IR Notes

On 16 April, the European Commission organised a meeting with European social partners to discuss the objectives of the future “Quality Jobs Roadmap” (see press release). The aim of this initiative, which is expected to be presented by the end of 2025, is to support competitiveness, foster social fairness and contribute to just transitions. The Commission will be entering into a dialogue with social partners, including a dedicated hearing scheduled for 5 May, before these exchanges are broadened into regular meetings of EU social dialogue committees at cross-industry and sectoral levels. At the same time, discussions will be organised in the Member States. The Commission has also promised to draw up a new EU action plan to implement the European Pillar of Social Rights by the end of 2025 (see. European Pillar of Social Rights).
In a policy orientation note, BusinessEurope emphasises the complexity of the task of assessing job quality, arguing that the existing frameworks “have clear and significant limitations that might overlook key complexities and lead to unintended negative consequences” (see press release). BusinessEurope also maintains that it is important to look at the quantity of jobs created: its view is that the EU should focus on creating conditions that will encourage the emergence of productive and lasting jobs in competitive enterprises on the one hand, and on supporting employability for workers on the other hand. In addition, it calls on the Commission to exercise caution when considering any additional binding measures, pointing out that the EU acquis are already “comprehensive” in areas such as working time, health and safety, and working conditions.
Ceemet, representing European employers in the metalworking industry, “cautions against the assumption that regulation alone can ensure job quality” (see press release). It invites the Commission to focus its efforts on two areas: skills development, and health and safety. On the second point, its Director General, Delphine Rudelli, praised the “strength of the existing EU legal framework” and called for “improved implementation and enforcement rather than additional legislation”. She also pointed out that “social dialogue and collective bargaining […] shouldn’t be imposed by legislation”.
The European Trade Union Confederation (ETUC), on the other hand, urged the Commission to “be bold” and deliver a “Quality Jobs Package with new legislative initiatives and real investment”. Tea Jarc, ETUC Confederal Secretary, set out the trade unions’ main demands (see press release), as detailed by representatives of several European federations. Jan Willem Goudriaan, EPSU General Secretary, emphasised the need for legislative initiatives concerning psycho-social risks and artificial intelligence at work (see press release). For her part, Isabelle Barthès, IndustriAll Europe Deputy General Secretary, called for “a legal tool to ensure the effective anticipation and management of employment and skills”, stating that this “requires strengthening collective bargaining, information and consultation rights and establishing a right to training to ensure job-to-job transitions.” (see press release).

CSRD and due diligence : Directive 2025/794 of 14 April 2025, which postpones certain corporate sustainability reporting and due diligence requirements, was published in the OJEU on 18 April. This so-called “Stop-the-clock” directive, which was passed in the wake of the “Omnibus I” proposal for a directive put forward by the European Commission (see IR Notes 247), makes do with pushing back the entry into application of certain requirements, as stipulated firstly by Directive 2022/2464 of 14 December 2022 on corporate sustainability reporting (the “CSRD” directive), and secondly by Directive 2024/1760 of 13 June 2024 on corporate sustainability due diligence (the “CS3D” directive). A forthcoming so-called “content” directive, which is under discussion, will aim to simplify EU rules and thereby reduce “reporting burdens and enhance “competitiveness” (see press release). The new directive postpones by two years the sustainability reporting requirements applicable to companies that were not part of the first wave, which covered large companies and parent companies that are listed and have more than 500 employees, and a total balance sheet value of 25 million euros or a net turnover of 50 million euros. These entities began to publish the information in question this year for FY 2024. The other large companies or groups with more than 250 employees (with the same turnover thresholds) will have to publish this information in 2028 for FY 2027. SME, with the exception of micro companies, small and non-complex institutions, captive insurance companies and captive reinsurance companies, will have to publish this information in 2029 for FY 2028. However, the timetable is likely to be called into question if the “content” directive raises workforce thresholds, and thereby removes many companies from its scope of application.
In addition, the deadline set for Member States to transpose the due diligence directive has been extended by one year, so that they can take into account the possible amendments currently under discussion at the Council and Parliament. The new deadline is therefore 26 July 2027. The requirements applicable to companies have been postponed by two years, and these will now apply as follows: 1/ from 26 July 2027 onwards, to companies that have their registered office in the EU, had more than 5,000 employees and generated a net worldwide turnover of more than 1.5 billion euros in the last financial year preceding 26 July 2027, and to companies from third countries that realised this turnover in the EU; 2/ from 26 July 2028 onwards, to companies that have their registered office in the EU, more than 3,000 employees and generated a net worldwide turnover of more than 900 million euros in the last financial year preceding 26 July 2028, and to companies from third countries that realised this turnover in the EU; 3/ from 26 July 2029 onwards, to all other companies covered by the directive.
Member States will have until 31 December 2025 to transpose this directive.

Employment rate : 75.8% of the EU’s 20 to 64-year-olds were employed in 2024, according to data published by Eurostat on 14 April (see press release). This is the highest proportion recorded since the start of the time series in 2009. The employment rate rose by 0.5 percentage points compared with 2023 and by 1.2 points compared with 2022. The highest rates were recorded in the Netherlands (83.5%), Malta (83%) and Czechia (82.3%). The lowest rates were observed in Italy (67.1%), Greece (69.3%) and Romania (69.5%).

Minimum wages : According to data published by Eurostat, on 10 April, on minimum wages in the EU, (see press release), just three countries have a minimum wage level above 60% of the median wage (France, Portugal and Slovenia all have a rate of 66%). Bear in mind that the directive on adequate minimum wages invites Member States to raise their minimum wage to 60% of the median wage. The 60% target is still a long way off in Belgium (49%), Malta (46%), Estonia (43%) and Latvia (43%).
> See also: Eurofound, National minimum wages, 2025 and Substantial rises in national minimum wages for 2025 – linked to the EU directive?)

