Public session - Employment, Social Policy, Health and Consumer Affairs Council
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Council of the European Union European Council
Follow its sittingsSpeaker 2
And so should, to the degree that it is of course possible, our legislation be able to adapt to make sure that our principles and our values, that which makes Europe Europe, remain valid and applicable. We will look to cover in the occupational safety and health domain off-premises work and better address psychological, psychological, ergonomical and heat and weather-related risks as well. The fourth topic, subcontracting. It is a legitimate business model that brings expertise, that brings flexibility. It does in some cases also lead to abusive labor practices, such as inadequate wages, such as hampering workers' rights, such as unfair competition for, for companies.
And this is particularly visible and acute where labor intensity and low-skilled work coincide. We want to examine how EU action could complement national measures and strengthen the protection and enforcement of workers' rights in these situations.
So these four areas illustrate some of the broader objectives of the Quality Jobs Act, but of course looking forward to hearing your views. Thank you.
Speaker 1
Go raibh maith agat, a Leas-Uachtaráin. Anois táimid ag oscailt an urláir. Tá trí nóiméad ag gach duine a bhfuil iarrtha acu labhairt. Everybody who wishes to speak, you have three minutes. If you have yet to indicate, please put up your nameplate.
Táimid le Matthias ó Finland agus tar éis sin Maria ó Portugal. Matthias.
Speaker 3
Thank you very much, dear Chair, Executive Vice-President, colleagues. Thank you for having this topic in the agenda and for the possibility to have our say on the future initiative. At a time of digital transition and demographic challenges, we do need to pay attention to developments in the labor market. But rather than having extensive new regulation, we should focus on harnessing technological developments to improve job quality, productivity, and skills. Regarding algorithmic management, use of AI, telework, and the right to disconnect, we are not in favor of new legislative initiatives.
Our efforts should rather concentrate on the effective implementation of existing legislation and on avoiding additional administrative burdens for businesses. Regarding telework, there is no legislation in Finland on it, nor has any need to introduce regulation been identified. Telework is voluntary and its conditions are agreed between employers and employees. The existing labour law can be applied to work done from a distance. At the local level, employers' organisations and trade unions have the best information on potential challenges and solutions.
Any initiative should consider those experiences and perspectives and must leave room for the social partners to agree on solutions via collective agreements. While new burdensome and rigid initiatives should be avoided, the potential consequences associated with increased connectivity and availability demands should not be ignored from occupational health and safety perspective.
Finland supports the objective to strengthen the protection of workers' rights throughout subcontracting chains and promoting responsible business conduct across the entire business relationship. Companies should be expected to know their contractual partners, apply sound contractual practices and take appropriate action where irregularities or abuses are identified. At the same time, the key risk is based enforcement targeted at operators, activities and situations where there are concrete indications of non-compliance, abuse or fraud. Our experience is that effective results come from cross-sectoral measures and close cooperation between relevant authorities supported by digital reporting and data sharing. Finally, I would like to emphasize that any initiative should be carefully considered with a comprehensive impact assessment of the administrative burden and fully respect well-functioning national labor market systems.
Speaker 1
Thank you, Amatias. We now go to Maria from Portugal, followed by Nikki from Greece.
Speaker 5
Thank you, Chair, dear colleagues. Portugal considera que o ato legislativo sobre emprego de qualidade é uma oportunidade para reforçar a qualidade do emprego na Europa, desde que assegure que a competitividade, a produtividade e os direitos sociais se reforçam mutuamente. Em primeiro lugar, quanto à gestão algorítmica e à utilização de inteligência artificial no local de trabalho, importa assegurar que a inovação tecnológica beneficia tanto os trabalhadores como as empresas. A transparência, a supervisão humana e a responsabilização são essenciais, sobretudo quando os sistemas de inteligência artificial influenciam o recrutamento, as condições de trabalho, a avaliação dos trabalhadores e as decisões relativas ao despedimento.
É necessário garantir que as ferramentas digitais respeitam os direitos dos trabalhadores e não dão origem a novas formas de discriminação. Em segundo lugar, relativamente à segurança e saúde no trabalho, defendemos uma abordagem que concilie a proteção dos trabalhadores face à transição digital com a necessidade de evitar encargos desnecessários sobre as empresas e o objetivo de simplificar o quadro legislativo, assegurando a adequação das normas às novas realidades laborais. Em terceiro lugar, as novas formas de trabalho e designadamente o teletrabalho devem contribuir para a conciliação do trabalho com a vida familiar, proteger os períodos de descanso e evitar o fim das fronteiras entre tempo de trabalho e vida privada, mas sempre refletindo a diversidade dos contextos profissionais. Por fim, as transições digital e verde devem criar empregos de qualidade e não agravar as desigualdades. E aqui é sobretudo importante reforçar a formação e a requalificação tanto de trabalhadores como de empresas, nomeadamente as pequenas e médias empresas.
Como foi salientado no Fórum Social do Porto de 2025 e nas suas conclusões que Portugal apresentou neste Conselho e que foram apoiadas por 22 Estados-membros, os empregos de qualidade e a competitividade são duas faces da mesma moeda. Neste contexto, o ato legislativo deve integrar a competitividade de forma transversal, promovendo a utilização da tecnologia também para aumentar a produtividade para além da proteção dos trabalhadores. Em suma, este ato legislativo deve produzir melhores condições de trabalho e reforçar a coesão social, mas deve também promover a produtividade das empresas e a competitividade da economia, respeitando as competências nacionais e a autonomia dos parceiros sociais. Muito obrigada.
Não posso deixar de mencionar a competitividade.
Speaker 6
Thank you very much, Executive Vice-President Minzato, dear colleagues. The Quality Jobs Act is an opportunity to reaffirm a fundamental European commitment that economic and technological progress must translate into better working lives. From Greece's perspective, three major challenges call for three clear European responses.
First, skills mismatches, second, major technological change, and third, health and safety challenges. On the first one, on skills mismatches, Europe is facing persistent skills mismatches, labour shortages and demographic pressures intensified by AI that is reshaping jobs and the skills they require. According to the World Economic Forum, 39% of workers' core skills globally are expected to change by just 2030. And we, Member States and the EU, are doing a lot on change, but we must change better, earlier and on the basis of data. Lifelong learning, upskilling and reskilling must be part of working life, supported by both governments, employers and workers alike.
In Greece, we focus a lot on labour market diagnostics to craft tailor-made VET programs. At the European level, we suggest we have to build more on the European Skills Intelligence Observatory initiative, on mapping emerging skills needs, on connecting national forecasting mechanisms and on aligning training with European and global labour market demand using reliable data.
And of course, we have to focus on recognition and portability of skills across sectors and borders. Second, on technological change. AI offers tremendous potential to enhance productivity, foster innovation, and strengthen Europe's competitiveness. Our challenge is to unlock this potential, draw the full benefits of automation and AI, but at the same time ensure workers' rights and that people remain firmly in control. The Platform Work Directive provides an important starting point.
It's not enough. Algorithmic management extends far beyond digital platforms, and the Quality Jobs Act should build on European legislation to promote transparency and meaningful human oversight across the wider labor market. And the third point, on health and safety. As work evolves, so must occupational health and safety. On factory floors, through computer screens or remotely, workers need effective protection.
At the European level, standards must keep pace with emerging risks from rapidly changing working conditions, placing workers' health and well-being at the very center. Our focus must be on effective prevention and practicable, enforceable standards that protect workers across workplaces and forms of employment. Dear colleagues, let's think of the Europeans who are listening today: a young person starting work, a woman seeking new career opportunities, or an older worker trying to adapt to change.
Their circumstances differ, but all should be given the chance to develop their skills, to know their rights are protected, and to feel safe and respected at work. This is what the Quality Jobs Act must deliver, not just on paper, but in everyday working lives of people across Europe. Thank you very much.
Speaker 7
Thank you, Nikki. We now go to Michael from Germany, followed by Stefan from Slovenia.
Speaker 8
Vielen Dank, Herr Vorsitzender. Wir brauchen ein starkes soziales Europa, in dem soziale Gerechtigkeit und Wettbewerbsfähigkeit Hand in Hand gehen. Die Schaffung und Erhaltung hochwertiger Arbeitsplätze ist dabei von hoher Bedeutung. Wir begrüßen daher die Absicht der Kommission, hochwertige Arbeitsplätze in Europa zu fördern. Hierbei ist es wichtig, dass es zu keinen unnötigen Belastungen für Unternehmen kommt.
Durch den Wandel der Arbeitswelt müssen arbeitsschutzrechtliche Vorschriften überprüft und gegebenenfalls auch modernisiert werden, beispielsweise im Hinblick auf die zunehmende Digitalisierung und veränderte Arbeitsformen wie die Nutzung von mobilen Geräten und die Inanspruchnahme von mobiler Arbeit. Aber auch andere Bereiche sind hier betroffen, wie zum Beispiel die zunehmende saisonale Hitze infolge des Klimawandels, die den Arbeitsschutz in vielen Mitgliedstaaten vor große Herausforderungen stellt. Künstliche Intelligenz ist eine Chance für Wettbewerb und Produktivität.
Gleichzeitig gilt es, auch die Risiken im Blick zu behalten. Deshalb ist es wichtig, bei der Nutzung von KI und algorithmischem Management am Arbeitsplatz ein wertebasiertes europäisches Fundament zu schaffen und zugleich unnötige Bürokratie für Unternehmen zu vermeiden. Außerdem müssen die Rechte von Arbeitnehmerinnen und Arbeitnehmern in Unterauftragsketten stets gewahrt werden. Wir begrüßen daher grundsätzlich eine bessere Durchsetzung der geltenden Rechtsvorschriften im Bereich der Unterauftragsketten. Der deutsche Ansatz sieht zum Beispiel vor, dass Auftraggeber entlang der Kette branchenunabhängig für die Zahlung der Mindestlöhne haften.
In bestimmten Branchen können Unternehmer für Sozialversicherungsbeiträge haftbar gemacht werden. Außerdem stimmen wir in dem Punkt überein, dass der soziale Dialog und starke Sozialpartner für die Bewältigung des digitalen und ökologischen Wandels in Europa von entscheidender Bedeutung sind. Sollte die Kommission mit dem Rechtsakt für hochwertige Arbeitsplätze konkrete Initiativen und gesetzliche Regelungen vorlegen, werden wir diese im Einzelnen intensiv prüfen. Vielen Dank.
Speaker 9
Thank you very much. Hvala za besedo, predsedujoči, spoštovana izvršna podpredsednica Minzato, spoštovane kolegi in kolegi, kolegice.
Slovenija podpira cilj akta o kakovostnih delovnih mestih. Kakovostna delovna mesta in konkurenčnost morata iti z roko v roki, ker dobrih delovnih mest ni brez produktivnih in uspešnih podjetij. Naše glavno pričakovanje je zato, da akt prinese ciljno usmerjene izboljšave, ne podvaja obstoječega prava Evropske unije in ne ustvarja novih administrativnih bremen, zlasti ne za mala in srednja podjetja. Predlog naj spremlja temeljit test vpliva na konkurenčnost in ravno na podjetja, ki sem jih omenil. Naj se na kratko dotaknem pet področij, ki so pomembna za Slovenijo.
