 39 hrs/week.
5) From 1991 on for a certain number of employees (for 13 or 18% of the total employees, according to regional CA) a working time of 40 hrs/week can be agreed. Since 2004 the agreement can
be applied to a higher number of employees.
6) Taking over collective agreements of the metal- and engineering industry from the old (western) Bundesländer to the new (eastern) Bundesländer.
I 1) Automobile and aircraft industries: As from 01.01.1972. Electrical and engineering industries and shipyards: As from 01.12.1972.
2) Since 1985 further reduction of working time by compensational „time-off“ on an annual basis: See Table 15.
NL 1) The enterprise could choose to make the reduction from 42 ½ hours in to 40 hours in one step on 01.07.1974, or in two steps by 1 ¼ each on 01.01.1974 and 01.12.1974
2) In 1985 introduction of „annual“ working time concept together with a reduction by 104 hours per year as from 01.01.1985 - see Table 15. This concept should give the opportunity to maintain or
even expand daily or weekly hours and to schedule working hours and compensatory time-off in a flexible way, or to reduce the working time schedule to (an average of) 38 hours/week.
E 1) In 1983 introduction of an „annual“ working time concept with 1,826 hrs 27 min (or 1,826.45 hrs) per year; reduction to 1,816 hrs/year for 1984-1987, and 1,804 hrs/ for 1988. Further reduction
of „annual“ working hours by provincial or company agreement: see Table 15 (average working time in provincial agreements in 2004 was 1,762.66 hours/year).
S 1) Further reduction of working time by compensational „time-off“: See Table 15.
CH 1) Since 1 December 2005: working time can be increased.
TR 1) Since 1984: The work week of MESS members varies between 45 hours and less; the most common schedule is 45 hours/week.
UK 1) In November 1989 the EEF withdrew from national bargaining on all substantive issues including hours of work. Some companies have since reached agreements at plant level for a phased
reduction in the length of the working week and many of these agreements are for a 37-hour week.
IRL 1) National Agreement PNR; reduced weekly working hours to 39 in 1990. Companies who maintain longer working hours compensate by additional annual leave.

47
Metal, Engineering and Technology-based Industries
Country
August 2008
WORKING TIME REDUCTIONS IN TIME-OFF ON ANNUAL BASIS
(whilst maintaining in principle the 8-hour day and 40-hour week)
Standard Work Week*)
2007 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006
A 38.5
B 38
DK 37
FIN
F
D 1) a)
b)
I
+ 16 =
80
+ 16 =
56
+ 20 =
100
100 100 100 100 100 100 100 100 100 100 100 100 100 100 40 1)
56 56 56 + 8 =
64 2)
+ 8 =
72 3)
72 72 72 72 72 72+32 4) 72+24+8 72+24+8 5) 104 6) 104 6) 40 1)
NL 104 4) 104 104 104 104 104 104 104 104 104 2) 104 2) 104 2) 104 2) 104 2) 104 2) 104 2) 104 3) 40 1)
N 37.5
P 40
+ 1 =
E
69 2)3)
+ 4 =
26 2)
26 + 4 =
30 2)
30 + 5 =
35 2)
35 35 + 5 =
40 2)
40 + 2 =
42 2)
+ 3 =
45 2)3)
+ 3 = 48 + 4 = 52
2)3)
2)3) + 5 = 57 2)3) + 4 =
61 2)3)
+ 2 =
63 2)3)
+ 3 = 66
2)3)
40
S
1)
39 54 54 66
1)
72
1)
40
CH 40
TR 45
UK 37-39 1)
AUS 38
SA
IRL 39-40
LUX 40 1)
Footnotes: see end of Table.
(L)35
(C)38.5 1)
35 (-40) 2)
38 (-40) 2)
43 - 40 1)
Table 15
+ 2 =
68 2)3)

48
August 2008
FOOTNOTES TABLE 15
*) For reduction of WEEKLY hours - see Table 14 of the 1999 Basic Documentation.
FIN 1) WTR "time-off" rules on an annual basis since 1986 starting with a reduction by 32 hours WTR per year and increasing by further 16 hours each in 1987, 1988 and 1989 and finally by 20
hours in 1990 reaching then a total of 100 hours "time-off" per year.
F 1) For working time more than 35 hours per week in average, supplements are paid for overtime (or time-off is granted in lieu of) considering that the annual working time may not exceed 1,607 hours
D 1) Different CA rules for the old (western) Bundesländer (case a) and the new (eastern) Bundesländer (case b).
2) The CA permits that by individual work contract a longer weekly working time (up to 40 hours) can be agreed for a certain number of workers (13 % or 18 % of the workforce according to
regional CA). Since 2004, the agreement can be applied to a higher number of employees.
I 1) WTR by "time-off" rules on an annual basis since 1985, starting with reduction by 40 hours time-off per year until 1988.
2) As from 1 October 1993.
3) As from 1 April 1994. The CA of July 1994 stipulates that 48 out of the 72 hours must be granted as time-off (formerly possibility to monetarize them).
4) As from 1 January 2000, four days previously listed in table 33 have been enclosed here.
5) As from 1 January 2002, working hours for night and week-end shift workers will be reduced by 8 hours.
6) As from 1 January 2008, the CA allows employers to reduce the total number of hours of time-off from 104 to 96, paying 8 hours at the normal rate..
NL 1) WTR "time-off" rules on an annual basis with WTR by 104 hours/year as from 1985.
2) In the CA for 2000/2002, the employees in the metal-electro industry may saved 6 days off (=48 hours) per year out of the 104 hours per year for possible early retirement. The possibility
also existed to take a maximum of 6 days unpaid leave per year.
3) In the CA for 2004/2007, the employer may, after consulting the working council, determine the WTR at 80 hours against a salary raise of 1.15% for that particular year.
4) In the CA 2007/2010, the employer may, after consulting the works council, determine the WTR at 56 hours against a salary raise of 0,383% for each period of 8 hours (1day) the WTR is
shorter than 104 hours (13 days).
E 1) Introduction of "annual" working time concept in 1983, with 1,826.27 hours or 1,826.45 hours/year; reduction to 1,816 hours for 1984-1987, and 1,804 hours for 1988.
2) Further WTR by provincial or company agreements, with differing "annual" working hours (average at national level). In 1998: 1784 hours, in 1999: 1781 hours, in 2000: 1778 hours, in
2001: 1774, in 2002: 1769, in 2003: 1765, in 2004: 1766; in 2005: 1760, in 2006:1758, and in 2007:1757
3) Over the last years, pressure for reductions in working time increased.
S 1) Fulltime employed, daytime, manual workers are entitled to 94 minutes for every working week to be accumulated in a time account. The time accumulated can be agreed upon to be used
for compensation leave, pension or compensation by payment. Alternatively the local parties may agree to use the time for Reduction of the Scheduled working hours. Regarding workers
in shift-systems: please refer to Table 18.
UK 1) In November 1989 the EEF withdrew from national bargaining on all substantive issues including hours of work. Some companies have since reached agreements at plant level for a
phased reduction in the length of the working week and many of these agreements are for a 37-hour week.
IRL 1) Most companies reduced their standard working time from 40 to 39 by implementing a reduction in the number of hours worked, this was part of a national agreement PNR (Programme for
National Recovery) agreed in 1990. For those companies which continue to work 40 hours, while introducing the principle of a 39-hour week, extra annual leave was allowed in lieu, 6 or
6.5 days annual leave (48 or 52 hours per annum).
LUX 1) Only in the STEEL industry: WTR by 96 hours time-off per year since 01.01.1987.
SA 1) CA programme to move from 44-hour work week from 1 July 1999 (43 hours) to 1 July 2002 (40 hours).

49
August 2008
STANDARD WORKING HOURS / REST PERIODS (Adult workers) *)
Metal, Engineering and Technology-based Industries
Standard Working Hours
Country
Breaks and Rest Periods
Hours / Week Days / Week Hours / Day Paid Unpaid Daily Breaks
A **) L: 40 CA: 38,5 PA: 5 (5.5) L: 8 CA: on Ø 7 hrs 42 min
B L: 38 (01/01/03) CA: 38
L: 5 - 6
CA/PA:
Partly with heavy work in the
night
L: 8 CA/PA: Only with shift work
30 minutes if daily work is more than 6
hours
L: after 6 hours uninterrupted work 15
min. break CA: may increase break
Table 16
Unpaid Rest Periods between 2 Working
Days (by Law)
All: 11 hours
All: 11 hours 1)
DK L: - CA: 37 PA: 5 Ø CA: Not less than 6 hours CA: No rules In general: 30 minutes (PA) At the minimum 11 hours of rest
FIN **) L: 40 CA: 36.4 1) CA: 5 L: 8 No rules
F L: 35 1) CA: 38.5 L: 4, 5 or 6 L: up to 10 CA/PA : 12
D 1)
*) 2)
L: 48
CA: a) 35 (- 40) 3)
b) 38 (- 40) 3)
Only with shift work following
regional C.A.
PA: 5 Ø L: 8 2) Partly with shift work
I L: 40 CA: 40 1) CA: 6 / 5 12 H and 50 minutes
NL 1)
L1: 200 / 4 weeks
(50/week, excl.
overtime) 585 / 13
weeks (45/week excl.
overtime)
L2: 220 / 4 weeks
(55/week) 768 / 16
weeks (48/week) CA 2)
10, excl.
overtime
CA: 30 minutes if the shift is
equal or exceed 8 hours
No rules
12 CA 3) No rules
N L: 40 CA: 37.5 PA: 5 (5.5) L + CA: 8 No rules
Footnotes: see end of Table.
*)
Special rules for JUVENILES - see Table 17
**)
Special working time arrangement for watchmen, doorkeepers, car-drivers, fire-protection personnel, etc.
L: 60 minutes if daily work is more than 6
hours CA: 30 - 60 minutes 2)
L: 20 min if working hours equal or exceed
6 hours
L: 30 minutes at a working time of more
than 6 hours; 45 minutes at a working
time of more than 9 hours
L: 10 minutes if the daily work is equal or
exceed 6 hours
> 5.5 hours : 30 minutes
8 hours : 45 minutes
10 hours : 60 minutes
> 5.5 hours: 30 mins
> 10 hours: 45 mins
L: One rest period if working hours exceed
5.5/day; at least 30 minutes within 8 hours
In principle minimum 11 hours of rest. In
certain cases: minimum 5 hours
11 hours
All: 11 hours
All: 11 hours 2)
All: 11 hrs per 24 hrs (may be lowered) to 8
hrs 1x per period of 7x24 hrs 4)
11 hrs per 24 hrs (may be lowered) to 8 hours
1xper period of 7x24 hrs.
L: 11 hours CA: 8 hours

50
STANDARD WORKING HOURS / REST PERIODS (Adult workers) *)
Table 16
Metal, Engineering and Technology-based Industries
Standard Working Hours Breaks and Rest Periods
Country
Hours / Week Days / Week Hours / Day Paid Unpaid Daily Breaks
Unpaid Rest Periods between 2 Working Days (by
Law)
P L: 40 CA: 40
August 2008
CA: 5 8 L: One rest period if working hours
exceed 5h./day; at least 60 minutes
within 8 hours (with 3 shifts work the
break can be reduced to 30 minutes)
L: 11 hours
E L: 40 CA: 1) L: 5 - 6 Up to 9 2) No rules Varies according to CA or PA 3) All: 12 hours
S L: 40 CA: 40 1) CA/PA: 5 CA/PA: 8 No rules CA: 60 minutes (day-time workers) 2)
30 minutes/shift (two-shift)
CH L: 45 CA: 40 (2’080
annual)
TR L: 45 CA: 45 PA: 5 - 6 L/CA: up to 11
hours
UK L: 48 1) CA: 39 2)
CA/PA: 5-6 CA/PA: 8 Ø No rules L: 15 minutes by 5.5 hours, 30 minutes
by 7 hours, 60 minutes by 9 hours
L: 6 (averaged over
2 weeks) CA: 5 2)
L: 8 hr max
where night work
involves special
hazards; 8 hr
average for night
work CA: 7.8 /
7.4 2)
No rules L: 30 minutes for work between 4-7.5
hours; 60 minutes for work over 7.5
hours
No rules 20 minutes if working day 6 hours or
more
Special rule for night rest
11 hours (exception once a week 8 hours for one day)
All: 11 hours
11 hours (12 for 15-18 yr olds)
AUS L: 38 - 40 CA: 38 2) 5 2) 8 Only with shift work 30 minutes after 5 hours work All: 10 hours. Rest break of 10 hours can be reduced to
8 hours by agreement with the employee.
SA L: 45 CA:40 CA: 5 CA: 8 CA: Two ten-minute
breaks (morning and
afternoon)
CA: 30 minutes after 5 hours CA: 8 hours
IRL 39 CA: 5 7.8 / 8 No rules regarding paid breaks. 15 minutes break after 4.5 hours
working 30 minutes break after 6 hours working 1)
LUX L: 40 CA/PA: 40 PA: 5 - 6 L/CA: 8 Only with shift work CA: 15 - 30 minutes No rules
Footnotes: see end of Table.
*)
Special rules for JUVENILES - see Table 17
**)
Special working time arrangement for watchmen, doorkeepers, car-drivers, fire-protection personnel, etc.
11 consective hours within every 24 hours. 16 and 17
year olds 12 hours within every 24 hours.

51
August 2008
FOOTNOTES TABLE 16
B 1) These 11 hours come on top of the weekly (Sunday) rest which will thus be minimum 35 hours.
FIN 1) Working time reduction on an annual basis as from 1986 to 1990 (see Table 15); on the long-term average 36.5 hours/week since 1992. Since 2002 , the long term average is 36,4 (Saturday in
the Ascension Day-week will not be a working day any more). This figure includes the shortening effect of public holidays.
2) For manual workers: at plant level possible to agree on other rest arrangements (even excluding rests).
F 1) The law does not oblige to work a 35-hour week. It means that overtime rates must be paid for all work in excess of 35 hours.
D 1) Different CA rules for the old (western) Bundesländer (case a) and the new (eastern) Bundesländer (case b).
2) 10 hrs / day possible, as far as 8 hrs / day will not be exceed within 6 calendar months in average.
3) Possibility to agree by individual contract with a certain number of employees a longer "standard" working week of up to 40 hours (for 13 or 18 per cent of the employees according to the
personal coverage of the regional agreements). Since 2004 it is possible to deviate from provisions agreed at sector level (including the reduction or extension of working time, with and without
wage compensation) if this proves necessary to safeguard or increase employment (Pforzheim-Agreement 2004).
I 1) Working time is reduced by 104 hours/year. This is granted as time-off (half or full days).
2) There are some exceptions in which the unpaid rest period can be reduced to 8 hours.
NL 1) A new Working Hours Act (and Working Hours Decrees) came into force on 01.04.2007, with the exception of those branches where the c.a. expired at a later date. For the Metalworking
industry the new law came into effect on 01.11.2007. In the C.A. 2007 – 2010 is stipulated that an employer who wishes to introduce a working hours sceme exceeding the (old) Working Hours
Act (and the standards of the Working Hours Decrees) that applied until 01.11.2007 must reach agreement on that sceme with the employee unions that are party to this C.A.
2) L1: Limitations based on C.A..
L2: Limitations based on new Law.
3) CA Working Time on annual basis.
4) No standard, but if more than 8,5, consultation with unions required.
5) “Day” in the sense of “service”.
E 1) Annual working time concept since 1983 with subsequent reductions by provincial CA or company CA as average 1,757 in 2007.
2) PA can determine hours/day up to 9 in principle. Law 11/94 permits also the possibility of modifying it if annual working time and rest periods are respected.
3) In accordance with the law, a minimum 15 min. daily break is foreseen. Such provisions could be abolished by CA. If the break is paid or not will depend on individual company agreements
S 1) See table 15 as regarding time account. Regarding workers in shift-systems, please refer also to Table 18.
2) In both cases, if not otherwise decided by local or individual agreement.
UK 1) Subject to right of individual to opt out of limit.
2) Since 1989, there have been no national negotiations and hours of work are now determined at company / plant level.
AUS 1) Working hours are determined by arbitration awards having legal force.
2) Common practice is for 1 day off in 20-day cycle. Average hours worked is 38 per week (19 days at 8 hours each every 4 week).
IRL 1) Organisation of Working Time Act 1997 – 30 minutes break in a 6 plus hour working day. 15 minutes break per 4.5 hour working day, 11 hour consecutive rest between daily work

52
August 2008
WORKING HOURS - SPECIAL RULES FOR JUVENILES
Metal, Engineering and Technology-based Industries
Country Legal Working Hours Daily Breaks (unpaid) Rest Periods between 2 Working Days *) Overtime *)
A
B
DK 1)
FIN
Maximum hours:
under 15 YA: school days: 12 h/week+2h/day
Other days: 35 h/week + 7 h/day
over 15 YA 40 h/week + 8 h/day
Maximum hours:
over 15 YA: like adults 1)
under 15 YA: 35 hrs/week + 7 hrs/day
30 minutes if daily work exceeds 4.5
hours
L: 30 minutes after 4.5 hours
60 minutes after 6 hours
12 hours / No work on Sunday + Holiday No overtime permitted
Table 17
12 hours Overtime is possible. Within week, overtime hours
must be taken in rest periods. Weekly limits.
CA: 30 minutes after 4.5 hours over 15 YA: 12 h - no work between 20.00
and 6.00
below 15 YA: 14 h - no work between 20.00
and 6.00
Within the limits in column 1.
L: 30 minutes after 4.5 hours 12 hours Maximum 80 h/year
F 35 hrs/week – 8 hrs/day under 18 YA One break after 4.5 hours Night rest of 12 consecutive hours at least Maximum limit: 5 h/week
D
I
40 h/week + 8 h/day (also for apprentices) 30 minutes at a working time of more
than 4.5 hours; 60 minutes at a working
time of more than 6 hours.
Over 16 YA: 40 h/week - 8 h/day L: 60 minutes after 4.5 hrs (up to 18
YA)
12 hours / No work on Saturday + Sun. In principle no overtime permitted
12 hours - No work on Sundays No overtime permitted
NL 1) L: 9 h/day L: Like adults L: No work between 23.00-06.00 L: Maximum daily working time
N Like adults 11 hours No overtime permitted
P 40 h/week - 8 h/day (also for apprentices) L: 60 min. after 4 hrs (up to 18 YA) 11 hours - No night work L: No overtime permitted
E 8 h/day before 18 YA L: 30 min. after 4.5 hours 12 hours No before 18 YA
S
Like adults (by CA) Like adults Up to 15 YA = 14 h
Over 15 YA = 12 h
Maximum daily working time:
Up to 15 YA: 7 h
Over 15 YA: 8 h
CH 9 h/day Like adults 11 hours; no work on Sundays and at night Practically not possible
TR
For those who have completed their basic education
and not attending to school: 7 h/day and 35 h/week
(may be increased up to 8 hours daily and forty
hours weekly)
For those who are attending to school: 2 h/day and
10 h/week. (should fall outside their training hours.)
Footnotes: see end of Table
Like adults No night work permitted No overtime permitted till 16 YA

53
August 2008
WORKING HOURS - SPECIAL RULES FOR JUVENILES
Metal, Engineering and Technology-based Industries
Country Legal Working Hours Daily Breaks (unpaid) Rest Periods between 2 Working Days *) Overtime *)
UK
Over 15 YA: like adults
15 YA: 8 hours
Under 15 YA: 5 hours 1)
Over 15YA: 30 min if work for more
than 4.5hr
15YA & under: 1 hr if work for more
than 4hr
Over 15 YA: 12 hr
Under 15 YA: 12 hr
AUS 38 h/week Like adults Like adults Like adults
SA 40 h/week Like adults Like adults Like adults
IRL
14 YA – 0hrs during term time, 35hours max during
holidays, 40 hours work experience. Not
permissable to work before 8am or after 8pm.
15 YA – 8 hours during term time, 35 hours during
holidays , 40 hours work experience.Not
permissable to work before 8am or after 8pm.
16 - 17 YA - 40 h/week – max 8 h/day. Not
permissable to work before 6am or after 10pm
14 - 15 years - 30 mins after 4 hours
16 - 17 years - 30 mins after 4.5 hours
14 - 15 years: 14 consecutive hours rest
16 - 17 years: 12 consecutive hours rest
Within the limits in column 1
14 - 15 YA: max weekly work.time: 35h
16 - 17 YA: max weekly work.time: 40h
(overtime not covered by legislation)
LUX 40h/week - 8h/day 30 minutes after 4 hours 12 hours rest In principle no overtime permitted
*) Night and Shift work: see Table 20 of the Basic Documentation
DK 1) Special rules for juveniles employed as apprentices. Special rules for young people under 15 when working during school periods.
FIN 1) For school children: day off: max 7h/day; school day: max 2h/day
NL 1) Juvenile < 18 years.
UK 1) Max 2 hours Sunday or school day for 15 YA or under.
Table 17

54
August 2008
SHIFT WORK - STANDARD HOURS / REST PERIODS (ADULT WORKERS) * )
Metal, Engineering and Technology-based Industries
Country
Standard Working Week for Shift work
Hours per week Spread over
Special Rules - Breaks and Minimum Rest Time for Shift work
2 shifts
Intermittent
3 shifts
Continuous shifts Hours / Day Days / Week Paid Unpaid
A
B
DK
FIN
F
D 1)
CA: 38.5 38.5 (on ) 38.5 (on ) PA: up to 8 PA: 5 – 6 (7) 10 minutes in nightshift if
strenuous work
L: 38 (01/01/03)
CA: 38
L: 38 (01/01/03)
CA: 38
L: 38 (01/01/03)
CA: 38
The following applies both to 2 shifts, intermittent 3 shifts and
continuous shift: 37 hours when in 1 st shift, 34 hours when
working in 2 nd and 3rd shift, 35,5 hours when working in a 2-shift
system, 35 hours when working in 3-shift system
L: 40
CA:
in 2007: 36,2 ()
in 2008: 36,6 ()
in 2009: 36,4 ()
in 2010: 36,6 ()
L: 35
CA: 36.5 1)
a) 35 (-40) 2)
b) 38 (-40) 2)
L: 40
CA: 35,8
L: 35
CA: 36 1)
35 (-40) 2)
38 (-40) 2)
PA: up to 12 PA: up to 7 No special rules Rest period of 15 min. by law after 6 hrs uninterrupted work 1)2)
No rules CA: up to 7 No special rules CA: More than 6 hours
per day; the worker
can demand an
unpaid rest period.
CA: 34.9 CA: No rules CA: No rules
1)
L: 35
CA: 33.36 (5 shifts)
35 (-40) 2)
38 (-40) 2)
L: 8 2) 4-4.5; 5-5.5;
5.5-6
L: up to 10 CA: 5
Deviation by
PA possible
Generally paid
(Varies according to CA)
CA: In 3 shift work up to
30 minutes per shift
30 minutes/day (unless lunch during worktime)
Sunday rest except in continuous working
No special rules
I CA: 37.5 37.5 37.5 CA: No rules 1) PA: 5 - 6 CA: 30 minutes At least 24 hours + 11 h (compulsory dialy rest) / week
NL
PA: different PA: different PA: different PA: different PA: different L1: minimum rest time 2)
*) Special rules for JUVENILES and WOMEN: See Table 20 of the Basic Documentation
Footnotes: see end of Table.
Table 18
Weekly: either 36 hours per period of 7 x 24 hours or 60 hours per period of
9 x 24 hours (may be lowered to 32 hours 1 x per 5 weeks),
Daily: 11 hours per 24 hours (may be lowered) to 8 hours 1 x per period of 7
x 24 hours.
L2: minimum rest time 2)
Weekly: either 36 hrs per period of 7 x 24 hrs, or 72 hrs per period of 14 x 24
hrs.
Daily: 11 hrs per 24 hrs (may be lowered) to 8 hrs 1 x per period of 7 x 24
hrs.

55
August 2008
SHIFT WORK - STANDARD HOURS / REST PERIODS (ADULT WORKERS) * )
Metal, Engineering and Technology-based Industries
Country
Standard Working Week for Shift work
Hours per week Spread over
Special Rules - Breaks and Minimum Rest Time for Shift work
2 shifts
Intermittent
3 shifts
Continuous shifts Hours / Day Days / Week Paid Unpaid
N
P
E
S
CH
L: 40
PA: 36.5
L: 40
CA: 40
L: 40
PA: 39 - 40 1)
L: 40
CA: 40 1)
L: 38
PA: 35.5
L: 40
CA:40
PA: 39 - 40
Usually
L: 36
PA: 33.5
L: 40
CA: 40
PA: different PA: 5 - 7 No special rules No special rules
L: up to 10 hours 5 - 7 In 3 shifts: 30 minutes for meals No special rules
PA: 39 - 40 usually Up to 9 2) L: 5 - 6 L: 15 minutes 3)
38 2) 36 3) PA: different
CA: 8 4)
CA/PA: mostly 40; Swiss Labour Law enforces a working
time reduction of 10% for continuous or recurrent night work
between 23 p.m. and 6 a.m. This regulation is not
applicable, if the average shift does not exceed 7 hours
(breaks included).
PA: different
CA: 5 4)
CA: Can be paid or unpaid
No special rules
No special rules In 2 shifts: 30 minutes
PA: 7 - 9 PA: 5 - 6 No special rules No special rules
TR L: up to 45 Up to 45 Up to 45 L: up to 11 hours L: 5 - 6 No special rules In 3 shifts: 16 hours between two shifts
L: 48 hrs on
average
L: 48 hrs on
average
L: 48 hrs on average
See table 16
See table 16
UK
CA: 37.5/37 1)
CA: 37.5/37 1)
The national
agreement does not
refer to continuous
shifts 1)
CA: 7.5/7.4 1)
CA: 5 1)
CA: 30 minutes of Break in each shift 1)
AUS 38 1) 38 1) 38 1) 8 5 - 7 Continuous work only 20 minutes
SA CA: 40 CA: 40 CA: 40 CA: max. 9 CA: 5 CA:Two ten-minute breaks CA: 30 min. after 5 hrs
IRL 39 39 42 1) CA: 8/12 5 - 7 No special rules L: 15 minutes in 4.5-hour shift 30 minutes in 6 hour shift
LUX CA/PA: 40 40 40 PA: 8 PA: 5 - 7 15 minutes PA/CA
Footnotes: see end of Table.
*) Special rules for JUVENILES and WOMEN: See Table 20 of the Basic Documentation
Table 18

56
August 2008
FOOTNOTES TABLE 18
B 1) Exception: accident threat.
2) Rest period of 11 hours between two working days. These 11 hours come on top of weekly (Sunday) rest which will thus be 35 hours minimum.
FIN 1) Only fixed in HOURS during different periods.
F 1) According to former collective agreements
2) For continuous working time and semi-skilled workers in night work.
D 1) Different CA rules for the old (western) Bundesländer (case a) and the new (eastern) Bundesländer (case b).
2) The CA permits that by individual work contract a longer weekly working time (up to 40 hours) can be agreed upon, for 13 % or 18 % (according to regional CA) of the total workforce. Since
2004, the agreement can be applied to a higher number of employees.
I 1) In practice, 7.5 hours on average.
NL 1) A new Working Hours Act (and Working Hours Decrees) came into force on 01.04.2007, with the exception of those branches where the c.a. expired at a later date. For the Metalworking
industry the new law came into effect on 01.11.2007. In the C.A. 2007 – 2010 is stipulated that an employer who wishes to introduce a working hours sceme exceeding the (old) Working Hours
Act (and the standards of the Working Hours Decrees) that applied until 01.11.2007 much reach agreement on that sceme with the employee unions that are party to this C.A.
2) L1: Limitations based on C.A.
L2: Limitations based on new Law.
E 1) The CA refers to ANNUAL working hours and not to standard WEEKLY hours, normally between 38 and 40 by PA.
2) It is in principle foreseen by law, but it could be modified by agreement with workers' representatives. Limits: - annual working time - 12 hours rest between working days.
3) Can also be abolished by PA.
S 1) Option of compensation leave: 202 minutes/week.
2) Three-shift workers, option of 82 minutes compensation leave weekly.
3) 35 hours for continuation of work through major public holidays. In both cases workers on continuous shifts have an option of 82 minutes compensation leave weekly.
4) In case otherwise not decided by local or individual agreement.
UK 1) Since 1989, there have been no national negotiations and hours of work are now determined at company / plan level.
AUS 1) Common practice is for 1 day off in 20-day cycle. Average hours worked are 38 per week (19 days at 8 hours each every 4 week).
IRL 1) 39 hours at standard rate plus shift 3 hours overtime (compensation).

57
August 2008
DEFINITION OF OVERTIME AND NIGHTWORK / PRINCIPLES FOR THE CALCULATION OF SUPPLEMENTS
Metal, Engineering and Technology-based Industries
Country
Definition of Principles for the calculation of supplements
OVERTIME, exceeding the ... NIGHT work between Wage basis Coincidence of Supplements
A Agreed daily working time 22.00 and 6.00 h
B
L: a) Daily working time (over 9 hours)
b) Weekly working time (over 40 hours) 1)
CA: Working hours fixed in CA 2)
DK The normal daily working time
FIN
F
D
I
NL 1)
2)
a) Daily working time (over schedule)
b) Weekly working time (over schedule)
Weekly legal working time (35 hours, except in
cases of introduction of an ‘annualisation’ of
working time by CA or PA)
Individual regular daily or weekly working time
(different according to region)
The „normal“ daily working time
The weekly working time (over 40 hours) 1)
“Additional hours“: Exceeding the “rostered"
hours/day within Basic Annual Working Time.
“Overtime hours“: Exceeding the “rostered“
hours/day (if at least 8 hours), or on Saturday,
Sunday, Public Holidays.
Footnotes: see end of Table.
L: 20.00 and 6.00 h 3)
In 3-shifts: Night shift from 23.00 until 5.00 or
24.00 until 6.00 h (domestic agreement)
7 hours including 00.00-05.00 (the “night
period”) unless otherwise agreed.
Nightworker: workers performing at least 3
hours of their daily work in the night period.
23.00 and 6.00 h
L: 21.00 and 6.00 h.
Supplements are generally depending on a
certain minimum of hours worked at night (2-
8, on ø 6).
19.00, 20.00 or 22.00-6.00 h
(different according to region)
Supplement for the 13 th hour and following
hours as from beginning in the morning (first
shift)
L. >1 hours work between 24.00 - 6.00 h
Time-workers: Time rate + regular
extras
Piece-workers: Piece-work earning
Basic hourly rate including fixed
performance supplements (without shift
and nightwork supplements)
The supplements are fixed amounts per
hour.
For nightwork: Fixed money value per
hour
For overtime: Average hourly earnings.
Basic hourly rate including variable
usual elements.
Basic hourly rate including performance
and hardship supplements.
Full rate of pay.
Hourly earnings
Table 19
Only the highest rate is to be paid. No coincidence
between night- and shift work supplements.
Overtime pay excludes nightwork supplement. In
other cases coincidence is possible.
No particular rule. Night- and shift work
supplements: regulated at company level, so are in
general granted independently from other
supplements.
Overtime rates are paid independently from and in
addition to supplements for abnormal working hours.
No coincidence between night- and shift work
supplements or between daily and weekly overtime
supplements. A coincidence is possible between
shift work, overtime and Sunday work supplements.
The following supplements may coincide: for
overtime and shift work, night- or Sunday work.
Only the highest rate is to be paid. Exceptions are
possible in some regions in case certain
supplements coincide.
The coincidence of supplements has already been
taken into account with overtime supplements.
No coincidence

58
DEFINITION OF OVERTIME AND NIGHTWORK / PRINCIPLES FOR THE CALCULATION OF SUPPLEMENTS
Table 19
Metal, Engineering and Technology-based Industries
Country
Definition of Principles for the calculation of supplements
OVERTIME, exceeding the ... NIGHT work between Wage basis Coincidence of Supplements
N CA: Daily working time + work on Normally
nonworked days, Sundays and Public
Holidays.
P Regular weekly working time, Saturdays,
Sundays and Public Holidays
August 2008
From 21.00 h until the beginning of normal
working time
Law: 22.00h - 7.00h if not different in CA
(period of 7 -11h mandatory between 0-5 am)
E Weekly working time 22.00 - 6.00 h (not more than 4 hrs on
average in a 15-days' period)
Hourly earnings No coincidence
Hourly earnings + 25% (night work)
Hourly earnings + supplements as agreed in
CA (overtime)
Hourly earnings + supplements as agreed in
CA
S Regular working time 22.30 - 6.30 h Hourly earnings + agreed supplements
depending on the day for the overtime work
or nightwork being done
CH L: Beyond 45 hours/week
CA: Beyond 40 hours/week (option: annual
working time with 45h/week)
23.00 - 6.00 h Hourly earnings, or: monthly earnings divided
by 173
No coincidence
No special rules
No coincidence
No coincidence
TR 1) weekly working time 20.00 - 6.00 h Hourly basic wage Hourly basic wage + nightwork supplement
multiplied by overtime rate.
UK 1) Daily working time unless agreed differently at
plant level.
L: 7 hrs including midnight to 5 a.m., as
agreed, or 11 p.m. to 6 a.m.
Worker who has a normal course works at
least 3 hours of his daily work during night
time.
AUS Working hours set in plant Any shift that finishes subsequent
to 24.00 and at or before 8.00 h
SA CA: Daily working time + work on Saturdays,
Sundays and public holidays
Time rate No special rules. Hours worked beyond basic
night shift hours are paid at night shift overtime
rate
Basic hourly rate Only highest rate is to be paid
CA: 18.00 - 6.00 h Hourly earnings Hourly basic wage + night shift allowance
multiplied by overtime rate
IRL National CA: Beyond 39 hours/week Local Agreement normally 00.00 - 7.00 h Basic hourly rate No coincidence
LUX Regular working time 22.00h - 6.00h Basic hourly rate No coincidence
Footnotes: see end of Table.

59
August 2008
FOOTNOTES TABLE 19
B 1) No changes in working time possible for night work categorised as being especially riskful. Risks are listed by CA.Other night work than this aforementioned category: maximum 12 hours/day –
50 hours/week (for night work that due to its nature cannot be interrupted). This can be extended to 56 hours/week if daily working time does not exceed 8 hours.
2) CA metal 08.04.1998: 3 x 8 / night work: can be automatically applied at company level
3) Exceptions are listed in CA n° 46.
I 1) The law was changed in April 2003.
NL 1) "Additional hours" (i.e. time worked beyond the weekly schedule but staying within the annual agreed hours) are normally compensated in time for time-off within the year, as long as they do not
exceed 8 hours/day. "Overtime hours" (i.e. daily time must also exceed 8 hours to be considered overtime) are compensated by time-off plus a premium.
The schematic relations are the following:
COLLECTIVE LABOUR AGREEMENT 1985 / STRUCTURE COMPENSATION TIME-OFF
Additional Hours
time off
BJA (*) Compensatory Preferably - Before the end of the quarter
or - compensatory time-off in the next year
Overtime Hours Roster Compensatory
8 hours time-off + extra allowance or - 50 % pay of the hourly rate at the end of the year, plus
50 % compensatory time off in the next year
BJA (1999: 1744 hours; 2000: 1736 hours)
BJA 2001, 2002, 2003: 1728 hours; BJA 2004: 1752 hours 2005: 1744 hours, 2006: 1736 hours, 2007: 1728 hours, 2008: 1736 hours, 2009: 1720 hours, 2010: 1728 hours
Abnormal working hours
Working roster extra allowance
(*) BJA = Basic Annual Working Time
2) No rules concerning the concept of "Nightwork"
TR 1) In cases where the weekly working time has been set by agreement less than forty-five hours, work that exceeds the average weekly working time and lasts up to forty-five hours weekly is
considered to be work at extra hours. Work at extra hours differs from overtime on the rate of the supplements paid and time-off matters.
UK 1) In November 1989 the EEF withdrew from national collective bargaining on all substantive issues including hours and overtime. Since that date the wage basis for overtime rates is negotiated at
company or plant level.

60
August 2008
NIGHT AND SHIFT WORK - RULES FOR WOMEN AND JUVENILES
Metal, Engineering and Technology-based Industries
Special rules - women 1) Country
Nightwork Shift work
Special rules - juveniles
Nightwork Shift work
A No special rules Not between 20.00 – 06.00
B
No special rules for women - implementation of new law 1) :
1. If night work is already existing for men: special
measures to be taken to include women 2)
2. No existing night work: to be regulated in CA for both
men and women
No special rules -
normal rules,
according to Works'
Rules on plant level
Till 16 YA: Not between 20.00 - 6.00
Over 16 YA:
- Exceptionally work until 23.00 3)
- By Royal Decree work time can be extended between either 22.00
- 6.00 or 23.00 - 7.00 for well defined works 4)
Table 20
Till 16 YA: Not between 22.00 - 6.00
Over 16 YA 5) : Not between 22.00 - 6.00 or
23.00 - 7.00
DK No special rules No special rules Not between 20.00 - 6.00 No additional rules
FIN No special rules No special rules Not between 22.00 - 6.00 Work possible under certain circumstances
F
No special rules (except for pregnant women during
pregnancy) (1)
No special rules Not between 22.00 - 6.00 No additional rules
D No special rules No special rules Not between 20.00 - 6.00
No work for more than 10 hrs per day
including rest-time
I No special rules No special rules No nightwork permitted 1)
No additional rules
NL 1) No special rules No special rules Not between 23.00 - 06.00 No special rules
N No special rules No special rules
Till16 YA: Not between 21.00 - 7.00
After 16 YA: Not between 23.00 - 6.00
P No special rules No special rules 1) Not between 22.00 - 7.00 (legal rule with excepcions)
No nightwork permitted by CA
No additional rules
No additional rules
E No special rules No special rules Not before 18 YA Not before 18 YA
S No special rules No special rules
Till 16 YA: not between 20.00 - 6.00
After 16 YA: not between 22.00 - 6.00
or 23.00 - 7.00
No additional rules
CH No special rules No special rules Not between 22.00 - 6.00 No before 16 YA
TR 1)
Night work cannot exceed 7.5 hours
Night work is forbidden for pregnant and nursing woman.
UK 1) No special rules No special rules
No additional rules Till 18 YA: No nightwork permitted No additional rules
Over 15 YA: no special rules
15 YA & under: no work between 7pm and 7am
See Table 17
AUS No special rules No special rules No special rules No shift work if under 18 YA
SA No special rules No special rules No special rules No special rules
IRL No special rules No special rules
14 and 15 year olds not permitted to work after 8pm or before 8am.
16 and 17 year olds not permitted to work after 10pm or before 6am.
No additional rules
LUX No special rules No special rules Not permitted No special rules
Footnotes: see end of Table.
1) Special rules for pregnant women – Table 53.

61
August 2008
FOOTNOTES TABLE 20
B 1) In effect since 8 April 1998.
2) Special rules for women during pregnancy (see Table 53).
3) To prevent or cope with a threatening danger or accident; urgent repair to machinery that cannot be performed during normal working hours.
4) Work that due to its nature cannot be interrupted; for shift work.
5) Work that due to its nature cannot be interrupted; for shift work.
F 1) During pregnancy, women are entitled to a daily work
I 1) There must be at least 12 hours' break between two work shifts; the break must include the period between 22.00 and 5.00.
NL 1) A new Working Hours Act (and Working Hours Decrees) came into force on 01.04.2007, with the exception of those branches where the c.a. expired at a later date. For the Metalworking
industry the new law came into effect on 01.11.2007.
In the C.A. 2007 – 2010 is stipulated that an employer who wishes to introduce a working hours scheme exceeding the (old) Working Hours Act (and the standards of the Working Hours
Decrees) that applied until 01.11.2007 much reach agreement on that scheme with the employee unions that are party to this C.A.
P 1) Special rules for women during pregnancy (see Table 53).
TUR 1) The principles and methods for employing women above the age of eighteen on night shifts shall be indicated in a regulation.
UK 1) Special rules for women during pregnancy.

62
CODETERMINATION RIGHTS IN WORKING TIME ARRANGEMENTS
Table 21
Metal, Engineering and Technology-based Industries
Involvement of trade unions, workers and/or their representatives at plant level with regard to
Country DISTRIBUTION of "standard" weekly hours (on the individual days of the week) CHANGES of such working time schedules (for or within FLEXIBLE arrangements)
Who Type of participation right Final decision Who Type of participation right Final decision
A
B
DK 1)
FIN
F
D
I
NL
August 2008
Works Council Codetermination (PA). By CA:
Evenly from Monday till Friday
If non-agreement: Arbitration
Committee (L)
TU Delegation Information (Works’ rules or PA) Agreement employer and
possibly after reaction of
workers CONCILIATION of
labour authorities.
Workers concerned Consultation. By CA: In case of 5day
week, no working day shorter
than 6 hours.
Workers or their
representatives
Management (after 2 weeks'
notice)
Consultation and codetermination Management, or in many
cases agreement with workers
or their representatives
Works Committee Consultation Management Works Committee/ Trade
Union
Works Council Codetermination (PA) If non-agreement: Conciliation
Committee (neutral Chairman)
Unitary Union Representation
Bodies (RSU)
a) Works Council
b) Worker concerned
c) Trade Unions
Consultation Management Unitary Union Representation
Bodies (RSU)
Right of approval of arrangement of
"general" work time schedule
Consultation right on "individual"
roster (within general schedule)
Consultation right for arrangements
exceeding 8.5 hours per day
Management
Management
Management
Works Council Codetermination including
Saturday + weekend work
TU Delegation Depending on topic:
information, motivation or
codecision from workers
(representatives)
If non-agreement: Arbitration
Committee (L)
Agreement employer and TU
organisations 1)
Workers concerned Varying weekly working time for all or some of the workers
possible, provided that management and labour at plant
level/local level can reach an agreement. Precondition: within 12
month the average weekly working time shall be 37 hours.
Workers concerned Consultation or
Codetermination right
Consultation or Plant
Agreement
Management or agreement with
the workers concerned
Management
Works Council Codetermination (PA) If non-agreement: Conciliation
Committee
a) Works Council
b) Worker concerned
c) Trade Unions
Consultation Management
Right of approval on "general"
schedule
Consultation right on
"individual" roster
Consultation right for
arrangements exceeding 8.5
hours per day
Management
Management
N Workers' representatives Codetermination (PA) Management Workers' representatives Codetermination (PA) Management
P
Workers' representatives or
the individual worker
Footnotes: see end of Table.
Consultation for weekly hours;
consultation for the starting/ending
of daily working hours
Management Workers' representatives
or worker concerned
Codetermination for weekly
hours; consultation for the
starting/ending of daily
working hours
According to CA

63
Metal, Engineering and Technology-based Industries
Country
E 1)
S
CH
TR
UK
AUS 1)
SA
IRL
August 2008
CODETERMINATION RIGHTS IN WORKING TIME ARRANGEMENTS
Involvement of trade unions, workers and/or their representatives at plant level with regard to
DISTRIBUTION of "standard" weekly hours (on the individual days of the week) CHANGES of such working time schedules (for or within FLEXIBLE arrangements)
Who Type of participation right Final decision Who Type of participation right Final decision
Works Council, or
worker concerned, or
TU section
Workers'
representatives or the
individual worker
Worker concerned or
workers' representatives
With the agreement of
the parties, trade unions
where collective
agreements concerned.
Workers’
representatives or the
individual worker
Consultation for weekly hours
Consultation for the
starting/ending of daily working
hours
Codetermination (PA) or individual
agreement By CA: Monday -
Friday
Codetermination ("standard" is
now annual working time)
Individual or collective
agreements.
Management Works Council or worker
concerned, or TU section
If non-agreement: As set out
in CA 1)
Codetermination for weekly
hours Consultation for the
starting/ending of daily working
hours
According to CA
Workers' representatives Codetermination (PA) As set out in CA 1)
If no agreement: 40 h/week Workers' representatives Codetermination and veto right
(PA) if larger employee groups
are concerned
If no agreement: Even
distribution of 45 hours
Worker concerned Trade
unions
Workers’ representatives or
the individual worker
If non-agreement: Normal
working hours by CA
The consent of parties If no agreement: Even
distribution of 45 hours
Consultation Management
Trade unions PA TUs Consultation Management
No rights - Management Worker concerned Consultation right on individual
roster
Management
No rights - Management Workers' representatives Codetermination (PA) Non agreement = nonimplementation
Only where companies
recognise trade unions
for determining working
time at company level
Consultation By CA: Monday to
Friday
Management Shop stewards (usually) Consultation Management
LUX According to company rules Management Workers’ representatives Codetermination (PA) Management 1)
Footnotes: see end of Table.
Table 21

64
August 2008
FOOTNOTES TABLE 21
B 1) The proposed flexibility has to be communicated to the relevant Joint Committee and to the Labour Inspection. Since 1 November 1997, all companies can, in the absence of a CA, introduce
flexible arrangements by modifying the works' rules.
DK 1) The distribution of daily and weekly working hours, as well as meal breaks and rest pauses, shall be determined after the workers have been consulted. In the event of any difference of opinion
among the workers, the question shall be put to a vote as soon as possible among all workers affected by the relevant working hours, and the members of CO-Industri shall be under an
obligation to comply with the majority wishes indicated by the vote. If the employer is unable to comply with the workers' wish, the employer shall fix the working hours, having regard to the
interests of the enterprise, and may implement them subject to 14 days' notice. Within the period the workers shall have a right to present a complaint under the rules for handling industrial
disputes due to disregard of the interests of the workers, which is not found to be sufficiently justified by the interests of the enterprise.
NL 1) A new Working Hours Act (and Working Hours Decrees) came into force on 01.04.2007, with the exception of those branches where the c.a. expired at a later date. For the Metalworking
industry the new law came into effect on 01.11.2007. In the C.A. 2007 – 2010 is stipulated that an employer who wishes to introduce a working hours scheme exceeding the (old) Working Hours
Act (and the standards of the Working Hours Decrees) that applied until 01.11.2007 much reach agreement on that scheme with the employee unions that are party to this C.A.
2) L1: Limitations based on C.A..
L2: Limitations based on new Law.
E 1) Provincial or company CAs determine the number of hours per YEAR. At plant level the parties have to fix:
a) Distribution over 5 or 6 days per week.
b) Number of hours on Saturday (if 6 days/week).
c) "Bridge" days.
d) Other time free of work (holidays, time-off, etc.).
S 1) If no agreement is reached the employer is entitled to vary working hours up to 30 minutes per day and working period from hours stipulated in the CA.
AUS 1) The Workplace Relations Act 1996 provides registered unions with the entitlement to be heard on an application to change some detail in the industry award (national agreement) to include
enterprise flexibility provisions. The organisation is also entitled to be heard if it is a party to the award and has a member or members whose employment would be regulated by the variation.
LUX 1) In case of continuous work: CONSULTATION of union, workers’ representatives, workers over Sunday work. Decision by Ministry of Labour.

65
August 2008
UNEVEN (FLEXIBLE) DISTRIBUTION OF REGULAR WORKING HOURS (WITHOUT OVERTIME) on individual week DAYS and work WEEKS (Full-time workers)
(for total admissible working hours including overtime: See Table 24)
Metal, Engineering and Technology-based Industries
Country
Variation in DAILY
hours Type / Range
Variation in WEEKLY hours
Average to be reached Compensation Period
L: Up to 10 hours
A
1)
a) 37 - 40 hours (CA)
ad a) Within 13 weeks
Special cases: 12 hours b) 40 hours with time-off
38.5 hours (CA)
c) 32 - 45 hours
2)
ad b) By time-off within 13 weeks CA
ad c) Till 52 weeks
a) L: Up to 9 hours
B b) L: Up to 12 hours 1)
a) Metal CA: Up to 40 hours with time-off
c) CA: Up to 9 hours
2)
b) CA n°42: derogation from Sunday
rest, daily and weekly limits 3)
Condition: PA
c) Metal CA: flexible week (+/- 1 hour per day, +/- 5 hours per
week) 2)
a) 38 hours (or less if PA)
a) Within 12 months: 12 compensation
days (or more if PA with shorter
average weekly hours)
b) 38 hours (or less if PA)
b) Within 12 months
c) 38 hours (or less if PA)
c) Within 12 months
DK CA: Up to 12 hours Varying weekly working hours 37 hours Within 1 year + additional 6 months if agreed
FIN No limit 1) No limit 36.2 hours in day work, 2 shifts as from 2002 Within 12 months
F
D 1)
I
NL 1)
L: Up to 10 hours
CA: Up to 12 hours
L: Up to 10 hours
(subject to certain
conditions)
CA: Up to 12 hours and
50 minutes
L1: Up to 10 hours, excl.
overtime
L2: Up to 12 hours
Footnotes: see end of Table.
Up to 42 hours (average) over 12 weeks reference period 1)
Up to 48 hours per week
CA:
a) Uneven distribution over several weeks (without range by CA)
b) Longer working hours with compensation in time-off
35 hours or normal hours of work Up to 12 months (depends on PA)
(only if an annualisation of working time is
scheduled)
CA:
a) 35 (-40) hours
b) 38 (-40) hours 2)
Up to 48 hours weekly for a maximum of 8 weeks 1) 40 hours 12 months
L1: Up to 60 hours overtime included
L2: up to 60 hours
Table 22
CA: Within 12 months, in some regions up to 16
months (e.g. NRW)
L1: 50 hours
Within 4 weeks
45 hours
Within 13 weeks
L2: 55 hours
Within 4 weeks
48 hours
Within 16 weeks
No rules in CA; Concept of "annual working hours"
2000: 1736 hours / 2001, 2002, 2003: 1728 hours / 2004: 1752 hours / 2005: 1744 hours / 2006:
1736 hours / 2007: 1728 hours / 2008:1736 hours / 2009: 1720 hours / 2010: 1728 hours

66
August 2008
UNEVEN (FLEXIBLE) DISTRIBUTION OF REGULAR WORKING HOURS (WITHOUT OVERTIME) on individual week DAYS and work WEEKS (Full-time workers)
(for total admissible working hours including overtime: See Table 24)
Metal, Engineering and Technology-based Industries
Country Variation in DAILY hours
N L: Up to 9 hours No rules in CA - Standard work week is 37.5 Variation possible by PA
P
Up to 10 or 12 hours (by agreement or CA) Up to 50 or 60 hours week (by agreement or
CA)
Variation in WEEKLY hours
Type / Range Average to be reached Compensation Period
40 hours Period between 4-12 months
E Up to 9 hours 1) No rules in CA - Concept of standard "annual" hours. Variation possible and distribution of "annual hours" by PA or provincial CA.
S
CH
TR
UK
AUS
L: No maximum or minimum per day.
Rules concerning night rest 1)
CA: 8 hours if no agreement at company level
Standard work week is 40 hours 2)
a) Manual workers: CA - variation possible by PA or individual agreement 3)
b) Staff workers: Employer's decision within limits of Law or CA
L/CA: 5 – 14 hours CA: 0 - 45 hours (more is overtime)
CA: 2,080 hours (standard annual WT)
Average: 40 hours
Exception clause: hours can be increased to a
max. of 2,210 hours
Table 22
Compensation on a yearly basis or longer
CA: Within 12 months
+/- 100 hours may be carried over
into next period
Exception clause: period can be increased
up to18 months or + 200 hours may be
carried over into next period
L: up to 11 hours Standart work week in 45 hours. L: 45 hours Compensation within two months. May be
increased up to 4 months by collective
agreements.
L/CA: No limits L: 48 hrs average over 17-week ref period or
as agreed up to 52 weeks
Up to 12 hours per day In excess of 10 hours requires the
agreement of the employee
Hours can be averaged over a period of 4
weeks by the employer. By agreement with the
employee, hours can be averaged over period
fo up to 3 months for day workers and 12
months for shift workers.
SA Infinite variation by agreement at company level CA: Variation through plant level agreement CA: 2,012 hours By PA agreement
IRL
PA: 8 hours (shifts could be up to 12 hours
maximum)
48 hours max. Practice: Standard work week by national CA remains at 39 hours, without rules on variation. Actual working hours are
negotiated at company level. 1)
LUX L/CA: 4 - 8 hours Mostly 40 hours with time-off No rules in CA No rules in CA
Footnotes: see end of Table.

67
August 2008
FOOTNOTES TABLE 22
A 1) According to the law on working time that came into effect on 1 January 2008, the normal working day may be extended up to 10 hours by CA, in special cases up to 12 hours.
2) Possibility to extend compensation period to 52 weeks by PA, but agreement of parties to CA is compulsory for becoming effective.
B 1) Possibility to extend DAILY limit to 12 hours by CA under the following conditions:
- prior information of Works Council, Trade Union Delegation and individual worker concerned by stating reasons for introduction;
- only on voluntary basis if not all workers are affected;
- measure must have a positive effect on employment at plant level.
2) Metal CA of 1987-1988 extended until end December 2006.
3) Mostly used for:
- important fluctuations resulting from high/low activities;
- special week-end shifts of 2 x 12 hours.
FIN 1) See Table 24 Footnotes 1) and 2) concerning rest periods.
F 1) the annualisation of working time must be based on a branch or a plant agreement. In the metal industry: the variation is possible up to 48 hours per week; 42 hours average over 12-week ref.
period (1,607 hours at the end of 12 months)
D 1) Different CA rules for the old (western) Bundesländer (case a) and the new (eastern) Bundesländer (case b).
2) The 35 hours/week applies as from 01.10.1995 in the “old” Western Federal States (until then: 36 (-40) hours); possibility to make at company level individual agreements for a certain number of
employees (13 to 18 % of the total employees, according to regional CA). Since 2004, the agreement can be applied to a higher number of employees.
I 1) The CA of 20 January 2008 allows the use of “multi weeks“ working time in 3 cases: “seasonal work“; installation and maintenance of technological and industrial equipment; surges in activity.
(Multi weeks means that in the annual working time there are 64 hours that can be worked modifying the weekly working time of 40 hours, i.e. a worker could work 48 weekly hours for 8 weeks
under the condition that the weekly working time during another 8 weeks is 32 hours).
NL 1) A new Working Hours Act (and Working Hours Decrees) came into force on 01.04.2007, with the exception of those branches where the c.a. expired at a later date. For the Metalworking
industry the new law came into effect on 01.11.2007. In the C.A. 2007 – 2010 is stipulated that an employer who wishes to introduce a working hours scheme exceeding the (old) Working Hours
Act (and the standards of the Working Hours Decrees) that applied until 01.11.2007 much reach agreement on that scheme with the employee unions that are party to this C.A.
2) L1: Limitations based on C.A..
L2: Limitations based on new Law.
E 1) It is in principle foreseen by law, but it could be modified by agreement with workers' representatives. Limits:
- annual working time
- 12 hours rest between working days.
S 1) Optional rule. Legislation permits other rules if a national CA is achieved with alternative rule.
2) Day-time manual workers have an option of 94 minutes compensation leave for every working week. Regarding workers in shift-systems: please refer to Table 18.
3) If no agreement is reached, the employer is entitled to vary working hours up to 30 minutes per day and working period from hours stipulated in the CA.
IRL 1) The implementation of the Organisation of Working Time Act of 1997 allows for averaging over reference periods of 2 months for night workers/ 4 months /6 for certain activities as set down in
the act, whose work is subject to seasonality, foreseeable surges in activity or in ensuring continuity of service or production etc./12 months which must be registered with Labour Court.

