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He is responsible for formulating, coordinating and managing European-wide research, and promoting the dissemination of findings in the areas of working conditions and industrial relations. His main research areas of interest include working conditions and job quality, working time and work–life balance, workers’ health and well-being, gender equality and the socioeconomic impacts of the transition to a climate-neutral economy. He is currently leading research on working time developments and on social dialogue and collective bargaining during the COVID-19 pandemic. Previously, he worked as a researcher at the Centre for Studies for Social Intervention and at the Research Centre on the Portuguese Economy of the Lisbon School of Economics, and as a trainer and consultant in the areas of strategic management, organisational communication, leadership and team building. He holds a BSc in Economics and an MSc in Socio-Organisational Systems of Economic Activity from the Lisbon School of Economics.33:T438,Jorge Cabrita is a senior research manager in the Working Life unit. He is responsible for formulating, coordinating and managing European-wide research, and promoting the dissemination of findings in the areas of working conditions and industrial relations. His main research areas of interest include working conditions and job quality, working time and work–life balance, workers’ health and well-being, gender equality and the socioeconomic impacts of the transition to a climate-neutral economy. He is currently leading research on working time developments and on social dialogue and collective bargaining during the COVID-19 pandemic. Previously, he worked as a researcher at the Centre for Studies for Social Intervention and at the Research Centre on the Portuguese Economy of the Lisbon School of Economics, and as a trainer and consultant in the areas of strategic management, organisational communication, leadership and team building. He holds a BSc in Economics and an MSc in Socio-Organisational Systems of Economic Activity from the Lisbon School of Economics.34:T408,This report focuses on unemployment and minimum income benefits for people of working age. Individuals with short or no employment records (mainly young people), the self-employed, those with non-standard working arrangements, and the long-term unemployed are often not entitled to higher-tier, or any, unemployment benefits. No Member State was identified where more than 80% of those entitled to minimum income benefits receive them. Benefit recipients at higher risk of having an inadequate income include those without access to social housing in areas with high housing costs, unemployed individuals whose most recent job was low paid and the long-term unemployed people. The report also investigates the rejection of applications (frequently, around 30% are rejected), the digitalisation of application processes (most common for unemployment benefits) and economic activation requirements (typically, 1–6% of benefit recipients annually are sanctioned for not complying with activity requirements) and service entitlements.35:T42c,The Treaty on European Union confirms Member States’ attachment to fundamental social rights defined in the European Social Charter, including improving social security and protecting against poverty and social exclusion. The targets in the 2021 European Pillar of Social Rights Action Plan, to be reached by 2030, include ‘[t]he number of people at risk of poverty or social exclusion should be reduced by at least 15 million’ and ‘at least 78% of the population aged 20 to 64 should be in employment’. The 2019 Council recommendation on access to social protection for workers and the self-employed recommends that Member States provide access to adequate social protection to all workers and the self-employed. The 2023 recommendation on adequate minimum income ensuring active inclusion calls on Member States to modernise minimum income schemes. The 2021 High-Level Group on the future of social protection and of the welfare state in the EU highlights the link between monetary benefits and access to services, arguing for a social investment approach.36:T408,This report focuses on unemployment and minimum income benefits for people of working age. Individuals with short or no employment records (mainly young people), the self-employed, those with non-standard working arrangements, and the long-term unemployed are often not entitled to higher-tier, or any, unemployment benefits. No Member State was identified where more than 80% of those entitled to minimum income benefits receive them. Benefit recipients at higher risk of having an inadequate income include those without access to social housing in areas with high housing costs, unemployed individuals whose most recent job was low paid and the long-term unemployed people. The report also investigates the rejection of applications (frequently, around 30% are rejected), the digitalisation of application processes (most common for unemployment benefits) and economic activation requirements (typically, 1–6% of benefit recipients annually are sanctioned for not complying with activity requirements) and service entitlements.37:T42c,The