Ensuring more transparent and predictable working conditions

26-08-2019

An employer's obligation to inform employees of the conditions applicable to their contracts is regulated by Directive 91/533/EEC. Major shifts in the labour market due to demographic trends and digitalisation, spawning a growing number of non-standard employment relationships, have made it necessary to revise this directive. The European Commission therefore came forward with a proposal for a directive aimed at updating and extending the information on employment-related obligations and working conditions, and at creating new minimum standards for all employed workers, including those on atypical contracts. In the European Parliament, the Committee for Employment and Social Affairs (EMPL) considered the proposal and adopted a report focusing in particular on the scope, on employees' working hours, on the conditions for making information available to them, and on employers' responsibilities. Following trilogue negotiations, the European Parliament and the Council reached an agreement on the content of the draft legislation. The final act was signed on 20 June 2019 and published in the Official Journal on 11 July 2019. Member States have until 1 August 2022 to take the necessary measures to comply with the new directive. Third edition. The ‘EU Legislation in Progress’ briefings are updated at key stages throughout the legislative procedure.

An employer's obligation to inform employees of the conditions applicable to their contracts is regulated by Directive 91/533/EEC. Major shifts in the labour market due to demographic trends and digitalisation, spawning a growing number of non-standard employment relationships, have made it necessary to revise this directive. The European Commission therefore came forward with a proposal for a directive aimed at updating and extending the information on employment-related obligations and working conditions, and at creating new minimum standards for all employed workers, including those on atypical contracts. In the European Parliament, the Committee for Employment and Social Affairs (EMPL) considered the proposal and adopted a report focusing in particular on the scope, on employees' working hours, on the conditions for making information available to them, and on employers' responsibilities. Following trilogue negotiations, the European Parliament and the Council reached an agreement on the content of the draft legislation. The final act was signed on 20 June 2019 and published in the Official Journal on 11 July 2019. Member States have until 1 August 2022 to take the necessary measures to comply with the new directive. Third edition. The ‘EU Legislation in Progress’ briefings are updated at key stages throughout the legislative procedure.