68
August 2008
POSSIBILITY FOR REGULAR WORK ON SATURDAYS AND SUNDAYS
(i.e. NOT as overtime, for maintenance, emergencies or other ad hoc reasons)
Metal, Engineering and Technology-based Industries
Country
Possibility
REGULAR work on SATURDAYS
Conditions / Limitations Possibility
REGULAR work on SUNDAYS
Conditions / Limitations
A
B
DK
FIN
F
D
I 1)
NL
N
Yes In principle working time should end at 13.00 h on Saturday. Various
possibilities for extension to 15.00 or 18.00 h or up to Sunday morning. In
practice: Saturday work only in connection with shift work. 2)
Yes a) Saturday is considered as a normal working day (Works’
rules), in practice mostly in connection with shift work.
b) Week-end shifts: 2 x 12 hours (see table 22, b)).
Yes Saturday normally considered as a day-off - but if necessary, the normal
weekly work can be placed on Saturday.
In practice mostly only in connection with shift work.
Week-end shift work possible: Normally 2 groups (2 shifts) working 24
hours (in all) each Saturday and Sunday.
In principle
forbidden. But
exceptions 1)
In principle
forbidden. But
exceptions
Table 23
Compulsory 36 hours rest including full Sunday. Exception possibilities for continuous shift
work, but only for TECHNICAL (not economic) requirements. Special CA around economic
reasons.
L and CA (interprof): Possibility to derogate from prohibition (also for public holidays) and from
compensatory rest requirement. Conditions: Conclusion of PA; only on voluntary basis if not
all workers are affected; measure must have positive effect on employment at plant level.
Possible 24 hours continuous rest within one week - if possible on Sundays. General dispensation
when operating in shift work.
Yes No limitations by law or CA. Yes No limitations by law or CA. Need for consent of workers concerned (except for continuous
shift work).
Yes Possible up to 10 (L) or 12 (CA) hours In principle
forbidden. But
exceptions
Yes Possible up to 10 hours under certain conditions which are different in the
individual regional CA. Need for agreement with workers’ representatives.
Yes L: Saturday is a normal weekday.
CA: Possibility to schedule weekly hours either on 5 or 6 days;
in 6-day week work usually ends at 13.00 h on Saturday.
In practice normal weekly working time is scheduled on a 5-
day week Monday to Friday.
In principle
forbidden.
In principle
forbidden.
But exceptions
Yes CA: Work on Saturday to be avoided if possible. No work on
Sunday, unless
Yes Possible for 6 hours (06.00-12.00). Need for negotiations with workers’
representatives; in case of non-agreement management takes final
decision.
Footnotes: see end of Table.
In principle
forbidden.
Precondition: Conclusion of a plant agreement or authorisation of the labour inspector
Exceptions only for certain TECHNICAL and ECONOMIC requirements or for maintaining the
competitiveness vis-à-vis foreign competitors with a longer operating time (§ 13 V Working
Time Act).
L 2) : Possibility to transfer compulsory weekly rest of uninterrupted 24 hours
to another day, but only for certain ongoing, TECHNICAL, serious
ECONOMIC (seasonal) or other actions specified by law. No particular conditions except
information of Labour Inspectorate within 24 hours after work started; if reasons are not
considered justified, inspectorate can order suspension or limitation of work.
CA: Sunday is the weekly rest day.
L1 + L2: - the contrary is stipulated and
- it results from the nature of work OR
- circumstances of the undertaking make it necessary and the Works
Council has given consent
- and individual Employee must have given consent. 1)
Exceptions only for certain TECHNICAL requirements.

69
August 2008
POSSIBILITY FOR REGULAR WORK ON SATURDAYS AND SUNDAYS
(i.e. NOT as overtime, for maintenance, emergencies or other ad hoc reasons)
Metal, Engineering and Technology-based Industries
Country
Possibility
REGULAR work on SATURDAYS
Conditions / Limitations Possibility
REGULAR work on SUNDAYS
Conditions / Limitations
P
E
S
CH
TR
UK
AUS
Yes Saturday normally considered as a day-off; if necessary, however, the normal
weekly work can be placed on Saturday. In practive, mostly only in
connection with shift work.
Yes L: Saturday is a regular working day, work is possible up to 9 hours
within a maximum of 40 hours/week. 1)
CA: Usually Saturday afternoon off; increasingly full Saturday off.
Yes MANUAL workers : CA - possibility to schedule work on Saturday by PA; if
non-agreement: Monday - Friday (national CA).
STAFF workers : Employer’s decision within limits by law and CA (usually by
consensus).
Yes L: Saturday is a normal working day. In practice mostly only in
connection with shift work, and with Saturday afternoon off.
Yes Only in connection with shift work or as overtime.
Yes L: Uninterrupted weekly rest period of 1.5 days, including full Sunday (as general rule).
Possibility to fix other rest periods by CA or individual agreement, in connection with
shift work.
Yes Same possibilities as for work on Saturday.
Table 23
Yes, limited Normal (regular) work on Sunday is forbidden. But exception for TECHNICAL and ECONOMIC
requirements possible. Autorisation by labour inspector.
Yes Saturday is a regular working day within a 45-hour week. Yes L: Sunday is generally the weekly rest day. But can be transferred to another weekday with the
condition of giving the worker a rest for a minimum of twenty-four hours (weekly rest day) without
interruption within a seven-day time period. In practice, this possibility is used, particularly for
shift work.
Yes Regulation at company level. Normal working week is likely to be Monday to
Friday, however, Saturday and Sunday working can be arranged by
individual or collective agreement at company level.
Limited Shiftworkers can be directed to work on Saturday. Day workers can only work
Saturday (other than overtime) by agreement between the employee and the
company
Yes Not forbidden in principle.
SA Yes CA: If Saturday is regular working day (max. 8 hours). Limited By exemption from CA.
IRL
LUX
Yes Regulations at company level. Normal working week is likely to be Monday to
Friday, however, Saturday and Sunday working can be arranged by
individual or collective agreement at company level.
Yes No special rules for Saturday work.
In practice only with shift work.
Footnotes: see end of Table.
Limited Shiftworkers can be directed to work on Sunday. Day workers can only work on Sunday (other
than overtime) by agreement between the employee and the company.
Yes CA: Work on Sundays can be agreed by PA or individual employment
Contracts. Sunday should be day of rest. If necessary to work Sundays, then provision must be
included in contract that employee is required to work Sunday. Must be paid an allowance/shift
premium for working Sundays and must be given 24-hour rest in lieu before next Sunday.
In principle
forbidden.
But
exceptions.
Exceptions are (among others):
In continuous production for TECHNICAL and ECONOMIC requirements if this can create or
safeguard jobs.
Conditions: Consultations with unions, workers’ representatives and workers; Minister of Labour
takes decision. Furthermore need to grant compensatory rest, and to pay supplement of 70 %.

70
August 2008
FOOTNOTES TABLE 23
A 1) According to the law on working time that came into effect on 1 May 1997, work on Sunday morning is permitted, “if provided for by CA and is necessary in order to prevent economic
disadvantages or to secure employment“.
2) Differences between normal work / non-continuous shift / continuous shift (7 days).
I 1) The 5 th July 1994 CA provides for “Part-Time week-ends“ contracts. Workers employed with this contract can work even on Sunday, but within the contractual weekly working time limit.
2) According to the Legislative Decree 66/2003 the CA can move the weekly rest day from Sunday to another day of the week.
NL 1) L1 + L2: 13 free Sundays per 52 weeks.
E 1) Only annual working time is compulsory by law. That means that 40 hours should be respected as average working time per week, and that 9 hours/day is a limit to be
respected in principle, but that could be modified by agreement with workers’ representatives.

71
Metal, Engineering and Technology-based Industries
Country
A 1)
B
DK
FIN
F
August 2008
OVERTIME:
Up to 2 hours 2)
VOLUME OF ADMISSIBLE OVERTIME AND TOTAL WORKING HOURS
Maximum OVERTIME and WORKING HOURS permitted (exceptions: in brackets)
Hours per day Hours per week Hours per month or quarter Hours per year
MAXIMUM WORKING HOURS:
Up to 10 hours
OVERTIME:
MAXIMUM WORKING HOURS:
L: Up to 11 hours (12 hours in case of
continuous shift work)
OVERTIME:
CA: No rules
MAXIMUM WORKING HOURS:
L: Up to 13 hours 2)3)
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
No rules 1)
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
( L: Up to 10 hours)
(CA: Up to 12 hours)
Footnotes: see end of Table.
OVERTIME:
Up to 5 (10) hours 2)
MAXIMUM WORKING HOURS:
Up to 50 hours
OVERTIME:
MAXIMUM WORKING HOURS:
L: up to 50 hours;
up to 56 hours if working time does not
exceed 8 hours/day
OVERTIME:
CA: No rules
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
No limits in CA 2)
OVERTIME:
Up to 13 hours [48-13]
MAXIMUM WORKING HOURS:
L: 48 hours
CA: 48 hours
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
CA: 8 hours over 4-week period 1)
MAXIMUM WORKING HOURS:
Max. 48 hours on average over a 4-month period
OVERTIME:
L: max. 138 hours over a 4-month period
CA: Only yearly limits
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
No rules
OVERTIME:
Theoretically: 52x5 (= 260 hours)
Further 60 hours (in addition to weekly maximum)
MAXIMUM WORKING HOURS:
No rules
Table 24
OVERTIME:
CA: Working time may never at any time exceed with more
than 130 hours (credit) the annual working time
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
No additional rules
OVERTIME:
Up to 250 hours 3)
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
L: Up to 220 hours
CA: 220 hours
In case of an annualisation of working time : 175 hours
MAXIMUM WORKING HOURS:
No rules

72
Metal, Engineering and Technology-based Industries
D
Country
(diff.
regional
CA)
I
NL 1)
N
P
E
August 2008
OVERTIME:
L/CA: 1)
VOLUME OF ADMISSIBLE OVERTIME AND TOTAL WORKING HOURS
Maximum OVERTIME and WORKING HOURS permitted (exceptions: in brackets)
Hours per day Hours per week Hours per month or quarter Hours per year
MAXIMUM WORKING HOURS:
L: Up to 10 hours (subject to certain
conditions)
OVERTIME:
CA: Up to 2 hours or up to 8 hours which
was not a work-day
MAXIMUM WORKING HOURS:
L: Up to 13 hours
MAXIMUM WORKING HOURS:
L1: Up to 12 hours, overtime incl.
L2: Up to 12 hours
OVERTIME:
L: Up to 6 hours
MAXIMUM WORKING HOURS:
Up to 14 hours
OVERTIME:
Up to 2 hours
MAXIMUM WORKING HOURS:
Up to 10 hours
OVERTIME:
No rules 1)
MAXIMUM WORKING HOURS:
No rules 2)
Footnotes: see end of Table.
OVERTIME:
L: Up to 10 hours 2)
MAXIMUM WORKING HOURS:
L: No rules
CA: No rules
OVERTIME:
CA: Up to 8 hours
MAXIMUM WORKING HOURS:
L: 48 hours average in four months
CA: Up to 48 hours
MAXIMUM WORKING HOURS:
L1: Up to 60 hours, overtime incl.
L2: Up to 60 hours
OVERTIME:
L: Up to 10 hours
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
Up to 10 hours
MAXIMUM WORKING HOURS:
CA: Up to 50 hours
OVERTIME:
No rules 1)
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
CA: Up to 20 hours of overtime 2)3)
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
No rules for the metal sector
MAXIMUM WORKING HOURS:
L1: 45 hours in 13 weeks (on average); 48 hours
in 13 weeks, overtime incl.
L2: 48 hours in 16 weeks (on average)
OVERTIME:
L: 25 hours over 4 successive weeks
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
No rules 1)
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
L: Overtime on up to 60 days in a year
(without time compensation)
CA: No rules
MAXIMUM WORKING HOURS:
No rules
Table 24
OVERTIME:
CA: Between 200 and 260 hours / year 1)
of which 40-48 without consultation/
permission 2)
MAXIMUM WORKING HOURS:
L: 250 hours / year excluding exceptions included in the CA
Maximum WORKING HOURS:
No rules
OVERTIME:
L: Up to 200 (under exceptional
circumstances up to 300) hours
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
Up to 150 or 175 hours depending on the enterprise dimension
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
L: Up to 80 hours
MAXIMUM WORKING HOURS:
No rules

73
Metal, Engineering and Technology-based Industries
S
Country
August 2008
OVERTIME:
No rules
VOLUME OF ADMISSIBLE OVERTIME AND TOTAL WORKING HOURS
Maximum OVERTIME and WORKING HOURS permitted (exceptions: in brackets)
Hours per day Hours per week Hours per month or quarter Hours per year
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
No rules
MAXIMUM WORKING HOURS:
No rules
OVERTIME:
Up to 50 hours in one calendar month 1)
MAXIMUM WORKING HOURS:
No rules
Table 24
OVERTIME:
Manual workers: Up to 150 hours (extension possible) 1)
Staff workers: 150 - 300 hours 2)
MAXIMUM WORKING HOURS:
No rules
OVERTIME: up to 2 hours
OVERTIME: No rules
OVERTIME: No rules
OVERTIME: L: Up to 170 hours
CH MAXIMUM WORKING HOURS:
MAXIMUM WORKING HOURS: MAXIMUM WORKING HOURS:
L: 11 hours
45 (additional overtime)
No rules
1)
MAXIMUM WORKING HOURS:
No rules
OVERTIME: No rules
OVERTIME: No rules
OVERTIME: No rules
OVERTIME: L: Up to 270 hours
TR MAXIMUM WORKING HOURS:
MAXIMUM WORKING HOURS: MAXIMUM WORKING HOURS:
MAXIMUM WORKING HOURS:
Up to 11 hours
No rules
No rules
No rules
OVERTIME:
OVERTIME:
OVERTIME:
No rules
No rules
UK
MAXIMUM WORKING HOURS:
MAXIMUM WORKING HOURS:
Up to 13 hours (daily rest of 11 hours in L: 48 hrs on average over 17 weeks or
any 24-hour period)
other agreed reference period
1)
OVERTIME:
CA: 24 hours in any 4 weeks (exceptions No rules
made for breakdowns etc.)
MAXIMUM WORKING HOURS:
MAXIMUM WORKING HOURS:
No rules
No rules
AUS No rules but “reasonable amount“ No rules but “reasonable amount“ No rules No rules
SA
IRL
LUX
OVERTIME:
No rules
OVERTIME:
MAXIMUM WORKING HOURS:
Up to 13 hours (daily rest period of 11
hours in 24-hour period)
OVERTIME: Up to 2 hours
MAXIMUM WORKING HOURS:
Up to 10 hours
Footnotes: see end of Table.
OVERTIME:
CA: up to 10 hours per week
MAXIMUM WORKING HOURS:
CA: No maximum
OVERTIME:
MAXIMUM WORKING HOURS:
L: Up to 48 hours per week
OVERTIME: Up to 8 hours
MAXIMUM WORKING HOURS:
Up to 48 hours
No rules No rules
1) OVERTIME:
OVERTIME: No rules
MAXIMUM WORKING HOURS:
No rules
MAXIMUM WORKING HOURS:
Average - can be averaged over 4/6/12 months maximum
OVERTIME: No rules
MAXIMUM WORKING HOURS:
No rules

74
August 2008
FOOTNOTES TABLE 24
A 1) The CA stipulates that hours worked between the standard 38.5 hours/week (since 01.11.1986) and 40 hours/week (so-called “extra“ hours) are not imputed on admissible overtime.
2) Beyond “agreed“ + “extra“ hours - with supplement. Overtime can exceed 2 hours/day as long as the total admissible WORKING TIME of 10 hours/day is not exceeded.
DK 1) Additional time only when counterbalanced in time-off exemption granted or the work has to be done due to other workers’ absence.
2) As a minimum 11-hour rest each 24 hours (counted from the beginning of the normal working time).
3) Nightworkers: max. 8 hours per “day“ (24 hours) on average over a 4-month period.
FIN 1) Max. working hours not limited by CA but by law which stipulates a normal rest period of 11 hours between 2 working days. In certain cases this rest period can be shortened to minimum 5
hours (max. 3 days in a row).
2) Max. hours per week are limited by the rest periods mentioned in footnote 1) the minimum of which is 7 hours (if this arrangement lasts for more than 3 days in a row).
3) If agreed upon at plant level 80 additional hours per year.
F 1) Total WORKING time (including overtime): by Law up to 10 hours/day, by Plant agreement up to 12 hours/day.
D 1) The law regulates only the total admissible WORKING hours per day. Regarding the CA: Due to the “flexibility“ provisions in the (regional) collective agreements since 1985 with different
“personal“ working hours and in view of the legal maximum of daily WORKING hours, the permissible daily OVERTIME can vary for the individual workers.
2) Can be extended by PA.
3) As from the 17 th hour onward, the worker can claim compensation in time-off instead of compensation in money, unless urgent plant needs make this impossible.
I 1) CA: 200 hours for companies with more than 200 employees; 250 hours for companies with less than 200 employees, and for shipbuilding repairwork; 260 hours for plant installation sector .
2) 40 hours for shiftworkers and companies with more than 200 employees; 48 hours for companies with less than 200 employees.
NL 1) See also Table 18: L1 + L2.
E 1) Only yearly limit (L: 80 hours).
2) Even if law refers to a 9-hour limit, it gives the possibility of modifying it, under certain conditions.
S 1) Further overtime without limits is possible if a LOCAL PA is made.
2) 150 hours in general, further 75 hours + further 75 hours by local agreement.
CH 1) Legal maximum refers to legal working time of 45 hours/week.
UK 1) Following the cessation of national bargaining in 1989, companies are introducing variations to previous collective agreements.
IRL 1) The above-mentioned maximum working hours must be average over 2 months( night workers) 4 months (by law), 6 months (for certain sectors), 12 months (by CA).

75
August 2008
TIME-OFF FOR OVERTIME
Metal, Engineering and Technology-based Industries
Country COMPULSORY time-off compensation POSSIBILITY to grant time-off for overtime - Conditions and equalisation period
A No. CA: Time-off by mutual agreement, equivalent to basic rate + supplement.
B
DK
FIN
F
D
L: 100 % time-off for overtime hours
CA: Within 12 months after end of year
CA: For overtime beyond 8 hours during a successive 4-week period
unless otherwise agreed.
Within 4 months. Certain exceptions, e.g. because of other worker’s
absence (overtime pay).
L: Prohibited to convert overtime pay in supplementary time-off, but choice of worker for overtime pay on
supplementary time-off for 65 hours overtime
By agreement.
No. L: Possible. Conditions: Mutual agreement by both parties. Time-off equivalent to basic rate + supplement.
Within 6 months.
a) Compensatory rest for 50 % of overtime hours beyond
41 hours/week in enterprises with more than 20 employees.
b) Compensatory rest for 100 % of overtime hours beyond 220 in
enterprises in metal trade of more than 20 employees, 50% in
enterprises with 20 employees and less.
As from 17 th overtime hour: upon request of employee if there are no urgent
company needs against it; equalisation within the following 3 months.
Table 25
L: Possibility of compensatory rest equivalent to the amount of overtime to be fixed by PA. In the absence of a TUdelegate,
possibility to obtain the “non-opposition“ of the works committee.
CA: in the absence of works committee, agreement between employer and worker.
CA: Up to 16 overtime hours/month in agreement between employer and worker.
I 1) In principle: No. Only in exceptional cases in the steel industry.
No. CA: “Additional“ hours (beyond scheduled annual hours) without overtime pay. For “overtime“ hours (beyond
NL
daily schedule and 8 hours/day) with overtime pay. Preferably by end of quarter. “Additional“ hours can
also be transferred into next year and/or partly paid.
N No. No rules.
P
I 1)
In enterprises of more than 10 employees:
- 100% time-off for overtime hours on Sundays
- 25% compensatory rest for overtime on other days
Employees may choose to take compensatory time-off for all overtime hours worked each month.

76
August 2008
TIME-OFF FOR OVERTIME
Metal, Engineering and Technology-based Industries
Country COMPULSORY time-off compensation POSSIBILITY to grant time-off for overtime - Conditions and equalisation period
E
S
CH
No. L: Overtime can be compensated by time-off if so is agreed. If no agreement is reached on the economic
supplement to be paid for overtime, compensation by time-off will subsidiarily apply.
Such compensation is also foreseen by law as a substitutive measure in case no agreement were reached on the
amount to be paid for overtime.
No. CA: Manual workers are entitled to claim compensation on 1:1 basis (supplement in cash). The employer and the
individual worker has to agree upon time-off.
CA is based on annual working time (in a way, a compulsory time-off
compensation.
Employees are free to compensate overtime with time-off.
TR 1)
No. Possible according to the will of the worker. The worker can use a free time of one-hour and thirty minutes for each
hour worked overtime rather than receiving overtime pay. Time-off shall be used within six months, within the
worker’s working time and without any deduction in his wages.
UK No. No rules.
AUS
No. No rules. Companies, by agreement, can allow employees time-off to be made up with overtime without penalty
payments.
SA No. No rules.
IRL
No. By Local Agreement. Companies can pay overtime with time-off. In which cases no overtime
supplements have to be paid.
LUX CA: Only in steel industry; time-off for hours beyond standard work week. Companies are free to compensate overtime with time-off.
TR 1) If the work at extra hours are concerned, the free time to be used shall be one hour and fifteen minutes for each extra hour. (See Table 19 –footnotes)
Table 25

77
Metal, Engineering and Technology-based Industries
Country Decision on Overtime/Codetermination of Workers' Representatives
August 2008
DECISION ON OVERTIME
Exceptions from Overtime Limits
Who can grant them ? Under what conditions ?
A In principle: By management In practice: Agreement with Works Council Trades Supervisory Board (Arbeitsinspektorat) Upon proof for urgent need
B
DK
FIN
F
D
I
Agreement with TU delegation + Authorisation by Social Inspector (except
in case of accidents etc.).
Management. Consultation with individual worker and information to Shop
Stewards. Supplementary payment if notice is given later than the day
before.
Agreement with worker concerned, or by permanent consent through plant
rules.
By management upon authorisation by the labour inspector. Annual
overtime of 220 hours (L) in the metal industry, after authorisation of the
labour inspector or individual workers agreement.
Social Inspector (Ministry of Labour) Unexpected, exceptional increase of work (no
authorisation needed in case of accidents/repair
work).
Employers' Organisation + Unions concerned. Until
then, Shop Stewards + Management in cooperation.
Agreement at plant level 1)
Labour Director of the district (labour inspector,
Direction Départementale du Travail)
Plant agreement with Works Council Trade Supervisory Office (public authority)
(Gewerbeaufsichtsamt)
Upon proof for urgent need.
Exceptional circumstances
Upon proof for urgent need
First 40 - 48 hours/year: By Management decision.
Beyond 40 - 48 hours: Upon information of workers' representatives at
plant level; codetermination for overtime on Saturday in case of 5-day work
week.
For overtime exceeding 48 hours/week: Authorisation by Labour
Inspectorate is necessary.
Local Labour Inspectorate In exceptional technical production situation
NL By management after consultation with the Works Council - -
N
By management after consultation with Shop Stewards Directorate of Labour Inspector or Working Environment
Committee
Upon proof for urgent need
P Agreement with workers concerned CA permits overtime beyond limit In certain cases such as breakdowns, repairs
E Agreement with workers concerned or workers' representatives Ministry of Labour Upon proof for urgent need
FIN 1) If agreed upon at plant level 80 additional hours per year.
Table 26

78
Metal, Engineering and Technology-based Industries
S
Country Decision on Overtime/Codetermination of Workers' Representatives
August 2008
DECISION ON OVERTIME
By management MANUAL workers: Local union agreement, or
individual agreement.
STAFF workers: 150 hours in principle, further
75+75 by local agreement.
CH By management after consultation of workers concerned
TR
UK
Exceptions from Overtime Limits
Who can grant them ? Under what conditions ?
By management with consent of workers concerned. Government During mobilisation and for procuring needs for national
defence.
By management. Although some companies have company or plant
agreements to discuss these arrangements.
AUS By management - -
SA By management with consent of workers concerned. CA / Bargaining Council Upon proof for urgent need
IRL 1)
In principle by management Department of Enterprise & Employment
(Government Departments)
Now determined by operation of law (Organisation of
Working Time Act, 1997)
LUX Authorisation by Minister of Labour after consultation with Works Council. Minister of Labour Upon proof for urgent need
IRL 1) Collective agreements will need to be individually signed and registered with the Labour Court in order to work in excess of 48 hours per week (average over reference period of 4/6/12 months).
Table 26

79
August 2008
SUPPLEMENTS FOR OVERTIME
Metal, Engineering and Technology-based Industries
Basis for calculating overtime Supplement to be paid for hours exceeding the standard working hours
Country
Day/Week...
Laid down by
L/CA/PA/IC
1st hour 2nd hour 3rd hour 4th hour 5th hour 6th hour 7th hour
A Day CA 50 % 50 % 50 % 1) 50 % 1) 50 % 1) 50 % 1) 50 % 1) 50 % 1)
B Day L/CA/PA 50 % 50 % 50 % 50 % 50 % 50 % 50 % 50 %
DK Day CA 33,65 DKK 1)
33,65 DKK 1) 53,75 DKK 1)
53,75 DKK 1) (5 th hour - ?) DKK 100,45 1)
Table 27
Further overtime
hours
FIN
a) Day exceeding
b) Week 1) schedule
L/CA 2) 50 %
50 %
50 %
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
50/100 % 3)
F 1) Week L 25 % 25 % 25 % 25 % 25 % 25 % 25 % 25/50 %after 9th hour
D 1)
a) Day (e.g. NRW)
b) Week (e.g. Hesse)
CA 25 %
25 %
25 %
25 %
50 %
25 %
50 %
25 %
50 %
25 %
50 %
25 %
50 %
40 %
50 % 2)
40 - 50 %
I 1) Day CA 25 % 25 % 30 % 30 % 30 % 30 % 30 % 30 %
NL 1) Day CA 2) 24 % 24 % 41 % 41 % 41 % 41 % 41 % 41 %
N 1) Day L 2) 50 % 50 % 50 % 50 % 50 % 50 % 50 % 50 %
P Day CA 50 % 75 % 100 % 100 % 100 % 100 % 100 %
E 1) Day or Week CA/PA/IC
S 1) 2) Day CA approx. 45 % 45 % 45 % 45 % 45 % 45 % 45 % 45 %
CH Week L 25% 25 % 25 % 25 % 25 % 25 % 25 % 25 %
TR 1)
Week L
CA
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
50 %
100 %
UK 1) Day CA/PA/IC 33 1/3 % 1) 33 1/3 % 1) 50 % 1) 50 % 1) 50 % 1) 50 % 1) 50 % 1) 50 %
AUS Day L 50 % 50 % 50 % 100 % 100 % 100 % 100 % 100%
SA Day CA 50% 50% 50% 50% 50% 50 % 50 % 50 %
IRL Day or Week PA 50 % 1) 50 % 50 % 50 % 100 % 100 % 100 % 100 %
LUX
Day or Week L
CA
25 %
30 or 50 %
Footnotes: see end of Table.
(L: law; CA: collective agreement; PA: plant agreement; IC: individual contract)
25 %
30 or 50 %
25 %
30 or 50 %
25 %
30 or 50 %
25 %
30 or 50 %
25 %
30 or 50 %
25 %
30 or 50 %
25 %
30 or 50 %

80
August 2008
FOOTNOTES TABLE 27
A 1) For the 3rd and following hours per day if falling after 19.00 h: 100 %. In case of several shifts, except for the first shift, the 100 % supplement is due for the 3rd and following daily overtime
hours also if falling before 19.00 h. Furthermore 100 % for any hour worked in excess of normal working time schedule on 31 December. Between 20.00h and 06.00h: 100 %.
DK 1) Supplements will be DKK 31,70 for 1st and 2nd hour, DKK 49,15 for 3rd and 4th hour and DKK 94,70 for 5th and more hour by the 1.3.2006
FIN 1) On a daily basis: Beyond scheduled hours. The weekly basis applies only - irrespective of daily overtime - in case of work on Saturdays or Sundays.
2) Possibility to derogate by PA.
3) From 9 th hour onward: 100 %.
F 1) Lower rates (but upper 10%) can be foreseen by CA or P.A.
D 1) Different regulations in the individual regions. In the Northern regions overtime supplements are mostly due if the regular daily working time is exceeded (here as example North Rhine-
Westphalia), in some Southern regions if the regular weekly working time is exceeded (here as example Hesse).
2) 50 % after 9 th hour; different rules in other regions.
I 1) In case of time-off compensation , the percentage is reduced by 50% (see table 25).
NL 1) Overtime rate allowance is calculated on the basic earnings (per hour).
N 1) Overtime hours worked after 9 p.m. (21 hours): Supplement of 100 %.
2) Due to the collective agreement the pay for overtime starts at 37 ½ working hours.
E 1) Supplements for overtime should be agreed. Law only establishes as limit that the payment for overtime should be at least the same as for regular working hours. If there were no Agreement
with workers, it would be compensated by time-off.
S 1) MANUAL workers: Overtime supplements are expressed as absolute figures in SEK. For overtime on weekdays, since 01.04.08: SEK 55.61(and from 01.04.09: SEK 57.45). This amounts to
approximately 45 % of the hourly average wage. Overtime on shift work is paid at a higher level: since 01.04.08: SEK 71.54 (as from 01.04.09: SEK 73.90) on weekdays. Workers have, in
addition to the before-mentioned supplements, the option of compensation leave of 1 hour per overtime hour worked or they can receive compensation in cash or pension for the additional time
worked. On Saturday, Sunday and holidays overtime compensation is approx. 80 % (shift-work approx. 90 %).
2) STAFF workers: Overtime supplements are about 75 % on weekdays between 06.00 - 20.00 h; all other time about 120 %. The compensational leave for overtime work on weekdays is 1.5
hours, and 2 hours for all other time. Some staff workers can get compensation by salary or 3-5 additional days of annual holiday instead of supplements for overtime.
TR 1) If the work at extra hours are concerned, the supplement shall be 25% for each extra hour (see table 19 and 25 footnotes).
UK 1) In November 1989, the EEF withdrew from national bargaining. The figures quoted are those in the last collective agreement but many companies will have changed these through local
negotiations since 1989.
IRL 1) Or 50 % supplement until midnight and 100 % supplement thereafter.

81
August 2008
SUPPLEMENTS FOR NIGHT AND SHIFT WORK
(in addition to normal pay)
Metal, Engineering and Technology-based Industries
Country
Supplements for work in
Double Day Shifts Night Shifts (3rd shift)
Supplements for work in
Regular Nightwork Irregular Nightwork
A
B
DK
FIN 1)
In changing shifts:
1st shift: No supplement
2nd shift: 0,365 (2007)
3rd shift: 1,541/hour (2007) 1,541/hour (2007) Like shift work or as overtime
No legal requirements, in practice different procedures. - In practice different procedures
- Interprof. CA (CAO n°49 art.2) supplementary payment of 0.94 € / hour (-50 years)
and 1,15 € / hour (+ 50 years).
1st shift: No supplement
18.00 - 06.00 h: DKK 33,90 1) or
From 18.00 - 22.00 = DKK 22,00
From 22.00 - 06.00 = DKK 36,40
Depending on local working scheme
Manual workers:
1st shift: No supplement
2nd shift: 1,03 / hour (from 1 October 2007)
and 1.06 / hour (from 1 October 2008)
3rd shift: 22.00 - 6.00 h: DKK 33,90 2) ) or
From 22.00 - 06.00 = DKK 36,40
Depending on local working scheme
Manual workers:
3rd shift: 1.90 / hour (from 1/10/2007)
and 1.95 / hour (from 1/10/2008)
PA.
Like shift work Overtime compensation
Manual workers:
18.00 - 23.00 : 1,03 /hour (from 1/10/07)
23.00 - 6.00 : 1.90 /hour (from 1/10/08)
18.00 - 23.00 : 1.06 /hour (from 1/10/07)
23.00 - 6.00 : 1.95 /hour (from 1/10/08)
Like regular nightwork
F 1) No supplements (but paid break) Mostly 15 % (like nightwork) CA: 15% Mostly 15 % - 25% (up to 100 %)
D 1)
I
Footnotes: see end of Table
No special rules 12.5 - 30 % (mostly 15 %)
(like regular nightwork)
No supplements Night shift: 15 %
Night and holiday shift: 55 %
Night overtime:
1 st and 2 nd hour: 40 %
3 rd and following: 45 %
Holiday Overtime: 65 %
12.5 - 30 % (mostly 25 %)
(different according to region)
Until 22.00 h: 20 %
After 22.00 h: 30 %
Holiday work: 60 %
Overtime: 50 %
Holiday Overtime: 75 %
17.5 - 50 % (mostly 30 %)
Until 22.00 h: 20 %
After 22.00 h: 30 %
Holiday Work: 60 %
Overtime: 50 %
Holiday Overtime: 75 %
Table 28

82
SUPPLEMENTS FOR NIGHT AND SHIFT WORK
(in addition to normal pay)
Table 28
Metal, Engineering and Technology-based Industries
Supplements for work in Supplements for work in
Country
Double Day Shifts Night Shifts (3rd shift) Regular Nightwork Irregular Nightwork
NL
N
August 2008
Double shift work: 13.3 % 1)
Three shift work: 15.0 % 1)
(minimum rates)
1st shift: No supplement
2nd shift: NOK 12.72 (2-shifts)
2nd shift: NOK 12.80 (3-shifts)
2nd shift: NOK 13.56 (continuous)
No special supplements, but normal shift
supplements (15 %).
3rd shift: NOK 19.05 (3-shifts)
3rd shift: NOK 20.12 (continuous)
PA PA
No special rules No special rules
P 15 % - 2 rotating shifts being just one night shift 25 % - 3 rotating shifts or 2 night ones 25% Overtime compensation
E No supplements No supplements No supplements
S
16.30 - 22.30 h: SEK 20.68 (and from 01.04.09:
SEK 21.37)
22.30 - 6.30 h: SEK 26.31
(and from 01.04.09: SEK 27.15)
Normal shift supplements
Normal shift supplements Overtime compensation
CH 1) 1 st and 2 nd shift: various supplements Various supplements 10% time-off compensation 25 %
TR
UK 1)
AUS
SA
No legal rules No legal rules
CA: 10 % for each hour between
20.00 and 6.00 h
6.5 hours pay in addition to pay for actual hours
worked
Day shift: No supplement
Afternoon shift: 15 %
Day shift: No supplement
Afternoon shift: 7.5 %
Night shift: 15 %
3rd shift 1) : 10.5 hours pay in addition to pay
for actual hours worked.
Nightshift overtime: 50 %.Between Saturday
24.00 h and Sunday 24.00 h: 100 %
Night shift: 15 % if rotating
30 % if permanent
No legal rules
CA: 10 % for each hour between
20.00 and 6.00 h
1)
No legal rules
CA: 10 % for each hour
between 20.00 and 6.00 h
33 1/3 % 1) 33 1/3 % - 50 % if it is overtime
1). In practice often special
supplements by domestic
agreement
Permanent night shift applies:
if working night shift only;
if working night shift for more than 4 weeks if shift roster
does not include 1/3 of working time off night shift
Night shift: 15 % 15 % 15 %
Like shift work or as overtime
IRL 1) 18 % - 20 % 25 % CA - 33 1/3 % CA - 33 1/3 % - 50 %
LUX In a few plants In a few plants 15 - 20 or 25 % 15 - 20 or 25 %
Footnotes: see end of Table

83
August 2008
FOOTNOTES TABLE 28
DK 1) Supplements for shift work on Saturdays after 14.00 h, Sundays, public holidays and on other days that were days off: DKK 71,10 / hour.
2) Special supplements for overtime work.
FIN 1) Concerning the supplements for salaried employees , the amount depends on the amount of monthly wages. From 1/11/07: 1st shift: no supplement; 2nd shift: min. 1.42 € - max. 1.87 €; 3rd
shift: min. 2.68 € and max. 3.46 € . From 1/10/08: 1st shift: no supplement; 2nd shift: min. 1.47 € - max. 1.94 €; 3rd shift: min. 2.77 € and max. 3.58 €.
F 1) Metal Collective agreement at national level ( 3rd January 2002)
D 1) Different regional CA.
NL 1) The supplements are paid over all monthly earnings and over 1st shift as well as over 2nd (and 3rd) shift.
E 1) It should be agreed with workers’ representatives a particular supplement. Law establishes no minimum for supplement.
CH 1) No legal rules, but company practice.
UK 1) In November 1989, the EEF withdrew from national bargaining. The figures quoted are those in the last collective agreement but many companies will have changed these through local
negotiations since 1989.
IRL 1) It is possible to negotiate different premia at plant level.

84
SUPPLEMENTS (IN %) FOR WORK ON SATURDAYS, SUNDAYS AND PUBLIC HOLIDAYS
(in addition to normal pay)
Table 29
Metal, Engineering and Technology-based Industries
For REGULAR work on For OVERTIME work on For work on PUBLIC HOLIDAYS falling on a
Country
August 2008
Saturdays Sundays Weekend shifts Saturdays Sundays
Day normally worked
(incl. regular work on
Sat.)
A No 100 50 100 (Higher basis) 100 100
B No No No 50 100 No, unless overtime (+ 100)
No - 06.00 - 12.00: - Saturdays:
Prior to normal working 06 - 12.00h: 66,90 DKK 06.00 - 12.00h: 66,90 DKK
DKK 66,90
06.00-18.00: 53,75 DKK hours:
12 - 06.00h: 100,45 DKK 12.00 - 06.00h: 100,45 DKK
1) 2) 3)
DK
- 12.00-06.00h:
DKK 100,45
18.00-06.00: 100,45 DKK
- Sundays:
6.00-12.00: 66,90 DKK
12.00-6.00: 100,45 DKK
06 - 18.00h: 33,65 DKK
18 - 06.00h: 100,45 DKK
FIN No 100 50 or 100 1) 50 or 100 2) 100 100
F 1)
No No 50 25 if working time above 35
hours per week
Mostly 25 + 15 2)
sometimes up to 100
Up to 100 Up to 100
Non-worked Sat.,
Sund. and high Public
Holidays
D 1) No 50 - 70 25 - 50 2) 50 - 70 100 - 150 50/100 - 150 3)
I
NL
N
No 10 with compensatory
rest days
a) 25 1)
b) 25/50 2)
No Until 14.00 h: 47
After 14.00 h: 65
100 (only for work after
12.00 h) 1)
----------------------------
SHIFT WORK:
NOK 26,53 (only for
work after 14.00 h)
Contin. Shift:
NOK 28,83 (all shifts)
Footnotes: see end of Table.
100
----------------------------
SHIFT WORK:
NOK 26,53 (also work
before 14.00 h)
Contin. Shift:
NOK 28,83 (all shifts)
Do not exist Until 12.00 h: 50
After 12.00 h: 100
55 50; if overtime: 55Overtime + nightwork: 75
84 184 1) 84
100 100 100

85
August 2008
SUPPLEMENTS (IN %) FOR WORK ON SATURDAYS, SUNDAYS AND PUBLIC HOLIDAYS
(in addition to normal pay)
Metal, Engineering and Technology-based Industries
For REGULAR work on For OVERTIME work on For work on PUBLIC HOLIDAYS falling on a
Country
Saturdays Sundays Weekend shifts Saturdays Sundays
P
No No No L 100
CA 300
E No No No
1)
S 1)
MANUAL workers: to the supplements in table 28, the following is added:
22.30 - 06.30: ca. 70 %
06.30 - 16.30: ca. 50 %
16.30 - 22.30: ca. 65 %
MANUAL workers:
Single shift : ca. 80 %
Shift work : ca. 90 %
L 100
CA 300
Day normally
worked (incl. regular
work on Sat.)
STAFF workers: Approx. 57 %
STAFF workers: Approx. 40 % STAFF workers: Approx. 115 %
CH No 50 up to 6 Sundays/Y No 25 50 50 50
TR No No 100 100 100 100
UK 1)
L 100
250
by PA by PA by PA 50 1) 100 1) Day shift : 50 1)
L 100
250
MANUAL workers: 22.30 - 06.30: ca.130 %
06.30 - 16.30: ca. 105 %
16.30 - 22.30: ca. 125%
Night shift: 66 2/3 1)
AUS 1) 50 100 50 - 100 2) 100 100 100
SA
50 100 As for Saturdays and Sundays 50 100 150 plus payment for
shift
1) 2)
100
Table 29
Non-worked Sat., Sund. and high Public
Holidays
150 plus payment for shift
No No legal rules No legal rules CA - T + .5-1st 4
IRL
1)
CA - T2
hours; T2 thereafter
No legal rules
1)
Legally T2
No legal rules
1) Legally: T2 1) or extra day off, however, the
tradition is to pay T2 + allow a day off in lieu/or pay
T3. The public holiday falling on a Sunday is no
longer automatically transferred to the Monday).
LUX No 70 No 25 or 50 (25 or 50) + 70 200 70 1) - 100
Footnotes: see end of Table.

86
August 2008
FOOTNOTES TABLE 29
DK 1) The figures indicate the supplements in DKK.
2) The information in this table only applies to manual workers in the metal sector.
3) If a worker is instructed to perform work on a Saturday on which he/she would otherwise have had the whole day off, the worker is entitled to the following supplement:
a) 06.00 - 18.00h: 53.75 DKK
b) 18.00 - 06.00h: 100.45 DKK
FIN 1) Weekly overtime (overtime exceeding 40 regular hours/week): 8 hours 50 %, following 100 %; daily overtime (overtime exceeding 8 worked hours on the same day): 100 %.
2) Extra 100 % if the worker does not have an uninterrupted rest of at least 35 hours during the week.
F 1) Different rules in regional CA.
2) No addition with other supplements if high rates (75-100 %) are paid.
D 1) Different rules in regional CA.
2) In some regions overtime supplements for work on Saturdays are higher than those on Monday - Friday.
3) 150 % in some regions for Easter and Whit Monday, Labour Day, both Christmas days.
I 1) If overtime is due to reparation and maintenance requirements.
2) If overtime is due to production requirements: 25 % if overtime does not exceed 2 hours. 50 % for ALL overtime hours (also first 2 ones) if overtime exceeds 2 hours.
NL 1) Normal pay (100 %) + compensatory time-off (100 %) + supplement (84 %); calculation on the earnings.
N 1) For STAFF workers: Until/after 14.00 h. Some (STAFF) CA have slightly different rules.
E 1) As agreed with workers’ representatives but payments should be at least as payment for regular work.
S 1) Supplements are expressed in fix money values, depending on the time of the day (manual workers). For staff workers: monthly salary / divisor (depending upon time / day).
UK 1) In November 1989, the EEF withdrew from national bargaining. The figures quoted are those in the last collective agreement but many companies will have changed these through local
negotiations since 1989.
2) Only applies to two public holidays.
AUS 1) Relates to shift workers, not employees usually working on a Monday to Friday contract.
2) Employees working on a Monday to Friday contract - first 3 hours : 50 afterwards 100 %.
IRL 1) “T + .5“ meaning normal time plus one half ; “T2“ meaning double time ; “T3“ meaning triple time.
LUX 1) For work on Sunday, because if a public holiday falls on a Sunday, the day off is fixed another working day.

87
Metal, Engineering and Technology-based Industries
Country
August 2008
New
Year's
Day
01.01
A X X
Epiphany
06.01
Maundy
Thursday
Good
Friday
Easter
Monday
May
Day
01.05
Ascension
Day
Whit
Monday
Corpus
Christi
PUBLIC HOLIDAYS
Midsummer
Eve
Assumption
Day
15.08
All
Saints'
Day
01.11
Immac.
Concep
08.12
Christmas
Eve
24.12
Christmas
Day
25.12
Boxing
Day
26.12
New
Year's
Eve
31.12
1) X X X X X X X X X X X 2) 26.10
Nation.
Holiday
Other Public
Holiday
Table 30
Total
number
3) 14.2
B 1) X X X X X X X X 21.07 11.11 2) 10
DK 1) X X X X (X) 2) X X X 3)
X X 05.06 3) X 4) 12
FIN X X X X X X X 1) X X X 06.12 + 3 2) 10(14)
F X X X X X X X X 14.07 11.11 1) 08.05 2) 11
D 1) X
2)
X X X X X X X
3)
X X X
3)
X 03.10
4)
11-12
I 1) X X X X X X X X X
25.04
02.06 3) 07.122) 12
NL X X X X X X 30.04 1) 6-7
N X X X X X X X X X 17.05 10
P X X X X X X X X 10.06 25.04 05.10 11
E 1) X (X) 2) (X) 2) X X 2) X X X X X 12.10 3) 06.12 4)
S X X X X X X 1)
(25.07) 2)
+1 - 2
days 5)
2) X X X X 06.06 12
CH 1) X X X X X X X X (01.08) 2) (02.01) 3)
TR 1) X
UK 1) X X X X 2) X X X 3) X 4) 8
AUS 1) X X X X X 26.01 2) 3) + 4
25.04
days 4)
SA X X X X X X 27.04
IRL X X X 1) X X X 17.03 2)
LUX X X X X X X X X X 23.06
Footnotes: see end of table.
28.10
29.10 2)
23.04 3)
19.05 4)
30.08 .5)
+9 days
6)
14
14.5
11
5 others
1) 12
3) 4) , 5)
9
10

88
August 2008
FOOTNOTES TABLE 30
*) Number of public holidays paid or actually shortening work week depend on calendar and on rules set out on Table 32.
A 1) Only for members of the Protestant Church and Old Catholics and Methodists (about 10 % population).
2) By CA: Afternoon off on 31.12.
3) Sometimes further days for specific religious groups (e.g. by CA “Day of Afonement“ 18.09. for members of Jewish Confession).
B 1) If a public holiday falls on a Saturday or Sunday, it is transferred to the following Monday - see Table 32.
2) Armistice Day 1918.
DK 1) In principle the worker is not paid on public holidays. However, the employer holds back 3.5 per cent of the normal salary. From this amount the employee receives payment on public holidays.
2) Only for manual workers.
3) CA: 5 th June is a full day off. Payment for this day shall be made in accordance with the provisions concerning weekday holiday payment. Moreover, according to CA, 24 th December shall also
be a full day off. Payment for this day shall be conditional upon a loss of income having been suffered.
4) Prayer’s Day - always 4 weeks after Good Friday.
FIN 1) Midsummer Day is always celebrated on a non-worked Saturday; the day before (Midsummer-Eve – Friday –) is a paid day off instead.
2) 3 additional public holidays not entitling to pay as they fall on non-worked Saturdays. Thus 10 (out of the total of 14) days are shortening the work week if they fall on a working day; 4 are not.
F 1) Armistice Day 1918.
2) Armistice Day 1945.
D 1) Different regulations in the individual „Länder“. Indicated here is situation in Nordrhein-Westfalen (NRW). Days marked “..“ are not observed in NRW, but in some other „Länder“.
2) Epiphany is celebrated in some „Länder“ only, but not in NRW.
3) By CA: Afternoon off (=0.35 day off each)
4) Day of Prayer and Repentance 3rd Wednesday in November (only in Saxonia); cancelled in most „Länder“ (e.g. NRW), as from 1995 to finance nurse care insurance.
I 1) As from 1 st January 2009 public holidays falling on a Sunday are paid (see Table 31) although they are not shortening the work week.
2) Day of Local Patron Saint, here: „San Ambrogio“ for Milan Region (as biggest industrial region).
3) As from 1 st January 2001 the holiday of 2 nd of June, celebrating the birth of the Italian Republic has been reinstated.
NL 1) Birthday of former Queen „Juliana“. If it falls on a Sunday, it is transferred to the following Monday.
E 1) Saturdays still count as working days.
2) Optional holidays. Each Spanish Autonomous Region can choose other regional holidays.
3) Hispanidad.
4) Constitution Day.
5) 1 or 2 local holidays.
S 1) Midsummer Day is always celebrated on a non-worked Saturday; the day before (Midsummer-Eve – Friday –) is a paid day off instead.
2) Always celebrated on the 1st Saturday of November.

89
August 2008
FOOTNOTES TABLE 30
CH 1) Considerable variations in the individual „Kantone“. The CA only mentions that as a rule 9 days should be granted and paid if falling on a regular working day. Indicated here is situation in the
Zurich Kanton where most Swissmem firms are operating.
2) National Day; this day is imputed on the above-mentioned 9 days.
3) Berchtold’s Day (not commonly in the Zurich Kanton).
TR 1) Saturdays still count as working days. Public holidays falling on a Sunday (or on a non-worked Saturday) are paid - see Table 32. If a public holiday ends on a Friday evening, the subsequent
Saturday is also an official holiday.
2) Republic Day (1 ½ days off = as from 1 p.m. of 1st day).
3) Children’s Day.
4) Youth’s Sport Day.
5) Victory Day.
6) End of Ramadan (3 ½ days off by law; by CA: 4 days off) and Sacrifice Day (4 ½ days off by law; by CA: 5 days off). Dates vary every year.
UK 1) Where a recognised Public Holiday falls on a Saturday or a Sunday, an alternative holiday is arranged, e.g. where Christmas Day and/or Boxing Day fall on a Saturday/Sunday, the following
Monday/Tuesday are regarded as Public Holiday; where New Year's Day falls on a Saturday/Sunday, the following Monday is regarded as a Public Holiday.
2) Mayday: in England - always 1st Monday in May, in Scotland - last Monday in May.
3) Spring Bank Holiday: in England - always last Monday in May, in Scotland - 1st Monday in May.
4) Late Summer Bank Holiday: in England - always last Monday in August, in Scotland - 1st Monday in August.
AUS 1) Public holidays vary in the States, usually 11 in total. Indicated here are those celebrated in New South Wales.
2) Australia Day.
3) Anzac Day.
4) These 4 days are: Queen’s Birthday (Monday early June); Labour Day (first Monday in October); Easter Saturday; and 1 additional Public Holiday in March/April each year (variable).
IRL 1) May Day: 1st Monday in May.
2) St. Patricks Day.
3) 1st Monday in August.
4) 1 st Monday in June
5) Last Monday in October.
SA 1) 21 March (Human Rights Day);
2) 16 June (Youth Day);
3) 9 August (National Women's Day);
4) 24 September (Heritage Day);
5) 16 December (Day of Reconciliation).

90
Metal, Engineering and Technology-based Industries
Country Calculation of Payment to be made for each Public Holiday
A
B
DK
FIN
F
D
I
August 2008
The amount which would have been received if the worker had worked that day on full
time
The amount which would have been received if the worker had worked that day on full
time
The employer holds back 4 % of wage. In addition the employer pays 0,75 % of wage
and the employee can increase the contribution by 0,5 % for each day off he/she
relinquishes (max 5 days) From this amount the employee can choose between payment
on public holidays or an increased contribution to his/her pension. 1)
PAY FOR WORKING TIME LOST DUE TO PUBLIC HOLIDAYS
Conditions for Entitlement to Pay for a Public Holiday
Presence at work before and/or after the Public Holiday Length of Service
Presence at work on day before and after (unless justified absence) No
Presence at work on day before and after (unless justified absence) No
Presence at work on day before and after (unless justified absence) No
10 days are paid with 8 x 100 % of average earnings if not a Saturday or Sunday. Presence at work either on day before or after. At least 1 month before the
Public Holiday in question
The amount which would have been received if the worker had worked that day. Proof that the employee would have worked on that day if it had not
been a non-worked day
The amount which would have been received if the worker had worked that day on full
time
A) as from 1 January 2009: A) for public holidays falling on a workday, the amount which
the worker would have received if he/she had worked that day full time;
B) for each public holiday falling on Sunday, the normal monthly earning is increased by
1/26.
Presence at work on day before and after (unless justified absence) No
Presence at work on day before. No payment if absence is not justified
or due to a strike.
NL Continued pay of average monthly earnings No special conditions No
N
P
E
Time workers: Actual hourly earnings. Piece workers: Average earnings during a
preceding period
The amount which would have been received if the worker had worked that day on full
time
The amount which would have been received if the worker had worked that day on full
time
Presence at work on day before and after. May, however, be absent
one of these days if this had been justified.
No special conditions No
No special conditions No
No
No
Table 31
30 days total (agreement)
S Average hourly earnings during the third preceding quarter multiplied by 8 Presence at work before and after (unless justified absence) A few technical limitations
DK 1) Manual workers only. Staff workers receive normal monthly pay without regard to the number of public holidays.

91
Metal, Engineering and Technology-based Industries
CH
Country Calculation of Payment to be made for each Public Holiday
August 2008
Average earnings calculated from the last wages
TIME-WORKERS: Actual hourly earnings
PIECE WORKERS: Average earnings according to last wages
MONTHLY PAID WORKERS: Full salary
PAY FOR WORKING TIME LOST DUE TO PUBLIC HOLIDAYS
Conditions for Entitlement to Pay for a Public Holiday
Presence at work before and/or after the
Public Holiday
No No
TR Normal daily basic wage No No
UK 1)
AUS
At one fifth of week’s individual average earnings
(without overtime pay) 1)
No No
The amount which would have been received if the worker had worked that day on full time Presence at work on day before and after
(unless justified absence)
SA The amount which would have been received if the worker had worked that day on full time No special conditions No
IRL
LUX
Where employees work, or are normally rostered to work, during any part of a public holiday, the rate of
pay is equal to the sum paid in respect of the normal daily hours last worked by them before the public
holiday.
Where employees are not normally rostered to work on a day on which a public holiday falls, they are
entitled to one fifth of the sum paid in respect of the normal weekly hours last worked before the public
holiday.
Part-time employees have to work 40 hours in
the 5 weeks preceding the Public Holiday
The amount which would have been received if the worker had worked that day Presence at work on day before and after.
May, however, be absent one of these days if
this had been justified.
No
No
No
Length of Service
UK 1) In November 1989, the EEF withdrew from national bargaining. The information quoted is that contained in the last collective agreement but some companies will have changed this through
local negotiations since 1989.
Table 31

92
August 2008
SPECIAL RULES FOR PUBLIC HOLIDAY
Metal, Engineering and Technology-based Industries
Public holiday (being off) falling on a SUNDAY or a normally NON-WORKED SATURDAY
A
Country
Entitlement to PAY (although working week is
not reduced)
Yes.
L + CA
Public Holiday on
SUNDAY
Compensation in TIME by granting another day off instead for
Public Holiday on SATURDAY
No No
Yes, if this day falls in paid annual holidays
B No Yes, usually the following Monday (other days can be agreed upon at plant level); this day is paid at usual rates No
DK
Yes, if a public holiday is falling on normally nonworked
days except Sunday (see Table 30)
No No No
FIN No No No No
F
Generally not (except in some regional
agreements)
Generally not (except in
some regional agreements)
Generally not (except in some regional agreements) No
D No No No No
I
NL
Yes , Staff workers 1) : Payment is due only for
public holidays falling on a Sunday
No Only in case of the National
Holiday (Queen’s birthday
30.04)
N No No No
No No No
No No
P No No No No
E No 1) No No
S No No No No
CH No No No No
Table 32
RECOVERY of
Working Time lost by
a Public Holiday
falling on a DAY
normally WORKED
I 1) As from 1 st January 2009 all employees, without differences between manual workers and staff workers.
E 1) There are 14 public holidays granted, some of them are national and others are flexible to be set by the region. If public national holidays fall on Sunday, following Monday would be off.
Nevertheless most of the public holidays could be annually set or modified by the regions, who take into account before the beginning of the year how many of them fall on Sunday. So there
could be regions who opted for transferring the holiday to another day and some others that decide not to celebrate that particular holiday (even if traditional, provided that it falls on Sunday) but
instead to celebrate a different one with some kind of significance for the region in order to reach the result of 14.
No

93
August 2008
SPECIAL RULES FOR PUBLIC HOLIDAY
Metal, Engineering and Technology-based Industries
Public holiday (being off) falling on a SUNDAY or a normally NON-WORKED SATURDAY
Country
Entitlement to PAY (although working week is not
reduced)
Compensation in TIME by granting another day off instead for
Public Holiday on SUNDAY Public Holiday on SATURDAY
TR 1) Yes No No No
UK 1)
No This can refer only to 1.1.; 25.12. or 26.12.: In such cases, usually the following Monday is given off
instead. Where both 25 & 26.12 fall on Saturday/Sunday, the following Tuesday will also be given off.
In a year when a working day falls between the Christmas Holiday or the New Year Holiday and the
week-end or vice versa, employers can allot one of the days of annual holidays to that day.
AUS No The following Monday is given off No
SA
No Automatically moves to the
Monday
No No
IRL Employee entitled to one fifth of normal weekly pay. 1) 1) 1)
LUX No Yes Yes No
Table 32
RECOVERY of Working
Time lost by a Public
Holiday falling on a DAY
normally WORKED
No special rules
TR 1) In cases where time worked has been considerably lower than the normal working time or where operations are stopped entirely on the days before or after the national and public holidays the
employer may call upon compensatory work within two months in order to compensate for the time lost due to unworked periods.
UK 1) In November 1989, the EEF withdrew from national bargaining. The information quoted is that contained in the last collective agreement but some companies will have changed this through
local negotiations since 1989.
IRL 1) Where an employee works on a bank holiday the employer must provide them with the entitlement of either a paid day off within a month, an extra day’s annual leave or an additional day’s pay.

