Employment and Industrial Relations in The Hotels and Restaurants Sector

Employment and industrial relations in
the hotels and restaurants sector
Introduction
Main drivers of change
Impact of the crisis on the sector
Views of the social partners on social and economic trends
Characteristics of employment and working conditions
Industrial relations in the sector
Contribution of social dialogue to addressing challenges in the sector
Commentary
References
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Thehotelsandrestaurantsindustry(Horeca)isalabourintensivesector,dominatedbysmall
businessesandcharacterisedbylowlevelsofaffiliationtoemployerorganisationsandtrade
unions.Workingconditionsinthesectorcanbeverydifferentfromthoseinotherservice
industries.Thisreportdescribesandanalysesthemainchallengesfacingthesector,suchasthe
impactofthecrisisonemployment,undeclaredwork,employmentofyoungworkers,seasonal
workandworkinghours,qualificationsandskillsdevelopment,andhealthandsafetyatwork.
Thestudyexploresthestateofsocialdialogueinthesector,highlightingthecontributionofthe
socialpartnerstoaddressingthecurrentchallenges.Basedoncontributionsfromthenational
centresoftheEuropeanIndustrialRelationsObservatory(EIRO),thestudycoversthesector
acrossEU27countriesandNorway.
Introduction
ThisreportontheHorecasectorincludesinitsanalysiscateringservices,hotels,restaurants,
cafs,canteens,shortstayaccommodationandsimilarestablishments.Itisasectorlargely
dominatedbysmallandmediumsizedbusinesses(SMEs).Thehospitalityindustryisvery
labourintensive,whichmeansthatgrowthhasastrongimpactonemployment.Hotelsand
restaurantsaremajoremployersofyoungpeopleandtherearemorewomenthanmenworking
inthesector.Largenumbersofseasonalworkersarehiredinadditiontopermanentstaffduring
peakperiods(EuropeanCommission,2003).
Withregardtoworkingconditions,theEuropeanWorkingConditionsSurvey2005,Asector
perspectiveonworkingconditions,confirmssomefindingsfrompreviousstudies.Forexample,
thesectorisrelativelyyoungandischaracterisedbyshorterthanaverageperiodsofjob
stability.Ingeneral,lowerlevelsofformaleducationarealsomorecommoninthehoteland
restaurantsectorthaninthewholeeconomy.Thesectorisnotamongthosewithamore
unfavorablephysicalenvironment.However,someoccupationsreportconsiderablelevelsof
ergonomicrisk.Andasfarasworkingtimeisconcerned,workersaremorelikelytoworknon
standardhours.However,overallthetotalweeklyworkinghourshavebeenreduced.
TourismactivityisanessentialcharacteristicoftheHorecasector,whichcontributestothe
creationofjobsandeconomicgrowth.Therefore,tourismpolicydevelopmentsarerelevantfor
thesector.InaCommunicationadoptedin2003,theEuropeanCommissioncalledforanEU
widedrivetoenhancetheeconomic,socialandenvironmentalsustainabilityofEuropean
tourism.
Fivekeyissueswereidentifiedtoensuresustainabilityandcompetitivenessofthesector:
information,training,quality,sustainabledevelopmentandnewtechnologies.
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WyattvilleRoad,Loughlinstown,Dublin18,Ireland.Tel:(+3531)2043100Fax:2824209/2826456
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ThelatestCommissioncommunicationonthetourismsector,Europe,theworld'sNo1tourist
destinationanewpoliticalframeworkfortourisminEurope,hastheobjectiveofmaintaining
Europeastheworldstoptouristdestination.
Accordingtothiscommunication,therapidlychangingworldwideeconomyimpactsonthe
tourismsector,bypromptingchangesintouristbehaviourandtheoriginofmarkets.
Consideringchallengessuchasseasonalityandanageingpopulation,theCommissiondocument
outlinesapolicythataimstosupportthisessentialsectoroftheEuropeaneconomy.Itproposes
initiativestopromotethesectorscompetitiveness,itssustainableandqualitybased
developmentandthevisibilityofEuropeasanoutstandingtouristdestination.TheCommission
believessocialpartnerorganisationshaveanimportantroletoplayinshapingtheattractiveness
ofthesectorasasourceofemployment,aswellasintacklingsomeofthechallengesofthe
sector:flexibleworkingtimeandcontracts,undeclaredwork,trainingandhealthissuesamong
others.Withtherecenteconomiccrisis,newissuesbecamerelevant,suchastheaccessof
youngpeopletothesectorbecauseofnegativegrowthobservedintourismduringthefirst
yearsofthecrisis,especiallyinCentral,EasternandNorthernEurope,asshowninaFebruary
2010EuropeanCommissionreportontheimpactoftheeconomiccrisisonkeysectorsofthe
EU.
Aim of the study
ThemainobjectiveofthisComparativeAnalyticalReport(CAR)istogatheruptodate
informationandanalysetheevolutionofemploymentandindustrialrelationsinthehotel,
restaurantandcateringsectorinthe27EUMemberStatesandNorway.Withinthisframework,
thereportaimstoidentifythecontributionofemployersandtradeunionstoaddressthemain
challengesofthesector.
Theobjectivesofthisstudyareto:
gatherinformationonthelevelsofemploymentandotherrelevantindicatorson
employmentintheHorecasector;
obtainapictureofthemainchallengeswithregardtosomerelevantworkingand
employmentconditionsinthesector;
maptheindustrialrelationslandscapeintheHorecasector:relevantsocialpartner
organisations,collectivebargaining,industrialactionandbipartite/tripartitestructures;
describethecontributionofsocialpartnersinaddressingchallengesinthesectorwithregard
toemploymentandworkingconditions.
Thesector,ascoveredbythisreport,compriseshotelsandothershortstayaccommodation,
restaurants,cafs,bars,cateringandcanteens.WithregardtotheNACEstatisticalclassification
ofactivities,NACErev.2classes5556(mainlyequivalenttoNACErev.1.1class55)mostclosely
EuropeanFoundationfortheImprovementofLivingandWorkingConditions,2012
3
coverthesector,includinghotelsandaccommodation,restaurants,catering,cafs,canteens,
shortstayaccommodationandsimilarestablishments.
Table 1: NACE codes included in the Horeca sector
Section I Accommodation and food service activities
NACE division Group
55 Accommodation
55 1 Hotelsandsimilaraccommodation
55 2 Holidayandothershortstay
accommodation
55 3 Campinggrounds,recreational
vehicleparksandtrailerparks
55 9 Otheraccommodation
56 Food and beverage service activities
56 1 Restaurantsandmobilefood
serviceactivities
56 2 Eventcateringandotherfood
serviceactivities
56 29 Otherfoodserviceactivities
56 3 Beverageservingactivities
56 1 Restaurantsandmobilefood
serviceactivities
ThisreportisbasedoncontributionsprovidedbythenationalcentresoftheEuropeanIndustrial
RelationsObservatory(EIRO)network.ItincludescontributionsfromAustria,Belgium,Bulgaria,
Cyprus,theCzechRepublic,Denmark,Estonia,Germany,Greece,Finland,France,Hungary,
Ireland,Italy,Latvia,Lithuania,Luxembourg,Malta,theNetherlands,Poland,Portugal,Romania,
Slovakia,Slovenia,Spain,Sweden,theUKandNorway.Inordertocomplementthenational
contributions,insomeareasEUlevelinformationfromvarioussourceshasalsobeenanalysed.
4
Sectoral context
TheHorecasectorcanbedividedintothreesubsectors,namely:
hotelsandothershortstayaccommodation;
restaurants,barsandcafs;
cateringandcanteens.
SubsectorsoftheHorecasector,mostnotablyhotelsandrestaurants,arecloselylinkedtothe
tourismsector,constitutingover70%oftheEUtouristsector,whileothersubsectorslike
canteensandcateringdonothavesuchastronglinktothedynamicsofthetouristindustry.
Therefore,manyhotelsandrestaurantsarehighlyseasonal,withsummerbeingthepeak
season.Anothercharacteristicofthesectoristhatitisverysensitivetobusinesscyclesandto
politicalevents.
Main drivers of change

Ina2009EuropeanCommissionstudyoneconomicactivitiesintheEU,theageingpopulation,
changinglifestyle,thegrowinguseofICTandeconomicdevelopmentandglobalisationwere
identifiedasthemaindriversofchangeinthesector.
RegardingtheageingpopulationthestudyreferstostatisticsfromEurostat(2008)suggesting
thattheshareofpeopleaged65orolderwillrisefrom17%in2000to28%in2040.This
demographicchangemaymakeithardertorecruitemployeesfortheHorecasectorasthe
workforcetendstoberelativelyyoung.
Theattractivenessofthesectorhasbeenanissueforalongtimeandtheimageofjobsmaybe
problematic.Toattractworkersthesectormighthavetochangeitsimageintermsofproviding
professionaljobsratherthansidejobs,andgivingmorecareeropportunities.Inthisregard,in
somecountriessuchasAustria,theNetherlands,theUKandFrance,labourshortagesdueto
theunattractivenessoftheHorecasectorhavebeenreported.Inthesecountriesthereare
somedifficultiesrecruitingmotivatedandqualifiedworkers,particularlyamongyoungpeople.
Changinglifestylesalsohasanimpactonthesector,forexampleinthefieldofhealthservices,
sports,ruraltourismanddevelopmentsinworkingpatternsandtheeconomy.IntheUKthere
hasbeenexpansioninlargerestaurantchainsandtakeawayestablishments,relatedtoafallin
disposableincomethathaschangedconsumerbehaviour,asshownina2008reportbythe
sectorskillscouncilPeople1st.
ThegrowinguseofICToffersadvantagestobothprovidersandconsumers.Advertisementson
websitesarelikelytobeseenbyalargerclientele.Consumerscanalsochoosebetweenabroad
rangeofoffersasinformationiseasilyaccessibleintheinternet,includingpersonalreviews
abouthotelsandrestaurantsfromothercustomers.
5
Economicdriversofchangeinclude,mostnotably,thefinancialcrisisandglobalisation.
GlobalisationhasabigimpactontheHorecasectorastheopeningofmarketsenablesproviders
toreachmorecustomers,facilitateslabourmigrationandincreasescompetitionbetween
providersonalargerscale.
Allthedriversmentioned(ageing,attractivenessofthesectorasanemployer,changinglife
styles,newtechnologiesandglobalisation)arehavinganimpactontheHorecasectoracross
Europeandimplyaneedforaqualifiedworkforcewithupdatedskills,ensuringahighstandard
intermsofcompetitiveness.
Impact of the crisis on the sector

ThehotelandrestaurantsectorisimportantfortheEuropeaneconomyduetothelarge
numberofenterprisesandtheirhighlevelofemployment.
Thenumberofenterprisesincreasedsteadilybetween1999(1.36millioninEU25)and2003
(1.55forthesamearea).FortheEU27,thenumbercontinuedtogrowupto2006,reaching1.68
million.AccordingtoEurostatdata,thenumberofenterprisesremainedquitestableduringthe
firstthreeyearsoftheeconomiccrisis,between2007and2009(1.72millionin2007(NACE
1.1)),slippingbackto1.70millionin2008andupagainto1.75millionin2009(NACERev.2).
Theincreaseinthenumberofenterprisesbetween1999and2006ispartlyduetothe
enlargementoftheEuropeanUnioninthisperiod.Howeverthispositivetrendchangedwiththe
economiccrisis.Asmentionedbefore,inmostEuropeancountriestheHorecasectorisstrongly
linkedtotouristactivity.AccordingtoaEurostatreportfromJune2011(133KbPDF),thetourist
accommodationsectorwasoneofthemostseverelyaffectedsectorsinthetouristindustry
between2008and2009.Itstartedtorecoverin2010.
Theinformationincludedinthenationalcontributionsforthisreportshowthatthecrisishas
hadastrongimpactontheeconomicactivityintheentireHorecasectorintheEastern
Europeancountries,especiallyintheBalticstates.Thesecountrieshavearecenthistoryof
growingtourismactivity,particularlyhelpedbyvisitorsfromabroad.Howeverthereare
examplesofanewdownwardtrend.
InHungary,accordingtoa2011reportbyColliersInternational(69KbPDF),whilenewhotels
havebeenbuilt,thereisevidenceofrelativelyloweroccupancy,whichcouldinthefuturelead
tostrongpricecompetition.Companieshavealsoceasedtradingatahighrate.
StatisticsfromLatvia(CSB)showthatbeforethecrisisthesectorshowedapositivetrendinthe
numberofundertakings,turnoverandemployment.However,becauseofthecrisis,2009
broughtasharpdeclineinthementionedindicatorsasaconsequenceofthereductionin
tourismactivity.
6
InRomania(Bucharest,TheNationalInstituteforStatistics,INS,InstitutulNaionaldeStatistic,
Bucureti,2011),2009broughtalongadownturnonbothgrossaddedvalueandturnoverfor
thecompaniesinthesectorlosingonefifthofthepreviousyearsturnover.IntheRomanian
accommodationsubsector,therateofoccupancydroppedfrom35%in2008to28.4%in2009
andthisdownwardtrendcontinuedin2010.
Accordingtotheirnationalstatistics,TheCzechRepublic(CzechStatisticalOffice),Lithuania
(LithuanianStatistics)andSlovenia(StatisticsOfficeofSlovenia),alsoexperiencedadownturn
afterseveralyearsofpositivedevelopmentsinthehotelsandrestaurantsector.
WithregardtocountriesfromotherareasintheEuropeanUnion,thegeneralpicturesuggestsa
downturnin2009,followedbyarecoveryinvariousindicatorsin2010or2011.Thisisthecase,
forexample,inGermany(DEHOGA),France(CPIH),Spain(IET),Portugal(WTTCTravel&Tourism
2011EconomicImpact2011)andItaly.
Insomecountriesthecrisisdidnothaveasignificantimpact,atleastbefore2011.InAustriathe
impactofthecrisisonthetouristindustrywasnotasextremeasfearedintermsofdeclinein
overnightstaysandemployment,accordingtoStatisticsAustria.
Againsttheoveralltrendinthesector,someregionalorsubsectoraldifferenceswerereported
innationalcontributions.Itseemsthatinsomecountries,forexampletheUKandNorway,the
crisishadabiggerimpactonsmallhotelandrestaurantestablishments,whereasthebigger
companiescopedbetterwiththesituation,asreportedbyPeople1stin2008andtheNorwegian
HospitalityAssociationin2009.
InSpain, theMinistryofIndustry,EnergyandTourismreportedthathotelsrecordedanincrease
of2.7%inannualturnoverin2010,whereasrestaurants,barsandcafsrecordedanannual
dropof3.5%.
InLatvia,thecrisishitaccommodationactivitiesharderthanfoodandbeverageservicesin
2009,witha12%dropinundertakingscomparedtoa2%fall,accordingtotheCentralStatistical
Bureau(CSB).
Finally,inSweden,StatisticsSweden(Sco)showedthatbetween2008and2009theeconomic
turnoverofhotelsandcampingdroppedcomparedtopreviousyears,whilerestaurants
experiencednosignificantchange.
Thedeclineofeconomicactivityinthesectorledtocutsinemploymentatthebeginningofthe
crisisinanumberofcountries.However,insome(e.g.Italy,Romania,PolandandtheCzech
Republic),thereductioninthesectorsactivityduetofewervisitorsdidnothaveastrong
impactonemploymentlevelsfortheperiod20082010andtheycontinuedtogrow(Figure1).
InPoland,thereasonforthiscouldbepreparationfortheUEFAEuropeanFootball
Championship.TheCzechRepublicexperiencedarelativeincreaseindomestictourism
compensatingsomehowforthereductioninthenumberofforeignvisitors,whichcouldalso
7
havehadanimpactonmaintainingemployment(studyonDomesticandoutgoingtourismin
2009,theattendancefiguresfortheCzechRepublicin2009).ItisimportanttonotethatofallEU
members,RomaniaandPolandhavethesmallestshareofworkersintheHorecasectorasa
percentageofworkersintheeconomy,andtheymaystillhaveapotentialforgrowthinthe
comingyears(Figure2).
AccordingtoEurostat(Figure1)theBalticcountriesin2009experiencedabigreductioninthe
numberofemployeesintheAccommodationandfoodservicesactivities(NACEcodedefinition
oftheHorecaindustry),althoughthedownwardtrendimprovedin2010.Withregardtoother
easterncountries,generallytheysufferedasmalldecreaseinemployment,exceptinRomania
andPolandwithnetgrowths.Othercountrieswhichsufferedcertaindeclineintermsof
employmentareGreece,Spain,Hungary,Malta,FinlandandSweden.Employmentinanumber
ofcountriescontinuedgrowingduringtheperiodoftime20082010:Cyprus,Poland,Romania,
France,CzechRepublicandUnitedKingdom.InterestingisthedevelopmentinLatvia,where
afteradecreaseinemploymentby18%intheperiod20082009,thecountryexperienceda
similarpositivegrowthfrom2009to2010.InLuxemburgthedeclineintheemploymentinthe
Horecasectordidnotstartuntil2010.
Ingeneral,althoughmostcountrieshavenoticedanimpactonemploymentfromsloweror
negativegrowth,thepace,volumeandtimeofchangehasbeendifferent.Mostprobablythis
diversebehaviourisrelatedtothedifferentsocial,politicalandeconomicenvironmentsandthe
distinctivecharacteristicsoftheHorecasectorinvariouscountries.AtEUlevel,total
employmentwasstablewithoutsignificantgrowthordeclinefrom2008to2010.
8
Figure1:Employmentchange(%)inaccommodationandfoodservicesactivities(NACE
Rev.2)from2008to2010inEU27and
Norway
9
Figure 1 Employment change (%) in the Accommodation and food services