Prvič, algoritemsko upravljanje in umetna inteligenca. Podpiramo preglednost, učinkovit človeški nadzor nad avtomatiziranimi odločitvami in varstvo delavcev pred čezmernim digitalnim nadzorom. Hkrati velik del tega že urejajo akt o umetni inteligenci, splošna uredba o varstvu podatkov in direktiva o platformnem delu, ki jo Slovenija prav zdaj prenaša v svoj pravni red. Nova pravila naj zapolnijo le dejanske vrzeli, prednost pa naj imajo izvajanje obstoječega pravnega reda. Drugič, varnost in zdravje pri delu.
Pozdravljamo posodobitev direktiv o delovnem mestu in o delu s slikovnimi zasloni, ki sta iz let 89 in 90 in ne odražata več hibridnega dela in sodobnih naprav. Nova tveganja, vključno s psihosocialnimi, je treba nasloviti sorazmerno na podlagi ocene tveganja in tako, da bo ureditev izvedljiva tudi za mikro in mala podjetja. Tretjič, pravica do odklopa in delo na daljavo. Slovenija pravico do odklopa že zagotavlja v zakonu o delovnih razmerjih, konkretne ukrepe pa dogovorijo socialni partnerji v kolektivnih pogodbah. Vsaka pobuda EU naj spoštuje delujoče nacionalne ureditve in avtonomijo socialnih partnerjev ter pusti dovolj prožnosti namesto, da bi uvajala enoten model za vse.
Četrtič, podizvajalske verige. Podpiramo večjo preglednost ter ukrepanje proti zlorabam, nelojalni konkurenci in prekarnemu delu. Slovenija že uporablja subsidiarno odgovornost v gradbeništvu, pri agencijskem delu in pri čezmejnem izvajanju storitev. Takšne ciljno usmerjene rešitve so lahko zgled, ne pa podlaga za splošno verižno odgovornost vseh sektorjev. Petič, pravični prehodi.
Znanje je najboljše zagotovilo kakovostnih delovnih mest in to vključuje vseživljenjsko učenje, izpopolnjevanje in preusposabljanje ter digitalno pismenost in pismenost na področju umetne inteligence.
Nova znanja in sposobnosti glede na potrebe trga dela. Naj sklenem. Kakovost delovnih mest je manj odvisna od števila pravil kot od njihovega učinkovitega izvajanja. Pravo razliko bodo naredili učinkovit, na tveganju temelječ in digitalno podprt inšpekcijski nadzor ter socialni dialog in kolektivno dogovarjanje. Hvala.
Speaker 10
Mesdames et messieurs les ministres, madame la commissaire, je souhaite souligner qu'au Luxembourg, l'élaboration des projets de loi repose sur une large consultation des partenaires sociaux, des chambres professionnelles et des autres parties prenantes, ce qui permet d'identifier en amont les difficultés de mise en œuvre et d'adapter les mesures aux besoins des entreprises comme des travailleurs. La mise en œuvre de cette future législation européenne sera également soumise à cette procédure inclusive et consultative du dialogue social structuré luxembourgeois. La transformation numérique peut être un levier utile pour améliorer la qualité et l'efficacité du travail. Toutefois, cette transition ne devra pas se faire au détriment des droits sociaux des travailleurs. Créer des emplois de qualité dans des domaines soumis à l'utilisation de l'intelligence artificielle sur le lieu de travail nécessite une supervision humaine stricte.
Au Luxembourg, l'IA est conçue pour servir l'humain, principe central de la stratégie nationale de l'IA. La sécurité et la santé au travail sont également un élément important quand on parle d'emploi de qualité. Une révision des directives obsolètes comme celle relative aux écrans de visualisation et celle sur les prescriptions minimales de sécurité et de santé pour les lieux de travail s'impose. Le droit de déconnexion et au télétravail sont des sujets particuliers pour le Luxembourg. Notre législation prévoit une obligation à l'égard des employeurs en ce qui concerne la définition de régimes spécifiques assurant le respect du droit à la déconnexion lorsque les salariés utilisent des outils numériques à des fins professionnelles.
Le régime spécifique est défini par voie de convention collective ou d'accord subordonné ou à défaut par l'employeur après consultation de la délégation du personnel lorsqu'elle existe d'un commun accord avec celle-ci. En ce qui concerne le télétravail, il est essentiel de tenir compte des spécificités du marché de travail luxembourgeois caractérisé par une forte proportion de travailleurs frontaliers.
Toute évolution du cadre européen doit tenir compte des spécificités du marché du travail luxembourgeois et s'inscrire dans la continuité des équilibres négociés avec nos pays voisins en matière fiscale. C'est pourquoi nous estimons que ces questions doivent être abordées dans le cadre d'accords bilatéraux permettant d'apporter des solutions adaptées à la réalité de chaque État membre. Par ailleurs, une législation dans le domaine du télétravail peut entraîner des répercussions sur des questions fiscales qui ne relèvent pas de la compétence de la filière EPSCO et qui doivent être traitées sous une autre base légale et dans un autre format du Conseil. Pour conclure, le Luxembourg salue une initiative au niveau européen pour améliorer la qualité des emplois et par là même à renforcer le bien-être des travailleurs. Vous pouvez compter sur notre volonté de travailler constructivement sur cette future initiative législative tenant compte des contraintes qui découlent de notre marché du travail atypique.
Dragoş Pîslaru
Thank you very much, dear Chair, dear Executive Vice-President, Ms. Amzatu, dear colleagues. Romania certainly welcomes the European Commission's initiative on the Quality Jobs Act.
We believe that worker protection and economic competitiveness are mutually reinforcing, contributing to increased productivity and to attracting and retaining the workforce. This is an integral part of our commitment towards the Draghi and Letta report. It's not something separate. It's just something that we need to do. The forthcoming initiative should establish clear and enforceable minimum standards adapted to the transformation taking place in the labor market.
The priority must be effective protection of workers without legislative overlaps or disproportionate administrative burdens, particularly for SMEs, while respecting the diversity of national industrial relations systems and the autonomy of the social partners. Regarding the algorithmic management and the use of artificial intelligence, we support transparency in recruitment, task allocation, performance assessment, and remuneration. Workers must be informed of the relevant criteria and decisions affecting them must be explainable and open to challenge under effective human oversight. Coordination with existing European legislation on artificial intelligence and data protection is essential. I will name here also the good work that we've done on the platform works initiative that went in the same direction.
In the field of occupational health and safety, we support updating the directives on workplaces and display screen equipment to address the ergonomic and psychological risks associated with new forms of work.
Preventing these risks requires tailored assessments, training, and effective enforcement of existing rules. Here, congrats for the work of EU-OSHA, I think that things are going in the right direction. With regard to telework and the right to disconnect, we support protecting workers' rest time and health. Implementation should allow for flexibility at national level, including through collective bargaining, taking into account the specific nature of activities and exceptional circumstances. As regards subcontracting chains, we consider it essential to ensure that responsibility for compliance with workers' rights cannot be diluted through complex contractual arrangements.
I've been talking today in a bilateral with one dear colleague about that, and we support clearly clarifying responsibilities and strengthening cooperation between enforcement authorities, including across borders, while respecting the principle of proportionality and avoiding excessive administrative burdens. At the same time, the digital and green transitions must be fair. It is important to take into account differences between sectors and regions, including within Romania, and to facilitate access to training and vocational retraining. Informing and consulting workers alongside supporting businesses in adopting new technologies must go hand in hand with these transformations. Across all these areas, Romania underlines the role of social dialogue and collective bargaining while respecting the autonomy of the social partners.
The success of the forthcoming initiative will depend on its effective implementation, the capacity of enforcement authorities and the use of existing monitoring mechanisms while avoiding redundant reporting requirements. It took us more than 10 years to deal with the 883 regulation. I just hope that it will take significantly smaller amount of time to show that where there is a will, there is a way. Thank you very much.
Speaker 13
Presidente, colegas, querida vicepresidenta ejecutiva, muchas gracias. En primer lugar, en nombre del Gobierno de España, respaldar esta iniciativa. Es más, nos parece que es clave que nos dotemos de un marco con el que fijemos como estrategia la calidad en el empleo. Y si me permiten, sobre todo desde la experiencia que tenemos en España, que hemos conocido de primera mano lo que supuso la gran transformación del mercado de trabajo a través de una reforma laboral de carácter tripartito con acuerdo de los empleadores y de los sindicatos. En este sentido, esta reforma lo que hizo justamente es actuar ahí, en la calidad en el empleo, no solo en la cantidad, teniendo hoy récord de ocupación en nuestro país.
Pero justamente sabiendo que nos jugábamos todo en mejorar las condiciones del trabajo.
Hoy España, como saben, se encuentra por debajo de la media de temporalidad europea. Si me permiten, cuando hablamos de calidad no se trata solo de combatir la temporalidad abusiva y primar los vínculos indefinidos y estables, sino de combatir los bajos salarios, las brechas retributivas de género y las malas calificaciones y prevención de riesgos laborales de género también. Se trata de remover los obstáculos para el ejercicio de la libertad sindical que sea real y que sea efectiva, de garantizar derechos laborales en las cadenas de subcontratación y que no constituyan una forma de especulación a la baja de los derechos laborales o incluso en términos empresariales de competencia desleal. Se trata de mantener la seguridad y la salud laborales en todas y cada una de las relaciones laborales, garantizar el descanso, la desconexión digital, los cuidados, la conciliación, los cuidados y gobernar la inteligencia artificial, por supuesto con control humano, pero dando pasos hacia adelante.
Creemos que para esto son los elementos constitutivos de la noción de trabajo decente y además explican en parte la carencia de los mismos el hondo malestar social que existe hoy. Si el trabajo no es capaz de garantizar una ciudadanía plena con derechos, creo que también se convertirá en una fuente de insatisfacción que impide sociedades basadas en la paz social, lo estamos viendo estos días por desgracia en Europa. Por tanto, no puede ser porque sus destinatarios no creo que no nos lo perdonarían jamás y además, si me permiten, no debemos de mezclar el debate de la directiva de la calidad con la simplificación. No hay ningún obstáculo con la simplificación, el profesor Draghi, el profesor Letta ya nos lo dicen, pero este no puede ser un obstáculo para que podamos avanzar. También hemos de tener en cuenta el impacto de género, como nos está insistiendo el CES que tiene, ni podemos olvidarnos de la subcontratación o no nos podemos olvidar de la fatiga tecnológica que sufren los trabajadores y las trabajadoras o el impacto que está teniendo el cambio climático en las relaciones laborales y en los modelos productivos actuales.