94
Metal, Engineering and Technology-based Industries
August 2008
DURATION OF ANNUAL HOLIDAYS - MANUAL AND STAFF WORKERS
(excluding days-off in compensation for working time reduction)
Annual holidays in Metal Industries by COLLECTIVE AGREEMENT (or Law where applicable)
Country Annual holiday entitlement by LAW MINIMUM
Number of
annual holidays 1 day 2 days
Additional graduation in working days after ... YA or YS *)
1 week + 1 week +
3 days 4 days 1 week **)
1 day 2 days
MAXIMUM duration of
annual holidays
A 5 - 6 weeks 5 weeks 25 YS 1) 6 weeks
B 4 weeks 1) 4 weeks 1) 4 weeks
DK 5 weeks 5 weeks ¾ YS 6 weeks
FIN 4 - 5 weeks 4 weeks 1) 1 YS 5 weeks
F 5 weeks 1) 5 weeks CA: 10 YS CA: 15 YS CA: 20 YS 5 weeks + 3 days
D 4 weeks (24 working days) 6 weeks 6 weeks (30 working days)
I 1)
NL 1)
4 weeks a) 4 weeks
The minimum number of holiday days to which you are
entitled after one year is four times the agreed number
of days you work each week (usually 4 x 5 = 20 days). If
you have not yet been employed for one year by an
employer, your holiday will be calculated
proportionately.
b) 4 weeks
a) 10 YS 2)
b) 10 YS
5 weeks 25 YS or
50 YA
a) 18 YS 3)
b) 18 YS
below 19 YA
or 55 YA
a) 5 weeks
b) 5 weeks
57.5 YA 2) 10 weeks + 4 days
N 5 weeks 5 weeks 60 YA 6 weeks
P 22 - 25 working days 15 working days 22 working days
E 30 calendar days (4 weeks + 2 days) 4 weeks + 2 days 1)
4 weeks + 2 days
S 5 weeks 5 weeks 5 weeks 1)
CH 4 weeks 25 working days
CA: 40 YA
50 YA
30 working days
TR 1) 14 to 26 days 18 days 6 YS 15 YS 4 weeks + 2 days
UK 1) 4 weeks 5 weeks 1) 5 weeks 1)
AUS 1) 4 weeks 4 weeks 4 weeks
SA 3 weeks 3 weeks 4 YS 4 weeks
IRL 4 weeks 4 weeks
LUX 5 weeks 5 weeks No general indications
possible
Footnotes: see end of Table.
5 weeks
Table 33

95
August 2008
FOOTNOTES TABLE 33
*) YA = Years of AGE; YS = Years of SERVICE within same firm.
**) The computation of a Saturday for holiday is differently practised in CEEMET countries. "1 week" may therefore stand for "6" or "5" days according to whether or not Saturdays count for a
holiday. Furthermore in some countries annual holiday entitlement is not expressed in weeks but in working days.
A 1) Additional times (university ...) are considered for calculating the length of service.
B 1) JUVENILES entering into employment within 4 months after leaving school or military service are entitled to full number of holidays of year concerned, irrespective of actual Duration of
employment.
FIN 1) This applies to employees with at maximum one year of service within the same firm.
F 1) JUVENILES under 21 YA have the possibility to get 5 weeks (30 days) UNPAID leave.
I 1) a) = Rules for MANUAL WORKERS, b) = Rules for STAFF WORKERS. JUVENILES: 30 calendar days (by law).
2) As from 2018 for all manual workers. As from 2008, only for manual workers at least 55 YA AND 10 YS.
3) As from 2026.
NL 1) Full time contracts related.
2) Furthermore:
62 YA: 8 weeks + 2 days
63 YA: 9 weeks + 2 days
64 YA: 10 weeks + 4 days
E 1) Saturdays still count as working days, but many plants have already a 5-day-week; the number tends to increase (by PA or verbal agreement).
S 1) For STAFF workers up to 6 weeks instead of overtime compensation (independent of YA or YS).
TR 1) For employees at the age of eighteen and below and at the age of fifty and above, the length of annual leave with pay must not be less than twenty days.
UK 1) In November 1989, the EEF withdrew from national bargaining. The figures quoted are those in the last collective agreement and some companies may have changed these through local
negotiations since 1989.
AUS 1) Shift workers regularly rostered on weekends: 5 weeks.

96
Metal, Engineering and Technology-based Industries
Country Period of annoucement to be
observed by employee before
taking annual holidays
August 2008
Who has final decision on when annual holidays
can be taken
DECISION ON ANNUAL HOLIDAYS
Annual Holidays
Period during which annual holidays have to
be compulsorily taken - Possibility to defer this
period
Table 34
Possibility to split up annual holidays Rules
and/or restrictions
A - No order by management - Always IC or PA At least 1 week, but only recommendations 1)
B
DK
FIN
F
D
I
NL
Works’ Rules or individual
contract
- Decision on period and distribution can be taken by
joint committee before 31/12 of the preceding year.
Failing such decision it can be decided by agreement
between employer and works’ council (in absence with
trade union delegation, in absence with all workers).
- If no decision: individual agreement between
employer and worker.
- In case of disagreement: decision by labour tribunal.
- Employer (the employee can only express his/her
wishes) 1)
If possible 1 month, at least 2
weeks 1)
Uninterrupted period of 2 weeks (3 weeks for
worker - 18 years) between 1/5 and 1/10.
Possibility to defer on request of worker;
conditions:
- at least 1 week uninterrupted
- all holidays within 1 year
The Holiday Year: 1.5-30.4.
No possibility to defer this period.
Main holidays: 3 weeks during 1.5.-30.9 2)
Rest holidays: 2 weeks during 1.5.-30.4.
Employer 24 weekdays during 1.5.-30.9. (summer holidays)
6 days during 1.10.-30.4. (winter holidays) 2)
2 months Employer Legal period: 1.5.-31.10.
Possibility to defer this period in particular for
foreign employees for “geographical obligation“
Possibility to defer this period in case on schedule
of annualised working time
No general rule, differs from
company to company.
Sometimes “holiday list“ already
in January.
PA in big companies, individual agreement between
employer and employee in all other companies.
None Employer. However, has to consult employees’
representatives in case of collective holidays
L: all holidays within 1 year; at least 2 weeks
uninterrupted.
But: More favourable PA or IC are possible and
usual.
Compulsory uninterrupted period of 2 (or 3)
weeks can be split up on request of worker.
Other holidays can be split up: with maximum
respect for production time. Conditions:
- at least one week uninterrupted
- all holidays within 1 year
- not in half-days, except up to 3 holidays on
request of worker
only
Yes, if agreed (but within a given Holiday Year)
Possibility to split up annual holidays restricted
3)
Possibility to split up if an uninterrupted period of
at least 12 consecutive days is taken in the legal
period (1-5/31.10)
Yes, common use.
In this respect the employee concerned has the
final decision.
The workers should have two weeks holidays without break during the year and they have the right to
split up the remaining two weeks but within the space of 18 months as from the end of year during
which the employees get entitled to them.
CA: notice in time Employer in consultation with Works Council Preferably between 30.4.-1.10. Rules concerning consultation with works
council
Footnotes: see end of Table.

97
Metal, Engineering and Technology-based Industries
Country Period of annoucement to be
observed by employee before
taking annual holidays
N
August 2008
Who has final decision on when
annual holidays can be taken
DECISION ON ANNUAL HOLIDAYS
Annual Holidays
Period during which annual holidays have to be
compulsorily taken - Possibility to defer this period
2 months Employer By law, 18 days should be taken between 1.6-30.9.
Possibilty to defer this period by agreement.
Table 34
Possibility to split up annual holidays Rules and/or
restrictions
Yes, the employer has the final decision in this respect.
P
Holidays must
before 15 April
be scheduled Employer In the following year Yes, the employer has the final decision in this respect.
E No specifications 1) Employer 1) According to what is stated in CA or PA 1) According to what is stated in CA or PA 1)
S - Employer 1) There exists no such period Yes; the employer has the final decision in this respect.
CH
No general rule, depends on
company regulation
Employer Normally 1 year, but not compulsory by law.
Period can be deferred, but claims can only be raised
within 5 years
2 consecutive weeks are compulsory.
The employer has the final decision in this respect.
TR At least 1 month Employer In the following year Can be split up into 3 parts 1)
UK
AUS
As agreed by the parties,
individually or collectively, or, if
no agreement, twice as much
notice as the period of holiday
required
4 weeks
5 weeks for 7-day shift workers
Employer Timing of the taking of annual leave not regulated by law
1)
Practices vary within the industry.
Employer 6 months after accrual (accumulation).
Up to 12 months by agreement between employer and
employee.
SA No rule – mutual agreement Employer 4 months after entitlement No
IRL
LUX
Depends on company policy.
The employer must by law give 1
month’s notice to employee.
Yes. This is mutually agreed between the employer and the
individual or individuals. The employer has the final decision
in this respect.
1 or 2 periods, including one of at least 21 days.
By agreement, up to 3 separate periods less than 21 days.
By agreement, up to 4 periods per year in single days or
short periods.
Employer Within the leave year or 6 months thereafter (L) The employer may decide when annual leave may be given,
or the employee may request leave at specific times. It is up
to the employer to decide. If an employee works for 8 or
more months in a leave year their annual leave shall include
an unbroken period of two weeks.
At least 1 month Employer A period of collective holidays can be agreed on by the
employer and the employee or trade union delegations.
This period shall be notified to the employees at the latest
during the first quarter of the reference year.
Footnotes: see end of Table
Possibility to split up if an uninterrupted period of at least 12
days is observed. The employer has the final decision in this
respect.

98
August 2008
FOOTNOTES TABLE 34
A 1) In reality any form you want.
DK 1) The Danish Holiday Act encourages employers and employees to agree upon the period(s) during which the employee takes his/her holidays (however, with respect for the above-mentioned
periods). If agreement cannot be reached, the employer has the right to determine when holidays shall be taken.
2) It can be agreed upon that these 3 weeks are taken during another period.
FIN 1) The employer has to announce the date of annual holidays if possible 1 month but at least 2 weeks before the beginning of the holidays.
2) Possibility to defer by agreement. Saturdays are counted as weekdays.
3) The parts of summer holidays which exceeds 12 weekdays can be given separately in one or more parts if it is necessary in order to avoid interruptions in work or if the worker gives his/her
consent.
Winter holiday can be split up only with the consent of the worker.
E 1) Annual schedules are usually fixed at the beginning of the year. Some companies close for a complete month (August), so in that case there is no place for freedom in the disposition of
holidays. Some other companies fix a concrete period for taking annual holidays (usually summer months) or a minimum amount of holidays to be compulsorily taken during such period (e.g. 3
weeks). Others give the freedom to organise turns for holidays along the year or to distribute them freely. Anyway the employer has the final decision and the disposition of holidays by the
workers is usually subject to prior approval by the company. This implies that, in case there is a possibility for choosing the dates for holidays, periods of announcement to be observed by
employees are not necessary and the later the employee asks for his holidays, the fewer possibilities he will have to have them approved for the dates he wants.
S 1) The influence of employees on disposition of holidays is linked to the negotiation rules in the codetermination Act. Statutory holiday shall normally be taken to allow the Employee 4 consecutive
weeks of holiday during the period June-August.
TR 1) Provided that one part is not less than 10 days.
UK 1) Individual companies may insist that employees must take their holidays at specific times in the year for example to facilitate plant shut downs but this is at their discretion.

99
August 2008
PAY DURING ANNUAL HOLIDAYS
Metal, Engineering and Technology-based Industries
Country Calculation of payment to be made during annual holidays / Additional holiday pay (where applicable)
A Amount corresponding to average earnings including overtime payment. In ADDITION: One full month's pay (without overtime payment).
B Amount corresponding to average hourly earnings of preceding year. IN ADDITION: Pay for 3 weeks + 4 days.
DK
FIN
F
D
Payment for the whole duration of annual holidays: 12.5 % of total annual earnings of previous year (manual workers). Normal pay or holidaysaving 4,75-7,25 % for additional holidays. Normal pay + 1 % of
last year's wages (salaried employees).
Full pay based on average earnings during 12 months ended 31st March each year, increased by the percentage, by which the pay level at the beginning of the holidays exceeds the pay level of the a/m 12
months. Staff workers: Monthly earnings. Employee receives full fringe benefits during his/her holiday.
IN ADDITION: 50 % additional pay, of which half before and half after holidays. Staff workers: 50 % additional pay, which is paid with the payment of holiday pay unless otherwise agreed locally.
Payment for the whole duration of annual holidays (5 weeks): 1/10 of total yearly earnings or the equivalent of the earnings of the holidays period (choosing the more favourable formula for the employee).
IN ADDITION: Some regional agreements only provide for additional vacation pay.
Payment for the whole duration of annual holidays: 150 % of average hourly earnings calculated during a qualification period of 13 weeks respectively 3 months before the holidays (i.e. includes 50 %
ADDITIONAL holiday pay), however, without overtime supplements.
Time workers: Full rate of pay. Piece workers: Average earnings during the quarter immediately preceding the holidays.
I
NO additional vacation pay.
NL Continued pay of average monthly earnings (without overtime supplements). IN ADDITION: 8 % of monthly earnings for each month of service in the period 1.7. - 30.6. to be paid ultimately in June.
N Payment for the whole duration of annual holidays: For 5 weeks: 12.5 % of total annual earnings of previous year.
P Continued pay of average monthly earnings (without overtime supplements).
E Full rate of pay (basic remuneration).
S
CH
TR
Payment for the whole duration of annual holidays: Manual workers: Average pay per day multiplied by 1.22. Minimum SEK 1112 per vacation day as from 1.4.08. The minimum payment is guaranteed after
2 YS.
Staff workers: Monthly earnings + 0.8 % of monthly wage per vacation day.
Average earnings based on the last wages. For time-workers: actual hourly pay; for piece-workers: average earnings according to last wages; for monthly paid workers: full monthly salary.
NO additional vacation pay.
Actual straight time pay for the duration of annual holidays. Payment must be made in advance.
IN ADDITION: Extra payment by CA: 95,58 YTL. – 173.97 YTL (For the period 1.9.2007-31.8.2008, new amounts shall be decided during the negotiations due in August.)
UK 1) Pay based at normal individual average earnings (without overtime pay). 1) NO additional vacation pay.
AUS
Payment of ordinary pay for duration of annual holidays. Piece-workers: Average earnings during 3 months immediately preceding the holidays; in addition: 17.5 % of ordinary pay. Shift workers: Value of
shift supplements which would have been earned if not on holidays or 17.5 % of ordinary time - which ever is the greater.
SA Ordinary wages for duration of the annual holiday. Payment must be made in advance – extended with pay for any public holidays falling within period of leave.
IRL
Pay for normal weekly working hours includes any regular bonus or allowance the amount of which does not vary in relation to the work done by the employee but excluding any pay for overtime 1 last
worked by employee before the annual leave .For varying rates of weekly pay, get average earnings over the 13 weeks prior to taking annual leave.
LUX Amount corresponding to average hourly earnings of the 3 preceding months (including overtime).
UK 1) In November 1989 the EEF withdrew from national bargaining. The information quoted is that contained in the last collective agreement but some companies will have changed this
through local negotiations since 1989.
IRL 1) Labour Court recommendations have been including ‘regular and rostered overtime’ in calculation of weekly pay for annual leave payment purposes.
Table 35

100
Metal, Engineering and Technology-based Industries
Country Type of Scheme
A
B 1)
DK 1) No rules
FIN
F 1)
D 1)
August 2008
BONUS PAYMENTS - MANUAL WORKERS
Social payment beyond normal regular income
Purpose Preconditions Amount
CA Additional Holiday Pay 1 monthly income
CA Christmas Bonus 1 monthly income
Law + CA Additional Holiday Pay Pay for 3 weeks + 4 days
CA 13th month Different regulations according to regions
CA Additional Holiday Pay 50 % of wages during annual holidays
CA Seniority Pay
Lumpsum paid in December each year
Minimum: 10 YS with same employer After:
10 YS: 24 average hourly earnings
15 YS: 48 " " "
20 YS: 72 " " "
25 YS: 96 " " "
Some CA Additional Holiday Pay Varies according to region
All CA Seniority Pay Varying according to region. Paris: 3 % of min. Rate after 3 YS, up till 15 % after 15 YS
Regional CA Guarantee of special plant payments
Employment of at least 6 months After: 6 months: 25-30 % (20) monthly income
(so-called 13th monthly income)
2) After: 12 months:
35-40 % (30) monthly income 24 months: 45-50 % (40) monthly
income 36 months: 55-60 % (50) monthly income
Regional CA Additional Annual Holiday Pay Employment of at least 6 months (for full
annual holidays entitlement)
50 % of wage during annual holidays
CA
Running period:
1.10.2006 –
31.12.2012
Formation of a separate component (so-called third
pillar) for old age pensions. The foreseen amount will
only be paid if it is used to fund the formation of the
third pillar. 3)
Uninterrupted seniority of at least 6 months 319,08 €/year (159,48 €/year for apprentices)
CA Christmas Bonus 1 monthly income (173 hours)
I CA Seniority Pay 2 YS A monthly increase will be recognised every 2 YSG for a maximum
of 5 times no footnote 1)
NL CA Additional Holiday Pay 8 % of yearly earnings
N No rules
Footnotes: see end of Table
Table 36

101
Metal, Engineering and Technology-based Industries
Country Type of Scheme
August 2008
BONUS PAYMENTS - MANUAL WORKERS
Social payment beyond normal regular income
Purpose Preconditions Amount
P
Law and CA Additional Holiday Pay
Christmas Pay
1 monthly income
1 monthly income
E
Law Christmas pay
July pay (almost vacation pay)
1 monthly income
1 monthly income
S No rules
CH CA End-of-year bonus 100 % of a monthly salary
Holiday Pay 82,69 – 158,94 YTL (2x/year)
Bonus 10 day’s wage to be paid each month. Mostly 4 months’ pay (monthly portions)
Marriage-Birth-Death-Allowances Marriage: 200,82 - 292,10.- YTL
Birth: 123,50 – 181,49 YTL
Death: 154,64 – 236,26 YTL
Lethal work accident: 313,58 – 467,15.- YTL
Educational Allowance for worker’s children Varying amount (1x/ year):
TR elem. School stud.:70,88 – 73,03 YTL
second. " " : 82,69 – 100,95 YTL
university " " : 123,50 – 144,98 YTL
Heating Allowance 32,22 – 51,55 YTL/month
Annual Vacation Pay 95,58 – 173,97 (1x/year)
Children Pay 3,76 – 2,92 YTL/child/month
1)
CA
UK No rules
Compulsory Military Service Allowance 123,50 - 181,49 YTL
AUS Law 1) Additional holiday pay 17,5 % of ordinary pay
SA CA Additional holiday pay Based on number of days worked during the year 8,33% of annual wage
IRL No rules
LUX No rules
Footnotes: see end of Table.
Table 36

102
August 2008
FOOTNOTES TABLE 36
B 1) Further special payments usually foreseen at PLANT LEVEL, such as 13th monthly pay, Christmas Bonus, Addit. Holiday Pay.
DK 1) Only as special PA in the company.
F 1) See footnotes 1 for Belgium.
D 1) The collective agreement 2004 (so-called “Pforzheim” agreement) allows companies to go below collectively agreed standards for strengthening competitiveness, innovation and investment to
secure or create jobs.
2) Different rules in the „new“ (Eastern) Bundesländer - indicated in brackets.
3) Opening clause for company pension schemes.
I 1) YSG = Years of service in the pay group concerned is the rule. (Sometimes „seniority“ is related to YS = Years of service in the company).
TR 1) The range in the rates indicated varies in the different groups of member companies. (The amounts are valid fot the period 1.9.2007-31.8.2008; new amounts shall be decided during the
negotiations due in August.)
AUS 1) Bonus payments may be negotiated at enterprise level.

103
BONUS PAYMENTS - STAFF WORKERS
Metal, Engineering and Technology-based Industries
Table 37
Country Type of Scheme
Purpose
Special payment beyond normal regular income
Preconditions Amount
A CA Additional Holiday Pay 1 monthly income
CA Christmas Bonus 1 monthly income
B 1) Law Additional Holiday Pay L: Pay for 3 weeks + 4 days
DK 1) No rules
FIN CA Additional Holiday Pay 50 % of wages during annual holidays
CA Seniority Pay Lump sum paid in December After 10 years: 0,15 x monthly salary
each year
15 years: 0,30 x monthly salary
20 years: 0,45 x monthly salary
25 years: 0,60 x monthly salary
F Some CA Additional Holiday Pay Varies according to region
1)
*)
All CA Seniority Pay Varying according to region. 3 % of minimum rate after 3 YS,
Paris: 3 YS
up till 15 % after 15 YS
Regional CA Guarantee of special plant payments Employment of at least 6 After…. months
months
2)
*) 1)
D
6 months: 30 % (20) of a monthly income
12 months: 35-40% (30) monthly income
24 months: 45-50% (40) monthly income
36 months: 55-60% (50) monthly income
Regional CA Additional Annual Holiday Pay Employment of at least 6
months (for full annual holiday
entitlement)
50 % wages during annual holidays
August 2008
CA Running period:
1.10.2006 – 31.12.2012
Formation of a separate component (so-called third pillar) for old age pensions. The
foreseen amount will only be paid if it is used to fund the formation of the third pillar. 3)
Uninterrupted seniority of at
least 6 months
319,08 €/year (159,48 €/year for
apprentices)
*) Same rules as for manual workers - see Table 36
B 1) Further special payments usually foreseen at PLANT LEVEL, such as 13th monthly pay, or Christmas Bonus.
DK 1) Only as special arrangements at PLANT LEVEL and upon company’s initiative.
F 1) Further special payments usually foreseen at PLANT LEVEL, such as 13th monthly pay; or Christmas Bonus, Addit. Holiday Pay.
D 1) The collective agreement 2004 (so-called “Pforzheim” agreement) allows companies to go below collectively agreed standards for strengthening competitiveness, innovation and investment to
secure or create jobs.
2) Different rules in the “new“ (eastern) Bundesländer - indicated in brackets.
3) Opening clause for company pension schemes.

104
Metal, Engineering and Technology-based Industries
Country Type of Scheme
August 2008
BONUS PAYMENTS - STAFF WORKERS
Special payment beyond normal regular income
Purpose Preconditions Amount
CA Christmas Bonus 1 monthly income (173 hours)
I CA Seniority Pay 2 YS A monthly increase will be recognised every 2 YSG
for a maximum of 5 times
NL *) CA Additional Holiday Pay 8 % of yearly earnings
N CA
P
E *)
S No rules
Law and CA Additional Holiday Pay
1 monthly income
Christmas Pay
1 monthly income
Law Christmas Pay 1 monthly income
Law July pay (almost vacation pay) 1 monthly income
CH *) CA End-of-year bonus 1 monthly income
TR *) General practice
UK No rules
AUS *) Law Additional holiday pay 17.5 % of ordinary pay
SA No rules
IRL No rules
LUX No rules
*) Same rules as for manual workers - see Table 36.
Table 37

105
August 2008
MAXIMUM LENGTH OF TRIAL PERIODS
Metal, Engineering and Technology-based Industries
Country Maximum length of trial periods
A For manual and staff workers : 1 month (if stipulated, not automatically)
B
DK
FIN
F
D
I
(1) (2)
Manual worker : maximum is 14 days
(2) (3) (4)
Staff worker : the maximum trial period may not be longer than 6 or 12 months, depending on the yearly salary, respectively under or over 32.261 € in 2005.
Staff workers: if the parties have agreed that the employment is initiated by a trial period and if the trial period does not last longer than three months, the employer is entitled to terminate the
contract by a notice of at least 14 days within the trial period, whereas the employee is entitled to terminate the contract without notice within the same period (the White-collar Workers Act §2)
(3 months for trainee - Vocational Training Act, §60)
4 months
If the employer provides the employee with special training related to the job and this training lasts for more than 4 months, the maximum length of the trial period is 6 months.
L : freely stipulated by the parties unless a maximum is set up by collective agreement or by professional customs
CA : in metal trades, varies according to status
1) manual and non manual workers : varies according to category and local collective agreement (For Paris area : 15 days for level I, 1 month for level II, 2 months for level III, and 3 months for
level IV)
2) higher staff : maximum 6 months
L : up to 6 months
CA : up to 3 months
Varies according to job classification: 1 month for level 1; 1.5 months for levels 2 and 3; 3 months for levels 4 and 5; 6 months for levels 6 and 7 (including officers). These periods are reduced
by 1/3 when the worker proves a specific working experience.
NL 1)
Labour agreement for a definite period shorter than two years : maximum one month
Labour agreement for a definite period of two years or longer : maximum two months
Labour agreement for an indefinite period : maximum two months
A trial period must be in writing
N 6 months. If an employee has been absent from work during the trial period, the employer may extend the agreed trial period by a period corresponding to the period of absence.
B 1) If there exist no specifications in the individual employment contract, CA or PA, the trial period is 7 days.
2) A trial period must be in writing for every worker individually, at the latest when the work is started.
3) Salary treshold since January 2005.
4) If no specifications are made the trial period is one month.
NL 1) On January 1999, new labour law came into force.
Table 38

106
August 2008
MAXIMUM LENGTH OF TRIAL PERIODS
Metal, Engineering and Technology-based Industries
Country Maximum length of trial periods
P
E
Labour agreement for a definite period shorter than six months: 15 days (CA)
Labour agreement for a definite period of six months or longer: one month (CA)
Labour agreement for an indefinite period: one month (CA)
Law foresees a maximum of 240 days
L : freely stipulated by CA
If no limits fixed by CA :
- maximum of 6 months is foreseen for "techniciens" or personnel with university studies, and
- maximum of 2 months for the others
- in companies under 25 employees : maximum period : 3 months
Manual workers: agreement with the local trade union of the company is necessary if the limited employment period exceeds 12 months. However, if there is no union at the company,
S
agreement with the worker only is normally satisfactory. Agreement with the worker has to be written
Staff workers: maximum duration of 6 months. When special reasons, up to 12 months by local agreement.
CH The first month is deemed to be the probation period. It may be extended only to a maximum of three months by written agreement or CA.
TR L : The duration of the trial term shall not exceed two months. However, the trial period may be extended up to four months by collective agreement.
UK No law or national CA
AUS Up to three months' probation. A longer period may apply if reasonable, having regard to nature and circumstances of the employment.
SA Law: Up to 6 months
IRL n.a.
LUX
For manual workers up to 3 or 6 months
For staff workers with high income up to 12 months
Table 38

107
Metal, Engineering and Technology-based Industries
Country
A
B
DK
FIN
August 2008
Legal basis /
Transposition
Date
Law - fixed date
- period of time agreed by the parties
- work previously defined
Law - fixed date
- period of time agreed by the parties
- work precisely defined
Law - fixed date
- realisation of a specific task
- happening of an event
Law - fixed date
- realisation of a specific task
- happening of an event
FIXED-TERM EMPLOYMENT CONTRACTS
Definition Specific requirements Workers' information Protection against dismissal
Not possible to renew FTC, except for objective
reasons
Written contract
Not possible to renew the FTC after :
- a max of 2 years (max.4 FTC of at least 3
months)
- 3 years with prior authorisation of the labour
inspection (duration of the FTC at least 6
months)
Directive on fixed- term work is implemented
through collective agreements.
- principle of non discrimination. In respect
of employment conditions, fixed term workers
shall not be treated in a less favourable manner
than comparable permanent workers solely
because they have a fixed term contract or
relation unless different treatment is justified on
objective grounds.
- Measures to prevent abuse arising from
the use of successive fixed term employment
contracts or relationship.
Conclusion of a FTC only for serious reasons ;
If a FTC is renewed without objective reason, it
becomes an open-ended contract
Same procedure as for
open-ended contract
Once a year obligation to
inform Works’ Council on
“economic and financial
information” of the
company includes
information on number of
fixed-term contracts,
temporary workers, etc.
Same procedures as for
open-ended contract
when they exist (by CA)
Same protection as for open-ended contract
Table 39
The party which terminates the FTC before the end
must pay a compensation equal to the remuneration
left to be paid, but without exceeding the legal ceiling,
except in case of termination for serious cause
Same protection, as for open-ended contract [for
non-manual workers, one year of service is required ;
for manual workers, 9 months (CA)]
No obligation If the employer gives notice to the FTC before the
agreed deadline, he must pay a compensation equal
to the remuneration left to be paid. If the employee
terminates it before the end, he must pay
compensation for the damage caused to the
employer. Termination before the end is possible in
case of mutual consent or if there is a serious cause
for rescinding the employment contract. In the FTC
also possible to agree on possibilities of dismissals
before the end of the FTC with a normal period of
notice and on normal grounds

108
Metal, Engineering and Technology-based Industries
Country
F
D
I
August 2008
Legal basis /
Transposition
Date
Law and CA FTC may not be used for permanent
jobs linked to the company's normal
activity but only for temporary and
precisely defined jobs
TzBfG
Law of 2001
(BGBl. I S.
1966)
Delegated
law no. 368 of
6 September
2001 1)
FIXED-TERM EMPLOYMENT CONTRACTS
Definition Specific requirements Workers' information Protection against dismissal
- fixed date
- determined task
- replacement of a missing
employee
- for technical, production,
organizational and substitutive
needs.
- Written contract
- FTC can be concluded only for specific cases provided by law:
replacement of an employee; temporary increasing work loads;
seasonal jobs and in sectors where FTC are traditional; in the context
of legal or statutory provisions dedicated to promote the hiring of
specific workers categories; if the employer ensures a complement of
training to his worker; to hire a former apprentice before he leaves the
firm for military service.
- Not possible to conclude a FTC for temporary increase of activity in
the 6 months following a dismissal for economic reason in the
company; to replace an employee whose contract is suspended after
an industrial action; to execute dangerous tasks.
Maximum duration:
- 18 months but there are exceptions (9, 18 or 24 months)
according to company needs
- Undetermined – linked to the duration of the replacement of the
employee
Renewal:
Once but the total period (first contract + renewal) may not exceed
maximum periods (9, 18 or 24 months
Only for objective reasons or without objective reason the FTC might
be concluded for a maximum duration of 2 years; or in start-up
companies for a maximum duration of 4 years; or for 5 years with an
employee over 52 YA if he/she has been unemployed directly before
the FTC.
Written individual contract specifying the reason for fixing the term.
The aggregate duration of fixed-term contracts between the same
employee and employer, may not exceed 3 years 2) ; differently, the
contract is considered to be of indefinite duration. The 3-year limit
does not apply to seasonal jobs.
I 1) Modified by law no. 247 of 24 December 2007.
2) After the 3 year limit is reached, only one renewal is possible, the worker must be assisted by a public official.
Among the information
given to the works
council, are the
number of FTC, the
reasons of these FTC,
the number of days
worked under this type
of contract
Same information for
the works councils as
for open-ended
contract
Table 39
The employer which terminates the
FTC before the end must pay a
compensation equal to the
remuneration left to be paid, except
in case of termination for serious
fault or "force majeure".
An employee is allowed to
terminate a FTC if he concludes an
indefinite-term employment
contract with another employer.
Same protection, as for openended
contract
Payment of a compensation equal
to the remuneration left to be paid,
except in case of dismissal for
objective reason

109
Metal, Engineering and Technology-based Industries
Country
NL
N
P
E
CH
August 2008
Legal basis /
Transposition
Date
Law to
implement
Directive
1999/70
Definition Specific requirements
- fixed date
- determined task
- replacement of a missing
employee
Law - fixed period
- execution of a determined task
Law - special nature of the activity
induced by its seasonal character
- execution of a defined,
determined and occasional or
extraordinary work
- replacement of a missing
employee
Law - fixed date
- execution of a task
- happening of an event
Law - fixed date(ends without notice
termination)
- period of time agreed by the
parties
FIXED-TERM EMPLOYMENT CONTRACTS
No specific conditions when hiring
Possibility of renewal except if it is not
allowed by the CA
In case of tacit renewal, the duration is
considered as the same as the first
contract but it can not exceed one year
No condition when hiring
Duration of the FTC must be
determined objectively without parties
being able to influence its end
Written contract taking into account the
legal criteria and the real existence of a
cause
Renewal possible only twice and for a
duration which does not exceed the
total duration of 3 years. After this
period is now possible (since Law
99/2003) a 3 rd renewal for a period of 1-
3 years
Existence of a cause, existence of limits
for the renewal
- renewal possible (jurisdiction is quite
restrictive, so that renewal should be
stipulated once)
- by CA: the CA shall apply
analogously to temporary staff for
periods up to three months
Workers'
information
Same
procedures as for
open-ended
contract
General
procedures
Protection against dismissal
Table 39
In case a FTC is renewed in the 3 months that follow its termination, they
become an open-ended contract from that day if 36 months have
exceeded or when more than 3 FTC have followed.
Impossible to terminate the contract before its end, except in case of
mutual consent, dissolution by judicial ways in case of serious reason,
bankrupt or if explicitly mentioned in the contract
Same protection as for open-ended contract
Financial compensation on the term on the contract (2 or 3 days for each
month worked)
Same protection as for open-ended contract
Same protection as for open-ended contract
No obligation - A typical FTC (after the definition, no notice of termination) is
impossible to terminate except in case of consent or serious fault.
- A FTC can exceptionally provide a period of notice

110
Metal, Engineering and Technology-based Industries
Country
August 2008
Legal basis /
Transposition
Date
S CA - fixed date
- determined task
- happening of an event
- period of time agreed by parties
TR Law and CA - Fixed date
- For work of a specified term
- Objective conditions like the
completion of a certain work or
the occurrence of a certain event.
UK Law - fixed date
- determined task
- happening of an event
AUS Law - fixed date; or
- completion of a specified task
Definition Specific requirements
FIXED-TERM EMPLOYMENT CONTRACTS
- special nature of the work, or
- temporary relief work 1) or
- trainee work, or
- work during school holidays, or
- impending military service, or
- employment after reaching normal
retirement age, or
- probationary employment 3) , or
- temporary peaks of work loads or
- through agreement without specific
reason
- Written contract
- Renewal possible if only there is an
essential reason which may necessitate
repeated (chain) contracts.
By CA : in principle for technical and
obliging economic reasons
Use of successive fixed-term contracts
limited to 4 years unless agreed via a
collective or workforce agreement. If a
contract of 4 years or more is renewed it
will be treated as permanent unless
objectively justified.
Workers'
information
Obligation to
inform the union
organisation
Protection against dismissal
- Impossible to terminate the FTC before its end, except in case of
mutual consent, serious fault or other exceptional situations.
Table 39
- If an employee has been employed due to temporary substitute for
more than three years during the last five years the employment will
automatically continue until further notice.
No obligation The party, which terminates the FTC before the end must pay
compensation equal to the remuneration left to be paid except
termination for serious cause.
Employees
should receive
information on
permanent
vacancies in the
workplace.
A FTC can expressly provide for a period of notice before the end.
Without such notice provision, financial compensation if termination
before the end.
Expiry and non-renewal of FTC affords same protection as for
termination of open-ended contract
S 1) Staff workers: in case of a vacant position for maximum 6 months or due to agreement with the local trade union for a longer period. Manual workers: duration unlimited.
2) For manual workers, agreement with the local trade union of the company is necessary if the period is less than one month or longer than 12 months. However, if there is no union at the
company, agreement with the worker only is normally satisfactory. Agreement with the worker has to be written.
3) Staff workers: maximum duration of 6 months. When special reasons, up to 12 months by local agreement.

111
Metal, Engineering and Technology-based Industries
Country
August 2008
Legal basis /
Transposi-tion
Date
SA CA and law - fixed date; or
- period of time agreed by
parties; or
- completion of a specified task
or activity; or
- happening of an event
IRL Law.
- arrival of specific date: or
Protection of - completion of a specific task; or
Employees
(fixed term
work)Act, 2003
- occurrence of a specific event.
14 July 2003
LUX Law - fixed date
- execution of a task
- happening of an event
FIXED-TERM EMPLOYMENT CONTRACTS
Definition Specific requirements Workers' information Protection against dismissal
Fixed date / period of time FTC may only be of a
maximum 4 months' duration but is renewable
Successive contracts.
FTC’s prior to 14 July 2003: where employee has
completed their year of continuous employment with
the same employer, their FTC may only be renewed
on one further occasion for a maximum of one year.
The next contract must be of indefinite duration.
Employee’s on FTC’s commencing after 14 July 2003;
where employed by their employer on two or more
continuous FTC’s, the aggregate duration of these
contracts may not exceed 4 years. When this limit is
reached, the next contract must be of indefinite
duration.
Written contract
FTC can be concluded only in case of replacement of
an employee ; temporary increase in work loads ; in
the context of provisions dedicated to promote the
hiring of specific workers categories ; if the employer
ensures a complement of training to his worker
Maximum duration : 24 months (renewal incl.) : max
of 2 renewals before the end of the initial contract
Same protection as for open-ended
contract
Employee must be informed in writing
of reason why FTC is being renewed
and contract of indefinite duration
being offered
Must be made aware of relevant
employment vacancies and be given
access to appropriate training.
Table 39
Same procedure as for open-ended
contract
Same as contracts of indefinite
duration.
First FTC may expressly state that
the Unfair Dismissal Acts shall not
apply to a dismissal consisting only of
the expiry of the contract.
No obligation The party which terminates the FTC
before the end must pay a
compensation equal to the
remuneration left to be paid, without
exceeding the period of notice
compensation, except in case of
termination for serious cause

112
Metal, Engineering and Technology-based Industries
Country L or CA
August 2008
LEGAL (L) AND CONTRACTUAL (CA) PERIODS OF NOTICE
on the part of EMPLOYER - MANUAL WORKERS
Periods of notice in Days (D), Weeks (W) or Months (Mth) after ... length of service (YS)
4W/1 Mth 26 W/6 Mth 1 YS 2 YS 3 YS 5 YS 6 YS 9 YS 10 YS 12 YS 15 YS 20 YS
A 1) CA 2) 6 W 2 Mths 3 Mths 4 Mths 25 YS: 5 Mths
B 1)
DK 1)
L
CA
35 D
35 D
CA after
6 Mth: 14 D
after
9 Mth:21 D
28 D
56 D
42 D
70 D
at 50 YA
90 D
FIN CA 2 weeks 1 Mth 2 Mth 1) 4 Mth 2) 6 Mth
F
D
L 1 Mth 2 Mth
CA 1-3 Mth 1)
L
CA 4)
4 W 1)
1 D - 2 W
2 W
1 Mth 2) 2 Mth 2)
1 Mth 5)
84 D
3 Mth 3) 4 Mth 2)
I CA 7 D to 1.5 Mth 1) 15 D to 2 Mth 1) 20 D to 2.5 Mth 1)
NL 1)
2 Mth 5)
at 50 YA
120 D
112 D
56 D
154 D
5 Mth 2) 6 Mth 2) 7 Mth 2)
CA 1 Mth 2) 2 Mth 2) 3 Mth 2) 4 Mth 2) 4 Mth 2)
N L 1 Mth 2 Mth 1) 3-6 Mth 1)2)
P
L 1)
15 days for workers on a
fixed-term contract
E L 1) 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D
S L 1 Mth 1 Mth 1 Mth 2 Mth 2 Mth 3 Mth 4 Mth 5 Mth 6 Mth 6 Mth 6 Mth 6 Mth
CH 1) L 1 Mth 2) 1 Mth 2 Mth 3) 3 Mth 3)
TR L 2 W 4 W 6 W 1) 8 W
UK L 1 W 1 W 1 W 2 W 3-4 W 1) 5 W 6-8 W 2) 9 W 10-11 W 3)
AUS L 1 W 2 W 3 W 1) 4 W 1)
SA CA 1W 1)
3 Mth 5)
12 W 12 W 12 W
2W 2W 2W 2W 2W 2W 2W 2W 2W 2W 2W
IRL L 0W 1 W 1W 2 W 2W 4 W 4W 4W 6 W 6W 8 W 8W
LUX 1)
L + CA 2 Mth 2 Mth 2 Mth 2 Mth 2 Mth 4 Mth 4 Mth 4 Mth 6 Mth 6 Mth 6 Mth 6 Mth
Footnotes: see end of Table.
Table 40

113
August 2008
FOOTNOTES TABLE 40
A 1) For the end of the month.
2) Full harmonisation with the notice periods for Staff workers since 01.01.1995.
B 1) The WORKER’S period of notice is half of the employer’s one. Notice periods will vary (increase) depending on the applicable CA.
DK 1) The seniority is calculated when notice is given.
FIN 1) After 4 YS
2) After 8 YS
F 1) The periods of notice differ according to the worker’s category, and apply only after the probationary period (15 days to 3 months).
D 1) To the middle or the end of a calendar month.
2) To the end of a calendar month.
3) After 8 YS, also for the end of a calendar month.
4) Comprehensive protection against dismissal of older workers (after 53, 54 or 55 YA) differing according to regional agreement. For the “new“ Bundesländer different CA stipulations still exist.
5) Differing according to regional agreement. New rules are to be expected as a consequence of the new LEGAL periods of notice.
I 1) For the end of the month; differing according to salary group.
NL 1) On 1 January 1999 a new labour law has come into force.
2) In case of dismissal with a dismissal permit the period of notice will be reduced by one month with a minimum period of notice of one month.
N 1) For the end of the month.
2) 4 months at 50 YA; 5 months at 55 YA; 6 months at 60 YA.
P 1) With regard to workers on an indeterminate contract, the employer can dismiss the worker with fair cause and after a disciplinary process.
E 1) In mass dismissals (due to “force majeure“, technical, organizational, economic or production reasons involving a certain number of employees) a prior authorisation by the Labour authority is
required.
CH 1) For the end of the month.
2) If probationary period (up to 3 months) has expired.
3) Contractual reduction possible to 1 month.
TR 1) After 1.5 years of service.
UK 1) 1 week in addition for each further year of service: 3 weeks at 3 YS; 4 at 4 YS.
2) 6 weeks at 6 YS; 7 at 7 YS; 8 at 8 YS.
3) 10 weeks at 10 YS; 11 at 11 YS.
AUS 1) 1 extra week’s notice after age 45 with 2 YS or more with the employer.
SA 1) 21 days' notice to be given in cases of retrenchments or redundancies.
LUX 1) If the worker gives notice, his period of notice is half of the period which the employer has to respect.

114
LEGAL (L) AND CONTRACTUAL (CA) PERIODS OF NOTICE
on the part of the EMPLOYER - STAFF Workers
Table 41
Metal, Engineering and Technology-based Industries
L or
Periods of notice in Days (D), Weeks (W) or Months (Mth) after ... length of service (YS)
Country
CA 0-13 W 13 W/3 Mth 26 W/ 6 Mth 1 YS 2 YS 3 YS 5 YS 6 YS 9 YS 10 YS 12 YS 15 YS 22 YS
A L 1) 6 W 2 Mth 3 Mth 4 Mth 25 YS:5 MTH
B
DK
August 2008
L 1) 3 Mth 6 Mth 9 Mth 12 Mth 20 YS:15Mth
25 YS:18 Mth
L 1) 1 Mth or
2 W 2)
1 Mth 3 Mth 4 Mth 5 Mth 6 Mth
FIN L+CA 2 weeks 1 Mth 2 Mth 1) 4 Mth 2) 6 Mth
F L* )
1 Mth 2 Mth
CA 1-3 Mth 1)
D
L
CA 5)
4 W 1)
6 W
1 Mth 2) 2 Mth 2)
3 Mth 6)
3 Mth 3)
4 Mth 6)
4 Mth 2)
5 Mth 6)
I CA 10 D to 2 Mth 1) 20 D to 3 Mth 1) 1-4 Mth 1)
5 Mth 2)
6 Mth 6)
6 Mth 2) 7 Mth 4)
NL *) CA 1 Mth 1) 2 Mth 1) 3 Mth 1) 4 Mth 1) 4 Mth 1)
N L 1) 1 Mth 2 Mth 3-6 Mth 2)
P
L 1)
15 days for
workers on a
fixed-term
contract
E* ) L 1) 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D 30 D
S 5) CA 1 Mth 1 Mth 1 Mth 1-6 Mth 1) 1-6 Mth 1) 1-6 Mth 1) 1-6 Mth 1) 2-6 Mth 2) 2-6 Mth 3) 2-6 Mth 4)
CH *) L 1) 1 Mth 2 Mth 2) 3 Mth 2)
TR *) L 2 W 4 W 6 W 1) 8 W
UK *) L 1)
1 W 2)
1 W 1 W 1 W 2 W 3-4 W 3)
AUS L 1 W 1) 2 W 3 W 4 W
5 W 6-8 W 4)
9 W 10-11 W 5) 12 W 12 W 12 W
SA L 1 W 2W 2W 4W 4W 4W 4W 4W 4W 4W 4W 4W 4W
IRL
LUX 1)
L 1W 1 W 1W 2 W 2W 4 W 4W 4W 6 W 6W 8 W 8W
CA - Staff workers - Average 3 months - max. 6 months
L + CA 2 Mth 2 Mth 2 Mth 2 Mth 2 Mth 2 Mth 4 Mth 4 Mth 4 Mth 6 Mth 6 Mth 6 Mth 6 Mth
*) Same rules as for manual workers (Table 40)
Footnotes: see end of Table.

115
FOOTNOTES TABLE 41
A 1) For the end of the quarter. Shorter periods of notice can be agreed upon by individual agreement.
B 1) If yearly salary is more than €28.500 a special calculation is done (formule Claeys). For the detailed procedure, please refer to the (at that time) W.E.M. study on “Short Time Work and
Dismissals“ of February 2002.
DK 1) The notice-period must be included when calculating the seniority.
2) If contractually agreed as trial period.
FIN 1) After 4 YS
2) After 8 YS
F 1) The periods of notice differ according to the worker’s category, and apply only after the trial period (15 days to 3 months).
D 1) For the middle or the end of a calendar month.
2) For the end of a calendar month.
3) After 8 YS, also for the end of a calendar month.
4) After 20 YS, also for the end of a calendar month.
5) For the end of the quarter. By CA above all comprehensive protection against dismissal for older staff workers. Special rules for the “new“ Bundesländer. It is not yet known if the new LEGAL
rules will have consequences for the rules by CA.
6) For the end of the quarter. Only for YS effected after age 25.
I 1) For the end of the month; differing according to salary group
NL 1) On 1 January 1999, a new labour law came into force.
2) In case of dismissal with a dismissal permit the period of notice will be reduced by one month with a minimum period of notice of one month.
N 1) For the end of the month.
2) 4 months at age 50; 5 months at age 55; 6 months at age 60.
P 1) With regard to workers with an open ended contract, the employer can dismiss the worker with fair cause and after a disciplinary process.
E 1) In mass dismissals (dismissals due to “force majeure“, or technical, organisational, economic or production reasons, involving a certain number of employees) a prior authorisation by the labour
authority is required.
S 1) 1 month under 25 YA; 2 months at 25; 3 at 30; 4 at 35; 5 at 40; 6 at 45 YA. ) Under certain circumstances
2) 2 months under 25 YA; 3 months at 25; 4 at 30; 5 at 35; 6 at 45 YA. ) extension by further 6 months
3) 2 months under 25 YA; 3 months at 25; 4 at 30; 5 at 35; 6 at 40 YA. ) for staff workers after
4) 2 months under 25 YA; 3 months at 25; 4 at 30; 6 at 35 YA. ) age 55 and 10 years in the firm concerned.
5) Employment contracts signed on 1 February 2001 or later:
YS 10
Periods of Notice Months 1 2 3 4 5 6
CH 1) For the end of the month. The same periods apply if the WORKER gives notice.
2) Contractual reduction possible to 1 month.
TR 1) After 1.5 years of service.
UK 1) By individual agreement commonly at least 1 month notice subject to statutory minimum.
2) After 4 weeks of service.
3) 1 additional week for each further year of service: 3 weeks at 3 YS, 4 at 4 YS.
4) 6 weeks at 6 YS, 7 at 7 YS, 8 at 8 YS.
5) 11 weeks at 11 YS.
AUS 1) Up to 3 months or more if senior position. If paid monthly then 1 month’s notice is normal.
LUX 1) If the worker gives notice, his period of notice is half of the period which the employer has to respect.
August 2008

116
Metal, Engineering and Technology-based Industries
Country L or CA
August 2008
LEGAL (L) AND CONTRACTUAL (CA) PERIODS OF NOTICE
on the part of EMPLOYEE - MANUAL WORKERS
Periods of notice in Days (D), Weeks (W) or Months (Mth) after ... length of service (YS)
4W/1 Mth 26 W/6 Mth 1 YS 2 YS 3 YS 5 YS 6 YS 9 YS 10 YS 12 YS 15 YS 20 YS
A Till 1 YS: 1 week 1)
After 1 YS: 2 weeks 1) After 5 YS: 4 weeks 1) After 10 YS: 6 weeks 1)
B (3) L
(1)
14 Days Over 20YS:
CA 14 Days
28 days
(2) 28 days Over 20 YS:
42 days
DK
L There are no statutory rules regarding the period of notice on the part of manual workers. The period of notice on the part of manual workers is dealt with in CA.
CA 7 Days 14 Days 21 Days 28 Days
FIN CA 2 Weeks 2 Weeks 2 Weeks 2 Weeks 2 Weeks 1 Month 1 Month 1 Month 1 Month 1 Month 1 Month 1 Month
F CA 15 days to 2 months (1)
D CA 2-4 Weeks
I CA 7 D to 1.5
Mth 1)
15 D to 2
Mth 1)
20 D to 2.5
Mth 1)
N L
1 month, unless parties agree in writing a longer period, which must be for the employer twice as long as that of the employee
Unless otherwise agreed in writing or stipulated by agreement, a period of 1 month's notice shall be applicable to either party 1) .
P L Fixed term contracts: 15 or 30 days if the
contract is less than 6 months or superior
Non term contracts: after 2 YS: 2 months
Non term contracts: Till 2 YS: 1 month
E L/CA As stated in the Workers Statute, a period of notice should exist. There is not stated in the law a concrete period but it is indicated that its length would be the one agreed in
collective agreements or according to the common practice. The common practice is 15 days (which is the period generally observed in collective agreements).
S L 1 Month
CH L 7 Days 1 Month 1 Month 2 Months 1) 2 Months 1) 2 Months 1) 2 Months 1) 3 Months 1) 3 Months 1) 3 Months 1)
TR 2 Weeks 4 Weeks 6 Weeks 8 Weeks
UK The statutory minimum is one week but the period of notice required of workers will vary depending on the individual's contract of employment.
AUS 1 W 2 W 3 W 4 W
SA CA 1W 2W 2W 2W 2W 2W 2W 2W 2W 2W 2W 2W
IRL 1W 1W 2W 2W 4W 4W 4W 6W 6W 8W 8W
LUX L + CA 1 Mth 1 Mth 1 Mth 1 Mth 1 Mth 2 Mth 2 Mth 2 Mth 3 Mth 3 Mth 3 Mth 3 Mth
NL 1)
Footnotes: see end of Table.
Table 42

117
August 2008
FOOTNOTES TABLE 42
A 1) The period of notice is given at the end of any week (counted as from the end of any week).
B 1) The period of notice starts on the Monday following the week in which the notice has been served.
2) These periods are for notices given after 19 April 1999.
3) Notice periods vary (increase) depending on the applicable CA.
F 1) Periods of notice vary according to workers' category and apply only after the trial period.
I 1) For the end of the month; differing according to salary group
NL 1) On 1 January 1999, a new labour law came into force.
N 1) In case of employees who, when notice is given, have been employed by the same enterprise for at least five consecutive years, at least two months' notice shall be given. In case of ten years,
three months' notice shall be given. If an employee is dismissed after at least ten consecutive years' employment with the same enterprise, the period of notice shall be at least four months when
given after the employee is 50 years of age, at least five months after the age of 55, and at least six months after the age of 60. The employee on his part may terminate his employment contract
at not less than three months' notice.
CH 1) Contractual reduction possible to 1 month.

