Introduction to the course

More than half of the world's workers are wage earners, yet many receive incomes that are insufficient to live decently, particularly in low-income countries. In response to this situation, initiatives promoting a living wage are increasing, including within multinational enterprises. In February 2024, the ILO adopted a common definition of the living wage, along with principles for its estimation and implementation, and received a mandate to support its constituents in applying it. Social dialogue plays a key role in integrating the living wage into national wage-setting systems. According to ILO principles, wages should be determined through collective bargaining or through a statutory minimum wage established within a tripartite framework. Strong social dialogue, based on shared access to information and respect for the autonomy of social partners, makes it possible to reconcile workers' needs with economic realities while strengthening the legitimacy and effectiveness of wage policies.

This report examines the relationship between working time reduction (WTR) and productivity by conducting a systematic review of 75 empirical studies. The objective is to assess whether reductions in working hours can sustain or enhance productivity, and under which conditions. Among the studies reviewed, 45 include an explicit or clearly inferred measure of productivity linked to WTR, this group represents the foundation of the main analytical classification. A further 30 studies provide relevant contextual evidence on mediating factors, such as well-being and work organisation. European evidence plays a central role, with 20 studies originating from the EU-27 accounting for around one-third of all classifiable studies worldwide. The review identifies three main forms of WTR: compressed workweeks; reductions in weekly hours; and, reductions in both hours and working days. Although not dealing with structural WTR, a fourth category, including flexitime and voluntary reductions, has been also included in the analysis because it provides additional information and it allows us to give a more complete overview of the phenomenon.

One in five workers across the European Union reports being contacted for work-related reasons outside their working hours several times a month. Applied to the EU workforce population at the end of 2024, this corresponds to approximately 39.4 million workers. Regular after-hours contact is a consequence of a long-term transformation of work culture that has occurred in parallel with the increasing digitalisation of work. The working day extends beyond the contractually agreed working hours for a significant number of workers, and some experience this so frequently that it’s like being on stand-by.

Across Europe, labour markets continue to face growing imbalances. This annual EURES report explores the situation in 2025 across EU countries, Iceland, Norway, Liechtenstein and Switzerland, shedding light on persistent occupational shortages and surpluses. It examines the underlying causes, from demographic change to skills mismatches and limited labour mobility, and highlights the need for more coordinated and forward-looking policy responses.

GENEVA (ILO News) – The 114th International Labour Conference [17] concluded on 12 June with the adoption of the first international labour standards aimed at improving working conditions for millions of people who earn their living through digital labour platforms. The new Convention on Decent Work in the Platform Economy [18] represents a landmark step in global efforts to ensure that technological innovation and new business models go hand in hand with workers’ rights, fair competition and sustainable economic growth.

The 2026 European Semester Spring Package presents new guidelines regarding employment and social policies, with recommendations on human capital (investing in people and their skills), improving job quality and reducing poverty.

At the opening of the 114th International Labour Conference, Gilbert F. Houngbo calls for a human-centred approach to artificial intelligence and social justice in a time of growing global uncertainty.

This report analyses the working conditions and information needs of online platform workers based on a survey of 3 830 workers across 15 EU Member States. Unlike existing research focused on on-location platform work, this study examines workers who provide services entirely online. The findings reveal a workforce that is predominantly male, of prime working age and highly educated, primarily delivering skilled professional services rather than microtasks. The research also finds that algorithmic control practices are widespread, with more than 40 % of survey respondents being subject to intrusive control practices combining surveillance, gamification and restricted autonomy. Self-reported average annual earnings from online platform work of EUR 20 000 mask substantial variation by country and task type. Findings also indicate that online platform work can provide genuine labour market access for groups facing barriers in traditional employment, including homemakers, students and the unemployed. Workers generally demonstrate good knowledge of platform-specific information but exhibit significant gaps in knowledge of work-related rights, particularly social security contributions.

Marking 50 years since its adoption, Convention No. 144 remains a key instrument for promoting tripartism and effective consultation on international labour standards.

In June 2026, Government, Employer and Worker representatives from the 187 ILO Member States will gather at the International Labour Conference to discuss world of work issues such as decent work in the platform economy, a transformative agenda for gender equality at work and social dialogue and tripartism.