No puede, no podemos dejar de lado que los salarios han de ser suficientes y que si hablamos de bajos salarios no hablamos de empleo de calidad. No podemos olvidar tampoco que los lugares de trabajo deben de ser espacios participativos en los que los trabajadores y las trabajadoras formen parte de las consultas, de la información y, en definitiva, queremos que la directiva de empleos de calidad sea una contribución importante a la garantía de la ciudadanía en el trabajo, querida vicepresidenta ejecutiva, que dé esperanza a la gente trabajadora europea, que sirva para asegurar la paz social. Y aquí no debemos de ser timoratos, sino que es el momento de más Europa, de avanzar, de situar a la Europa a la altura de las circunstancias, de lo que quiere la juventud, lo que quieren las mujeres, lo que quieren los trabajadores, las trabajadoras, con más diálogo social, con más y mejores empresas. Quiero acabar esta intervención diciendo que estos retos van mucho más allá de este debate. Sinceramente, la Unión Europea tiene que ser un factor de cohesión social, no solo a través de la calidad.
Como saben, con el gobierno belga y con esta Comisión Europea hemos fraguado el mecanismo de convergencia social que creo que es clave, así como también lo es la defensa del Fondo Social Europeo.
Agradezco estos debates y, queridos colegas, si me permiten, el mundo nos mira hoy más que nunca. Tenemos que estar a la altura de lo que nos demanda el futuro, apostando por propuestas que sean ambiciosas, consagrando más derechos, mayor convergencia social. Seamos valientes y asumamos el reto de época que tenemos hoy entre nuestras manos. Muchas gracias.
Speaker 14
Ευχαριστώ, κύριε Πρόεδρε. Χαιρετίζουμε την πρωτοβουλία για την πράξη για τις ποιοτικές θέσεις εργασίας και στηρίζουμε τη διαμόρφωση ενός σύγχρονου ευρωπαϊκού πλαισίου που θα προωθεί ποιοτική, δίκαιη και χωρίς αποκλεισμούς απασχόληση. Προσβλέπουμε σε προτάσεις σαφείς και αναλογικές που θα αξιοποιούν το υφιστάμενο ευρωπαϊκό κεκτημένο, αλλά παράλληλα θα αφήνουν την απαραίτητη ευελιξία για αποτελεσματικές εθνικές ρυθμίσεις. Στο πλαίσιο αυτό, η Κύπρος αναγνωρίζει τις σημαντικές ευκαιρίες που δημιουργούν η αλγοριθμική διαχείριση και η χρήση της τεχνητής νοημοσύνης στον κόσμο της εργασίας.
Η διαφάνεια, ο ανθρώπινος παράγοντας και η προστασία των εργαζομένων από αδικαιολόγητη παρακολούθηση ή αυτοματοποιημένες αποφάσεις πρέπει να αποτελούν βασικές αρχές της ευρωπαϊκής μας προσέγγισης. Η Κύπρος βρίσκεται στη διαδικασία ενσωμάτωσης της σχετικής οδηγίας για τους εργαζόμενους σε πλατφόρμες στο εθνικό μας δίκαιο και θεωρούμε ως εκ τούτου σημαντικό οι νέες πρωτοβουλίες να λειτουργούν συμπληρωματικά και να ενισχύουν την αποτελεσματικότητα του υφιστάμενου πλαισίου. Εξίσου σημαντική είναι η προσαρμογή των κανόνων στις σύγχρονες συνθήκες εργασίας και η διασφάλιση ενός ασφαλούς και ποιοτικού εργασιακού περιβάλλοντος. Η επικαιροποίηση των κανόνων για τις οθόνες οπτικής απεικόνισης και τους χώρους εργασίας θα πρέπει να ανταποκρίνεται στη σύγχρονη ψηφιακή εργασία και την τηλεργασία, λαμβάνοντας υπόψη την εργονομία, τις νέες τεχνολογίες και τους αναδυόμενους ψυχοκοινωνικούς κινδύνους. Το νέο πλαίσιο θα πρέπει να είναι σύγχρονο, αποτελεσματικό αλλά και εφαρμόσιμο, ιδίως για τις μικρομεσαίες επιχειρήσεις.
Η μετάβαση σε ένα εργασιακό περιβάλλον προσαρμοσμένο στις εξελίξεις και τις απαιτήσεις της εποχής μας απαιτεί και την αποτελεσματική ρύθμιση της τηλεργασίας και του δικαιώματος αποσύνδεσης. Η Κύπρος διαθέτει ήδη εθνικό νομοθετικό πλαίσιο για την τηλεργασία, το οποίο κατοχυρώνει ρητά το δικαίωμα της αποσύνδεσης.
Θεωρούμε επομένως σημαντικό κάθε νέα ευρωπαϊκή πρωτοβουλία να αξιοποιεί το υφιστάμενο πλαίσιο και να λειτουργεί συμπληρωματικά χωρίς περιττές επικαλύψεις. Σε ό,τι αφορά τα δικαιώματα των εργαζομένων στις υπεργολαβικές αλυσίδες, στηρίζουμε ένα ευρωπαϊκό πλαίσιο που διασφαλίζει ουσιαστική προστασία των εργαζομένων. Οι κανόνες θα πρέπει να είναι σαφείς και εφαρμόσιμοι χωρίς δυσανάλογες διοικητικές επιβαρύνσεις και να λαμβάνουν υπόψη το υφιστάμενο ευρωπαϊκό κεκτημένο, συμπεριλαμβανομένης της οδηγίας για τη βελτίωση των συνθηκών εργασίας των εργαζομένων σε πλατφόρμες, η οποία περιλαμβάνει πρόνοιες για μεσάζοντες που βρίσκονται σε υπεργολαβική αλυσίδα στο πλαίσιο της εργασίας σε πλατφόρμες. Τέλος, σε σχέση με τη δίκαιη ψηφιακή και πράσινη μετάβαση, θεωρούμε ότι κεντρική θέση πρέπει να έχουν η ανάπτυξη και αναβάθμιση δεξιοτήτων, η επανεκπαίδευση των εργαζομένων και η διά βίου μάθηση. Παράλληλα, ο κοινωνικός διάλογος πρέπει να έχει ουσιαστικό ρόλο στη διαχείριση των αλλαγών, ώστε η μετάβαση να λαμβάνει υπόψη πιθανές δυσκολίες εφαρμογής και ανάγκες προσαρμογών.
Speaker 15
Thank you, Chair, and dear Commissioner and colleagues. First of all, it must be recognized that sustainable economic growth and competitiveness are the primary prerequisites for a favorable labor market. Without growth, the capacity to create high-quality employment is diminished. And therefore, the upcoming proposal should seek to prioritize the conditions that enable investments and competitiveness. I would also like to underline the necessity of respecting the division of competences between the Union and its Member States, as well as respecting our national labor market models and the role and autonomy of the social partners.
Social dialogue and collective bargaining are enabling factors. The social partners play a decisive role in meeting social challenges, which is vital for the cohesion of the EU and the single market. The upcoming proposal should therefore provide the necessary space for national social partners to find balanced solutions, thereby avoiding unnecessary detailed regulation at the EU level. If at all detailed provisions are considered, they must entail clauses that ensure ample room for the social partners to find suitable solutions via collective agreements.
While social dialogue at the EU level should be encouraged, issues should be left to be resolved by those closest to the situation. Therefore, an act conceived more as a framework than as detailed regulation would be a suitable path forward. Given the broad range of topics considered for the act, a package of measures rather than one single legislative instrument should be considered. The proposal should reflect a commitment to simplification. There is a clear need to reduce red tape while ensuring that strong worker protections are maintained and that existing common rules are properly implemented and enforced.
Finally, we urge that the proposal be preceded by thorough impact assessment that clearly demonstrates the European added value, the broader cost effects, and how involvement of workers as well as employers will be ensured. It is imperative that any new measures do not distort competition between member states, industries, or companies. We look forward to a proposal that strengthens our union while also strengthening the diverse national models that drive our success. Thank you, Chair.
Speaker 7
Thank you, Nina. We now go to Czechia, to David, following that to Bulgaria, to Natalia.
Speaker 18
Děkuji za slovo, pane předsedo. Moderní pracovněprávní ochrana musí reagovat na výrazné změny v ekonomice a na trhu práce. Česko proto obecně vítá zaměření připravovaného aktu o kvalitních pracovních místech. Zásadní však je, aby každá nová legislativa přinášela skutečnou přidanou hodnotu a nevytvářela nadbytečnou administrativní a regulatorní zátěž. Dovolte mi stručně představit náš pohled na pět hlavních oblastí.
Zaprvé, v oblasti algoritmického řízení Česko v současnosti nevidí potřebu nové evropské legislativy. Případná úprava by měla vycházet ze stávajícího právního rámce, zejména ze směrnice o platformové práci. Nejprve je proto třeba posoudit, zda a do jaké míry lze pravidla pro platformovou práci přenést do standardních pracovněprávních vztahů. Využívání algoritmického řízení a umělé inteligence musí být transparentní, podléhat lidskému dohledu a chránit zaměstnance před diskriminací, jak už tady bylo několikrát zmíněno.
Současně je však třeba zachovat zaměstnavatelům přiměřenou flexibilitu při organizaci práce a zajistit účinnou ochranu práv zaměstnanců. Za druhé, v oblasti bezpečnosti a ochrany zdraví při práci může Česko podpořit revizi příslušných evropských směrnic. Současně Česko má dlouhodobou historii v oblasti bezpečnosti práce a státní úřad už funguje v Česku necelých šedesát let. Jejich aktualizaci odůvodňuje zejména potřeba přizpůsobit pojem pracoviště v případě práce na dálku a musí být nutně omezená, neboť má velmi limitované možnosti zajistit vhodné pracovní prostředí při práci na dálku z hlediska odpovědnosti zaměstnavatele. Zároveň je vhodné přesněji upravit prevenci současných psychosociálních a klimatických rizik.
Za třetí, pokud jde o oblast práce na dálku, český zákoník práce již obsahuje moderní úpravu, která se v praxi osvědčuje zaměstnavatelům i zaměstnancům. Další úpravu na evropské úrovni proto nepovažujeme za potřebnou. Pokud by se přesto evropská úprava připravovala, za nejcitlivější považujeme oblast bezpečnosti a ochrany zdraví při práci.
Zaměstnavatel má totiž u práce na dálku pouze omezené možnosti, jak pracovní podmínky zjišťovat a kontrolovat. Za čtvrté, otázka subdodavatelských řetězců je pro Česko velmi aktuální, zejména v souvislosti s bojem proti nelegální práci a zastřenému zprostředkování zaměstnávání. Pracovníci často ze třetích zemí se v praxi obtížně orientují v tom, kdo je jejich skutečný zaměstnavatel a vůči komu mohou uplatňovat své pracovněprávní nároky. Proto považujeme za důležité jasné vymezení odpovědnosti jednotlivých subjektů v dodavatelském řetězci. A konečně Česko podporuje cíle spravedlivé digitální a zelené transformace.
Ve většině případů jich však lze dosáhnout účinněji prostřednictvím sociálního dialogu, národních politik zaměstnanosti, sdílení dobré praxe a investicemi do rozvoje dovedností než prostřednictvím nové evropské legislativy. Děkuji za pozornost.