Treaty on European Union confirms Member States’ attachment to fundamental social rights defined in the European Social Charter, including improving social security and protecting against poverty and social exclusion. The targets in the 2021 European Pillar of Social Rights Action Plan, to be reached by 2030, include ‘[t]he number of people at risk of poverty or social exclusion should be reduced by at least 15 million’ and ‘at least 78% of the population aged 20 to 64 should be in employment’. The 2019 Council recommendation on access to social protection for workers and the self-employed recommends that Member States provide access to adequate social protection to all workers and the self-employed. The 2023 recommendation on adequate minimum income ensuring active inclusion calls on Member States to modernise minimum income schemes. The 2021 High-Level Group on the future of social protection and of the welfare state in the EU highlights the link between monetary benefits and access to services, arguing for a social investment approach.38:Td0a,

EU Member States	Completed interviews	EU Member States	Completed interviews
Austria	1032	Ireland	1051
Belgium	1013	Italy	2250
Bulgaria	1000	Latvia	1009
Cyprus	1006	Lithuania	1134
Czech Republic	1012	Luxembourg	1005
Germany	3055	Malta	1001
Denmark	1024	Netherlands	1008
Estonia	1002	Poland	2262
Greece	1004	Portugal	1013
Spain	1512	Romania	1542
Finland	1020	Slovakia	1000
France	2270	Slovenia	1008
Hungary	1024	Sweden	1007
		United Kingdom	2252
*Total EU*	35516

Non-EU Member States	Completed interviews
Croatia	1001
Iceland	1000
Kosovo	1076
Macedonia	1006
Montenegro	1000
Serbia	1002
Turkey	2035
Total non-EU	8120

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Since its launch in 2003, the EQLS has developed into a valuable set of indicators which complements traditional indicators of economic growth and living standards such as GDP or income. 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Many of those policies address a range of issues affecting quality of life, quality of society and quality of public services. These include employment, income, education, housing, family, health and work–life balance. The survey also looks at subjective topics, such as people’s levels of happiness, how satisfied they are with their lives and how they perceive the quality of their societies and public services. This multi-dimensional approach to quality of life has remained robust through the survey editions, even if topics and indicators have expanded over time to reflect emerging policy themes. 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However, quality of public services still varies greatly across Member States.","type":"text"}]}]},"heading":"Main findings","component":"content_row","list_style":"","enable_copy":true,"heading_level":"h3","vertical_margin":"40px","sidebar_subsection":false},{"_uid":"i-9189f37f-0cff-4dca-8276-eae651650736","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Carried out every four to five years, this unique, pan-European survey examines both the objective circumstances of citizens' lives as well as how they feel about those circumstances and their lives in general, with an aim to create a rich data source on the quality of life of the people in Europe. The survey presents data on issues that general statistics do not cover, such as the perceived quality of society, trust in institutions and social tensions. It looks at a range of issues, such as housing, deprivation, family, health and well-being. It also looks at subjective topics, such as people’s levels of happiness, how satisfied they are with their lives and their participation in society.","type":"text"}]},{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"EQLS 2003:","type":"text","marks":[{"type":"bold"},{"type":"textStyle","attrs":{"color":"#0573A1"}}]},{"text":" ","type":"text","marks":[{"type":"bold"},{"type":"textStyle","attrs":{"color":"#1FA5AB"}}]},{"text":"Covered 28 countries, EU25 and 3 candidate countries of Bulgaria, Romania and Turkey","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"EQLS 2007:","type":"text","marks":[{"type":"bold"},{"type":"textStyle","attrs":{"color":"#0573A1"}}]},{"text":" Covered 31 countries, EU27, Norway and the candidate countries of Croatia, North Macedonia (formerly FYROM) and Turkey","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"EQLS 2011:","type":"text","marks":[{"type":"bold"},{"type":"textStyle","attrs":{"color":"#0573A1"}}]},{"text":" Covered 34 countries, EU27 and 7 candidate or pre-accession countries: Croatia, North Macedonia (formerly FYROM), Iceland, Kosovo, Montenegro, Serbia and Turkey","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"EQLS 2016:","type":"text","marks":[{"type":"bold"},{"type":"textStyle","attrs":{"color":"#0573A1"}}]},{"text":" Covered 33 countries, EU28 and 5 candidate countries of Albania, North Macedonia (formerly FYROM), Montenegro, Serbia and