Beskæftigelsesudvalget 2019-20
BEU Alm.del Bilag 295
Offentligt
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EUROPEAN
COMMISSION
Brussels, 14.1.2020
C(2020) 83 final
CONSULTATION DOCUMENT
First phase consultation of Social Partners under Article 154 TFEU on a possible action
addressing the challenges related to fair minimum wages
EN
EN
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CONSULTATION DOCUMENT
First phase consultation of Social Partners under Article 154 TFEU on a possible action
addressing the challenges related to fair minimum wages
1.
INTRODUCTION
Environmental sustainability, productivity gains, fairness and macro-economic stability will
be the four dimensions of our economic policy in the years to come. Fair working
conditions are therefore at the heart of a social market economy that works for people.
Citizens expect that the Union provides them high levels of wellbeing, while the economy
moves towards greener and more digital growth models.
1
President von der Leyen’s
determination “to
strive for more when it comes to social fairness and prosperity”
2
is a
political commitment to act on these expectations.
Adequate wages are key for ensuring fair working conditions and decent living standards for
European workers. Set through collective agreements or legal provisions, minimum wages
help to protect low-wage workers and prevent in-work poverty. As emphasised in Principle 6
of the European Pillar of Social Rights on Wages (the implementation of which is a shared
responsibility of Member States and EU institutions)“(a.)
Workers have the right to fair
wages that provide for a decent standard of living. (b.) Adequate minimum wages shall be
ensured, in a way that provide for the satisfaction of the needs of the worker and his/ her
family in the light of national economic and social conditions, whilst safeguarding access to
employment and incentives to seek work. In-work poverty shall be prevented. (c.) All wages
shall be set in a transparent and predictable way according to national practices and
respecting the autonomy of the social partners”.
Diverse performances across and within
Member States in achieving this contradict the promise of shared economic prosperity and
undermine the objective of upward convergence. They are therefore a matter of concern at
European level.
President von der Leyen has announced that “a
legal instrument to ensure that every worker
in our Union has a fair minimum wage”
will be proposed, as part of “an
action plan to fully
implement the European Pillar of Social Rights”,
building on the conviction that “the
dignity
of work is sacred”
and minimum wages “should
allow for a decent living”.
In her Political Guidelines, she also underlined that “minimum
wages should be set according
to national traditions, through collective agreements or legal provisions. I am a firm believer
in the value of social dialogue between employers and unions, the people who know their
sector and their region the best”.
Collective bargaining is an essential element of the social
market economy promoted by the EU and a strong foundation for good wage setting. The
respect for national traditions and for social partners’ autonomy is also underlined by
See
Special Eurobarometer 471 on “Fairness Inequality and Intergenerational mobility”, March 2018, and
Special Eurobarometer 486 on “European 2019”, March 2019.
2
“A Union that strives for more. My agenda for Europe.” Political Guidelines for the next European
Commission 2019-2024.
1
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European Parliament in its recent resolution
3
on employment and social policies in the euro
area.
The purpose of this document is to consult the social partners, in accordance with
Article 154(2) of the Treaty on the Functioning of the European Union (TFEU), on the
possible direction of EU action to address the challenge of ensuring fair minimum wages
for workers in the Union.
In line with Articles 151 and 153(5) TFEU as well as the constant
case-law of the European Court of Justice (ECJ)
4
, any possible EU action in the field of
minimum wages would not seek to harmonise directly the level of minimum wages across the
EU. It would also respect national traditions, social partners’ autonomy and the freedom of
collective bargaining. It would not seek to establish a uniform mechanism to set minimum
wage and would not establish the level of pay which falls within the contractual freedom of
the social partners at a national level and within the relevant competence of Member States.
Therefore minimum wages would continue to be set either through collective agreements or
legal provisions, in full respect of national competencies
and social partners’ contractual
freedom. In particular, an EU action would not seek the introduction of a statutory minimum
wage in countries with high coverage of collective bargaining and where wage setting is
exclusively organised through it.
