page_title: European Union law
section_title: Labour rights
hierarchical_section_title: European Union law / Social and market regulations / Labour rights
caption_attribution_description: The sea, as seen from the Vrika beach of Antipaxos island, Greece
context_page_description: European Union law is a system of rules operating within the member states of the European Union. Since the founding of the Coal and Steel Community after World War II, the EU has developed the aim to "promote peace, its values and the well-being of its peoples". The EU has political institutions, social and economic policies, which transcend nation states for the purpose of cooperation and human development. According to its Court of Justice the EU represents "a new legal order of international law".
  The EU's legal foundations are the Treaty on European Union and the Treaty on the Functioning of the European Union, unanimously agreed by the governments of 27 member states. New members may join, if they agree to play by the rules of the organisation, and existing members may leave according to their "own constitutional requirements". People are entitled to participate through the Parliament, and their national governments in shaping the legislation the EU makes.
context_section_description: While free movement of workers was central to the first European Economic Community agreement, the development of European labour law has been a gradual process. Originally, the Ohlin Report of 1956 recommended that labour standards did not need to be harmonised, although a general principle of anti-discrimination between men and women was included in the early Treaties. Increasingly, the absence of labour rights was seen as inadequate given the capacity for a "race to the bottom" in international trade if corporations can shift jobs and production to countries with low wages. Today, the EU is required under TFEU article 147 to contribute to a "high level of employment by encouraging cooperation between Member States". This has not resulted in legislation, which usually requires taxation and fiscal stimulus for significant change, while the European Central Bank's monetary policy has been acutely controversial during the Eurozone crisis. Under article 153(1), the EU is able to use the ordinary legislation procedure on a list of labour law fields. This notably excludes wage regulation and collective bargaining. Generally, four main fields of EU regulation of labour rights touch (1) individual labour rights, (2) anti-discrimination regulations, (3) rights to information, consultation, and participation at work, and (4) rights to job security. In virtually all cases, the EU follows the principle that member states can always create rights more beneficial to workers. This is because the fundamental principle of labour law is that employees' unequal bargaining power justifies substitution of rules in property and contract with positive social rights so that people may earn a living to fully participate in a democratic society. The EU's competences generally follow principles codified in the Community Charter of the Fundamental Social Rights of Workers 1989, introduced in the "social chapter" of the Treaty of Maastricht. Initially the UK had opted-out, because of opposition by the Conservative Party, but was acceded to when the Labour Party won the 1997 general election in the Treaty of Amsterdam.
  The first group of Directives create a range of individual rights in EU employment relationships. The Employment Information Directive 1991 requires that every employee (however defined by member state law) has the right to a written statement of their employment contract. While there is no wage regulation, the Institutions for Occupational Retirement Provision Directive 2003 requires that pension benefits are protected through a national insurance fund, that information is provided to beneficiaries, and minimum standards of governance are observed. Most member states go far beyond these requirements, particularly by requiring a vote for employees in who manages their money. Reflecting basic standards in the Universal Declaration of Human Rights and ILO Conventions, the Working Time Directive 2003 requires a minimum of 4 weeks (totalling 28 days) paid holidays each year, a minimum of 20-minute paid rest breaks for 6-hour work shifts, limits on night work or time spent on dangerous work, and a maximum 48-hour working week unless a worker individually consents. The Parental Leave Directive 2010 creates a bare minimum of 4 months of unpaid leave for parents (mothers, fathers, or legal guardians) to care for children before they turn 8 years old, and the Pregnant Workers Directive 1992 creates a right for mothers to a minimum of 14 weeks' paid leave to care for children. Finally, the Safety and Health at Work Directive 1989 requires basic requirements to prevent and insure against workplace risks, with employee consultation and participation, and this is complemented by specialised Directives, ranging from work equipment to dangerous industries. In almost all cases, all member states go significantly beyond this minimum. The objective of transnational regulation is therefore to progressively raise the minimum floor in line with economic development. Second, equality was affirmed by the Court of Justice in Kücükdeveci v Swedex GmbH & Co K
caption: The European Social Charter 1961 art 2(1) requires "the working week to be progressively reduced" with "increase of productivity".[313] The Working Time Directive 2003 requires 28 paid holidays a year.[314] With two-day weekends, most people in the EU work two-thirds of the year or less.[315]
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