Turkey.","type":"text"}]}]}]}]},"heading":"Background","component":"content_row","list_style":"","enable_copy":true,"heading_level":"h3","vertical_margin":"40px","sidebar_subsection":false}]}},{"type":"paragraph"}]},"settings":[{"_uid":"b5499f95-84ed-4910-9b7f-c9abacebaa2a","og_image":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"og_title":"","component":"settings","main_image":{"id":20093308,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/3840x2160/2147e69ae5/adobestock_509455463.jpeg","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"meta_title":"","is_archived":false,"teaser_text":"Eurofound’s European Quality of Life Survey (EQLS) documents living conditions and people’s social situation, and explores issues pertinent to the lives of European citizens.","related_tags":[],"translations":"machine","archived_date":"","og_description":"","related_topics":[],"drupal_activity":"","related_content":[],"related_persons":[{"name":"Sara Riso","created_at":"2025-03-10T11:27:45.913Z","published_at":"2025-03-31T11:37:43.623Z","updated_at":"2025-05-09T14:07:11.244Z","id":637743742,"uuid":"d2129824-6ac9-489e-af58-b49f642e8e22","content":{"bio":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Sara Riso is a research manager in the Working Life unit at Eurofound. 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It disrupted the quality and quantity of their education and training, and many lost their jobs. As elsewhere, the crisis disproportionately impacted young people’s well-being in the WB6 and Türkiye.","type":"text"}]},{"type":"blok","attrs":{"id":"e4521b05-80ec-4f34-9fce-9c6170113631","body":[{"_uid":"i-fa1d5840-c112-4272-8a76-588a0877d531","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"On 8 November 2023, the European Commission presented a new growth plan for the WB6. The plan provides opportunities to boost socioeconomic convergence in the region and offers significant additional financial support. It aims to bring forward some of the economic benefits to the pre-accession period to build stronger, more resilient economies and provide day-to-day economic benefits for businesses, workers and consumers alike. 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Women are more reliant on minimum income support, and although unemployment benefit recipients are more often men, over the past decade, women have become the majority of recipients in at least four Member States.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","attrs":{"textAlign":null},"content":[{"text":"About two-thirds of unemployed people in the EU do not receive benefits, often because their employment records are shorter than required, or their benefits have run out","type":"text","marks":[{"type":"bold"}]},{"text":". Over half (54%) of those who are at risk of poverty before benefits receive no financial support, such as minimum income, disability or unemployment benefits.","type":"text"}]}]}]}]},"publication_document":{"id":19921215,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/x/e54a6efc06/ef24001en.pdf","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"related_publications":[],"executive_summary_title":"","executive_summary_content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Social protection includes a range of monetary and in-kind entitlements. This report focuses on unemployment and minimum income benefits for people of working age. These include lower-tier unemployment benefits in the 12 Member States where they exist, for people whose higher-tier benefits have run out or who cannot access them. These benefits cushion against decreases in income due to unemployment and prevent income from dropping below a certain level. The report maps coverage gaps, non-take-up and inadequacy, and how these benefits are tied to entitlements and access to services. It discusses digital application procedures, application rejections, financial (dis)incentives for benefit recipients to engage in work or training, and recipient characteristics.","type":"text","marks":[{"type":"textStyle","attrs":{"color":"#4C4C4C"}}]},{"type":"hard_break"}]},{"type":"blok","attrs":{"id":"ccb1af94-5cf3-4015-97b3-62c55a993317","body":[{"_uid":"i-db659285-a561-4adc-bf30-2c4e42c0eecf","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"$35","type":"text","marks":[{"type":"textStyle","attrs":{"color":"#4C4C4C"}}]}]}]},"heading":"Policy context","component":"content_row","list_style":"","enable_copy":true},{"_uid":"i-41f92dcc-c830-497f-adc0-287c6749a5ea","width":"","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Social benefits halve the proportion of people aged 16–64 at risk of poverty in the EU, from 31% (after taxes and before transfers) to 15.5% (after taxes and transfers).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Overall, about two-thirds of unemployed people are left without benefits or assistance, from less than half in 4 Member States to at least three-quarters in 16 Member States. Individuals with short or no employment records (mainly young people), the self-employed, those with non-standard working arrangements or the long-term unemployed are often not entitled to higher-tier, or any, unemployment benefits.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"For higher-tier unemployment benefits, required contribution periods range from six months or shorter in six Member States to two years in three Member States. The minimum benefit duration after two years of contribution ranges from five months or less (in 8 Member States) to at least nine months (in 10 Member States).