This
consultation has been adopted alongside a Communication on ’a strong Social Europe
for just transitions’. The Communication sets out a vision for upgrading the EU’s social
market economy and fostering the implementation of the European Pillar of Social Rights as
means to ensure that the transitions of climate-neutrality, digitalisation and demographic
change are socially fair and just.
2.
WHY MINIMUM WAGES MATTER
Despite the moderate wage growth in recent decades in some Member States, the
situation of low wage workers has worsened and wage inequalities have increased.
A
number of these workers have seen their wages relative to others and the purchasing power of
their wages deteriorating. About one in six workers in the EU earns a low wage
5
and this
share has been on a rising trend. It rose on average in the EU from 16.7% to 17.2% between
2006 and 2014
6
, with significant increases in some countries. In-work poverty has seen a
similar trend, increasing, between 2005 and 2018, from 8.1% to 9.6%.
7
Workers with low levels of education, in service-related occupations or in elementary
occupations are likely to be more affected
than those with higher education or those
working in other professions. Furthermore, small companies in all countries tend to employ a
higher proportion of low-wage workers.
Among low-wage workers, those under non-standard forms of employment are
particularly exposed to the risk of in-work poverty.
The surge of non-standard work
(including temporary employment, part-time and on-call work, as well as temporary agency
EP resolution on employment and social policies in the euro area. Available at:
https://www.europarl.europa.eu/doceo/document/TA-9-2019-0033_EN.html
4
See in particular Case C-268/06, Impact, point 123-124
5
In statistical terms, low wages are defined as those less than two thirds of the national median wage.
6
Latest data, Eurostat, Structure of Earnings Survey [earn_ses_pub1s].
7
Eurostat based on the EU-SILC survey [ilc_iw01].
3
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work) in many Member States as a result of a growing weight of services in the economy,
technological change and the emergence of new business models may increase the risk of in-
work poverty among some workers. Since the workers concerned tend to earn lower wages
than permanent full-time workers, this also contributes to wage inequality. Some emerging
new forms of work may further reinforce these trends. While they can have positive effects
by making it easier for people to become economically active and by increasing the flexibility
for workers and firms, they can also pose risks because they do not always provide the same
protections as standard forms of work, including minimum wages.
8
Minimum wages protect workers with low wages and low bargaining power.
They can
help the pay of low-wage earners to keep up with productivity developments. Adequate
minimum wages reduce in-work poverty and wage inequality at the lower end of the wage
distribution. Since more women earn wages at or around the minimum wage than men,
improvements in the adequacy of the minimum wage also support gender equality. Minimum
wages moreover help make work pay, strengthening the incentives to work. In particular,
they can promote the participation of women in the labour market, thus ensuring higher
contributions to the social protection systems and contribute over time to decreasing the
pension gender gap. At the same time, other policies can also help to address wage inequality
and in-work poverty. Education and skills policies contribute to ensuring that workers are
equipped with the skills needed in the economy, allowing them to have access to better paid
jobs. Employment protection legislation affects incentives to create different forms of work
(including permanent and temporary jobs, as well as self-employment). Finally, tax and
benefit systems directly influence the tax burden and the net incomes of low-wage workers.
From an economic perspective, appropriate minimum wage increases support overall
wage growth.
They have a spillover effect on the wages slightly above the minimum wage,
and thereby on aggregate wage growth. They may reduce the turnover of workers in the low-
wage sector and reinforce the incentives for firms and workers to increase productivity and
invest in their human capital. In some countries, they are linked to overall remuneration in the
public sector, thus influencing indirectly wage levels. Adequate minimum wages can support
domestic demand and thus the resilience of the economy, especially in an economic
environment characterised by persistently low inflation. At the same time, minimum wage
increases need to take into account the economic environment and possible effects on
employment and competitiveness. Possible negative effects include increasing the risk of
firms cutting labour costs by outsourcing work, including self-employment, delocalising low
productivity activities, or not fully complying with minimum wage provisions (e.g. by
moving work to the shadow economy) .
22 Member States have statutory national minimum wage and 6 others have wages
determined via collective bargaining (including, in some cases, minimum wages).