activities (NACE rev. 2) from 2008 to 2010 in EU27 and Norway
Source:Eurostat,Employmentbysex,agegroupsandeconomicactivity
(from2008,NACErev.2),2011
Asaconsequenceofrisingunemploymentinseveralcountries,labourshortagesmightbeless
significantthaninthepastandemployersmightfinditeasiertorecruitqualifiedworkers,
althoughthereisstillaneedforskillsupgradingtorecruityoungqualifiedpeople.
Views of the social partners on social and economic trends

Tounderstandthesituationinaparticulareconomicsectoritisimportanttoknowtheviewsof
socialpartnersaboutthesocialandeconomictrends.AtEUlevel,therearetwoEuropeanSocial
DialogueCommitteescoveringthesectorHorecaandContractCateringcommittees.Social
partnersatEUlevelinthesectoraretheEuropeanFederationofTradeUnionsintheFood,
AgricultureandTourismsectors(EFFAT)ontheemployeesideandHospitalityEurope(HOTREC)
ontheemployerside.
RegardingContractCatering,EFFATrepresentslabourandtheEuropeanFederationofContract
CateringOrganisations(FERCO)representsbusiness.Theviewsofsocialpartnerswithregardto
recenttrendsandthecrisisdifferinsomeaspects,althoughtheycoincideinthediagnosisof
somechallengesandtheneedtoimprovetheskillsoftheworkforce.
10
Box1:StatementsreflectingEFFATviews
InastatementEFFATemphasisedthatinordertomakeemploymentinthehoteland
restaurantsectormoreattractiveandsustainable,employmentconditionsneedtobe
improvedintermsofstableemployment,workinghoursfavourabletoworklifebalanceand
appropriateremunerationandsocialsecurity.EFFATalsostatedina2006report,Demands
TourismKeytoGrowthandEmploymentinEurope,2006(26KbPDF)thateverystrategy
whichaimsatimprovingcompetitivenessmuststartwithqualifyingandmotivatingstaff.
InherspeechattheInternationalConferenceoftheCzechEUPresidencyTourismindustry:
employmentandlabourmarketchallengesinPragueon1011June,2009,KerstinHowald,
Tourism Sector Secretary of EFFAT, said that the crisis is [being] used to undermine social
achievementsascompaniestrytousethecrisisasanexcuseforexcessivecutbacksinjobs
andwages,andrestructurings.Thisleadstoadeteriorationinworkingconditionsaswellas
causing a decrease of the purchasing power which will damage the whole economy even
further. Fair wages and the safeguarding of jobs are therefore crucial to sustain the
purchasingpower.
Box2:StatementsreflectingHOTRECviews
MartinCouchman, chairmanHOTRECsectoralsocialdialogue committee,firstlyhighlighted

inhisspeechattheEuropeanTourismForuminBrussels(9thOctober2009)theimportance
of the tourism industry for young and unqualified people to enter the job market. As this
sector was severely affected by the crisis, he also emphasised that governments need to
supportbusinessesintermsofwagepayments.Thisisimportantforkeepinggood,qualified
employees such as chefs at their working place to prevent employers losing these workers
andnotbeingabletoreplacethemwhenbusinessimprovesagain.
HOTRECstatedinitsreplytotheCommissionsconsultationontheEU2020strategythat
thehospitalityindustryisconstantlyinneedofnewskillsandtalentstomatchtheconstant
evolutioninitsclientsneedsanddemands(e.g.forspas,sportsactivities,environmentally
friendlyservices,etc.).Inthisregardfocusshouldbeputonadequatetrainingandlifelong
learning.
HOTRECconsiderstheuseofICTandtheadequatedtrainingforusingittobeveryimportant
tostrengthenthecompetitivenessofthetourismindustry.HOTRECemphasisesthatthereis
aneedtoadapttothistrendrapidly,whichmayposeproblemsespeciallyforSMEsasthey
mightnothavethenecessarycapacitiesorresources.(HOTRECResponsetoCommunication
onanewframeworkfortourisminEuropeCOM(2010)352final).
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Boxes1and2showthatsocialpartnersatEUlevelhaveidentifiedthefollowingchallenges:
makingthesectormoreattractive;
improvingtheconditionsofemployment;
workinghoursandworklifebalance;
competitiveness;
maintainingwages;
adaptingtonewcustomerneeds;
useofinformationandcommunicationtechnologiesinSMEs.
Inordertoaddressthesechallenges,measuresforqualifyingtheworkforceseemtobe
highlightedbybothsidesoftheindustry.
AcrossEurope,nationalemployerorganisationsinthesectorhavebeentryingtopromote
economicactivity,competitivenessandgrowthbyfocusingonseveralaspectsthatwereonthe
agendabeforethecrisisinsomecountries.
Theseincludeimprovingthequalityofservices,attractingairlinesasasourceofincoming
visitors,commercialisationthroughtheinternet,marketingcampaignspromotingtourismand
lengtheningthetouristseason.
TheneedforandtheimplementationofsomeoftheseactivitieshavebeenreportedinLatvia,
Germany,Lithuania,UnitedKingdom,Slovenia,Spain,MaltaandRomania.InCyprus,the
employerorganisationsinthesector,specificallytheCyprusHotelAssociation(PASYXE)andthe
AssociationofCyprusTouristEnterprises(ACTE)linkthephenomenonofseasonalitywitha
rangeofproblemsinthesector,suchastheerosionofcompetitivenessandthedecreasein
productivity.Theyhavesetabasicobjectiveofstoppingthedownwardtrendinthesectorby
increasingtheflowoftouristsandlengtheningthetouristseasontoincludethewintermonths.
Anotherpreoccupationofemployersandworkersisrelatedtothecontinuationofeconomic
activitybecauseoflabourshortages.Itseemsthatdespitethecrisis,labourshortageswillbea
longtermchallengeforthesector.InAustriaorganisedbusinessseesdifficultiesrecruiting
youngworkersasamajorprobleminthesector.InparticulartheAustrianHotelAssociation
(HV),whichrepresentsfirstandforemosttheupmarkethotelsector,isexperiencinganaccute
needforqualifiedpersonnel.
12
AnotherconcerninthesectoristheValueAddedTax(VAT)rate.VATincreaseshavebeen
reportedinLithuaniaandLatvia,whileVATreductionswerereportedinFrance,Germanyand
Finlandin2010.InFinlandthereductionofVATinrestaurantswasoneofthemostimportant
reformsintheHorecasectorin2010.AccordingtotheFinishHotelandRestaurantAssociation
MaRaandtheServiceUnionUnitedPAM,thisgavewelcomedresuscitationtotheentiresector.
InothercountriestheVATincreasehasnotmaterialised,buttheCzechConfederationof
CommerceandTourism(SOCRR)andtheAssociationofHotelsandRestaurantsissueda
declarationinMarch2011inwhichtheyrecommendedimprovementsintaxcollectionrather
thananincreaseinVAT.InBelgiumalltheemployerfederationswouldliketobenefitfroma
VATreduction,withoutanysuccessforthemoment.
Insomecountries,unionsareconcernedwiththetrendtowardsoutsourcingemployment
which,theysay,iscausingadeclineinworkingconditionsaswellasdifficultiesorganising
workers.Theysaythatwhenemployeesfromdifferentemployersworkinthesameworkplace,
thispresentsabarrierintermsoforganisingemployeesanddefendingworkingconditions.
ExamplesoftheseviewswerementionedinthenationalcontributionsfromNorway,Slovenia
andBelgium.Moreover,accordingtosomeunionrepresentatives,oneoftheconsequencesof
thecrisisistheworseningofsomeworkingconditions,particularlywithregardtowagecutsand
workload.
Itisimportanttopreventthesedevelopmentsasunionswanttomaintainthequalityofworking
standardsthatexistedbeforethecrisis.ThistypeofinformationhasbeenreportedinSlovenia,
Ireland,Romania,EstoniaandPortugal.InthelattercountrytheFederationofUnionsinFood,
Beverages,HotelsandTourism(FESAHT)expresseditsconcernaboutthestrongpressureof
internationalpricecompetition,resultinginaconstantincreaseinworkloadforeachemployee
andaproliferationofprecariousjobs.
Otherissuesraisedbytheunionsinsomecountriesare:
Undeclaredworkwithitsconsequencesonemployeesrights,suchasunemploymentand
pensionsbenefitsinAustria(vidaandGPAdjp);
Agrowingnumberofsocalledminijobs,thatareparttimejobsofshortdurationand
thereforewithlowwagesinGermany(NGG);
Seasonalworkersneedmoreeffectivemeasurestosupportthemduringunemployment
periodsinItaly(FilcamsCgil;FisascatCisl;UiltucsUil).
Commonconcernsofbothsidesoftheindustryseemtobeworkforcetrainingandhealthand
safetyissues.
13
Characteristics of employment and working conditions

ThissectionusesEurostatdataonthekeyemploymentindicatorsfor2010.Forsomecountries
andsomeindicators,thedatafromnationalcontributionsisincluded.Inthesecasesthemost
recentdataavailablehasbeenused,eitherfrom2010orinsomecases2009.Theavailable
informationfromdifferentcountrieswithregardtocertainworkingconditionsisgiven:
undeclaredwork,youngworkers,seasonalworkandworkinghours,qualificationsandskills
developmentandhealthandsafety.Theseissueshavebeenreportedbythesocialpartnersas
importantforthesector,seesectionbelowonViewsofthesocialpartnersonthesectoral
trends.
Employment in the sector
TheimportanceoftheHorecasectorasanemployervariesamongEuropeancountries(Figure
2).Highersharesofemployment(between5%and8%)arefoundincountriesinsouthern
Europe(Malta,Spain,Cyprus,Greece,PortugalandItaly),allofwhichhavefiguresabovethe
EU27averageof4.4.IrelandandtheUKalsohaveahighpercentageofworkersinthesector.
AustriaandsomeEasternEuropeancountries,namelySlovenia,SlovakiaandBulgaria,arealso
amongthosewithemploymentsharesabovetheEU27average.Thelowestsharesarein
RomaniaandPoland(around2%)andScandinavia.
14
Figure2:ShareofemploymentoftheHorecasectorinnationaleconomies(2010)