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Groups facing gaps in minimum income benefit include households with low incomes or assets (homes that increased in value) above the entitlement threshold, groups of non-nationals (third-country nationals with temporary resident permits, EU citizens looking for work) and homeless people.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"No Member State was identified where more than 80% of those entitled to minimum income benefits receive them. Non-take-up seems less severe for higher-tier unemployment schemes.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Authorities’ proactive approach to chasing overpayments contrasts with their efforts to identify non-recipients who would be entitled to benefits if they were to apply.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The proportion of previous earnings paid as unemployment benefit ranges from 50% to 90%. In 15 Member States, the amount decreases over time. Several countries have accelerated such decreases since 2023. Paid amounts are capped at below 60% of national average wage in almost half of the Member States. Automatic indexation is applied in 15 Member States for minimum income benefit and 8 Member States for unemployment benefit.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"At least 10% of minimum income benefit and unemployment benefit applications were rejected for almost all schemes identified, usually because the applicant did not fulfil asset or income requirements or they had inadequate documentation.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Minimum income and, more often, unemployment benefits can be applied for online, except in three Member States. While in-person application options usually remain available, examples were identified where some steps are exclusively digital.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Digital applications pose challenges, especially for groups of people who are older, have disabilities, low educational attainment or low incomes, are homeless or live in rural areas with difficulties accessing internet.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Sanctions for not complying with activity requirements, such as attending training, are typically imposed on 1–6% of benefit recipients annually.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Those living in single-adult households, women and non-nationals are overrepresented among minimum income benefit recipients. Unemployment benefit recipients are more often nationals and men, but over the past decade women have taken over as the majority in several Member States. Some countries have simultaneously seen the duration of benefit receipt increase and recipient numbers decrease.","type":"text"}]}]}]}]},"heading":"Key findings","component":"content_row","list_style":"","enable_copy":true},{"_uid":"i-0d79b3c7-05b6-405a-87a8-892b8d192b3e","width":"","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"To ensure basic living standards, and enhance social inclusion and employment prospects, social protection should go beyond merely enabling survival. To achieve this, and to cater for varying needs, access to enabling services is key.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The erosion of income adequacy can be prevented by automatic indexation, especially for minimum income schemes that people tend to depend on for longer. This is important for gender equality, as women are overrepresented among recipients. Indexation should respond to sudden inflation changes and consider that inflation faced by low-income households may outpace general consumer price indexes.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Complex benefit systems require considerable investment in information provision and increase rejections and non-take-up. This can be addressed by investigating reasons for rejections and widening coverage by making entitlement criteria easier to understand and automate.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Digital applications can improve access to benefits, but create inequalities and reduce face-to-face opportunities to identify support needs. To counter this, innovative ways of engaging applicants digitally should be explored, and resources freed-up by digitalisation can be used to improve access for digitally excluded groups.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Incentives to ‘use up’ unemployment benefit entitlement before taking up work should be reduced by increasing flexibility, for instance ensuring that remaining unemployment benefit can be kept for subsequent spells of unemployment.","type":"text"}]}]}]}]},"heading":"Policy pointers","component":"content_row","list_style":"","enable_copy":true}]}}]},"publication_content_title":"","tables_and_graphs_content":{"type":"doc","content":[{"type":"paragraph"}]},"executive_summary_document":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"data_highlight_introduction":{"type":"doc","content":[{"type":"paragraph"}]},"publication_document_language_versions":[],"executive_summary_document_language_versions":[]},"slug":"social-protection-2-0-unemployment-and-minimum-income-benefits","full_slug":"publications/all/social-protection-2-0-unemployment-and-minimum-income-benefits","sort_by_date":null,"position":-580,"tag_list":[],"is_startpage":false,"parent_id":637743650,"meta_data":null,"group_id":"8352ac89-ea31-446a-ba24-51c09c7342a9","first_published_at":"2025-01-15T15:49:08.807Z","release_id":null,"lang":"default","path":"","alternates":[],"default_full_slug":null,"translated_slugs":null,"_stopResolving":true},{"name":"Right