118
LEGAL (L) AND CONTRACTUAL (CA) PERIODS OF NOTICE
on the part of EMPLOYEE - STAFF WORKERS
Table 43
Metal, Engineering and Technology-based Industries
L
Periods of notice in Days (D), Weeks (W) or Months (Mth) after ... length of service (YS)
Country
or CA 0-13 W 13 W/3 Mth 26 W/ 6 Mth 1 YS 2 YS 3 YS 5 YS 6 YS 9 YS 10 YS 12 YS 15 YS 22 YS
A
B
August 2008
L 1)
a) on the last day of a month in observance of a one-month period
b) (stipulations by individual contract possible: e.g. same periods for employers and employees)
a) Yearly wages under € 28,580 2) :
1,5 months 3mths
Yearly wages over € 28,580: Period of notice to be agreed upon by employer and employee, at the earliest when notice is given by the employee or by the judge. When yearly salary under €
57,162 maximum 4,5 months; when yearly salary over€ 57,162: maximum 6 months.
b) The employee who has been dismissed by the employer with a term of notice can choose to give a counter notice in order for the contract to end earlier. The periods to respect in such cases
are:
- when yearly salary under € 28,093: 1 month
- when yearly salary between € 28,093and € 56,187: 2 months
- when yearly salary over € 56,187: maximum 4 months, to be agreed upon by employer and employee, or by judge.
CA No special provisions.
DK
After the trial period, if any, the employee is entitled to terminate the employment contract by a notice of one month to the end of a calendar month. This period of notice is not altered by the length
of employment (the White-collar Act, §2)
FIN CA 14 Days 14 Days 14Days 14 days 14 days 14 days 14 days 1 Mth 1 Mth 1 Mth 1 Mth 1 Mth 1 Mth
F CA 15 days to 3 months (1)
D CA 4 Weeks
I 10 D to 2 Mth 1) 20 D to 3 Mth1 ) 1-4 Mth 1)
NL 1) 1 month unless parties agree in writing a longer period, which must be for the employer twice as long as that of the employee
N L Unless otherwise agreed in writing or stipulated by agreement, a period of 1 month's notice shall be applicable to either party 1) .
P
E
L Fixed term contracts: 15 or 30 days if the contract is less than 6
months or superior
Non term contracts till 2 YS: 1 month
Non term contracts after 2 YS: 2 months
L/CA As stated in the Workers Statute, a period of notice should exist. There is not stated in the law a concrete period but it is indicated that its length would be the one agreed in collective agreements
or according to the common practice. The common practice is 15 days (which is the period generally observed in collective agreements).
S 3) 1 Month 1 Month 1Month 1) 1) 1) 1) 2) 2) 2) 2) 2) 2)
CH L 7 Days 7 Days 1 Month 1 Month 2 Months 1) 2 Months 1) 2 Months 1) 2 Months 1) 3 Months 1) 3 Months 1) 3 Months 1)
TR 2 Weeks 4 Weeks 6 Weeks 1) 8 Weeks
UK The statutory minimum is one week but the period of notice required of workers will vary depending on the individual's contract of employment.
AUS 1 W 2 W 3 W 4 W (Generally 1 Mth)
SA L 1 W 2W 2W 4W 4W 4W 4W 4W
IRL 1W 1W 1W 2W 2W 4W 4W 4W 6W 6W 8W 8W
LUX L +CA 1 Mth 1Mth 1 Mth 1 Mth 1 Mth 1 Mth 2 Mth 2 Mth 2 Mth 3 Mth 3 Mth 3 Mth 3 Mth

119
August 2008
FOOTNOTES TABLE 43
B 1) As from 1 January 2008, numbers are adjusted regularly.
2) The period of notice commences the first day of the month following the month in which the notice has been served.
F 1) Periods of notice vary according to category and apply only after a trial period of 1 or 3 months.
I 1) For the end of the month; differing according to salary group.
NL 1) On 1 January 1999, a new labour law came into force.
N 1) In case of employees who, when notice is given, have been employed by the same enterprise for at least five consecutive years, at least two months' notice shall be given. In case of ten years,
three months' notice shall be given. If an employee is dismissed after at least ten consecutive years' employment with the same enterprise, the period of notice shall be at least four months
when given after the employee is 50 years of age, at least five months after the age of 55, and at least six months after the age of 60. The employee on his part may terminate his employment
contract at not less than three months' notice.
S 1) For workers who reached 25 years of age : 1 month.
For workers who reached 30 years of age : 2 months.
For workers who reached 35 years of age : 3 months.
2) For workers who have not reached 25 years of age : 1 Month.
For workers who reached 25 years of age : 2 months.
For workers who reached 30 years of age : 3 months.
For workers who reached 35 years of age : 3 months.
3) Employment contracts signed on 1 February 2001 or after:
YS 6
Periods of Notice, Months 1 2 3
CH 1) Contractual reduction possible to 1 month.
TR 1) After 1.5 year of service.

120
Metal, Engineering and Technology-based Industries
A 1)
B 1)
Country Law or Collective Agreement Purpose
August 2008
SEVERANCE PAY - MANUAL WORKERS
(other than for unfair dismissals or non-respect of periods of notice)
PRECONDITIONS and AMOUNTS (YS = Years of Service; YA =
Years of Age)
Law / CA Individual / mass dismissals; shut down After 3 YS 5 YS 10 YS 15 YS 20 YS 25 YS monthly
----------------------------------------------------
2 3 4 6 9 12 incomes
CA (interprofessional) Only shut-down a) For each YS: € 136.57 up to maximum € 2731.40 as from 2008.
b) Amounts are doubled for each YA beyond 45 spent in firm
DK No legal or contractual rules
FIN Law Dismissals due to economic reasons 1)
F
D
I
Law a) Individual dismissals for personal
reasons
b) Dismissals due to economic reasons:
individual and mass dismissals, shut down
a) Precondition: at least 2 YS
Amount: 1/10 monthly income per YS.
After 10 YS, 1/10 monthly income per YS + 1/15 monthly income per
YS beyond 10 YS
CA as above
b) Precondition: at least 2 YS
Amount: 2/10 monthly income per YS.
After 10 YS, 2/10 monthly income per YS + 2/15 monthly income per
YS beyond 10 YS
Mostly after 2 YS - varying amounts according to region, but higher
than legal rate. Mass dismissal for economic reasons: 20 % more than
the applicable rate for workers between 50 and 57,5 Y.A.
Footnotes: see end of table
Law Dismissals due to modification of plant;
only if of great extent (e.g. shut-down)
CA (only “old“ Bundesländer) Dismissals as consequence of
rationalisation
Law End of the employment relationship due to
any reason 1)
Remarks
Until 31 December 2002 1)
Rates are index-linked
Table 44
Legal rule applies only if no more
favourable contractual one exists.
No cumulation.
C A N be agreed upon at plant level in “Social Plan“; although latter doesn’t need to contain such financial
provisions, this is normally the case; varying amounts. “Social Plan“ is enforceable under special
preconditions.
YA after 10 YS 14 YS 18 YS 22 YS 25 YS
40 2 3 4 5 6 monthly incomes
47 3 4 5 6 7 monthly incomes
53 4 5 6 7 8 monthly incomes
59 5 6 7 8 9 monthly incomes
The agreement has been
denounced on 21.12.77, but
continues to be applied
For each YS: Annual earnings divided by 13.5 2) 3) Fund exists which pays when the
employer is insolvent 4) .

121
Metal, Engineering and Technology-based Industries
Country
August 2008
Law or Collective
Agreement
Purpose
1) Practice Mass dismissals (rationalisation or shut-
NL
down)
N
P
E
S
CH
SEVERANCE PAY - MANUAL WORKERS
(other than for unfair dismissals or non-respect of periods of notice)
PRECONDITIONS and AMOUNTS (YS = Years of Service; YA = Years of
Age)
Remarks
Table 44
On the basis of a referring to YA and YS the time period is fixed, during which a supplement is paid to the unemployment benefits
or to lower wage with a new employer.
CA Individual / mass dismissals; shut-down Precondition: 10 YS and 50 YA
at 50/51 YA: NOK 18.000 at 61 YA: NOK 39.000
at 52/53 YA: NOK 19.500 at 62 YA: NOK 57.000
at 54/55 YA: NOK 23.300
at 63 YA NOK 45.600
at 56/57 YA: NOK 26.900 at 64 YA: NOK 34.200
at 58 YA: NOK 30.000 at 65 YA: NOK 22.800
at 59 YA: NOK 33.800
at 66 YA: NOK 11.400
at 60 YA: NOK 36.000
Law Mass dismissals (rationalisation or shutdown)
Individual dismissal due to special
rationalisation and structural changes
Law
CA
Mass dismissals; shut-down; shortage of
work
Special rationalisation and structural
changes
One month for each YS and a minimum of 3 months' pay.
In all cases there is a collective bargaining between management and
workers’ representatives, and the amounts vary:
Minimum: 20 days for each YS
Maximum: 12 months’ earnings
In practice the companies pay more than the legal minimum.
CA Dismissals due to shortage of work Precondition: 3 YS during the last 5 years (minimum 832 h/yr) and 40 YA
(

122
Metal, Engineering and Technology-based Industries
Country
1) 2)
TR
UK
AUS
August 2008
Law or Collective
Agreement
Purpose
SEVERANCE PAY - MANUAL WORKERS
(other than for unfair dismissals or non-respect of periods of notice)
PRECONDITIONS and AMOUNTS (YS = Years of Service; YA =
Years of Age)
Law 1: Termination of contract by employer for certain reasons 3) Preconditions: 1 YS
Amounts: 30 daily earnings for each YS
2: Retirement
Maximum: The annual maximum retirement bonus to be paid under the
provisions of the Act respecting the Retirement Fund of Turkish
Republic to the highest employee of the state per each year of service.
3: Leave for military service (As per 1.1.2008-30.6.2008: 2.087,92 YTL)
4: Workers’ Death
5: Termination by worker for special reasons
(As per 1.7.2008-31.12.2008:2.122,59 YTL)
4)
6: Termination for marriage 5)
7: Termination by worker who has fulfilled the insurance period
and paid the requested number of days’ contributions for oldage
pension determined by the Social Insurance Law. 6)
Remarks
Financed by the employer
Table 44
Debates on constituting a
Severance Pay Fund are going
on.
Law Redundancy Preconditions: 104 weeks continuous employment The week's pay is up to a
Amount: Maximum in respect of 20 YS
- 0.5 week’s pay for each YS between 18 - 22 YA;
- 1.0 week’s pay for each YS between 22 - 41 YA;
- 1.5 week’s pay for each YS above the age of 41.
Maximum, which is currently
£250 per week
Law
CA
Individual/Mass dismissals due to Redundancy After 1 YS 2 YS 3 YS 4 YS
4 6 7 8 weeks’ pay
Can be increased by local agreement
SA Law and CA Retrenchments and redundancies 1 week's pay and benefits for each YS - no maximum ceiling Paid by the employer
IRL
LUX
Law Redundancy Preconditions: 104 weeks continuous employment. Aged between 16
and 66.
Amount: 2 week’s pay per year of service plus 1 week’s pay.
Law + CA Individual / Mass dismissals / Shut down No preconditions
5 YS 10 YS 15 YS
Footnotes: see end of table
1 2 3 months' pay
Week’s pay up to a maximum of
£ 600 for statutory purposes.
Any excess days are calculated
as a proportion of a total year.

123
August 2008
FOOTNOTES TABLE 44
A 1) Totally new system for manual and staff workers established by national law. Employer pays lump sum of 1.53% of a single income to a special “employee contingency fund”.
B 1) To set the period of notice, it is possible to refer to the calculation methods (method "Claeys" that is used most frequent, method Van Meel, method Major and method PUB) or the jurisprudence
which take into account the age, seniority, the position and the salary of the staff worker. In the event the employer and the staff cannot agree on the length of the period of notice, it will be
necessary to go to Court to determine a notice period which is "appropriate". The judge will examine what the possibilities are for the staff to find quickly an adequate and equivalent job taking into
account his seniority, his age, the importance of his position and the level of his salary. However, the judge is not bound by previous case law or by the results of the different calculation methods
mentioned above. When he finds the period of notice insufficient, he will not increase the period but he will condemn the person responsible for terminating the contract to the payment of an
indemnity in lieu of longer notice period.
FIN 1) There exists no specific severance pay, but this is included in the unemployment benefits.
I 1) There exists no specific severance pay, but this is included in the end-of-service allowance.
2) Index-linked: At the end of every year the fund has to reveal of cost-of-living index: Fund x [(Cost-of-living x 0.75) + 1.5].
3) From 1 January 2000 the Christmas bonus (also called 13th monthly income) is included in the calculation of the severance pay.
4) For companies with more than 50 employees, the payment of end-of-service allowances is the responsibility of complementary pension funds (a private one chosen by the employee or – if no
choice has been made by the employee – the State one, called Fondinps). So, every month employers have to transfer the amounts for end-of-service allowances to the complementary pension
fund(s) concerned
NL 1) The severance pay is an additional compensation and is understood to be the additional compensation on the net salary or on the net legal payments for the period that the employee will actually
receive up to the percentage of the old net salary that has been determined. The basis for the calculation of the period of additional compensation is the sum of the age and the number of years
that the employee has reached or has been in service consecutively at the end of employment.
S 2) The sums are continuously changed due to cost development.
TR 1) 1.00 YTL (New Turkish Lira) = 1.9566 as of 23 May 2008.
2) A draft bill is in preparation which stipulates the conditions and the procedure of a severance pay fund. The abovementioned provisions shall be expelled and a new system shall be in force when
the draft bill passes from the National Assembly.
3) Other than those on account of immoral or dishonourable conduct or other similar behaviour.
4) Like: health, immoral or dishonourable conduct or similar behaviour by the employee or his colleague; force majeure.
5) Termination by a female worker within one year from the date of her marriage.
6) This provision has been brought by the Unemployment Insurance Law which came into force on 8 September 1999.

124
Metal, Engineering and Technology-based Industries
Country Law or Collective Agreement Purpose
August 2008
SEVERANCE PAY - STAFF WORKERS
(other than for unfair dismissals or non-respect of periods of notice)
PRECONDITIONS and AMOUNTS
(YS = Years of Service; YA = Years of Age)
DK Law Compensation for long employment 1. After 12 YS: 1 monthly income
After 15 YS: 2 monthly incomes
After 18 YS: 3 monthly incomes
2. Certain members of LH who have attained 50 years and
have been employed as trusted staff workers, are entitled to 3
months incomes extra by notice of termination.
S CA Dismissals Precondition: 5 YS and 40 YA; minimum working hours, 5
hours a week
Amount: With certain limitations about 75% of earlier salary,
inclusive of employment benefits from the society. Length of
pay depends on YA and period of unemploment, inclusive of
employment measures. Further financial support, i.e. payment
of educational cost, is possible.
All other countries: Same rules as for manual workers (see Table 44).
Remarks
Table 45
1. Only in case of dismissals at initiative of employer,
and only if not entitled to old age pension or to a partly
company-financed pension.
2. This is not current if the staff workers have attained
65 years.

125
INCOME GUARANTEES IN CASE OF TRANSFER TO LOWER-RATED JOB
Table 46
Metal, Engineering and Technology-based Industries
Country Factual condition Type of protection Codetermination right of workers’ representatives
A
Law
B
Law, Jurisdiction
DK
Law / CA
FIN
Law / CA
D
A. National CA
B. Regional CA
I
Law
August 2008
Any transfer implying a deterioration in working
conditions
Any transfer implying a deterioration in working
conditions
Any transfer implying a deterioration in working
conditions and downgrading
Transfer downgrading, introduction of new
technologies
A. Rationalization measures resulting immediately in
transfer, retraining, downgrading, or dismissal
B. Downgrading because of changed skill
requirements
Elimination of job (at least 6 months seniority in
hitherto job)
Period of “notice of modification of contract“, during which former
pay is maintained
If worker does not agree with the transfer to lower-rated job, he
can consider it as a breach of contract
Former pay is maintained during period of notice. If the staff
worker rejects the deterioration, it is considered as a dismissal
effected by the employer
In principle no protection, but in practice wage is often “frozen“
Staff workers: Without normal dismissals grounds is considered
as breach of contract
For both A + B:
Offer of another job of equal value
Retraining
During varying period of time (notice of “modification of
contract“) (up till 18 months) financial compensation of wage
difference in case of downgrading, to be absorbed by
subsequent wage increases.
Limit for downgrading:
Manual workers: Not more than 2 wage groups
Staff workers: Only 1 group
ad A:
No dismissal of older workers (55-59 YA + 10 YS)
ad B:
No dismissal of older workers (mostly 55 YA + 10 YS), and
varying wage guarantee (90-100 % according to region)
Consent of Works Council (replaceable by arbitration
Committee)
For old age members of FVJ/LH (definition Annex B/3) right
to be informed in advance (staff).
Information and consultation of worker concerned
(of trade union in case of several workers)
Information of Works Council and of worker concerned before
measure is taken. Codetermination right of Works Council on
period of “notice for modification“, if a worker disagrees with
measure
Transfer to lower-rated job involving loss of income not possible. In some particular cases, to avoid collective dismissal, PA notwithstanding the existing legal provisions are possible.

126
Metal, Engineering and Technology-based Industries
August 2008
INCOME GUARANTEES IN CASE OF TRANSFER TO LOWER-RATED JOB
Country Factual condition Type of protection
F
CA
NL
Law / CA
A. Downgrading to avoid dismissals
(economic reason)
B. Downgrading resulting from introduction of
new technology
Seniority requirement in company or 5 YS at
higher-rated job of workers beyond 50 YA
(Special rules for engineers and professional staff
and senior executives)
C. Downgrading of engineers and higher
staff resulting from restructuring measures in the
enterprise
Not specifically relating to rationalization
measures
ad A
Training and retraining measures for other available jobs
Periods of “notice of modification of contracts“ during which former pay is maintained (same as
periods and dismissals, but with a minimum of 2-5 months)
In case of wage maintained for 6 months, afterwards 60 % of difference between former and new
wages during the 6 following months
ad B
Former wage maintained for 6 months, afterwards 60 % of difference between former and new
wages during the 6 following months
Priority right of regarding if equivalent job becomes available and if worker has shown his capacity
(after appropriate training if necessary)
If worker is dismissed or retired within 2 years after transfer, severance or retirement to be
calculated on wages before transfer
Worker of at least 50 YA and 10 YS: Maintenance of advantages linked to former classification rate
ad C
Written notice of downgrading: The employee must accept or refuse within 6 weeks
In case of wage reduction:
Temporary benefit during 6 months, so as to maintain former wage
Employee of at least 50 YA and 3 Ys in the enterprise in jobs of a higher category: Former rate is
maintained
In case of a downgrading resulting from a job suppression, priority right of re-instatement in the job if
the latter is re-established within 2 years
If the employee is dismissed within 2 years after the downgrading, severance or retirement pay is
calculated on the basis of the wages before downgrading.
CA: Wage guarantee at least 1 month or, depending on:
YA: Below 45: 1 x period of notice
at 45: 2 x period of notice
at 60: till age 65
YS: 5 YS and extent of downgrading:
By 1 salary group: + 2 months
For every further salary group + 1 month
Table 46
Codetermination right of
workers’ representatives
Information and consultation of
Works Council at early stage, and
of workers concerned before
introduction of measure.
Consultation right of Works
Council on major changes of
company; approval right
concerning changes of pay or
classification SYSTEMS.
Consultation right on plotting of
new functions

127
INCOME GUARANTEES IN CASE OF TRANSFER TO LOWER-RATED JOB
Table 46
Metal, Engineering and Technology-based Industries
Country Factual condition Type of protection Codetermination right of workers’ representatives
N
Law / CA
P
E
Law
S
CA
August 2008
Rationalization measures relating to dismissal Offer of another job
Retraining
Downgrading after period of notice in CA
Transfer to lower-rated job involving loss of
income is not possible
Former pay is maintained
Unforeseeable and urgent needs Only indispensable time, with the same income and giving knowledge to
the workers’ representatives. Special case in the reconversion scheme
Only for MANUAL WORKERS:
All kinds of transfer to jobs with lower pay, but not
if the former higher pay depended on temporary
assignments.
A wage supplement is paid for a period of maximum 2 years. The
supplement is gradually phased out in relation to the worker’s pay
increases.
CH No general rules neither by law nor CA Sometimes company-level arrangements
TR
Law / CA
Various types including codetermination right with workers
concerned and trade unions
With worker concerned
Negotiations with trade unions. Also like a consequence of
reconversion agreement
Negotiations with local trade unions before decision is taken
Any transfer to lower paid job Protection by Law and CA. With worker concerned if the job is not equal to former.
UK No general rules neither by Law nor CA
AUS
Law
Sometimes company-level arrangements
Any transfer to lower paid job Period of notice as if being dismissed
SA No general rules Sometimes company-level agreements By agreement
IRL No general rules neither by Law not CA Sometimes company-level arrangements
LUX No general rules neither by law nor by CA
IRL: The data have not been updated and therefore refer to the 2002 version of the Basic Documentation.

128
UNEMPLOYMENT BENEFITS
Table 47
Metal, Engineering and Technology-based Industries
Country Type of Scheme Amount of Benefits Duration of Pay Remarks
A
B
DK
FIN
F
August 2008
Compulsory legal
scheme
Compulsory legal
scheme
Graduated fixed amounts depending on former income and family status.
Maximum: 80 % of wage in category concerned (up till ceiling).
60-40 % of gross earnings (+ family allowance)
Family supporter: 60 % of average earnings per day in work schedule
Al least € 36.52 per day during 6 days/week
Maximum: € 42.29 per day during 6 days/week
Single workers with no other income: 60 % during first year; afterwards 50 %
Single workers with other income: 55 % during first year; during following 6 months: 40 %; afterwards (unless 20
years of activity): Lump sum of € 21.26 / day
WAITING DAYS: 3 days
DURATION: 12-30 weeks
according to length of insurance
WAITING DAYS: None
DURATION:
Generally unlimited
CA scheme € 5.00 per day added to legal benefits (only for manual workers) 120 days (if younger than 35 YA)
210 days (35 YA till 44 YA)
300 days (older than 45 YA)
Unemployment Fund
(law-based)
National social
insurance and Trade
Union Unemployment
Fund (law-based)
Compulsory Scheme
(L)
90 % of income just before unemployment
Maximum: DKK 703/day
Basic benefit: € 23.24/day
Income-related benefits:
1) Basic benefit + 45 % of difference between basic benefit and previous daily income plus 20 % to the part the
monthly income exceeds € 2091.60
2) The earnings-related allowance is elevated for persons made redundant, who have a working history of at
least 20 years, and who have been members of an unemployment fund for at least five years before the
unemployment. When the elevated earnings-related component is calculated, the respective percentages are 55
and 32.5.
3) A worker who is made redundant has a right to an employment programme. During active job seeking the
unemployment benefit is increased with an employment programme supplement. When the employment programme
supplement is calculated the respective percentages are 65 and 37,5.
Gross value of unemployment benefit is on average 55%-70 % of gross wages
Back-to-work Allowance:
40.4 % of gross daily earnings (average earnings of last 12 months) plus 10.66 €/day (01.07.2007).
Minimum: 57.4 % of former, gross daily earnings.
Maximum: 75 % of the gross daily earnings.
WAITING DAYS: 2 days
(first and second day paid by the
employer)
1)
DURATION: 4 years
WAITING DAYS: 7 days
DURATION: 500 days
DURATION: 150 days
DURATION: 185 days
WAITING DAYS: 7 days
(possibility to be extended to take
into account annual leave or in
case extra-legal payments are
made to the employee –
maximum 75 days)
DURATION: according to age
and length of insurance.
Emergency assistance to
needy employees
afterwards
Benefits and ceiling are
index-linked.
Employees not entitled to
benefits from
Unemployment Fund can
claim Public Welfare
Employees not entitled to
benefits from Trade
Union Fund (incomerelated
benefit) can get
Public Unemployment
Benefits (basic benefit).
The benefit is taxable
income.
Contractual
unemployment benefits
are liable to income
taxation.
DK 1) In case of the employee’s serious breach as well as in case of the employees own resignation the person concerned will have to wait five weeks before he can get unemployment benefits –
the so-called “quarantine period”.

129
UNEMPLOYMENT BENEFITS
Table 47
Metal, Engineering and Technology-based Industries
Country Type of Scheme Amount of Benefits Duration of Pay Remarks
D
I
NL
N
P
E
August 2008
Compulsory legal
scheme
Compulsory legal
scheme
Compulsory legal
scheme
Compulsory legal
scheme
Compulsory legal
scheme
Compulsory legal
scheme
Family supporter: 67 % of NET earnings (+ general family allowances)
Single: 60 % of NET earnings
Maximum: Gross earnings are considered up till ceiling only
a) Varies from 60% to 40% of earnings, depending on employee’s age
1) 2)
and length of benefit
b) For employees placed on “mobility“ list (i.e. employees affected by
mass dismissals): 100 % of pay for the first 12 months and 80 % from
the 13th month on 2) .
1. 70% of the daily wage (except first two months 75%) depending on
the working record
Maximum benefit: € 177.03 per day
2. Afterwards (after the period mentioned under 1) :
70% of the minimum wage
3. Afterwards (after the periods mentioned under 1 and 2):
Emergency assistance for needy people by the state.
Per day: 2/1000 of last year’s GROSS income; in addition NOK 6.00
per dependent child. Payments are subject to income tax.
WAITING DAYS: None
DURATION: 6 - 12 months depending on duration of contributions and age;
special rules for older employees:
> 50 YA and 30 months of contribution 15 months; > 55 YA and 36 months of
contribution 18 months; > 58 YA and 46 months of contribution 24 months.
WAITING DAYS: a) 7 in case of dismissal; 7 in case of resignation.
DURATION: a) 180 days b) it depends on the length of the procedure
WAITING DAYS: None
DURATION:
1. from 3 months to max 38 months depending on length of employment history.
2. start of unemployment between 1.10.2006 – 1.7.2011; age 50 years or older;
>3 months unemployment benefit. This allowance is ended in any case at the age
of 65.
WAITING DAYS: 3 days
DURATION: 26 weeks within 18 months’ period
65 % of earnings (average of last 12 months) WAITING DAYS: None
DURATION: 12 to 30 months depending on age
70 % of wages during the first 180 days and afterwards 60 % wages.
Maximum:
Up to 225 % of IPREM (Reference index used for calculating benefits,
slightly lower than minimum legal wage but based on it), worker with 2
or more children (2008: 1,356.86 €/month)
Up to 200 % of IPREM index, worker with 1 child (2008: 1,206,10
€/month)
Up to 175 % of IPREM index , worker without children (2008: 1,055.33
€/month)
Length of DURATION:
contribution: (days)
360 - 539 days 120
540 - 719 days 180
720 - 899 days 240
900 - 1079 days 300
1080 - 1259 days 360
1260 - 1439 days 420
1440 - 1619 days 480
1620 - 1799 days 540
1800 - 1979 days 600
1980 - 2159 days 660
over 2160 days 720
Afterwards: for needy
persons “unemployment
benefit II”
(Arbeitslosengeld II) as
from 1 January 2005 1)
Family allowances
continued
Benefits liable for tax and
general contributions.
Family allowances
continued.
Afterwards:
Unemployment aid for
needy persons
Afterwards:
Unemployment aid for
needy persons
D 1) Consolidation of social welfare + unemployment benefit. Before 1.01.05, unemployed persons got firstly unemployment benefits and, at a later stage (depending on the number of years they had
worked before they became unemployed) they got social welfare
I 1) For employees who are registered at the local employment office and who have had 1 year of contribution during the last 2 years of work.
2) Maximum monthly ceiling – for 2008 – is € 858,58 (€ 1.031,93 if the employee’s gross monthly earning was above € 1.857,48).

130
August 2008
UNEMPLOYMENT BENEFITS
Metal, Engineering and Technology-based Industries
Country Type of Scheme Amount of Benefits Duration of Pay Remarks
S
CH
TR
UK
AUS
Unemployment insurance,
normally administered through
trade unions
80 % of earlier day income.
Minimum: SEK 240; Maximum: SEK 580 per day
(5 days per week)
Compulsory legal scheme Single (without claim to “children allowance“): 70
% of insured earnings;
Single (with claim to “children allowance“) and
married:
80 % of insured income.
Compulsory legal scheme % 40 of average daily gross earnings calculated
on the basis of premiums of the last four months.
(Maximum amount of total benefits: % 80 of gross
minimum wage for workers over 16 YA : 486,73
YTL/month for 1.1.2008 – 30.06.2008)
Job Seekers Allowance (JSA) 2002 – Contributions Based JSA (only paid to
people who have had two years of National
Insurance contributions during the last two years
of work)
£ 53.95 per person per week (aged 25 or over)
£ 42.70 per person per week (aged 18-24)
£ 32.50 per person per week (aged 16-17)
Social Security only Rates vary between AUS $ 399.30 per fortnight
for single persons
living at home to AUS $ 360.30 per fortnight for
couples with children.
SA Compulsory legal scheme 50 % of actual wages 26 weeks
IRL
Social Security only Flat rate: € 148.00 (Personal Rate) (Dec 25
2005))
LUX Compulsory legal scheme 80% of income just before unemployment 52 weeks
WAITING DAYS: 5 days
DURATION: 300 working days (5 days/week) (450
working days - workers beyond 57 YA)
180 to 300 days according to length of insurance:
a) 180 days after working 600 days and paying
unemployment insurance premium as insured,
b) 240 days after working 900 days and paying
unemployment insurance premium as insured,
c) 300 days after working 1080 days and paying
unemployment insurance premium as insured.
WAITING DAYS: 3 days
DURATION: 26 weeks
DURATION: 12 months, after which a special allowance
cuts in
Unemployment Benefit:
WAITING DAYS: 3 days.
Based on PRSI contributions in relevant tax year.
Unemployment Assistance,
Means tested.€148.00 per week.
Table 47
Basic payment and a supplementary amount (voluntary
insurance) dependent on income
During the payment of unemployment benefits sickness
and maternity insurance premiums are paid in the rate of
2/3 in the first 6 months, full in the following months by
the Unemployment Insurance Fund.
Family allowance continued.
Dependent children qualify for a supplementary
allowance
Dependent children + adults quality for supplementary
allowances

131
August 2008
SHORT-TIME WORK BENEFITS
Metal, Engineering and Technology-based Industries
COUNTRY Type of Scheme Amount of Benefits Duration of Pay Remarks
A
B
DK
FIN
F
CA 75 % of earnings, if employer cannot accept work offered by workers,
and if no legal benefits are paid. Liable to taxation and social security
contribution.
Table 48
Maximum: 21 days General rule, not specifically related to
short-time work
L: Special System 3 months
See Table 47 Same principle as for unemployment - 60 % of average earnings per
day in the work schedule, up till maximum
Unlimited See Table 47
CA € 9.00.- per day added to legal benefits (only for manual workers) Unlimited
See Table 47 Max. DKK 703/day in the case where employment is not possible. Maximum:
13 weeks during 12 months
See Table 47 Same as for level one in table 47 (concerns both shortened working
week and lay-off)
Law (See also Table 47) 3.33 €/hour for enterprises with more than 250 employees
3.84 €/hour for enterprises with less than 250 employees
CA Guarantee of 60% of the gross earning (employer pays the difference
between the 3.33€ paid by the public system and 60% of the gross
earning – at least 6.84€/hour)
See Table 47
See Table 47 See Table 47
Maximum: 800 hours/year/employee
Maximum: 800 hours/year/employee
Exception: Maximum: 1 000
hours/year/employee for the automobile
industry and for the sub-contractors who
have ate least 50% of their contracts
with the automobile sector

132
August 2008
SHORT-TIME WORK BENEFITS
Metal, Engineering and Technology-based Industries
Country Type of Scheme Amount of Benefits Duration of Pay Remarks
D
I 1)
NL
See Table 47
(Included in
unemployment
scheme, but different
conditions)
Wages Guarantee
Fund (LAW)
(ordinary
intervention)
Family supporter: 67 % of NET earnings (+
general family allowances)
Single: 60 % of NET earnings
Maximum: Gross earnings are considered up
till ceiling only
By some regional CA: Supplementary
allowance from employer
80 % of average earnings. Liable to taxation
Maximum: Up till ceiling
1) Law (Table 47) 1) Legal: Included in unemployment scheme:
2) CA
70 % of earnings up to ceiling
(complementary)
2) Complementary contractual scheme:
Complementary pay up to 100 % normal wage
by employer
Benefits are liable for taxation and
contributions.
In principle
permitted up to 6 months;
Prolongation if no benefits were paid for
at least 1 month;
New start of duration after interruption of
benefits for at least 3 months.
Extension possibility by decree from 6
up to 12 months (if labour market difficulties
are limited to a certain branch or region);
STW benefits are paid only as long as
more than 10 % of the contractual working
time is cancelled for at least one third of the
workers employed in the plant (“plant” can
also be a certain plant department).
Ordinary intervention benefits can last max 3
consecutive months; in exceptional cases
this period may be extended by 3 months at
a time for max 12 months.
Maximum 26 weeks, extension possible till
about 52 weeks
Table 48
Facilitating measures introduced (limited until the end of 2010 through
regulation)
allowance can now be paid for a period of 18 months;
The Federal Employment Agency will pay half of the employers’
social insurance contributions for 2009 and 2010.
If workers are given further training during the period of short-time
working, the full social insurance contributions will be paid.
Application procedures and requirements for short-time working
allowance will be further simplified, e.g.:
- Short-time working allowance can be paid as long as more than 10
% of the contractual working time is cancelled, it isn’t necessary anymore
that at least one third of the workers employed are concerned;
- Temporary changes in the working time caused by CA Employment
Security (TV Beschäftigungssicherung) don’t affect the amount of the
short-time working allowance negatively;
- Short-time working allowance can be paid out to temporary workers
too.
Different rules for special intervention
Short-time normally limited to 50 % of the working hours.
I 1) The law provides that under certain conditions (e.g. avoiding mass dismissals) company agreements can establish a reduction in working time and pay of all the company employees.
This agreement, known as “solidarity contract“ attracts assistance from the Wages Guarantee Fund equal to 75 % of the lost pay for a maximum period of 24 months (36 for
Southern Italy).

133
August 2008
SHORT-TIME WORK BENEFITS
Metal, Engineering and Technology-based Industries
Country Type of Scheme Amount of Benefits Duration of Pay Remarks
N
P
E
S
CH
TR
See Table 47 Same principle as for unemployment. WAITING DAYS: 3 days
Maximum: 18 months
Law Compensation equal to 2/3 of normal compensation or the
legal minimum compensation (450 Euro in 2009), supported
30% by employer and 70% by Social Security.
Law Included in unemployment scheme when reduction is over 40
% of working time. Social security loans are related to time
and quantity of the short-time work contributions.
CA + local
agreement
For manual workers
only
Federal Law
CA in Metal Trades
The worker keeps his normal wage during the whole layoff
period.
80% of insured earnings lost.
Law % 40 of average daily gross earnings calculated on the basis
of premiums of the last four months.
(Maximum amount of total benefits= % 80 of gross minimum
wage for workers over 16 YA : 486,73 YTL/month for
1.1.2008 – 30.06.2008)
DURATION: In case of market structural or conjectural
motives or technological reasons, STW must not exceed 6
months. In case of catastrophes this scheme can be
adopted for 1 year.
In relationship with the contributions Included between Government measures
and unemployment reduction
Maximum 30 days per year
WAITING DAYS:
1st-6th month: 2 days
7th-12th month: 3 days
DURATION:
12 months within 2 years; extension can be made by the
government up to 6 months.
Up to three months starting from the fourth week of the
short-time work application.
Table 48
Short time work is the work where the weekly
working time has been reduced to at least
one third of the normal weekly working time
due to the general economic crisis and force
majeure with the approval of the Ministry of
the Labour and Social Security. 1)

134
August 2008
SHORT-TIME WORK BENEFITS
Metal, Engineering and Technology-based Industries
Country Type of Scheme Amount of Benefits Duration of Pay Remarks
Law applying to all
a) Statutory Guarantee
WAITING DAYS: None
employees unless
employed on a FTC of 3
months or less, or if less
than 1 month’s service
1. Applies only to a day of lay-off, i.e. one on which the employee
would normally be expected to work. (Industrial action is
excluded).
2. The payment is a fixed flat rate of = currently £17.00 per day
and is taxable.
b) Flat rate taxable, social security benefit(s) may be payable
according to
DURATION:
5 days in any period of three months
UK
the individual’s personal circumstances.
2) CA Metal Trades
The Guarantee of Employment
Manual Hourly paid 1. Taxable payments are limited to the appropriate national minimum
workers only
rates of pay for 39 hour/week. These are currently £ 111.83 for a
skilled employee and £ 80.54 for an unskilled labourer. 1)
WAITING DAYS: None
2. The guarantee does not apply if the lack of work arises from
industrial action in the employee’s place of work or in another
federated establishment.
3. A payment under the Statutory Guarantee may be off-set against
the CA Guarantee, it is not paid as an additional sum.
DURATION:
Unlimited although in practice it may be suspended by
domestic agreement. Applies to circumstances whereby
continuing the payment might necessitate redundancies.
AUS Social security only
SA No rules No benefits
Social security only Same principle as Unemployment Benefit as long as there is an WAITING DAYS: 3 days
IRL
interruption in employment of 3 days within any 6 consecutive days
(excluding Sunday)
Qualify for Unemployment benefit provided they satisfy the PRSi
requirements..
DUARTION: 15 months,
then moves to Unemployment Assistance which is
means tested.
LUX Law Same principle as for unemployment WAITING DAYS : 2 days
UK 1) Rates have not been enhanced since 1988 and higher rates may be negotiated at plant level.
Table 48
Dependent children + adults
quality for supplementary
allowances

135
Metal, Engineering and Technology-based Industries
Country
A
B
DK
FIN
August 2008
General
Pension AGE L/CA
Men: 65
Women: 60
Both: 65 1)
L Men: 60
Women: 55
EARLY RETIREMENT PROVISIONS
Possibility for Early or Partial Retirement (other than invalidity)
Age Conditions Financial Arrangements (pension claim)
1. Being unemployed, and 35 years of insurance, at least 15 years of
contributions (24 months within last 3 years)
2. Special arrangements for shift workers on night shift
L Departure into early retirement:
Free choice for men and women between 60 - 65 YA
Condition: 35 years of contribution 2)
L/CA Both: 58 By CA: but in general only for workers who have a seniority of at least 25 years.
Both: 55/57 3)
In general:
1. uninterrupted CA concluded before 31.5.1986.
2. workers’ seniority of 38 years
Both: 65 L 60 - 65 1) having completed one’s 60 th birthday
2) under 65 years of age
3) having been member of a Unemployment Fund at least 25 years within the
last 30 years 1)
4) having paid a special early retirement fee
5) having qualified for unemployment benefits when applying for early
retirement benefit and
6) having stated the value of one’s pension funds 2)
Both: 63-67 *)
Footnotes: see end of Table.
Pension depends on level and number of
contributions, therefore permanent prorate
reduction of “full“ pension claim
Full pension claim after a career of 45 years.
pro-rata reduction
Unemployment benefit (= 60 % of gross
earnings up till ceiling; index-linked), plus a
supplement by employer (= 50 % of difference
between net reference wage and
unemployment benefit). Full pension claim at
65 YA.
91% of the maximum rate of unemployment
benefit (DKK 3.110/week) 3)
Payment by
Table 49
PENSION FUND
EMPLOYER and
UNEMPLOYMENT
FUND
UNEMPLOYMENT
FUND
AUTHORITIES
L 1. 62 Early old-age pension: Upon request of employee Proportional reduction of pension PENSION FUND
L 2. 60 2) Unemployment pension: Drawing of unemployment benefits for at least 500
days before retirement
L 3. 60 3) Individual early pension
Preconditions: See footnote
L 4. 58 4) Part-time pension: If agreed with the employer
Reduction of working time to 16-28 h/week.
Same treatment as for invalidity.
Slight reduction for the years 60-62
PENSION FUND
Slight reduction for the years 60-64 PENSION FUND
Pension is 50 % of the wage/salary reduction
due to shorter working time
PENSION FUND

136
Metal, Engineering and Technology-based Industries
Country General Pension AGE L/CA
F
D
August 2008
- 56-60: only voluntary departure
by the employee
- 60-65: either voluntary departure
of the employee or decision of the
employer if there is a collective
agreement (until 31.12.2009)
- 65: no conditions (employer can
ask the employee to go on
retirement)
Both: 65 (The government has
decided to gradually increase to 67
from 2012 to 2029 years.)
L 57 YA (exceptionally
56YA)
L 1. Men: 63 *)
2. Women: 60 *)
3. Special cases: 60
EARLY RETIREMENT PROVISIONS
Possibility for Early or Partial Retirement (other than invalidity)
Age Conditions
Dismissal for economic reasons only for SME, for
plants with major difficulties and in regions with great employment problems
Individual jointing to a “convention“ concluded between the firm and the National
Employment Fund (FNE)
- From the age of 63 (or 60 for severely handicapped persons) after 35 years of
pension insurance periods;
- from the age of 60 for women born before 1952 after at least 15 years of
insurance, if compulsory contributions were paid for more than ten years since
the age of 40;
- from the age of 60 for persons born before 1952 after at least 15 years of
insurance if they were compulsorily insured for at least 8 in the last 10 years,
are unemployed at the commencement of the pension and were unemployed for
52 weeks after completion of the age of 58.5 years or have worked part-time for
elder workers (Altersteilzeitarbeit) for 24 calendar months.
The age limit of 60 years will be increased in monthly intervals as of 2006. In
December 2008 the earliest possible age at which a pension could be claimed
will be 63 years. Insured persons have their legitimate expectations protected if
they disposed of the termination of their employment relationship to a legally
binding effect before 1 January 2004 (e.g. annulment of the employment
contract or part-time work contract) or if they were unemployed or without work
on this day.
Financial Arrangements
(pension claim)
65 % of gross wages for
the part below social security
ceiling (2008 : 2773 € per
month)
50 % of gross wages for
the part between the ceiling
and two times the ceiling
up to 85% of the last
wage
Early pension claim depends
on level and number of
contributions, therefore
permanent pro-rata reduction
of “full“ pension claim.
Additional reductions for
claiming early pension (0,3 %
for each month of
commencement of the
pension prior to the standard
retirement age.
CA 60 - 65 There exist regional agreements since 1997 which provide for “phased” early retirement (“Altersteilzeit”). In 2000
they were extended until 2003 and brought into line with a law which promotes and subsidizes early retirement
under special conditions (it allows employees aged 55 and over to work part-time prior to retirement. Part-time
work may be averaged, allowing employees to work full-time for a period, followed by release from activity –
although still legally employed. Employees must receive at least 70% of previous net pay). Under the existing
engineering scheme, employees in companies with a workplace agreement are eligible at 55, and receive 82%
of previous net pay. The 2000 settlement has created a new early retirement provision, dubbed an “Employment
Bridge” (“Beschäftigungsbrücke”), spanning older and younger workers. The aim is to allow older workers to
retire early and create jobs for the young. Employees will acquire an individual right to phased retirement for a
period of up to six years from the age of 57 regardless of whether there is a workplace agreement. The period of
full release must begin at the latest at age 60.
Table 49
Payment by
UNEMPLOYMENT
FUND, financed by
the FNE, the
employer and the
worker
Statutory pension
Insurance
Additionaly
employers can add
on a voluntary
basis
supplementary
contributions;
employees can
contribute in
additional systems
as well

137
Metal, Engineering and Technology-based Industries
I
Country General Pension AGE L/CA
NL 1)
N
P
E
August 2008
Men: 65
Women: 60
Both: 65 (by Law) CA Both: 61-64
EARLY RETIREMENT PROVISIONS
Possibility for Early or Partial Retirement (other than invalidity)
Age Conditions Financial Arrangements (pension claim)
L 58 1) “Quote” flexible system: the sum of the age and
the years of contribution has to be at least 94 2)
(e.g.: age 58 + 36 years of contribution = 94)
Both: 62-64
For employees from 45 YA and older on 1.1.1998.
Having worked in the metal industry for the last 7
years; not drawing sickness or unemployment
benefits; enter into employment again.
For employees younger than 45 YA on 1.1.1998.
Both: 67 CA Both: 62 At least 10 years of activities with social insurance
obligation after age 50 and being in employment at
the date of early retirement.
Both: 65 (by Law) L Both: 55 For employees of 55 YA and older and 30
years of social insurance obligation
At least 20 years of activities with social
insurance obligation after age 55 and being
unemployed for longer than 12 months at the date
of retirement
Both: 65 (law of1985)
Can be changed by PA
Footnotes: see end of Table.
L/PA Both: between 60 -
65
in the general case, in which are applied
certain reductions to pensions, no particular
conditions are foreseen.
as exception certain cases are foreseen for
early retirement without pension reductions:
industrial reconversion, release contracts,
dangerous activities, etc.
Table 49
Payment by
Years of contribution multiplied by 2 % of the pay. PENSION FUND
80 % of last net salary + fixed extra allowances (e.g.
holiday allowance). Full standard pension claim as
from 65 YA.
72,5% of last gross salary.
60 % of full income.
Full pension claim without actuarial deductions as
from 67 YA.
80 % of the average of the highest 10 salaries in the
last 15 years
4,5 % reduction to legal pension for each year of
early retirement
8 % reduction to legal pension for each year of early
retirement.
100 % legal pension.
SPECIAL EARLY
RETIREMENT
FUND OF THE
METAL INDUSTRY
SPECIAL EARLY
RETIREMENT
FUND
SOCIAL SECURITY
LEGAL PENSION
(However enterprise
could agree with
workers the
compensation for
percentage of
payment for early
retirement)

138
Metal, Engineering and Technology-based Industries
Country
S 1)
August 2008
General
Pension AGE L/CA
Both: 65
CH Men: 65
Women: 64 1)
Footnotes: see end of Table.
L 1. 61
2. 60
CA Staff workers
3. 61
4.55
EARLY RETIREMENT PROVISIONS
Possibility for Early or Partial Retirement (other than invalidity)
Age Conditions Financial Arrangements (pension claim)
5 Voluntary
provisions staff
and manual
workers
L Men: 63/64
Women: 62/63
Partial pension - 10 years of employment after 45
YA; reduction of time worked by at least 5 hours per
week, but not more than 10 hours per week. After
the reduction the average working hours per week
must be 17 at the lowest and 35 at the highest.
Early retirement
Partial pension - same conditions as with legal
national pension scheme
Early retirement
Employer can offer special pension to quit before
age 65.
Men: 1933-37: possible with 64
1938 and younger: possible with 63
Women: 1939-41: possible with 62 instead of 63
1942 and younger: possible with 62
instead of 64
55 % of loss of income within a highest limit due to reduced working
time.
Full standard pension at age 65.
Reduction of 0.5 % per anticipated month before age 65, on
permanent basis.
55 % of loss of income (higher incomes: 27.5 %). Standard pension
unaffected (as employer continues contributions).
Reduction of pension claim (private complementary scheme).
The special normally includes compensation for reduction on old-age
pension claim after age 65.
Men: 6,8 % cut of pension (for every year before
general pension age)
Women: 3,4 % cut of pension (for every year before general pension
age)
Payment by
1 + 2
LEGAL PENSION
Table 49
COMPLEMENTARY
PENSION SCHEME
EMPLOYER
PENSION FUND

139
Metal, Engineering and Technology-based Industries
Country General Pension AGE L/CA
TR
UK
AUS
August 2008
Men: 60
Women: 58
As of 1.10.2008 a new law shall be in
force which foresees a gradual
increase in general pension age (65
for both men and women until 2048)
Men: 65
Women: 60 1)
Men: 65
Women: 61 1)
L A gradual transition
period is foreseen
Men: 55
Women: 50
As of 1.10.2008: Men: 60
Women: 58
EARLY RETIREMENT PROVISIONS
Possibility for Early or Partial Retirement (other than invalidity)
Age Conditions Financial Arrangements (pension claim)
15 years of insurance with at least 3600 days of
contributions, upon request of the worker.
As of 1.10.2008:Early retirement shall also be
possible for the persons who are insured for the
first time until 30 April 2008 with the condition of
fulfilling 60 for men, 58 for woman with the below
mentioned conditions:
at least 7000 days of contributions, or
25 years of insurance with at least 4500 days of
contributions.
No general early retirement possibility.
No general arrangements.
Table 49
Payment by
Full normal old-age pension PENSION FUND
Men/Women: 65 CA 55 Penalty for early retirement PENSION/
SA
PROVIDENT
FUND
IRL Men/Women: 65 L No general arrangements.
LUX
Men/Women: 65 L Both : 57 40 years insurance or 37 insurance Legal pension or
unemployment
fund
Footnotes: see end of Table.

140
August 2008
FOOTNOTES TABLE 49
B 1) For women the new retirement law foresees a transition period of 10 years (till 2008) in which the pension age will be gradually increased from 60 to 65 years.
2) Till 2004 there is a transition period in which the minimum number of contribution years is gradually increased from 20 to 35 years of contribution.
3) From 56 YA with 33 YS of which 20 worked during nights only.
DK 1) Special conditions apply to persons who due to their age are unable to fulfill the this requirement.
2) Contrary to the old rules people may work as much as they like, but for each working hour an amount equivalent to the rate of unemployment benefit for one hour will be deducted from the early
retirement benefit.
3) If retirement is postponed till 62 years of age you receive 100% or the rate. If you wait further you are granted a tax reduction for each of the years from 62 to 65.
FIN 1) The employee can choose between 63 and 67. Also possibility to work beyond 68 YA, upon mutual agreement between employer and employee, with proportional higher pension.
2) Persons born 1949 or earlier are entitled.
3) Persons born 1943 or earlier. Entitlement to an individual early pension is enjoyed by a 60-year old employee or self-employed person whose working ability has been so reduced as a result of a
sickness, a defect or disability, factors connected with ageing, long years of service in an occupation, or work-related stress and physical attrition that he cannot reasonable be expected to
continue to earn a living at his job any longer.
4) Age limit 56 years for 1946 and earlier born. How the reduction of working time will be applied as to length, time schedule and other details, has to be agreed upon with the employer.
D *) Gradually increasing to 65 for women and long years insured persons since 1.1.2000; but retirement before this age still possible with corresponding pension reduction.
I 1) Gradually increasing as from 2009 (59) until 2013 (61), in connection with the increase of the “Quote” flexible system (see following footnote).
2) Gradually Increasing as from 2009 (95) until 2013 (97). Different conditions (tougher) for self-employees. There is also another way to enjoy the seniority pension which is only linked to the
years of contribution irrespective of the age, i.e. provided that the employee has 40 years of contribution.
NL 1) The present system came into force on 1 January 1998 and a new pension system will be introduced in January 2006.
S 1) A quite new system for retirement will successively come into force in Sweden. The age for retirement will be flexible, from 61 to 67 YA, due to decision by the employee. Simultaneously the
present system for partial pension will expire.
CH 1) Women: 2005: 65.
UK 1) The UK is currently equalising retirement age for men and women at age 65. The process will be completed in 2020.
AUS 1) Eligibility for women to receive the general age pension is increasing by 6 months every 2 years between 1993/1994 until the eligibility age reaches 65.

141
SICKNESS* ) : PAY RULES (1)
MANUAL WORKERS
Table 50
Metal, Engineering and Technology-based Industries
UNPAID waiting
Payment by the EMPLOYER (E) (continued wage) Payment by the PUBLIC INSURANCE SYTEM (PIS) (Sick pay)
Country
days
Duration Amount Duration Amount
A
(L + Statutes of
the Health–
Insurance
Board)
B
(L + CA / PA)
DK
(CA – not Law)
FIN
(L + CA)
August 2008
None
L: 1 day
CA / PA: None 1)
6 weeks - below 5 YS
8 weeks - after 5 YS
10 weeks - after 15 YS
12 weeks - after 25 YS 1)
WORK INJURIES:
8 weeks - below 15 YS
10 weeks - after 15 YS
a) During first 2 weeks
b) 15th - 30th day
c) From 60th day
None During first 9 weeks – applies only
to workers having more than 9
months of seniority.
(L: 9 days in
sickness
insurance) 1)
CA: 1 day if
employment
lasted less than
6 months
In practice:
28 days - below 3 YS
35 days - after 3 YS
42 days - after 5 YS
56 days - after 10 YS
(only working days are paid)
Full gross wage.
a) Full wage
b) Supplement equivalent to
difference between Sick Pay and
previous net wage
c) Additional payments from a
special Fund 2) :
€ 77.00 / month for 11 months
After duration period 50 % of the gross
amount is paid directly
to the worker until
approx. 1820 day of sick
From 15th day onward
DURATION: One year
PIS is fully suspended during payment by Employer
Full wage From 15th day onward up to 52 weeks’ pay within 18 months
and workers with less than 9 months’ seniority and workers with
more than 9 months seniority who are sick more than 9 weeks.
100 % of wages.
Employer refunded by his social
security system 1)
During 300 week days
-----------------------------------------------
ASSIDENTS / WORKINJURIES:
1 year
*) Basically, the same rules apply in most countries also to Accidents or Work Injuries
A 1) Further 4 weeks after every additional 5 years of service
B 1) Regional and plant agreements on pay for the first day of sickness.
2) The Fund is financed from employer’s contributions, which, however, grants payments for various purpose such as sickness, unemployment, etc.
FIN 1) If employment has lasted less than 1 month the employer pays maximum 1/2 of the 9 first days.
60 % of gross wages or
55 % of gross wages if
living together
(up till ceiling).
Max. DKK 3.515/week
66 % of wages
(sickness ins.)
-----------------------------
100 % of wages (work
injury)

142
August 2008
SICKNESS* ) : PAY RULES (1)
MANUAL WORKERS
Metal, Engineering and Technology-based Industries
Country
UNPAID
waiting days
Payment by the EMPLOYER (E) (continued wage)
Duration Amount
Payment by the PUBLIC INSURANCE SYTEM (PIS) (Sick pay)
Duration Amount
F
(L + CA)
D
(L + CA)
I
(L + CA)
NL
(L + CA)
PIS: 3 days
E: None
Varying according to
regional CA.
In Paris area:
a) During first 45
days (+ 15 days per
period of 5 YS)
b) During further 30
days (+ 10 days per
period of 5 YS)
a) 100 % of wages (with
deduction of the daily
benefit paid by the PIS)
b) 75 % of wages (with
deduction of the daily
benefit paid by the PIS)
From 4th day onward
DURATION:
360 days within 3 years
Long disease: 3 years
Table 50
50 % of gross wages (up till social security ceiling)
or 2/3 if 3 or more dependant children; as from 3rd day,
up to fixed maximum benefit
WORK ACCIDENTS :
The day of the accident is paid by the employer.
Payment by the PIS the 2 nd day of absence due to the work
accident
Payment by the PIS the 1 st a) 60 % of earnings
b) 80 % as from 29
day of absence when not due to an
accident
th day, up to fixed maximum benefit
None During first 6 weeks Full wage From 7th week onward
DURATION: Unlimited but not more than 78 weeks (incl. First
6 weeks) within 3 years for one and same disease
3 days (L)
None (CA)
L: 2 days
CA: None
CA:
CA: 100 % of DIFFERENCE a) From 4th till 20th day
6 months - below 3 YS between PIS and previous b) After 20 days
9 months - between 3-
6 YS
12 months - after 6 YS
gross wages up till first third
of period, 50 % of difference
for remaining two thirds
MAXIMUM:
6 months within one year
Volume; 170% or
180% of wage in two
years
Volume; 170% or 180% of
wage in two years
*) Basically, the same rules apply in most countries also to Accidents or Work Injuries
After 104 weeks if loss earning capacity 35% - 80%
or 80% - 100% if not long lasting ( 5 years) 70% of loss earning capacity up to
max benefit, up to 65.
70 % of regular gross wage (up till ceiling), but not more
than net wage (not contributory and taxable any more);
partly agreed subsidy.
a) 50 % of previous gross wages
b) 66.6 % of previous gross wages
Max. 38 months x 70% of loss earning capacity up to
max. benefit.
Afterwards 70% loss earning capacity if 50% or more of
earning capacity is used.
If not 70% of earning capacity X min. wage.
After 104 weeks if loss earning capacity is 80% - 100%
and long lasting (>5 years)
70% of loss earning capacity up to max benefit, up to 65.