Figure 2: Share of employment of the Horeca sector in national economies
Source:Eurostat2011
Withregardtotheemploymentofwomeninhotelsandrestaurants,thepercentageofwomen
workinginthesectoracrosstheEU27is54%,whileinthewholeeconomyitmeasures45%of
workers.Thereisagroupofcountrieswithaveryhighshareofwomeninthesector(between
68%and78%):Latvia,Lithuania,Estonia,FinlandandPoland.Thecountrieswiththelowest
percentageofwomen(from32%to51%),arelocatedinthesouthandinBenelux:Malta,
Greece,Luxemburg,Belgium,France,ItalyCyprusandNetherlands.
AnotherdistinctivecharacteristicoftheworkingpopulationintheHorecasectoristhehigh
percentageofforeignworkers.Amongthecountrieswithdataavailable,highsharesofforeign
workersarefoundinthefollowingcountries:
Cyprus(35%)(LabourForceSurveyDepartmentoftheStatisticalServiceofCyprus,2010);
15
Austria(29%)(averagedatafor2008fromStatistikAustria,ArbeitsundLebenssituationvon
MigrantenundMigrantinnen,2009);
Estonia(31%)(StatisticsEstonia);
UK(21%)(UKLabourForceSurvey,OctoberDecember2010);
Norway(27%)(StatisticsNorway,Registerbasedemploymentstatistics,4thquarter2009);
Spain(28%)(SpanishLabourForceSurvey(EPA),SecondQuarter,2010).
Inallofthesecountriesthispercentageishigherthantheshareofforeignworkersinthe
nationaleconomy.ThelowestshareisintheCzechRepublicwhereonly3.3%ofthoseemployed
inthesectorareforeignworkers(CzechStatisticalOffice).
Withregardtocontractualemploymentrelationships,therearetwotypesofcontractthatare
moretypicalinthissectorthanintheeconomy:fixedtermandparttimecontracts.
Inmostcountries,ahighproportionofemployeeshavetemporarycontracts.AtEuropeanlevel
(EU27),22%ofemployeesareunderfixedtermcontracts,whereasinthewholeeconomythe
rateis14%.Lookingattemporaryemployees,eightcountriesareabovetheEU27average.
Polandhasthehighestrate(43%),followedbyNetherlands,Sweden,Spain,Slovenia,Portugal,
GreeceandItaly.Thehighrateoftemporaryworkisanindicationofthelevelofseasonalwork
inthesector.
Withregardtoparttimework,30%ofemploymentinthesectorintheEU27isparttime,
whereasinthewholeeconomythetotalis19%.ThehighestratesarefoundintheNordic
countries(exceptFinland),Netherlands,UKandIreland.Forexample,intheNetherlands70%of
workersareemployedparttime,andinDenmark55%.Thelowestlevelsarefoundinsome
southernandEasterncountries:Slovakia(4%),PortugalandGreece(9%).Othercountries,like
Italy,FinlandandAustriaareclosetotheEU27averageforparttimeworkers.Thereisnodata
availableforBulgaria,Estonia,Latvia,LithuaniaandRomania.
Eurostatdoesnotprovideselfemploymentdataforsomeofthecountriesatsectorallevel.At
EUlevelselfemploymentis2.6%higherintheHorecasectorthaninthewholeeconomy.The
greatersharesofselfemployedarefoundinBelgium(32.5%)andinthesouthofEurope
(Greece,Italy,SpainandPortugal)withpercentagesbetween30%and20%.Thelowersharesof
thistypeofworkareintheUK,Denmark,Bulgaria,IrelandandSlovenia(rangingfrom9.3%to
11.9%).
Ingeneral,accordingtotheemploymentfigures,althoughtherearegeneralsectoral
characteristicswhicharesharedbymostcountries(largeproportionofwomenandforeign
workersinemployment,highrateoftemporaryandparttimeemployment)therearealso
differences.Similarly,theimportanceofthesectorintermsofemploymentvariesfromcountry
tocountryintheEU27,rangingfrom2%toalmost8%.
16
Table 2: Countries with highest relevant shares of workers under different

employment indicators
Share of employment in the economy SouthEurope,Ireland,UK,Austria
Employment of women Balticcountries,FinlandandPoland
UK,Cyprus,Austria,Spain,Norwayand
Employment of foreign workers
Estonia
Scandinaviancountries,Netherlands,
Part-time employment
UKandIreland
Poland,Netherlands,Sweden,Spain,
Temporary employment
Slovenia,Portugal,Greece,Italy
Belgium,Greece,Italy,Spainand
Self-employment
Portugal
Source: Eurofound elaboration from Eurostat data and national contributions for
EIRO report on Employment and Industrial Relations in the Hotels and Restaurants
Prevalence of undeclared work
Dataorinformationaboutundeclaredworkisverydifficulttogather.Ina2007Eurobarometer
surveyonundeclaredworkintheEuropeanUnion,individualswereaskedaboutissuesaround
undeclaredwork.About5%ofthepeoplesurveyedsaidtheyhadbeenengagedinundeclared
workduringthepast12monthsintheEU27.Themostfrequentactivitiesthatwerecarriedout
undeclaredwerehouseholdservices(19%),construction(16%),personalservices(9%)andwork
inhotelsandrestaurants(8%).AsexpressedintheEFFATHOTRECjointstatement(2010),the
EuropeanParliamentisoftheopinionthatsimplifyingorreducingadministrativeburdensand
proceduresespeciallyforsmallandmediumsizedenterpriseswoulddiminishtheuseof
undeclaredlabourandpromotebusinessactivityintheUnion.
Interestingly,bigdifferencesbetweencountriescanbeobserved:undeclaredworkinthehotel
andrestaurantsectorseemsnottobeasprevalentincontinental,eastern,centralandnorthern
Europeancountries,whereasthehotelandrestaurantsectorwasdeclaredtobethesecond
mostimportantcategoryinsouthernEuropeinthisregard.Thismaybeduetoseasonalwork,
predominantlyusedduringthesummerholidayseason.
Accordingtothenationalcontributionsthatprovideinformationonundeclaredwork,thehotel
andrestaurantsectorisconsideredtobeoneofthesectorswherethisismoreprevalent(in
Italy,Norway,Sweden,Finland,Portugal,Slovenia,Hungary,Lithuania,Slovakia,Malta,Cyprus,
EstoniaandDenmark).Datanormallycomesfromlabourinspectionsorisestimated,becauseof
thedifficultyinobtainingdataonundeclaredemployment.Thereisnodataavailableforsome
17
countries.OneexampleofLabourinspectiondatacomesfromMalta.HereETC(Employment
andTrainingCorporation)inspectorsin2009identifiedatotalof2,049infringementsrelatedto
undeclaredwork,ofwhich1,121occurredinthehospitalitysector,asreportedintheETC
AnnualReport,2009(1.5MbPDF).
TheGermanHotelsandRestaurantsAssociation(DEHOGA)andtheTradeUnionforFood,
Beverages,Tobacco,HotelandCateringandAlliedWorkers(NGG),claimthatundeclaredwork
inhotelsandrestaurantsisassociatedwithlowwages,noaccesstounemploymentandsocial
securitybenefits,andinvolvesmainlyyoungpeopleandforeignorillegalworkers.
TwoexamplesofcountrieswithahighincidenceofundeclaredworkinthesectorareEstonia
andDenmark,buttheyhaveshowndifferentdevelopments.InEstoniatherecessionhascaused
adecreaseintheamountofundeclaredworkinthesector,whileinDenmarkundeclaredwork
remainsashighastenyearsago.Herethehotelandrestaurantsectorhasthehighest
prevalenceofwomenworkingundeclared.
ResearchontheundeclaredeconomyinEstonia(154KbPDF)indicatesthatthehighestshareof
undeclaredworkwasinhotelsandrestaurantsfrom20002006.In2006,theshareof
undeclaredworkacrossthewholeeconomywas5.2%,whiletheshareofundeclaredworkin
theHorecasectorwas25.5%.In2009,researchontheundeclaredeconomyinEstonia(47Kb
PDF)bytheEstonianInstituteofEconomicResearchindicatedthatundeclaredworkwashighest
inconstructionandservices,butisfallingintheHorecasectorduetoafallingnumberofjobsin
thissectorsasaresultoftherecession.
InDenmark,accordingtoa2010reportUndeclaredWorkandtheDanesbytheRockwool
Foundation,30%ofthoseinterviewedinthesectorhadperformedundeclaredworkduringthe
last12months.Fromasectoralperspective,womeninhotelsandrestaurantshavethehighest
incidenceofundeclaredwork,whilemenaremainlymoonlightingintheconstructionsector.
Accordingtothereport,thelevelofundeclaredworkhasnotchangedmuchsince1990.
Working conditions of young workers
TheHorecasectorischaracterisedbyayoungworkforce.A2008reportbyOSHA,Protecting
workersinhotels,restaurantandcatering,showsthatingeneral,youngworkers(1624years
old)arepredominantlyemployedinrestaurantsandbars,whilecanteensandshortstay
accommodationtendtoemployolderworkers(45to64years).However,insouthernEurope,
youngpersonsworkmainlyinrestaurantsandcanteens.
Thistendencytoemployyoungworkersinthehotelandrestaurantsectormaybeduetothe
demandforunskilledandlowpaidlabourinthissector,whichenablesunqualifiedyoung
workerstoenterthelabourmarket.A2004Eurofoundreportonthesectorshowsthereisalsoa
highdemandforseasonalworkinthissector:youngpeoplehavethepossibilitytoworkduring
peakseasonsandearnsomemoneyduringschooloruniversityholidays.Furthermore,young
peoplewithoutfamilyresponsibilitiestolerateunsocialandlongworkinghoursmorethanother
18
workersandarenotasdependentonastableorhigherincome.Finally,thejobsinthissector
areingeneralphysicallydemanding.
Eurostatdatafor2010showsthatatEUlevel,Horecaasasectorhasahighproportionofyoung
workerscomparedtotherestoftheeconomy.Howevertherearesignificantdifferences
betweencountries.AccordingtoHOTREC,oneexplanationthatthesectoremploysmanyyoung
workerscanbethatofduetotheworkinghours(e.g.duringtheweekends)andthedifficulties
toreconcileprivateandprofessionallife.
Acrossthe27membersoftheEU,theaveragepercentageofworkersaged1524is21%.Most
ofthesoutherncountries(Portugal,Spain,Italy,GreeceandCyprus)haveasharebelowtheEU
average,forexample,theshareofworkersaged1524inSpainis11.5%.Howeverinsome
northerncountriesthepercentagereachesbetween34%and48%(Sweden,UK,Norway,
NetherlandsandDenmark).
Thesedifferencescouldrepresentanindicationoftheexistenceoflongercareersin
Mediterraneancountriesinhotelsandrestaurantsthaninothercountriesandthefactthat
moreyoungstudentsaretemporarilyworkinginthesectorincountriesinnorthEurope.In
somecountriesmostnotablyinnorthernandcentralEurope(Sweden,Norway,Finland,
SloveniaandSlovakia),youngstudentsworkinthesectorforaperiodoftimeuntiltheycanget
anotherjobinindustriesmorerelatedtotheirqualifications.Mostofthetimeyoungstudents
workseasonally,withparttimeand/ortemporarycontracts,andinsomecasestheyhavealack
ofknowledgeaboutregulations.
SomenationalcontributionsshowthatingeneralyoungworkersinHorecaaremorelikelyto
havetemporaryjobsandlowerwages,asisthecaseinmostsectors.InSpainitisreportedthat
thepercentageofyoungworkersinthesectorhasdecreasedinthelastfouryears,asithas
acrossallsectors,withariseinyouthunemployment.Theshareofyoungworkerswas16%in
2006and11%in2010(SpanishLabourForceSurvey,SecondQuarter2010).
In2006,monthlywagesforworkersaged1624werelowerintheHorecasectorthanacrossall
sectors(1,108comparedto1,228),andlowerthantheaverageforallworkersintheHoreca
sector(1,222)(Source:Wagestructuresurvey2006).
Withregardtotemporarywork,therateforyoungworkersinHorecais55%(slightlylowerthan
inthewholeeconomy),whereasforallworkersitis35%(higherthaninthewholeeconomy)
(EPA).Theseconditionscanmakethesectorlessattractiveasanemployer.
Inafewcountries,policymakersareconcernedabouttheroleoftheHotelsandRestaurants
sectorinintegratingyoungworkersintoemployment,especiallyinthecontextofhighrateof
youngunemployment(e.g.France),froma2010studybyFAFIH,thejointbodyforthe
promotionofvocationaltraininginthehotelindustry.
19
Seasonal work and working hours
AstheHorecasectorispartlylinkedtothedynamicsofthetouristindustry,thesectorhasa
highshareofseasonalemployment,particularlyinrestaurantsandhotels.(EMCC,2005).On
average,employeeswork39.6hoursperweekintheEUacrossallsectors.Workinghourstend
tobelongerinthehotelandrestaurantsectorasabouttwothirdsoftheEU25liesabovetheEU
average,accordingtoOSHAs2008reportProtectingworkersinhotels,restaurantsandcatering
(1.83MbPDF).Inmostofthecountrieswhereinformationisavailable,seasonalworkandlong
workinghoursarekeycharacteristicsofthesector.
Seasonalityleadstoahigherrateoftemporarycontractscomparedtoothereconomicsectors.
InSpainanindicatorofseasonalworkisthepercentageofemployeeswithdiscontinuousopen
endedworkingcontractsoverthetotalofworkerswithopenendedworkingcontracts.The
discontinuousopenendedworkingcontractwascreatedwiththeRoyalDecree1/1995of24
March1995forseasonaljobs,allowingemployeestoworksomemonthseveryyearand
entitlingthemtounemploymentbenefitsduringtheremainingmonths.Thiscontractismuch
morecommonintheHorecasector(12.5%)thanintherestoftheeconomy(2.2%),asshownin
the2010SpanishLabourForceSurvey(EPA).
Insomecountriesseasonalworkisassociatedwithyouthemploymentorhiringforeignworkers
(Norway,Registerbasedemploymentstatistics,4thquarter2009,NACEcode1,1574years),
(France,FAFIH,study2010)andSlovenia(NationalContribution).Moreover,seasonalityisone
ofthereasonswhyemployersmakeuseofflexiblepatternsofworkinghours(Finland,National
Contribution),(Ireland,FailteIreland,2009),(Slovakia,NationalContribution)orunsocial
workinghoursinmanycountries.InSlovakiaandEstoniatheemployeesworkingunsocialhours
haveincreased,probablybecauseofthecrisis.
InFinlandseasonalworkisverytypicalphenomenoninHorecasector,accordingtotheService
UnionUnitedPAM.Duringrecentyearstherehasbeenanotableincreaseindifferentkindsof
flexibleworkingarrangements.Byusingaflexibleworkingtimebank,employeescanensure
theyhaveconstantemploymentandavoidbeinglaidoffduringthelowseason,whichusedot
beatypicalsituation.Fromtheemployerpointofview,thesearrangementsensurethe
accessibilityofaworkforce.Manysuccessfulexamplesofnewkindsofflexibleworkingtime
arrangementscomefromtheHorecasector,especiallyinLaplandwherethesectorhasa
particularlyseasonalcharacter.
InGermanyin2009thecateringandcanteenindustrysufferedbyahighrateofshorttime
workingschemesimplementedinthemanufacturingindustry.Asaconsequence,alsointhe
canteenindustryshorttimeworkhasbeenputinplace(StatistischesBundesamt,destatis).
Anotherconsequenceofthecyclicalaspectofthesectoristhepresenceofmigrationflows
betweencountries.ForexampleinHungary,thesectorischaracterisedbyhighmobilityof
workersincludingmigrationtoothercountriesorevendailycommuting,forexampletoAustria,
20
becauseofhighersalariesandbetterworkingconditions.Thismigrationisalsotrueinthe
cateringandcanteenssector,whereemployeesareusuallyhiredonninemonthfixedterm
contractsduringschoolterms.
InAustria,whenthereisatemporaryadditionalneedforlabourthatcannotbemetwith
domesticworkers,theFederalMinistryofLabour,SocialAffairsandConsumerProtection
(BMASK)canissueadecreeonquotasforfixedterm,temporaryworkersandharvesters.Such
decreesareregularlyissuedinthetourismandagricultureandforestrysectors.Thereare
separateannualcontingentsinthetourismsectorforthewinterandsummerseasons.
Intermsofdailyworkingtime,theexistenceoflongworkinghourshasbeenidentifiedasan
issueintheCzechRepublic,Poland,Austria,LithuaniaandGermany.IntheNetherlandsthe
LabourInspectorateraisedthisasanissueintheHorecasector,especiallywithregardtoyoung
workers(InspectieSZW,2008).
Figure3showsthatworkersintheHorecasector,comparedwiththewholeEU27economy,are
concentratedinthelowerandupperendoftheworkingtimescale,whichmeansthereisalarge
proportionofworkersworking20hoursorlessandworkingmorethan40hoursaweek.This
patternistypicalofhighlevelsofparttimeworkandlongworkinghoursashasbeenraisedbya
fewcountries.
21
Figure3:Distributionofworkersaccordingtoweeklyworkinghours