Speaker 7
Thank you, David. We go to Bulgaria, to Natalia, following that to Poland, to Sebastian.
Natalia Efremova
Thank you, Chair, dear Roxana, dear colleagues. We expect that the Quality Jobs Act to deliver ambitious political commitment, but also a concrete and workable legislative outcomes.
I would like to highlight three elements from the Presidency note that we find particularly important to be addressed. First, on algorithmic management and the use of AI. We need to find the right balance between technological innovation and workers' protection. This requires introducing clear rules on transparency for the processed data, human oversight, and information and consultation, as algorithms influence recruitment, performance assessment, and working conditions. Next, on occupational safety and health, we support updating the European regulatory framework so that it reflects the new realities.
The update of the directives on workplace requirements and on work with display screen equipment should ensure protection in the context of the digitalization and new forms of work, including remote work. Risk associated with adverse weather conditions should also be considered carefully, as well as the new technologies, ergonomic risks, and new work organization trends. Third, we should strengthen workers' rights in the subcontracting chain.
This requires effective protection of labor rights and a clear allocation of responsibility. Establishment of joint liability of the payment of outstanding wages, where possible, should be put in place. Responsibility for respecting labor standards must not disappear at such successive level of subcontracting. We need clear, effective and proportionate rules that equip workers with properly protected rights throughout the entire chain. Our expectation is that the Quality Job Act will successfully combine strong labor protection, technological progress and competitiveness.
The legislation should be clear, proportionate and enforceable while fully respecting the and promoting social dialogue. This is the way to ensure that the future of work in Europe will not only be more digital and greener, but also more secure and fair. Thank you for your attention.
Speaker 7
Thank you, Natalia.
We now go to Sebastian from Poland, followed by Michael from Malta.
Sebastian Gajewski
Szanowny panie przewodniczący, koleżanki i koledzy, Polska dostrzega znaczenie inicjatywy na rzecz wysokiej jakości miejsc pracy dla wzmocnienia europejskiego modelu społecznego i konkurencyjności gospodarki Unii Europejskiej. Przyszły Quality Jobs Act powinien odpowiadać na rzeczywiste wyzwania związane ze zmianami technologicznymi i nowymi formami organizacji pracy, z poszanowaniem krajowych systemów prawa pracy. Jeśli chodzi o zarządzanie algorytmiczne i sztuczną inteligencję w miejscu pracy, kluczowe jest zapewnienie przejrzystości systemów, informowanie pracowników o tym, jak działają algorytmy, nadzór człowieka nad istotnymi decyzjami, prawo do odwołania się od decyzji podejmowanych przez algorytmy, a także ochrona przed dyskryminacją i nadmiernym monitorowaniem. Sztuczna inteligencja jest użytecznym narzędziem w miejscu pracy, ale nie może być narzędziem, które prowadzi do bezustannego i nieograniczonego nadzoru pracownika. Nowe rozwiązania powinny być spójne z rozporządzeniem ogólnym o ochronie danych osobowych i aktem o sztucznej inteligencji i powinno nie powinny powielać istniejących obowiązków, a legitymować się realną wartością dodaną.
Zrobiliśmy istotny krok przyjmując dyrektywę w sprawie pracy platformowej, więc ewentualne regulacje dotyczące zarządzania algorytmicznego są kontynuacją tego samego skutecznego podejścia.
W zakresie bezpieczeństwa i higieny pracy popieramy dostosowanie przepisów do rozwoju technologii nowych form pracy z uwzględnieniem zagrożeń psychospołecznych. Wymagania powinny być proporcjonalne, możliwe do egzekwowania i uwzględniać koszty dostosowania, szczególnie dla małych i średnich przedsiębiorstw. Ważne jest, aby wszelkie zmiany dotyczące obowiązków pracodawców w sferze bezpieczeństwa i higieny pracy wchodziły w życie z uwzględnieniem odpowiedniego okresu przejściowego, tak aby pracodawcy mogli się do nich dostosować. Jeśli chodzi o pracę zdalną i jeśli chodzi o pracę zdalną, to nowe regulacje na poziomie unijnym powinny wykazywać rzeczywistą wartość dodaną i zachowywać elastyczność rozwiązań krajowych. W wielu państwach bowiem, tak jak na przykład w Polsce, od lat obowiązuje kompleksowa i akceptowana przez partnerów społecznych regulacja pracy zdalnej w Kodeksie pracy.
Ewentualna inicjatywa na poziomie Unii Europejskiej w tej materii nie powinna naruszać zawartych na poziomie krajowym kompromisów i przyjętych dobrych praktyk w tym zakresie. Popieramy również ochronę prawa do odłączenia się z uwzględnieniem różnych systemów czasu pracy i potrzeby zapewnienia ciągłości działania. Dzisiejsza rzeczywistość, gdzie część pracy wykonujemy zdalnie, czy jesteśmy dostępni pod telefonem czy mailem, nie powinna się przekładać na to, że cały czas jesteśmy pod kontrolą i w kontakcie z pracodawcą. Trzeba powiedzieć temu nie.
W odniesieniu do podwykonawstwa Polska popiera zwiększanie przejrzystości łańcuchów i skuteczniejszą ochronę praw pracowników. Uważamy jednak, że obowiązujące ramy prawne, jeśli chodzi o prawo Unii Europejskiej, są zasadniczo wystarczające. Priorytetem powinno być ich egzekwowanie, identyfikacja podmiotów w łańcuchach oraz współpraca właściwych organów, zwłaszcza w sprawach transgranicznych. Jasne jest bowiem, że każdy pracownik, w tym zatrudniony w firmach wchodzących w skład łańcuchów podwykonawstwa, powinien mieć jednoznacznie wiedzę, kto jest jego rzeczywistym pracodawcą i kto jest odpowiedzialny za przestrzeganie jego uprawnień i obowiązków, na przykład związanych z wynagrodzeniem. Nie dostrzegamy potrzeby nowych horyzontalnych regulacji unijnych w tym zakresie.
Podwykonawstwo jest legalnym, istotnym elementem rynku wewnętrznego. Polska jednoznacznie sprzeciwia się sztywnym limitom liczby poziomów podwykonawstwa, które mogłyby nieproporcjonalnie ograniczać swobodę działalności gospodarczej bez gwarancji lepszej ochrony pracowników. Ewentualne nowe instrumenty powinny być ukierunkowane na rzeczywiste nadużycia, uwzględniać specyfikę sektorów, a kierunkiem, który jest możliwy do rozważenia jest ewentualnie rozszerzanie odpowiedzialności solidarnej podmiotów w ramach łańcuchów podwykonawstwa, a nie sztywne ich limitowanie.
Sprawiedliwa transformacja cyfrowa i ekologiczna powinna uwzględniać wpływ na zatrudnienie i konkurencyjność przemysłu oraz możliwości adaptacyjne pracowników i przedsiębiorstw. Priorytetem jest zapobieganie utracie miejsc pracy, wspieranie inwestycji i przekwalifikowania zawodowego przy udziale publicznych służb zatrudnienia i partnerów społecznych. Należy przy tym unikać nadmiernych kosztów i obciążeń administracyjnych. Oczekujemy, że przyszły akt zapewni równowagę między ochroną pracowników, ta bowiem ma fundamentalne znaczenie dla europejskiego modelu społecznego, a konkurencyjnością przedsiębiorstw. Nowe przepisy powinny być jasne, proporcjonalne i uzupełniać istniejące ramy prawne.
Speaker 21
Thank you, Sebastian. We now go to Michael from Malta, followed by Rob from Belgium.
Speaker 23
Thank you, thank you, Mr. Chair. Well, during the lunch debate, we mainly discussed activism, providing jobs for people to get out of poverty. Well, here we are going a step further, the quality of those jobs which we are to provide. Change is always present, but I believe that perhaps today's rate of change is much more faster than it used to be. And it is this rate of change which makes the Quality Jobs Act and other endeavors we must take even more important.
I would like just to make a few general points.
We talk about connectivity and remote working. Does that mean constant availability? What about the right to disconnect? Are we to sacrifice that? In the digital and the green transitions, does that necessarily mean loss of jobs, or does it require more reskilling and more upskilling?
If I move on to algorithmic management, is that more efficiency, or does that render our workers into a mere numerical input? And to get to the cherry on the cake, what about AI? We talk about artificial intelligence. Are we realizing that it can — I'm not saying that it is, but it can — lead to an artificial humanity after all?
And there will always be the need to ensure quality in our jobs. But I would like to, whatever tools we make, whatever intelligence, artificial or not, we make, we must keep one thing in mind. Whatever the algorithm, whatever the AI, it will never, ever replace human empathy, human understanding, and human compassion, which are key factors in any society which we live in. Just one last thought. In the right order of things, the right order of things, people are there to be cherished, to be put first, and to be loved.
And it is things, or machines, or technology, which should be there to be used. Well, we must ensure with this act and with other endeavors that we do not reverse that order, where technology, where change, becomes glorified at the expense of humans. Thank you very much.
Speaker 7
Thank you, Michael. We go to Belgium, to Rob, following that to Hungary, to Vilmos.
Speaker 24
Thank you, Mr. Chair, dear Commissioner, dear colleagues. Belgium welcomes the Commission's objective to promote quality jobs. We believe job quality and competitiveness are two sides of the same coin, and quality jobs strengthen productivity, labor market attractiveness, and economic resilience. First, on AI in the workplace.
A future framework should provide legal certainty while preserving room for innovation. AI can simplify processes, boost productivity, reinforce the fight against social fraud, and improve job quality by alleviating arduous and repetitive tasks, allowing workers to focus on creativity and human relationships. We also need safeguards for transparency, human oversight in employment decisions, and the prevention of algorithmic discrimination, without overlap with existing EU legislation. The digital transition requires attention to digital skills, AI literacy, lifelong learning, and social dialogue so that no worker is left behind. Second, on occupational safety and health, prevention should remain central.
Mental health is a growing concern and a major cause of long-term incapacity for work. We support reflecting new workplace realities in the legislative framework, provided revisions are based on solid impact assessments and remain proportionate for business, especially SMEs.
Workplaces also need to be inclusive and accessible for persons with disabilities through reasonable accommodation and targeted prevention. Third, any initiative on a right to disconnect and telework should leave enough flexibility for specific circumstances, different sectors and member states that already have legislation in this area. Fourth, in subcontracting chains, we must prevent social fraud, bogus self-employment, exploitation and risk to workers' safety and well-being. Better cooperation between member states is essential, particularly in high-risk sectors and complex international chains. Existing tools such as chain and presence registration and notification mechanisms can support enforcement.
The European Labour Authority should facilitate exchange of good practices, including on liability mechanisms, and support cross-border cooperation. Belgium's experience with chain liability for illegal employment shows the importance of legal clarity. Employees' obligations are relatively straightforward, but practical difficulties arise from the diversity of residence and work permits across member states and differences in applying the legal frameworks.
New measures should remain proportionate and avoid undue administrative burdens, especially for SMEs. And finally, on fair digital and green transitions, strong social protection facilitates labour market transitions. It's almost gone. While proactive upskilling, reskilling, skills forecasting and lifelong learning help anticipate future needs and address labour and skill shortages. This requires close cooperation between public employment services, employees, training providers and social partners.