Today
the share of workers earning the minimum wage in the EU is estimated at levels that vary
from below 5% (e.g. in Belgium and Malta) to around 20% (in Portugal and Romania) (see
figure 1 in Annex).
Many workers are currently not protected by adequate minimum wages in the EU.
In
some cases, minimum wage floors cannot be considered as adequate. In others, there are
major gaps in the coverage of minimum wages. Moreover, statutory minimum wage setting
mechanisms face challenges in a number of EU countries, notably when there is an
insufficient involvement of social partners or a lack of a clear framework for minimum wage
OECD (2018): “The emergence of new forms of work and their implications for labour relations”, Paper
presented at the 1st Meeting of the G20 Employment Working Group.
8
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updates. These problems, and their consequences, are discussed in more detail in the
following section.
Collective bargaining is central to wage-setting as it sets the terms of employment and
working conditions of a large share of workers and tends to reduce wage dispersion.
Countries with a higher collective bargaining coverage tend to have a lower proportion of low
paid workers. Between 2000 and 2015, collective bargaining coverage has decreased in many
EU Member States, from an estimated average of 68.5% to 59.5%, with particularly strong
declines in Central and Eastern Europe. This has been driven by the structural shifts of
economies towards less-unionised sectors, notably services, and by a sharp decline in trade
union membership related to the increase of atypical and non-standard forms of work. In the
Member States where minimum wages are set through collective bargaining and the level of
coverage is still very high, they cover or give access to most workers. Among the countries
with a statutory national minimum wage, the coverage of collective bargagining is very
diverse, ranging from less than 20% in Estonia, Lithuania and Poland to above 80% in
Belgium, France and the Netherlands.
3.
THE CHALLENGES
Wage adequacy
Minimum wages are considered adequate if they are fair vis-à-vis the wage distribution
in the country and if they provide a decent standard of living. Minimum wage adequacy
also needs to be assessed in relation to the economic conditions of each country.
To see how the level of minimum wages relates to the wage distribution, gross minimum
wages are usually compared to the gross median or average wage.
9
In 2018, the highest
wage floors as compared to the median wage were observed in some countries with collective
bargaining systems (Denmark and Italy close to 80%) while in other countries minimum
wages mostly ranged between 40% and 60%. Other countries with higher minimum wages
included Bulgaria, France and Portugal, while lower minimum wages were observed in
countries such as Czechia, Estonia and Spain (see Figure 2 in annex).
10
Comparisons to the
average wage are somewhat lower as the average wage exceeds the median wage since it is
affected by very high earnings.
When looking at wage adequacy, the impact of taxes and social contributions needs to
be taken into account.
In 2018 the “wedge” between net wage and total labour cost ranged
between 15% and 45% at minimum level (Figure 3 in annex). The magnitude of the tax
wedge has an impact not only on the amount of take-home pay of minimum-wage workers
but also on the employment of workers who expect to earn low wages. Indeed, workers are
likely to make their decisions (e.g. on accepting a job offer) based on the net wage and
compare it with other potential sources of income not earned from work to judge whether it is
worth accepting a job offer. In 2018, the net minimum wage was below 60% of the net
average wage in almost all Member States, and it was below 50% of the net average wage in
9
The median wage is the wage earned by the person in the middle of the wage distribution. Exactly one half of
people earn less than this person. The median wage is usually estimated based on earnings (or income) surveys,
on the distribution of monthly earnings of full-time workers.
10
Information on collectively agreed wage floors for low-paid occupations, which are comparable to statutory
minimum wages, were collected by Eurofound (2019): “Minimum wages in 2019: Annual review”, Publications
Office of the European Union, Luxembourg.
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about half of them. Employers are likely to make hiring decisions based on total labour cost
(including social contributions payable by employers).
Assessing the take-home pay of minimum-wage earners in relation to income levels that
protect against poverty can give an indication of whether minimum wages can support a
decent living.