to disconnect: Implementation and impact at company level","created_at":"2025-03-10T11:27:03.147Z","published_at":"2026-02-27T16:32:52.996Z","updated_at":"2026-02-27T16:32:53.013Z","id":637743710,"uuid":"9d398f0f-27e3-4c4e-9de1-a2010d609cbd","content":{"doi":"10.2806/430915","_uid":"fa816645-0d26-4e70-a44c-c1a921ac1fbf","isbn":"978-92-897-2337-4","title":"Right to disconnect: Implementation and impact at company level","abstract":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"The rise in telework and more flexible working patterns, speeded up by the pandemic, has intensified concerns about an ‘always on’ culture and employees’ constant connection to their workplace, leading them to","type":"text"},{"text":" work additional and often unpaid hours","type":"text","marks":[{"type":"bold"}]},{"text":". One of the solutions put forward to help address this issue is the introduction of a right to disconnect. Based on a survey of HR managers and employees, this report explores EU Member States’ legislation around the right to disconnect and assesses the impact of company policies in this area on employees’ hours of connection, working time, work–life balance, health and well-being, and overall workplace satisfaction.","type":"text"}]}]},"citation":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Eurofound (2023), ","type":"text"},{"text":"Right to disconnect: Implementation and impact at company level","type":"text","marks":[{"type":"italic"}]},{"text":", Publications Office of the European Union, Luxembourg","type":"text"}]}]},"settings":[{"_uid":"c9dd4f11-063f-4bf3-8e30-d705dd5688b6","og_image":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"og_title":"","component":"settings","main_image":{"id":18392374,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/5824x3264/35577d4766/adobestock_710492860.jpeg","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"meta_title":"","is_archived":false,"teaser_text":"","related_tags":["426ab822-ea88-4fa2-be34-9279565bed20","e10e14f6-3cf9-4eed-91aa-5e37ee5327b3","c56277b1-ad25-45ef-9b58-a203dd8ebbf5"],"archived_date":"","og_description":"","related_topics":["7958cc71-f9fd-4456-a443-cf7a283476e6","fba1ff43-9d14-460b-b889-1a919ad031ad","ed115ceb-ea1b-4ac5-a50f-ac8d1a48ba27","8ac3f860-f30f-4465-8deb-f04a74f5333c","3a733e7c-4515-4282-b6cc-682fa86a7635","d93e5ba5-f584-4f08-a352-a1d5dd41bea9"],"drupal_activity":"","related_content":[],"related_persons":["7c5facc0-85aa-446c-866d-45c67b3fbb8e","d2129824-6ac9-489e-af58-b49f642e8e22","6881da38-b209-4a0c-9f08-9f5ca264d197"],"sitewide_header":"","drupal_full_path":"","meta_description":"","meta_do_not_index":false,"public_updated_at":"","related_countries":[],"drupal_original_id":"","related_data_items":["a4faf4ed-92bf-4d02-acfe-f29f06c8dfb2"],"exclude_from_search":false,"public_published_at":"2023-11-12 00:00","related_publications":["169d1983-c801-4a02-b703-a204053bb109"],"exclude_from_homepage":false,"relationships_to_hide":[],"public_published_at_year":"2023","disable_machine_translation":false,"public_published_at_timestamp":"1699805511","exclude_from_machine_translation":[]}],"component":"publication","order_url":"","permalink":"eurofound.link/ef23002","context_of":"","request_of":"","catalogue_no":"TJ-09-23-330-EN-N","reference_no":"EF23002","data_highlight":[{"_uid":"6212fe7a-e28d-4b09-bf47-8544e35a9401","label":"Highlight","title":"","component":"data_item_reference","data_item":"052d80d9-38dd-472b-aa5c-f949a1c994f7"}],"graphs_related":[{"_uid":"56473dc5-6347-4740-a040-3b971990d031","label":"Figure 1","title":"","component":"data_item_reference","data_item":"a4faf4ed-92bf-4d02-acfe-f29f06c8dfb2"},{"_uid":"e622ab69-445e-43e6-83ef-93d21b5ea98b","label":"Figure 2","title":"","component":"data_item_reference","data_item":"7f7bb1e6-a223-4f59-8ada-c33fbe5f7da7"},{"_uid":"f2620438-8a4e-4166-bbcf-16e688d3f45e","label":"Figure 3","title":"","component":"data_item_reference","data_item":"e81b7270-3219-4c8c-be79-992f2c87f8be"}],"tables_related":[{"_uid":"00c2d139-ef0f-4259-8228-3762883e152a","label":"Table 1","title":"","component":"data_item_reference","data_item":"d7d3d3ee-18ae-4ab8-863c-92bc748de719"},{"_uid":"dd78b051-6adb-4dea-89a5-a5f45823224f","label":"Table 2","title":"","component":"data_item_reference","data_item":"7369d31f-1a60-4def-bc9c-d222ca9257be"},{"_uid":"4006d9b2-3585-4ca3-9d58-bc72efe44fdb","label":"Table 3","title":"Availability to disconnect from workplace in 2021","component":"data_item_reference","data_item":""}],"dynamics_365_id":"","number_of_pages":"66","publication_type":"c64f4870-7428-4320-8921-df74409a149b","publication_image":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"publication_status":"published","publication_content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"New survey findings reveal that ","type":"text"},{"text":"workers who regularly work remotely using information and communication technologies are more likely to work longer","type":"text","marks":[{"type":"bold"}]},{"text":" than is contractually required. Close to one fifth of the survey respondents reported working additional hours because they are contacted outside of working hours.