143
August 2008
SICKNESS* ) : PAY RULES (1)
MANUAL WORKERS
Metal, Engineering and Technology-based Industries
Country
UNPAID waiting
days
Payment by the EMPLOYER (E) (continued wage)
Duration Amount
Payment by the PUBLIC INSURANCE SYTEM (PIS) (Sick pay)
Duration Amount
N None For first 16 days 100 % of wages
From 3rd week onward
(up till a certain ceiling)
DURATION: One year
P 3 days From 3 rd day onward
DURATION: 1,095 days
E None a) 3 days
a) 100 % wages (E)
b) 4th - 20th day b) Reimbursed from PIS
c) 21st day - 18 months c) Reimbursed from PIS
S One unpaid day During first 2 weeks 80 % of average wage/hour from 2nd day until 14 th
Paid entirely by the employer.
a) -
b) 4th - 20th day
c) 21st day - 18 months
100 % of wages
(up till a certain ceiling)
a) -
b) 60 % contributory pay basis
c) 75 % contributory pay basis
After 2 weeks 78 % of normal daily income 1)
(CA) WORK INJURIES: are covered by a special additional insurance, paid by Employer and administered by a special insurance company (by CA).
CH
TR
(L + CA)
a) None (without
PIS)
b) 1 - 3 days (PIS)
(PIS is not
compulsory)
1 month - during 1st YS
2 months - after 1 YS
3 months - after 3 YS
4 months - after 9 YS
5 months - after 14 YS
6 months - after 19 YS
a) Full gross wage, or
b) Contribution of 2 % to Sick Fund plus difference
between Sick Pay and gross wages (max. 20 %)
a) -
b) For up till 720 on 900 successive days
ACCIDENTS + WORK INJURIES are covered by a compulsory national insurance system paying 80 % of insured earnings, without limitation of duration.
Contributions for WORK INJURIES (varying according to risks) are paid by Employer; those for NON-WORK ACCIDENTS by the worker.
Employer has to pay difference to 100 % of gross earnings (max. 20 %) during 1 - 6 months according to YS.
L: 2 days
CA: None if
sickness lasts
for more than 5
days
L: None
CA: a) First 2 days of
sickness or more than 5
days
b) Unlimited for work
injuries of more than 10
days
L: None
CA: a) Equal to Sick Pay
b) Difference between Sick Pay
and basic wage
L: from 3rd day on the condition of paying the
sickness insurance premium for at least 120
days (As of 1.10.2008; this period shall be 90
days) in the course of the year preceding the
beginning date of temporary working
incapacity.
*) Basically, the same rules apply in most countries also to Accidents or Work Injuries
S 1) Manual workers get sickness pay from National Insurance System (PIS) and an additional pay, 10%, from special joint insurance (SF) financed by employers.
a) -
b) 80 % of gross wages
Table 50
L: 50 % of average wages
(when the insured is hospitalised or sent to
a thermal station at the expense of the
Social Security Institution)
L: 2/3 of the average wages in the case of
treatment in the outpatience clinic)

144
August 2008
SICKNESS* ) : PAY RULES (1)
MANUAL WORKERS
Metal, Engineering and Technology-based Industries
Country
UNPAID waiting
days
Payment by the EMPLOYER (E) (continued wage)
Duration Amount
Payment by the PUBLIC INSURANCE SYTEM (PIS) (Sick pay)
Duration Amount
UK
AUS
3 days Varies according to
employer.
Payments by employers vary, but must not
be below statutory minimum rates.
None 26 weeks Diff. Between award rate of pay and actual
pay 1)
Table 50
Up to 28 weeks Above earnings of £ 75.00 per week, statutory
sick pay entitlement is £ 63.25 per week
26 weeks Award rate 1)
SA None 30 days in a 3-year cycle 100% of actual wage After expiry of sick pay: 26 weeks 50% of actual wage
IRL
Varies according
to employer
Varies according to
employer
Payments by employer vary, but must not
be below social welfare rates.
After 3 days once an employee has worked + at
least 52 weeks PRSI contributions paid since you
first started work
and
39 weeks PRSI contributions paid or credited in the
relevant tax year (13 of these must be paid
contributions),
or
26 weeks PRSI contributions paid in the relevant
tax year and
26 weeks PRSI contributions paid in the tax year
immediately before the relevant tax year
LUX None None 100% 52 weeks 100%
*) Basically, the same rules apply in most countries also to Accidents or Work Injuries
AUS 1) This amount differs from State to State. The amount stated is for New South Wales.
Made up of a personal rate with additional
allowance payable for dependent children and
adults

145
August 2008
SICKNESS* ) : PAY RULES
STAFF WORKERS
Metal, Engineering and Technology-based Industries
Country UNPAID waiting days
Payment by the EMPLOYER (E) (continued wage)
Duration Amount
Payment by the PUBLIC INSURANCE SYSTEM (PIS) (Sick Pay)
Duration amount
A
(L +
Statutes of
the Health–
Insurance
Board)
B
(L)
DK
(L)
FIN
(L + CA)
I
(CA)
None
6 weeks - below 5 YS
8 weeks - after 5 YS
10 weeks - after 15 YS
12 weeks - after 25 YS 1)
WORK INJURIES
8 weeks - below 15 YS
10 weeks - after 15 YS
Full gross salary
After “duration” 4
week half amount in
addition.
None During first month Full gross salary After one month
DURATION: Unlimited
Table 51
After duration period 50 % of the gross amount is paid directly to the worker until
approx. 1820 day of sick
PIS is fully suspended during payment by Employer
60 % of gross salary or 55 % of gross salary if living together (up
till ceiling).
None Unlimited Full gross salary As for Manual Workers (see Table 50) Up to maximum DKK 3.515/week; the money is paid to employer,
who pays full gross salary to employee
None 1)
(9 days in sickness insurance)
2) 28 days - below 1 YS
25 days - after 1 YS
90 days - after 5 YS
None (see Table 50) Full gross salary up
till first third of period,
afterwards 50 %
Full gross salary As for Manual Workers (see Table 50) As for Manual workers
None None
SICKNESS: Basically same rules as for manual workers (see Table 50). Additional amount, 10%, to sick pay from PIS, however, is paid directly by the employer.
S WORK INJURIES: Are covered by a special insurance (see Table 50) WORK INJURIES: No pay from National Insurance System (PIS), but after 90 days by Pension Fund
depending on persistent disablement
TR (see Table 50) Unlimited Full gross salary As from manual workers (see Table 50) As for manual workers (see Table 50)
Others
1)
In FRANCE, NETHERLANDS, NORWAY, PORTUGAL, SPAIN, SWITZERLAND, the UNITED KINGDOM, SOUTH AFRICA, IRELAND and LUXEMBOURG - same rules as for MANUAL WORKERS (see
Table 50).
In GERMANY in principle also same rules, but PUBLIC INSURANCE SYSTEM pays only if employee is member of the legal scheme. If she/he is member of a private sickness insurance, rules as set out
in insurance contract.
*) Basically, the same rules apply in most countries also to ACCIDENTS and WORK INJURIES
A 1) Further 4 weeks after every additional 5 years of service
DK 1) See this table - PIS Amount - regarding refunds.
FIN 1) If the employment has lasted less than one month, the employer pays maximum 1/2 of the 9 first days.
2) If the employment has lasted less than one month, the employee is not entitled to sickness pay with the exception mentioned in footnote 1).

146
August 2008
SICKNESS: CONTROL RULES
MANUAL and STAFF WORKERS
Metal, Engineering and Technology-based Industries
Country
Need to present a MEDICAL CERTIFICATE to Employer (E) or to Public
Insurance System (PIS)
CONTROL possibilities of disablement to work
Manual Workers Staff Workers by Employer (E) / by Public Insurance System (PIS) Conditions for control
A
B
DK
If employer so requires: At (and as from) the
first day
To the Employer: within the first two (work)
days
To the PIS: within 7 days
In practice: As from the 3rd day By the PIS and a doctor appointed by them In case of doubt
As Manual Workers
To the PIS: within 28 days
Rules are normally agreed upon at plant level, exist in most companies, where
required as from 4th day, and usually supplementary documentation after 14 days.
FIN Covering the whole period of sickness In principle: Also from the first day
F
D
I
(L + CA)
NL
N
P
To the employer: on 1 st day of absence
To the PIS: for any absence of more than 3
days within the first 2 days
Only if sickness takes longer than 3 days: On
the fourth days the latest.
To the Employer: Information of company on
1st day of absence. Certificate within 2 days
of beginning of illness
To the PIS: Certificate to be sent on 2nd day.
E: Any time during illness, by a control doctor.
PIS: By a doctor of the PIS upon their request
Rules normally agreed upon a plant level
As Manual Workers E: Possible by CA
PIS: Possible by law - by a doctor of the PIS
As Manual Workers By the PIS (even within the first 6 weeks where
employer has to pay) by a doctor appointed by the PIS
As Manual Workers As from the first day of illness on employer’s request by
institutionally competent public body
No No (Immediately) after report of sickness, social (and
medical) control by E (or by a doctor appointed by E).
Notice: On the first day.
Personal written statement: For first three
days (max. 4 times within a 12 month period)
Medical certificate: From 4th day
Medical certificate to the employer as soon as
possible and to PIS within the first 5 business
days
As Manual Workers Employee can be requested to call upon a publically
appointed control doctor
As Manual Workers Visit by doctor appointed by the employer or social
security
Table 52
E: In case of doubt (right usually not used)
PIS: In case of long illness (right frequently used)
In case of justified doubt on disablement to work.
Fixed hours during the day for controls and
sanctions provided by law and CA.
Stay at home till first control
In case of doubt about correctness of medical
certificate
Stay at home in case of doubt

147
August 2008
SICKNESS: CONTROL RULES
MANUAL and STAFF WORKERS
Metal, Engineering and Technology-based Industries
Country
Need to present a MEDICAL CERTIFICATE to Employer (E) or to Public
Insurance System (PIS)
CONTROL possibilities of disablement to work
Manual Workers Staff Workers by Employer (E) / by Public Insurance System (PIS) Conditions for control
E
S
CH
TR
UK
AUS
To the Employer: Within the first 5 days
To the PIS: From 7th day after notice given
by worker
Employer: When he thinks it is required
To PIS: From 7th day after notice given by
worker
Different from company to company;
usually: Within 1 - 3 days
No provisions
CA: The same day in principle
Can be regulated at the employer’s
discretion.
Any absence after two single days per year if
required by employer
As Manual Workers Visit by doctor appointed by E
Visit by doctor appointed by PIS
As Manual Workers By the PIS, on their own decision
WORK INJURY: By the insurance company
As Manual Workers CA: Companies are free to institute a system to check
on absenteeism.
Normal possibilities in practice: Visit by representative of
PIS or E; Medical control by doctor appointed by E
As Manual Workers Control of medical certificate
by doctors of PIS (and eventually
by a special committee)
As Manual Workers According to company schemes or examination by
appointed doctor
Stay at home in case of doubt
Table 52
Only in case of obvious misuse, or of long or
frequent sickness
In case of doubt on disablement to work
As Manual Workers Medical certificate from employee’s doctor Employer’s satisfaction
SA From the third day of absence As Manual Workers Medical certificate from employee's doctor Employer's satisfaction
IRL
LUX
Can be regulated at the employer’s discretion As Manual Workers According to the company schemes or examination by
appointed doctor
To the employer and the PIS within the first 3
days
As manual workers By the doctor of PIS In case of doubt on disability to work

148
August 2008
PROTECTIVE MATERNITY LEAVE
Metal, Engineering and Technology-based Industries
Country
Duration of protective leave Wage or cash benefits by
Before confinement After confinement Employer (E) Public Insurance System (PIS)
A 8 weeks 8 weeks None 100 % of net earnings
B 1)
DK
FIN
F
Maximum 7 weeks 2) (1 week
obligatory - 6 weeks can be
taken after confinement in
addition to the 9 weeks) 3)
9 weeks (additional 6 4) weeks
possible - see left column) + 2
weeks non-paid on demand of
worker
4 weeks 1) 14 weeks for the mother
2 weeks for the father
None Both: First month 82 % of normal earnings,
79.5 % of earnings for remaining period
(up till ceiling)
Manual workers: None if not covered by CA. If covered by CA: the employer
pays full wage - maximum the first 14 weeks after confinement to the mother
and 2 weeks for the father. What the employer in fact pays is the sum
amounting to the difference between public maternity benefits and full wage.
The employer claims refund from the Social Authorities.
Staff workers: The White-collar Act stipulates that salaried employees on
maternity leave are entitled to half pay in three months. If covered by
collective agreement a staff worker/salaried employee will be entitled to full
pay from the employer – in fact pays is the sum amounting to the difference
between public maternity benefits and full wage. The employer claims refund
from the Social Authorities.
From 1. July 2007 both employers and employees covered by a collective
agreement and both manual and staff workers pay an extraordinary
contribution to pension during the 14 weeks of maternity leave.
1. July 2007 DKK 5, 00/2, 50 total 7, 50/hour
1. July 2008 DKK 5, 20/2, 60 total 7, 80/hour
1. July 2009 DKK 5, 50/2, 75 total 8, 25/hour
30 weekdays 75 weekdays Supplement to daily public allowance up to full wage
Manual workers: During 42 days
Staff workers: During 3 months
6 weeks for the 1 st and 2 nd child
and 8 weeks for subsequent
children
Twins: 12 weeks
Triplets and more: 24 weeks
Footnotes: see end of Table.
10 weeks for the 1 st and 2 nd
child and 18 weeks for
subsequent children
Twins: 22 weeks
Triplets and more: 22 weeks
DKK 95, 00/hour.
Table 53
Since 1. October 2006 employers have to contribute to a
maternity-leave fund either based upon legislation or
collective agreement for all employees.
The contribution to the fund based on legislation is DKK
936, 00 per year per full time employee and the return is
the difference between DKK 95, 00/hour and DKK 142,
00/hour in 4 weeks before the birth for the mother and 2
weeks for the father and the first 2 weeks for the mother
after the birth. Hereafter 18 weeks which can be divided
by the parents?
The contribution to the fund based on collective
agreements is 0, 26 percentage of the total amount of
wages in the enterprise. The return is for the mother the
difference between DKK 95,00/hour and the full pay from
4 weeks before the birth until 14 weeks after and 2 weeks
after the birth for the father
70 % of daily earnings
Partial supplement to maternity benefit 100 % of net earnings (within the limit of the social
security ceiling)

149
PROTECTIVE MATERNITY LEAVE
Table 53
Metal, Engineering and Technology-based Industries
Country
Duration of protective leave Wage or cash benefits by
Before confinement After confinement Employer (E) Public Insurance System (PIS)
D
I
NL
August 2008
6 weeks In principle: 8 weeks; 12 weeks in cases of
preterm or multiple birth
Total duration: 20 weeks
Women workers can abstain from work in the period to their expected childbirth and
ending 16 weeks (4 months) after the actual confinement day.
The parents can abstain from work for a total maximum of 10 months overall, with a
maximum for each parent of 6 months (i.e. if one of them takes 6 months, the other is
only allowed 4 months).
The date pregnancy leave starts is
flexible from six weeks before the date
the baby is due, but not later than four
weeks before the baby is due.
10 weeks (must be taken in conjunction with
pregnancy leave).¹ ²
Supplement to maternity pay (from Public Insurance
System) up to 100 % of net pay; Small businesses (< 30
Employees) receive a full refund of their costs from the
relevant health insurance company
Compulsory abstention from work
20% of regular wage
Normal pay up to maximum (2008: € 177,03 per day)
(Employer may claim refund from Social Security)
Max. 13 € / day or 390 € / month
(“Mutterschaftsgeld”).
The health insurance company pays the social
security contributions.
80 % of regular wage
Optional abstention up to 3 years of age of the child.
30% of the wage (max. 6 months shared by both
parents)
Up to 8 years of age: 30% of the wage for low-income
families
(Refunding to employer)
N 52 weeks in all None 100 % of earnings up to a certain ceiling
P 120 -150 days in all None 100 % or 80% of earnings ( leave of 120 or 150 days
E
S
CH
TR
UK 1)
16 weeks to be distributed by mother’s decision; normally taken after confinement (+2
weeks in case of multiple birth as from the 2 nd child or for a disabled child)
Up to 60 days Up to 450 days in connection with parental
leave (Table 54) 1)
CA: 16 weeks after 10 months of service. Protective leave can be taken 2 weeks
before confinement at the earliest 1)
None 100 % of earnings
10 % of normal wage:
a) during 1 month after 1 YS
b) during 3 months after 2 YS 2)
(From 1st day of leave): 80 % of normal earnings (up
till ceiling)
Pay in addition to PIS (20%), plus 2 weeks PIS (80%), but only 14 weeks
8 weeks 1) 8 weeks 1) None Lump sum assistance for delivery Temporary working
disability allowance
11 weeks maximum Scheme 1: 18 weeks less the number of
weeks taken before confinement (can be
extended by 2/4 weeks)
Scheme 2: up to 29 weeks
AUS 1) 6 weeks Up to 46 weeks Unpaid leave
SA
IRL
4 weeks 6 months (CA) CA Sick Pay Fund: 26 weeks wages at 55% of actual
earnings
2 weeks minimum 16 weeks maximum post confinement paid by
social welfare plus option to avail of additional
eight weeks(unpaid by social welfare)
Employers can reclaim 92 % of statutory maternity pay. For the first six weeks statutory maternity pay equals
90 % of normal weekly pay. For the following 12
weeks the weekly rate is currently £ 75.00.
No legal requirement:. In practice a minor number of
companies top up the Public Insurance Allowance to normal
pay.
26 weeks at 45% of actual earnings
LUX 8 weeks 8 weeks or 12 weeks if breast-feed None Treated like sickness
Footnotes: see end of Table.
75% of this weekly gross pay, subject to a minimum
payment of €165.60 and a maximum payment of €
249 per week.

150
August 2008
FOOTNOTES TABLE 53
B 1) See also Table 54 for Paternity Leave
2) Maximum 9 weeks when expecting twins.
3) 8 weeks before confinement pregnant women are not allowed to work at night.
4) Additional 8 weeks possible - see left column.
DK 1) Moreover, the pregnant employee shall be sent home on leave and paid her normal salary until four weeks before the expected date of confinement provided that the work she performs and/or
conditions at the workplace imply a risk for the pregnant woman herself or/and the embryo. She is free to choose to go home on leave and be paid either half pay (staff-workers) or Public pay.
I 1) Also in case of adoption.
NL 1) Self-employed people are also entitled to sixteen weeks pregnancy and maternity leave. During the leave, self-employed individuals will receive an allowance up to max. € 1370 gross a month.
This new legal arrangement came into force in July 2008.
2) Adoption leave (max. 4 weeks): the employee will receive an allowance which matches the salary up to a max. amount based on daily wages.
S 1) Additional 10 days for the father when the child is born.
2) Parental payment when the employee (mother or father) is on parental leave within a period of 2 months before and 18 months after the child is born.
CH 1) In addition to this return to work by law NOT allowed before 8 weeks after confinement.
TR 1) In case of multiple pregnancy, an extra two week period shall be added to the eight weeks before confinement during which female employees must not work.
UK 1) Scheme 1: The employee requires no service qualification, although she must have worked for 26 weeks service continuing into the 15 th week before the week the baby is sue to quality for
statutory maternity pay (which can be paid for 18 weeks). Scheme 2: The employee has had 1 year of service. Major changes due April 2003.
AUS 1) No compulsion to take maternity leave in New South Wales. Maximum 52 weeks where the leave is nominated by the employee.

151
July 2008
PATERNITY / PARENTAL / CHILD-REARING LEAVE
(other than Protective Maternity leave)
Metal, Engineering and Technology-based Industries
Country Legal basis Eligible person Duration of leave/Extension Financial treatment Notice period to employer Remarks
A
B
Law Mother or Father 2 Years Special “Children Allowance” –
Fix lump-sump separated from
leave
Time leave
(Central CA
"time credits")
Special
leaves
Paternity
leave
Footnotes: See end of table
CA: any worker
CA: Worker aged 50+
- Right for 5% of the workers in the company to
full-time or half-time leave for min. 3 months and
max. 1 year after 1 year seniority in the company.
% and duration can be extended by CA on sector
level or company level
- Right to 1/5 leave for min. 6 months and max.
5 years (can not be extended by CA) after 5 years
seniority in the company
- Right to 1/5 or 1/2 time leave of min. 6 months
(1/5) or 3 months (1/2), without a maximum
Any worker - Palliative care: full-time or part-time leave
(max. 2 months)
- Care of sick relative: full-time or part-time (1/2
or 1/5) leave (max. 12 months)
- Parental leave: full-time or part-time (1/2 or 1/5)
leave (max. 3 months)
Father - Possibility for father to take over maternity
leave, under same conditions, if mother died or is
hospitalised
- 10 days to be taken within the first 30 days
after birth
- Allowance from
unemployment insurance. In the
Flemish region there is, under
certain conditions, an incentive
bonus paid by the Flemish
Governement
- Same as maternity leave
- Employers pays 3 days and
remaining 7 days are paid by
public insurance system
Mother + Father: In principle 8
weeks after child’s birth, but
as from 2000: flexible
- 3 months before leave
(6 months if under 20 workers
in company)
- Minimum day before
attestation
- Minimum day before
attestation
- 3 months before leave
- Immediately if death of
mother; 8 days after birth if
hospitalisation
- Immediately after birth
Table 54
RIGHT TO FORMER JOB Care of
sick child: Up to 2 weeks, paid (any
worker)
In case of adoption:
Both father and mother have fulltime
leave of 6 weeks in case of
adoption (4 weeks if adopted child is
more than 4 years old) - Employers
pays 3 days and remaining 7 days
are paid by public insurance system

152
Metal, Engineering and Technology-based Industries
July 2008
PATERNITY / PARENTAL / CHILD-REARING LEAVE
(other than Protective Maternity leave)
Country Legal basis Eligible person Duration of leave/Extension Financial treatment
DK
FIN
F
Law 1. Mother
2. Father
a) Law
b) CA
Law
a) parental leave
b) paternity leave
Footnotes: See end of table
1. Mother or Father
2. Father
a) Father or Mother
(with 1 YS seniority)
b) Father
1. 32 weeks after the first 14 weeks after
confinement
2. 32 weeks.
Parents can freely divide leave. Always
one parent on leave.
1. a) 158 weekdays
b) 12 months (incl. the above
158 days)
2. 18 weekdays (+ 12 weekdays)
a) 1 year leave or reduction of working
hours of at least 1/5. Renewable twice
until 3rd birthday of child. The same
applies in case of the adoption of a child
(aged less than 3 years).
b) 11 days to be taken within the 4
months after the birth
Furthermore, the father is entitled to take
three days off at the time of the birth of
the child.
Maximum DKK 95, 00/hour for onetime
32 weeks.
CA:
Manual worker,
Week 15-23, normal payment but max
135/hour 1)
Staff worker: Week 15-23, normal
payment but max 21.645/month 1) .
(3 weeks for the mother + 3 weeks for
the father + 3 weeks for one of them)
a) Allowance by State or:
b) Manual workers: For 56 calendar
days wage from employer Staff
workers: 3 months salary from
employer (Employer gets public
allowance during this period)
a) For one child, entitlement to family
allowance for a maximum duration of 6
months
From 2nd child onwards: entitlement to
a family allowance until the 3 rd birthday
of the child.
b) The social security scheme pays
paternity leave during a maximum of
11 consecutive days. The benefit is
determined as the maternity benefit.
The employer does not complement
the legal benefit for paternity leave.
Notice period to
employer
a) Notice must be given 8
weeks after confinement;
b) Mother: 3 months’
notice before the expected
date of confinement.
c) Father: leave first and
second week after
confinement: notice no later
than four weeks before the
expected date of
confinement.
a) 1 month if immediately
after maternity leave;
otherwise 2 months
b) The employee must
inform the employer one
month before the leave
Remarks
Table 54
Care of sick child regulated
according to CA: 1st day of child’s
illness paid.
MANUAL WORKERS:
Employment can’t be terminated
STAFF WORKERS: OFFER OF
SAME OR SIMILAR WORK Care
of sick child under 10 YA: Up to 4
days/year (first day unpaid)
a) RIGHT TO FORMER OR
EQUAL JOB when leave is over.
In some CA leave for care of sick
child (sometimes paid)
b) For adoption, the leave is
granted to either the mother or
the father

153
Metal, Engineering and Technology-based Industries
July 2008
PATERNITY / PARENTAL / CHILD-REARING LEAVE
(other than Protective Maternity leave)
Country Legal basis Eligible person Duration of leave/Extension Financial treatment
D
I
NL
N
Law
CA- some
regions
Mother or Father
Mother or Father
Law Mother or Father
(under certain
conditions)
Law Mother or Father
Father
Law Mother or Father
---------------------
Single parent
Footnotes: See end of table
up to three years after the birth of the child
Additionally up to 42 months provided the
employee’s seniority amounts to at least 5
consecutive years
a) Up to 6 months during first year after
child’s birth.
b) 6 months within the first 3 years of age
(caring for a sick child), or,
c) Max 10 months up to 8 years of age if at
least 3 months used by father
These periods are considered doubled if the
babies are twins, triplets, etc.
13 times the weekly working hours to care
for children under the age of 8 and Longterm
compassionate leave (twelve weeks
each year half the number of hours that are
worked) are provided for by law. These
forms of unpaid leave give parents the
opportunity to care for their family-members.
2 days Paternity leave
1 year
--------------------------------------
2 years
67 % of the net income in the last 12 months
before the birth but not less than 300 € and not
more than 1,800 €; Duration: A mother or a
father can receive parent’s money up to 12
months. Two more months will be subsidised if
the other partner demands parental leave too.
Unpaid leave
a) 30 % of salary
b) Unpaid leave. If the worker’s income is
below a certain threshold he/she is given a
“benefit paid” which could reach a maximum of
30% of salary according to the workers’
income.
c) Unpaid leave
Unpaid leave
Fully paid by employer.
Unpaid after normal maternity leave
Notice period to
employer
At least 7 weeks before
taking parental leave
4 weeks
------------------------------------
12 weeks
Remarks
Table 54
RIGHT TO FORMER JOB Care of
sick child: Up to 10 days if single
parent.
Not applicable to enterprises with
less than 500 employees. Right to
former job only if this job or an
equivalent is available.
RIGHT TO FORMER JOB. During
first year of life of child: Reduction
of daily working hours by 2 (1) hrs
if working time is more (less) than
6 hours; paid. Care of sick children
under 3 YA, unpaid
Parental leave. Maximum half of
working hours per week.
Emergency leave: in case an
employee suddenly and
unexpectedly needs to take time
off e.g. for caring for a sick child.
Fully paid by employer.
RIGHT TO FORMER JOB. Care of
sick child under age 12: 10
days/year if more than 1 child;
paid by employer

154
Metal, Engineering and Technology-based Industries
Country Legal basis
P
E
July 2008
Eligible
person
Law Mother or
Father
Law Mother or
Father
PATERNITY / PARENTAL / CHILD-REARING LEAVE
(other than Protective Maternity leave)
Duration of leave/Extension Financial treatment
5 days for the father within the first month of the child
2 years (3 years for 3 rd child or next) for children up to 6
years
Up to 3 years child’s birth
13 days (+2 in case of multiple birh as from the 2 nd child)
Paid leave
Unpaid leave
Unpaid leave
Parental allowance: 100% of earnings
from Public Insurance System
Notice period
to employer
Law Mother or a) Fulltime release:
S
Father
Till 1.5 YA of child
b) Right to reduce working hours to 75 % till 8 YA of child
c) Parents’ right to leave during totally 480 days 1)
Parental allowance from National
Insurance Fund
CH CA Father Recommendation of 4 weeks max. unpaid
Law Mother 1. Up to 6 months 1)
1. Unpaid
TR
2. 1.5 hrs/day for 1 year
2. Paid
CA Father 4 days
UK 1)
Law Mother of 13 weeks’ unpaid parental leave to care for a child under Unpaid 21 days before
father 5yrs (18 weeks for a disabled child under 18yrs). 1 year’s
taking the
service required.
leave
AUS
Award
provision
Primary
care giver
5 days
30 days
Maximum 52 weeks unpaid Usually one
month
SA Law and CA Father 3 Days per year Paid
IRL
LUX
Law Mother or
Father
Law Mother and
father
Footnotes: See end of table
14 consecutive weeks to care for a child.
Leave must be taken before child reaches 5 years old. 1
Must have one year’s continuous service.
1. 6 months full-time
2. 12 months half-time
Remarks
Table 54
RIGHT TO FORMER JOB. During first year of
life of child: Reduction of daily working hours
by 2 hrs for nursing mother or father
L: 15 days Paid leave of 1 hour/day or reduction of
working time by 1/2 hour for nursing mother
RIGHT TO FORMER JOB Care of sick child:
under age 12: Up to 120 days/year; paid by
the social security system
1. Optional leave
2. For breast-feeding
Right to return to former position
Right to former position
unpaid 6 weeks Right to return to former position. Leave can
be fragmented with consent of employer.
1. unpaid by employer
2. paid by PSI
4 Months

155
July 2008
FOOTNOTES TABLE 54
DK 1) Since 1 October 2006 employers have to contribute to a maternity-leave fund either based upon legislation or collective agreement for all employees. The contribution to the fund based on
legislation is DKK 936, 00 per year per full time employee and the return is the difference between DKK 95, 00/hour and DKK 142, 00/hour in 4 weeks before the birth for the mother and 2 weeks
for the father and the first 2 weeks for the mother after the birth. Hereafter 18 weeks which can be divided by the parents? The contribution to the fund based on collective agreements is 0, 26
percentage of the total amount of wages in the enterprise. The return is for the mother the difference between DKK 95,00/hour and the full pay from 4 weeks before the birth until 14 weeks after
and 2 weeks after the birth for the father. Finally for the period 15-23 week after the birth the difference between DKK 95, 00/hour and DKK 135, 00/hour. The contribution to the fund based on
collective agreements is 0, 26 percentage of the total amount of wages in the enterprise. The return is for the mother the difference between DKK 95,00/hour and the full pay from 4 weeks before
the birth until 14 weeks after and 2 weeks after the birth for the father. Payment refunded from collective Maternity Fund (The Industries Maternity Fund).
S 1) Including the paid time-off after confinement (Table 53). Can be divided into parts of days and be used either by the father or the mother. 60 days can not be transferred to the other parent, the so
called “father months”.
TR 1) 6-months leave, if so requested, shall start after the 16-weeks compulsory maternity leave.
UK 1) Changes due April 2003 including the introduction of 2 weeks’ paid paternity leave.

156
WORKER / T.U. INVOLVEMENT IN CHANGE OF WORK ORGANISATION AND TECHNOLOGY
Table 55
Metal, Engineering and Technology-based Industries
Country
Employee involvement in the Planning stage Employee involvement during Introduction and Application
Who Type of participation right Final decision Who Type of participation right Final decision
A
B
DK
FIN
F
D
I
July 2008
Works Council Information / Consultation on EFFECTS
for employees
Works Council Prior information and consultation on
EFFECTS for employees
Cooperation
Committee
Workers’
representatives /
Workers
concerned
Works
Committee
Works Council
----------------------
Workers
concerned
Unitary Union
Representation
Bodies in plants
with more than
50 employees
For production: Management;
for personal data + employee
control: Arbitration Committee
Works Council Consent if transfer to other job/change of
working conditions for worse/registration of
personal data/system for control of
employees
Management Works Council Information when important reorganisation
Generally:
Information / Consultation.
Employee information/consultation Management Cooperation
Committee
Negotiation on grounds for, EFFECTS
and alternatives to changes
Prior information / and consultation on
EFFECT on employee
In due course: Information and
consultation on EFFECT for employees.
Works council can make proposals how
to secure and to increase employment.
---------------------------------------
Information on EFFECTS, discussion of
required qualification measures
Information on: Substantial changes of
work organisation and/or production type,
which exert an influence on employment;
production decentralisation; shifting of
considerable part of workers inside the
company
Management Workers
concerned
Management Works
Committee
Management has to discuss
works council’s proposal (in
case of refusal: reason for this
refusal; more than 100
employees: reason for this
refusal must be given in written
form).
---------------------------------------
Management
If non-agreement: Arbitration
Committee
Management
Employee information/consultation Management
Consultation, information, right to proposals Management (with few
exceptions)
Information Management
Works Council Codetermination in
a) individual personnel measures
(regrouping, transfer, notice of changed
conditions)
b) social matters (e.g. matters of pay
determination)
a) Labour Court
b) Conciliation committee
Management No rules Management

157
July 2008
WORKER / T.U. INVOLVEMENT IN CHANGE OF WORK ORGANISATION AND TECHNOLOGY
Metal, Engineering and Technology-based Industries
Country
Employee involvement in the Planning stage Employee involvement during Introduction and Application
Who Type of participation right Final decision Who Type of participation right Final decision
NL
N
P
E
S
CH
TR
UK
Management No specific rights Management (Works Council) No specific rights on technology as such
(but possible involvement later on if n.t.
has EFFECTS for employees)
Workers
representatives
/ workers
concerned
Workers
represent./
workers
concerned
Trade union
representatives
in the plant
Local trade
unions
Employees and
their
representatives
Consultation, recommendation.
codecision if there are EFFECTS
Management Workers
represent./
Workers
concerned
Consultation Management Workers
represent./
Workers
concerned
Consultation (CA) Management Works
Committee
Law: Negotiation on effects of proposed
changes
Voluntary consultation rights according
to PA
Management Joint groups at
shopfloor level
(if locally
agreed)
Management Employee
Representation
No rules Management Trade union
representatives
Normal employee involvement
consultation procedure: No legal or CA
rights - good practice
Management Employees and
their
representatives
Consultation, recommendation,
codecision
Normal employee involvement
consultation procedure
Cooperation with management, control
at work, information to workers
Influence on education in connection
with new technologies
Voluntary consultation rights according
to PA
Normal employee involvement
consultation procedure: No legal or CA
rights
Normal employee involvement
consultation procedure: No legal or CA
rights
AUS An Organisation of Employees, which is party to the award, is entitled to be heard where an application is made to include enterprise flexibility provisions in an award.
SA
IRL
Employees and
their
representatives
Employees and
their
representatives
Consultation (CA) Management Employees and
their
representatives
Normal employee involvement
consultation procedure: No legal or CA
rights - Good practice
Management Employees and
their
representatives
Management
Management
Management
Management
Management
Management
Management
Management
Consultation according to CA rules Management
Normal employee involvement
consultation procedure: No legal or CA
rights
Management
LUX Works council Information and consultation Management Works council Information and consultation Management
Table 55

158
July 2008
WORKER / T.U. INVOLVEMENT IN SAFETY & HEALTH MATTERS
Metal, Engineering and Technology-based Industries
Country Body Type of INVOLVEMENT of Employee Representatives or Unions
A
B
DK
FIN
F
D
Works Council Information right in all matters relating to health and safety of workers. Control of implementation of laws and agreements. Agreements can be made
regarding measures to avoid accidents.
a) Safety + Health Committee (joint committee)
b) Trade Union Delegation
a) Safety Representatives
b) Safety Committee (in larger comp.)
a) Workers’ Representatives*)
b) Safety Delegates
Consultation (for opinion) on all safety and health matters. If employer does not follow the opinion, he must state the reasons for his decision. If the
disagreement persists, the workers representatives can appeal before the Labour Inspection. In the absence of a Safety and Health Committee, the
Trade Union Delegation fulfills the same takes.
Representation of workers’ interests and advice to management in any question of safety at work.
Control application of protective legislation. Close cooperation with management, representation of workers’ interest in safety matters.
Health & Safety Committee Control of application of legislation, investigations, instructions and suggestions. Consultation prior to introducing new technology modifying in important
way health & safety.
a) Works Council
b) Safety officers/Safety Committee
Table 56
Codetermination with regard to prevention of work accidents and professional diseases as well as health protection according to legal rules. Agreements
on company level can be concluded on additional measures for preventing work accidents and health damages and on environmental protection in the
company concerned. Codecision right on appointment or dismissals of company doctor and safety experts, i.e. workers’ representatives have a say on it.
Supporting employer in protection from accidents. Control of application of protective prescriptions. Work councils can decide on working time cuts or
extensions without approval by the unions (Pforzheim agreement in February 2004).
I Safety Representatives Rights of information and consultation in all matters relating to safety and health. Control of application of legislation, suggestions to employer.
NL Works Council Codetermination right on regulations for safety, health or well-being.
N Works Committee Consultation right on improvement of safety measures.
P Workers' Representatives Consultation right on improvement of safety, health or well-being.
E
a) Works Committee
b) Safety & Health Committee
Control of compliance with rules on safety and health at work.
Control and application of safety and health norms, establishment and control of safety plans.
S Safety delegates/Joint Safety Committee Consultation through the safety delegates or the joint safety committees on matters regarding working environment and health services.
CH Employee Representation Consultation and information rights concerning health and safety measures.
TR
a) Health & Safety Committee (joint committee)
b) Committee on suspending operations or
closing the establishment in the case of defects
endangering the lives of the employees
c) Safety experts
Fixation of company’s safety measures. Suggestions on machine safety, personal safety equipment.
Investigation into accidents. Deciding to suspend the operations partly or completely or the closing of the establishment In the case of any defects
endangering the lives of employees are found to exist in the installations and arrangements, in the working methods and conditions or in the machinery
and equipment of the establishment.
To determine health and safety measures at work and monitor their implementation and to prevent work accidents and occupational diseases.
Safety Committee Trade Union safety representatives have consultation, information and investigative rights relating to issues concerned with the promotion and
UK
development of health + safety measures. Also right to make representation to employer in any such matters. Employee representatives only have
consultation and information rights, as well as making representations to employers.
AUS Occupational Health + Safety Committee Consultations and information with regard to any matter of heath + safety at the workplace.
SA Safety Committee Control of compliance by employer of health and safety legislation.
IRL
Employee representation Consultation, information and investigative rights relating to issues with promotion and development of health and safety measures.
Also right to make representation to employer in any such matter.
LUX Employee representation Consultation and information on regulations for safety, health and well-being.
*) or Shop Stewards where are on Safety Representatives (smaller companies)

159
July 2008
WORKER / T.U. INVOLVEMENT IN TRAINING (PLANT MEASURES)
Metal, Engineering and Technology-based Industries
Country Body Type of INVOLVEMENT of Employee Representatives or Unions
A Works Council Information and consultation.
B
DK
Works Council Information and consultations. Need for positive approval by the Works Council in order to get financial incentives from the Public office of Employment for
certain vocational training programmes.
Cooperation Committee and/or other
plant bodies
Information and consultation.
FIN Trade Union representatives Need for employer’s approval. Concerns only co-operative training at plant level.
F Works Council Information and consultation on past training actions and future action plan on training
D
Works Council Codecision on the implementation of training measures within the company. Can oppose appointment of training officer for reasons relating to his
qualification. Introduction of vocational training measures within the company. Proposals of candidates for plant or external training courses.
I Unitary Union Representation Body Information concerning the apprenticeship training.
NL Works Council Codecision on scheme for training the personnel.
N Works Council Proposals in connection with questions of training.
P Workers' representatives Information and consultation.
E Works Council No such rights exist. Only in some cases consultation at plant level.
S Joint Branch Committee Joint committee on participation in job training and development of education on branch level and company level.
CH Employee Representation According to CA: consultation rights.
TR
UK
AUS
No prescriptive body For training courses given in the context of the MESS-Türk Metal Joint Training Project, the trade union offers the list of the participants. Final decision
shall be given by the employer. For training courses offered by the MESS Training Foundation and for the training programmes in the context of MESS-
REFA Cooperation, the employer determines the participants.
No prescriptive Body (due to change
in 2003)
Consultative Mechanism or Training
Committee
SA No prescriptive body Information and consultation.
Issues may be raised by employer or employees in the daily course of communication, consultation or negotiation or through any domestically established
committee whose agreed terms of reference includes training issues.
Information and consultation. Development of a suitable training program for the enterprise.
No decision-making powers.
IRL
No prescriptive body Issues may be raised by employer or employees in the daily course of communication, consultation or negotiation or through any domestically established
committee whose agreed terms of reference includes training.
LUX Works council Information and consultation.
UK 1) The 2001 Employment Bill, which was given Royal Assent in 2002, will provide statutory rights for trade union learning representatives (ULRs) in all work places in the UK where independent trade
unions are recognised by the employer. The Bill does not provide collective rights to bargain over training but ULRs will have rights to paid time off for carrying out duties and for training. Consultation
on the Employment Bill is likely to take place in the second half of 2002 with implementation in the first half of 2003.
Table 57

160
Metal, Engineering and Technology-based Industries
Country Possibility Procedure / Competent authority
A
B 1)
DK
July 2008
‘ERGA OMNES’ COLLECTIVE AGREEMENTS
“legal or administrative extension procedures making parts of the collective agreement binding for the entire sector, occupation or area”
Extension orders can be issued by the Federal
Arbitration Board on application of one or both of
the bargaining parties
The individual normative stipulations of a CA
concluded in a joint committee, also bind the
employers and employees who are not affiliated to
a signatory organisation but who are covered by
the joint body and fall within the jurisdiction of the
joint committee in which the agreement was
concluded, unless otherwise stipulated in written
on the individual employment contract.
The individual and collective normative
stipulations 2) of a CA concluded in a joint
committee can be extended or rendered generally
binding by Royal Decree. The extended CA binds
without possible exception, all employers and
employees who are covered by the joint body and
fall within the application scope of the CA
Footnotes: see end of table.
Minimum
requirements
Table 58
Specificities Source Further information / additional comments
In practice, the provision is of little importance
because of obligatory membership of the large
majority of employers in the Austrian Economic
Chamber, which guarantees a bargaining
coverage of beyond 95%
In principle, the Danish labour market does not
have any formalised erga omnes mechanisms -
neither by law or agreement. The Danish labour
market is primarily regulated by CAs, which
only cover the relevant parties to the
agreement, i.e. the union members and the
employers who have either signed a CA or are
members of an employers' federation.
However, many CAs are voluntarily extended to
all employees who work for a company,
when the company has signed a CA or is
a member of an employers' federation, even if
the employees are not union members
themselves 1) .
OECD
WKO
AGORIA
Dansk
Industri
In addition, the Danish parliament has in two
instances extended CAs by law to employees who do
not work for companies covered by a CA. The two
instances concern the WT and part-time work
directives, which were initially implemented
exclusively by CA - covering 85% of the labour
market. The European Commission was,
nevertheless, very concerned about the legal status
for the remaining 15 % and insisted on a legislative
implementation covering this group. As a result, the
Danish parliament implemented the directive laws on
the basis of the CAs. The laws only apply to those
not covered by CA. In this way, DK has taken some
initial steps in the direction of an erga omnes
mechanism, but it still has no formal setting. Future
EU directives will certainly accentuate this dilemma

161
Metal, Engineering and Technology-based Industries
Country Possibility
FIN
F
D
I
NL
July 2008
‘ERGA OMNES’ COLLECTIVE AGREEMENTS
“legal or administrative extension procedures making parts of the collective agreement binding for the entire sector, occupation or area”
Procedure / Competent
authority
Collective agreements are
considered as automatically
binding for all firms and workers
in their domain if ...
Since 1936, collective
agreements can be extended at
the discretion of the Ministry of
Labour, usually – but not
necessarily - upon a request of
one or more of the bargaining
parties addressed to the National
Commission on Collective
Bargaining.
The Ministry of Economics and
Labour can declare an
agreement generally binding if...
By means of the Dutch extension
law, the result of CB in a sector
is declared common obligatory
for the whole sector (so also for
firms which are not a member of
the bargaining employer’s
organisation)
Footnotes: see end of table.
Table 58
Minimum requirements Specificities Source Further information / additional comments
... they are considered representative or “generally
valid”. Representativity is determined by a special
government body whose decision can be appealed in
the Labour Court.
... (i) one of the parties to the agreement files for
extension;
(ii) a special bipartite “bargaining committee” approves
the application;
(iii) and 50% or more of the workforce in the
agreement’s domain are already covered.
(iv) the Ministry of Economic and Labour can declare
such an agreement only as generally binding
(Allgemeinverbindlichkeit) when such a general binding
is for a public benefit
In Italy, neither a law on national minimum wages
exist, nor there are "erga omnes" CAs, as wages are
agreed in free negotiations
As a minimum requirement for the extension of a CA, it
is necessary that 60% of the workers in a sector are
working in a firm which is member of the bargaining
employers’ organisation
There have been debates during
the 2000’s about an appropriate
definition of such
“representativeness”
The Ministry’s executive order can
take the form of an “extension” to
the initial domain of the
agreement, or an “enlargement”
beyond its domain, i.e. to other
industries or geographic areas
Since 1998, the Ministry can
extend minimum wage provisions
in the construction industry on its
own discretion
The Dutch government is
presently threatening the social
partners not to arrange certain
things (e.g. concerning wage
increases) in a CA, cause then
the government will not allow the
use of the extension law
OECD According to the OECD data, at the beginning of
the decade the shares of workers additionally
covered through administrative extension were
about 19% in Finland (submission by the Finnish
authorities). Over 90 % of private sector’s work
force are covered by CAs or automatically
binding CAs.
UIMM
Gesamtmetall
Federmeccanica
FME –
CWM
According to the OECD data, at the beginning of
the decade the shares of workers additionally
covered through administrative extension were
about 1% in Germany (BMWA, 2004)
Nevertheless, CAs are considered generally
binding, as Courts consider them as
‘benchmarks’ when they have to rule in the field
of minimum wages
According to the OECD data, at the beginning of
the decade the shares of workers additionally
covered through administrative extension were
about 7% in the Netherlands (van het Kaar,
2002)

162
Metal, Engineering and Technology-based Industries
July 2008
‘ERGA OMNES’ COLLECTIVE AGREEMENTS
“legal or administrative extension procedures making parts of the collective agreement binding for the entire sector, occupation or area”
Country Possibility Procedure / Competent authority Minimum requirements Specificities Source
N
P
E
S
CH
The Minister of Labour, usually at his
own initiative, can broaden the scope of
application of a collective agreement by
means of extension throughout the
respective economic sector or
geographical area, or enlargement to
different geographical areas
Extension throughout the agreement’s
domain is automatic if signed by the
majority of the representatives of each
party
Federal or cantonal authorities can
declare an agreement legally binding
provided that all parties to an
agreement request such extension
Footnotes: see at the end of the table.
As a general rule,
recourse to extension
requires that an
agreement already covers
50% of employees within
its scope
In Norway, provisions that aim to give foreign employees equal wages and
working conditions have been little used
OECD
All interested parties must be given an opportunity to object to the extension OECD
Special extension by the Ministry of Labour upon request by an employer or
TU association in cases where no appropriate bargaining parties exist. The
competence to initiate such action corresponds to: (i) T.Us. holding
sufficient representativeness at national or autonomous region level; (ii)
T.Us. representing at least 10 % of workers’ delegates or works’ councils 1)
considering the geographical or functional scope of the agreement; (iii)
Employers’ organisations representing at least 10 % of the employers under
the scope of application of the agreement, and that additionally cover at
least 10% of the workers in the said scope of application of the agreement
Absence or relative irrelevance of administrative extension mechanisms in
this country with relatively centralised bargaining and high coverage and
union density (like in the case of Norway).
Confemetal
OECD
Table 58
Further information /
additional comments
OECD 2005: 555300 covered by a
legally binding CA. The
Swissmem CA is not legally
binding. In the metalstructure
craft, agricultural
implement, and blacksmith
craft there are legally
binding CAs in most
cantons.

163
Metal, Engineering and Technology-based Industries
Country Possibility
TR
UK
AUS
HUN
IRL
July 2008
‘ERGA OMNES’ COLLECTIVE AGREEMENTS
“legal or administrative extension procedures making parts of the collective agreement binding for the entire sector, occupation or area”
Procedure / Competent
authority
1) According to Act No. 2822,
extension is possible within a
branch of activity at the request
of any of the social partners
concerned or at the request of
the Minister of Labour by the
order of the Council of Ministers.
The Council of Ministers can take
the extension decision after
receiving the advisory opinion of
the Supreme Arbitration Board
Minimum
requirements
The CA to be extended
shall be concluded by
the TU having the
largest number of
members among the
other trade unions,
representing at least
10% of the workers
engaged in the branch
of activity concerned
Federal or State
awards can be made
binding on all
employers in an
industry, beyond the
initial parties to a
particular dispute
The Minister of Employment and
Labour may extend collective
agreements to a whole sector
upon application by the
contracting parties and after
consultation with the appropriate
sub-committee in the National
Interest Reconciliation Council
The applicants must
give proof of their
representativity in the
given sector
Specificities Source
The CA can be extended either in whole or in part, or after making necessary
changes to all or some of the workplaces not covered by any CA within the
same branch of activity. The extension order shall indicate why the decision
has been taken.
The extension order shall lapse upon expiry of the extended CA. The Council
of Ministers may cancel an extension order by indicating the reasons for it.
Provisions on the rights and obligations of the parties and on the right to
recourse private arbitration of a CA cannot be extended.
In the workplaces under the coverage of competency, extension decision
cannot be taken after the application for determining competence until the
resolution of the conflict on competence, or during the period of the validity of
the certificate of the competence
There are no such arrangements in the UK as our pay bargaining
arrangements are very decentralised
MESS
EEF
Table 58
Further information / additional
comments
Extension has been a (now diminishing) feature of the arbitration system OECD Figures about the numerical impact,
i.e. numbers or shares of workers
additionally covered through
extension, are usually hard to come
by. Survey data from the Australian
Bureau of Statistics show that 21% of
Australian employees (25% in the
private sector) are exclusively
covered by arbitration awards
Joint Labour Committees Extensions of minimum wage provisions by Joint Labour Committees have
become rare after the adoption of the Minimum Wage Act in 2000.
Footnotes: see at the end of the table.
OECD
OECD

164
Metal, Engineering and Technology-based Industries
July 2008
‘ERGA OMNES’ COLLECTIVE AGREEMENTS
“legal or administrative extension procedures making parts of the collective agreement binding for the entire sector, occupation or area”
Country Possibility Procedure / Competent authority Minimum requirements Specificities Source
POL 1)
SK REP
SLO
SA
Multi-employer agreements may be
extended by the Ministry of Economics and
Labour to cover unaffiliated employers in a
particular sector, if ...
The Ministry of Labour, upon application of
the bargaining parties and recommendation
by a special tripartite “agreement extension”
committee, can extend collective
agreements by decree to employers with
similar business activities and economic and
social conditions
The Slovenian Labour Law Act determines
that CAs are, on the Employers side,
concluded by the Chamber of Commerce
and others employers associations.
When a CA is concluded by the Chamber of
Commerce, whose membership is
obligatory, a bargaining coverage of 100 %
of employers is guaranteed
Extension of CAs is permitted under
legislation
Footnotes: see at the end of the table
... such extension is considered “a vital social
interest”
Employer organisation and TU parties to the
CA must be sufficiently representative of the
sector – this means that the members of the
employer organisation must employ the
majority of all employees engaged in the
sector and the TU must represent the majority
of the workforce
There is one case of CA on branch level
(Roads), which is obligatory just for the
Members of the Association of Employers of
Slovenia, but, they have to make a Declaration,
that they want to have it as an obligatory one
The CAs in the metal industry have always
been extended to non-parties
OECD
OECD
ZDS
SEIFSA
Table 58
Further information /
additional comments

165
July 2008
FOOTNOTES TABLE 58
B 1) In principle, a CA signed in a joint committee binds: (i) the organisations which have concluded the CA and the employers who have individually concluded the CA; (ii) employers who are
members of an organisation who signed the agreement; (iii) employers who become affiliated to an organisation bound by the convention; or (iv) all workers working for an employer who is
bound by the convention, whether or not they are member of a TU. The only exception is when a special reservation has been foreseen in the CA stating that the advantages are only for
members of the TUs.
2) Individual normative stipulations are the stipulations regarding the individual relations between employers and employees (e.g. wages, working time). Collective normative stipulations are
the stipulations regarding the collective labour relations between employers and employees (e.g. the works council). The obligatory part of a CA refers to stipulations regarding the rights and
obligations of the contracting parties only: they do not influence directly on the situation of the members of the signatory parties.
DK 1) For example, the Industry Agreement, which is the largest CA on the private labour market in DK, covers all employees at company level, regardless of union membership.
E 1) Workers’ delegates are workers’ representatives in companies under 50 employees and works councils are workers’ representative bodies existing in companies over 50 employees.
TR 1) A draft bill amending the Act No. 2822, respecting CAs, strikes and lockouts is pending at the Parliament, which annuls the 10% threshold for the CA to be extended. The amending bill also
foresees that the extension order shall be effective after its publication in the Official Gazette. With a new subparagraph, the draft bill stipulates that with the conclusion of the new CA, the
extension application shall be expired automatically.
PL 1) The Labour Code guarantees the extension of collective agreements to all employees at a firm that has concluded an agreement.

166

Annex 1 - 13
167

168
Metal Engineering and Technology-based Industries
Country Transposition date
A
B
DK
FIN
July 2008
EUROPEAN WORKS COUNCILS - NATIONAL TRANSPOSITION of EU Directive 1994
I. Rules on APPOINTMENT *)
Rules concerning appointment of employee representatives for the Special Negotiation
Body (SNB) and European Works Council (EWC)
Law : 22/09/1996 From/by members of Works Council (WC), nominated by decision of Works Committee, of
Central or Concern WC. Possibility of appointing instead a TU delegate (for EWC must be
member of WC). Possibility to supplement SNB (not EWC) by representative from non-EU
Member State (MS).
If no WC exists: No representative from such companies.
CA: 06/02/1996
Law: 22/03/1996
Law:23/04/98
Law: 10/08/98
From/by members of WC.
If no WC exists: From/by members of Health + Safety Committee (H + S), or appointed by TU
Delegation (upon authorization of joint committee) or election by all employees of company.
Law: 01/03/2008 From employees by members of WC.
If no WC exists: By shop stewards (SS).
On request, WC or SS may be supplemented by employee representatives,
not represented through WC or SS.
If no shop stewards or if agreed between management and ordinary employee representatives,
the representatives are elected by ballot among all employees.
Initially implemented by law:
09/08/1996
Now included in law:
30/03/2007 (with some
changes)
SNB: The SNB has at least 3 members. The employees shall elect to the SNB one member from
each EEA member state in which the community-wide group of undertakings or the undertaking
has an undertaking or an operational unit. The employees shall also elect some addition
members to the SNB according to the law 30/03/2007. SNB representatives are selected by
agreement or election. If the employees do not agree upon the selection procedure of their
representatives, the industrial safety delegates representing the two largest personnel groups of
the undertakings or operational units shall together organise an election or another selection
procedure. Employees’ representatives in other EEA member states are selected pursuant to
each state’s national legislation or practice.
EWC: as agreed in the EWC-agreement or if subsidiary requirements are to be followed, like
SNB representatives are selected.
*) Note: No additional rules in national laws or CA concerning mandates in companies covering various sectors and therefore various sector TUs.
Appointment of EXPERTS
Number and Extent of Pay
Total number: More than 1
Paid experts: 1
Compensation of "cost" for expert
Not specified.
Annex 1
Total number not specified. EWC may be assisted by experts
chosen by its members in as far as this is necessary to carry
out its tasks.
Paid experts: 1
Same travel expenses as for SNB or EWC, but no fee.
As agreed in the EWC-agreement or if subsidiary requirements
are to be complied, as follows:
The EWC and its working committee are entitled to, insofar as
necessary, use experts of their choice in preparing for the
meetings. Total number is not specified; in practice number will
depend on how complicated issues are, involvement in
preparatory meeting is also possible.
Compensation for "reasonable" costs for experts.