There are several possibilities to assess the adequacy of minimum wages : one
possibility is assessing minimum wage to an “absolute” reference such as a “living wage”
11
,
as currently calculated in Ireland and the UK. Another possibility is comparing the net
income of minimum-wage earners to 60% of median household income, currently determined
as the at-risk-of-poverty threshold in the EU. Current data shows that the minimum wage is
sufficient to lift a single worker out of the risk of poverty in most, but not all, Member States.
Some countries where minimum wage is not sufficient to prevent at-risk-of-poverty include
countries with comparatively low minimum-to-median wage ratios (such as Czechia, Estonia,
Malta, Germany), but also Latvia and Luxembourg.
Finally, adequacy of minimum wages has to be considered in relation to the price levels
in the country.
Levels of minimum wages expressed in purchasing power standards (pps)
indicate the real value of wages in each country. It is notable that a number of the countries
with higher real minimum wage levels use exclusively collective bargaining to set these
levels (see Figure 4 in Annex). A comparison between nominal minimum wages and
minimum wages in PPS indicates nonetheless that, in several Member States with relatively
low minimum wages, the real value of minimum wages is actually higher than their nominal
value (see Figure 4 in Annex) and thus they are likely to support better a decent living
standard than expected when looking at nominal values.
Adequacy is also affected by the existence and the extent to which lower minimum wage
levels apply to specific groups.
This mainly concerns young workers in a number of
countries, but also, to a lesser extent, other groups such as workers with disabilities. In some
cases, variations for young workers are determined by age only, while in others they are also
linked to work experience or participation in education or training. In some countries, the
youth minimum wage increases gradually by age.
As noted in the 2020 Annual Sustainable Growth Strategy, future income in Europe will
depend crucially on higher productivity.
A comparison of minimum wage developments
with productivity developments would indicate whether minimum-wage earners are
benefiting from general economic growth in the country.
Wage coverage
In the Member States with a statutory national minimum wage, almost all workers are
covered through the law.
Nevertheless, the law defines exemptions. These include, in some
Member States, those in public service, young workers in education and training, relatives
employed in small family businesses, and participants in active labour market policies,
among others. In some of these cases, such as people in public service, separate laws cover
the pay of those affected. In other cases, the justification for the exemption is their integration
in the labour market. For some countries with statutory minimum wage, evidence indicates
11
This is theoretically possible at the European level, but no such concept has gained wide application in the EU,
partly because of the data needs and methodological challenges related to such an approach. See, e.g.,
Eurofound (2018): “Concept and practice of a living wage”, Publications
Office of the European Union,
Luxembourg.
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that there might be workers who, even if legally covered, receive
in practice
remuneration
below minimum wage due to a non respect of existing rules
12
.
In some of the countries with collectively agreed wages, the share of protected workers
is very high, while it is lower in others.
It is estimated to range from 98% in Austria to
about 45% in Cyprus.
13
In Denmark, Finland, Italy, and Sweden the share of workers covered
by collective agreements is estimated to be between 80 and 90%.
14
Some of the workers not
protected by minimum wages in these six countries work in high-paying professional
occupations, although there appear to be gaps of coverage for vulnerable workers in some
cases.
Involvement of social partners in setting statutory minimum wages
The involvement of social partners in the minimum wage-setting process appears to be
ineffective in some Member States with statutory minimum wages.
While social partners
have a central role in collective bargaining systems, there are considerable differences in the
role played by social partners in adjusting statutory minimum wages (see Table 1 in Annex).
In some countries, the update of the minimum wage usually follows a numerical formula and
social partners are consulted in case the update deviates from it. In other countries, the views
of social partners are taken into account by specialised commissions that make a
recommendation about updates in the minimum wage. In a large group of countries, the
government takes the decision after a bilateral or trilateral consultation process. However, in
some of these countries the involvement of social partners is insufficient or not
institutionalised at all. This may result in minimum wage setting not being based on a full set
of information, reflecting all relevant economic and sectoral conditions, nor sufficiently
articulated with collective bargaining processes. In turn, it could lead to minimum wage
changes having negative effects for workers and firms.
National mechanisms guiding the adjustments of statutory minimum wages
Statutory minimum-wage setting is not always based on clear and stable criteria, and
updates do not follow a reasonable frequency or regularity in some countries.