Speaker 7
Thank you, Rob, you made it. Now we go to Vilmos from Hungary, followed by Ivan from Croatia.
Vilmos Kátai-Németh
Tisztelt elnök úr, kedves kollégák! Fontos, hogy az uniós szintű cselekvés legyen adatokkal alátámasztott, kifejezetten indokolt és jogilag könnyen átültethető, valamint vegye figyelembe a szociális partnerek véleményét. A mesterséges intelligencia, valamint a digitális átállás esetében Magyarország mindenképpen puha jogi eszközöket javasol, mert a területen az igények és a joganyag nagyon gyorsan változik.
A munkavédelemmel kapcsolatban megjelölt két joganyag elavult, ezért felülvizsgálata mindenképpen indokolt. A lekapcsolódáshoz való jog esetleges uniós szintű szabályozásának mindenképpen alkalmazkodnia kell a meglévő nemzeti rendszerekhez, mivel annyira eltérőek a nemzeti gazdasági, illetve jogi hátterek. Az önfoglalkoztatói körök esetén javasoljuk, hogy a polgári jog szabályainak és a munkajog szabályainak harmóniájának megteremtése szükséges a munkavállalók érdekeinek érvényesítése érdekében. Köszönöm.
Speaker 7
Thank you, Vilmos. We now go to Ivan from Croatia, followed by Marco from Italy.
Speaker 27
Dragi kolege, Hrvatska pozdravlja raspravu o aktu o kvalitetnim radnim mjestima. Smatramo da europsko zakonodavstvo treba pratiti promjene koje donosi digitalna i zelena tranzicija te odgovoriti na izazove s kojima se suočavaju radnici, poslodavci i tržište rada u cjelini. Pri tome je važno očuvati ravnotežu između zaštite radnika i stvaranja uvjeta koji potiču gospodarski rast, ulaganja i otvaranje novih radnih mjesta. U tom kontekstu posebno je važno pitanje umjetne inteligencije i algoritamskog upravljanja.
Nove tehnologije mogu donijeti brojne koristi za organizaciju rada i produktivnost, ali samo ako postoji povjerenje u način na koji se primjenjuju. To je bio glavni smjer u kojem je Hrvatska išla s implementacijom direktive o platformskom radu i to nekoliko godina prije nego što je to doneseno na europskoj razini jer smo smatrali da su transparentnost i ljudski nadzor nad odlukama koje utječu na radnike od posebne važnosti. Radnici moraju imati jasne informacije o tome kako se takve odluke donose, a predstavnicima radnika treba omogućiti pravodobno informiranje i savjetovanje. Jednako je važno da nova pravila budu jasna, usklađena s postojećim zakonodavstvom i jednostavna za primjenu u praksi. Promjene koje donosi digitalizacija i automatizacija otvaraju nova pitanja u području sigurnosti i zdravlja na radu.
Uz tradicionalne rizike, sve više pozornosti posvećujemo mentalnom zdravlju, digitalnom opterećenju i sigurnom radu uz nove tehnologije. Zato je važno da europski okvir prati promjene u svijetu rada i ponudi rješenja koja su jasna, praktična i provediva. Slično vrijedi i za pravo na nedostupnost te rad na daljinu. Iskustva država članica razlikuju se kao i potrebe pojedinih sektora. Zbog toga smatramo da bi na EU razini trebali postaviti zajednička načela, dok bi državama članicama, ali i socijalnim partnerima kroz socijalni dijalog trebali ostaviti dovoljno prostora za njihovu provedbu i prilagodbu nacionalnim okolnostima.
Kad je riječ o lancima podugovaranja, otvoreni smo za daljnje djelovanje na europskoj razini, posebno u prekograničnim situacijama koje nama svakodnevno postaju sve teže za kontrolu. Ali svaka nova mjera treba biti razmjerna cilju koji želimo postići. Važno je odgovoriti na konkretne izazove, a pritom izbjeći dodatno administrativno opterećenje, osobito za mala i srednja poduzeća, što je bila i naša pozicija kod direktive o transparentnosti plaća koja će biti izazov za male. Na kraju, želio bih naglasiti da će uspjeh digitalne i zelene tranzicije uvelike ovisiti o tome hoćemo li radnicima omogućiti pravodobno stjecanje novih znanja i vještina. Ulaganje u osposobljavanje i cjeloživotno učenje treba biti dostupno svima.
Na taj ćemo način olakšati odgovor na potrebe tržišta rada, otvoriti nove prilike za zapošljavanje i istodobno jačati konkurentnost europskog gospodarstva. Hvala vam.
Speaker 7
Thank you, Ivan. And we now go to Marco from Italy, followed by Katrin from Estonia.
Speaker 28
Grazie, Presidente. L'Italia attende con interesse l'iniziativa sulla qualità del lavoro. In una fase segnata dalla diffusione delle nuove tecnologie, da nuovi modelli organizzativi e da una crescente mobilità dei lavoratori, è importante continuare a preservare la qualità del lavoro in Europa.
Come abbiamo detto qui più volte, crescita e dimensione sociale non sono obiettivi alternativi. Una crescita duratura e sostenibile richiede imprese innovative e competitive, ma anche lavoratori tutelati, qualificati e coinvolti nei processi di cambiamento. Rispetto al crescente uso dell'intelligenza artificiale nei luoghi di lavoro, riteniamo che il quadro giuridico debba rafforzare la fiducia nell'innovazione, favorendone così la diffusione, soprattutto tra le piccole e medie imprese. Allo stesso tempo, quando la gestione algoritmica incide sulle condizioni di lavoro e sulle prospettive professionali, occorre garantire trasparenza, supervisione umana e tutela contro discriminazioni o forme di sorveglianza sproporzionata. Nell'era digitale anche il luogo di lavoro è ormai un concetto inadeguato a circoscrivere i rischi per la salute e la sicurezza dei lavoratori.
Questa trasformazione richiede un rafforzamento della prevenzione dei rischi ergonomici e muscolo-scheletrici, ma anche attenzione alle conseguenze fisiche, psicologiche e sociali derivanti dalle nuove modalità di lavoro. Siamo quindi pronti a rivalutare il quadro giuridico esistente nella prospettiva di aggiornare le metodologie di valutazione dei rischi, valorizzando ciò che gli Stati membri hanno già fatto in materia. Lo stesso approccio deve guidarci sul diritto alla disconnessione e sul telelavoro. Occorre definire principi comuni che tutelino il benessere dei lavoratori e offrano certezza giuridica contro i rischi dell'iperconnessione. Ma le modalità concrete di attuazione di tali principi devono tener conto delle diverse tradizioni nazionali e delle differenti realtà produttive.
Nel caso italiano, ad esempio, viene data centralità al dialogo sociale e alla contrattazione collettiva per individuare soluzioni equilibrate e specifiche per il contesto organizzativo e produttivo delle aziende. Per quanto riguarda le catene di subappalto, infine, anche guardando alle misure già efficacemente adottate in Italia, auspichiamo norme proporzionate che concentrino l'attenzione sui settori ad alto rischio. È importante incentivare controlli diligenti sui subappaltatori, anche attraverso benefici mirati. Occorre tenere in considerazione la natura transnazionale delle catene di appalto. Ciò richiede un rafforzamento di ELA e l'accelerazione del processo di digitalizzazione dei documenti relativi a distacchi e controlli.
Infine, sia in chiave antielusiva che di tutela dei lavoratori, è auspicabile introdurre strumenti comuni contro le imprese apri e chiudi. Siamo pronti quindi a lavorare a un quadro di riferimento comune su queste tematiche, tenendo in dovuta considerazione le diversità delle condizioni dei mercati di lavoro, dei sistemi di relazioni industriali e delle pratiche in atto negli Stati membri. Grazie.
Speaker 7
Thank you, Marco. Now Katrin from Estonia, followed by Carola from the Netherlands.
Thank you, Chair.
Katrin Juhandi
We would like to thank the Presidency for this timely discussion. Estonia supports the objective of improving working conditions and promoting quality jobs. But our starting point is simple: before creating new rules, we must make the existing ones work. The EU has adopted significant labor legislation in recent years, some of which has not taken full effect and their impact is yet unknown. New EU action must build on this experience and demonstrate clear added value.
For example, AI and algorithmic management can improve productivity, work organization, and occupational safety. Any future measures should strike the right balance between supporting technological progress while avoiding disproportionate regulation, administrative burdens, and overlapping obligations, including those already addressed by the Platform Work Directive. Equally, on telework, we need a flexible solution rather than one-size-fits-all regulation.
To mitigate the risks from blurred boundaries between working time and private life, we should, for example, focus on better implementation of the working time directive. Regarding occupational safety and health, Estonia supports modernizing the rules where technological developments and new forms of work make this necessary. Revisions must be based on up-to-date scientific evidence and should reduce complexity and duplication. On subcontracting, we believe it is a legitimate business practice and should not be treated as a problem in itself. Where risks to workers exist, they should be addressed through effective enforcement, targeted supervision, and better cooperation.
When it comes to social dialogue and collective bargaining, EU action must respect national labor market situations. Member states and social partners need sufficient flexibility to choose solutions that work in their national contexts. So our message on the Quality Jobs Act is therefore clear: modernize and regulate only in case there is a clear need and justified need for it. Thank you.
Speaker 7
Thank you, Katrin. Carola from the Netherlands, followed by Salvis from Latvia. Carola.
Carola Rackete
Thank you, Chair, and many thanks to the EVP.
Clearly, we look forward to the publication of the Quality Jobs Act. We endorse the view that quality jobs contribute to competitiveness by increasing productivity and labor market participation, and we believe that input from social partners provides a valuable foundation for legislation. Then on two of the specific topics. First on AI and digital technologies. They will have a profound effect on the workplace, both as a tool for workers and for management.
We believe that any initiative in this regard must ensure a balance between innovation on the one hand and the protection of workers on the other. And then finally on subcontracting. We acknowledge that workers face a higher risk of exploitation and poor working conditions in long subcontracting chains. We think more needs to be done to protect vulnerable workers. I think this is a point that you've heard more often from the Netherlands.
So to conclude, we think the proposal should contribute to upward socio-economic convergence, to worker protection, and to a level playing field, while of course keeping administrative burdens to a minimum. Thank you.
Speaker 7
Thank you, Carola. We now go to Salvis from Latvia, followed by Monika from Slovakia.
Speaker 32
Thank you, Chair.
We believe that quality jobs and adequate remuneration are essential for a well-functioning labour market and overall European single market. They support equal opportunities, strengthen social cohesion and inclusion and contribute to economic and social convergence across the EU. Our approach to quality jobs must also be practical, proportionate and result-oriented. We should improve working conditions without creating unnecessary administrative burden, particularly for small and medium-sized enterprises. It is even more important in the current situation when Europe is facing significant competitiveness challenges.