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Eight out of ten workers","type":"text","marks":[{"type":"bold"}]},{"text":" surveyed in both companies with and ","type":"text"},{"text":"without a right to disconnect policy","type":"text","marks":[{"type":"bold"}]},{"text":" reported that they ","type":"text"},{"text":"regularly receive work-related communications outside their working hours","type":"text","marks":[{"type":"bold"}]},{"text":".","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Findings show several differences between workers in companies with a right to disconnect policy and those without. ","type":"text"},{"text":"A larger share of workers in companies without a right to disconnect policy said they experienced health issues","type":"text","marks":[{"type":"bold"}]},{"text":" such as frequent headaches, stress and anxiety. ","type":"text"},{"text":"In companies with a right to disconnect policy, very high levels of job satisfaction are reported","type":"text","marks":[{"type":"bold"}]},{"text":" by twice as many workers and they also report a better work–life balance (92%, compared to 80%).","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Over 70% of workers in companies with a right to disconnect policy considered its impact to be positive","type":"text","marks":[{"type":"bold"}]},{"text":"; however, the introduction of a policy on its own is insufficient and ","type":"text"},{"text":"requires a range of accompanying measures","type":"text","marks":[{"type":"bold"}]},{"text":" such as awareness raising on the risks of constant connection, training for workers and managers and assessments of the reasons for over-connection, effective measures to limit out-of-hours connection, as well as monitoring systems where results and solutions are discussed regularly between management and worker representatives.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"A match between working time and workload is crucial","type":"text","marks":[{"type":"bold"}]},{"text":". The new survey findings demonstrate that 37% of workers work additional hours to complete tasks they were unable to do during working hours.","type":"text"}]}]}]}]},"publication_document":{"id":18392107,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/x/05cfde4cee/ef23002en.pdf","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"related_publications":["1da82900-b65f-466d-a5a3-3e2e0f4ffc64"],"executive_summary_title":"","executive_summary_content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Despite EU legislation regulating working time, occupational health and safety, and work–life balance, data from national and European surveys show that a high proportion of workers who are able to work remotely and flexibly using digital tools work long hours and are subject to health issues linked to work-related stress and burnout. The rise in remote and flexible working during the pandemic and the increasing use of mobile digital tools, making workers more contactable, have accelerated the discussion around whether existing legislation remains fit for purpose to address the risks posed by the ‘always on’ culture in the workplace.","type":"text"}]},{"type":"paragraph","content":[{"text":"Previous Eurofound research has highlighted the scarcity of information on the implementation and impact of the right to disconnect at company level. Based on a survey of employees and a questionnaire completed by HR managers in four countries (Belgium, France, Italy and Spain), this report sheds light on how the right to disconnect is implemented at company level. Analysing responses from workers in companies with and without a right to disconnect policy, it assesses their experiences of receiving and responding to work-related communications outside contractual working hours; how many additional hours they work and why; and their work–life balance, health and well-being, and overall workplace satisfaction.","type":"text"}]},{"type":"blok","attrs":{"id":"7a137e8d-abaf-45c0-a061-fffbcde8aca3","body":[{"_uid":"i-8b01799d-e5af-48c3-a1d3-b22cc7255a87","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"As of spring 2023, there was no specific legislation at EU level on the right to disconnect. However, a range of existing EU directives contain relevant provisions, most significantly the Working Time Directive (Directive 2003/88/EC). This directive sets limits on working hours and regulates rest periods for all workers. The European Parliament’s resolution of January 2021 (2019/2181 (INL)) called on the European Commission to bring forward legislation specifically on the right to disconnect, while acknowledging the key role played by social partners in negotiating on workplace matters. In 2022, the European cross-industry social partners began negotiations on a possible framework agreement on telework and the right to disconnect, which were ongoing at the time of writing (June 2023).","type":"text"}]}]},"heading":"Policy context","component":"content_row","list_style":""},{"_uid":"i-340f627f-34d8-4849-9ebc-580621eaa3a0","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Around 45% of respondents to a survey of employees in sectors targeted for their high share of teleworkable jobs and in countries where right to disconnect legislation is implemented through social dialogue responded that a right to disconnect policy is in place in their company. Of these, 80% consider that the policy applies to them. However, only half of respondents in companies with a right to disconnect policy are aware of actions having been taken to implement it.