Labour
market and economic conditions, overall wage and price developments are the most common
criteria in national legislations to guide minimum wage setting. However, in a few Member
States no criteria have been established to guide minimum wage changes. In some cases, the
frequency or regularity of minimum wage updates is defined in national legislation. Yet, in
others, even if a regular practice may exist, the frequency or regularity of adjustments is not
set by law.
15
This can lead to minimum wage changes that cannot be anticipated by workers
and firms. There is evidence
16
that, in such systems, updates of the minimum wage tend to be
less regular and frequent, which may lead to an erosion of its value. Minimum wage updating
in such systems appears to be more related to the political cycle and updates appear to have
more significant negative employment effects, in particular for low wage groups.
12
A survey of recent evidence on non-compliance,
see Eurofound (2019): “Minimum wages in 2019:
Annual review”.
13
It should be noted that, although Cyprus does not have a statutory national minimum wage, it does have
statutory occupational minimum wages in nine low-paid occupations which are typically not covered by
collective agreements.
14
Existing evidence is based on survey estimates while a systematic (e.g. administrative) data collection is
lacking.
15
See
analysis of European Commission (2016): “Labour market and wage developments in Europe: Annual
Review 2016”, Directorate-General
of Employment, Social Affairs and Inclusion.
16
Ibid.
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4.
CURRENT EU ACQUIS AND INSTRUMENTS
One of the overarching aims of the Union is to promote the well-being of its citizens.
To
this end, it is committed to work for the sustainable development of Europe, based on a
highly competitive social market economy, aiming at full employment and social progress
(Art 3 TEU). In doing so, the Union promotes gender equality (Art 8 TFEU), combats
discrimination (Art 10 TFEU), and takes into account the promotion of a high level of
employment, adequate social protection, the fight against social exclusion, and a high level of
education and training when defining its policies (Art 9 TFEU). The Charter of Fundamental
Rights of the European Union, in its Article 31 entitled 'Fair and just working conditions',
recognises the right of every worker to working conditions which respect his or her health,
safety and dignity.
Against this background, the Union and its Member States aim at promoting
employment, improved living and working conditions, and dialogue between
management and labour
(Article 151 TFEU). In particular, the Union supports and
complements the activities of Member States in the field of working conditions (Article 153
TFEU) and within the limits posed by Article 153(5) TFEU. This has resulted in the adoption
of various EU initiatives that have an indirect impact on pay.
Over time the Commission has presented initiatives banning discrimination on
employment and working conditions, including on wages.
17
The principle of equal pay has
always been an important part of the fundamental values of the European Union since the
founding treaties prohibited unequal pay for men and women. The 1975 Directive on Equal
Pay for Work of an Equal Value addressed pay discrimination on the basis of gender. EU
policy action related to equal pay and the reduction, or elimination, of the gender pay gap has
since then evolved through a number of initiatives, even if none of them has specifically
targeted minimum wages. In 2000, the Employment Equality Directive extended the
protection against discrimination provided under EU law beyond gender. Amongst others, the
Directive prohibits discrimination on the grounds of age, although exceptions are allowed.
This is relevant for setting minimum wages, notably when defining possible exceptions or
variations.
Wages are also a building block of other initiatives.
For example, the Commission
Recommendation on active inclusion of 2008
18
puts the promotion of quality jobs, including
through pay and benefits, working conditions and access to lifelong learning, at the centre of
EU and Member States’ action, with a view to preventing in-work
poverty. The
Recommendation does not include specific provisions on minimum wages. Yet, fair wages -
and minimum wages in particular - are at the core of the concepts of job quality and decent
living standards for all. Their design is key to find the right balance in supporting fair
working and living conditions while at the same time preserving the labour market
attachment and employability of those on low-wage jobs. The European Semester, the
process of economic policy coordination, has also regularly analysed wage policies in several
Member States.
