Industrial Relations in Europe 2012 - European Commission - Europa

Table 1.5: Main characteristics of public sector collective bargaining in the EU-27
Country
Main characteristic of collective bargaining
AT
BE
BG
CY
CZ
DE
DK
EE
EL
ES
FI
FR
HU
Unilateral pay determination by the responsible government authorities. In
practice: de facto negotiations between the authorities and public sector unions.
Joint consultation and negotiations. There is a legal right for collective
bargaining but the agreements are not legally binding (they have the value of
political commitment).
Civil servants do not have the right to collectively bargain and conclude
collective agreements in the strict sense. The government sets pay and working
conditions for public sector officials unilaterally.
Together with its Permanent Sub-Committee, the Joint Consultative Committee
is the official agency for collective bargaining between the government and the
trade union.
Social dialogue is characterised by its informal nature. There is limited scope for
wage bargaining in central administration. Collective agreements cover working
conditions but not pay.
Civil servants’ pay and working conditions are determined unilaterally. Trade
unions have some role in the preparation and adaption of regulations on working
conditions: they are heard at early stages of legislative procedures.
For public officials employment conditions are regulated by law. Agreements for
civil servants and central organisations are concluded by state authorities. Local
agreements are concluded by local branches of institutions.
There is a minimum wage agreement between the government and the trade
union for education and cultural professionals in government and local
municipality institutions.
Employment conditions for public servants are set unilaterally by government.
Negotiations between the state and employee representatives take place a)
between the state and the Supreme Administration of Greek civil Servants’ trade
union (ADEDY) and b) between the state and trade union federations.
Highly centralised social dialogue. Legislation in 2006 introduced a new toplevel
negotiating committee. Civil servants’ pay is subject to collective
bargaining. Negotiations cover the whole public sector. Similar negotiation
bodies were established in the regions and each municipality.
Status of collective agreements is regulated separately for contract employees
and civil servants.
Working conditions are set by legislation and regulations. Trade union
organisations do not have the right to initiate negotiations. Trade unions are
entitled to conduct negotiations on the development of pay with the government,
but the government has the ultimate power of decision.
Wages and working conditions for civil servants are set unilaterally. Civil
servants are not entitled to conclude collective agreements. The topics on which
the employer’s side is obliged to consult with trade unions are laid down by law.
Consultation at the national level takes the form of tripartite social dialogue.
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