169
Metal Engineering and Technology-based Industries
Country Transposition date
F
D
I
NL
N
P
E
July 2008
EUROPEAN WORKS COUNCILS - NATIONAL TRANSPOSITION of EU Directive 1994
I. Rules on APPOINTMENT *)
Rules concerning appointment of employee representatives for the Special Negotiation
Body (SNB) and European Works Council (EWC)
Law: 12/11/1996 From members of WC, but chosen by TU according to designation rules for "Comités de Groupe".
If no WC exists: By all employees.
Law: 01/11/1996 From/by members of WC (no involvement of the TU).
If no WC exists: No representative from such companies.
CA: 27/11/1996
Legislative Decree 02/04/02
SNB: by unions which signed the industry-wide CA applied in the company in
agreement with workers’ representatives at plant level.
EWC: by members of existing works’ council, members of plant level representative
bodies (RSU). Only employees of companies concerned may be elected as
members of the EWC.
Law: 05/02/1997 By members of WC. Only employees of companies concerned may be elected as
members of the EWC.
If no WC exists: Election by employees working in the Netherlands.
Appointment of EXPERTS
Number and Extent of Pay
Total number: more than 1
Paid experts: 1
No rules on amount and type of compensation.
Total number: More than 1
Paid experts: 1
No rules on amount and type of cost compensation.
Total number: 1
Paid experts: 1
But possibility to have different agreements.
No rules on amount and type of cost compensation.
Total number: Not specified
Paid experts: 1 per agenda item
After prior notification, controlling undertaking pays
"reasonable" cost necessary for the EWC.
CA: 13/11/1995 According to rules of representation in "national" companies (as set out in the Basic Agreement). Total number:
Paid experts: 1
More than 1
No rules on amount and type of cost compensation.
Law nº 99/2003 of 27 th
August and
Law n°35/2004 of 29 July
Law: 24/04/1997
By / from members of worker representatives bodies. If the work councils represents less than 5%
of the workers, in the absence of elections or 1% requested by one third of the workers : elected
by workers
By/from members of worker representative bodies.
If no worker representative body exists: Elected by all employees.
*) Note: No additional rules in national laws or CA concerning mandates in companies covering various sectors and therefore various sector TUs.
Total number: Not specified
Paid experts : at least one
No rules on amount and type of cost compensation.
Total number: More than 1
Paid experts: 1
No rules on amount and type of cost compensation.
Annex 1

170
Metal Engineering and Technology-based Industries
Country Transposition date
S
UK
IRL
LUX
July 2008
EUROPEAN WORKS COUNCILS - NATIONAL TRANSPOSITION of EU Directive 1994
I. Rules on APPOINTMENT *)
Rules concerning appointment of employee representatives for the Special Negotiation Body (SNB) and European
Works Council (EWC)
Law: 22/09/1996 By local TU having concluded a CA with the company.
In case of non-agreement and if only 1 member is to be elected, the TU representing the majority decides. If more than 1
member: according to rules in Act on Board Representation.
If there are no CA: Election by TU representing majority of employees.
Transnational
Information and
Consultation of
Employees
Regulations 1999
transposed the EWC
Directive into UK
legislation on 15
January 2000.
UK members of the SNB must be elected by ballot. They may be either employees or employees’ representatives. This
may be either a single ballot of the entire UK workforce or, if the UK is entitled to more than one member and the UK
management considers more constituencies would better reflect the interests of UK employees as a whole, in such
constituencies as the UK management may determine.
Where there is already in existence a consultative committee, which carries out a general information and consultation
function and is elected in a ballot of and represents all UK employees, the committee must nominate the UK members of the
SNB from amongst its own members.
UK members of a statutory EWC must be employees either elected by ballot as with the SNB or, if all the workers in the
company are represented, appointed by the representatives.
Law: 10/07/96 Transnational Information and Consultation of Employees Act, 1996.
Employees who represent employees in the State must be;
Elected by those employees
Appointed by those employees as determined by them or
Appointed by the central management on a basis agreed with those employees
Candidates in the election of an employee representative must be nominated by either
A trade union or an accepted body which is already recognised by the business units of the undertaking located in
the state for collective bargaining or information and consultation purposes.
or
At least 2 employees.
Where the number of candidates on the nomination day exceeds the number of employees’ representatives to be elected, a
poll must be taken by the returning officer.
Voting in the poll must be by secret ballot and in accordance with the principle or proportional representation.
Law: 28.07.00
(Memorial of
18.08.2000)
Several procedures depending on how employees are represented within the company
In general, elected or nominated by the members of the employees' representatives amongst workers with an open-ended
employment contract or amongst the representatives of the most representative trade unions at national level.
Annex 1
Appointment of EXPERTS
Number and Extent of Pay
Total number: No restrictions.
Paid experts: Not specified.
Payment for "reasonable" cost.
Total number: Not specified
Paid experts: 1
Payment of “reasonable expenses”
Total number: not specified
Paid experts: 1
Payment for costs "directly linked to the
participation of the expert to the meeting"

171
Metal Engineering and Technology-based Industries
A
B
DK
FIN
F
D
I
NL
N
Country
July 2008
EUROPEAN WORKS COUNCILS - NATIONAL TRANSPOSITION of EU Directive 1994
II. Rules on Confidentiality and Rules going beyond the Directive
Rules on CONFIDENTIALITY
Text / Main Contents of Confidentiality Clause Penalities / Enforcement
Annex 1
Additional rules going
BEYOND Rules of EU Directive
Same obligation for secrecy as already foreseen in existing law on "national" WC Money penalty. Possibility to supplement SNB (not
EWC) by representative from non-EU
MS.
Management decides on what is confidential and which can not be dissiminated
beyond the EWC. The King has indicated a list of topics on which NO information
must be given to the EWC.
Where warranted by the interests of the company, the central management may
require participants to observe confidentiality. The central management may
withhold information if transmission of information would harm the interests of the
company.
Any information which the management declares as business secret and which
could cause harm to the company or to its contracting parties if disclosed to
outsiders - regulation existed already before implementation of EWC directive.
The same obligation of secrecy as already foreseen in existing law on Works
Councils.
All information which the management has described as confidential has to be
dealt as confidential and cannot be used or published.
SNB, EWC and experts cannot pass information to third parties if it has been
deemed confidential by the management of the undertaking.
Secrecy: The management is not obliged to communicate information which might
hamper the functioning or the activities of the undertaking, damage its interests
and cause market disturbances.
The central management is not obliged to provide the EWC with information which
(plausibly) would seriously harm (or be prejudical) to the function of the group.
Central management may impose the confidentiality requirement if reasonable
grounds exist.
Members of SNB and EWC and any experts who assist them, shall undertake to
observe confidentiality concerning information provided by management, where
this is specifically requested.
Breach may cause fines ; Court may decide on more
severe punishment.
Breach may cause fines, even more severe punishment
possible.
None
Breach may cause fines by normal court procedures. None
None None
Money penalty, even prison up to 2 years. None
The law establishes a penalty from 1,033.00 up to 6,198.00
euro in case of violation of duty of secrecy
The rules of labour law are relevant. The possible
measures depend on the circumstances in a given case.
Disagreement regarding the contents and scope of this
Agreement shall be settled by the Industrial Democracy
Board.
In principle "No". Special solutions only
in cases where Directive refers to
national law or practice.
None
Obligation to inform and consult EWC
once a year also about environmental
protection measures.
None

172
Metal Engineering and Technology-based Industries
P
E
S
UK
LUX
Country
July 2008
EUROPEAN WORKS COUNCILS - NATIONAL TRANSPOSITION of EU Directive 1994
II. Rules on Confidentiality and Rules going beyond the Directive
Rules on CONFIDENTIALITY
Text / Main Contents of Confidentiality Clause Penalities / Enforcement
Members of SNB, EWC, workers' representatives and experts shall undertake to
observe confidentiality concerning information provided by management when
specifically requested and duly justified.
Information described as confidential by management cannot be transmitted to
third parties. Management can withhold extraordinarily confidential information
that, if wrongly used, could seriously damage the company.
Workers' representatives and experts may be required by the management to
keep information confidential.
Members of the SNB, EWC or an expert are prohibited from disclosing information
entrusted in confidence to them by central management.
Members of the SNB and EWC are prohibited from using or disclosing to third
parties information entrusted in confidence to them by central management, and
this even after their mandate has come to an end.
Breaches cause civil liability
Penalties on the company if it abuses its rights to
confidentiality. For members this is not explicitly regulated, but
subsidiary will apply administrative penalties or fines as
provided for by national legislation.
Breaches may cause damages. Same procedures are
applicable as for labour disputes.
A breach of confidentiality is actionable by central management
in the civil courts.
Breach may cause financial penalties which can be doubled or
accompanied by prison in case of second offence
Annex 1
Additional rules going
BEYOND Rules of EU Directive
None.
Divergence from law possible by CA
concluded or approved by a central
TU, on assumption that CA does not
involve less advantageous rules for
employees than the directive.
' Protected disclosures’ within the
meaning of the Public Interest
Disclosure Act 1998 are excluded.
-

173
July 2008
PARENTAL LEAVE - NATIONAL TRANSPOSITION OF EU DIRECTIVE 96/34
Metal Engineering and Technology-based Industries
Country National transposition of the Directive on Parental Leave
A Full adoption and regulations beyond from 01.01.2000 (with many details)
B New provisions have already been introduced in response to the Directive from 1 January 1998. The CA n° 64 (April 1997) made legally binding on 29/10/97.
DK
The directive was transposed on time (3 June 1999) and is now transposed through Law no. 193 of 20 December 2004. In most sectors the directive has been transposed through CA. As
regards the right to parental leave provided for by the directive, Danish employees already had that right due to the Leave Schemes Act which came into force in 1995. Consequently, it was
from the outset recognised by the actors involved in the transposition that this part of the directive without furhther ado could be reckoned as being transposed by the named Act. Concerning the
urgent family leave aspects, the social partners decided to opt for the transposition through CA. In order to safeguard the rights of employees not covered by CA the central organisations have
agreed that they together will contribute to that the employees in question be guaranteed the rights provided for by the directive.
FIN After tripartite negotations the directive was implemented by law as from 1st June 1998. Now included in law 26.1.2001/55.
F Provisions of acts concerning parental leave have been existing since 1977.
D Neither change or influence on national status.
I The directive was transposed by law of 8 th march 2000.
NL Existing and new provisions are comprehended in the new law "Labour and Care" (Arbeid en Zorg)
N
The European Economic Area has yet to adopt the parental leave Directive, but existing national provision is thought to meet the requirements of the Directive. The NHO employers'
organisation emphasises that the Directive should not lead to the extension of the paid parental leave period in Norway.
New provisions were introduced by Law 142/99 dated 31 August 1999 in response to the Directive
P
This matter is now regulated by Law 99/2003 of 27 August and Law 35/2004 of 29 July
E Directive required only minor modifications of existing legislation. To fully incorporate Directive 96/34/CE, Law 39/1999 was adopted.
S
UK
IRL
It has been considered that Sweden already complies with the directive as regards parental leave. However, to comply also with provisions concerning leave for urgent family reasons, a new
law on that matter entered into force on 3 June 1998.
A right to 13 weeks’ unpaid parental leave per child in order to care for a child. 1 year’s service qualification. Leave can be taken up until the child’s 5 th birthday (18 weeks’ leave where the child
is disabled to be taken by the child’s 18 th birthday). A right to reasonable time off during working hours to take action to assist or make arrangements for the care of dependants who are ill or
injured, because of death of a dependant, or disruption of care arrangements or to deal with an incident involving a child at school.
Parental leave act 1998. Parent entitled to 14 consecutive weeks unpaid leave. To be taken before child reaches age of 5.Parent must have one year’s service. Parental Leave (Amendment
Act) 2005 is expected to become law before the end of 2005. Changes; Age of child will be increased to 8. Leave must be taken in blocks of a minimum of 6 weeks.
LUX See table 54
Annex 2

174
Metal Engineering and Technology-based Industries
A
B
Country Transposition date
July 2008
Law (AVRAG)
OJ I/455/93 dd. 09.07.1993
Royal-decree of 1993
Loi-programme of 12/8/2000
(Moniteur Belge of 31/8/2000)
PROOF OF WORK CONTRACT - NATIONAL TRANSPOSITION OF EU DIRECTIVE 91/533
Transposition of EU Directive due to the accession of Austria to the EU
National measures taken to implement the directive
AND / OR
Existing provisions (Law and /or CA)
Annex 3
Some minor modifications by Royal Decree in 1993 to existing law. However, it is only with the Programme Law of August 2000 that the
legal commitment was finalised. Article 196 of this Law modified the law on the contracts of employment of 3 July 1978 by introducing an
article 20 bis "when an employee is send temporarily abroad for more than one month, the employer must indicate in writting to this employee
before his departure :
the duration of the secondment
the currency in which he shall be paid
the possible advantages or different conditions which are related to his secondment abroad
the possible conditions upon return of the employee to his country.
DK 22 June 1993 Law (Law no. 1011 of 15 August 2007) and Collective Agreements
FIN
22 December 1993
26 January 2001
Existing provisions by law (included in the Employment Contracts Act): in case the employment continues for at least one month, the employer
shall, if the contract is made orally or the written contract does not include the necessary information, give the employee a written description
over the principal employment terms within the first salary period. If work is to be performed abroad, for at least one month, the information
shall be given before departure of the employee. The information shall include at least the parties to the contract, the point of time at which the
relationship begins and, in case of a specified period, that period, the place where the work shall be performed, the main characteristics of the
worker's tasks as well as the salary, wages or other remuneration, the hours of work, the annual holiday and the period of notice, or the
manner to determine them, as well as any collective agreement applicable to the employment relationship. Objective grounds justifying fixed
term contract and the length of such contract must be given to the employee if the contact has not been made for indefinite period. The
information may be given by means of one or several documents or by a reference to a collective agreement or statute which is applicable to
the relationship. In regard to work abroad for at least one month, the information shall also include the duration of the work abroad and the
currency to be used for the payment of the remuneration. The employer shall notify the employee of any change in the terms referred to above
as soon as possible and in any case, except when the change is due to a change in the legislation or a collective agreement, within the next
salary period from the effective date of the change.
F
31 August 1994 (decree n°94-761) No obligation for the employer to provide the employee with a written employment contract except for a fixed-term employment contract and
for a part-time work contract.
D 14 October 1991 Arbeitsrechtliches EG-Anpassungsgesetz, 20 July 1995
I
NL
Leg. Decree n° 152 of 26 May 1997 published The obligation of the employer to inform the employee regarding the conditions to apply to his/her employment.
on G.U. n° 135 of 12 June 1997
1 January 1994 A legal obligation for the employer to provide the employee with a written statement including the essential information concerning the
employment contract.

175
Metal Engineering and Technology-based Industries
Country Transposition date
N 24 June 1994
July 2008
PROOF OF WORK CONTRACT - NATIONAL TRANSPOSITION OF EU DIRECTIVE 91/533
P January 1994 - Decreto-Lei nº 5/94 de 11.1 Law n.º 99/2003 of 27 August (Labour Code)
National measures taken to implement the directive
AND / OR
Existing provisions (Law and /or CA)
E 12.8.1998 Royal Decree 1659/1998, of 24 July, modifying art. 8 of Workers’ Statute on essential elements of the work contract.
S Law 2006:440 valid from 01.07.2006 New provisions 6 c-e § was introduced into the 1982, Employment Security Act that replaced the transposition (6 §) from 1994 .
CH No transposition required
TUR
UK
IRL
No transposition required L/CA: Employer is obliged to give an “employment and identity card” within 15 days for each worker he has engaged. In CA, the 15 days term
to give this card begins after the termination of trial period. The card will cover the identities of worker and employer, the name and address of
workplace, date of employment relationship, description of the work to be performed, marital status, education, profession and wage of
worker. Any change shall be noted on this card.
In the case of termination of employment contract; date of termination, gross amount of worker’s final wage, the work performed shall be
noted on the card.
Trade Union Reform and Employment Rights
Act 1993 - November 1993
Terms of Employment (Information) Act,
1994.
Annex 3
The 1991 Directive on the Proof of Employment Relationship was implemented in the United Kingdom as part of the Trade Union Reform and
Employment Rights Act 1993, which came into force in November 1993.
The directive was implemented through the Terms of Employment (Information) Act 1994, which was enacted to provided for the EU Directive
91/533 and also amended the Minimum Notice and Terms of Employment Act 1973 and to provide for related matters.

176
Metal Engineering and Technology-based Industries
July 2008
PART – TIME WORK - NATIONAL TRANSPOSITION OF EU DIRECTIVE 97/81
Country Transposition date
National measures taken to implement the directive
AND / OR
Existing legislation
A Law AZG - Working Time Act § 19d of AZG (Working Time Act) of 1969, amended in 1992 and 1997
B Transposed March 2001 Existing legislation was sufficient.
June 2001 Law and CA transposed the principle of non-discrimination.
DK
Amendment to the Act 1 July 2002, where obstacles in collective agreements which limit the opportunities for part-time work are eliminated (2004
at the latest).
FIN 26 January 2001/55 Implemented by law Employment Contracts Act 26 January 2001/55.
F
D
I
NL
Transposed into national law in particular
since the law of 19 January 2000.
Transposed into national law since January
2001
Leg. Decree n°61 of 25 Feb. 2000
G.U. n° 166 of 20 March 2000
Existing legislation meets with the provisions of the EC Directive in particular since the law of 19 January 2000 on working time.
Currently French provisions on part-time are more severe than the EC-directive.
The law came into effect on 1 January 2001 (law on part-time work and fixed-term employment contracts – Gesetz über Teilzeitarbeit und
befristete Arbeitsverträge)
Modified leg. Decree n. 200 of 26 th February 2002 and leg. Decree n. 276 (art. 46 ss) of 10 th September 2003.
1 July 2000 The employer is obliged on request of the employee (after one year of service) to change e.g. to reduce the working time of the employee. The
only argument not to permit the request is “considerable business interests”. A request to change working hours is possible every two years.
N No transposition necessary Existing legislation – Act relating to worker protection and working environment – meets with the provisions of the Directive
P
E
Transposed into national law since July
1999
Existing measure: Law n.º 99/2003 of 27th August (Labour Code)
29.11.1998 Royal Decree-Law 15/1998, of 27 November, for the improvement of labour market as regards part-time work and the promotion of stability in
employment, following the agreement reached at national level by social partners and government (modification of art. 12 of Workers’ Statute).
Such agreement aimed at improving the quality of part-time work, while taking into account the compromise of Spain under the application of
Directive 97/81/CE. Furthermore, Royal-Decree 144/1999 developed the protective action of the Social Security as regards part-time work.
S 1 July 2002 Law: prohibition of discrimination against part-time employees and employment for a certain period.
TUR
10 June 2003
Annex 4
The new Labour Law no. 4857 has made regulations parallel to the provisions of Part-time Work Directive. According to Working Time Regulation
of 6 April 2004, the work which is the two third of the work of a comparable full-time employee shall be considered as part-time work. An
employee working under a part-time employment contract must not be subjected to different treatment in comparison to a comparable full-time
employee solely because his contract is part-time, unless there is a justifiable cause for different treatment.

177
Metal Engineering and Technology-based Industries
Country Transposition date
UK The Part-time Workers (Prevention of Less
Favourable Treatment) Regulations 2000
July 2008
1 July 2000
PART – TIME WORK - NATIONAL TRANSPOSITION OF EU DIRECTIVE 97/81
National measures taken to implement the directive
AND / OR
Existing legislation
The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 transposed the Part-time Work Directive into UK legislation.
The underlying principle of the Regulations is that it is unlawful for employers to treat part-time workers less favourably than comparable full-time
workers unless the treatment can be objectively justified. A comparable full-time worker must be engaged in the same or broadly similar work
(where relevant, taking into account qualifications, skills and experience) at the same establishment as the part-time worker or, if there is no
comparable full-time worker at the same establishment, at another of the employer’s establishments.
IRL Law – enacted 20 December, 2001. The Protection of Employees (Part-time Work) Act, 2001. Apart-time worker cannot in respect of remuneration and conditions of employment
(including both statutory and contractual conditions), be treated in a less favourable manner than a comparable full-time employee, unless such
treatment can be justified on objective grounds. Conditions of employment are to be applied on a pro-rata basis to part—time employees vis-à-vis
comparable full-time employees.
Annex 4

178
Metal Engineering and Technology-based Industries
Country
July 2008
Legal
instrument
Date of
implementation
POSTING OF WORKERS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 96/71
I - GENERAL INFORMATION AND REGISTRATION PROCEDURES
Date and
references of
publication
A Law 1996 Yes
B Law 5 March 2002
DK
Law 1) and
CA
Moniteur Belge
13/3/2002
Registration
of posted
workers
Yes
10 Dec. 1999 17 Dec. 1999 Yes
FIN Law 16 Dec. 1999/1146 Yes
F
Law
+ decree
2 Aug 2005
11 Dec 2007
D Law 26 Feb. 1996
OJ: 03.08.2005
OJ: 13.12.2007
BGB l 1996 I
S.227
I Law 25 Feb. 2000 30 March 2000 No
NL Law 2 Dec. 1999
Staatsblad
1999, 554
If registration needed, which authority is
competent?
Labour inspection
Labour market services
"Commune"
Within 3 months: Certificate of presence -
local council
3 - 12 months: certificate of immatriculation
More than 12 months: residence permit
Over 3 months: Permit of residence / police
or Directorate of foreigners
More than 3 months: registration with the
local police (except Scandinavians)
Yes Labour inspection
No No registration necessary
N Law 7 Jan. 2000 Yes More than 3 months - police authorities
Footnotes: see end of table
Further information
Annex 5
Employment conditions, remuneration which are set
by law or CA and which are subject to penal law must
be applied. For CA is applicable those CA made
generally binding.
The Labour Market Authority –
Arbejdsmarkedsstyrelsen (AMS) - has been
designated as the Danish liaison office. 2)
A special Website has been created:
http://www.posting.dk
Information for the application of this directive is given
by the Ministry of Labour.
Applicable only for the construction industry, the
building cleaners and the postal services.
The provincial Labour Directorates reply to the
motivated requests of information from the competent
authorities of the other EU member states
No The ministry of social affairs has set up a website.
Information in English by the Ministry of Labour should
be published soon.

179
Metal Engineering and Technology-based Industries
Country
P
July 2008
Legal
instrument
Law 99/2003
Law 35/2004
Date of
implementation
1 Dec. 2003
1 August 2004
POSTING OF WORKERS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 96/71
I - GENERAL INFORMATION AND REGISTRATION PROCEDURES
Date and
references of
publication
L 99/2003 27.8
L 35/2004 29.7
Registration
of posted
workers
Yes
E Law 45/1999 1 Dec. 1999 O.J. 30.11.1999 Yes
S Law 16 Dec. 1999
CH
Bilateral
agreements
with EU,
national Law
Footnotes: see end of table
1 June 2002 (with
15 Countries)
1 February 2006
(with 15 + 10
Countries)
Government
bill of 4 March
1999 (Prop.
1998/99:90)
SFS 1999:678
Yes
If registration needed, which authority is
competent?
Registration with the Social Insurance Office
(to be entitled to social benefits)
Labour authority in the territory where the
worker is posted (the provincial directorate of
labour).
Registration with the Social Insurance Office
(to be entitled to social benefits) 1)
More than 3 months: residence permit with
the police 2)
Yes Federal office for migration http://www.bfm.admin.ch
Further information
Annex 5
If the employer is posted in a foreign country for more
than a month and subject to Portuguese law, the
employer as to inform him by writing about time of the
posting, currency of salary payment, access to health
care and conditions for returning
The competent labour authority will inform the Labour
inspection and the National Agency for Taxes
Administration (Agencia Nacional de Administración
Tributaria)
1. The law does not comprise employment conditions
regulated by collective agreements. However the
Swedish trade unions can ask for such
agreements to be concluded with companies
posting workers to Sweden. Industrial actions are
allowed in case of disunity.
2. Information for the application of this directive is
given by "The National Board of Occupational
3) .
Safety & Health"

180
Metal Engineering and Technology-based Industries
Country
IRL
UK
July 2008
Legal
instrument
No
Amendments
were required
to existing Irish
Legislation
Amendments to
existing UK
legislation
Footnotes: see end of table
Date of
implementation
Protection of
Employees (Part
Time Work) Act
2001
POSTING OF WORKERS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 96/71
I - GENERAL INFORMATION AND REGISTRATION PROCEDURES
Date and
references of
publication
O.J. No. L14,
20.1.1998
O.J. No. L018,
21.1.1997
Registration of
posted workers
No
16 Dec. 1999 No
If registration needed, which
authority is competent?
Further information
Annex 5
This Directive only required a minimal number of
changes to existing legislation as most UK legislation
relevant to the Directive already applied to all
employees and workers whether working permanently
or temporarily in the UK. However, the following
amendments have been made to UK legislation in order
to implement the Directive:
a) Section 32 of the Employment Relations Act
1999 removed the territorial limits from provisions
in the Trade Union Labour Relations
(Consolidation) Act 1992 and the Employment
Rights Act 1996, so that the rights affected apply to
all employees in the UK, including posted workers
b) Legislation to counter discrimination on the
grounds of sex, race and disability has been
amended so that those employed mainly outside
the UK are no longer excluded from its scope.
These changes have been made by the Equal
Opportunities (Employment Legislation)
(Territorial Limits) Regulations 1999.
The Liaison Officer is M. Lowell : + 44 (207) 215 5000
or 5921

181
Metal Engineering and Technology-based Industries
Country
A No other comments
July 2008
POSTING OF WORKERS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 96/71
II - NATIONAL PROVISIONS APPLICABLE TO POSTED WORKERS
National measures taken to implement the directive
AND / OR Existing legislation
Delay for application: 8 days. Application of all public order provisions deriving from laws, regulations and collective agreements: laws on working time, on public holidays, on
B annual holidays and payment for annual holidays, on temporary work, on well-being of workers at work, on the keeping of personal files, on the protection of the remuneration of
employees and all CA which are generally binding.
DK Law and CA (see www.posting.dk)
F
D
I
NL
Any foreign undertaking providing a service in France, through workers it has posted there, must comply with legal, regulatory and collectively agreed measures that apply to
workers employed by French undertakings in the same sector. This covers: minimum rates of pay (including overtime rates), health and safety at the workplace, rest periods,
maximum work period, night work, paid leave and pay for sick leave, leave for family reasons, public holidays, grading and reimbursement for expenses, protective measures for
employment of pregnant women and young people.
Any foreign undertaking providing a service in France, through workers it has posted there, must comply with legal, regulatory and collectively agreed measures that apply to
workers employed by French undertakings in the same sector. This covers: minimum rates of pay (including overtime rates), health and safety at the workplace, rest periods,
maximum work period, night work, paid leave and pay for sick leave, leave for family reasons, public holidays, protective measures for employment of pregnant women and young
people.
No other comments
The definition of posted worker included in the law is a "worker regularly employed in another EU Member State who for a limited period works in Italy". The same working
conditions applied to the Italian workers must be applied to the posted worker (i.e. maximum working time, minimum time-off, annual holidays, minimum wages bonus for overtime,
health and safety, equal gender treatment and ban on discrimination).
The content of the law is comparable to the Directive. Additional legislation concerning collective agreements which are extended to an entire sector, is restricted to the activities
mentioned in the Annex to the Directive. Existing legislation: Minimum Wage Act, Working Time Act, Working Conditions Act.
N No other comments
P No other comments
National transposition of the EU Directive through Law 45/1999. Posted workers are under the general protection provided by the Spanish legislation as regards:
- Working time, overtime, night work, shift work, rests, public holidays and leaves.
- Annual holidays, except for workers posted for less than 8 days and the company is other than a temporary employment undertaking.
- Minimum rates of pay, including overtime rates and any other complements, as corresponds to any other worker in the company of the same category (according to law or
collective agreement). Applicable only for a posting over 8 days.
E - Workers contracted to be supplied to other companies have guaranteed the right to the wage corresponding to their professional category in the company of posting, as well as
to payments for overtime, rest periods, holidays, that were applicable to the case.
- Health, safety and hygiene at work
- Protective measures in the terms and conditions of employment of pregnant women or those who have recently given birth, of children and of young people
- Equal treatment between men and women and other provisions on non-discrimination.
- Right to become members of unions and to strike
S No other comments
Footnotes: see end of table
Annex 5

182
Metal Engineering and Technology-based Industries
Country
UK The following terms and conditions are applicable to posted workers:
July 2008
- Maximum work periods and minimum rest periods
- Minimum paid annual holidays
- Minimum rates of pay, including overtime rates
POSTING OF WORKERS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 96/71
II - NATIONAL PROVISIONS APPLICABLE TO POSTED WORKERS
National measures taken to implement the directive
AND / OR Existing legislation
- Conditions of hiring out workers, in particular the supply of workers by temporary employment undertakings
- Health, safety and hygiene at work
- Protective measures in the terms and conditions of employment of pregnant women or those who have recently given birth, of children and of young people
- Equal treatment between men and women and other provisions on non-discrimination.
TUR No legislation in force on this topic.
Footnotes: see end of table
Annex 5

183
July 2008
FOOTNOTES ANNEX 5
DK 1 ) From the Act in question, the following statutory regulation apply to workers being posted to Denmark: Working Environment Act., Act on Equal Pay, Act on Equal Treatment for
Men and Women considering employment and maternity leave apart from the provisions on the right to leave for others than pregnant women, and women, who recently given
birth, §7 in Act on Salaried Employees always provided that the posted worker concerned fulfil the requirements for falling within the Act on Salaried Employees. The
requirements are outlined in §1, Act on Non-Discrimination.
Moreover, the Act on Posting of Workers places foreign employers under an obligation to grant their employees posted in Denmark the same conditions as Danish workers
as regard minimum paid annual holiday. The Act on Posting of Workers also contains a provision implementing article 3 (2) of the Directive.
The Act on Posting of Workers does not implement the provisions of the Directive dealing with conditions already regulated by collective agreement. The existing practice
will be maintained. Consequently, the trade unions monitor if “social dumping” takes place. When deemed necessary in order to stop or prevent what is perceived by trade
unions as being “social dumping” from taking place, the unions will confront the foreign employer employing the workers concerned with a demand for a collective
agreement. If the parties fail to reach an agreement the trade unions can decide to initiate industrial action.
DI and our counterpart – Central Organization of Industrial Employees in Denmark (CO-industri) - have implemented Article 3(1), through collective agreement. The wording is:
“The parties to the Collective Agreement agree that for the purposes of the second indent of article 3(1) of Directive 96/71/EC of the European Parliament and of the Council of
16 December 1996 concerning the posting of workers in the framework of the provision of services (the Directive), the Directive shall only apply within areas mentioned in
Section B, point (1), of this Protocol.
The parties to the Collective Agreement further agree: (1) that to the extent the Industrial Agreement covers areas comprised by the annex, reprinted in Directive 96/71/EC of the
EP and the of the Council of 16 December 1996 concerning the posting of workers in the framework of the provision of services, the rules laid down in the Collective Agreement
for Salaried Employees and the local agreements and customs applicable at the Danish enterprise in which the posted foreign worker performs his work shall be complied with
in relation to the workers performing work within these areas in Denmark in connection with the provisions of services”.
2) Address of ASM: Arbejdsmarkedsstyrelsen, Holmens Kanal 20, P.O Box 2150, DK-1016 Copenhagen K / Phone: +45 35 28 81 00 / Fax: +45 35 36 24 11 / Email:
ams@ams.dk
S 1) Social security legislation
2) Legislation concerning foreigners in Sweden
3) The Swedish Work Environment Authority, tel: + 46 (0)8-730 9000, fax: +46 (0)8 730 1967, arbetsmiljoverket@av.se, http://av.se

184
Metal Engineering and Technology-based Industries
July 2008
WORKING TIME – NATIONAL TRANSPOSITION OF EU DIRECTIVE 93/104
Country Transposition date Implication of the transposition into national legislation- New Provisions -
A Law Official Journal I/46/97 of 24 April 1997.
B
DK
Law of 17/2/97 concerning equal treatment
man and woman with regard to nightwork
Law of 4/12/98 with regard to pauses in work
organisation
Central Collective Agreement n° 76 with
regard to night work
CA March 1995 Law of 24 August 2004
concerning certain aspects of the
organization of working time.
The law also regulates the details for the new working time flexibilisation. Its structure, however, foresees that flexible working time has to
be regulated in the respective branch collective agreement. Nevertheless, till 2001 Austria maintains the reservation concerning the socalled
“Night work for women “provision.
In review on application of this Directive in 2002 (May) it was deemed by the social partners that existing legislation and CA take into
account the content of the EU Directive. Are excluded from the Belgian legislation workers who are called personnel “de confiance” and
persons having autonomous power of decision.
Annex 6

185
Metal Engineering and Technology-based Industries
July 2008
WORKING TIME – NATIONAL TRANSPOSITION OF EU DIRECTIVE 93/104
Country Transposition date Implication of the transposition into national legislation- New Provisions -
FIN
Law of 09.08.1996
Regulated also in the CA.
Annex 6
The directive is implemented by the Working Hours Act (9.8.1996/605) and Seamen's Working Hours Act (9.4.1976/296).
The law allows some exceptions by the CA. The “semi-binding” legal provisions leave flexibility for the collective bargaining partners and
increasingly to the local levels.
Scope: The Act applies to a very high share of employees, manual as well as staff workers, in the private and public sectors. The
management level and independent experts are left outside the scope of the law.
Length: The length of the statutory daily and weekly working time is at 8 and 40 hours respectively.
Local bargaining: The parties on plant or other local level may agree locally on flexible working time schedules with certain daily and
weekly average working hours over a certain reference period, if this is permitted in the relevant collective agreement. The length of
the reference period can be up to 52 weeks, which corresponds with the current CA in the metal and engineering industry.
Shorter hours: If an employee wishes to work shorter hours for medical or social reasons, the employer is obliged to make an effort to
arrange this.
Overtime: The overtime maxima is 138 hours per 4 months, and 250 hours per calendar year. In addition, the local partners may agree
on extra overtime, maximum 80 hours per calendar year.
Local and/or individual agreements may be made on overtime compensations to be given in the form of time-off instead of money, or
linked to and put down to the individual's "vacation account" to be used later as part of an extraordinarily long paid holiday. The
compensation level of overtime work by law is at 50 / 100 %.
Night work: hours between 23.00 h and 06.00 h.
Rest periods: A daily rest is 11 hours. The minimum weekly rest period is 35 hours.
Derogations: National employers' and workers' organisations are to be given large powers to deviate from the legal provisions by the
means of collective agreements

186
Metal Engineering and Technology-based Industries
July 2008
WORKING TIME – NATIONAL TRANSPOSITION OF EU DIRECTIVE 93/104
Country Transposition date Implication of the transposition into national legislation- New Provisions -
F Law of 2000
Law of 9 May 2001 (decree of 5 May
2002) on sex equality at work
introduces disposals on night work
D Law of 6 June 1994
(BGBl. I 1994 S. 1170)
I
Daily rest: French law limits the daily working time to 10 hours. The daily rest between two days of work is therefore at any rate equal to 11 hours.
There is an obligation for a 20-minutes break after six hours of daily work.
Weekly rest: Is 24 consecutive hours, normally given on Sunday. Additionally a compulsory, because of the work organisation, daily rest of 11 hours
at least which follows the last work shift of the week.
Maximum weekly working time: The weekly working time is limited to 48 hours.
Annual holidays: Legal annual holidays are already equal to 5 weeks .
Night work: The decree lifts the ban on women’s night working and reiterates the restrictions on night work undertaken by men and women. Night
work – defined as work undertaken between 9 pm and 6 am – must be introduced by collective agreement (or with prior authorization of the local
labour authorities) and must not exceed 8 hours daily and 40 hours weekly.
Annex 6
The main provisions of the Regulations are as follows:
Maximum Working Time: 8 hours per day and 48 hours per week; exception: extension to 10 hours per day, if 8 hours per day are not exceeded
averaged over a 24 week period. Rest Breaks: Adult workers are entitled to a rest break of 30 minutes if their working time is more than six hours per
day, and of 45 minutes if their working time is more than nine hours per day. Daily Rest: Adult workers are entitled to 11 consecutive hours’ rest after
finishing the daily working time.Weekly Rest: Prohibition of Sunday and holiday work.
The law allows only a limit scope for deviating agreements between the employers' federations and the unions (Art. 7).
Legislative Decree 66 / 8 April 2003 The need to harmonize all the contract regulations in the area of work.
The current weekly working time is 40 hours, but there is the possibility that the CA extend this to be the average workweeks for a period which
however cannot be longer than a year. The Decree introduces a maximum average working week of 48 hours including overtime: in a period of 4
months, though there is he possibility that the CA extend this 4 months to 12 months. Introduces a daily rest period of 11 hours and a 10 minutes
pause when the workday is longer than 6 hours. The maximum hours of a night shift are an average of 8 hours.
Legislative Decree 213 / 19 July 2004 This Decree represents the full implementation of the Directive in the Italian legal system.The main changes concern the sanctionary system and the
regulations in the scope of annual holidays: the workers should have two weeks holidays without break during the year and they have the right to split
up the remaining two weeks but within the space of 18 months as from the end of year during which the employees get entitled to them.
NL Law (The new Working Hours Act -
nWHA) of 01.01.2007
The new Working Hours Act (nWHA) came into force on 01.01.2007, with the exception of those branches where the c.a. expired at a later date.
For the metalworking industry the law came into effect on 01.11.2007.
However an employer who wishes to introduce a working hours scheme that exceeds the maximum standards laid down in the scheme agreed under
the (old) working Hours Act that applied until 1 november 2007 and the standards of the Working Hours Decrees based on that act much reach
agreement on that scheme with the employee unions that are party to this collective agreement.Working Hours Act old regulations and new see table
16 and 17.

187
Metal Engineering and Technology-based Industries
July 2008
WORKING TIME – NATIONAL TRANSPOSITION OF EU DIRECTIVE 93/104
Country Transposition date Implication of the transposition into national legislation- New Provisions -
N Law of 30.04.1998 The daily rest period in the law have been changed from 10 hours to 11 hours.
P Law 99/2003 of 27th August
E
No transposition needed
Existing legislations:
Law n° 8/80 of 10.03.1980
Real Decreto n°2001/83 of 28.07.1983
Law n°11/94 of 19.05.1994
The law regulates the details for the working time flexibilisation and foresees that flexible working time can bet regulated in the respective
branch collective agreement or by agreement with the workers
Working time of the Directive has not the same meaning that efective working time in Law
Working time regulations: Working time as a maximum of 40 hours/ week and 8 hours/day. If flexible working time is regulated in the
respective branch collective agreement, the law foresees that within a reference period up to 12 months, the maximum weekly
working time of the employee shall not exceed 60 hours a week and 12 hours/day, with an average of 50 hours/week in each 2 months
and an average weekly working time of 40 hours in the reference period.
If flexible working time is negociated with the employers (not by CA), the law foresees that within a reference period up to 4 months, the
maximum weekly working time of the employee shall not exceed 50 hours a week and 10 hours/day, and an average weekly working
time of 40 hours in the reference period.
Annex 6
Concerning direct implications of legislation for companies, it is important to point out that Spanish legislation, respecting minimum
provisions of Directive 93/104, could be considered advanced as regards working time in the European context, having introduced in 1994
two important aspects:
- Maximum working time on average per year (possibilities for irregular distribution of working time)
- Overtime (even if limited to 80 h/year) is as from 1994 not limited by law to a minimum supplementary payment (it could be
negotiated or compensated by time-off).
Both elements lead together to a negotiation opened to possibilities of flexibility for companies.
A second important aspect is how these existing possibilities appear in the CA:
Annual working time being considered in most of provincial agreements, it was possible to agree on the irregular distribution of working
time to better adapt to companies' needs. In particular, during 1994 and 1995, nearly half of the collective agreements (with more or less
success) included the possibilities offered by the Labour Reform for the irregular distribution of working time, either by collective measures
or by the introduction of individual working time accounts.
Even when considering the above-mentioned, it is important to know that the labour reform offers a wider range of subjects to be
negotiated by social partners in CA. Practical implementation for companies will always depend on the concrete and relative importance
of each of these aspects at the moment where negotiating process takes place (it is always necessary to give up certain claims for
obtaining agreement in other aspects). In fact, during 1995, a certain wage restraint was obtained in exchange for relaxing the introduction
of possibilities offered by the Labour Reform.

188
S
Metal Engineering and Technology-based Industries
July 2008
WORKING TIME – NATIONAL TRANSPOSITION OF EU DIRECTIVE 93/104
Country Transposition date Implication of the transposition into national legislation- New Provisions -
TUR
UK
IRL
Working Hours Act
(SFS 1982:673)
Labour Act no. 4857
Date: 10 June 2003
Working Time
Regulations 1998
(1 October 1998)
Law of 07.05.1997
(Organisation of
Working Time Act)
The provisions of this law may for the most part be replaced by CA but after the implementation the CA must not differ from the minimum rules in the EU-Working
Time Directive.
The new Labour Law made parallel provisions to the working time directive.
Working time regulations: Working time is 45 hours per week in general unless the contrary have been decided. Opportunity to distribute
the weekly working time unevenly with the agreement of the parties. Daily working time must not exceed 11 hours. Within a period of two months, the average weekly
working time of the employee shall not exceed normal weekly working time of 45 hours. This compensation period may be increased up to four months by collective
agreements.
Daily Rest: Workers are entitled to 13 consecutive hours’ rest for each 24 hours they work for their employers.
Weekly Rest: Workers are entitled to an uninterrupted period of 24 hours’ rest every seven days.
Rest Breaks: Workers are entitled to a rest break of fifteen minutes, when the work lasts four hours or less, half an hour, when the work
lasts longer than four hours and up to seven and a half hours (seven and a half included) and one hour, when the work lasts more than seven and a half hours.
Annual Leave: Annual leave periods have been increased according to seniority.
The Working Time Regulations 1998 transposed the 1993 Working Time Directive into UK legislation. The main provisions of the Regulations are as follow:
Maximum Working Time: 48 hours per week, usually averaged over a 17 week period. An individual worker is entitled to agree in writing with his or her employer to
opt-out of the limit on their working time.
Daily Rest: Adult workers are entitled to 11 consecutive hours’ rest for each 24 hours they work for their employers.
Weekly Rest: Adult workers are entitled to an uninterrupted period of 24 hours’ rest every seven days.
Rest Breaks: Adult workers are entitled to a rest break as agreed collectively if their working time is more than six hours per day. In default of an agreement, a worker
is entitled to 20 minutes break.
Annual Leave: All workers are entitled to four weeks’ paid annual leave per leave year.
An individual worker is entitled to agree in writing with his or her employer to opt-out of the limit on their working time.
Maximum average weekly working hours: 48 hours per week. Basic reference period of 4 months, night workers- 2 months, certain employments listed in the Act – 6
months. 12 months by collective agreement.
Daily Rest; 11 consecutive hours within every 24 hours
Weekly Rest; 24 consecutive hours within every 7 days. The 24-hour period must be preceded by the 11-hour break.
Rest breaks; 15 minutes for every 4.5 hours worked, 30 minutes for 6 hours or more (may include the 15 minute break) Breaks may not be given at the start or end of
the working day.
Sunday Work; employees are required to be compensated by one of a number of methods in the Act.
Annual Leave; employees entitled to 4 working weeks where employee works over 1,365 hours in the leave year.
Or 1/3 of a working week where employee works at least 117 hours in calendar month
Or 8 % of the hours worked in the leave year (maximum of 4 working weeks)
TUR 1) In Turkey, a rigid working time law exists which does not provide for the possibility to introduce any flexibility. However, the principle of the 45-hour working week will be maintained.
Annex 6

189
July 2008
FIXED-TERM EMPLOYMENT CONTRACTS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 99/70
Metal Engineering and Technology-based Industries
Country
Legal basis /
Transposition Date
Definition Specific requirements Workers' information Protection against dismissal
A Law
B Law
DK
FIN
Law
Law
26. January 2001/55
- fixed date
- period of time agreed
by the parties
- fixed date
- period of time agreed
by the parties
- work precisely defined
- fixed date
- realisation of a specific
task
- happening of an event
- fixed date
- realisation of a specific
task
- happening of an event
Not possible to renew FTC, except for objective
reasons
Written contract
Not possible to renew the FTC after :
- a max of 2 years (max.4 FTC of at least 3
months)
- 3 years with prior authorisation of the labour
inspection (duration of the FTC at least 6 months)
Directive on fixed- term work is implemented
through collective agreements.
- principle of non discrimination. In respect of
employment conditions, fixed term workers
shall not be treated in a less favourable
manner than comparable permanent workers
solely because they have a fixed term
contract or relation unless different treatment
is justified on objective grounds.
- Measures to prevent abuse arising from the
use of successive fixed term employment
contracts or relationship.
Conclusion of a FTC only for serious reasons ;
If a FTC is renewed without objective reason, it
becomes an open-ended contract
Same procedure as for
open-ended contract
Once a year obligation to
inform Works’ Council on
“economic and financial
information” of the
company includes
information on number of
fixed-term contracts,
temporary workers, etc.
Same procedures as for
open-ended contract
when they exist (by CA)
Employer must inform
fixed-term workers
objective grounds for FTC
and duration of the
contract. Employer must
offer fixed-term workers
all relevant employment
vacancies and give same
information about all
employment vacancies
than for workers in open
ended contracts.
Same protection as for open-ended contract
Annex 7
The party which terminates the FTC before the end
must pay a compensation equal to the remuneration
left to be paid, but without exceeding the legal
ceiling, except in case of termination for serious
cause
Same protection, as for open-ended contract [for
non-manual workers, one year of service is required;
for manual workers, 9 months (CA)]
If the employer gives notice to the FTC before the
agreed deadline, he must pay a compensation equal
to the remuneration left to be paid. If the employee
terminates it before the end, he must pay
compensation for the damage caused to the
employer. Termination before the end is possible in
case of mutual consent or if there is a serious cause
for rescinding the employment contract. In the FTC
also possible to agree on possibilities of dismissals
before the end of the FTC with a normal period of
notice and on normal grounds

190
Metal Engineering and Technology-based Industries
Country
July 2008
Legal basis /
Transposition Date
F Law and CA
D Law - fixed date
FIXED-TERM EMPLOYMENT CONTRACTS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 99/70
Definition Specific requirements Workers' information Protection against dismissal
FTC may not be used for
permanent jobs linked to the
company's normal activity
but only for temporary and
precisely defined job
- Written contract
- FTC can be concluded only in cases provided by
law: replacement of an employee; temporary
increasing work loads; seasonal jobs and in
sectors where FTC are traditional; in the context of
legal or statutory provisions dedicated to promote
the hiring of specific workers categories; if the
employer ensures a complement of training to his
worker; to hire a former apprentice before he
leaves the firm for military service.
- Not possible to conclude a FTC for temporary
increase of activity in the 6 months following a
dismissal for economic reason in the company ; to
replace an employee whose contract is suspended
after a industrial dispute; to execute dangerous
tasks.
Maximum duration:
- 18 months but there are exceptions (9, 18 or
24 months) according to the ground of
requirements.
- Undetermined – linked to the duration of the
replacement of the employee
Renewal:
Once but the total period (first contract + renewal)
may not exceed maximum periods (9, 18 or 24
months
Only for objective reasons or without objective
reason the FTC might be concluded for a
maximum duration of 2 years or with a worker over
58 YA
Among the information
given to the works
council, are the number
of FTC, the reasons of
these FTC, the number of
days worked under this
type of contract
Same information for the
works councils as for
open-ended contract
Annex 7
The employer which terminates the FTC before the
end must pay a compensation equal to the
remuneration left to be paid, except in case of
termination for serious fault or "force majeure".
An employee is allowed to terminate a FTC if he
concludes an indefinite-term employment contract
with another employer.
Same protection, as for open-ended contract

191
Metal Engineering and Technology-based Industries
Country
I
NL
N Law
P Law
E
July 2008
Legal basis /
Transposition
Date
Delegated law
no. 368 of 6
September
2001 1)
Law to
implement
Directive
1999/70
Law 12/2001 of
09.07.2001
FIXED-TERM EMPLOYMENT CONTRACTS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 99/70
Definition Specific requirements Workers' information Protection against dismissal
- for technical, production,
organizational and substitutive
needs.
- fixed date
- determined task
- replacement of a missing
employee
- fixed period
- execution of a determined task
- special nature of the activity
induced by its seasonal
character
- execution of a defined,
determined and occasional or
extraordinary work
- replacement of a missing
employee
- fixed date
- execution of a task
- happening of an event
Written individual contract specifying the reason
for fixing the term.
The aggregate duration of fixed-term contracts
between the same employee and employer, may
not exceed 3 years 2) ; differently, the contract is
considered to be of indefinite duration. The 3-year
limit does not apply to seasonal jobs.
No specific conditions when hiring
Possibility of renewal except if it is not allowed by
the CA
In case of tacit renewal, the duration is considered
as the same as the first contract but can not
exceed one year
No condition when hiring.
Duration of the FTC must be determined
objectively without parties being able to influence
its end
Written contract taking into account the legal
criteria and the real existence of a cause
General rule : renewal possible only twice and for
a period which does not exceed the total duration
of 3 years. After this period is now possible (since
Law 99/2003) a 3 rd renewal for a period of 1-3
years
Existence of a cause, existence of limits for the
renewal
I 1) Modified by law no. 247 of 24 December 2007.
2) After the 3 year limit is reached, only one renewal is possible, the worker must be assisted by a public official.
Same procedures as for
open-ended contract
Obligation to inform the
workers commission of
the enterprise (if there is
one)
Quarterly, obligation to
inform the Labour
Authority about new and
ended fixed-term
contracts.
Payment of a compensation equal to the
remuneration left to be paid, except in case of
dismissal for objective reason
Annex 7
Following FTC renewed in 3 months following its
termination are an open-ended contract from the day
36 months is exceeded or when more than 3 FTC
have followed.
Impossible to terminate the contract before its end,
except in case of mutual consent, dissolution by
judicial ways in case of serious reason, bankrupt or if
explicitly mentioned in the contract
Same protection as for open-ended contract
Financial compensation on the term on the contract
(3 days for each month worked for contracts up to 6
months and 2 days for each month for contracts
exceeding 6 months).
Same protection as for open-ended contract
General procedures Same protection as for open-ended contract

192
Metal Engineering and Technology-based Industries
Country
July 2008
Legal basis /
Transposition
Date
S Law and CA
CH Law
TR Law and CA
UK
Common law
but no legal
definition (ruled
by Case law)
Transposition
foreseen for
October 2002
FIXED-TERM EMPLOYMENT CONTRACTS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 99/70
Definition Specific requirements
- fixed date
- determined task
- happening of an event
- fixed date(ends without notice
termination)
- period of time agreed by the
parties
- Fixed date
- For work of a specified term
- Objective conditions like the
completion of a certain work or
the occurrence of a certain
event.
- fixed date
- special nature of the work, or
- temporary relief work 1) or
- trainee work, or
- work during school holidays, or
- impending military service, or
- employment after reaching normal retirement
age, or
- probationary employment 2) 3) , or
- temporary peaks of work loads 2) or
- for other objective reasons ( manual workers
only) 2)
- renewal possible (jurisdiction is quite
restrictive, so that renewal should be
stipulated once)
- by CA: the CA shall apply analogously to
temporary staff for periods up to three months
- Written contract
- Renewal possible if only there is an essential
reason which may necessitate repeated
(chain) contracts.
By CA : in principle for technical and obliging
economic reasons
No constraints linked to the hiring or the renewal of
the contract
Workers'
information
Obligation to inform
the unions
organisation
No obligation
No obligation
No obligation
Protection against dismissal
Annex 7
- Impossible to terminate the FTC before its end,
except in case of mutual consent, serious fault or
other exceptional situations.
- If an employee has been employed due to temporary
substitute for more than three years during the last
five years the employment will automatically continue
until further notice.
- A typical FTC (after the definition, no notice of
termination) is impossible to terminate except in case
of consent or serious fault.
- A FTC can exceptionally provide a period of notice
The party which terminates the FTC before the end must
pay a compensation equal to the remuneration left to be
paid except termination for serious cause.
A FTC can expressly provide for a period of notice before
the end.
Without such notice provision, financial compensation if
termination before the end.
Expiry and non-renewal of FTC affords same protection
as for termination of open-ended contract
S 1) Staff workers: in case of a vacant position for maximum 6 months or due to agreement with the local trade union for a longer period.
Manual workers: duration unlimited.
2) For manual workers, agreement also with the local trade union of the company is necessary if the period exceeds 12 months. However, if there is no union at the company,
agreement with the worker only is normally satisfactory. Agreement with the worker has to be written.
3) Staff workers: maximum duration of 6 months. When special reasons, up to 12 months by local agreement.