17
Directive 2000/78/EC against discrimination on grounds of religion or belief, disability, age or sexual
orientation in employment and occupation; Directive 2000/43/EC against discrimination on grounds of racial or
ethnic origin; and, Directive 2006/54/EC on equal treatment for men and women in matters of employment and
occupation.
18
Available at:
https://eur-lex.europa.eu/legal-content/EN/ALL/?uri=CELEX%3A32008H0867
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The European Pillar of Social Rights emphasises the role of minimum wages in
combatting poverty for those on low wages and supporting incentives to work, while
safeguarding access to employment and competitiveness.
The Pillar also underlines the
importance of appropriate minimum wage setting mechanisms, including through well-
established consultation procedures “according
to national practices and respecting the
autonomy of the social partners”.
The Union has mainly supported the implementation of the Pillar’s
Principle on Wages
through the European Semester.
In this framework, the Guidelines for the employment
policies of EU Member States adopted in 2018
19
provide that, while respecting national
practices, Member States and social partners should ensure adequate minimum wage levels,
taking into account their impact on competitiveness, job creation and in-work poverty
(Guideline 5). Also, tailored policy guidance on minimum wages has been provided to some
Member States through the country-specific recommendations. The EU is also committed to
accelerating progress towards achieving the United Nations’ Sustainable Development Goals
(SDG)
20
, including ending poverty in all its forms everywhere (SDG 1), promoting economic
growth, full and productive employment and decent work for all (SDG 8), and reducing
inequality within and among countries (SDG 10)
21
. The refocusing of the European Semester
will help us achieve the Sustainable Development Goals (SDGs).
Finally, a benchmarking exercise on minimum wages has been launched to support structural
reforms and convergence towards best performers. The aim is to establish a broad framework
by which policies and outcomes related to statutory minimum wages can be compared across
the EU. The framework is now being discussed with Member States.
22
Finally, EU countries have taken commitments related to minimum wages under the
instruments of the International Labour Organisation’s (ILO) and the European Social
Charter of the Council of Europe.
With the participation of the EU institutions and EU
Member States, the 109
th
International Labour Conference adopted the ILO Centenary
Declaration for the Future of Work
23
in Geneva in June 2019. The Declaration states that “All
workers should enjoy adequate protection in accordance with the Decent Work Agenda,
taking into account […] an adequate minimum wage, statutory or negotiated.”
All EU
Member States have ratified ILO Convention N° 98 on the Right to Organise and Collective
Bargaining
24
. Fourteen EU countries have ratified ILO Convention N° 154 on Collective
Bargaining
25
, which requires the promotion of collective bargaining to all workers and
employers adapted to national circumstances. Ten EU countries have ratified ILO Convention
N° 131 on Minimum Wage Fixing
26
, which requires the establishment of a system of
minimum wage fixing that shall have the force of law, while an additional nine had ratified
19
Council Decision (EU) 2018/1215 of 16 July 2018 on guidelines for the employment policies of the Member
States.
20
Cf. COM(2016) 739 final.
21
Available at:
https://sustainabledevelopment.un.org/?menu=1300
22
Discussions are taking place within the Employment Committee (EMCO) of the Council of the European
Union, in particular within its Indicators Group (EMCO-IG).
23
Available at:
https://www.ilo.org/newyork/news/WCMS_713396/lang--en/index.htm
24
Available at:
https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C098
25
Available at:
https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_INSTRUMENT_ID:312299
26
Available at:
https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C131
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the older Convention N° 26 on Minimum Wage Fixing Machinery
27
, which has a narrower
scope.
28
Furthermore, the European Social Charter, ratified by all Member States, recognises
the right of workers to a “fair remuneration sufficient for a decent standard of living for
themselves and their families”. To achieve this goal the Charter, in its Article 4 on ‘The right
to a fair remuneration’, recognises
the role of statutory minimum wages as well as freely
concluded collective agreements.
5.
EU ADDED VALUE
EU action would contribute to ensuring fair minimum wages for workers in the Union.
Whilst there have been a number of reforms of minimum wage setting systems in some
Member States, the challenges highlighted in Section 3 remain in terms of adequacy and
coverage, as well as the effectiveness of minimum wage setting mechanisms, notably the
involvement of social partners and the existence of clear guiding frameworks.