Figure 3: Distribution of workers according to weekly working hours
Source:EuropeanWorkingConditionsSurvey(EWCS)2010
Qualifications and skills development
ThegenerallevelofeducationremainslowerintheHorecasectorthaninthewholeEU27
economy,accordingtotheEWCS2010(seeFigure4).Thesectoralsoappearstobestrugglingto
findaqualifiedworkforce,particularlyamongyoungpeople.Socialpartnersinthesectorput
thisdowntoissueswitheducationandtraining,aswellasissuesaroundtheattractivenessof
thesectorasanemployer.Longworkinghours,seasonal,parttimeandtemporaryworkcanall
leadtoprospectiveemployeeschoosingtolookelsewhereintheeconomyforemployment.
Mostworkersinhotelsandrestaurantshavealevelofeducationthatcorrespondstolower
secondaryoruppersecondaryandthisgroupislargerthanintheoverallworkforceofthe
EU27.
22
Figure4:Distributionofworkersaccordingtotheireducationallevel

Figure 4: Distribution of workers according to their educational level
Source:EWCS2010
InBelgiumandSpain(EPA,SecondQuarter2010)workersinthesectorexperiencedageneral
improvementineducationallevelssince2004and2006respectivelyuntil2010,butitisstill
lowerthanintherestoftheeconomy.InEU27andNorway,socialpartnershaverecognised
skillsdevelopmentasacrucialactivityforthedevelopmentofthesector.
Fromtheavailableinformation,insomecountriestheeducationandvocationaltrainingsystems
includeanoteworthyofferofHorecasectorrelatedqualifications(Hungary,Latvia,Slovenia,
Malta,EstoniaandSlovakia).However,itisreportedthatinsomeofthesecountriesthetraining
hasfailedtoprovidetheskilledworkforcethatthesectorneeds,eitherbecausethereisa
decreaseinregisteredstudents(asinEstonia,accordingtotheEstonianTradeUnionof
CommercialandServicingEmployees(ETKA))orbecausethecoursesarenotadaptedtothe
actualrequiredcompetencesinthelabourmarket(asinSlovakia,saystheTradeUnion
AssociationofWorkersinCommerceandTourism(OZPOCR)).
Asaconsequence,itcanbeseenthatinseveralEuropeancountriestheeducationsystemisnot
adequateenoughtoprovideaqualifiedworkforce.InGermany,theonlyapprenticeships
availableareincateringactivities(NGG)andinAustrianewapprenticeshipsareduetobe
developedinordertotackletheproblemofjobvacancies(HV).InItaly,thesectorhasa
specificlifelongprovider(Fondo.For.Te.)workingtoprovideappropriatetraining.
InCyprus,theCypriotUnionofHotelandRecreationalEstablishmentEmployeesofCyprus
(SX)notesthatsomestudentsareleavinghotelandrestaurantcoursesearly,andstudents
arealsochoosingtolookforjobsinotherindustries,againmakingithardforthesectortohire
therequirednumberofqualifiedworkers.
23
Thesituationshowsthatthelabourmarketisdysfunctional,inthewidercontextofhigheryouth
unemployment.Theneedformorequalifiedworkersinthesectorhasbeenidentifiedatleastin
Austria,Germany,Slovenia,Poland,CzechRepublic,Hungary,Lithuania,SlovakiaandCyprus.
InDenmark,Horecatraininginstitutionsalsoidentifiedthisproblemandhavemadechanges.
Accordingtoa2007report(225KbPDF)orderedbytheCommitteeforfurthertraininginthe
kitchen,hotel,restaurant,confectionerandmeatsectors,thereisaneedformoreandbetter
focusedvocationaltraining.Italsosaysthatwhiletheindustrywasgrowingsteadilytheintake
ofnewtraineeswasunchangedduringthelastdecade.
Asaconsequence,socialpartnerssittingontheindustrialcommitteeforvocationaltrainingin
hotelsandrestaurantshaveintroducedmoreinnovativeskillstotrainingcourses,suchas
relevantITknowledgeforalllevelsofemployees,ecology,foodandhealth,howtooperateas
chefandmanageratthesametimeandnotleastsocialskillssuchaslanguage.
WithregardtothetrainingofworkersatEUlevel,itseemsmoreworkersintheHorecasector
takepartintrainingthanintheeconomyasawhole(14.4%comparedto12.9%),asshownin
theAccommodationandfoodserviceactivitiesdataprovidedbyEurostat(Participationin
educationandtrainingbyNACERev.2%,2010).
Therearesevencountries,however,wherethepatternistheoppositeandtheparticipationis
lowerinHorecathaninthewholeeconomy.Theyare:Austria,Belgium,Cyprus,CzechRepublic,
Latvia,Portugal,SlovakiaandSpain.InItalyanunevendistributionofcourseshasbeen
identifiedasmosttrainingcourseshavebeenorganisedbyfirmswithmorethan250employees
(Isfol,2010).
Health and safety at work
AccordingtotheEWCS2010,thepercentageofworkersinhotelsandrestaurantsreportingthat
theirhealthandsafetyisatriskislowerthaninallsectors(17.2%comparedto24.2%).The
situationissimilarwhentheyareaskedifworknegativelyaffectstheirhealth:21.7%ofworkers
inhotelsandrestaurantssaiditdid,comparedto25%inthewholeeconomy.Althoughworkers
inthesectordonotseemoveralltobeatmoreriskthanotherworkers,somespecificities
regardinghealthandworkplaceaccidentcanbeseen.
InsomeEUcountrieshealthandsafetyintheHorecasectorisnotmentionedasanimportant
concern,eitherbecauseitisbelievedtohaveasafeenvironmentorbecausehealthand
accidentindicatorsarenothigherthantheaverageintheeconomy(Slovakia,Polandand
Lithuania).
TheLabourforcesurvey2007adhocmoduleonaccidentsatworkandworkrelatedhealth
problems(177KbPDF)offersagoodpictureofhealthandsafetyatsectorallevelinthe
Europeancountries.
24
Concerningriskexposure,32.4%ofthoseemployedinthehotelandrestaurantsectorin26EU
MemberStates(excludingFrance)reportedtohavebeenexposedtoworkplacefactorsthatcan
haveanegativeimpactonphysicalhealthduringthelast12months.Amongwomen,thehotel
andrestaurantsectorisoneoffoursectorswiththehighestexposurerate,whereasamong
men,severalothersectorsinparticularmining,fishingandconstructionwererecordedmore
frequentlyinthisregardthanthehotelandrestaurantsector.
Exposuretofactorsaffectingthementalwellbeingofworkerssuchastimepressureandwork
overloadwasexperiencedlessfrequentlyinthehotelandrestaurantsectorthaninother
sectors.21.6%ofworkersreportedbeingexposedtofactorsthatnegativelyaffectmentalwell
being.
Atnationallevel,exposuretoriskshasbeenidentifiedinseveralcountries.Overall,therisk
exposureisnothigherthaninthewholeeconomy.However,stressatworkandpsychosocial
riskshavebeenidentifiedasaconcerninSpain,Austria,Cyprus,Romania,Germany,Denmark,
SwedenandNorway.
ForinstanceinSpainareport(2007)onhealthinthesectorcarriedoutbythesocialpartners
CHTJUGT,FECOHTCCOO,CEHATandFEHRemphasiseshighlevelsofstressanddissatisfaction
regardingworkcontent.Longworkinghoursandchangingworkinghours,pressureandwork
overloadcontributetothecitedrisks.
ViolenceandharassmentisanemergingriskinFinlandsaysPAM.Otherrelevantissuesare
heavylifting,andalsopassivesmokingatworkplacesincountrieswhereitisallowed.
Ergonomicrisks(themajorphysicalrisk)andassociatedMSDdisordersareanissueinanumber
ofcountries(Germany,Hungary,Norway,SwedenandRomania).ForinstanceinGermany
becauseoftheriskofmuscoskeletaldisorders,thesectoristargetedbythe20092012work
programmeoftheJointGermanOccupationalSafetyandHealthStrategy(GDA).BGNalso
focusesonthesephysicaldisorders.
Withregardtoaccidentsatwork,intheLabourforcesurvey2007,3.2%ofthoseemployedin
thehotelandrestaurantsectorin26EUMemberStates(excludingFrance)reportedtohavehad
anaccidentduringthelast12monthsattheirworkplace.Withregardtoaccidentsatwork,the
mostcommontypesarefalls,slips,trips,burnsandcuts,accordingtoSwedensWork
EnvironmentAuthorityandtheUKsHealthandSafetyExecutive,HSE.Datashowsalow
incidencerateoffatalaccidents.
Regardingworkrelatedhealthproblems,6.1%ofpersonsemployedinthehotelandrestaurant
sectorin26EUMemberStates(excludingFrance)reportedin2007thattheyhadsufferedfrom
workrelatedhealthproblemsduringthelast12months.Whencomparing15sectorsinthis
survey,workersinthehotelandrestaurantsectorsufferlessfrequentlyfromworkrelated
healthproblemssuchasback,bone,jointormuscleproblems,orstressordepression,than
thoseemployedin11othersectors,thoughmusculoskeletalconditionsarethemostcommon
25
workrelatedhealthproblemstheyface.Workersinthesectorhaveasimilarrateasemployees
infinancialmediationandrealestate,rentingandbusinessactivities.
Apartfromhealthandsafetylegislation,concernforandlegislationregardingconsumer
protectionmayhavepositiveconsequencesforthehealthofworkers.Accordingtothenational
contributionfromBelgium(CSCAlimentationsetServices),legislationrelatingtofoodhygiene
andthetraceabilityofproducts,designedtoprotectconsumers,hashadapositiveimpacton
workingconditionsinthesector,ashasthesmokingban.
Industrial relations in the sector

TradeuniondensityisrelativelylowintheHorecasector.Giventhatthelargemajorityof
companiesinthesectorhaslessthantenemployees,thecontextisnotfavourableforhigh
tradeuniondensity.Withthisinmind,itwouldbewrongtoignoreotherlargercompanies,
whichprovidefor45%ofjobsinthesector,asdefinedinresearchconductedonbehalfofthe
Commission(345KbPDF)in2001.Thecontractcateringsubsector,forexample,isstrongly
characterisedbylargecompaniesofthistype.
Thefirstsectionthatfollowspresentsoveralltradeuniondensityfiguresandhowtheytendto
varywithtypeandsizeofcompanyandfordifferentgroupsofemployeeswithintheHoreca
sector.Theoccurrenceoftradeunionpluralismisalsoanalysed.
Trade union representation
LookingattradeuniondensityacrosstheHorecasectorintheEU27plusNorway,itcanbeseen
thatoveralldensityisrelativelylow,irrespectiveofthediversitywithintheHorecasectorin
eachcountry.InmostEUMemberStates,tradeuniondensityinthesectorislessthan15%.This
isrelativelylowcomparedtotheoverallEuropeanaveragetradeuniondensityof23%,as
reportedintheICTWSSdatabase.
Table3breaksdowncountriesbytheirtradeuniondensityintheHorecasector.Itillustrates
thatinfivecountriesthetradeuniondensityis1%orlower,whileforfiveothercountriesitis
between1%and5%.Onlyforsevencountries,beingBelgium,Denmark,Slovenia,Cyprus,
Finland,SwedenandItalytradeuniondensitiesfoundtobeabove30%.
Thesevariationsareinlinewithoveralltradeuniondensityfigurespercountry,thoughforall
countriestheHorecadensityrateislowerthantheoveralltradeuniondensityrate.Intable3a
comparisonismadebetweencountrieswithsimilardegreesoftradeuniondensityandthe
overalldensityratesinthosecountries.
26
Table 3: Trade union density in the Horeca sector
Horeca sector < 1% 1% - 5% 5% - 15% 15% - 30% >30%

trade union
density rate
Lithuania France Spain Luxemburg Belgium
Estonia Latvia Austria Malta Denmark
Slovakia Germany Netherlands Greece Slovenia
CzechRep. Bulgaria Romania Norway Cyprus
Poland UK Hungary Finland
Portugal Sweden
Italy
Compared to variesbetween5%and Varies Varies Allabove