Incapacity pension and part-time work : A female Spanish employee who was working part-time because of child care responsibilities, suffered an accident at work in 2019 and was dismissed soon afterwards. In 2021, she was awarded a permanent invalidity pension, calculated on her earnings from part-time work. She disputed the use of this calculation method, and asked for her pension to be based on full-time earnings, arguing that this was indirect discrimination on the grounds of her sex. In point of fact, more than 90% of those benefitting from reduced working hours between 2020 and 2022, were women. However, the Court of Justice emphasises that “those statistical data do not target all workers specifically disadvantaged by the calculation rule” applicable to invalidity pension, “nor do they make it possible to establish, a fortiori, the respective proportions of male and female workers who would be put at a disadvantage by the application of that provision of national law”. If the Spanish court were to find evidence “that the national legislation at issue […] puts female workers at a particular disadvantage, it would still have to determine whether it pursues a legitimate aim and whether it is necessary and proportionate to that aim” (CJEU, 10 April 2025, Case C-584/23, Alcampo e.a.).

• Talent pool : Employers’ organisations from several sectors have adopted a common position on the proposal for a regulation establishing an EU talent pool, presented by the Commission on 15 November 2023, which is currently in the process of being adopted.

• Subcontracting : The European Trade Union Confederation (ETUC) and the European Federation of Building and Woodworkers (EFBWW) have urged the EU to take decisive measures to limit the use of subcontracting by promoting direct employment (see press release).

Government agreement : On 9 April, the CDU-CSU-SPD coalition signed an agreement that contains numerous measures related to the world of work. Among other things, the coalition wants to increase the minimum wage and to make working hours more flexible (see website). The trade unions and employers have reacted positively, as they are happy with the measures being taken to boost industry and collective bargaining, but they are now awaiting the implementation of these measures (see press releases issued by DGB, IG Metall, IGBCE and, for the employers, BDA and BDI).

Returning to employment : As of 1 April, employees who are made redundant with at least 30 weeks’ notice are entitled to apply to the public employment service (ONEM) for a fixed 1800 euro budget to fund measures to enhance their employability, such as training or personalised support (see press release). The aim is to make it easier for them to quickly get another job or go self-employed.

Competitiveness : On 15 April, the government approved the fast-track creation of a national Action Plan on Competitiveness and Productivity, which aims to bolster the country’s economic resilience in the face of inflationary pressures and global trade tensions (see press release). Several social measures initially announced, such as the introduction of a minimum income, automatic membership of a mandatory retirement savings scheme, and increased statutory sick leave, have been paused, in the name of competitiveness. The Irish Congress of Trade Unions (ICTU) has condemned an “anti-worker Action Plan”, and criticised the fact that social reforms are being sacrificed in favour of cutting labour costs, yet with no guarantees regarding job quality (see press release).

Offshoring : As previously announced at a meeting of the company’s European Works Council’s select committee (see IR Notes 246), on 23 April, at a plenary meeting of the EWC, the management of ArcelorMittal set out details of the reorganisation of its support functions in Europe, involving the transfer of between 1250 and 1400 jobs from Western European countries to India or Poland. At the same time, management announced around 400 job cuts in France from its production operations, which employ some 7,100 people, in addition to the jobs being transferred (between 210 and 260). EWC secretary Jean-Luc Ruffin (CGT trade union) is extremely concerned: “First of all support functions are being moved offshore, but tomorrow, our production facilities will be going too” (see also IndustriAll Europe press release).

Sustainability report : On 2 April, the “decarbonisation” working party of the Suez EWC submitted its recommendations concerning the group’s 2024 sustainability report, which has been drawn up in accordance with the French law transposing Directive 2022/2464 of 14 December 2022 (the “CSRD” directive). As far as we are aware, this EWC is one of the first to produce a (non-public) document setting out its expectations and recommendations. “The aim is to make sustainability a genuine matter for social dialogue and concrete actions, and not just a compliance document”, says EWC secretary Christine Chiffre. “This means the EWC views the report as a tool for preparing a collective initiative to promote a just transition within the group.”

Health and safety at work : On 23 April, the management of the Clariane (formerly Korian) group – which manages care homes for elderly and dependent persons – and its European Company Works Council, accompanied by the European Public Service Union (EPSU), started work on the negotiation of a European agreement on health and safety in the workplace, which will update and improve the Health and Safety Protocol on the Prevention of Accidents at Work signed in 2021, between management and the European Works Council. According to EPSU, the topics covered by this negotiation include training, psychosocial risks, the organisation of work and the structural workload, quality of life at work, absenteeism and third-party violence (see EPSU press release). “The measures taken within the framework of the Protocol signed in 2021 have borne fruit and reduced the number of accidents at work in our care homes”, says Nadège Plou, Group Chief Human Resources Officer and EWC President. “We want the emphasis in this draft agreement to be on prevention and occupational health, starting as soon as employees join us and continuing throughout their working life”.

Occupational health and AI : The ILO has just published a report looking at how artificial intelligence (AI), digitalisation, robotics and automation can help to improve occupational safety and health (OSH). At the same time, the report emphasises the need for proactive policies to tackle the new types of risk posed by these technologies. It lists numerous attempts to oversee the use of these technologies, whether through legislation or social dialogue, and calls for the adoption of new measures covering robot safety and man-robot interaction, the right to disconnect, and better algorithmic management of work, telework and platform work.