An EU initiative would provide renewed political momentum for improvement by
supporting ongoing efforts at national level.
The reforms adopted so far in the field of
minimum wages have not always been sufficient and, in some cases, implementation is slow.
Individual Member States may have refrained from adopting such reforms because of the
perception or risk that this could influence their external cost competitiveness negatively and
put their companies at a disadvantage. This in turn may trigger downward competition in
working conditions, including minimum wages.
An EU initiative on fair minimum wages would help Member States achieve upward
convergence in working conditions.
By supporting adequate minimum wages for all
workers, an EU action would help overcome increasing disparities in working conditions,
especially for low-wage workers. This would contribute to ensuring a level playing field for
businesses within a Single Market where competition is based on productivity and
innovation.
In line with the ambition of ensuring an economy that works for people, an EU initiative
would help increase the purchasing power of low-wage earners across Member States,
and thus contribute to stimulating domestic demand, whilst preserving employment and
competitiveness.
To that end, collective bargaining, which is a key component of a well-
functioning social market economy, plays a key role in contributing to fair working
conditions for all.
6.
POSSIBLE ACTIONS UNDER CONSIDERATION
The Commission takes the view that an EU initiative on fair minimum wages could be
appropriate, given the issues set out in this document.
An EU initiative would strive for
improving working conditions, tackling in-work poverty and promoting a more level playing
27
Available at:
https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C026
28
EU countries have also taken commitments related to minimum wages under the Council of Europe’s
European Social Charter.
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field for companies in the Single Market, whilst taking into account the diversity of national
contexts and institutional settings across Member States.
A possible EU action would support Member States, within the limits set by the Treaties and
the constant case law of the European Court of Justice
29
, to ensure that:
Minimum wages are set at an adequate level in light of national economic and
social conditions.
Minimum wages of an adequate level have positive consequences
for workers but also for firms and the economy as a whole. Wages are an important
component of working conditions, therefore adequate minimum wages contribute to
fair working conditions. Minimum wages reduce wage inequality and in-work
poverty, even though these outcomes are also affected by other trends and policies.
For firms, adequate minimum wages may contribute to a reduced turnover of staff
and increased staff engagement. They may also increase the pool of workers to
recruit from, as more people might seek jobs if the expected wage is higher than out-
of-work benefits. At the same time, the level of minimum wages needs to take into
account potential effects on competitiveness and employment, including for
vulnerable groups.
Workers in the EU are effectively protected by minimum wages.
High coverage
of minimum wages has positive consequences for workers, but also potentially for
the whole economy. Minimum wages protect workers from precarious working
conditions, and may reduce wage inequality. Major gaps in minimum wage coverage
may contribute to labour market segmentation, especially if earnings mobility is low.
Social partners are effectively involved in the adjustment of minimum wages
and are encouraged to conclude collective agreements.
The involvement of social
partners is an element of good governance that leads to better economic outcomes. It
may provide relevant information for the process of updating the minimum wages.
More informed and more inclusive decision making may positively affect the
working and living conditions of employees, and reduce their uncertainty related to
future rights and entitlements. Reduced uncertainty may also positively affect the
business environment and firms’ competitiveness, and thereby ultimately have
positive effects for the macro-economic performance.
Statutory minimum-wage setting is guided by national frameworks based on
clear and stable criteria with reasonably frequent and regular updates.
Evidence
shows that a clear mechanism can lead to better outcomes for workers and the
economy. There is evidence that they are associated with more adequate minimum
wages, but also more gradual increases.
30
In such systems, updates of the minimum
wage tend to be more regular and frequent, preventing an erosion of its value.
Minimum wage updating in such systems appears to be less related to the political
cycle and updates appear to have less significant employment effects, in particular for
low wage groups.
It would aim at achieving these goals while safeguarding access to employment and
incentives to work and taking into account the effects on job creation and competitiveness,
including for SMEs.
29
30
See in particular Case C-268/06, Impact, point 123-124.
Ibid.