overall trade 21%,exceptfortheUK between16% between 54%,except
union density
with27%densityrate and35% 40%and Sloveniawith
rates
53% 41%
Source: Eurofound Horeca CAR 2011, Horeca REP 2001, Horeca REP 2011 (to be
published 2012)
Companysizecertainlymatterswhenitcomestotradeuniondensityfigures.Itisgenerally
knownthatlargercompaniesaremoreoftenunionisedcomparedtosmallercompanies.In
Irelandthelargercateringcompaniesaremorelikelytoengagewithtradeunions,whileonly
veryfewrestaurantswouldrecogniseunions.AlsofromCyprus,weknowthatmicroandfamily
runenterprisesaretraditionallynotunionised,leaving40%ofhotelsand70%ofrestaurants
nonunionised.ThesizeeffectisalsofoundinBulgaria,whereonly2.9%ofHorecaemployees
areunionised,whileamongthoseworkingincompanieswithmorethan250employeesthe
tradeuniondensityis56%.
ThisshowsthediversitywithintheHorecasector,whichoveralldensityfiguresdonotreveal.
Thediversityisinthesizeofthecompanies,butalsointhedifferenttypesofemployeesinthe
sector.InNorway,forexample,tradeuniondensityisreportedtobethelowestamongyounger
workers,especiallyworkerswhocombinestudieswithparttimejobsintheHorecasector.
InthemajorityofEuropeancountriesthereistradeunionpluralismintheHorecasector,while
in10countriesthereisonlyonetradeunionorganisingemployeesinthesector.Foranother10
countriesthisisdonebytwotradeunions,whileforsevencountriestherearemorethantwo
tradeunionsintheHorecasector.
27
Table 4: Number of Horeca sector trade unions per country
Only one trade union Two trade unions in More than two trade
in Horeca sector Horeca sector unions in Horeca
sector
CzechRepublic Austria Belgium
Denmark Estonia Bulgaria
Finland Ireland Cyprus
Germany Luxemburg France
Greece Malta Spain
Hungary Netherlands Sweden
Latvia Norway Italy
Poland Portugal
Romania Slovenia
Slovakia UK
Source: Horeca CAR 2011, Horeca REP 2001, Horeca REP 2011
Forsomecountriesthedifferentunionsclearlycoverdistinctmembershipdomains.InAustria,
forexample,VIDAtradeunioncoversbluecollaremployeesintheHorecasector,whilewhite
collaremployeesareorganisedbyGPAdjp.Anotherdemarcationofmembershipdomainsis
foundinEstonia,whereETKAonlyrepresentsemployeesinthehotelsubsector.Theother
EstoniantradeunionESTAL,however,isalsorepresentedinthebighotelchains,whichprovides
anoverlapofmembership.
Mostothercountrieswithmorethanonetradeuniondontshowformaldemarcationbetween
members.AnexampleofthisisprovidedbythethreetradeunionsinCyprusandthetwounions
intheNetherlandsortheUK.
ThesituationforselfemployedworkersisdiverseacrossEurope.Afewcountries,likefor
exampleMaltaandSpain,haveaspecifictradeunionorganisationforselfemployedHoreca
workers.InDenmarkthereisDRC,atradeunionspecificallyforsmallercompanieslikepizzerias.
InAustriaselfemployedworkersarerepresentedbyGPA,buttheyalsohavetoregisterdirectly
withWKO,thefederaleconomicchamber,whichistheumbrellaorganisationofallsectoral
employerorganisations.Boththesectoralemployerassociations,FVG(forrestaurants)andFVH
(forhotels),arealsoaffiliatedtoWKO.
28
Employer organisations
InmostEuropeanCountries,Horecasectoremployersareorganisedinfragmentedways,dueto
variousfactorsincluding:
thenumberofemployerorganisationspercountry;
theirspecificsubsectormembershipdomain;
theirdensityrates;
thedifferenceintheirstatus;eitherasemployerorganisationsentitledtoconductcollective
bargainingoralternativelyasassociationsofaspecificbusinessgroup.
Employerorganisationdensityratesarecalculatedintwoways;asapercentageoftheoverall
companiesinthesectorandasapercentageofthenumberofemployeesworkinginthe
companiesaffiliatedtotheorganisations(EIRO).
Generally,coverageintermsofcompaniesislowerthanintermsoftheiremployees,because
largercompaniesaremoreoftenaffiliatedtoemployerorganisationsthansmallerones.This
explainswhy,fortheHorecasectorwithahighnumberofverysmallcompanies,precisedatais
notavailableforallcountriesontheorganisationrateofsectoremployerorganisations.
Onthebasisoftheproportionofcompaniesaffiliatedtoemployerorganisations,twogroupsof
countriescanbedistinguished:thosecountrieswherelessthan30%ofcompaniesareaffiliated
toemployerorganisations,andthecountrieswherethisisthecaseformorethan30%of
companies.Thecountriesforwhichthisdataisavailableareincludedintable5below.Austriais
theonlycountrywheremembershipofaHorecaemployerorganisationisobligatory,bringing
itsdensityrateupto100%.
Table 5: Employer organisation density in the Horeca sector
% of companies <30% >30%

affiliated to employer
organisation
Sectoral density rates CzechRepublic Austria
Slovakia Cyprus
Romania Sweden
Bulgaria Netherlands
Denmark France
29
UK Germany
Finland
Italy
Subsectoral or EstoniaNace56 LithuaniaNace

organisational density food&beverages 55Hotels
rates
LithuaniaNace56 EstoniaNace55
food&beverages Hotels
Ireland
restaurant
subsector
Source: National contributions Horeca CAR 2011
DiversitywithintheHorecasectorisillustratedinemployerdensityratesfromLithuania,Estonia
andIreland.Thehotelsubsectoremployers(Nace55)inLithuaniaandEstoniashowmuch
higherorganisationratesthantheemployerorganisationsforthefoodandbeveragessubsector
(Nace56).ForIrelandonlyrestaurantsubsectordensityfiguresareavailable.
In10ofthe28countriesthereisonesingleemployerorganisation,andinanothereight
countriestherearetwoormoreemployerorganisations,butwithcleardemarcationof
membershipfield.Addingbothgroupsofcountriesgives18ofthe28wherethereisno
employerorganisationpluralism.InPolandthereisnoemployerorganisationfortheHoreca
sector.Theremainingninecountrieshaveemployerorganisationpluralism,withanoverlapin
membershipandthussomepotentialforemployerorganisationcompetition.Thesenine
countriesaremarkedwithanasteriskinTable6.Thissituationdiffersfromtheothersideofthe
negotiatingtable,wherethemajorityofEuropeancountriesexperiencetradeunionpluralism
withoverlappingmembershipdomainsandthepotentialfortradeunioncompetition.
Table6:NumberofHorecaemployerorganisationspercountry
0 1 2 Morethan2
Polandno Bulgaria CzechRepublic Austria3

employer
organisationfor Estonia Denmark Belgium4*
theHoreca Finland Germany Cyprus3
sector,onlyfor
thetourism
30
sector(PZPPT) Greece Luxembourg France5*
Hungary Norway Ireland6
Lithuania Romania* Latvia5*
Netherlands Slovenia* Malta4*
Slovakia Portugal3*
Sweden Spain3*
UK Italy3
* = lack of a clear demarcation of membership fields
Combiningthenumberofemployerorganisationspresentinacountrywiththeirdensityrates,
weseehighdensitiesbothinthecountrieswithsingleorganisationsandincountrieswithmore
thantwoorganisations.IncountrieswithonesingleemployerorganisationFinland,the
NetherlandsandSwedenhavedensityratesabove30%.AlsoforthehotelsubsectorsinEstonia
andLithuaniathisisthecase.Forthecountrieswheretherearemorethantwoemployer
organisationsthereisadensityrateabove30%inAustria,Cyprus,FranceandintheIrish
restaurantsubsector.
Thecountrieswhereemployerorganisationsorganiselessthan30%oftheHorecasector,
companieshavejustoneortwoemployerorganisations.Bulgaria,SlovakiaandtheUKhaveone
organisationorganisinglessthan30%ofHorecacompanies,whiletheCzechRepublic,Denmark
andRomaniahavetwoorganisations,alsoorganisinglessthan30%ofthecompanies.
Collective bargaining in the sector
In20EUMemberStatesandinNorway,thereiscollectivebargainingatHorecasectorlevel.In
15ofthese20EUMemberStates,thissectorlevelbargainingiscarriedoutincombinationwith
companylevelbargaining,whileinfiveMemberStatesandNorwayitexistsonitsown.Thelast
columninTable7liststhecountrieswherethereisnoHorecasectorcollectivebargaining,but
onlycollectivebargainingatcompanylevel.
Thecountriesthathavecollectivebargainingonlyatcompanylevelmostlyconcernonlyoneor
twolargerHorecacompanies.Asindicatedintable7,thereisonlyonecompanyinLatvia,
PolandandSlovakia.InPolandthiscompanyisOrbisandinSlovakiathisistheSoreahotelchain.
ThefactthatthereisonlycollectivebargaininginPolandatOrbishelpstoexplaintheabsenceof
aHorecasectoremployerorganisationinthiscountry.Companylevelcollectivebargainingin
LuxembourgandEstoniatakesplaceinjusttwocompanies,whichinEstoniacanexplainthelow
0.3%tradeuniondensity.InLithuania,wherethereisnotradeunionorganisationintheHoreca
31
sector,thereisalsonocollectivebargainingtakingplace.ForMaltaandtheUK,thenumberof
companylevelcollectivebargainingagreementsarenotcounted.Weknowhoweverthatfor
theUK,companylevelcollectivebargainingagreementscover5.4%ofHorecasector
employees.
Table 7: Level of collective bargaining in the Horeca sector
Both sector and company-level collective Sector-level Company-level

bargaining agreements bargaining only bargaining
agreements only (no.
of companies)
Austria* Germany Finland* Latvia1
Belgium* Greece Hungary* Luxemburg2
Cyprus Portugal* Netherlands* Poland1
CzechRepublic Romania Norway Slovakia1
Denmark Slovenia Bulgaria Malta*
Estonia Spain* UK
France* Sweden Estonia2
Italy
Notes: Lithuania has no collective bargaining practice in the Horeca sector; In

Ireland, some collective bargaining applies at company level only.
* = countries which have extension mechanisms giving sector-level collective

bargaining agreements 100% coverage
= no. of companies not specified
ItwasreportedthatinLithuaniathereisnocollectivebargainingpracticeatallintheHoreca
sector.TheabsenceofanemployerorganisationinPolandisinlinewiththefactthatthereis
onlycollectivebargaininginonesinglecompany.Withnocoverageatallforcollective
bargaininginLithuania,andonlyweakcoverageforcountrieslikePoland,othercountrieswhere
thereissectorlevelcollectivebargaininghaveamuchwidercoverage.
Collective bargaining coverage in the sector
Forninecountriesthereareextensionmechanismsgivingsectorlevelcollectivebargaining
agreements100%coverage.ThesecountriesareindicatedwithanasteriskinTable7above.
32
Fortheother12countrieswithsectorlevelcollectivebargaining,butwithoutsuchextension
mechanisms,dataisonlyavailableforsevenonthecoverageofthoseagreements.Accordingto
theavailabledata,before2011inDenmark,Norway,Sweden,SloveniaandItalythiscoverage
wasabove50%,whileforGermanyitwaslessthan50%.Forthecountrieswithsectorlevel
collectivebargaining,thecoverageoftheresultingagreementsdependsonwhetherthose
agreementsareextendedornot.InGreece,NorwayandSlovenia,thereisatheoretical
possibilitytoextendagreements,whichisinpracticeneverused.InSloveniathecoverageis
around90%.
AllScandinaviancountriesandNorwayhavebargainingagreementsthatcovermorethan50%
ofemployees,with100%coveredinFinland.
InTable8thecoverageratesareconsideredasapercentageoftheoverallemployeesinthe
Horecasector.Thecoverageratecanalsobeexpressedasaproportionofcompanies.Thisis
generallyspeakinglower,sincethelargercompaniesaremoreoftencoveredbycollective
bargaining,andbecausethesectorcountsalotofverysmallcompanies.Intermsofcompanies,
agreementsareestimatedtocover3040%ofcompaniesinNorwayand2531%ofcompanies
inSweden.
Table 8: Coverage rate of collective bargaining in the Horeca sector
100% >50% <50%
Austria Denmark Germany
Belgium Norway Ireland
Finland Sweden UK
France Slovenia
Hungary Italy
Ireland
Netherlands
Portugal
Spain
Forthesevencountrieswherethereisonlycompanylevelcollectivebargaining,dataisonly
availableoncoveragefortheUK,being5.4%ofemployeesinthesector.Inmostcountriesthis
companylevelcollectivebargainingconcernsonlyalimitednumberofcompanies.Where
informationwasavailableonthenumberofcompaniescoveredbycompanylevelcollective
33
bargaining,thisismentionedafterthecountryinTable7.ForLatvia,PolandandSlovakia
collectivebargainingtakesplaceinonlyonecompany,andforLuxemburgandEstoniaitis
practicedintwocompanies.ForMaltaandtheUK,thenumberofcompanylevelagreementsis
notcounted.Itishoweverclearthatinthecountrieswherethereisonlycompanylevel
bargaining,itcoversonlyaverysmallfractionofoverallHorecasectoremployees.
Giventhislimitednumberofcompaniescoveredbycollectivebargaininginthesecountries,it
canbeassumedthatthiscoveragefallsbelow50%.Indeed,mostoftheemployeesinthesector
workinsmallercompaniesforwhichcompanybargainingisnotanoption.
Correlation between collective bargaining and organisational density rates
Thepresenceorabsenceofsectorcollectivebargaining,withorwithoutextensionmechanisms
fortheresultingagreements,explainsforalargepartthecoverageofcollectiveagreements.
Furtherexplanationcanbeaddedfromlookingattheorganisationdensityratesoftradeunions
andemployerorganisations.ThefactthatthereisonlycollectivebargaininginPolandinthe
Orbiscompany,helpstounderstandtheabsenceofaHorecasectoremployerorganisationin
thiscountry.ForEstoniatheabsenceofsectorcollectivebargainingrelatestothe0.3%trade
uniondensity.InLithuania,wherethereisnotradeunionorganisationinthesector,no
collectivebargainingtakesplaceatsectororcompanylevel.
Thecountrieswithsectorlevelcollectivebargainingandawidercoverageoftheresulting
agreementsarealsofoundtohavehigherorganisationaldensityrates.InDenmarkforexample,
alltheemployeesofcompaniesthatareaffiliatedtoHorista,theDanishHorecasectoremployer
organisation,arecoveredbythebargainingagreementstheysign.Assuch,70%ofDanish
Horecasectoremployeesarecoveredbythoseagreements.
Conflict and industrial action in the sector
Inmostofthecountriesnoconflictsorindustrialactionswerereported,asisindicatedinTable
9.ThisisinpartaconsequenceofthehighpresenceofSMEs,withmuchlowertradeunion
densityrates.Inmostcasesthenoticeofindustrialactionleadstothematterbeingsolvedby
socialpartners,eventuallywiththehelpofsomekindofmediation.InBelgium,Cyprus,the
CzechRepublicandFinland,exampleswerereportedofhowdisputesgotsolvedthisway.
Infourothercountriesonlyoneindustrialactionfortheperiodfrom2006to2010was
reported.InSweden,forexample,theHotel&RestaurantWorkersUnion(HRF)organiseda
campaigninGothenburgin2006andaconflictarose,whereacompanyrefusedtosignany
collectivebargainingagreement.Theunionsubsequentlystartedahiringblockadeandcauseda
totalworkstoppage.Thematterwassolvedwhenthecompanywassoldinearly2007andthe
newownersignedacollectivebargainingagreement.Theincidentwascalledamatterof
principle,asthecompanytostartwithonlyhadoneemployee,andreceivednationwidemedia
attention.SimilarsingleincidentswerereportedinFrance,inGermanyandinIreland.
34
TwoormoreincidentsoractionshappenedinDenmark,Poland,Romania,Portugal,Slovenia
andSpain.
Table 9: Conflict and industrial action in the Horeca sector
No conflicts or Tension or dispute or One single action Two or more