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Employees observed that the most common actions taken to support disconnection from work-related digital tools are automatic deletion of emails received during holidays and measures to prevent the delivery of work emails during certain times. Soft measures, such as training and awareness raising, were considered to be less prevalent by employees, whereas employers considered the latter to be among the most crucial actions implemented.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Over 80% of workers surveyed reported receiving work-related communications outside their contractual working hours during a typical working week. Almost three-quarters reported being contacted by colleagues out of hours every day or on some days; 67% are contacted by line managers. The vast majority (almost 9 out of 10) of respondents responded to such communications, with one in four replying to all calls and messages received out of hours.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The following are the most cited reasons for responding to out-of-hours work-related communications: feeling responsible for one’s assignments (82%), wishing to stay ‘on top of things’ (75%), because it is expected (75%), fear of a negative impact if no response is provided (61%) and the expectation of better career progression (50%).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Almost half of the respondents regularly work more hours than they are contracted for, most frequently to complete tasks that they were unable to finish during contractual working hours (37%). Over one-third of workers work additional hours at the explicit request of managers, and fewer than one-fifth (17%) do so mainly because they are contacted out of hours. Additional hours worked because employees are contacted by managers, colleagues or clients out of hours is the type of overtime for which workers are least likely to be compensated financially.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Having a right to disconnect does not appear to reduce the likelihood of workers being contacted out of hours or responding to such communication. However, a larger share of respondents from companies without a right to disconnect policy report working additional hours because they are contacted out of hours than respondents from companies with such a policy (19% compared with 14%). In the latter companies, additional hours are worked mainly based on agreed overtime and workers are more likely to be compensated for working additional hours through pay or time off. This is particularly true with regard to additional hours worked due to being contacted out of hours.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"A larger share of workers in companies with a right to disconnect policy that they perceive as applying to them report having a high level of autonomy to determine their working hours, thus providing an indication that having a right to disconnect does not limit desired working time flexibility.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Satisfaction with work–life balance was generally high among all those surveyed, with 85% of workers indicating that their working hours fitted in with family and other commitments very well (25%) or fairly well (60%). However, workers in companies with a right to disconnect policy reported having a better work–life balance than workers in companies with no such policy (92% compared with 80%).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Around 45% of respondents felt that being contacted out of hours was detrimental to their work–life balance and their health and well-being, with more women than men reporting this. A larger share of 25- to 39-year-olds are negatively affected, probably because many in this group have young children. Remote workers are also more affected than those working entirely from their employer’s premises. The most commonly reported health issues are headaches (41%), followed by backache (35%), overall fatigue (34%) and anxiety/stress (33%). Health issues tend to be more common amongst workers who are required to work additional hours. A smaller share of workers in companies implementing the right to disconnect report health issues. For example, while 38% of workers in companies without a right to disconnect report having suffered from stress or anxiety in the 12 months before the survey, the figure was 28% among workers in companies with a right to disconnect.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Around 8 out of 10 respondents were highly satisfied with their working conditions. More workers with a right to disconnect were very highly satisfied than those without this right (29% compared with 15%).