This chapter assesses the role of collective bargaining on labour market performance in OECD countries. It is based on the detailed characterization of collective bargaining systems and practices presented in the previous chapter. This chapter examines the relationship between different collective bargaining situations and employment, wages, wage inequality and productivity, using a rich mix of data at national, sectoral, firm and worker levels. It will then examine how large-scale workers` and employers` organisations, administrative enlargements, organised forms of decentralisation and wage coordination can contribute to a greater balance between inclusion and flexibility in the labour market. To be legal, trade union actions in principle presuppose that the union involved has a reasonable professional interest in demanding a collective agreement. This means that the work that the union is trying to regulate by entering into an agreement must fall within the scope of the union. Danish trade unions can take trade union measures to support the demand for payment of wages under a collective agreement with a foreign company that sends workers to Denmark. Trade union actions may be directed against the undertaking with which the trade union is trying to conclude a collective agreement or it may be a solidarity action aimed at other undertakings supplying products to the undertaking concerned. Trade union actions are subject to notice. To obtain a collective agreement, the union must first inform the foreign employer of the provisions of the collective agreements in force on which their demands are based.

The collective agreements concerned must apply at the federal level and have been concluded between the most representative workers` and employers` organizations. As far as the future of work is concerned: how to make the most of collective bargaining In Finland, collective agreements are universal. This means that a collective agreement in a sector of activity becomes a universal legal minimum for everyone`s employment contract, whether unionized or not. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement. This chapter provides a comprehensive and up-to-date overview of collective bargaining systems and rules of employee participation in OECD countries. Despite the decline in union density and collective bargaining coverage over the past 40 years, collective bargaining remains an important institution in the labour market. However, understanding of this key institution is limited by the fact that collective bargaining systems are often described by crude and oversimplified indicators in the literature. This chapter describes in more detail the characteristics of collective bargaining systems, which are particularly important for labour market outcomes. Find out more about the main Danish labour market organisations, which can provide information on the content of collective agreements, including key issues such as wages.

British law reflects the historical contradictory nature of British industrial relations. In addition, workers are concerned that if their union is prosecuted for violating a collective agreement, the union could go bankrupt, allowing workers to remain in collective bargaining without representation. This unfortunate situation could change slowly, partly under the influence of the EU. Japanese and Chinese companies that have British factories (especially in the automotive industry) are trying to pass on the company`s ethics to their workers. [Clarification needed] This approach has been taken by local UK companies such as Tesco….