industrial actions threat of action, solved reported actions reported
reported through mediation but
without action
Austria Belgium France Denmark
Bulgaria Cyprus Germany Poland
Estonia CzechRepublic Ireland Romania
Hungary Finland Sweden Portugal
Latvia Slovenia
Lithuania Spain
Luxemburg
Malta
Netherlands
Norway
Slovakia
UK
Italy
Specific forums for social dialogue
SocialdialogueexistsintheHorecasectorinanumberofdifferentformatsacrossEUMember
States:tripartitesocialdialoguestructures,bipartitestructures,informalandhoccooperation
orindirectcontactviaforexampleparticipationinnationallevelsocialdialogueorthroughthe
jointmanagementofspecificorganisations.
FormsoftripartitesocialdialoguearereportedinCyprus,Denmark,Hungary,Latvia,Romania,
Slovania,Spain,UKandforthecateringsubsectorinLuxemburg.Thesearemostlytripartite
consultationsofHorecasectorsocialpartnersheldbypublicauthorities.
35
Bipartitestructuralsocialdialogueisbasicallyfocusedonhealthandsafetyissuesoronissues
relatedtotrainingorskillsdevelopmentinthesector.Suchabodydealingwithtrainingissuesis
reportedinEstonia,FranceandSpain,whileinGermanyandtheUKthereisaninstitutionalised
socialdialogueinHealthandSafetyassociation(carriedoutinatripartitesettingintheUK).In
bothDenmarkandSpaintherearebipartitesocialdialoguestructuresforbothtrainingissues
andhealthandsafetyissues.InFrancethereisalsoabipartitesocialdialoguebodyfor
employmentissues.InItaly,afeatureoftheHorecasectoristhepresenceofjointbodies(Enti
Bilateriali),usuallysetupatregionallevelandresponsiblefortheprovisionofanumberof
servicesincludingtraining,socialsecurityandhealthinsurance.
InthecountrieswheretherearenostructuresforaHorecasectorsocialdialogue,thereare
usuallyinformalandhocexchangesorcooperation.Examplesofsuchinformalandhoc
exchangesarereportedinAustria,Belgium,Greece,NorwayandPortugal.
ForsomecountriestheHorecasectorsocialpartnersareinvolvedinnationalcrosssectoral
structures,especiallywhenHorecaissuesareonthetable.ThisisthecaseinBulgaria,Czech
Republic,Hungary,Latvia,MaltaandSlovakia.Otherexamplesofsimilarstructuresinclude:
Slovenia,withHorecasocialpartnerrepresentationinaparliamentarycommittee;
Belgium,whereindirectopportunitiesforsocialdialoguecontactsareprovidedbymeetings
relatedtothejointmanagementofawelfarefund;
theNetherlandswherecontactisrelatedtoatraininginstitute;
inGermanysocialpartnersareinvolvedatlocallevelinvocationaltrainingcommittees.
Insomecountriesthisisdoneacrossthewholetourismsector,involvingHorecasocialpartners.
ThisisthecaseinforexampleLatvia,Romania,SloveniaandSpain.
European social dialogue in the sector
AtEuropeanleveltherearenowtwoseparatesectoralsocialdialoguecommittees,oneinthe
hotelandrestaurantsectorbetweenEFFATandHOTRECestablishedin1999,andanotherfor
thecontractcateringsectorbetweenEFFATandFERCOestablishedin2007.Thisbeganwith
informalsectoralsocialdialoguesince1983betweenEFFATandHOTREC,whichturnedintoa
formalsectoralsocialdialoguecommitteein1999,andinformaldialoguesince1999between
EFFATandFERCO,whichinitsturnwastransformedintoaformalsectoralsocialdialogue
committeein2007.
In2008,thisnewsectorsocialdialoguecommitteeworkedonissuesconcerningtheawardingof
publicandprivatecontractsforcontractcateringservices,whichresultedinajointcontribution
toaEuropeanCommissionconsultationonsociallyresponsiblepublicprocurementin2009.
36
InTable10alistofjointdeclarationsispresented,illustratingthatEuropeansocialdialoguewas
notonlyformalisedintermsofstructure,butalsointermsofitsoutcome.
Table 10: Joint declarations of European sectoral social dialogue
1999 EFFATHOTRECJointdeclarationonthepromotionofemploymentintheHoreca
sector
1999 EFFATFERCOAgreementonvocationaltrainingintheEuropeancontractcatering
sector
2000 EFFATFERCOJointdeclarationinfavourofhigherfoodsafetyandhygiene
standardsandtheirproperimplementation
2001 EFFATHOTRECJointdeclarationontheeffectsofVATonactivitiesandemployment
2002 EFFATHOTRECJointdeclerationonEUenlargement
2003 EFFATHOTRECJointdeclarationinfavourofareducedVATratefortherestaurant
sector
2003 EFFATFERCOJointdeclarationinfavourofareducedVATrateforthecontract
cateringcector
2003 EFFATFERCOStudyoncollectivebargaininginthecontractcateringsectorin
Europe
2004 EFFATHOTRECJointrecommendationswithguidelinesfortrainingand
development,especiallyinSMEs,inthehotel,restaurantandcafsector
2004 EFFATHOTRECInitiativeforimprovingCorporateSocialResponsibility(CSR)inthe
hospitalitysector
2006 EFFAT/HOTRECJointstatementontheir2006discussionsandtheir2007plansin
relationtoaEuropeanQualificationsPassport
2006 EFFATFERCOGuidetotheeconomicallymostadvantageousofferincontract
catering
2007 FERCOEFFATAgreementoncorporatesocialresponsibility(CSR)(106KbPDF)inthe
contractcateringsector
2007 FERCOEFFATCommonstatementonobesity
2008 JointdeclarationTowardsresponsibleawardingofcontracts(UNIEuropa,EFFAT,
ETUFTCLandCOESS,FERCO,EFCI,EURATEX)
37
2009 EFFATFERCOJointcontributiontotheguideonsociallyresponsiblepublic
procurement
2010 EFFATHOTRECJointstatementonundeclaredworkintheEuropeanhoteland
restaurantsector
2011 EFFATFERCOJointstatementonsociallyresponsiblepublicprocurement
2011 EFFATFERCOOnlinetrainingtoollaunched:Foodhygienetrainingforall
Contribution of social dialogue to addressing challenges in the

