No
Yes
Works councils or similar institutions do not exist or are exceptional
Single-channel works councils, union-based representation, no legal provisions for representation
Split-channel works councils, employee elected works councils mandatory whith no union representation, based on law
Dual-channel works councils, union dominated representation, elected, based on law or national agreement
Single-channel works councils, union-based representation, elected by union members, based on law or national agreement
Information and consultation rights (without judicial redress)
Economic and social rights, consultation (advice, with possibility of judicial redress)
Economic and social rights, including codetermination on some issues (e.g., mergers, take-overs, restructuring, etc)
Does not apply; works councils or similar institutions do not exist or are exceptional
Works councils formally barred
Works councils formally barred but negotiate informally
Works councils formally negotiate if no union is present
Works councils formally negotiate alongside unions
No works council or similar institutions of employee representation confronting management exist or they are exceptional
Works councils are voluntary, i.e. even where they are mandated by law, there are no legal sanctions for non-observance
Mandatory existence and rights of works council or structure for employee representation within firms or establishments
0 - No power over local and workplace branches
1 - Total control over local and workplace branches
No specific mechanism identified
Government sets signals (public sector wages, minimum wage)
Pattern bargaining
Intra-associational (informal centralisation)
Inter-associational by peak associations
Government sponsored bargaining (this includes pacts)
Government imposed bargaining (incl. Statutory controls in lieu of bargaining)
No permanent council
Council with various societal interest representatives, including unions and employers, but also other groups
Tripartite council with representation from trade unions, employers associations, independent or government representati
Weak, or none
Medium (only one side, no joint institutions)
Strong institutions (both employers and unions, some joint institutions)
Yes, with major restrictions (e.g. monopoly union, compulsory arbitration, major groups excluded)
Yes, with minor restrictions (e.g. recognized union, balloting, proportionality, respect of peace obligation)
Yes, with major restrictions (e.g. monopoly union, compulsory arbitration or conciliation, major groups excluded)
Yes, with minor restrictions (e.g. recognized union, balloting, proportionality, only military, as per ILO convention)
No concertation, involvement is rare or absent
Partial concertation, irregular and infrequent involvement
Full concertation, regular and frequent involvement
Yes, with major restrictions (e.g. monopoly union, government authorization, major groups excluded)
Yes, with minor restrictions (e.g. registration, thresholds)
Yes, with minor restrictions (e.g. registration, thresholds, only military, as per ILO convention)
Yes, with major restrictions (e.g. monopoly union, prior authorization, major groups excluded)
Yes, with minor restrictions (e.g. recognition procedures, workplace elections, thresholds)
Yes, with minor restrictions (e.g. recognition procedures, thresholds, only military, as per ILO convention)
No additional enterprise bargaining on wages
Additional enterprise bargaining on wages is rare even in large firms
Additional enterprise bargaining on wages occurs only in large firms
Additional enterprise bargaining on wages is common
No peace obligation or peace clause
No peace obligation but peace clauses are common
Strike may not be called over agreement terms while agreement is in force
No pact
Tax-based incomes policy
Regulatory or reform pact
Neither category, unknown or symbolic
No pact or agreement
Pact is negotiated by government, all (mainstream) union confederations and employers peak associations
Pact is negotiated without major (mainstream) union(s)
Pact is negotiated without major (mainstream) employers association(s)
Pact is negotiated between unions and employers, but with heavy involvement of the government in negotiations
Agreement is negotiated between unions and employers, but implemented through legislation (or prepared for legislation)
Agreement is negotiated between unions and employers and implemented without government involvement (autonom agreement)
Two pacts in same year
Narrow pacts, dealing with one issue and not extending into lower-level (firm or public administration) decision making
Broad pacts, dealing with several issues
Pact is declaratory or symbolic e.g. declares that henceforth concertation shall apply, etc
Agreements contain no opening clauses
Agreements contain crisis-related opening clauses, defined as temporary change of contractual provisions, under hardship
Non-wage opening clause: allowing the renegotiation of contractual non-wage issues from sectoral agreement at enterprise level
Wage opening clause: allowing the renegotiation of contractual wage issues from sectoral agreement at enterprise level
Does not apply
No statutory minimum wage, no sectoral or national agreements
Minimum wages are set by (sectoral) collective agreement or tripartite wage boards in (some) sectors
Minimum wages are set by national agreement (autonomous agreement) between unions and employers
National minimum wage is set by agreement (as in 1 or 2) but extended and made binding by law or Ministerial decree
National minimum wage is set through tripartite negotiations
National minimum wage is set by government, but after (non-binding) tripartite consultations
Minimum wage set by judges or expert committee, as in award-system
Minimum wage is set by government but government is bound by fixed rule (index- based minimum wage)
Minimum wage is set by government but government is based on rule or target with discretionary power for government
Minimum wage is set by government, without fixed rule
No statutory minimum wage
Statutory minimum wage in some sectors (occupations, regions/states) only
Statutory national (cross-sectoral or inter-occupational) minimum wage exists
Local or company level
Intermediate or alternating btw sector and company level
Sector or industry level
Intermediate or alternating btw central and industry level
Central or cross-industry level
No conflict
Moderate conflict
Sharp conflict
use of index clauses is rare or forbidden
(most or many) collective agreements contain index clauses.
No government intervention in wage bargaining
Government provides an institutional framework of consultation and information exchange
Government influences wage bargaining indirectly
The government participates directly in wage bargaining
The government imposes private sector wage settlements, places a ceiling on bargaining outcomes or suspends bargaining
Strict favourability: lower level agreements can only offer more favourable terms
Mild favourability: favourability, but derogation is possible
Undefined favourability: favourability is not regulated by law
Inversed favourability: terms in lower level agreements take precedence
Does not apply, single level bargaining
no conflict, routine cooperation (joint bargaining and representation)
moderate conflict and limited competition (occasional separate bargaining)
sharp conflict and competition for members and influence (separate bargaining)
There are neither legal provisions for mandatory extension, nor is there a functional equivalent
Extension is exceptional, used in some industries only, because of absence of sector agreements, very high thresholds
Extension is used in many industries, but with thresholds and Ministers candecide not to extend agreements
Extension is virtually automatic and more or less general (including enlargement)
No or very rare
Yes, voluntarily
Yes, obligatory
Fragmented wage bargaining
Some coordination of wage setting based on pattern setting
Procedural negotiation guidelines
Non-binding wage norms and/or guidelines
Binding maximum or minimum wage rates/increases
0 - No concentration at union level
1 - Full concentration at union level
0 - No concentration at confederal level
1 -Full concentration at confederal level
Enterprise (company)
Sectoral and company
Sectoral
Cross-sectoral and company
Cross-sectoral, sectoral and company
Cross-sectoral and sectoral
Cross-sectoral
Yes, voluntary and frequently
0 - No power at confederal level
1 - All power at confederal level
Disarticulated bargaining
Partially articulated bargaining
Articulated bargaining
Does not apply (level = 1)
industry
occupation (status, education, skills)
industry and occupation (status, education, skills)
industry, occupation and general
enterprises (companies)
varying (differs per confederation and sector)