So Latvia believes that priority should be the effective implementation and enforcement of existing legislation. Every new legislative initiative should be based on a thorough assessment of its impact and potential added value. To answer to question put forward today about our key expectations from the Quality Jobs Act, we would like to pay a particular attention to two elements: occupational safety and health and adequate remuneration.
On occupational safety and health, we share the assessment that the Display Screen Directive and Workplace Directive should be revised. The world of work has changed significantly. Technology, workplaces and ways of how work is organized have evolved, while these rules have not kept pace. So modernizing them is therefore important to ensure effective protection that reflects today's workplace realities. At the same time, changes brought by technological development should be seen not only as a challenge, but also an opportunity.
Artificial intelligence can improve jobs by supporting innovation, increasing efficiency and transforming work processes. So our task is to ensure that technological progress goes hand in hand with quality employment. Therefore, when developing the Quality Jobs Act, we need to, we need a coherent and balanced approach that will contribute to quality jobs in a competitive European economy. Thank you.
Speaker 7
Thank you, Salvis. We now go to Monika from Slovakia, followed by Cyril from France.
Monika Sopkovičová
Thank you, Chair. And Slovakia too supports the objectives of the forthcoming Quality Jobs Act.
In the current geopolitical context, we agree that the EU needs to strengthen its competitiveness while maintaining a high level of worker protection. Firstly, algorithmic management and artificial intelligence require transparent and understandable procedures, protection against discrimination, and meaningful human oversight of decisions significantly affecting workers. In the field of occupational safety and health, updated rules should address new technologies, work outside traditional workplaces, and ergonomic and psychosocial risks. On telework and the right to disconnect, Slovakia has already introduced this right and we are open to an EU-level approach. We need to ensure that employers respect workers' free time outside working hours.
When it comes to subcontracting chains, we expect effective protection of workers' rights and support for meaningful social dialogue. However, limiting the number of subcontractors at EU level may not be the most appropriate response to abuses. We believe the priority should be to improve compliance with existing legislation. A fair digital and green transition requires timely anticipation of changes in the labour market. This is particularly important for Slovakia as an industrial economy.
We support the early involvement of workers and their representatives in decisions on introducing new technologies. Moreover, targeted upskilling and reskilling should reflect labor market needs, with particular attention to the regions and workers most affected. And lastly, to support these efforts, the next EU budget should maintain a strong European Social Fund. Slovakia expects the Quality Jobs Act to improve working conditions and help workers and businesses adapt to a changing economy and labor market. Thank you.
Speaker 7
Thank you, Monica. We move with Cyril from France, followed by France from Austria. Cyril.
Cyril Piquemal
Merci, Monsieur le Président. La France est favorable, Madame la Vice-Présidente exécutive, à une initiative de la Commission sur la qualité de l'emploi. Ce futur cadre européen dont les contours restent encore à déterminer doit permettre de concilier la protection des travailleurs, la qualité de l'emploi, la compétitivité des entreprises ainsi que la capacité d'adaptation de l'économie aux transformations en cours.
S'agissant des sujets ciblés dans le cadre des consultations, 1, la France est favorable à une adaptation du cadre européen aux évolutions liées au télétravail et à la numérisation du travail tout en préservant la flexibilité et les marges de manœuvre offertes par le dialogue social au niveau national. 2, la France soutient également l'actualisation des directives relatives aux lieux de travail et aux écrans de visualisation afin de tenir compte des évolutions technologiques et des nouvelles conditions de travail auxquelles les entreprises et les travailleurs doivent s'adapter. 3, concernant la sécurité physique et mentale des travailleurs, nous souhaitons le développement d'une réflexion européenne sur les risques psychosociaux, ergonomiques et climatiques. Il faut tirer les conséquences des épisodes récents de forte chaleur sachant que l'évaluation des risques par l'employeur doit rester le socle du système de prévention. Concernant l'intelligence artificielle, la France est favorable à une approche centrée sur l'humain garantissant la transparence des systèmes, l'information des travailleurs et le respect des droits fondamentaux.
À ce titre, le règlement sur l'intelligence artificielle, le RGPD et la directive sur le travail via une plateforme récemment adoptée constituent déjà une base juridique substantielle dont les effets doivent d'abord être évalués avant toute nouvelle initiative législative.
Il est pertinent de privilégier à ce stade le partage de bonnes pratiques, le développement des compétences et la coopération internationale en la matière. S'agissant des chaînes de sous-traitance, une importance particulière doit être accordée à la lutte contre les fraudes et des critères communs de référence doivent être envisagés afin de permettre aux États membres d'identifier les secteurs à risque selon leurs spécificités nationales. Et dans cet esprit, la volonté de renforcer les contrôles dans les secteurs sensibles et d'améliorer la lutte contre les fraudes transnationales conduit la France à soutenir le renforcement de la coopération administrative et opérationnelle entre États membres, notamment à travers l'Autorité européenne du travail. Sur le volet de mise en œuvre de cette initiative enfin, la France appelle à ce que l'acte européen se concentre prioritairement sur l'amélioration de l'application effective des règles existantes tout en tenant compte de la charge administrative pesant sur les entreprises et les administrations. Je vous remercie.
Speaker 7
Merci, Cyril. We now go to Austria, to Franz, following that to Søren from Denmark.
Speaker 35
Ja, vielen Dank, Herr Vorsitzender. Es braucht aus unserer Sicht einen soliden Rechtsrahmen, der bestehende Rechte stärkt. Verschlechterungen sozialer Standards und der Arbeitnehmermitbestimmung durch Deregulierung müssen verhindert werden.
Der Quality Jobs Act muss daher verbindliche und durchsetzbare Rechte enthalten. Hochwertige Arbeitsplätze, qualifizierte Arbeitnehmende und starke Schutzregelungen fördern die Produktivität und Wettbewerbsfähigkeit Europas. Österreich begrüßt daher die Initiative der Kommission und hofft auf eine baldige Vorlage des Rechtsakts. Es ist notwendig, die Schutzregelungen der Plattformarbeitsrichtlinie auf alle Arbeitnehmenden auszuweiten. Auch das Prinzip der menschlichen Kontrolle sollte EU-weit verankert werden.
Für den Einsatz neuer Technologien bedarf es auch entsprechender Qualifizierung der betroffenen Arbeitnehmenden. Österreich unterstützt die Aktualisierungen der Arbeitsstättenrichtlinie und der Bildschirmrichtlinie. EU-Vorschriften zu Sicherheit und Gesundheit am Arbeitsplatz müssen an aktuelle Herausforderungen angepasst werden. Das gilt insbesondere bei psychischen Belastungen, Gewalt, Belästigung und Hitze. Dabei braucht es natürlich auch ausreichende Ressourcen.
Das Recht auf Nichterreichbarkeit, das ja schon öfters angesprochen wurde, spielt im digitalen Zeitalter eine wichtige Rolle.
Die bestehenden Regelungen zu Arbeits- und Ruhezeiten müssen selbstverständlich eingehalten werden. Österreich befürwortet verbindliche Regelungen zum Schutz der Rechte von Arbeitnehmenden entlang von Unterauftragsketten, vor allem bei langen und komplexen Unterauftragsketten. Auch eine Beschränkung der Unterauftragsketten in sensiblen Bereichen sollte aus unserer Sicht diskutiert werden. Abschließend halten wir fest, dass der grüne und digitale Wandel Arbeitnehmenden Chancen bietet. Dabei müssen soziale Standards gewahrt bleiben.
Speaker 7
Thank you, France. We now go to Søren from Denmark, and we'll conclude our floor discussion with Inga from Lithuania.
Søren Gade
Thank you, Chair. Denmark welcomes the ambition to ensure quality jobs in a competitive European Union and looks forward to discussing the proposal once it's been presented by the Commission. Let me today highlight three preliminary points. First, occupational health and safety should be expected to be a cornerstone in the Quality Jobs Act. The European OSH framework protects European workers, and it helps create a level playing field for companies.
In light of technological changes, it is timely to ensure that rules such as the Workplace and Display Screen Directives reflect the world of today. To ensure relevant protection, we believe that the focus should be on the actual risks and strains involved in the screen work rather than on, for example, fixed time limits. Meanwhile, the use of AI at the workplace is developing rapidly. We need to strike the right balance between the opportunities and the risks that this technology brings, for instance when it comes to issues such as algorithmic management. Secondly, we need to keep national flexibility in mind.
We need to strike the right balance. At a time where competitiveness is at the top of our agenda, it is crucial to avoid overly prescriptive rules. So let's be mindful not to overburden companies with rules that are not justified by the benefits that they provide for workers. The Quality Jobs Act seems to address many different and important aspects of the world of work, but it will be important to be targeted and to recall that legislation is not always the best solution. Some issues are handled best closer to the local level and with social dialogue.
This includes, for instance, working time and the right to disconnect, where there are very considerable differences between sectors and employee groups. Finally, and this will be my last point, social partners continue to play a vital role in generating and maintaining quality jobs in Europe, so it's important that the act leaves sufficient room for the social partners to agree on solutions through collective agreement. Thank you, Chair.
Speaker 38
Ačiū pirmininke, gerbiami kolegos. Lietuva palankiai vertina Komisijos darbą rengiant kokybiškų darbo vietų aktą ir galimybę pasidalyti lūkesčiais prieš pateikiant pasiūlymą. Manome, kad kokybiškos darbo vietos ir konkurencingumas yra vienas kitą papildantys tikslai, todėl svarbu, kad aktas atlieptų tiek darbuotojų, tiek darbdavių poreikius. Noriu pateikti keletą bendro pobūdžio lūkesčių. Pirma, algoritminis valdymas ir dirbtinis intelektas.
Taigi technologijos keičia darbo organizavimą, todėl svarbu rasti pusiausvyrą tarp skaidrumo, darbuotojų apsaugos ir inovacijų galimybių. Naudinga atsižvelgti ir į jau galiojančias Europos Sąjungos taisykles, kad naujos nuostatos nuo jų neatsiliktų.
Antra, darbuotojų sauga ir sveikata. Ne mažiau svarbu darboviečių ir ekrano įrenginių direktyvų peržiūra, atsižvelgiant į pakitusias darbo sąlygas, yra prasminga. Svarbu, kad reikalavimai būtų aiškūs, proporcingi ir praktiškai įgyvendinami, ypač mažosioms ir vidutinėms įmonėms. Trečia, teisė atsijungti ir nuotolinis darbas. Čia svarbu rasti lankstumo ir apsaugos pusiausvyrą bei atsižvelgti į socialinių partnerių vaidmenį ir skirtingas nacionalines darbo santykių sistemas.
Ketvirta, subrangos grandinės. Vertinga aptarti, kaip sustiprinti darbuotojų teisių apsaugą, atsižvelgiant į tarpvalstybinį aspektą ir veiksmingą vykdymo užtikrinimą. Apibendrinant, tikimės, kad aktas bus grindžiamas stipriu poveikio vertinimu, socialinių partnerių indėliu ir deramu dėmesiu administracinės naštos mažinimui tiek verslui, tiek nacionalinėms institucijoms. Lietuva yra pasirengusi konstruktyviai dalyvauti diskusijose ir kartu ieškoti visiems priimtino sprendimo. Ačiū.