sector
SomeissueshavealreadybeenmentionedaschallengesfortheHorecasector,whichis
characterisedbyhighseasonalactivityandsmallestablishments.
Withregardtoworkingconditions,thereisawidevarietyofworkingtimeschedulesandthe
constantneedforskillsdevelopmentandjobsforyoungworkersarekeyaspectsforthe
sustainabilityofthesector.
Recently,insomecountriesbecauseoftheeconomiccrisis,companieshavefacedincreased
competitionandwageshavebeenaffected.Socialpartnersareawareofthechallengesandin
somecountrieshavesetupbodiestodealwithsomeofthese(mainlytrainingandhealthand
safety).Or,theyhaveincludedclausesincollectiveagreementstoaddressotherissues,suchas
workingtimeandwages,insomecaseswiththecontributionofgovernments.Finally,single
unionoremployerorganisationinitiativeshavebeenoutlined,whichaddresssomeaspectsof
employmentandworkingconditions.
Minimum wages
Asdescribedearlierinthereport,wagedevelopmentsandworkingtimearekeyissuesfacing
theHorecasector.NotalldevelopmentsintheseareasresultfromHorecasectorcollective
bargaining,atsectororatcompanylevel.Thissectionfocusesonarrangementsincollective
bargainingagreementsthathavebeenreachedtoregulateminimumwagesorworkingtime.
Inrelationtominimumwages,substantialdifferencesareobserved.Amongthe20countriesin
whichthereissectorlevelcollectivebargainingfortheHorecasector,thereareminimumwage
provisionsreportedinsectoralagreementsinonlysixcountries:Austria,Bulgaria,Czech
Republic,Estonia,FranceandRomania.TheEstonianminimumwageissetat278Euroa
month.InAustriaitis1,200amonth.
InFrancetheHorecasectorminimumwageismade1%higherthantheoverallminimumwage,
andinRomaniaitis10%higherthanthenationalminimum.InRomania,ontopofthisbasic
minimumwage,coefficientsexist:1.0forunskilledworkers;1.4forskilledlabour;1.3for
38
administrativepersonnelwithpostsecondary(highschool)education;1.45foradministrative
personnelwithtertiaryeducation;1.7forhighlyskilledtechnicalpersonnel(graduatesof
technicalschool);1.9forholdersofbachelorsdegreesand2.1forgraduateswithmasters
degrees.
ThesituationinFranceandRomania,whereminimumwagesintheHorecasectorarehigher
thanatnationallevel,contrastswithinformationfromEstoniaandSlovenia,whereHoreca
sectorwagesarelowerthannationalaverages.InEstonia,theaveragewageintheHoreca
sectoris514,whileatnationallevelitis783.InSlovenia,theaveragemonthlynetpaywas
747thelowestofallsectorsandtheaveragegrosspay1,100.
InSpain,minimumwagesettingvariesaccordingtoregion.Thehighestminimumwageisfixed
intheRegionalAgreementoftheBalearicIslands(1,024in2008forthelowestprofessional
category,withanannualincreaseofthesamepercentageastherealinterannualinflationsetin
Marchplus0.5%).Asfarasotheragreementsareconcerned,theminimumwageoscillates
between720inMadridand800inMalaga.
Insomecountries,liketheNetherlandsandMalta,minimumwagesettingisdoneatnational
levelbylaw,whileinLatviaitissettledbyanationallevelcollectivebargainingagreement.As
such,mostcountriesdonothaveaspecificminimumwagefortheHorecasector.
Asforwageincreases,theyareagreedinsectorlevelcollectivebargainingagreementsinjust
fivecountries:
inAustriatherewasawageincreaseof1.6%for2010and2.05%in2011;
inCyprustheHorecasectorcollectivebargainingagreementcovers20092012withafixed
increaseof120forthefirstyearand1.5%increasesforthefollowingyears;
thecollectiveagreementinFinlandprovidesanincreaseof0.8%forthefirstyear,while
subsequentincreasesneedtobeagreedatthebeginningofeachyear;
inFranceanaveragewageincreaseof5%isforeseen.Andinconsiderationofthereduced
VATrateto5.5%on1July2009,hotels,cafsandrestaurantshavetopayaspecific
premiumtoemployeeswhohaveatleastoneyearofservice(maximum500);
inRomania,fidelitybonusesvaryfrom5%for3to5yearsserviceto25%forlengthof
serviceofmorethan20years.
ForthecountrieswhereonlycompanylevelcollectivebargainingexistsintheHorecasector,
wagesettingcanonlybeagreedatthatlevel.InSlovakia,forexample,thereisacollective
agreementfortheSOREAhotelgroupprovidingfora2%averagewageincreaseforall
employees.
39
InsomecountrieslikeItaly,Belgium,Bulgaria,theCzechRepublic,IrelandandRomania,sector
levelcollectivebargainingagreementscontainprovisionsonworkingtime.Theseprovisions
relatetothelengthofspecifiedweeklyworkinghoursandforshiftregimes.Theyalsoinclude
conditionsforunevenlydistributedworkinghours,forovertimeworkandfornightwork.Such
provisionsareoftenlinkedtolegislation,whichlimitstherelevanceofHorecasectorcollective
bargaining.
InRomania,thecollectiveagreementfortourism20092010stipulatesthat,forexample,a
weeklyworkingscheduleof3644hoursmaybeagreed,providedthattheweeklyaverageper
monthis40hoursandthatthescheduleismadeknownoneweekinadvance.Thedailylength
oftheworkingtimemaynotexceed10hoursandworkperformedbetween1000and0600
hoursisconsiderednightwork.
InIrelandstatutorymachinery(JointLabourCommittees)forsettingminimumratesofpayand
conditionsofemploymenthasappliedinthehotelsandcateringsectors(althoughexcluding
hotelswithinthemunicipalboundariesofDublinandCork).TheseCommittees(JLCs)are
comprisedofemployerandtradeunionrepresentativesandanindependentchairperson.They
typicallyexistinemploymentswherecollectivebargainingispoorlyestablishedandare
designedtoprotectvulnerableworkers..TheCommitteesoperatingintheCateringandHotels
sectorsalteredtheprovisionsforthepaymentofaSundaypremiumin2009.However,the
legallybindingminimumwagesandconditionssetbyJLCsweresuspendedin2011followinga
courtrulingthatdeclaredtheregulatoryprocessforfixingandenforcingpayratestobe
unconstitutional.
Worklife balance
WorkinghoursintheHorecasectorcanfacilitatearrangementsthatfavouragoodworklife
balance;however,longandvariableworkinghourscanposedifficultiesinbalancingworkand
familylife.
ImprovementsingenderequalityandworklifebalancearrangementsareonlyreportedinItaly,
BelgiumandRomaniaintheHorecasectorcollectivebargainingagreements.Thereare,
however,examplesofprovisionsinnationallevelandcompanylevelcollectivebargaining,as
wellasothersocialpartneractionsdevelopedoutsidecollectivebargainingagreements.
InItaly,thenewsectorcollectiveagreementprovidesthatparentsofchildrenupto3yearscan
requestfortheiremploymentcontracttobechanged,onatemporarybasis,fromfulltimeto
parttime.However,nomorethan5%ofallworkersintherelevantworkplacecanbenefitfrom
thisprovision.
InBelgium,theHorecasectorcollectivebargainingagreementincludesprovisionstofacilitate
peoplewithyoungchildrentakingtheirannualholidayasmuchaspossiblewhenschoolsare
closed.WithinSMEs(anaverageof10workersemployed),arighttoaworktimereductionis
40
giventoatleastoneemployee(withatleastfiveyearscontinuouslengthofservice).Thistime
reductioncouldbegivenforaperiodoftwoyears.
TheRomaniancollectiveagreementfortourism20092010,stipulatesthatemployeeswho
waivetheirchildcareleave,whichisduetothemunderlawforchildrenundertwoyearsold,
canenjoyatwohourreductionoftheirdailyworkingtime,withnocorrelativereductionofbase
salaryorlengthofservice.Upontheworkersrequest,anonstandard(flexible)workingtime
schedulemayalsobeapproved.
InMalta,therearetwocompanylevelcollectivebargainingagreementsregulatingworking
time.Thecollectiveagreementcovering20052010signedinFebruary2008betweenthe
CorinthiaHotelsInternational(CHI)andtheGWUhasintroducedareducedworkinghours
systemandtheestablishmentofastrategytoimplementfurtherfamilyfriendlymeasures.CHI
isthelargestprivatecompanyinMaltaandoperatestwo5starhotelsandaholidayresort.This
collectiveagreementcovered619employees.AnothercollectiveagreementsignedbetweenLe
MeridienPhoeniciaHotelandUHM,fortheperiod20072009includestheprovisionofpaid
leaveforadoption,wherewomenaregrantedfourweeksandmenfiveworkingdays.
AspartofNorwaysequalpayfundinthe2010nationalbargaininground(NO0911019I;
NO1006019I),thepartieswithinthehotelandrestaurantsector(asinothersectors)agreedon
puttingNOK0.50(0.06asof15Jan2011)anhourforeachemployeeasideateachcompany.
Themoneyshould,throughlocalnegotiations,beusedto(partly)neutralisegenderdifferences.
Howeverinthehotelandrestaurantsectortherewerehardlyanygenderdifferences,somost
ofthemoneywasdistributedequallytoallemployees.Thismightbeaconsequenceofthefact
thatwagesaresetinacollectiveagreementatcentrallevel,andnotsubjecttocollective
bargainingattheworkplace,asiscommoninmanyothersectorsinNorway.
Inothercountriesimprovementsingenderequalityandworklifebalancearrangementarenot
partofthecollectivebargainingprocess.Therearereportsformspecificsocialpartnerprojects
oractionsaimedatimprovinggenderissuesfromAustriaandtheUK.
InAustriatherewasanInterregpilotprojectentitledProFIT(ProFamilyinTourism).Thiswasa
tripartiteinitiativewithparticipatingpartnersfromtheWKO,AMS,FederalChamberofLabour
(AK),regionalauthoritiesandotherpartnersinthewesternpartofTyrol(Landeck).
IntheUK,thesectorskillscouncilPeople1sthascreatedtheinitiativeWomen1sttoencourage
genderequalityinthesector.Thisseekstoaddressinequalityandredressthefactthatonly6%
ofseniorboardmembersarewomeninHoreca.Theinitiativecombinesgovernmentfunded
mentoringandpersonalisedtraining,awardsinrecognitionofachievementandcampaignsto
raiseawarenesswithinthesector.
41
Migrant workers
Ahighpercentageofmigrantworkersisacharacteristicoftheemploymentinthesectorin
somecountries.
Formigrantworkersthereareinformationoradvisoryservicesdevelopedbytradeunionsin
Austria,CyprusandSpain.InMalta,Englishlanguagecoursesareavailable,andinAustria
Germanlanguagecourses.TheAustrianinitiativegivesinformationinabrochureonAustrian
labourlaw,livingcosts,bureaucracy,lodging,healthcareandotherissues.InDenmark,the
tradeunionofferssupportandadviceinindividualcases.
InItalythejointparitarianbodiesdevelopservicestohelpmigrantworkerscarryout
administrativeprocedureslinkedtotheissueofwork/residencepermitsandtheintroductionof
languagecoursesformigrantworkers.
Undeclared work
Insomecountriesthephenomenonofundeclaredworkrepresentsasubstantialpartofthe
economicactivityandworkinthesector.
InmostcountriestheHorecasectorsocialpartnersrecognisetheproblemofundeclaredwork,
thoughspecialmeasuresaimedattacklingitarenotappliedinsectorlevelcollectivebargaining
agreements.Itisdifficulttogetatruepictureofthesituationhowever,,asillegalworkerstend
tokeepquietabouttheirsituationandmayformtheirownclosedcommunities.
MostoftheinitiativesandactionsreportedinthisfieldarenotspecifictotheHorecasectorbut
coverthewholeeconomyinthecountriesconcerned.Suchactionsmostoftentaketheformof
demandsforincreasedinspection.AnexamplehereisfoundinCypruswheretherewereadhoc
meetingsbetweenthesocialpartnersandtheMinistryofLabourandSocialInsurance,
requestingbettercoordinationofeffortstotackleundeclaredwork.
ThetwoHorecaunions,OYXEBandSYXKA/PEO,wereattemptingtoexertpressureonlabour
inspectorstocarryoutmoreregularandmorefrequentcontrolsinworkplaces,toascertainthe
magnitudeoftheproblemaswellastoconveythemessagethatconstantcontrolsarebeing
carriedout.
AnotherexampleisthefairplaycampaignfromDenmark,whichaimstopreventandreveal
socialfraudandtaxevasion,ofwhichundeclaredworkisapart.Organisedcontrolsincertain
sectorsarefrequentthemostvisitedareconstructionsitesandrestaurants,pizzeriasand
cafs,andtheagriculturesector.Undeclaredworkisknowntobefrequentinhotelsand
restaurants,butforsomereasonhotelsarenotvisitedtothesamedegreeasrestaurants.
TheDanishfairplaycampaignisacooperationbetweentheNationalDirectorateofLabour,the
Police,theregionalfoodcontrolauthority,themunicipalities'socialservicesdepartment,the
DanishImmigrationServiceandthetaxauthorities.Thetradeunionmovementhasitsown
42
undeclaredworkpatrol,insomecasessupportedbytheemployerorganisationsthatsee
undeclaredworkandsocialdumpingasathreattotheirmembers.Ifmeasuredbyhowmany
peoplearecaught,thecampaignisseeminglysuccessful.
Ontopofthis,thetradeunion3Fhasitsownpatrolthatistryingthroughvariousmeasuresto
detectundeclared/illegalwork.However,theseeffortstakeplaceinothersectorsthanhotels
andrestaurants.
InItaly,insummer2011,FilcamsCgillaunchedanationalcampaignagainstundeclaredworkin
thetourismsector:Salvtidallavoroneronelturismo(Freedfromirregularworkintourism).
Thisisanawarenessraisingcampaignthataimstodrawattentiontoaphenomenonwhich,
accordingtotheunion,hasbeengrowingintherecenteconomicdownturnandwhich
negativelyaffectsbothemploymentandworkingconditionsaswellasthequalityoftourist
services.
Seasonal work
TheseasonalityofemploymentisadistinctivecharacteristicoftheHorecasectorinsome
Europeancountries.Inaddition,thisformofemploymentisrelatedtootherissueslikemigrant
workers,incomeduringperiodsofunemploymentandtrainingandskillsdevelopment.
Socialdialoguehasintroducedinitiativesorclausesinagreementstotryandimprovethe
employmentandworkingconditionsofseasonalemployeesinthefollowingcountries:Austria,
Cyprus,Germany,FinlandandFrance.
InAustria,newregulations(seeAT1006011IandAT1105011I)applyformigrantworkersand
thereforeforseasonalworkerscomingfromneighbouringcountriesinthelightoftheopening
oftheAustrianlabourmarkettoNewMemberStates.Followingasocialpartnersagreement,
theaimofthisregulationistoprotectthoseworkersfromunderpayment.
InGermany,theissueisdevelopedundertheworkingtimeclausesinthecollectiveagreement,
andinFrance,areportonseasonalemployment,SectoralProgressReport,2010,waspublished
attheendof2010.CommissionedbyFAFIH,itcontributestothedevelopmentofanambitious
trainingprogrammededicatedtoseasonalworkersinthesector.
InItaly,newprovisionsintroducedin2010inthecollectiveagreementincludeaderogationto
themaximumdurationoffixedtermcontractswiththeintroductionofapreferenceclausein
favourofformerfixedtermworkersinnewrecruitmentprocedures.Thisprovisionismeantto
increasejobsecurityforfixedtermworkersinacontextofhighseasonality.Thisrulewas
alreadypresentforseasonalworkersandisnowextendedtoallfixedtermcontracts.
IntheCypriottourismandcateringsector,thereisapracticecalledsuspendedemployment,
basedonanagreementbetweentheMinistryofLabour,employerorganisationsandthe
unions.Ithasbeenappliedforatleast20years,withtheaimofcontinuingtheemployment
43
relationshipbetweentheemployerandemployeeandpayingtheemployeeanincomeduring
thelowtourismseason(from1Novemberuntil31March).Throughthisagreementthe
seasonalunemployedworkerreceivesincomefromtheemployerandunemploymentbenefit
fromtheSocialSecurityFund(CY0311102N).
Insomecountriesunionsarecurrentlystudying,orplanningtostudytheincidenceand
conditionsofseasonalworkersinordertounderstandtheirsituation(Cyprus,Hungary).In
general,itseemsthatunionsdealwiththisissueatcollectivebargaininglevel.Onespecial
initiativeisfoundinNorway,wheretheNorwegianConfederationofTradeUnions(LO)hasan
initiativecalledsummerpatrol.Representativesfromtheunionvisitworkplacesinthesummer
togiveinformationandadvicetoseasonalworkers,mainlyaimingatyoungpeoplewith
summerjobs.
Withregardtoemployerorganisations,nosignificantinitiativeshavebeenfoundaddressing
solelyseasonalwork.Fewexampleshavebeenreportedthatarerelatedtolabourmarket
shortages(Malta)andmigrantworkersfromNewMemberStates(Austria).
Promoting the employment of young workers
Inthecontextoftheeconomiccrisis,theHorecasectorcanbringjobopportunitiestoyoung
workers.However,therathernegativeimageithasamongsomeyoungpeoplecancauselabour
shortages.Inthiscontext,someEuropeancountries(mostlyfromEU15)addressatsectorallevel
theissueofaccesstoemploymentforyoungworkers.
AtEUlevel,EFFATandHOTREC,theEuropeansocialpartnersforthehospitalityindustry,
expressedtheirsupportfortheEuropeanYouthinitiativein2005.Accordingtothedocument
YoungpeopleandthehospitalityindustryContributiontotheEuropeanYouthInitiative(31Kb
PDF),itisimportanttostimulateemploymentforyoungpeople,asthisisakeyfactorin
promotingfutureeconomicgrowth.Inthisdocumentthepartnershighlighttheimportanceof
improvingthequalityoftraininginthetourismsectorandhavedevelopedasurveyand
subsequentguidelines.Moreover,theypointoutthatintheframeworkofcorporatesocial
responsibility,traineesandapprenticeschemesshouldbedevelopedbutnotreplace
permanent,skilledstaff.
SocialpartnersinAustria,Belgium,Denmark,Germany,France,Italy,Netherlands,Spain,
SloveniaandtheUKhavejointinitiativesoragreementswiththeaimoffosteringapprenticeship
inthesectorandimprovingworkingconditionsforyoungworkerstomakethesectormore
attractive.
InAustria,thesectoralcollectiveagreementgivesprovisionsforpayingapprentices,whichcan
beimprovedthroughcompanylevelagreements.InDenmarktheunion3Fandtheemployer
organisationHorestapromotetrainingincertainoccupationsinordertomakethemmore
popularamongyoungpeople.Socialpartnersrecognisethehighimportanceofeducationand
trainingofyoungworkers.
44
Theothersevencountriesmentionedaboveareawareoftheimportanceofpromoting
apprenticeshipsatsectorallevel,butonlyafewofthemhaveimplementedaprogramme.In
Spain,thesectoralagreementtheFourthFrameAgreementforAccommodationandFood
ServicesActivities(ALEH),stipulatesthatworkersundertheworkexperiencecontractand
trainingcontract(twotypesofapprenticeship)haveprioritywithregardstojobvacancies.
InGermany,theNGGunionreportsthatsomeregionalorganisationsoftheemployer
organisationDEHOGAwanttojointlyaddresstheproblemofshrinkingnumbersofapprentices
andthehighrateofdropoutsamongapprentices.However,sofarnoconcreteagreementsor
initiativescanbereported.
InitiativesreportedbynationalcontributionsfromtradeunionsintheHorecaindustryarevery
scarce.TheyexistmainlyintheScandinaviancountries:Denmark,SwedenandNorway.In
Denmark,3Factivelypromotesemploymentpossibilitiesthroughcampaigns,whileinSweden
theHotelandRestaurantWorkersUnion(HRF),andinNorwayFellesforbundetandLOdevelop
campaignsamongworkerstoincreasemembership.
Insomecountries,employerorganisationsintheHorecasectortrytoattractyoungpeople
throughcooperationwithvocationaltrainingsystemsorschools,tofacilitateaccessand
motivateyoungpeopletostudyrelatedsubjectsandstartacareerinthesector.Austria,Cyprus,
Estonia,Germany,SloveniaandNorwayarecountrieswherethistypeofapproachhasbeen
reported.TheAustrianemployerorganisationWKOimplementedinitiativestomake
employmentinthesectormoreattractiveforyoungapprentices,includingprojectsandimage
improvingcampaignsatprovinciallevel,calledGetaJob,(Glcksbringer).
Improving access to career development and lifelong learning
Inseveralcountries,thegenerallowlevelofeducationandskillsandemploymentshortages
haveencouragedsocialpartners(sometimeswiththecooperationofgovernment)toaddress
theissueofcontinuouslifelonglearning.Anothercommonchallengeisthedevelopmentand
provisionofformalrecognisedqualificationswithintheeducationandtrainingsystem.
Therearedifferentlevelsofdevelopments.Insomecountriesitisanissueonlyatworkplace
levelandnotforsectoralinitiatives.Inotherstheneedforworkerstrainingisincludedinthe
sectoralcollectiveagreementwithoutanyspecificaction.Examplesoffurtherdevelopmentslike
thecreationofbipartiteortripartitebodiesforqualificationandtrainingoftheworkforcecan
befoundinthefollowingcountries:
AustriaAustriasPublicEmploymentService(AMS);
BelgiumTheCentreforeducationandtrainingforthehotelsandrestaurantssector
(HorecaVormingHorecaFormation);
DenmarkTheKitchen,HotelandRestaurantEducationSecretatiat;
45
NetherlandsStichtingVakbekwaamheidHoreca,SVH;
FranceFafihreport2010;
IrelandtheHotelIndustryForum,AnnualReport2009employmentissues;
RomaniaCNFPA;
SloveniatheCulinaryArtsandTourismAcademy,CATA;
ItalyFondoFor.Te;
UKPeople1st.
IntheUK,thesectorskillscouncil,People1st,isanorganisationdesignedtohelpimprovethe
skillsbaseofthesectorthroughtrainingandlifelonglearning.Theorganisationconducts
researchtoassesstheskillsneedsofthesector,coordinatestrainingandapprenticeships,has
drawnupanationalstrategyforthesectorandcampaignsforqualificationreform.
People1sthasidentifiedthatalthoughthereisagoodlevelofparticipationintraining(over
twothirdsofemployersintheHorecasectorprovidetraining),veryfewcourses(just3%)result
inarecognisedqualification.Thecouncilisreviewingthequalificationsavailabletothesectoras
wellastheNationalOccupationalStandardsforHoreca.
Theorganisationreportsaskillsshortageinthesector,particularlyaroundmanagementand
leadership,chefskillsandcustomerserviceskills.Thereisgrowingconcernthatstaffdonot
havetheskillstomeetbusinessneeds.Researchin2009byPeople1stsuggeststhat180,000
peoplearenotfullyproficientintheirjobsandthatthisisagrowingskillsproblemforthe
sector.
Insomecountries,apartfromjointinitiativesbetweenemployerorganisationsandtrade
unions,socialpartnersaredevelopingunilateralinitiatives.Twoexamplesareincludedinthis
section.
InRomaniain2008,theNationalTradeUnionConfederationCartelAlfa(CNSCartelAlfa)started
aprojectcalled'ProfessionalManagersforTourism,HotelsandRestaurants',designedto
providetraining,overaperiodofthreeyears,to1,500traineesfromalloverRomania.The
generalaimoftheproject,whichisfinancedfromtheEuropeanSocialFund,istocontributeto
theimprovementofentrepreneurshipandmanagementskills,andtodevelopnew
competencesamongtourismworkers.Another,specific,aimoftheprojectistocreatethe
conditionsforanexchangeofexperience,knowledgeandgoodpracticesattransnationallevel.
Togivealastingeffecttotheproject,a'HandbookofTourismManagers'willcrownits
completion.InadditiontoCNSCartelAlfa,theprojectsbenefitsfromtheparticipationofa
corporateownerofahotelchaininseveralEuropeancountries,acompanyspecialisedinthe
developmentofhumanresourcesandacentrespecialisedinvocationaltrainingactivities.
46
InSpain,theunionsplayanimportantroleinprovidingtrainingandlifelonglearningtoworkers
bymeansoftheirparticipationintheimplementationofactivelabourmarketpolicies.Inthis
sense,in2010,FECOHTCCOOlaunchedatrainingprogrammeplan,consistingof87courses,for
thesectorsofcommerceandaccommodationandfoodservicesactivities.
Employersareconcernedabouttheimportanceofaddressingtheissueofpoorqualifications
andskillsinthesector.Insomecountriestheyareinvolvedinsettingnationalconfigurationsfor
thevocationalandeducationsystemforHorecaoccupations.Itisalsointerestingtonotethatin
somecountries,likeHungary,largercompaniesareorganisingtrainingforthemselves.Employer
organisationsinseveralcountriesarealsodevelopingtheirowninitiativesatsectorallevel.
Forexample,inGermanytheBDSandDEHOGAemployerorganisationshavedevelopedtheir
owntrainingactivitiesforworkersinthesector.
BDSnotesinitsannualbusinessreportfor20092010thattogetherwiththevocationaltraining
schools(Berufsschulen),itsupportsseveralcompetitionsforapprenticeswholearnthe
professionofspecialistinsystemscatering(Fachmann/fraufrSystemgastronomie).Since
2008theBDShassupportedaspecialuniversitycourseforManagementinHotelandTourism
andFood,BeverageandCulinaryManagement.Duringthesestudiesstudentsgetauniversity
educationandcantakepartintrainingprogrammesincateringcompanies.TheBDSpointsin
particulartoitsCharterofSystemsCatering(ChartaderSystemgastronomie).Thecharteris
signedbymajorcompanieswithinBDSandcontainsacommitmenttocollectivebargainingand
toapprenticeshipsandfurthertraining.
SomeofDEHOGAsimportantinitiativesrevolvearoundtrainingandapprenticeships.Onits
websiteDEHOGAprovidesinformationaboutcareeropportunitiesandapprenticeshipsinthe
sectorandofferslinkstoregionalDEHOGAwebsites,whichalsogiveinformationaboutjob
opportunitiesinthesector.InMay2010DEHOGAstartedaninitiativeonthequalityof
apprenticeships(InitiativeAusbildungsqualitt),whichaimstosupportinstructorsand
supervisorsintrainingestablishments,toimprovethequalityoftrainingandapprenticeships.
Thegoalistoreducedropoutratesandjobexits.Whethertheseinitiativeswillhaveanimpact
remainstobeseeninthelightoffuturedevelopments.
Frominformationavailableinnationalcontributions,itseemsthatwheninitiativesortraining
programmesexistatsectorallevel,theyaredevelopedintheframeworkofsocialdialogueand
incooperationwithgovernments.
AtEUlevel,theEFFATHOTRECissuedajointstatementonthecontinuationoftheirworkto
furtherdevelopandimplementtheEuropeanQualificationandSkillsPassport(2008).Countries
involvedbyDecember2009wereItaly,Spain,Malta,HungaryandIreland.Theaimsofthis
passportinthecontextofhighlevelcrossbordervocationalmobilityare:
toallowworkerstodocumenttheirqualificationsandskillsacquiredthrougheducation,
vocationaltrainingandonthejob;
47
toallowemployerstoassesstheskillsandexperiencesofjobcandidatesfromtheirownand
otherEUcountries;
tofacilitateabettermatchofofferanddemandinemploymentinthehotelandrestaurant
sector.
Improving health and safety
Insomecountries,socialdialogueinthesectorhasaddressedhealthandsafetyissues.
Therearesomecountrieswithoutaspecificcollectiveagreement,orsocialdialogueatsectoral
level,andthereforenospecificinitiativescreatedbysocialdialoguehavebeenimplemented
(e.g.Latvia,LithuaniaandLuxemburg).
Inothers,itseemsthathealthandsafetyitisnotarelevantissueforjointactionsatsectoral
level(e.g.Poland,PortugalandNorway).
Amongthosecountrieswithbipartiteactionsonhealthandsafety,issuesregardingsmokingin
theworkplaceandfoodsafetyandhygiene(inaccordancewithDirective93/43/EEC),alongwith
workerhealthhavebeenthesubjectofinitiatives.
InAustria,acollectiveagreement(KollektivvertragfrdieAngestelltenimHotelund
Gastgewerbe,16December2008)wasconcludedbetweensocialpartnersincludingtherightto
severancepayifaworkerterminateshisemploymentrelationshipduetosmokenuisance.
Furthermore,accesstodiagnosticmeasuresiseasedandspecialprotectionrulesforapprentices
andyouthworkersapply.
MoregeneralinitiativeshavebeendevelopedinUnitedKingdom,SpainandSweden.IntheUK
theHealthandSafetyExecutive(HSE)operatestheHospitalityIndustryLiaisonForumwiththe
participationofrepresentativesfromindustrytradeassociations,tradeunionsandindustry
stakeholders.Thisforumprovidesguidanceonriskassessments,majorrisks,casestudiesand
resourcestohelptheHorecasectorreduceaccidentsatwork.
InSpain,theNationalFrameworkAgreementforthesector(ALEH2010),setupabipartite
boardcomposedofunionmembersandemployers.Theactionsagreedbythisboardwillbe
implementedinsmallcompanieswithfewerthan50employees.Inthiscountrythemost
importantinitiativesaretakenjointlybythesocialpartners(e.g.riskguidesorresearchabout
thecausesofsicknessinthesector).
InSweden,tradeunionsUnionenandtheHotelandRestaurantWorkersUnion(HRF),together
withtheemployerorganisationSwedishHotelandRestaurantAssociation(SHR),initiateda
programmein2008calledBettereverydaylife.Theprogrammeisaimedatprovidingemployees
andemployersinthesectorwithadviceandrecommendationsforreducingrisksfactorsinthe
workplaceandforimprovingtheworkenvironment.
48
Accordingtothenationalcontributions,insomecountriestherearespecificunioninitiativesin
thefieldofhealthandsafety(Denmark,Greece,Ireland,andMalta).Inseveralcountrieseither
theinitiativesaretakenjointlywithemployersornonehavebeenreported.Insomecases,the
lackofunionorganisationorofastrongstructure,limitsthepossibilitiesforsuchinitiatives.
However,takingintoaccountthecharacteristicsofthesector,TheNorwegianUnited
FederationofTradeUnionsFellesforbundetaskedthegovernmenttoextendtheregionalsafety
representativesschemetocoverthehotelandrestaurantsector.Theschemealreadyoperates
intheconstructionindustry,andtheplanistoappoint11regionalsafetyofficersinthehotel
andrestaurantsector.Themostimportanttaskofaregionalsafetyofficeristomonitorthe
workingenvironmentinpremiseswheretherearenohealthandsafetyrepresentatives,
particularlyinsmallerenterprises.
Afternegotiationswiththeemployersfailed,inMay2011theMinistryofLabourdecidedthat
theofficerswouldbeemployedbytheLabourInspectionAuthorityandnotbytherelevant
tradeunions(asisthepracticeintheconstructionsector).Finallythedecisionwasacceptedby
bothsidesoftheindustry.
Employersinafewcountrieshavedevelopedactionstoimprovethehealthandsafetyof
workers.Forexample,inCyprusin2009theAssociationofCyprusTouristsEnterprises(ACTE)
organisedacompetitionforthepurposeofawardingbusinessesthatimplementgoodpractice
intheareaofworkplacehealthandsafety.InFrance,thefoodsafetycommissionofthefast
foodsectorsemployerorganisationhasdevelopedaguideforgoodhygienepracticesalong
withreferencetextsforhygieneandsafety.InSpain,theFEHRsignedacollaborationagreement
withtheMinistryofHealthtopreventtheconsumptionofdrugsandencouragemoderate
alcoholconsumptionamongHorecaworkers.Theagreementaimstoestablishacertificatefor
enterprisescollaboratinginthepreventionofdrugconsumption,tooffertrainingcoursesto
workersinthesectorandtomakeitpossibleforworkersinthesectortoactashealth
mediatorsinsomecaseswhiletheycarryouttheirprofessionalactivities.
Commentary
Thehotelandrestaurantssectorfacesmanychallengesthatimpactonitssustainabilityinthe
future.
Thesectorisexperiencinglabourshortagesinsomecountries,especiallyforsomequalifiedjob
profiles,whichisproblematicinthecontextofalackofapprenticeshipsandtrainingand
educationsystemsthatarefailingtoaddresstheneedsoftheindustry.
Inaddition,demographicchangeswillposemoredifficultiesfortherecruitmentofyoung
workersandthereforeincreaselabourshortages.
Theselabourshortageswillonlybepartlysolvedwiththeimpactoftheeconomiccrisiscreating
anincreasedlabourforcebecauseofhigherunemployment.Converselythecrisishasalsohad
49
animpactonthesectorwithareductioninactivityandemploymentinsomecountries,
particularlyduringtheearlydaysofthecrisis.
Workinginthesectorrepresentsanopportunityforyoungandunqualifiedworkerstogain
accesstothelabourmarketandforpeoplewhoneedtoworkparttime.Howeverworking
conditionsandtheimagethesectorhasinsomecountriesaccountfordifficultiesinrecruitinga
qualifiedworkforceandthegeneralattractivenessofthesector.Thesedifficultworking
conditionsincludehighlevelsoftemporaryandseasonalwork,longworkinghoursandlower
wagesthaninothersectors.
Inthosecountriesthatarestrugglingtodevelopeconomicactivityinthetourismindustry,the
crisisislikelytohaveanimpactonthepossibilitiesforyoungorunqualifiedworkerstoaccess
thelabourmarket,andprobablyalsoforsomewomenwhoarewillingtoworkparttime.Some
oftheseissueshavebeenrecognisedbythesocialpartnersaschallengestobeaddressed.
Principally,theycoincideintheimportanceofmaintainingaskilledworkforceandpartnerssee
thatthefocusshouldbeputonadequatetrainingandlifelonglearning.
Takingintoaccounttherathersmallsizeofcompaniesinthesector,interestorganisations,
collectivebargainingandsocialdialoguecancontributetotakeeffectivestepsinthisareaand
onotheraspectsofworkingconditionsinthesector.Onthenegativeside,organisational
densityisratherlow,especiallyforthevastmajorityofsmallestablishments.However,the
existenceofcollectiveagreementsinbiggercompaniesandtheextensionofsectoralcollective
agreementstocoverallcompaniesandemployeesinafewcountries,createconditionsfor
socialpartnerstoplayaroleinimprovingworkingconditions.
Aspectslikewages,workingtimeandseasonalworkispartlydealtwithintheframeworkof
collectivebargaining.Besidescollectivebargaining,socialdialoguehasinsomecountriesledto
initiativesorthecreationofbodiestotacklesomeofthechallengesofthesector.Mostofthese
initiativeshavebeenimplementedinthefieldoftrainingandskillsdevelopmentandhealthand
safety.ItisintheareaoftrainingthatsocialpartnersarecooperatingatEUlevelonthe
EuropeanQualificationandSkillspassportandinterestingexamplesofjointactionsexistin
somecountries.
Toalesserextentsocialdialoguehasaddressedtheissueofworklifebalance,whichisanarea
forimprovementintheHorecasector.However,therearedevelopmentsinthisregardinfew
countries.Despitethefactthatmigrationishighinthesectoraswellasundeclaredwork,these
twoaspectshavenotledtojointsocialpartneractioninmostcountries,leavingtheseissues
mostlytogovernmentsandlabourauthorities.
Regrettably,theinformationcurrentlyavailableprovideslittleevidenceoftheimpactofsuch
measuresonrecruitmentandretentioninthesectorandmoreresearchisrequiredtoevaluate
theimpactoftheseinitiatives.
50
Elias Gerogiannis, Peter Kerckhofs and Oscar Vargas,