193
Metal Engineering and Technology-based Industries
Country
July 2008
Legal basis /
Transposition
Date
IRL Protection of
Employees
(Fixed-Term
work) Act 2003
14 July 2003
FIXED-TERM EMPLOYMENT CONTRACTS – NATIONAL TRANSPOSITION OF EU DIRECTIVE 99/70
Definition Specific requirements Workers' information Protection against dismissal
- Specific Date
- Specific task
- Occurance of specific event
LUX Law - fixed date
- execution of a task
- happening of an event
Principle of non-discrimination with comparable
fixed term workers applies
Conditions to be applied on a pro-rata basis to fixed
term employees vis-à-vis comparable permanent
employees
Fixed-term contracts prior to 14 July 2003; where
employee has completed their third year of
continuous employment with the same employer,
their fixed-term contract may only be renewed on
one further occasion for a maximum of one year.
The next contract must be of indefinite duration.
Employees on fixed-term contracts starting after 14
July 2003; where they have been employed by their
employer on two or more continuous fixed-term
contracts, the aggregate duration of these contracts
may not exceed four years. When this limit is
reached, the next contract must be of indefinite
duration.
Written contract
FTC can be concluded only in case of replacement
of an employee ; temporary increase in work loads ;
in the context of provisions dedicated to promote
the hiring of specific workers categories ; if the
employer ensures a complement of training to his
worker
Maximum duration : 24 months (renewal incl.) :
max of 2 renewals before the end of the initial
contract
If employer proposes to
renew a fixed term
contract, the employee
must be informed in
writing of the objective
grounds justifying the
renewal and explaining
why a contract of
indefinite duration has
not been offered.
Employer must inform
FT worker of any
relevant employment
vacancies.
Employer must provide
access to appropriate
training opportunities.
Annex 7
Whee employee on a fixed term contract is reemployed
with 3 months in same or similar work.
When the employee is dismissed on expiry of the
second contract that employee has protection under
Unfair Dismissal Acts 1977-2001.
No obligation The party which terminates the FTC before the end
must pay a compensation equal to the remuneration
left to be paid, without exceeding the period of notice
compensation, except in case of termination for
serious cause

194
July 2008
NON-DISCRIMINATION - NATIONAL TRANSPOSITION OF EU DIRECTIVES 2000/43 AND 2000/78
Metal Engineering and Technology-based Industries
Country Directive 2000/43 on equal treatment irrespective of race Directive 2000/78 on non-discrimination in employment (art. 13)
A 1 July 2004: Full adoption 1 July 2004: Full adoption
B Transposed Law 10/5/07
DK The two directives have been transposed by Law of 12 January 2005 and Law of 22 December 2004.
FIN Implemented by law 2004/21, 20 th of January 2004 Implemented by law 2004/21, 20 th of January 2004
F
A French law to combat discrimination was adopted on 16 November 2001 (Journal Official
2001-11-17) to comply with this EC/directive.
Problems encountered: see next column
Annex 8
French Laws on gender equality (on 9 May 2001 – Journal Official 2001-05-10) and on
fighting discrimination (on 16 November 2001 – Journal Official 2001-11-17) were adopted to
comply with this EC/Directive.
Problems encountered:
D The two directives have been transposed by Law of 14 August 2006 (AGG - General Equal Treatment Act, BGBl. I 2006 S. 1897).
I Delegated law no. 215 of 9 July 2003. Delegated law no. 216 of 9 July 2003.
The mechanism of the burden of proof as provided by the EC/Directives did not appear
formally into the French judicial system. The French law provides that it should be for the
plaintiff to prove the breach. But, the implementation into the French legislation exceeds the
requirement foreseen by Community Law: the French legislation, diverging from the
European formulation, introduced new rules which are more favourable to the employee:
thus, the employee does not have to establish facts from which it may be presumed that
there have been discrimination but has only to list these facts. A great legal insecurity for
companies is resulting from this situation.
NL Directive 2000/43/EG and directive 2000/78/EG have been adopted on 1 April 2004 in a law called “Gewijzigde Algemene Wet Gelijke behandeling”.

195
July 2008
NON-DISCRIMINATION - NATIONAL TRANSPOSITION OF EU DIRECTIVES 2000/43 AND 2000/78
Metal Engineering and Technology-based Industries
Country Directive 2000/43 on equal treatment irrespective of race Directive 2000/78 on non-discrimination in employment (art. 13)
N Art. 13 EC is not included in the EEA-agreements, but Norway has decided to implement dir.
2000/43 and dir. 2000/78. Directive 2000/43 is implemented in Norwegian law since 1. May
2004.
Annex 8
Directive 2000/78 is implemented in Norwegian Law and will come into force on1 January
2006
P Transposed by Law 99/2003 of 27th August (Labour Code) Transposed by Law 99/2003 of 27th August (Labour Code)
E Transposed by Law 62/2003 of 30 th December (forms part of a wide Law of accompanying measures to the National Budget for the following year, and that traditionally uses to cover various
changes on different issues and legal texts that urge to be done before the end of the year)
S The two anti-discrimination directives have been transposed into Swedish law through the Gender Equality Act, the Measures to counteract Ethnic Discrimination in Working Life Act, the
Prohibition of Discrimination in Working Life of People with Disability Act, the Prohibition of Discrimination in Working Life because of Sexual Orientation Act and the Prohibition of
Discrimination Act, however there are no rules implemented concerning age discrimination.
Problems encountered:
As far as we are concerned, there are no specific problems related with them. Before 2003 we already had quite an extensive legislation about discrimination so the changes are not so
significant
CH 1) Not transposed. There are different laws in Switzerland on this issue.
TUR The new labour act no. 4857 includes a number of general provisions relating to nondiscrimination
and equal treatment on grounds of racial or ethnic origin, religion or belief,
disability, age or sexual orientation. A new penal code came into force on 1 June 2005,
introducing further alignment in particular in relation to women’s rights and nondiscrimination.
Problems encountered:
Turkish legislation has an extensive legislation on discrimination but the provisions are in a
dispersed structure.
UK Not yet implemented, as deadline is 19 July 2003. We believe the UK is largely compliant
and in so far as it is not, the Government will consult on the issue before this date.
Problems encountered:
Not anticipating any. Will have to wait until see Government consultation.
CH 1) As a non EU Member State, Switzerland only transposes parts of the EU Directives into Swiss law.
See next column.
Not expecting the Government to legislate to “foster social dialogue”. No reference made to
this in the Government’s Consultation. Regulations regarding sexual orientation and religion
will be implemented in 2003. Regulations on disability will be implemented by 2004.
Regulations on age will come into force in 2006, but the regulations will be drawn up by 2004
to give employers an adjustment period.
Probems encountered:
See above.

196
Metal, Engineering and Technology-based Industries
July 2008
INFORMATION AND CONSULTATION - NATIONAL TRANSPOSITION OF EU DIRECTIVE 2002/14
Country Date of Transposition Implication of the transposition into national legislation - New Provisions -
A
B C.A. 2008 C.A. by social partners is now in Belgian Parliament
DK Transposed 15.05.2005 Law 2005-05-02 no. 303 on Information and hearing of employees (information og høring af lønmodtagere)
DK Not yet transposed Discussion about the model of implementation in progress
FIN
23.03.2005, now included in law 30.03.2007/334 (with
some changes)
Annex 9
The provisions of the directive 2002/14 were included in the Act on Co-operation within Undertakings (725/1978 with additions) by
law 23.03.2005, although the act already contained much of the content of the directive. The provisions are now included in the
current version of the Act on Co-operation within Undertakings (334/2007).
F Not transposed French law already in conformity with the provisions of the directive
D No specific transposition Transposition not necessary, legal situation is compatible.
I Transposed by delegated law no. 25 of 6 February 2007 The CA for the metal sector of 20 January 2008 implemented legal provisions.
NL Not yet transposed Text in preparation
N
P
Transposed by law on 14 June 2005, in force on 1
January 2006
Transposed by aw nº 99/2003 of 27 th August (Labour
Code)
E Law 38/2007 of 16.11.2007
S 1 July 2005 Minor supplement to the existing co-determination at work act.
CH 1) No specific transposition
TUR Not yet transposed
Minor changes: Adaptation of existing regulation to explicit refer to information and consultation rights, inclusion of particular items
in consultations such as information on the future evolution of the company, etc.
UK Not yet transposed First stage of government consultation complete. Second stage will begin later this year
IRL 1) Not yet transposed
IRL 1) Source: Irish Department of Enterprise, Trade and Employment.
CH 1) As a non EU Member State, Switzerland only transposes parts of the EU Directives into Swiss law.
A Bill for transposition was published by the Department of Enterprise, Trade and Employment on 19.07.2005.
The Bill will apply in accordance with the following timetable: a) undertakings with at least 150 employees: from a date to be
prescribed following enactment of the Bill; b) undertakings with at least 100 employees: from 23 March 2007; c) undertakings with
at least 50 employees: from 23 March 2008.
It is expected that the Employees (Provision of Information and Consultation) Bill 2005 will be introduced in ‘Seanad Eireann’
(National Parliament) in the Autumn.

197
Metal, Engineering and Technology-based Industries
July 2008
EUROPEAN COMPANY STATUTE - NATIONAL TRANSPOSITION OF EU DIRECTIVE 2001/86
Country Date of Transposition Implication of the transposition into national legislation - New Provisions -
A 2004 Special Law. No big implications (the ECS is voluntary)
B C.A. C.A. 6/10/04. R.D. 22/12/04
DK Transposed 08.10.2004 Law 2004-04-26 no. 281 on involvement of employees in European Companies (Medarbejderindflydelse i SE-selskaber)
FIN 13.8.2004 Directive’s provisions are implemented in Act on Employee Involvement in European Companies (SE) (758/2004).
F 26.06.2005 Changes linked to the new statute of company
D 22.12.2004 Law on participation of employees (SE-Beteiligungsgesetz – SEBG; BGBl. I 2004 S. 3675,3686)
I 19.8.2005 Delegated law no. 188 of 19 August 2005
NL Not yet transposed Text in preparation
N Not yet transposed No legislation on this topic
P Transposed by DL nº 2/2005 of 4 January
E Transposed on 19.10.06 Law 31/2006, of 18 October, on involvement of employees in European Companies.
S Not yet transposed A one-man investigation is set out to prepare a text.
CH 1) Not transposed
TUR Not yet transposed
UK Not yet transposed
IRL Not yet transposed Draft regulations are being finalised and it is intended to send them to the office of parliamentary counsel shortly.
CH 1) As a non EU Member State, Switzerland only transposes parts of the EU Directives into Swiss law.
Annex 10

198
July 2008
EQUAL TREATMENT BETWEEN MEN AND WOMEN (REVISION OF DIRECTIVE 76/207) - NATIONAL TRANSPOSITION OF EU DIRECTIVE 2002/73
Metal, Engineering and Technology-based Industries
Country Date of Transposition Implication of the transposition into national legislation- New Provisions -
A 01.07.2004 Complete new Law.
B Transposed Law of 25/2/03 replaced by law 10/5/07.
DK Not yet transposed Recommendation of maintaining Equal Status Tribunal
FIN 01.06.2005 The Directive has been transposed by amendments to the Law on equality between men and women. The new provisions came into force on 1 June
2005. The main new provisions concern the necessity for companies to make a plan on equality and the minimum content of said plan. The making of
such a plan can be brought about by penalty of fine.
F Transposition not needed No impact in France: French national legislation, currently in force, complies with the EC Directive in particular since the new Social Modernisation Act
D 05.10.2005 Law for the Transposition of European Directives for the realization of Equal Treatment (BGBl. I 2006 S. 1897).
I 30.5.2005 Delegated law no. 145 of 30 May 2005
NL No information available for the time being
N June 2005. In force from 1
January 2006
P Transposed bylaw nº 99/2003 of
27 th August
E 23/03/2007.- Organic Law 3/2007, Introduces some remarkable changes into the Spanish workers’ statute.
of 22 March
Only companies with more then 250 workers are obliged to make a plan on equality. Otherwise, such plan is voluntary.
S Not yet transposed A committee investigates the implementation of the directive together with a total overview of all five existing laws of discrimination in Sweden.
CH 1) Not transposed There is a Law of 1996 on Equal Treatment between men and women
TUR Transposed A new paragraph has been added to Article 10 of Constitution (1982) Act No: 2709 in 7.5.2004. Also Article 49 paragraph 2 has been changed in
3.10.2001. Labour Act of Turkey Act No: 4857 Article 5 concerning the principle of equal treatment, Article 18 concerning justification of termination with
a valid reason, Article 20 concerning procedure of appeal against termination, Article 21 concerning consequences of termination without a valid reason,
Article 24 concerning employee’s right to terminate the contract for just cause, Article 25 concerning employer’s right to terminate the contract for just
cause. Civil Law of Turkey (8.12.2001) Act No: 4721 Article 2. Penal Code of Turkey (1.6.2005) Act No: 5237 Article 105 concerning sexually
harassment, Article 122 concerning discrimination.
UK Not yet transposed
IRL 18/07/04 Amended an existing law. The Employment Equality Act, 2004
CH 1) As a non EU Member State, Switzerland only transposes parts of the EU Directives into Swiss law.
Annex 11

199
Metal, Engineering and Technology-based Industries
July 2008
INSOLVENCY OF EMPLOYERS - NATIONAL TRANSPOSITION OF EU DIRECTIVE 2002/74
Country Date of Transposition Implication of the transposition into national legislation- New Provisions -
A Not yet transposed In preparation.
B Transposed Transposed by law 11/7/06 modifying the law of 26/6/02 on company closure.
DK
FIN
Transposed
7.10.2005
Now included in law 27.11.1998/866 (addition
19.5.2006)
Law 2005-05-18 no. 322 implementation of Dir. 2002/74 (Ændring af lov om Lønmodtagernes Garantifond)
Implemented in Pay Security Act 1998/866 (changed 1973, 1979, 1998, 2006) and Pay Security degree (27.11.1998/868), as well as
Seamen's Pay Security Act (15.12.2000)
F 30.01.2008 Law n° 2008-89 dd. 30 January 2008 now covers insolvency in situations with cross-border dimensions
D Transposition not needed There exits national legislation on this topic
I 19.8.2005 Delegated law no. 186 of 19 August 2005
NL YES
N Transposition not needed There exits national legislation on this topic
P Transposed by Law nº 99/2003 of 27 th August
E Law 38/2007 Just minor adaptation and made by some law transposing on consultation rights Di 2002/14.
S 2004
CH 1) Not transposed Regulations already in current law
TUR Transposed
CH 1) As a non EU Member State, Switzerland only transposes parts of the EU Directives into Swiss law.
A recently adopted law amended Labour Act of Turkey and repealed Article 33 concerning insolvency of the employer. But the same law
has brought an annex article to Unemployment Law on constituting a Wage Guarantee Fund for the payment of the unpaid wages in the
case of insolvency of the employer. Article 206 of Execution and Bankruptcy Act of Turkey No: 2004 has been changed in 17.7.2003 in
compliance with the Directive 2002/74 EC.
Annex 12

200
Metal, Engineering and Technology-based Industries
A
July 2008
TRANSFER OF UNDERTAKINGS - NATIONAL TRANSPOSITION OF EU DIRECTIVE 2001/23
Country Date of Transposition Implication of the transposition into national legislation- New Provisions -
B Transposed Social partners in National Labour Council (13.03.02). C.A. no 32 quinquies. (5 th version)
DK
Transposed
01.07.2001
FIN 01.06.2001
Annex 13
Law 2001-06-07 no. 441 concerning the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings
or businesses (Ændring af lov om lønmodtageres retsstilling ved virksomhedsoverdragelse)
The provisions are included in the Employment Contracts Act (26.1.2001/55). Some provisions are implemented in the Act on Co-operation within
Undertakings (30.3.2007/334).
F Transposition not needed No impact in France: French national legislation, currently in force, complies with the EC Directive
D 23.03.2002 Art. 613 a German Civil Code.
I No specific transposition needed No major implications as the legislation currently in force complies to a great extent with the Directive.
NL Transposed
N
P
By law of 14 June 2005. In force
from January 2006
Transposed by Law nº99/2003 of
27 th August
E Law 12/2001 9.7.2001 Adaptation of Spanish law particularly as regards consultation rights.
S 2008
CH 1) Not transposed
TUR 10.06.2003
With Labour Act of Turkey Act No: 4857 - Article 6 concerning the transfer of the establishment or one of its sections. There is also a draft text on
Collective Agreement, Strike and Lockout Law of Turkey Act No: 2822 - Article 8 concerning the change in status of the parties. This draft bill has been
submitted to the Parliament.
UK Not yet transposed Very little change to existing law required. Reform delayed because of controversy over proposals to go beyond the Directive in domestic law.
IRL Transposed SI 131 2003 European Communities (Protection of Employees on Transfer of Undertakings) Regulations 2003
CH 1) As a non EU Member State, Switzerland only transposes parts of the EU Directives into Swiss law.

Annex A1 - A7
201

202
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Annex A/1
Metal, Engineering and Technology-based Industries
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
July 2008
A National/branch
B
DK
National/branch In case
of failure, also regional,
subregional or plant
a) Inter-professional
b) National/branch
5 Branch associations of Metal
Trades, 1 Branch Association of
Mining and Iron Producing
Industry and 1 Branch
Association of Gas Industry;
coordination by Bundeskammer
(interprofessional) / Metalworkers’
Union
1 Branch Electronics
a) National/branch:
Agoria (Metal Employers’
Federation)
3 Metalworkers’ Unions
b) Regional:
Regional Organisations
c) Company:
Management /
Trade Unions’ Delegations
a) Inter-professional:
b) DI (Confederation of Danish
Industry) / CO-industry
(Central Organisation of
industrial Employees)
Before starting negotiations:
Notification to and discussion of wage
claims in the “Parity Commission“ (4
representatives each of Government,
Employers’ Fed. And TU), no decision
about extent of wage increases.
a) Negotiations within a “National
Joint Commission for the Metal
Trades“, chaired by a Government
official (no right to impose
settlements, neither to take side
(he must be imperial) nor to
arbitrate (role of a mediator)
b) Same procedure
a) Negotiations at sectoral level (in
principle). The collective
agreements for the manufacturing
sector (the Industrial Agreement for
manual workers and the Industrial
Agreement for salaried employees)
are in fact inter-professional. They
cover a number of different sectors
– metalworking, medical, chemical,
telecommunication, etc.
No rules
In theory by the “Parity Commission“
a) De facto by the Chairman of the Joint
Commission or his deputies.
b) Same procedure
c) Conciliation procedure as provided by
agreement of January 1965. Duration about
15 days.
The public conciliation service consists of three
conciliators. Amongst them, a chairman is
elected. He/she is formally named “the national
conciliator”. The national conciliator handles
disputes in connection with collective
bargaining between members of LO and DA (DI
and others). The task of the public conciliation
service is to assist the wage earners and the
employers in solving their industrial (see next
page)
Generally 12 months
Generally 24 months
a) Until notice is given.
b) The present agreements run for
three years (2007-2010)

203
Metal, Engineering and Technology-based Industries
July 2008
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
DK b) Confederation of Danish Employers
(DA) plays the role as co-ordinator
between its different members.
Furthermore, all collective agreements
concluded by members of DA are
subject to formal approval by DA.
…disputes through agreement. The
conciliator has the right when bargaining
has been terminated. By request or on
his/her own initiative he/she can interfere
in the bargaining if stoppage of work is
feared or is already taking place. The
conciliator can postpone strikes having
been lawfully noticed, but he/she cannot
suspend legal strikes having already been
started. If a dispute arises, it is the task of
the conciliator to pave the way for the
conclusion of a collective agreement. With
a view to end a dispute/prevent industrial
action the conciliator has the right to
propose a solution. A vote shall be
conducted among the members of the
organisations involved. The conciliator
has the right to make a so-called
“combined mediation porposal”. That is
one proposal that includes proposals for
solutions to a number of different
collective agreements – usually all the
agreements in the private sector being
negotiated (more or less) synchronically
(more than 500 agreements). If a majority
of members of the organisations involved
approve the proposal in line with the
voting rules, this proposal will be binding
upon all – also the organisations having
voted against the proposal.
Annex A/1

204
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Annex A/1
Metal, Engineering and Technology-based Industries
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
FIN a) National/branch
F
D
July 2008
a) Regional/branch
b) National/branch
c) Interprofessional
a) Regional/branch
b) National/branch
a) National/branch:
The Federation of Finnish
Technology Industries /
Metalworkers’ Union
(ML)
a) Regional/branch:
Some 93 regional Metal
Employers’ Associations /
Metalworkers’ Union
b) National/branch:
UIMM (Metal Employers’
Federation) / 5
Metalworkers’ Union
c) Interprofessional: French
Employers’ Confederation
(MEDEF) / 5 Trade Union
Confederations
a) Regional/branch:
14 regional Metal Employers’
Associations / Regional
Metalworkers’ Unions
b) National/branch:
Gesamtmetall (Metal Employers’
Federation) mandated by its
regional associations/ IG Metall
Executive Board (Metalworkers’
Union)
Negotiations take place at branch level
and on specific matters.
a) On minimum wage, seldom on
earnings, general working conditions
b) On special matters of general
importance - reduction of working
hours, “Mensualisation“,
classification, employment,
travelling.
c) On general employment matters
(additional unemployment allowance,
training, workplace conditions,
employment, travellers)
a) Claims mostly at regional level.
Coordination of regional negotiations
by Gesamtmetall.
b) Partly also negotiations at national
level by Gesamtmetall on mandate
of the regional members.
Autonomous conciliation by Government
Conciliator, if parties do not appoint a
conciliation committee. Strike warning 2
weeks in advance; postponement possible if
national interests endangered (by the
Ministry of Social and Health Affairs)
Prescribed by Act of 1950 to be part of
agreement, but applied varyingly.
For the application of collective
bargaining: according to collective
agreements
For individual disputes:
“Conseil des Prud’hommes (special
tribunal for labour disputes)
For collective disputes: Act of 1950
Conciliation agreement in Metal trades of
1980. One impartial Chairman with voting
right. 2-4 representatives each of Employer
Assoc. and Trade Union. No strike or lockout
during 4 weeks after expiration date of
agreement. In additional a special
conciliation procedure during strikes is
provided for.
The agreement is still running in the Western
region countries, not in the new countries of
Germany.
Generally 1-2 years.
Generally 12 months
Generally 12 months (2007: 19
months)

205
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Annex A/1
Metal, Engineering and Technology-based Industries
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
I
NL
N
July 2008
a) Interprofessional
b) National/branch
c) Company
a) National/branch
b) Interprofessional
a) Interprofessional
b) National/branch
a) Interprofessional.
Italian Employers’
Confederation (Confindustria) /
Trade Union Confederations
b) National/branch:
FEDERMECCANICA (Metal
Employers’ Federation) / Metal
Trade Unions
c) Company:
Management, local Employers’
and Employee Representation/
Trade Union Organisation
a) National/branch:
Vereniging FME-CWM (Metal
and Electrotechnical Employers’
Association) / 2 Metalworkers’
and 2 General Trade Unions
b) Can be members of the STAR
(national level employers,
employees’ organisations and
government)
a) Interprofessional:
Confederation of Norwegian
Business and Industry (NHO) /
Norwegian Trade Union
Confederation (LO)
b) National/branch:
TBL (Federation of Norwegian
Engineering Industries) / Central
Metalworkers’ Organisation
(Fellesforbundet)
a) Framework Agreement for all
industrial sectors.
b) The national collective agreements
determine wages and set off rules for
whole MI and the matters to be dealt
with at plant level.
c) Pay rises at this level will be linked to
productivity and profitability, they will
vary according to company
performance.
a) Bargaining for the metal trades.
b) Sometimes general matters or
income policy matters are agreed at
interprofessional level in the “Labour
Foundation“, which is the framework
for bargaining at branch level.
Depending on the actual situation
a) Normally negotiations start at
interprofessional level (general
matters and fixation of framework for
increases).
b) Afterwards branch negotiations
(distribution of framework and
specific matters)
No conciliation procedure. “Cooling
off“ period of 4 months, during which
industrial action is not provided for
the renewal of CA.
2 years at industry level
4 years at company level
No particular procedure. Trend: periods longer than one year.
Act of May 1927:
Government conciliator.
Strikes can be postponed up to 10
days of strike notice. In case of
Generally 2 years, sometimes only 1 year.
danger for national interest
Parliament can legislate Compulsory
Arbitration.

206
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Annex A/1
Metal, Engineering and Technology-based Industries
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
P National / branch
E
S
July 2008
a) Interprofessional
(national)
b) National/branch
c) Provincial/branch
d) Company
a) Interprofessional
b) National/branch
c) Company
FENAME (National Federation of Metal)
8 Trades Unions
a) Confederation of Spanish
Employers’ Organisations (CEOE) /
Trade Unions UGT and CCOO 1)
b) CONFEMETAL /Trade Unions UGT
and CCOO 1)
c) Provincial Metal Employers’
Federations / Provincial metal sector
Trade Unions delegations.
d) Management / Workers
representatives.
a) Interprofessional: Confederation of
Swedish Enterprise/ Swedish Trade
Union Confederation (LO)
b) National/branch: Teknikföretagen
(Swedish Engineering Employers’
Association) / Swedish
Metalworkers’ Union, SIF, CF (joint
bargaining Committee).
c) Company: Management / Local
Trade Unions
E 1) In certain cases other unions less representative participate (see Annex B/2).
Negotiations at branch level for an entire
agreement: wages and rules for whole MI
a) Punctual framework agreements of
interprofessional interest.
b) Framework agreements on particular
subjects of general interest for metal
sector.
c) Most bargaining subjects are dealt with
at provincial level and directly apply to
companies.
d) Agreements for the whole personnel, in
some specific cases agreements for a
professional group.
a) Negotiations only mandate from the
branches (pension schemes, labour law,
etc.)
b) Negotiations on wages and employment
conditions (before 1991 such issues
were also negotiated at interprofessional
level)
If parties reach no agreement
conciliation can be promoted or an
official mediator can be appointed by
Labour Authority upon request by
either party
As the case may require, private or
public conciliation.
Strikes must be announced to State
Conciliation Board which mostly
appoints Conciliator. Normally asks
parties to postpone strikes.
No time limits for conflicts and
conciliation.
The 1997 agreement on negotiation
in industry regulated voluntarily the
forms of bargaining in order to limit
conflicts.
Unlimited duration (until notice is given
by one of the parties) but a minimum
period of 12 months until new salaries
negotiation
The average extension of agreements
is 2 to 3 years. Annual wage revision
clauses are included.
Changing duration due to bargaining
situation.

207
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Annex A/1
Metal, Engineering and Technology-based Industries
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
CH
TR
July 2008
a) National/branch
(Peace Agreement)
b) Company
a) National/branch
b) Group CA
a) National/branch: ASM (Metal
Employers’ Association) /
2 Metalworkers’ Unions
3 Staff workers’ Unions
b) Company: Management /
Employee Representation
MESS (Turkish Employers’ Association
of Metal Industries)
Türk Metal Sendikasi (Turkish
Metalworkers Union)
Celik-Is Sendikasi (Steelworkers
Union)
Birlesik Metal-Is Sendikasi (United
Metalworkers Union)
a) Wage questions are regulated
exclusively at company level.
b) The “Peace Agreement“ relates to
organisational matters and general
working conditions.
a) Negotiations at branch level for an
entire agreement: wages and working
conditions for the member companies
where the trade unions mentioned in the
next column are competent.
b) Negotiations take place between
MESS and the concerned trade union.
Commitment of employers and workers
organisations according to “Peace Agreement“
if plant negotiations fail.
If negotiations at associations’ level fail:
Arbitration procedure in the following cases:
General wage adjustments; deviation from the
normal working hours, subject to the
introduction of special working hours schemes;
introduction of wage schemes; implementation
and application of the CA. No time limits.
If no agreement has been reached 60 days
after the beginning of collective bargaining, the
competent authority shall upon request or at its
own initiative and within six working days,
apply the Labour Court to appoint a mediator
from the official list. The mediator’s duty shall
last 15 days, this period can be extended to
maximum 6 working days. The decision of
strike can be taken only after the record of the
mediator notifying that the conflict still
continues.
a) Different duration
b) Peace agreement: 5 years
Generally 2 years.

208
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Annex A/1
Metal, Engineering and Technology-based Industries
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
UK
AUS
July 2008
Company (No national
branch negotiations since
1989)
a) National
b) Company
Management / Shop Steward
a) Australian Industry Group
and various unions
b) Companies can bargain
with unions or directly with
employees
Company negotiations deal with wage
levels and all day-to-day matters including working
conditions which were previously negotiated at
national level.
Since November 1989 the EEF no longer
negotiates at national level; the agreements on
minimum rates and standard working concluded
before then remain in force.
a) National negotiations deal with matters relating
to the content of industrial awards which apply
to industry sectors. There is no right to strike in
respect of such negotiations. Matters not
agreed upon are arbitrated by the Australian
Industrial Relations Commission, provided that
such matters fall within the jurisdiction of the
Commission.
b) Companies can negotiate enterprise
agreements with unions or directly with
employees. A right to strike or lock out exists
during a bargaining period, subject to notice
being given to the other party. Enterprise
agreements must meet a “no disadvantage
test” compared to the relevant industrial
award.
Voluntary conciliation is available
through the Advisory Conciliation and
Arbitration Service (ACAS). It is
independent from the Government.
Reference to ACAS is voluntary.
The Australian Industrial Relations
Commission can conciliate and can
arbitrate in very limited
circumstances (eg. where significant
damage is being caused to the
Australian Economy).
Domestic wage agreements are
generally of 12 months’ duration
although some, generally larger,
companies have wage agreements
that are for a period of 2 or, less
frequently, 3 years.
No fixed agreement period but the
Workplace Relations Act prescribes a
maximum agreement period of three
years.

209
STRUCTURE OF COLLECTIVE BARGAINING - MANUAL WORKERS
Annex A/1
Metal, Engineering and Technology-based Industries
Country Negotiation level Bargaining Parties Bargaining Procedure Conciliation Duration of Wage Agreements
SA National
IRL
July 2008
a) National
b) Company
SEIFSA and six industry trade
unions
a) IBEC (Irish Business Employers
Confederation), ICTU (Irish
Congress of Trade Unions) and
other social parties.
b) Companies can bargain with
unions or directly with
employees. National wage
agreements can be used as a
benchmark.
Covers actual wage increases and all
conditions of employment.
Negotiations are conducted under the
auspices of a national bargaining
council set up by SEIFSA and the
unions jointly
a) National wage agreements set
incremental wage increases over
the duration of the agreement for
the purpose of promoting industrial
harmony.
b) Company negotiations can deal
with wage levels and all day-today
matters including working
conditions
The negotiations are facilitated right
from the commencement of the
process by an independent conciliator
appointed by the parties. The facilitator
controls the procedure and assists the
parties in reaching agreement. The
facilitator deals with any disputes that
arise during the process.
a) Voluntary conciliation is available in
the Labour Relations Commission
Two years
a) The agreements have extended in
duration from 36 to 39 months,
generally with incremental increases
every 6 months.

210
August 2008
LEVELS OF COLLECTIVE BARGAINING (CB)
Metal, Engineering and Technology-based Industries
Country INTERPROFESSIONAL LEVEL METAL INDUSTRY (MI) LEVEL COMPANY LEVEL
A Only prior discussion in “Parity Commission“ No CB
Main CB level - National CA for the metal sector: mining, foundry,
non iron metal, machines and metal goods and automotive. Also
National CA for gas and electro-electronics
B CB only on general matters - CA for all industrial sectors Main CB level - National, regional or sub-regional CA, whole MI
DK Formerly main CB level (framework CA)
FIN No CB. Main CB level-National
F CB level for general matters
Now main CB level - National CA for whole MI (+ some other DI
sectors)
Main CB level – National (Specific + generally important matters)
and. Regional (Minimum wages)
D No CB Main CB level – Regional CAs Few specific CA at national level
I
NL
N
CB level for general employment matters Framework CA
for all industrial sectors
Occasionally CB on general/income policy issues
Framework CA for all industrial sectors
First CB level - general issues, wage increases Framework
CA for all industrial sectors
Annex A/2
No CB Only on matters not regulated in CA; peace obligation.
In principle no CB (only company matters) Only if negotiations
at upper level fail.
CB on e.g. wages and working time within the framework of
CA at branch level - peace obligation.
No CB in general. Exceptions: a) non-mandatory stipulations
in CA, b) agreement at plant level concerning matters not
stipulated in CA.
Compulsory bargaining on an annual basison actual wage
rates, wage increases and hours of work.
No CB; Exceptions: Opening clauses or on matters not
regulated in CA; peace obligation.
Main CB level - National CA for whole MI CB only on matters stipulated by national CA.
Main CB level - National CA for whole MI No CB Only on matters not regulated in CA; peace obligation.
Follow-up CB level - national CA, whole MI Or main CB level if
inerprofessional CB fails
CB on wage increases within CA framework, and other
matters stipulated by CA; peace obligation.
P No CB National CA for whole MI CB level for companies on all issues, strike possibility
E
Formerly CB on general income policy issues. Not since
several years. Punctual framework agreements
Particular framework agreements at national level on specific
subjects for MI.Main CB level is provincial MI level
Main CB level for certain companies on all issues; strike
possibility.

211
August 2008
LEVELS OF COLLECTIVE BARGAINING (CB)
Metal, Engineering and Technology-based Industries
Country INTERPROFESSIONAL LEVEL METAL INDUSTRY (MI) LEVEL COMPANY LEVEL
S
CH No CB
TR No CB
UK No CB
AUS No CB
CB only in matters of general concern on request from the
branch level (e.g. pension schemes).
Main CB level - National CA for whole MI
Main CB level - general working/employment conditions (not
wages) - National “Peace CA“ member companies of ASM
Main CB level - National “Group“ CA for defined groups of
companies in MI
Formerly CB level for national CA on minimum rates of pay and
conditions of employment but this ceased when sectoral level CB
between EEF and the CSEU ended in 1989.
An arbitrated industrial award sets the “safety net” of minimum
wages and conditions.
SA No CB Main CB level - National CA for whole MI No CB
IRL No CB
No CB since 1987, since covered under national wage
agreements
Annex A/2
CB on actual wage increases within CA framework, and other
matters stipulated by CA; peace obligation.
Main CB level for wage rates and increases. Company
agreements; peace obligation.
No CB
Only CB since 1989 with company agreements on rates of pay
and conditions of employment with some multi-site companies
having CB at site level for some or all issues.
This is the main collective bargaining level. Enterprise
agreements must pass a “no disadvantage” test relating to the
industry award.
CB exists in companies that do not follow national wage
agreements

212
Metal, Engineering and Technology-based Industries
A
B
July 2008
UPPER LEVELS COVERED BY AGREEMENTS FOR STAFF WORKERS (1)
Country Negotiation level Highest level covered in the agreement Levels not covered any more
DK
FIN
F
D
I
Interprofessional
(national)
Metal Trades
(national)
Interprofessional
Sectoral level/Metal Trades
(national)
Metal Trades
(national)
Metal Trades
(regional or national)
Sometimes interprofessional
Metal Trades
(regional)
Metal Trades
(national)
Group VI:
“Staff workers dealing with a complicated field of tasks in an autonomous
and responsible way for the undertaking; furthermore employees with
responsible and creative jobs“
Clerical and (lower) supervisory staff Higher staff
Interprofessional CA covering supervisory staff
CA covering technical and clerical staff at branch level
a) With TU: technical and administrative employees
b) With YTN: higher staff with university degrees or corresponding
competence achieved otherwise.
Technicians, clerks, foremen.
Highest level - “Niveau V“ (extract):
“Technical or commercial employee who fullfills or coordinates, on the
basis of guidelines relating to the overall framework of the job and to the
objectives of the work, a complete or important part of a complicated
task“
Foremen, commercial and technical employees.
Group T.6 (example):
“Staff workers dealing with a complicated field of tasks in an autonomous
and responsible manner, which requires versatile professional
knowledge... and longstanding professional experience; furthermore
employees dealing in a responsible manner with equivalent tasks as
specialists“
Category 7:
“Employees who besides having the qualification described in the
definition of category 6, and a considerable experience acquired after a
long performance of their tasks, are charged with the duties of
coordinating services, offices, production centres of fundamental
importance for the firm, or who perform highly specialised or very
important works with reference to the development or fullfillment of the
goals of the undertaking“.
Directors of the board, members of the management
committee
Certain upper levels, e.g. engineers, directors, many
economists etc.
Annex A/3
Company manager and employees in an independent leading
position or those representing the undertaking in its relations
to higher staff in matters of their conditions of work and salary
covered by the agreement
Engineers and “cadres“ (higher staff)
The regulation concerning staff workers exempted from CA is
rather different in the individual regions
Managers

213
July 2008
UPPER LEVELS COVERED BY AGREEMENTS FOR STAFF WORKERS (2)
Metal, Engineering and Technology-based Industries
Country Negotiation level Highest level covered in the agreement Levels not covered any more
NL
Metal Trades
(national)
N Interprofessional
P
Metal Trades
(national)
Covered by agreement on Table 1:
Heads of large production or administrative department, laboratory,
design-drawing-construction department, and head of computerprogramming
staff
Separate agreements with each of the staff workers’ unions.
Level varies accordingly
Separate agreements with various workers’ unions.
Level varies accordingly
Higher staff and Management
Directors or others in similar position
E Provincial Metal Trades Graduates and technicians. Higher staff and Management.
S Metal Trades
CH
TR
Metal Trades
(national)
Metal Trades
(national)
UK Company level
All members in the various unions for staff workers belonging to the
SIF and CF.
Annex A/3
Companies engage a variety of staff not covered under
agreements, eg. Directors of the board managers, accountants,
personnel officers, legal or IT professionals.
To be decided at company level Less than 10% of all employees
Shift leaders, technicians
This will vary from company to company but is rarely higher than
heads of department, deputy heads and their equivalents.
AUS National Professional Engineers and Scientists
SA
Metal Trades
(national)
IRL National level
Managers and private secretaries, salaried employees whose
duties include the representation of the undertaking in its relations
with the salaried employees in matters concerning conditions of
work
Managers, assistant managers, chiefs, assistant chiefs,
engineers, office staff, superiors in the position of assistant
managers, foremen and draftsmen.
Most companies engage a variety of staff not covered under
awards or agreements, eg. managers, accountants, personnel
officers, IT professionals.
Qualified artisans performing skilled journeyman’s’ work Chargehands, foremen and other managerial staff
Covered up to supervisor/ department head/ team leader/ senior
supervisor level. ( depending on title used in company)
Senior management level normally use performance rated pay.

214
July 2008
SPECIFIC AGREEMENTS FOR “HIGHER STAFF“
Metal, Engineering and Technology-based Industries
Country Negotiation level Highest level covered in the agreement Levels not covered any more
DK Inter-professional
FIN
F
Metal Trades,
National
Metal Trades,
National
IRL National
I Interprofessional
NL
N
P
Metal Trades,
National
Interprofessional
Metal Trades,
National
The Danish Association of Managers and Executives (Ledernes
Hovedorganisation)
Members of the union represented by the YTN, namely:
university educated employees
university educated engineers and architects
engineers with technical school education
economists
Engineers and “cadres” to position 3C:
“The rank of engineer or higher staff employee in this position gives authority
over one or several engineers or higher staff employees of the aforesaid
positions. To fill this, the greatest independence of appreciation and initiatives is
required.”
Up to supervisor/ department head/ team leader level depending on title given in
company.
“Employees who within the firm cover a role characterized by a high degree of
professional skill, autonomy and decisional power and perform their duties with
the object of promoting, coordinating and managing the achievement of the
goals of the enterprise“.
Includes e.g. the directors, the heads of important services of offices, holders of
power of attorney (acts for the company)
The employees above the level covered by the agreement on Table 1 (see
Annex A/3), with the exception of the director(s) of the plant and his assistant(s).
Basic employment conditions
The individual contract sets out most employment conditions
Annex A/4
Collective agreement since 1994. Main principles: salaries are to be
determined on individual basis according to a salary policy determined
by the management of the company. Most issues based on plant level
agreement.
Minimum salaries and basic employment conditions.
Normally the senior management level is excluded
Members of the higher staff organisation NITO and NIF: Engineers Basic employment conditions
Separate agreements with several unions covering engineers, economists,
“cadres” and technician designers
Salaries, employment conditions, medical care, welfare, pension
schemes
Basic employment conditions to be agreed upon in the (written)
individual labour agreement.
Real salaries (real wages are far higher than contractual ones) In
practice, the individual contract sets out most employment conditions

215
Metal, Engineering and Technology-based Industries
Country Year
August 2008
COVERAGE OF CEEMET FEDERATIONS
Members of the Federation Metal Trades in the whole Country
Annex A/5
Number of Companies Number of employed therein Number of Companies Number of employed therein
A 1) 2) 2004 2,828 413,246 1,130 190,000
B 08/2005 1,350 1) 180,175 1) 2,338 2) 197,927 2)
DK 2008 12.000 1) 500,000 8,000 175,000
EST 2005 100 1) 8,600 444 2) 32,900 2)
FIN 2008 1123 166.200 11.300 225.000
F 2007 Approx 15,000 1,405,000 45,000 1,800 000
D 2006 6,113 2.003,115 22,278 3,408,451
I 2007 17,400 1) Approx. 927,000 1) 59,900 2) 1,625,000 2)
NL 2008 2700 1) 260,000 1) 2,685 2) 276,400 2)
N 2003 1,150 70,192 3,700 1) 2) 1) 2)
127,000
P 2007 920 1) 41,500 10,173 2) 155,133 2)
E 2007 1) 1) Approx. 90,000 2) Approx. 1,200,000 2)
S 2007 3368 286,480 5965 1) 2) 319,200
CH 2007 945 140,000 Approx. 4340 338,785
TR 2008 273 138.000 61.398 1 651.266 1
UK 2005 Approx. 6,000 Approx. 800,000 Approx. 60, 760 1, 350,000
AUS 2002 10,000 1,000,000 n. a n. a
SA 2005 2,700 182,000 8,000 270,000
IRL 2003 n. a n. a 181 10,384
POL 2005 Approx. 100 1) Approx. 7,134 1) 9,950 2) 148,134 2)

216
August 2008
FOOTNOTES ANNEX A/5
A 1) The Austrian Federal Economic Chamber, WKO, is the legal representative of the entire Austrian business community. Membership is compulsory and comprises all Austrian
companies. It, therefore, covers other sectors in addition to metal trades.
2) Statistics complied by the “Österreichisches Statistisches Zentralamt“. In the numbers of firms, also plants are included, i.e. the real number of firms is slightly smaller.
B 1) Agoria covers other sectors in addition to metal trades. This figure refers to all members of the federation, including plastics + non ferrous metal.
2) Metal Trades in whole country excluding plastics + non ferrous metal (only companies with more than 10 employees are included).
DK 1) Including companies, factories, branches, etc.
EST 1) Member companies. Besides, there are 9 member Associations (total No. of members: 106).
2) Figures correspond to the metalworking, machinebuilding, electrotechnics and electronics sectors.
I 1) Including companies and factories.
2) This figure refers only to the industrial companies excluding the self-employed.
NL 1) From which approx. 1,650 are from the metal sector and approx. 1,050 deal with commerce, trading and engineering.
2) Companies with 20 employees and more.
N 1) Figures from 2001.
2) Companies with 5 employees or more.
P 1) Associated members. Number of companies not specified.
2) Figures from 2003.
E 1) Members are not companies but metal branches (40) and provincial associations (35).
2) Figures correspond to Metal Industry. Metal Sector, including both industry and trade, is formed by some 150,000 companies (including car repair) employing approx.
1,600,000 workers.
S 1) Companies with 5 employees or more.
2) Figures from 2004.
TR 1) Labour Statistics 2003, Ministry of Labour and Social Security.
POL 1) Source: Maopolski Zwizek Pracodawców (MZP). MZP is an interprofessional regional employers ‘organization member of the Polish Confederation of Private Employers
Lewiatan
(“PKPP Lewiatan”). At national level no employer organisation for the metal, engineering and technology-based industry exists.
2) Source: Central Statistical Office of Poland. Only companies with more than 9 employees.

217
Metal, Engineering and Technology-based Industries
Country
July 2008
Branches NOT covered by
the CEEMET Federation
STRUCTURE OF THE METAL TRADES (WHOLE SECTOR) - DISTRIBUTION OF WORKPEOPLE ON MAJOR BRANCHES
Year
Basic Metal
Industries
Fabricated
Metal Goods
Distribution of workpeople on major branches - whole sector (in %)
Mechanical
Engineering
Electrical
Industry
Shipbuilding
+ Railway
Automobile
Industry
Aerospace
Equipment
A 1995 9.0 22.0 30.0 1) 28.0 1) 11.0 - 2)
B Iron steel + related industries 1) 2000 3.49 30.76 17.73 13.9 - 23.26 2.74 -
DK 2007 3,2 37,0 22,9 20,0 7,7 - - 9,3
FIN 2006 7,8 22,0 30,4 24,4 4,4 4,2 1) 1.3 5,5
F 2006 - 23 24 24 (1) 25 (2) 4
D Iron and Steel Feb. 2008 15.5 6.2 27.8 17.9 1.9 22.1 2.1 6.9
I 2004 7.3 29.7 27.5 16.2 - 7.7 4.9 1) 6.7 2)
NL 2005 8.0 25.0 27.2 25 4.7 8.2 2.0 1)
N
Iron and Steel
(parts; Foundries incl.)
2004 4,0 - 44,0 - - 1.9
P Electronic Equipment 2004 5,0 38,5 20 18,4 3,8 10,4 0,9 3,0
E 1) 2007 9.9 29.9 21.8 10.9
S
Iron and Steel (parts);
State-owned metal industry
2)
18.2
2) 3
2006 9.9 18.4 25.9 14.5 2.6 20.2 3.4 1) 5.2
CH Watch Industry 2001 28.0 29.0 18.0 4.0 21.0
TR 1)
UK
Aerospace equipment,
Shipbuilding and Railway
Iron and Steel (parts)
Shipbuilding (parts)
AUS 1) 2005
SA
Automobile industry
Aerospace equipment
2003 22,14 12,55 21,27 11,97 - 20,46 - 1,49
2000 1) 6.7 23.7 20.5 20.6 - 2) 11.1 9.8 2) 7.6 3)
2005 30 30 8 26 1 - - 5
Footnotes: See end of table
Annex A/6
Instrument
Engineering

218
July 2008
FOOTNOTES ANNEX A/6
A 1) Including Shipbuilding.
2) Covered partly by Electrical Industry and partly by Mechanical Engineering.
B 1) Including ICT and Defence & Security
FIN 1) Automotive industry and railway rolling stock.
F 1) Parts of instrument engineering are integrated in “electrical industry”
2) Shipbuilding aerospace equipment Automotive industry gathered.
I 1) The figure includes transport, shipbuilding and aircraft.
2) The figure includes construction of machines and data processing machine.
NL 1) Included in the branch “ElectricalEngineering“.
E 1) Figures correspond to national statistics resulting from Workpeople National Survey.
2) Others: 6.4%.
S 1) Other transport equipment.
TR 1) Labour Statistics 2003, Ministry of Labour and Social Security.
UK 1) Figures as at June 2001
2) Includes other Means of Transport and Shipbuilding
3) Includes medical, precision, optical equipment and watches
AUS 1) The following statistics dated October 2005, comprise relevant sub divisions of the manufacturing industry and the percentage of the total manufacturing sector which they employ:
Non- metallic mineral product manufacturing = 3.32% of total no. of people employed in manufacturing
Metal product manufacturing = 14.96% of total no. of people employed in manufacturing
Machinery and equipment manufacturing = 20.74% of total no. of people employed in manufacturing
Other Manufacturing = 6.22% of total no. of people employed in manufacturing (Other subdivisions in the manufacturing sector include:
Food, beverage and tobacco manufacturing = 17.29%
Textile, clothing and footwear and leather manufacturing = 5.12%
Wood and paper product manufacturing = 6.43%
Printing, publishing and recording media = 10.86%
Petroleum, coal, chemical and associated product manufacturing = 9.12%)
The Australian Bureau of Statistics (ABS) does not publish the same breakdown of the industry divisions and subdivisions listed on in Annex-A6. Therefore, an exact correlation is hard to
ascertain.

219
STRUCTURE OF THE METAL TRADES (WHOLE SECTOR)
PERCENTAGE OF FIRMS AND PERCENTAGE OF EMPLOYEES, ACCCORDING TO SIZE OF FIRMS
Annex A/7
Metal, Engineering and Technology-based Industries
Distribution of companies Distribution of workpeople
Country
Year Employees 1 - 10 11 - 100 101 - 500 501 - 1000 1000 1 - 10 11 - 100 101 - 500 501 - 1000 1000
A
B
DK
FIN
F
D
I 1)
NL
N *)
August 2008
1995
10-12 / 2002
July 2004
2006
1 - 20
42.0
5 - 9
18.49
21 - 100
36.0 18.0 3.0 1.0
10 - 99
34.12
100 - 499
4.21
500 - 999
0.60
31% 55% 13% More than 500
2%
1 – 9
81.4
10 – 99
16.0
100 – 499
2.1
500 – 999
0.3
1000+
0.43
1000 –
0.2
1 - 20
3.0
5 - 9
3.64
21 - 100
16.0 36.0 1) 18.0 27.0
10 - 99
29.77
100 - 499
25.08
2% 27% 37% More than 500
34%
1 – 9
8.5
10 – 99
24.6
100 – 499
2006 90 (1) 9 (2) 1 29 (1) 39 (2) 32
Sept. 2006
– 1) 20 - 99
70.3
100 - 499
25.3
500 - 999
2.7
1000+
1.7
– 1) 20 - 99
19.2
23.1
100 - 499
32.5
500 - 999
10.76
500 – 999
12.8
500 - 999
2001 57.4 38.5 3.6 0.3 0.2 7.0 39.7 24.7 7.0 21.6
2005
2001
0-20
85.1
1 - 20
34.0
20-100
12.1
21 - 100
45.0
500
2.8
18.0
> 500
3.0
0-20
21.3
1 - 20
3.0
20-100
28.6
21 - 100
24.0
500
50.1
12.3
46.0 > 500
27.0
1000+
28.23
1000 -
31.0
1000+
36.0

220
STRUCTURE OF THE METAL TRADES (WHOLE SECTOR)
PERCENTAGE OF FIRMS AND PERCENTAGE OF EMPLOYEES, ACCCORDING TO SIZE OF FIRMS
Annex A/7
Metal, Engineering and Technology-based Industries
Distribution of companies Distribution of workpeople
Country
Year Employees 1 - 10 11 - 100 101 - 500 501 - 1000 1000 1 - 10 11 - 100 101 - 500 501 - 1000 1000
P 2003
E 2007
August 2008
1-9
71,8
0 – 9
80.4
10-99
26,1
10 – 99
18.2
100-499
1,9
100 – 499
1.3
500 and +
0,2
500 – 999
0.1
1000+
0.1
1-9
17,6
10-99
43,7
100-499
22,2
500 and +
16,5
n.a n.a n.a n.a n.a
S 2007 68.4 28.0 2.9 > 500 0.6 8.1 27.4 20.4 > 500 44.1
CH *) 2005
10-49
72.2
50-249
22.5
>250
5.3
10-49
25.
50-249
39.1
>250
35.7
TR 1)
2001 75,33 22,75 1,73 0,1 0,09 19,1 40,9 23 5,8 11,2
UK * 2001 7.6 49.1 36.9 4.5 1.9 0.2 13.5 44.7 17.2 24.4
AUS*) 2002 1) 20.0 40.0 35.0 3.0 2.0 3.0 12.0 40.0 15.0 30.0
IRL 2003 46.2 44.4 5.6 3 0.8 11.5 43.3 16.8 16.6 11.8
*) Only members of the organisation.
TR 1) Labour Statistics 2003, Ministry of Labour and Social Security.
AUS 1) This data has not changed significantly since 1989.

Annex B1 - B8
221

222
TRADE UNION STRUCTURE
Annex B/1
Metal, Engineering and Technology-based Industries
Country
Estimated degree of unionisation in the metal
industry Union structure for manual an staff workers Collective bargaining structure for manual and staff workers
Manual workers Staff workers Separate Partly separate Common Separate Common
A approx. 75% approx. 65% x x
B approx. 85% approx. 45 - 56% x x
DK approx. 90% approx. 70% x Partly common, partly separate but parallel
FIN approx. 95% 80% x x
F
August 2008
metal: n.a
interprofessional: 8%
private sector: 5%
x x
D approx. 50% approx. 17% x x
I 38.1% x x
NL 26% 12% x x
N 90% 30 - 40% x Separate, but partly parallel
P No data No data x Separate but parallel
E approx. 14% 8% x x
S 97.5 - 99% 85 - 90% x 1) x 1)
CH 1) 35% approx. 20% x (Peace CA) x
TR 68,24% negligible x x
UK approx. 35 - 40% approx. 15 - 20% x x 1)
AUS 16% on average x x
SA Approx. 55% Approx. 4% x x No CB structure
IRL 37.2% on average x x
S 1) Manual workers (Metal workers’ Union) and staff workers’ union (SIF + CF) co-operate in a joint bargaining committee (Förhandlingsradet).
CH 1) Total of unionisation: 25 %
UK 1) There is an increasing trend towards “Single table” bargaining, particularly in large firms.