Speaker 7
Thank you, Inga. So, Thomas, tréis an díospóireacht a chríochnú agus iarraim anois ar an Leas-Uachtarán, Roxana, chun labhairt linn. I ask the Executive Vice-President to finalize our discussion.
Speaker 2
Yes, thank you, dear Dara, thank you, dear ministers, for your very valuable inputs. I think you've most of you made extremely important points for the Commission as well, that we start this work from a desire to pursue competitiveness, which is much needed on our continent, but inside a social model that has proven its value, and a social model that shows that you can be competitive, that you can be strong economically while upholding social rights and while upholding the quality of jobs. Secondly, that we start our work from then a reality that is quite obvious with all generation of workers. It is important anytime you speak to a person to show what you can deliver in terms of the quality of employment, not just the availability of employment itself.
In the lunch we discussed about activation of those that are not even looking for a job, of those that are very far away from the labor market. And it was mentioned there, there is a percentage of in-work poverty and this is one aspect to our challenge, but there's a bigger discussion as to the quality of employment overall and how we can keep it as part of our social model and part of our competitiveness model as technology, as the industries evolve with such a rhythm, such a dynamism. I think that in a single market that is based on so much mobility, but also in a Europe where people ask so strongly for a right to stay, for a right to a decent life in their communities, in their homes, the Quality Jobs Act is part of the response. But you've all said it and also I will say it on behalf of myself and the colleagues that work here. We start our work first looking at what's already present in European legislation.
We do perform very careful impact assessment and several types of analysis.
We do very thoroughly look into the consultations with our European social partners and beyond that all the other discussions that we have with stakeholders. We also have a mindset of being extremely focused on European added value in anything that we propose, flexibility for the specificities of our labor markets and economies, respect for, of course, the subsidiarity. Everything that you've mentioned here is already in our minds and anything that we will put on the table will reflect all these dimensions. But all this having been said, we do need to perceive our role as decision makers, the ones that need to make choices about a stronger Europe, a resilient Europe, and that is reflected also in the quality of jobs. It cannot be only about the saving and investments union.
It cannot be only about the EU Inc. It cannot be only about AI continent and investing in technology. It has to be also about skills and you know our work on skills. I won't get into that but I appreciate all of those who mentioned the importance of our work on skills in the context of quality jobs. It is absolutely true.
It has to be about technology-friendly, innovation-friendly union.
But in the end of the day, everything that we do must serve the people, all of the people, without discrimination, with transparency, with accountability. How to achieve that in a way that doesn't create burden for companies, especially for SMEs? How to achieve that together in a way that shows willingness on our side and European response, but also flexibility as I've mentioned for Member States? It is not an easy answer. But I think as the Fair Labour Mobility package has proved, as I have hoped demonstrated to many of you through our work on closing the 883 regulation, there is here on this side of the aisle a lot of willingness to listen, to be targeted, agile, to build a European response that is acceptable and practical and usable for each and every of our Member States, but still strong at European level.
This is what I want from the Quality Jobs Act. What people want: fair working conditions, fair wages, dignity at work, no matter that they are firefighters or nurses or workers in agriculture or truck drivers or engineers. And for all of those we need to be able to reflect those concerns in our initiatives and we cannot all the time simply send them back to the idea of, you know, we already have what is needed, nothing more is needed.
We need to build a choice and responses together, but carefully calibrated, strategic, and only where there is added value, of course. Thank you again for this debate.
Speaker 7
Go raibh maith agat, a Laszlo. Anois, now that we have completed our debate, I want to thank the 26 inputs. I think overall we have heard the need that any further action must be proportionate, it must be balanced, and it must be targeted. I think it's very clear that there needs to be a clear impact assessment to assess what added value any proposal or any act will bring. We have also noted that the member states support further ongoing engagement with our social partners and the emphasis on the national context.
So we look forward to working with the Commission in the days and weeks ahead in relation to the Quality Jobs Act. And I thank you for your input today. And with your agreement, can I conclude that the Council has held an exchange of views on the Quality Jobs Act, Social Europe at the Workplace, guided by the presidency note that has been set out in document 13885/26?
Speaker 1
That's agreed? All right, thank you, go raibh míle maith agaibh. Anois, bogfaimid ar aghaidh go dtí an chéad ábhar eile a thagann faoin teideal an Seimeastar Eorpach. Tar éis dún moltaí tír-shonracha 2026 a ghlacadh i mí Iúil, tá céim curtha chun cinn faoi thimthriall bliantúil an tSeimeastair faoi láthair againn. Is iad an Coiste Fostaíochta agus an Coiste Cosanta Sóisialta a dhéanann athbhreithniú ar an dul chun cinn atá déanta sa chomhthéacs seo i gcaitheamh na bliana le linn an chloigthe faireachais a bhíonn acu.
Ós rud é go measfaimid go mbeidh pacáiste an fhómhair ón gCoimisiún chugainn i mí na Samhna, rinne an dá choiste achoimre ar thorthaí chloigthe faireachais i mbliana 2026 sna príomhthorthaí a cuireadh síos i dteannta a chéile. Sna torthaí ríthábhachtacha seo, cuireadh ar ár súile dúinn na príomhthorthaí a bhaineann leis an bhfostaíocht agus leis an staid shóisialta san Aontas.
Leagtar amach iontu an dul chun cinn atá déanta i dtreo phríomhspriocanna an Aontais do 2030 agus i dtreo na spriocanna náisiúnta, agus léirítear tréachtaí agus dúshláin nach mór aird a thabhairt orthu ar fáil. Mar sin, leagtar béim sna príomhtheachtaireachtaí ón dá choiste is tábhachtaí a ndéantar cur síos orthu sna tuarascálacha bliantúla ar thaobh an Choiste Fostaíochta, is é sin an Monatóir ar Aimhrialtachtaí Fostaíochta, agus ar thaobh an Choiste Cosanta Sóisialta, is é sin an t-Aibhlíniú bliantúil ar mhonatóir ar aimhrialtachtaí fostaíochta. Thug an tUasal Mario, cuireadh ar Mario labhairt linn ar son an Choimisiúin. I ask Mario to address us on behalf of the Commission.
Speaker 40
Thank you very much, Minister, and as you said, in view of the autumn contribution, we first thank and then welcome the key messages prepared and received by the Employment Committee and the Social Protection Committee.
So starting with the Employment Committee key messages, there is an important role for action at the European level in promoting job quality across the Union. But it's clear, and we heard it also in the previous debate, that European legislation is only one part of the picture. Many of the policies that ultimately shape the quality of people's jobs, from skills to employment policies to social dialogue, are designed and implemented at the national level. This is precisely why and where the European Semester has an essential role to play by assessing together where progress is being made, where challenges persist, and where national policy responses may need to be strengthened.
More important in light of the link between the semester, the country specific recommendations and the national regional partnership plans. And for the same reason, particularly happy that since last year we have developed with the EMCO a monitoring framework on jobs quality which improves our evidence base for assessing job quality challenges within the European semester. Moving to the SPC key messages, I particularly welcome their contribution in the first year of implementing the EU anti-poverty strategy. The strategy provides the overall framework for strengthening our effort to tackle poverty and social exclusion, bringing together the different policy areas and actions needed to address this challenge. Particular attention must be paid to child poverty and even more particular to the transmission of disadvantage from one generation to the next.
Tackling child poverty is not only an essential social objective, it is also a long-term investment in human capital and productivity that brings in substantive economic benefits. The EMCO and the SPC key messages provide a very valuable basis for this work, helping to ensure that our analysis reflects the realities of national labour markets and social protection systems. Thank you.
Speaker 1
Go raibh maith agat, Mario. Agus anois, cuirim fáilte roimh chathaoirleach an choiste EMCO. Tosóimid leis an gcoiste fostaíochta agus cuirim fáilte roimh Ulrike Halm.
Ulrike Höll
Dear presidency, dear ministers, dear executive vice-president. I'm pleased to present EMCO's key messages on the 2024 annual employment performance report and employment performance monitor. Our assessment shows that the EU is approaching its 2030 employment target, but progress on skills remains too slow. Sustaining our competitiveness will increasingly depend on mobilizing untapped labor potential, not least women, and also on developing skills and improving the quality of jobs. In 2023, the EU employment rate reached a record 75.4%, bringing us close to our 78% target for 2030.
Seven member states have already exceeded their national targets. This is significant progress. But with the working-age population declining, further gains cannot be taken for granted. They will increasingly depend on removing the structural barriers that still prevent many people from entering and remaining in employment. On skills, the picture is more concerning.
The latest available data from 2022 show adult participation in learning at 46.6% against our 60% target for 2030.
Progress remains clearly insufficient. Without broader access to lifelong learning, persistent skills shortages will further constrain Europe's productivity. This brings me to an important development in this year's package: the integration of EMCO's updated job quality monitoring framework. Following EMCO's opinion presented to this Council in June 2025, the framework translates the policy dimensions of job quality into a common set of EU indicators, covering areas such as earnings, job security, working time, equal opportunities, and health and safety. And why does it matter?
Because record employment tells us only part of the story. We also need to understand whether the jobs people hold provide adequate earnings, security, and opportunities to develop their skills. In 2025, 8.3% of EU workers were still at risk of poverty. And half of those on temporary contracts held them involuntarily. These figures reveal persistent weaknesses behind Europe's strong overall employment performance.
And with a shrinking working-age population, improving working conditions is increasingly important to attract and to retain workers, support skills development, and extend working lives. The updated job quality monitoring framework allows us to look beyond EU averages and examine the substantial differences in job quality across Member States. It will provide a common basis for understanding the differences, discussing what policy response work, and while this also recognizing the diversity of national labor market models. EMCO remains committed to examining job quality throughout the European Semester. Thank you for your attention.
Speaker 7
Go raibh maith agat, Ulrike. Anois, gabhaim fáilte roimh Ulrike Neufang, Cathaoirleach Choiste na Cosanta Sóisialta, an tUasal Neufang.
Ulrike Neufang
Dear Presidency, dear Ministers, dear Executive Vice-President. I have the honor to share with you the key messages of this year's SPC's annual report for your endorsement. The EU's social situation has remained broadly stable, but stability should not be mistaken for sufficient progress.
Economic growth in 2023 was around 0.5 and the employment gains already have been mentioned by Ulrike. Also unemployment remains at historic low levels. Inflation eased compared with previous years and there was even some recovery in household's purchasing power. Yet financial distress remains high, especially for people on lower incomes and the social outlook remains vulnerable to geopolitical and inflationary shocks. In 2023, still 20.9% of population were at risk of poverty or social exclusion, which is a modest reduction of only half a million compared to 2022 and a total decrease of around 3.5 million since 2019.
This means that to meet the EU 2030 target, the number would now need to fall by at least 2.3 million per year, which is five times more than from last year to this year. And so the message is quite clear: stronger, sustained and more coordinated action is essential. The report confirms a mixed picture across Member States. There have been improvements in real incomes and in material and social deprivation in many countries. But these gains are counterbalanced by worrying signs: weak effectiveness of social transfers in reducing poverty and persistent challenges in the depth and persistence of poverty.