European Foundation for the Improvement of Living and Working Conditions
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Employment and Industrial Relations in The Hotels and Restaurants Sector

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Employment and Industrial Relations in The Hotels and Restaurants Sector

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Employment and industrial relations in

the hotels and restaurants sector

Main drivers of change

Impact of the crisis on the sector

Views of the social partners on social and economic trends

Characteristics of employment and working conditions

Industrial relations in the sector

Contribution of social dialogue to addressing challenges in the sector

Aim of the study

Table 1: NACE codes included in the Horeca sector

Section I Accommodation and food service activities

NACE division Group

56 Food and beverage service activities

Main drivers of change

Impact of the crisis on the sector

Figure 1 Employment change (%) in the Accommodation and food services

Views of the social partners on social and economic trends

MartinCouchman, chairmanHOTRECsectoralsocialdialogue committee,firstlyhighlighted

Characteristics of employment and working conditions

Employment in the sector

Table 2: Countries with highest relevant shares of workers under different

Share of employment in the economy SouthEurope,Ireland,UK,Austria

Employment of women Balticcountries,FinlandandPoland

Prevalence of undeclared work

Working conditions of young workers

Seasonal work and working hours

Qualifications and skills development

Health and safety at work

Industrial relations in the sector

Trade union representation

Table 3: Trade union density in the Horeca sector

Horeca sector < 1% 1% - 5% 5% - 15% 15% - 30% >30%

Lithuania France Spain Luxemburg Belgium

Estonia Latvia Austria Malta Denmark

Slovakia Germany Netherlands Greece Slovenia

CzechRep. Bulgaria Romania Norway Cyprus

Poland UK Hungary Finland

Compared to variesbetween5%and Varies Varies Allabove

Table 4: Number of Horeca sector trade unions per country

CzechRepublic Austria Belgium

Denmark Estonia Bulgaria

Finland Ireland Cyprus

Germany Luxemburg France

Greece Malta Spain

Hungary Netherlands Sweden

Latvia Norway Italy

Table 5: Employer organisation density in the Horeca sector

% of companies <30% >30%

Sectoral density rates CzechRepublic Austria

Subsectoral or EstoniaNace56 LithuaniaNace

Source: National contributions Horeca CAR 2011

Polandno Bulgaria CzechRepublic Austria3

sector(PZPPT) Greece Luxembourg France5*

Hungary Norway Ireland6

Lithuania Romania* Latvia5*

Netherlands Slovenia* Malta4*

Source: National contributions Horeca CAR 2011

* = lack of a clear demarcation of membership fields

Collective bargaining in the sector

Table 7: Level of collective bargaining in the Horeca sector

Both sector and company-level collective Sector-level Company-level

Austria* Germany Finland* Latvia1

Belgium* Greece Hungary* Luxemburg2