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Employee Rights and Labour Relations in Central and Eastern Europe


  • Katarzyna Skorupinska


Transformation of economies in Central and Eastern Europe countries has not been accompanied by sufficient guarantees for social dimension. Following that, the economic recession has particularly badly affected these countries. However, well-functioning social dialogue and regulated labour relations with well developed employee rights are the very bases of social guarantees. The analysis carried out in this paper leads to a conclusion that employee representation in workplaces in Central and Eastern Europe is still trade unions’ domain, in spite of the 2002 Directive’s implementation and (in general) dual system of worker representation in these countries. Initially, trade unions were afraid of the competition from works councils. With the passing of time, they toned down their inimical attitude towards these institutions. However, employees have not completely accepted the new form of worker participation yet and the number of works councils in these countries is still relatively small.

Suggested Citation

  • Katarzyna Skorupinska, 2010. "Employee Rights and Labour Relations in Central and Eastern Europe," Journal of Global Economy, Research Centre for Social Sciences,Mumbai, India, vol. 6(5), pages 343-356, December.
  • Handle: RePEc:jge:journl:652

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    More about this item


    Europe; Labour; Employees' rights; discrimination;

    JEL classification:

    • O52 - Economic Development, Innovation, Technological Change, and Growth - - Economywide Country Studies - - - Europe
    • J0 - Labor and Demographic Economics - - General
    • J3 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs
    • J4 - Labor and Demographic Economics - - Particular Labor Markets
    • J8 - Labor and Demographic Economics - - Labor Standards


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