Speaker 43
Child poverty remains one of our greatest concerns and we focused this year on this.
Ulrike Neufang
The gap to the 2030 child poverty target remains unchanged. Tackling child poverty requires not only access to services, but also stronger income support for households, labour market activation for parents, and more effectiveness of child-related benefits. Housing affordability is an increasingly significant challenge, not only on the social side, with risks of housing exclusion and even homelessness, also including regional and territorial disparities, energy poverty, and all kinds of disadvantages faced by people in vulnerable situations. And that requires our continued attention. In this context, I would underline the importance of integrated anti-poverty strategies that reflect the multidimensional nature of poverty and follow a life-cycle approach.
The Committee remains committed to following up the forthcoming initiatives of the EU anti-poverty strategy. I would also emphasize that distributional impact assessment should be used more systematically, also in other policies, so that reforms do not unintentionally deepen poverty or inequalities.
Having said so, I'm looking ahead to the 2027 European Semester, and our committee reiterates that social situation in Europe requires an integrated approach across economic, fiscal, employment, and social policies and close cooperation between EPSCO and ECOFIN. The key message from the committee is simple: resilience has been demonstrated, but resilience alone is not enough. We have a serious about meeting the 2030 target, we now need a significant speed up of action to reduce poverty and social exclusion across the Union. Thank you for your attention.
Speaker 1
Go raibh maith agat, Ulrike, and thank you to both committees for their ongoing work. Does anybody wish to input? All right, buíochas mór le gach duine. I now ask you to agree the conclusion that the Council endorsed the key messages of the Employment Committee and the Social Protection Committee as set out in documents 13806/26 and 13807/26. Has everybody agreed?
All right. Bogaimid ar aghaidh anois go dtí aon ghnó eile.
We now move to any other business. A chomhghleacaithe, bhain an chéad ábhar ar an gclár ag EPSCO tráthnóna leis na himeachtaí ag rí-uachtaránacht na hÉireann sna réimsí sóisialta agus fostaíochta. Fuair sibh nóta ina bhfuil eolas mionsonraithe faoi na himeachtaí sin. Ba mhaith liom mar sin de an deis a thapú ar chúpla ceann díobh go háirithe. Cruinniú neamhfhoirmiúil na n-airí i mBaile Átha Cliath ar an gcúigiú lá agus an séú lá de mhí Iúil, mar shampla, ar tháinig trí phríomhthachtaireacht uaidh.
An chéad cheann, an chéad dushlán, tá rochtain ar sheirbhísí sóisialta agus tacaíocht ioncaim ríthábhachtach chun deireadh a chur le timthriall na bochtaineachta. Ar an dara dul síos, le rialachas soiléir comhordaithe, is féidir cur i bhfeidhm craobhach chun ardchaighdeán saothair a chuimhneamh agus chun tacú leis an iomaíochas agus leis an táirgiúlacht.
Comhairle na hEorpa, Comhairle na nAirí, an tAontas Eorpach. Ar an dtaobh thall de sin, le linn na hUachtaránachta, bhí an-chuid oibre á dhéanamh againn. Is féidir linn a bheith an-bhródúil as an méid atá bainte amach againn. Táimid tar éis a bheith ag obair go dian chun an tAontas Eorpach a neartú agus chun tacú leis an ngeilleagar agus leis an tsochaí. Agus ar deireadh, is gá an bhéim a chur ar an bhfostaíocht atá ann i gcás daoine faoi mhíchumas, a laghdú trí acmhainní a chur ar fáil dóibh.
Táimid ag tnúth le tacaíocht phraiticiúil le haghaidh fostóirí agus páirtithe sóisialta maidir leis an margadh saothair a bheith ann. Labhróidh mé go hachomair anois faoi na cruinnithe neamhfhoirmiúla a bhí ag an gCoiste Fostaíochta agus ag an gCoiste Cosanta Sóisialta. Sa chéad chruinniú, d'éirigh linn plé a dhéanamh ar fhostaíocht ardcháilíochta. Chuir muid béim ar an tábhacht a bhaineann le scileanna a fhorbairt agus le cáilíocht fostaíochta agus scrúdú na rannpháirtíochta sa mhargadh saothair. Sa chruinniú neamhfhoirmiúil den Choiste Cosanta Sóisialta, d'éirigh linn straitéis an Aontais i leith na mbochtanas, le béim ar leith ar na hEorpaigh i leith na mbochtanas, agus athbhreithniú ar rannpháirtíocht na n-óg sa mhargadh saothair.
Is gá an t-eolas is fearr a fháil as an mbochtanas.
I mbeart tábhachtach eile sa réimse sóisialta, bhí cruinniú na n-ard-oifigigh faoin reachtaíocht Eorpach do lannaí a bhí ar siúl i mBaile Átha Cliath. D'éirigh na cruinnithe sin ar chosc agus idirghabháil luath mar mhodhanna barthábhachtacha chun tacaíocht a thabhairt do lannaí agus teaghlaigh agus tugadh an deis do bhallstáit a dtaithí agus a dteacht d'ailt a roinnt. An bhfuil éinne ag iarraidh caint faoi aon de na hábhair sin? Níl. All right, so I can conclude that the Council has taken note of the information provided by the Presidency.
All right, bogaimid arís anois go dtí an cruinniú mullaigh sóisialta trípháirteach a tharla an tseachtain seo caite. Mar is eol daoibh, reachtáiltear an t-imeacht seo dhá uair sa bhliain, roimh seisiún den Chomhairle Eorpach i mí na Márta agus i mí Dheireadh Fómhair. Is fóram é inar féidir leis na hinstitiúidí Eorpacha agus na comhpháirtithe sóisialta Eorpacha a dtuairimí a chur i láthair agus déanann uachtarán na Comhairle Eorpaí, an tUasal Antonio Costa, agus uachtarán an Choimisiúin, Ursula von der Leyen.
Tionóladh an Triú Cruinniú Mullaigh Sóisialta Trípháirteach, searmanas an-chomhluadarach de dheireadh fómhair faoin teideal "An Eoraip a chur chun cinn". Bhí an plé dírithe ar ról an chreata airgeadais ilbhliantúil nua, chomh maith le ról an mhargaidh aonair maidir leis an iomaíochas a neartú agus poist ardcháilíochta a chruthú. Rinne an t-uachtarán ar son na hÉireann, an Taoiseach Micheál Martin, agus an tAire Fostaíochta, an tUasal Alan Dillon. Go deimhin, i dtimpeallacht dhúshlánach gheopholaitiúil an lae atá inniu ann, tá sé ríthábhachtach iomaíochas an Aontais a neartú mar táimid chun a chinntiú go mbeidh rath ar an Eoraip san am atá romhainn. Agus chun é sin a dhéanamh, ní mór dúinn ár dtreo Eorpach ar leith a chosaint féin, ar sábháil sóisialta, ar luachanna, agus an cháilíocht saoil atá mar bhunfhabhal.
Tá ról ríthábhachtach ag an idirphlé sóisialta sa phróiseas sin, mar a aithníodh mar línte an phlé i gCruinniú Mullaigh Sóisialta Trípháirteach ag an tSeachtain seo caite.
Tá dearcadh agus saineolas na gcomhpháirtithe sóisialta i gcroílár na samhla sóisialta Eorpaí, agus tá siad thar a bheith tábhachtach chun beartas eacnamaíoch a mhúnlú le go mbeidh an Eoraip fós iomaíoch, agus i bhfad níos daingne i gcónaí ina luachanna sóisialta. Mario, an bhfuil aon rud le rá agat ag an bpointe seo?
Speaker 40
Thank you very much, Minister. Very briefly, as you said, it was held last week at the highest possible level, your Minister of Employment, the Taoiseach, Costa, President von der Leyen, and the EVP, the EVP Dombrovskis, and the eight in the room. The two themes matter a lot because one theme was the Multiannual Financial Framework and in particular the support the Multiannual Financial Framework can give to the social dimension of Europe, and the other theme was the single market. I would say that on both areas the debate was very lively and intense. It lasted more than the usual couple of hours, it went to two and a half hours.
On the first one, clear support emerged on both sides of the table, on the three sides of the table if you prefer, so social partners and us, to safeguard and protect the social dimension of the EU budget. And on the single market, also the discussions were very constructive with a particular focus on how to strengthen Europe competitiveness while ensuring quality jobs, what we have just been talking about. All parties agreed that social legislation must be protected and the social legislation cannot be seen as administrative gold plating. Thank you.
Speaker 1
Thank you, Mario. I'm told it was a very lively and passionate debate. Now, does anybody wish to input? Alright, at this point I can conclude that the Council has been informed by the presidency and by the Tripartite Social Summit on the basis of document ST 14289. Thank you.
Anois, bogaimid ar aghaidh go dtí an píosa deireanach den lá seo. Coláiste, lánfhostaíocht arís go dtí Mario arís, i láthair tuarascáil bliantúil 2024 ar dhul chun cinn maidir le simpliú, cur chun feidhme agus forfheidhmiú an t-Aontas Eorpach eile déanaí agus a bhaineann le réimsí beartas, na gcearta sóisialta agus na scileanna sna poist ardcháilíochta agus oiliúna.
Toshe antovtokt eg bonsh le tarhi na turshgola sho dar gosbori korinshe. Dogin shi tishgint on lokwardun ar an gwi ar fejer an tolok rir ai ar kwijiki an entus alaidu. Karkon faimu agus fur faimu ar nartu agus dol kon kin a yeniv mashur lish nus prokena kwitchena to agin kongamemish an forbot shkillena a osu agus kyarta shialta a khosant. Mario tonarlar titch.
Speaker 40
Thank you very much, Minister, again, and as we know, enhancing Euro competitiveness and creating employment opportunities require better access to skilled labor, to better regulation, but also and very importantly, to simpler rules. The Commission, the whole of the Commission, the Executive Vice-President, DG Employment, myself, we are all formally committed to this simplification agenda, which reduces unnecessary administrative burdens and safeguards at the same time our high social standards and protects workers' rights.
The annual progress report signed by the EVP on simplification, implementation and enforcement demonstrates the efforts undertaken in this direction. I welcome very much, the EVP welcomes very much the agreement on social security coordination and on the e-declaration, which will also help reducing compliance costs for the declaration of posting of workers while preserving the high standard of protection of workers' rights. And at the same time, with the Fair Labour Mobility package adopted in September, we also aim to further advancing the simplification effort and strengthening enforcement and workers' rights protection. Thank you.
Speaker 1
Go raibh maith agat, Mario, agus míle buíochas duitse agus do do chomhghleacaithe as an obair agus as an gcomhoibriú leis an Uachtaránacht go dtí an pointe seo. I wish now to conclude that the Commission has informed the Council about the annual progress report on simplification, implementation and the enforcement in social rights and skills, quality jobs and preparedness.
Before I conclude the meeting, I'd like that the cameras be switched off.
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