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 BEU, Alm.del - 2019-20 - Bilag 295: Invitation til teknisk gennemgang om mindsteløn, fra beskæftigelsesministeren
7.
AIM OF THE CONSULTATION
Under Article 154(2) of the Treaty on the Functioning of the European Union, before
submitting proposals in the social policy field, the Commission must consult
management and labour on the need for and possible direction of Union action.
The Commission will examine the views expressed by the social partners.
If, having
considered those views, the Commission concludes that there is a need for action at EU level,
it will launch a second-stage consultation of the social partners on the envisaged content of
any proposal for action, in accordance with Article 154(3) TFEU.
The questions on which the Commission would be grateful for the views of the social
partners at this first stage are as follows:
I.
II.
III.
Do you consider that the Commission has correctly and sufficiently identified the
issues and the possible areas for EU action?
Do you consider that EU action is needed to address the identified issues? If so, what
should be the scope of that action?
Would you consider initiating a dialogue under Article 155 TFEU on any of the issues
identified in this consultation?
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 BEU, Alm.del - 2019-20 - Bilag 295: Invitation til teknisk gennemgang om mindsteløn, fra beskæftigelsesministeren
2216178_0013.png
ANNEX I: Tables and Figures
Table 1: Minimum-wage setting institutions in EU Member States
Statutory minimum wage
Institutionalised decisions
'Gov't following
the
recommendation
of MW
specialised body
DE
EL
IE
FR
UK
Gov't extends
Gov't following a
collective
tripartite decision
agreements by
making process
legislation
LT
PL
SK
BE
EE
Indexation
Non-
institutionalised
decisions
CZ
Gov't following bilateral/tripartite
consultations process
BG
ES
HR
HU
LV
MT
PT
SI
RO
Minimum wage
setting relying on
collective
bargaining
BE
FR
LU
MT
NL
SI
AT
CY
DK
FI
IT
SE
S
ource:
National legislation, Eurofound, ECE expert reports.
Figure 1: Share of workers with wages at or around the minimum wage
30%
25%
20%
15%
10%
5%
0%
MT BE SI EL CZ NL LT DE EE FR ES LV SK HU IE PL LU BG UK HR PT RO
Source:
European Commission based on EU-SILC 2017.
Note:
Share of workers with wages between 80% and 105% of the minimum wage.
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 BEU, Alm.del - 2019-20 - Bilag 295: Invitation til teknisk gennemgang om mindsteløn, fra beskæftigelsesministeren
2216178_0014.png
Figure 2: Minimum wages, expressed as a percentage of the gross median wage of full-time
workers, 2018
Source:
OECD Stats and Commission calculations based on OECD TaxBen and Eurofound
data.
Notes:
* For BG, HR and MT, OECD Tax-Benefit data are used for the median wage. + For
AT, CY, DK, FI, IT and SE, information on collectively agreed wage floors was taken from
Eurofound (2019): Minimum wages in 2019 - Annual review, while information on median
wages was taken from the OECD Tax-Benefit model.
Figure 3: The tax wedge at the minimum wage and its components, 2018
Source:
Commission calculations based on Eurostat, Eurofound and OECD data.
Total wage
cost is evaluated for a single worker with no children.
Notes:
* For AT, CY, DK, FI, IT and SE, information on collectively agreed wage floors was
taken from Eurofound (2019): “Minimum wages in 2019
-
Annual review”.
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 BEU, Alm.del - 2019-20 - Bilag 295: Invitation til teknisk gennemgang om mindsteløn, fra beskæftigelsesministeren
2216178_0015.png
Figure 4: Minimum wage levels, gross monthly figures, expressed in euro and Purchasing Power
Standard (PPS), 2019
Source:
Eurostat [monthly minimum wages; earn_mw_cur], Eurofound and AMECO.
Notes:
* For AT, CY, DK, FI, IT and SE, information on comparable collectively agreed
wage floors was taken from Eurofound (2019): “Minimum wages in 2019
- Annual
review”,
Figure 3, while information on PPS was taken from the European Commission's AMECO
database.
14