223
Metal, Engineering and Technology-based Industries
Country Name of Union
August 2008
TRADE UNIONS - MANUAL WORKERS *)
Political/ Religious Estimated WEIGHT Affiliation to **)
Label
(Proportion of the members of
a given union to all UNIONIZED
workers)
National
Confederation
A Gewerkschaft Metall-Textil Socialist dominated 100% ÖGB 1) IMF
Centrale des Métallurgistes de Belgique (CMB)
Socialist
50%
FGTB
IMF
B Centrale Chrétienne des Métallurgistes de Belgique (CCMB)
Christian
41%
CSC
IMF
Centrale Générale des Syndicats Libéraux de Belgique (CGSLB)
Liberal
9%
CGSLB
-
DK Centralorganisationen af Industriansatte i Danmark (Co-industri) 15 % LO IMF
FIN Metallityöväen Liitto (Finlands Metallarbetarförbund) Social-Democratic 100% SAK IMF
F
D
I
Fédération Force Ouvrière de la Métallurgie (FO Metaux)
Fédération Générale des Mines et de la Métallurgie (FGMM-CFDT)
Fédération "Métallurgie" CFTC
Fédération des Travailleurs de la Métallurgie (FTM-CGT)
Industriegewerkschaft Metall für die Bundesrepublik Deutschland (IG Metall)
Christliche Gewerkschaft Metall (CGM)
Federazione Italiana Metalmeccanici (FIM)
Unione Italiana Lavoratori Metalmeccanici (UILM)
Federazione Operai Impiegati Metallurgici (FIOM)
Unione Generale Lavoratori Metalmeccanici (UGL METALMECCANICI)
Federazione Autonoma Italiana Lavoratori Metalmeccanici (FAILMS)
Federazione Italiana Sindacati Metalmeccanici ed Industrie Collegate (FISMIC)
Others
Socialist - Liberal
Socialist - Leftist
Christian
Communist
Socialist
Christian
Socio - Christian
Socio - Democratic
Socio - Communist
Socio - Right
Liberal
Autonomous
*) In some countries, there is a great number of trade unions, but only the most important ones are indicated here.
**) Abbreviations: Separate
A 1) Includes also the staff workers’ union „Fachgewerkschaft Privatangestellte“.
n.a
99 %
0,5 %
25.3%
13.2%
48.3%
1.8%
0.9%
5.9%
4.7%
FO
CFDT
CFTC
CGT
DGB
CGB
CISL
UIL
CGIL
UGL
CISAL
Annex B/2
Internat.
Metalw.
Unions
IMF
IMF
IMF
WFTU
IMF
-
IMF
IMF
IMF
-
-
-

224
Metal, Engineering and Technology-based Industries
Country Name of Union
August 2008
TRADE UNIONS - MANUAL WORKERS *)
Political/ Religious Estimated WEIGHT Affiliation to **)
Label
(Proportion of the members of a
given union to all UNIONIZED
workers)
National
Confederation
NL
Industiebond FNV
CNV Industie - en Voedingsbond
Socialist/ Rom-Cath.
Protestant-Christian, with a
growing number of Roman-
Catholic members
70%
15%
FNV
CNV
IMF
IMF
N Fellesforbundet 1) Social - Democratic 100% LO/N IMF
P
Fequimetal – Federação Intersindical dos Sindicatos da Metalurgia, Minas, Qumica,
Farmacêutica, Petróleo e Gás
Sima – Sindicato das Indústrias Metalúrgicas e Afins
Sindel - Sindicato Nacional da Indústria e da Energia
Communist
Socialist
Socialist
E
Comisiones Obreras C.C.O.O.
Union General de Trabajadores U.G.T.
Union Sindical Obrera U.S.O.
Solidaridad Trabajadores Vascos E.L.A. - S.T.V.
Confederation Intersindical Gallega CIGA
Communist
Socialist
Socialist
Nationalist
Nationalist
42%
36%
) 3.34%
) Representation at
) regional level
C.C.O.O.
U.G.T.
-
IMF
IMF
-
IMF
S Svenska Metallindustiearbetareförbundet Socialist 98 - 99% LO/S IMF
CH
Unia Die Gewerkschaft.
Syna – die Gewerkschaft
Socialist - Democratic
Christian
*) In some countries, there is a great number of trade unions, but only the most important ones are indicated here.
**) Abbreviations: Separate
N 1) Union of several single unions.
No data
36%
10%
CGTP
UGT
SGB
CNG
Annex B/2
Internat.
Metalw.
Unions
No data
IMF
-

225
Metal, Engineering and Technology-based Industries
Country Name of Union
TR Türk Metal Sendikasi (Turkish Metalworkers Union) 1)
Celik-Is Sendikasi (Steelworkers Union)
Birlesik Metal-Is Sendikasi (United Metalworkers Union)
UK Amicus
The GMB 1)
August 2008
The Transport and General Workers’ Union (T&GWU)
All of which are members of the Confederation of Shipbuilding and Engineering
Unions (CSEU):
AUS Australian Manufacturing Workers Union (AMWU)
Australian Workers Union (AWU)
Communications and Electrical Union (CEPU)
SA National Union of Metalworkers of SA
Chemical Workers Industrial Union
United Association of SA
Solidarity
Metal and Electrical Workers Union of SA
SA Equity Workers Union
IRL
Building and Allied Trade Union
National Union of Sheet Metal Workers in Ireland
Technical Engineering and Electronic Union
Union of Construction, Allied Trades and Technicians
Services Industrial Professional Technical Uinon
TRADE UNIONS - MANUAL WORKERS *)
Political/ Religious Estimated WEIGHT Affiliation to **)
Democratic
Islamist
Socialist
Label
Affiliated to the Labour
Party through political levy
but individual members
have the choice of opting
out
)
) Affiliated with the
) Australian Labor Party
(all)
Affiliated to an alliance
grouping with the ANC
Unaffiliated
Unaffiliated
Unaffiliated
Unaffiliated
SIPTU is affiliated to the
Irish Labour Party
43%
14%
11%
(Proportion of the members of a
given union to all UNIONIZED
workers)
National
Confederation
Türk-Is
Hak-IS
DISK
Annex B/2
Internat.
Metalw.
Unions
IMF
IMF
IMF
n.a TUC IMF
37%
26%
37%
55%
10%
15%
20%
5%
10%
10,030 members
1.044 members
38,944 members
24,9454 member in total
*) In some countries, there is a great number of trade unions, but only the most important ones are indicated here.
**) Abbreviations: Separate
TR 1) Despite their names, all these unions have members and operate throughout the metal industry.
UK 1) This is not an abbreviated name. This union was formed from the former General and Municipal Workers’ Union (GMBATU) and the (staff) union APEX.
)
) ACTU
) (all)
Cosatu
Cosatu
Fedsal
-
-
-
ICTU (all)
IMF
-
-
IMF
-
-
-
-
-
No
No
No
No
No

226
EXPLANATION OF THE ABBREVIATIONS USED UNDER „AFFILIATION“ ANNEX B/2
I. National Interprofessional Trade Unions
AUSTRIA ÖGB Österreichischer Gewerkschaftsbund
BELGIUM FGTB Fédération Générale du Travail de Belgique
August 2008
CSC Confédération des Syndicats Chrétiens
CGSLB Centrale Générale des Syndicats Libéraux de Belgique
DENMARK LO Landesorganisationen i Danmark
FINLAND SAK Suomen Ammattiliittojen Keskusjärjestö SAK (Finlands
Fackförbunds Centralorganisation)
FRANCE CGT-FO Confédération générale du Travail - Force Ouvrière
CFDT Confédération française et démocratique du Travail
CFTC Confédération française des Travailleurs Chrétiens
CGT Confédération générale du Travail
CFE-CGC Confédération française de l’encadrement - La fédération
générale des cadres
GERMANY DGB Deutscher Gewerkschaftsbund
CGB Christlicher Gewerkschaftsbund
ITALY CISL Confederazione Italiana Sindacati Lavoratori
UIL Unione Italiana del Lavoro
CGIL Confederazione Generale del Lavoratori
I. National Interprofessional Trade Unions
UGL Unione Generale del Lavoratori
CISAL Confederazione Italiana Sindacati Autonomi Lavoratori
LUXEMBURG CSIL Confédération syndicale indépendante du Luxembourg
CGTL Confédération générale du Travail du Luxembourg
FCML Fédération Chrétienne des Travailleurs du Luxembourg
NETHERLANDS FNV Federatie Nederlandse Vakbeweging
CNV Christelijk Nationaal Vakverbond
NORWAY LO/N Landesorganisasjonen i Norge
SPAIN CCOO Comisiones Obreras
UGT Union General de Trabajadores
SWEDEN LO/S Landesorganisationen i Sverige
SWITZERLAND SGB Schweizerischer Gewerkschaftsbund
CNG Christlich Nationaler Gewerkschaftsbund
UNITED KINGDOM TUC Trades Union Congress
AUSTRALIA ACTU Australian Council of Trade Unions
II. International Trade Unions
IMF International Metalworkers’ Federation (Socialist)
WFTU World Federation of Trade Unions (Communist)

227
Metal, Engineering and Technology-based Industries
County Abbreviation Name of Union
A ÖGB/GPA
B
DK 1)
FIN 1)
F 1)
D
August 2008
+)SECTA
CNE / LBC 1) CGSLB
CNC
+) LH ) FR
MF )
TL
+) IDA
HK
DS
TU
AKAVA
IL
SEFW ) YTN 2)
TEK
CGT
CFDT
CGT-FO
CFTC
CFE-CGC
IG Metall
ver.di
CGM
Footnotes (Professional associations): see end of Table
EMPLOYEE ORGANISATIONS - STAFF WORKERS
Österreichischer Gewerkschaftsbund/ Gewerkschaft der Privatangestellten,
Sektion Industrie und Gewerbe
Syndicat des Employés, Techniciens et Cadres (affiliated to FGTB
Confédération Nationale des Employés (affiliated to CSC)
Centrale générale des Syndicats Libéraux de Belgique
Confédération Nationale des Cadres (Independent) - not recognized
Ledernes Hovedorganisation
Maskinmestrenes Forening
Teknisk Landsforbund
Ingenioerforeningen i Danmark
Handels- og Kontorfunktionaerernes Forbund i Danmark
Danske Saelgere
Toimihenkilöunioni TU
AKAVA
Uusi Insinööriliito UIL
Somen Ekonomiliitto
Tekniikan Akateemisten Liitto TEK
Confédération Générale du Travail
Confédération Française et Démocratique du Travail
Force - Ouvrière
Confédération Française des Travailleurs Chrétiens
Confédération Française de l’Encadrement - Confédération Générale des Cadres
Industriegewerkschaft Metall für die Bundesrepublik Deutschland
Die Vereinte Dienstleistungsgewerkschaft
Christliche Gewerkschaft Metall
Coverage
Annex B/3
Manual Staff Senior staff Purely Metal Industry
- x x No
-
-
-
-
-
-
-
-
-
-
-
-
-
-
x
x
x
x
-
x
-
x
x
x
x
-
-
-
x
-
x
x
x
-
-
-
-
x
x
x
x
x
x
x
x
-
-
-
x
x
x
-
x
x
x
-
x
x
x
x
x
x
x
x
x
x
x
x
No
No
No
No
No
No
No
No
No
No
No
No
No
No
No
Metal section
„
„
„
„
Yes
No
Yes

228
Metal, Engineering and Technology-based Industries
I
NL
N 1)
County Abbreviation Name of Union
August 2008
FIM-CISL
FIOM-CGIL
UILM-UIL
UGL METALMECCANICI
FISMIC
FAILMS-CISAL
FNDAI-CIDA 1)
CONFEDERQUADRI
SINQUADRI
UNIONQUADRI
De Unie
VHP metalectro
PRIFO
NOFU
NHKF
FLT
LEDERNE
NITO
NIF
Federazione Italiana Lavoratori Metalmeccanici
Federazione Operai Impiegati Metallurgici
Unione Italiana Lavoratori Metalmeccanici
EMPLOYEE ORGANISATIONS - STAFF WORKERS
Federazione Nazionale Lavoratori Metalmeccanici ed Affini - Unione Generale del
Lavoratori
Federazione Italiana Sindacati Metalmeccanici ed Indurstie Collegate
Federazione Autonoma Italiana Lavoratori Metalmeccanici e Siderurgici
Federazione Nazionale Dirigenti Aziende Industriale
Confederazione Generale dei Quadri Italiani
Sindacate Nazionale Quadri Industria
Unione Italiana Quadri
Vakkbond voor industrie en dienstverlening
De vakorganisatie van het middebaar en hoger personneel
Privatansattes Fellesorganisasjon
Norges Funksjonaerforbund
Norges Handels- of Kontorfunksjonaerers Forbund
Forbundet for ledelse of teknikk
Lederne
Footnotes (Professional associations): see end of Table
Norges Ingeniørganisasjon
Norsk Sivilingeniørers Forening
x
x
x
x
x
x
-
-
-
-
-
-
x
-
-
-
-
-
-
Coverage
Annex B/3
Manual Staff Senior staff Purely Metal Industry
x
x
x
x
x
x
-
-
-
-
x
-
x
x
x
x
x
x
-
x
x
x
x
x
x
x
x
x
x
x
x
-
-
-
-
-
x
x
Yes
Yes
Yes
Yes
Yes
Yes
No
No
No
No
No
Yes
No
No
No
No
No
No
No

229
Metal, Engineering and Technology-based Industries
P
E 1)
S 1)
CH
County Abbreviation Name of Union
August 2008
FETESE
SITESC
SQTD
MENSIQ
FENSIQ
SERS/SEN
UGT
CCOO
ELA - STV
USO
CIGA
SIF 1)
LEDARNA 1)
CF 1)
PTK 2)
+)VSAM
+)SKO
+)SKV
EMPLOYEE ORGANISATIONS - STAFF WORKERS
Federação dos Sindicatos de Trabalhadores de Serviços
Sindicato de Trabalhadores de Escritórios, Serviços e Comércio
Sindicato de Quadros e Técnicos de Desenho
Sindicato de Quadros Técnicos da Indústria
Confederação Nacional de Sindicatos de Quadros
Sindicato de Engenheiros da Região Sul/ Sindicato de Engenheiros do Norte
Union General de Trabajadores
Comisiones Obreras
Solidaridad de Trabajadores vascos (regional)
Union Sindical Obrera (ca. 10%)
Confederation Intersindical Gallega
SIF
Ledarna
Sveriges Civilingenjörsförbund
Privattjänstemannakartellen
Angestellte Schweiz
Schweizerische Kaderorganisation
Schweizerischer Kaufmännischer Verein
TR No separate unions for Staff Workers or Senior Staff
Footnotes (Professional associations): see end of Table
-
-
-
-
-
-
x
x
x
x
x
-
-
-
-
-
-
Coverage
Annex B/3
Manual Staff Senior staff Purely Metal Industry
X
X
X
X
-
-
x
x
x
x
x
x
x
x
x
x
x
X
X
X
-
-
-
-
-
x
x
x
x
x
x
No
No
No
No
No
No
No
No
No
No
No
No
No
No
Yes
No
No

230
Metal, Engineering and Technology-based Industries
UK
AUS
IRL
County Abbreviation Name of Union
August 2008
-
-
T&GWU
ASU
AMWU
TEEU
SIPTU
Amicus
The GMB
Footnotes (Professional associations): see end of Table
The Transport and General Workers’ Union
Australian Services Union
Australian Manufacturing Workers Union
Building and Allied Trade Union
National Union of Sheet Metal Workers in Ireland
Technical Engineering and Electronic Union
EMPLOYEE ORGANISATIONS - STAFF WORKERS
Union of Construction, Allied Trades and Technicians
Services Industrial Professional Technical Uinon
x
x
x
-
x
X
X
X
X
X
Coverage
Annex B/3
Manual Staff Senior staff Purely Metal Industry
x
x
x
x
x
-
-
X
-
X
-
-
-
-
-
-
-
X
-
X
No
No
No
No
No
No
Yes
No
No
No

231
August 2008
FOOTNOTES ANNEX B/3
BELGIUM 1) LBC = Landelijke Bedienden Centrale
DENMARK 1) English translation of the names of the unions:
LH
MF
TL
IDA
HK
DS
FINLAND 1) English translation of the names of the unions:
TU
AKAVA
TEK
IL
SEFE
=
=
=
=
=
=
=
=
=
=
=
Danish Association of managers and Executives
Engineers’ Union
Trade Union of Danish Technicians
The Danish Society of Chemical, Civil, Electrical and Mechanical Engineers
Union of Commercial and Clerical Employees in Denmark
Danish Salesmen
Union of Salaried Employees TU
Confederation of University and High School educated Employees
Federation of University educated Engineers
Association of Finnish Engineers with Technical School education
Federation of Finnish Economists
2) YTN (TEK, IL, SEFE) = Joint Negotiation Committee of Higher staff (Ylempien Toimihenkilöiden Neuvottelukunta)
FRANCE 1) The coming reform on the representativeness of trade unions could lead to changes in the trade unions landscape
ITALY 1) CIDA = Confederazione Italiana Dirigenti di Azienda
NORWAY 1) English translation of the names of the unions:
PRIFO
NOFU
NHKF
FLT
LEDERNE
NITO
NIF
SPAIN 1) English translation of the names of the unions:
UGT
CCOO
ELA-STV
USO
CIGA
SWEDEN 1) English translation of the names of the unions:
SIF
LEDARNA
CF
=
=
=
=
=
=
=
=
=
=
=
=
=
=
=
Confederation of privately employed
Norwegian Association of Commercial Employees
Norwegian National Union of Commercial and Office employees
Norwegian Engineers and Managers Association
Lederne
Norwegian Society of Engineers
Norwegian Society of Graduate Engineers
General Union of Workers
Workers’ Commissions
Solidarity of Basque Workers
Workers’ Trade Union
Interunionist Galician Confederation
Swedish Union of Clerical and Technical Employees in Industry
Swedish Union of Supervisors
Swedish Association of Graduate Engineers
2) PTK = Swedish Federation of Salaried Employees in Industry and Service

232
GROSS ESTIMATE - DEGREE OF MEMBERSHIP IN A TRADE UNION IN % OF TOTAL WORKFORCE IN SECTOR CONCERNED
Annex B/4
Metal, Engineering and Technology-based Industrie
in the METAL INDUSTRY in (private) INDUSTRY in the PUBLIC sector in the SERVICES sector
Country Manual workers Staff workers Manual workers Staff workers Manual workers Staff workers Both categories
1980 1988 2000 1980 1988 2000 1980 1988 2000 1980 1988 2000 1980 1988 2000 1980 1988 2000 1980 1988 2000
A *
August 2008
80 70
1995
70 70 60
B * 85 85 85 40 40-56 40-56
1995
60 80 70
1995
70 70 60
Somewhat lower, especially less important in
smaller companies
DK * 95-98 95-98 app. 90 65-75 70-80 app. 70 95-98 95-98 app. 90 65-75 70-80
1995
60 60 60
app. 70
1)
1995
60 50 50
1995
50 50 45
up to 100 up to 100 60 60
1995
45
up to 100 up to 100 65-75 70-80 app. 70
FIN 95 95 95 70-90 80-90 80 90 90 90 70-90 80-90 80-90 85 85 85 95 95 95 75 75 75
F * 20 10 n.a. 19-20 8 n.a All sectors - both categories in 2005: 8,1% n.a
D * 2003: approx. 50 1) 2003: approx. 17 1) Both categories 2001: approx. 30.8 1) Both categories 2001: approx. 36.8 2001: approx. 9.4
I
NL
Both categories
1980:50.6% 1988:40.6% 1995:39.1% 1999:38.1%
2003: 37,8%
1988
30
1996
30
2000
26
1988
18
1996
20
2000
17
1988
34
1996
30
2000
28
1988
17
1996
15
2000
14
Both categories:
1987: 41 1996: 35 2000: 35
17 15 12
N 90 90 90 30-40 30-40 30-40 70 70 70 30 30 30 90 90 90 90 90 90 30 30
E 12-14 12-14 12-14 7-8 7-8 7-8 8-10 8-10 8-10 6-7 6-7 6-7 13-15 13-15 13-15 8-9 8-9 8-9 12 12 12
S * 97.5-99 80-85 85-90 85-90 1) 95-100 90 n.a. n.a 95 95 n.a.
CH * 21.3 30.3 approx. 25 approx. 20 approx. 30-35 approx. 30-35 approx. 20
TR 60 73 70 negligible 85 68 52 negligible 89 85 n.a.
UK *
(2000 figs)
75-80 70-75 35-40 40-45 35-40 15-20 60-70 55-65 20-25 30-40 25-35 15-20 70-75 1) 70-75 1)
50-
55
1)
70-75
1)
37 51 35
70-75 1) 60-65 45-
55 2) 45-55 2) 30-35
AUS Both categories: 26% (2004) Both categories: 46.4% (2004) Both categories: 17.4% (2004) 22.3% (2004)
Footnotes: See at the end of the table
* No official statistics on union membership.

233
August 2008
FOOTNOTES ANNEX B/4
DK 1) Lower degree compared with manufacturing due to high number of small enterprises and of part-time workers.
D 1) Without retired and unemployed members.
S 1) In high-tech companies much lower, about 50%.
TR 1) In the public sector, a part of the staff worker status is governed by the civil service regulations, the other part is negligible.
UK 1) Public sector-industry and services.
2) Service-sector private and public.

234
August 2008
EMPLOYEE REPRESENTATION AT PLANT LEVEL
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
A
B
A. Works Council
Works Constitution Act
of 1974
5 employees
B. Youth Council
Works Constitution Act
of 1974
A. Trade Union Delegates of
the Personnel
CA since 1971/73
40 employees (or 20)
B. Works Council Law of
1948 / with amendments
100 employees
C. Safety + Health
Royal Decree of
May 15 2003
Members of the personnel.
Separate Works Councils for
manual and staff workers. Unless
common Works Council with 2/3
majority each decided.
Members of the juvenile
employees
Trade Union members employed
in the company. Separate Trade
Union Delegation for manual (2-
30 members) + staff workers
BILATERAL -
up to joint composition - manual,
staff and higher staff
representatives/ management
representatives/ Chairman:
Management
Joint composition - workers’/
management representatives
Election by the employees –
4 years
Election by the juvenile
employees - 2 years
Proposals by the Trade Unions +
election by the employees, or
appointment by the Trade Union
Proposals by Trade Unions
Election by the employees
Election by the whole personnel
Annex B/5
STAFF MATTERS: Information/consultation. Consent - transfer with loss in pay,
dismissals (veto).
SOCIAL MATTERS: Consent - disciplinary/ control measures, start/ end of daily work
time. Conclusion of Agreements: Work’s flats, accident prevention, provision of work
places, holidays plan, temporary reduction/ prolongation of working hours, profit
sharing,pension.
ECONOMIC MATTERS: Far-reaching information. Veto against economic gestion
(shut down), delaying effect.
Has, in agreement with the Works Council, to attend to the interests of juveniles.
CLAIM FUNCTIONS: Collective or individual complaints; influence (control) of
constitution of Works Council + functioning of workers’ representation.
SOCIAL MATTERS: All problems related to work and plant agreements; specific
information on measures affecting work organisation, work conditions, and
productivity.
STAFF MATTERS: Information and consultation.
SOCIAL MATTERS: Participation - workshop rules, welfare institution, holidays plan,
vocational training - retraining, employment criteria for collective dismissals.
ECONOMIC MATTERS: Far-reaching information.
Examination of reports on work accidents, occupational diseases etc., of preventive
measures, control and information on most security problems.

235
EMPLOYEE REPRESENTATION AT PLANT LEVEL
Annex B/5
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
DK
FIN
F
August 2008
A. Shop Stewards – as
stipulated by CA. All
companies with more than 5
employees working under the
CA
B. Works Council Interprof.
CA 1986
35 employees
C. Safety Representatives
Law of 1975
A. Shop Stewards CA of
1979 / Law of 1988
B. Workers’
Representatives Laws
and CA
C. Co-operation within the
companies Law of 1979,
partially changed in
1989 / CA of 1986
D. Safety Delegates Law of
1974 / CA of 1976
A. Trade Union Sections -
Law of 1968 / modified in
1982 (no conditions as to
number of employees)
Employees representing Trade Unions
being parties to the CA
Joint composition - Workers’/
Management representatives
(4-12)
Safety representative(s) and foreman
(men) and management
representative
1 Chief Shop Steward at each plant +
varying number of assistant Shop
Stewards
Election by the employees
Election by the employees or the shop
stewards
Election by the employees
Election by the unionized members of the
personnel
Members of the workers Election by the workers
BILATERAL with different possibilities
for negotiations:
employee/ management
Shop Steward/ management
ad hoc joint meeting -
representative(s) of personnel
group(s) concerned / management
co-operation committee -
delegates from personnel groups /
management
BILATERAL - representatives of the
employer, the manual and the staff
workers
Members of the personnel belonging
to a union
FIN 1) Except in cases when all people in the unit it represents will be dismissed.
Delegates to joint meeting: Elected by the
shop stewards (or equivalent) of personnel
group concerned among themselves.
Delegates to co-operation committee:
Elected by the shop stewards (or
equivalent) of personnel groups among
themselves (committee must represent at
least the majority of personnel groups).
Election by the employees, 2 years
Designation of one or several union
delegates (according to manpower) by
each representative union. The designation
takes effect only in enterprises with more
than 10 employees.
Spokersperson for a given workers’ group or department in discussions
on wages, working conditions. Information – dismissals. Participation –
daily working time, holidays plan.
Consent – exemption from overtime rules.
STAFF MATTERS: Participation - personnel policy.
ECONOMIC MATTERS: Information.
TECHNOLOGY MATTERS: Participation - training.
Representation of employees’ interest in health and safety matters,
advice to management.
Representation of Trade Unions concerning collective agreements and
labour laws. Information - employment/ dismissals/ wage statistics. No
dismissals of shop stewards possible. 1)
Control of application of work’s protection legislation; functions related
to the co-operation within the companies (item C.)
Only CONSULTATIVE NEGOTIATIONS in questions concerning
essential changes influencing the status or working conditions of
employees plans of rationalisation, working time, lay-off and dismissals
etc.
The parties HAVE TO AGREE on the working regulations and the
arrangements of the joint education.
In case of disagreement on some social matters the personnel
representatives have the FINAL DECISION within the limits of the social
budget made by the employer.
Close co-operation in Labour protection measures. Representation of
workers’ safety interests.
a) Union delegates: Information of their members of the activity of their
Union, representation of workers’ interest vis-à-vis management.
b) Trade Union Section: Right of display trade union communications,
distribution of trade union publication, collection of union fees, right
of annual collective bargaining.

236
EMPLOYEE REPRESENTATION AT PLANT LEVEL
Annex B/5
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
F
D
August 2008
B. Works Committee Law of
1945 / 1982
50 employees
C. Personnel Delegates Law
of 1946/ 1982
at least 11 employees
D. Safety and Health
Committee Law of
1982/83
A. Union workplace
representatives
Recognition by CA Metal
Trades of 1969
B. Works Council (WC),
Works Constitution Act of
2001 (WCA) 1)
5 employees
C. Youth and Trainee
Representation,
WCA of 2001
JOINT -
Workers representatives + 1
management representative
with possible assistants.
Chairman: Employer
Members of the personnel;
assistance by Trade Union
representatives
JOINT -
Workers’ and management
representatives. Industrial
doctor, safety engineer (as
advisors).
Members of the personnel
belonging to a Trade Union
Members of personnel
Juvenile workers up to 18 YA
and trainees up to 25 YA
(1-15 members)
Proposals by Trade Unions. Election by the
employees, separate depending on the workforce
structure
2 options:
1 – 2 groups: manual + staff workers / higher staff +
engineers.
2 – 3 groups: manual + staff workers / technicians /
higher staff
Proposals by Trade Unions. Elections by the
employees, separate for the various groups.
Appointment by the elected members of the Works
Committee and the Personnel Delegates.
Election by the TU members in the company or
appointment by the TU.
Proposals by the employees (or the TUs), election
by employees for 4 years
Elected by the juvenile workers. TU have application
and suggestion right.
SOCIAL MATTERS: Information/ Consultation - dismissals and others.
ECONOMIC MATTERS: Information about financial results and general
working conditions of the firm (extended in 1982).
WELFARE INSTITUTIONS: Management or supervision of canteen
and welfare institutions.
Presentation to employer of individual or collective complaints (wages,
classification, etc.).
To control application of statutory safety rules. Investigation, instruction
and suggestion functions. Prior consultation on introduction of new
technology affecting health and safety considerably.
No official functions. Internal Trade Union matters.
PERSONNEL MATTERS: Differentiated rights of co-decision and
participation.
SOCIAL MATTERS: Co-decision - in most questions.
ECONOMIC MATTERS: Information/ consultation
Representation of the interests of juvenile and trainee workers.

237
EMPLOYEE REPRESENTATION AT PLANT LEVEL
Annex B/5
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
D
I 1)
August 2008
D. Economic Committee
WCA of 2001
> 100 employees
E. Safety Committee
Law of 1973
(BGBl. I S.1885)
> 20 employees
A. Trade Union
Representative Law of
1970
15 employees
B. Works Council (body
neither regulated nor
recognized by CA and
Law)
RSU=Etude W.E.M.
A. Shop Stewards
Interprofessional Basic
agreement of 2001
All establishments
N B. Works Committee
Interprofessional CA as
above 100 employees
3 – 7 Members of the
personnel (one of them has to
be member of Trade Union)
Employer, 2 members of the
WC, factory doctors, safety
officers (workers), safety
specialist.
Members of the personnel
belonging to the
representative Trade Unions.
Members of the personnel,
irrespective whether or not
belonging to the Trade Union.
Members of the personnel
belonging to a Trade Union
JOINT composition:
Members of the personnel
including 1 or 2 Trade Union
representatives and
management representatives.
Chairman: alternating
Appointment by the Works Council
Appointment by employer in consultation with Works
Council
No rules; in practice appointment by the respective
Trade Unions.
I 1) Plant level Employee representation system is currently subject to several bills modifying its setting up.
Election by employees. Mostly, collective bargaining.
Far-reaching information/ consultation in economic matters and in
environment protection of the company.
Support of employer in implementation of safety measures, control of
arrangements.
Representation of each Trade Union: TU matters, limited functions. The
law of 1970 does not specify the matters for participation of Trade
Union representatives in decision-making. Each CA sets several rules
for the Trade Union representatives, e.g. overtime control, hygienic
conditions in factory, participation in bargaining at plant level, etc..
According to Trade Unions’ rules Negotiations and consultation on industrial relation matters including
wages and working conditions.
By the employees, irrespective of union membership STAFF MATTERS: Information/ Consultation - dismissals,
reemployment.
SOCIAL MATTERS: Participation - safety, promotion, training, work
studies.
ECONOMIC MATTERS: Information.

238
August 2008
EMPLOYEE REPRESENTATION AT PLANT LEVEL (4)
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
NL
NL
P
A. Works Council (Law)
a) more than 50 employees
b) 10-50 employees
B. Trade Union Delegation
(CA)
Trade Union delegates
UNILATERAL:
Members of the personnel
Chairman: chosen by and
from the members of the
council
Compulsory consultation 6 x
per year between
management and Works
Council
Meeting personnel /
entrepreneur at least 2 x per
year
The employer may set up a
representative body of at least 3
persons.
On request of the majority he
shall set up a representative
body.
Members of the personnel
belonging to the union which
decides to have a Trade Union
delegation
Trade unions members
employed in the company
Proposals by Trade Unions and
employees. Election by
employees.
Annex B/5
STAFF MATTERS: Co-decision - appointments, dismissals, promotion, training and
staff assessment. Consultation - recruitment or borrowing of labour on a group basis.
Information - all required to perform Works Council’s task.
SOCIAL MATTERS: Co-decision - pension/ profit-sharing/ saving schemes; working
hours and holidays; pay and job assessment; safety, health and welfare at work;
industrial social work; job consultation; handling of complaints; young people.
Information - all required to perform Works Council’s task.
ECONOMIC MATTERS: Consultation - transfer of control of company; ventures;
shutdown; reduction or expansion of activities; major changes in the organisation or
division of power; change of location; major investments; major loans. Information -
power structure, permanent major relations, the organisation of the enterprise. 2 x per
year: activities and results; annual account, plans and estimates or budgets of future
income and expenses; all other required to perform Works Council’s task.
- Information about the conduct of affairs 1 x per year
- Recommendation on proposed decision which may lead to loss of jobs, changes
in conditions of employment or working conditions of ¼ of the workforce.
- The employer needs the consent of the representation body for the items
“working hours and a holiday scheme” and “a regulation for safety, health, wellbeing
or absence on sickness”.
Appointment by the Trade Union The delegation can be present with the permission of the employer at meetings
between Union officials and company management.
According to trade unions rules
Works Council Members of the personnel Election by the employees
Safety and health
representatives
Joint composition with both
worker’s and management
representatives
Information to the workers about the activity of the Union, representation of members
interests, collection of union fees, participation in bargaining at plant level
Information required to perform it’s taskManagement control in the respective
companiesConsultation, namely in case of dismissals
Election by the personnel Control of application of health and safety rules

239
August 2008
EMPLOYEE REPRESENTATION AT PLANT LEVEL
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
E
S
CH
A. Works Councils
(companies with more than
50 employees) Laws of 1980
+ 1985
B. Personnel Delegates
(companies with 10-50
employees) Laws of
1980/1985
C. Trade Union Sections
Law of 1985
D. Health & Safety
Committee
A. Trade union delegates
(compulsory local
bargaining due to
codetermination act
1977)
B. Law concerning working
environment
Act of 1977
Employee Representation
Peace Agreement of Metal
Trades
Members of the personnel Election by the personnel
Members of the personnel Election by the personnel Same as Works Councils.
Members of the personnel
belonging to a Trade Union.
Members of the personnel
Members of personnel belonging
to the Trade Union
Members of the personnel
Members of the manual workers
and of the staff workers,
employees’ spokesmen
Election by Trade Union
members of the personnel
Separate for each TU
Election by the members of the
personnel
Election by members of the local
union.
Appointment of safety delegates
by the local trade union
Election by the whole personnel
of the area of representation
Annex B/5
Co-operation in social institutions, control of social security, safety rules, information
on financial situation.
Information amongst its members. Collective bargaining.
Control of application of safety and health rules.
Before decisions on important changes are taken:
Right to be informed.
Codetermination in work organisation, technical development and financial/ economic
situation of the company.
Consultation on production and efficiency matters.
Information and consultation in organisation of work, technics, research, economic,
and personnel policy matters.
Planning of new premises, devices, work processes and working methods or
alterations to existing ones, use of substances liable to cause ill health or accidents.
Employers must notify the safety delegate of any changes having a significant bearing
on safety conditions.
SOCIAL MATTERS: Representation of workers’ interests in all matters - wages,
working conditions; partly decisions
ECONOMIC MATTERS: Information
In practice: Important functions in regulating wages and working conditions at plant
level, as far as they are not covered by the CA.

240
August 2008
EMPLOYEE REPRESENTATION AT PLANT LEVEL
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
TR
UK
SA
A. Trade Union
Representatives
(Act on Trade Unions of
1983)
B. Annual Vacation
Committee
C. Health and Safety
Committee
D. Stoppage of work and
closing of workplace
Committee
E. Disciplinary Committee
F. Committee of
Resolution of Conflicts
A. Shop Stewards CA
1976
B. Works Committees CA
1976
C. Joint TU Negotiating
Committees
A. Shop Stewards
B. Health and Safety
Committee
Members of the Trade Union being
a party to the CA, and only during
the duration of the CA
JOINT composition:
2 workers + 1 Management
representatives
JOINT composition:
Employer representatives, Safety
officer, work’s doctor, foreman,
union or employee representative
1 employer and 1 workers’
representative, Safety officer, 2
inspectors of Ministry of Labour
JOINT composition: Workers and
management representatives
President: Casting vote
JOINT composition: Workers and
management representatives
Union members employed in the
establishment
Appointment by the Trade Union
Appointment by the Management
and Trade Union representatives
Appointment of union
representative by the union, or
election by the workers
By the employers’ and the union
organisations, and the Ministry of
Labour
Appointment by the Trade Union
and Management
Appointment by the Trade Union
and Management
Appointment or election by union
members domestically
Annex B/5
Representation of workers’ interests in social matters, claiming function. Notification
and consultation to trade union representatives is an obligation if the employer
plans mass dismissals.
Consultation - holidays’ plan
To deal with all safety matters in the company, to make recommendations, to
control the application of safety measures, to examine accidents, etc.
Examines if there are vital changes for the workers by faulty machinery, etc.
Disciplinary measures
Conflicts emerging from law or CA
Negotiation and consultation on industrial matters including wages and working
conditions.
For domestic agreement For domestic agreement Avoidance of disputes - final stage of domestic procedure.
Members of the unions represented
in the company
Union members elected in the
establishment
Joint composition:
Employer representatives, union or
employee representative
Appointment by the Trade Unions
concerned
Elected by employees at the
establishment who are members of
that particular union
Appointment of union
representative by the workers
Negotiations of matters usually left for domestic arrangements - wages,
arrangement of hours, shift patterns, annual holidays plan, etc.
Communication about issues affecting those members.
Consultation on ways to improve productivity.
Consultation on short-time working or retrenchments
To deal with all safety matters in the company, to make recommendations, to
control the application of safety measures, to examine accidents, etc.

241
August 2008
EMPLOYEE REPRESENTATION AT PLANT LEVEL
Metal, Engineering and Technology-based Industries
Country Body Composition Proposals / Election Participation in decision-making - major areas
IRL
AUS
A. Shop stewards
B. European work councils
C. Health & Safety
Representatives &
Committees
A. Shop Stewards
Union members employed in the
establishment
Elected by union members within
the establishment
Annex B/5
Negotiation & consultation on industrial matters. Can include terms & conditions of
employment.
Selected from the employee body Election by employees Make representations to employers on health & safety
Union members employed in the
establishment
Elected by the members of the
union(s) concerned in an
establishment
B. Union officials Law External union officials By the Trade Union concerned
C. Safety Committee Law
D. Consultative Committee
JOINT composition:
Equal number of representatives of
management and employees
(usually shop stewards)
Usually JOINT composition:
Equal number of representatives of
management and employees (shop
stewards)
Election by the employees
No precise rules
Communication from employees to management about issues affecting those
members.
Advice by management of matters likely to affect employees.
Consultation on ways to improve productivity.
Intervening members, investigating complaints, inspecting time and wage records.
Representation of employees in discussions with management.
Investigation, discussion and recommendations about safety, health and welfare
matters.
Training
Classification Structure
Facilitative Award Provisions
Enterprise bargaining on terms and conditions of employment.

242
Metal, Engineering and Technology-based Industries
A
Country Companies
August 2008
Joint Stock Company; Limited
Company 300 or more
employees (since 1974)
One third
Extent of Worker
Representation
B No Worker Participation on Supervisory Boards
DK
FIN
F
D
Joint Stock Company; Limited
Company
35 or more employees within
the last 3 years
Joint Stock Company
150 or more employees
Board of Directors or
Supervisory Board (from case
to case )
A. Joint Stock Company;
Limited Company
500 up to 2000
employees
(since 1952)
B. Joint Stock Company;
Limited Company
> 2000 employees
(since 1976)
In Companies:
1/3, but at least 2
In Groups: as above, but at
least 3
1 representative if not
otherwise agreed
2 or 4 worker representatives;
if 4, including 1 representative
of senior executive
One third
Half of the members
EMPLOYEE REPRESENTION ON SUPERVISORY BOARDS (SB)
Election
Eligibility Procedure
Members of the Works
Council. No Trade Union
representatives
Persons employed in the
company or the Group, who
are 18 years old and have
been employed in the
company or the group for
the last 12 months
Persons employed in the
company
Persons employed in the
company.
At least 2 must be
employed in the company
a) Employees of the
company :
1 senior executive
b) External persons:
2 or 3
Proposals and election by
Works Council
Rights/Obligations
Annex B/6
Honorary function, no royalties. Full voting right. An
outnumbering of Shareholders’ representatives is not possible
in appointment of Managing Board, and in election of
Chairman and Deputy of Supervisory Board.
Election by all the employees Same rights and obligations as the other members of the SB
Election by all employees as a
rule
Designation by the Works
Committee among its members
Proposals by employees or
Works Council
a) Employee representatives:
election by the employees
or electoral body
b) External representatives:
Proposal by the Trade
Unions; election like a)
Same rights and obligations as other members
Only advisory functions
Same rights and obligations as the other members of
Supervisory Board, including financial treatment (i.e.
royalties).
Same rights and obligations as the other members of the SB,
including financial treatment. Double vote of Chairman in case
of patt. (Chairman appointed by capital-owners)
APPOINTMENT OF MANAGEMENT BOARD:
Nomination of 1 „Labour Director“ prescribed. Appointment
rules are same as for other members of the board; no veto
rights by worker representatives.

243
Metal, Engineering and Technology-based Industries
D
Country Companies
August 2008
C. Mining, Iron & Steel Ind.
Joint Stock Company;
Limited Company
> 1000 employees
(since 1951)
Extent of Worker
Representation
Half of the members:
At least 5 workers’ and 5
share-holders’
representatives + 1 neutral
member
I No Worker Participation on Supervisory Boards
NL
N
Companies with 100 or more
employees or capital of € 13
million (since 1993)
Joint Stock Company
30 or more employees
(since 13.6.1997)
P No Worker Participation on Board Level
E
Agreement:
Compulsory by law:
No special workers
representatives, but
participation of WC in the
appointment of all members
of the SB.
1) Corporate Assembly
(not identical with General
Assembly):
One third
2) Board of Directors 1/3, at
least 2 representatives
EMPLOYEE REPRESENTION ON SUPERVISORY BOARDS (SB)
Election
Eligibility Procedure
a) Employees of the
company (minimum 2)
b) External persons:
Up to 3 (in bigger firms
more)
NOT eligible:
1) Persons employed in
the company or its
daughter company.
2) Officers of or other
people employed in the
unions, which deal with
the Labour mentioned
under 1
1) Persons employed in
the company
2) Persons emploded in
the company
a) Employee representatives:
Nomination by Works Council
after consultation with the
branch and the
interprofessional Trade
Unions
b) External persons:
Nomination by the TU after
consultation with Works
Council
All members of the SB:
proposal by the SB. Appointment
by the shareholders. The Works
Council has a strong right to
recommend one third (1/3) of the
members of the SB.
1) Election by the employees
2) Election by the employees
Rights/Obligations
Annex B/6
Same rights and obligations as the other members of the
SB, including financial treatment.
APPOINTMENT OF MANAGEMENT BOARD:
Nomination of 1 „Labour Director“ prescribed. His
appointment by the SB cannot be made against votes of
workers’ representatives.
Same for all members
Same as other members
- Some companies have made an agreement with their unions and established workers’ representation on Management Boards.
- Health and Safety Committee, as regards supervision of health and safety issues in the company.
- Joint commissions with workers’ representatives for the supervision of their collective agreement in case Plant Agreement applies. In case the company
applies a Provincial Agreement, such supervisory board is established at the Provincial bargaining level, with the representation of the concerned
bargaining parties.

244
Metal, Engineering and Technology-based Industries
S
CH
Country Companies
August 2008
Limited companies
Cooperative Society
a) 25 or more employees
b) Companies with more than
1000 employees
No Worker Participation on the
„Administration Council“
TR No Worker Participation
UK
SA
IRL
AUS
No Worker Participation on
Board Level (Supervisory
Board concept unknown)
No Worker Participation on
Board Level (Supervisory
Board concept unknown)
No worker participation on
board level
No Worker Participation on
Board level (Supervisory Board
concept unknown).
Employee representation on
Management Boards: Only in
large Public authorities
Extent of Worker
Representation
a) 2 worker representatives
b) 3 worker representatives
(if the company is a multibranch
one)
EMPLOYEE REPRESENTION ON SUPERVISORY BOARDS (SB) (3)
Election
Eligibility Procedure
No absolute binding rules.
In practice persons
employed in the company
Election by local Trade
Unions
Rights/Obligations
Annex B/6
Same as other members, but no participation when Board
deals with STRIKES, NEGOTIATIONS with trade unions on
agreements, GIVING NOTICE to agreements

245
Metal, Engineering and Technology-based Industries
A
Country Statutory or contractual rules on lock-out
April 2008
Lock-out is not meaningful, as by law workers are entitled to wages if they
offer to do work
B No specific statutory right. Lock-out right derives from jurisprudence
DK
FIN
F
D
I
No specific statutory right. Lock-out derives from Basic Agreement.
Preconditions: 2 notices to the Central organisation of employees + notice
periods
Lock-out right derives from Collective Agreement Act. Preconditions: Period
of notice
No specific statutory right. Jurisdiction holds lock-out lawful only if workers
on strike’s actions result into need for shut-down or risk hazard
Lock-out right derives from structure. Conditions have been set by
jurisdiction (fair behaviour, proportionality of measures)
No specific statutory right, but implied by jurisdiction in interpreting criminal
and labour legislation. Case law: Lock-out is lawful if in reply to union action
employer claims shut-down as necessary (disruption of production, hazard).
NL No specific statutory right, and no jurisdiction implying such a right so far
N
Lock-out right is laid down in the Labour Disputes Act and in the Basic
Agreement
R U L E S CONCERNING LOCK-OUT
Effects of (lawful) lock-out on the employment
contract
Annex B/7
Rules concerning wage payment during (lawful)
lock-out +)
Employment contract is not affected Right to wage payment continues
Employment contract is frozen until work is resumed;
existing rights remain generally intact
Employment contract is treated as at an end, but
existing rights are resumed if worker is immediately reemployed
after lock-out ends.
Employment contract is suspended with all rights frozen
until work is resumed.
Employment contract is suspended with all rights frozen
until work is resumed
Employment contract is suspended with all rights frozen
until work is resumed.
Employment contract is suspended with all rights frozen
until work is resumed
Unclear position as to the effect on the employment
contract
Employment contract is suspended with all rights frozen
until work is resumed
Right to wage ceases. Social security: Only for
hardship
Right to wage ceases. Social security: Only for
hardship
Right to wage ceases. Social security: Only for
hardship
Right to wage ceases.
Right to cease wages. Social aid: Only in case of
extreme hardship
Right to wage ceases. Social security: Only for
extreme hardship
Unclear position
Right to wage ceases. Social security: Generally not
P Lock out is forbidden by Constitution - -
E
S
There is a specific statutory right. Lock-out right (“Cierre patronal”) is laid
down in Royal Decree Law 11/77 and Law 42/94.
There is a specific statutory right to lock-out. Recourse to lock-out needs not
necessarily follow union action
Employment contract is suspended with all rights frozen
until work is resumed
Employment contract is suspended with all rights frozen
until work is resumed
+) In all countries, the locked-out workers will normally obtain benefits from Trade Union funds where such funds exist
Right to wage ceases. Social security: ceases
Right to wage ceases. Social security: Only to sick
workers

246
Metal, Engineering and Technology-based Industries
CH
TR
UK
SA
IRL
Country Statutory or contractual rules on lock-out
AUS
April 2008
Lock-out right derives from Constitution. Conditions: Lock-out and
strikes are only allowed if there is no collective (peace) agreement
and if there is no collective bargaining procedure possible.
There is a specific statutory right to lock-out. The lawful lock-out
decision must be taken during the collective bargaining procedure
at disputes of interest and after the decision to strike
No statutory right to lock-out. The lawfulness is essentially a
question of contract law - commonly requiring due notice
Lock-out right derives from the Labour Relations Act. Preconditions:
Period of notice and dispute resolution processes must be
exhausted
Under the Unfair Dismissals act 1977, the lock-out of an employee
shall be deemed to be an unfair dismissal, if, after the termination of
the lock-out:
a) the employee was not permitted to resume his
employment on terms & conditions at least as favourable
to the employee as re-instatement or re-engagement and
b) b) one or more employees in the same employment were
so permitted
The employer is entitled to lockout employees for the purpose of
supporting or advancing claims made in respect of a proposed
agreement or responding to industrial action during a bargaining
period and this is protected action.
R U L E S CONCERNING LOCK-OUT
Effects of (lawful) lock-out on the employment
contract
Annex B/7
Rules concerning wage payment during (lawful) lock-out +)
No statutory rules nor practical experience No statutory rules nor practical experience
Employment contract is suspended with all rights frozen
until work is resumed
Depends on the individual contract terms. Can constitute
a termination, but continuity is not affected if workers are
re-instated
Employment contract is suspended with all rights frozen
until work is resumed.
Right to wage ceases. Social security: Only to sick workers
If employer refuses to pay the wages, the FAMILIES can
claim supplementary allowances from the State
Right to wage ceases.
No effects on the employment contract Right to wage ceases
Lockout does not amount to termination and employees’
continuity of employment is not affected.
+) In all countries, the locked-out workers will normally obtain benefits from Trade Union funds where such funds exist
Right to wage ceases.

247
Metal, Engineering and Technology-based Industries
August 2008
Name Abbreviation
International Trade Union
Confederation
Union Network
International
European Trade Union
Confederation
Europäischer
Gewerkschaftsbund
Confédération Européenne
des Syndicats
ITUC
UNI
ETUC
EGB
CES
Geographical/
Prof. Coverage
World-wide
Manual and Staff
workers
Word-wide
Staff workers
European 2)
Manual and Staff
workers
INTERNATIONAL TRADE UNION ORGANISATIONS
I. (PREDOMINANTLY) SOCIALIST („FREE“) - INTERPROFESSIONAL
Brussels
1949
Seat/ Foundation Executives Members (approximate) Remarks
Nyon, Switzerland.
Created on 1 January 2000
following a merger of four
Internationals, the
International Federation of
Commercial, Clerical,
Professional and Technical
Employees (FIET), the
Communications
International (CI), the
International Graphical
Federation (IGF) and the
Media and Entertainment
International (MEI).
Brussels
1958/1969/1973 3)
PRESIDENT:
Sharan Burrow (Australia)
GENERAL SECRETARY:
Guy Ryder (Belgium)
PRESIDENT:
Joe Hansen (United States)
GENERAL SECRETARY:
Philip J. Jennings (UK)
PRESIDENT:
Wanja Lundby-Wedin (Sweden)
GENERAL SECRETARY:
John Monks (United Kingdom)
August 2008:
168 mio. Workers 311
National Affiliates in 155
countries
August 2008:
15 m wWorkers
1000 unions
60 mio. Workers
82 member organisation
12 industry federations
in 36 countries
Annex B/8
REGIONAL ORGANISATIONS 1) :
- Regional American org: TUCA
- Asia & Pacific: ITUC-AP
- Africa: ITUC-AF
At REGIONAL level, there are four
strong regions:
- UNI-Africa
- UNI-Americas
- UNI-Asia & Pacific
- UNI-Europa
At SECTOR level, UNI unions covers
commerce, finance, post, telecom,
IBITS (industry, business and IT),
graphical, property services, media
and entertainment, casinos,
electricity, hair & beauty, social
insurance and welfare, and tourism.
Including the Christian Unions from
Benelux, and the Italian CGIL +
Spanisch CCOO.
1) The ITUC also maintains close links with the European Trade Union Confederation (ETUC).
2) The ETUC is not a regional but an independent special organisation.
3) 1968: European Trade Union Secretariat of the ICFTU; 1973: European Confederation of Free Trade Unions (ECFTU; or in German: EBFG; in French: CESL) - only former 6 EC countries

248
Metal, Engineering and Technology-based Industries
August 2008
Name Abbreviation
European Confederation of
Independent Trade Unions
Confédération Européenne des
Syndicats Indépendants
Europäische Union der
Unabhängigen Gewerkschaften
European Confederation of
Managers
Confédération Européenne des
Cadres
Europäische Vereinigung der
Führungskräfte
Council of European Professional
and Managerial Staff
CESI
CEC
Geographical/
Prof. Coverage
European
Manual and Staff
workers
European
Senior managerial
and professional
employees
EUROCADRES European
Professional and
Managerial Staff
1) Till 1989: Confédération Internationale des Cadres (CIC), Paris
INTERNATIONAL TRADE UNION ORGANISATIONS
I. (PREDOMINANTLY) SOCIALIST („FREE“) - INTERPROFESSIONAL
Seat/ Foundation Executives Members (approximate) Remarks
Brussels
1990
Brussels
1951/1989 1)
Brussels
1993
PRESIDENT:
Peter Heesen (Germany)
GENERAL SECRETARY:
Helmut Müllers (Germany)
PRESIDENT: Georges Liarokapis
(Greece)
GENERAL SECRETARY: Ludger
Ramme (Germany)
80 organisations
in 24 countries
1.5 m members (approx. 75%
in private, approx. 25% in public
sector)
17 national organisations/
international occupational
organisations
PRESIDENT: Carlo Parietti (Italy) 5 million members
Annex B/8
Represents members in public
sector, the semi-state sector and
private industry
CEC promotes and defends the
interests of managers in Europe.

249
Metal, Engineering and Technology-based Industries
August 2008
Name Abbreviation
WORLD WIDE
International Metalworkers’
Federation
Internationaler
Metallgewerkschaftsbund
Fédération Internationale des
Organisations de Travailleurs
de la Métallurgie
EUROPEAN:
European Metalworkers’
Federation
Europäischer
Metallgewerkschaftsbund
Fédération Européenne des
Métallurgistes
IMF
IMB
FIOM
EMF
EMB
FEM
Geographical/
Prof. Coverage
World-wide
Manual and Staff
workers
European 2)
Manual and Staff
workers
INTERNATIONAL TRADE UNION ORGANISATIONS
I. (PREDOMINANTLY) SOCIALIST („FREE“) - METAL INDUSTRY
Seat/ Foundation Executives Members (approximate) Remarks
Geneva
1893/1904/1971 1)
Brussels
1963/1971 3)
PRESIDENT:
Jürgen Peters (Germany)
GENERAL SECRETARY:
Marcello Malentacchi
PRESIDENT: Renzo Ambrosetti
(Switzerland)
GENERAL SECRETARY: Peter
Scherrer (Germany)
DEPUTY GEN. SECR.: Bart
Samyn (Belgium)
25 m workers
approx. 200 unions
in 100 countries
5.5 m workers
72 unions
in 33 countries
Regional offices:
East and Southern Africa -
Johannesburg, South Africa
South Asia - New Delhi, India
Annex B/8
Southeast Asia - Kuala Lumpur,
Malaysia
Latin America & Caribbean -
Santiago, Chile and Mexico City,
Mexico
6 INDUSTRY SECTIONS:
Automotive
Iron, Steel and Non-ferrous Metal
Industry
Mechanical Engineering
Aerospace Industry
Electrical and Electronic Industry
Shipbuilding Industry
Member of IMF
Including Christian unions from
Benelux countries (not from
Germany), and the Italian FIOM and
Spanish FM/CC.OO.
1) 1893: creation of the Interprofessional Bureau of the Metalworkers; 1904: creation of the International Metalworkers’ Federation (IMF) on the 4 th international metalwokers’ congress in Amsterdam
2) The “European” organization (WCL-EO) was dissolved in 1974 - its members (exept the German one) joined the ETUC. The organization for the Metal Industry was disbanned in 1983.
3) Until 1971: Europäischer Metallausschuß (European Metal Committee, Comité Métal) - only former 6 EC countries.

250
Metal, Engineering and Technology-based Industries
August 2008
Name Abbreviation
World Organisation of Workers WOW
WORLD-WIDE
Christian Democratic Workers
CDWI
International
Internationale der Christlich-
ICDA
Demokratischen Arbeitnehmerschaft
Internationale des Travailleurs
ITDC
Démocrates Chrétiens
EUROPEAN
European Union of Christian EUCDW
Democratic Workers
Europäische Union Christlich- EUCDA
Demokratischer Arbeitnehmer
Union Européenne des Travailleurs UETDC
Démocrates Chrétiens
Geographical/
Prof. Coverage
World-wide
Staff workers
World-wide
Workers being
members of Christian-
Democratic parties
European
Workers being
members of Christian-
Democratic parties
INTERNATIONAL TRADE UNION ORGANISATIONS
II. (FORMERLY) CHRISTIAN - INTERPROFESSIONAL
Seat/ Foundation Executives Members (approximate) Remarks
Brussels
2008
Brussels
1991
Brussels
1977
1) Formerly World Federation of Clerical Workers (WFCW) which was founded in Brussels in 1921.
2) The EUCDW is not a regional but an independent special organization.
3) Including Caribbean Islands.
4) First contacts.
PRESIDENT:
Roel Rotshuyzen
(Netherlands)
GENERAL SECRETARY:
Bjrn van Henschen
(Netherlands)
(as per June 1993)
PRESIDENT:
Heribert Scharrenbroich
(Germany)
GENERAL SECRETARY:
Dagobert Gonzalez
(Venezuela)
PRESIDENT:
Elmar Brok (German)
GENERAL SECRETARY:
Christoph Weisskirche
(German)
0,9 m members
55 unions
in 45 countries
2008
23 unions
in 15 countries
Annex B/8
Reestablishment of a new
international Organisation of the
Christian unions. 1)
REGIONAL ORGANISATIONS:
- Europe : EUCDW 2)
- Latin America : FETRAL-DC 3)
- Africa 4)
- Asia 4)
Employee Organisation of the
European People’s Party (EPP -
Christian Democrats.)

251
Metal, Engineering and Technology-based Industries
August 2008
Name Abbreviation
Geographical/
Prof. Coverage
INTERNATIONAL TRADE UNION ORGANISATIONS
III. OTHER TU OR EMPLOYEE ORGANISATIONS - INTERPROFESSIONAL
Seat/ Foundation Executives Members (approximate) Remarks
COMMUNIST
The „World Federation of Trade Unions - WFTU“ (before 1990: 214 million workers in 81 countries) has lost its strong basic in Eastern Europe; it continues as rudimentary organisation with membership in
France (CGT), Cuba and Arabian States. Some of the former membership is now with the ICFTU and the ETUC.
The same applies to the „Trade Union International of Workers in the Metal Industry - TUIWMI“ (formerly 20 million workers in 26 countries); members are now - or seek to - affiliate with the IMF and EMF.
COMMONWEALTH
Commonwealth Trade Union
Council
OECD
Trade Union Advisory
Committee OECD
CTUC Commonwealth 1980
TUAC OECD Paris
PRESIDENT:
John Sweeny(USA)
GENERAL SECRETARY:
John Evans
(as per June 1993)
25 mio. workers
in 40 countries
2008:
66 mio. workers
58 national trade union centres in
the 30 OECD countries
Primary objective:
Contributions to „North-South“
dialogue
Annex B/8
Tasks and objectives:
trade union input to
intergovernmental discussions on
globalisation; co-ordinating trade
union input to annual G-8 economic
summits and employment
conferences

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