What's new

July 2018

  1. Work on Digital Labour Platforms in Ukraine: Issues and Policy Perspectives

    27 July 2018

  2. Collective Agreements: Extending Labour Protection

    04 July 2018

    This volume examines the extension of collective agreements and its use as a policy tool to expand the coverage of labour protection, and shore up collective bargaining.

June 2018

  1. Multi-employer collective bargaining in South Africa

    12 June 2018

    In South Africa, collective bargaining operates at multiple levels. The main distinction to draw is between single-employer bargaining and multi-employer bargaining.

April 2018

  1. © Carsten ten Brink 2018

    More than 60 per cent of the world’s employed population are in the informal economy

    30 April 2018

    A new ILO report shows that 2 billion people work informally, most of them in emerging and developing countries. The majority lack social protection, rights at work and decent working conditions.

  2. On-call work in the Netherlands: trends, impact, and policy solutions

    23 April 2018

    Flexible work has steadily increased in the Dutch labour market and on-call employment represents the fastest growing group. Although on-call work is both the largest and the least institutionally regulated form of flexible employment, little is known on its developments and impacts.

  3. On-call and related forms of casual work in New Zealand and Australia

    23 April 2018

  4. Zero-Hours Work in the United Kingdom

    06 April 2018

  5. Conceptualizing the role of intermediaries in formalizing domestic work

    04 April 2018

March 2018

  1. Organizing On-Demand: Representation, Voice, and Collective Bargaining in the Gig Economy

    29 March 2018

  2. Grievance handling

    19 March 2018

    Workers have rights and entitlements that are established in laws, employment contracts, collective agreements and workplace rules, as well as in custom and practice (the way things are normally done – and have been done for a long time – in a particular workplace, industry or occupation). We say that workers have a grievance when they believe that some aspect of these is not being respected by their employer. Grievances are usually described as ‘individual’ when only one worker is involved and ‘collective’ when a group of workers all believe they are suffering from the same breach of the rules. Grievances relate to addressing infringements of existing rights and entitlements, from bullying or harassment, to underpayment of wages, refusal to grant rest periods, weekly rest days or public holidays, discrimination or underpayment of bonuses or other entitlements.