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Over 70% of workers in companies with a right to disconnect policy consider that its impact has been very or somewhat positive; 26% considered that there has been no impact.","type":"text"}]}]}]}]},"heading":"Key findings","component":"content_row","list_style":""},{"_uid":"i-eb16fe08-29e3-4af1-82f3-f0c20bc50174","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The ‘always on’ culture and working additional hours, which often lead to insufficient rest periods, have been shown to be detrimental to work–life balance, health and well-being, and workplace satisfaction. The existing legal acquis and its enforcement appear to be insufficient to address these issues.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Where right to disconnect policies have been put in place, data show that they have a positive effect on work–life balance, health and well-being, and overall job satisfaction.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Company-level evidence shows that the implementation of a right to disconnect policy on its own is insufficient to bring about cultural change in the workplace; the policy must be accompanied by awareness raising, training and effective measures to limit out-of-hours connection in ways that are tailored to specific work environments.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"In addition, there should be an assessment of – and measures to address – other reasons for over-connection (such as high workloads, lack of training and inefficient work processes), and this should be bolstered by effective monitoring systems.","type":"text"}]}]}]}]},"heading":"Policy pointers","component":"content_row","list_style":""}]}}]},"publication_content_title":"Key messages","tables_and_graphs_content":{"type":"doc","content":[{"type":"paragraph"}]},"executive_summary_document":{"id":18430779,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/x/2c5c49f8fc/executive_summary_ef23002en.pdf","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"data_highlight_introduction":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Our data highlight sheds light on the question of how remote work impacts overtime. 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The methodology has been incrementally improved over time based on lessons learnt and new developments which reflect the state-of-the-art in survey methodology.asd","type":"text"}]}]},"heading":"Methodology ","component":"content_row","list_style":"","enable_copy":false,"heading_level":"h4","vertical_margin":"","background_color":"","sidebar_subsection":false},{"_uid":"i-5e533db1-99f7-4ddd-ab4e-f2e244279849","items":[{"_uid":"ec8cbfce-0a2b-48c8-98e6-e63977cd50d5","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Contractor","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Kantar Public, Belgium","type":"text"}]}]}},{"_uid":"bbd3aad4-7320-4e0d-8a4c-a0de4cd36ed4","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Coverage","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"28 EU Member States and Albania, North Macedonia (formerly FYROM), Montenegro, Serbia and Turkey","type":"text"}]}]}},{"_uid":"dd085f87-02eb-46e1-ba39-665949c7ba69","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Fieldwork Period","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"September 2016 to February 2017 in the EU28; November 2016 to March 2017 in the candidate countries","type":"text"}]}]}},{"_uid":"233e1258-3fb4-4b88-8c04-561a48c7f888","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Target Population","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Residents of the countries mentioned above aged 18 or older","type":"text"}]}]}},{"_uid":"17fde9c4-05ac-47a6-9ddf-ef392aba7d25","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Sample","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Multi-stage, stratified, random sample in each country. Depending on the availability of high-quality registers, sampling was carried out using individual-level, household-level and address-level registers or through enumeration using a random-walk approach. Country-level samples were stratified by region and degree of urbanisation. In each stratum, primary sampling units (PSUs) were randomly selected proportional to population size. Subsequently, a random sample of individuals or households was drawn in each PSU. Finally, unless individual-level registers were used, in each household the respondent was randomly selected.","type":"text"}]}]}},{"_uid":"eb6a878d-18c3-475d-8c33-833cfcfd2039","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Sample Size","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"In most countries, the target sample size was 1,000. To reflect the larger populations in certain countries, the target was increased to 1,300 in the UK, 1,600 in Germany and 2,000 in Turkey. Eurofound also offered countries the opportunity to top up their sample. This offer was taken up by Italy, which led to a target sample size of 2,000 in that country. The total sample size for the EQLS 2016 in all 33 countries was 36,908 interviews.","type":"text"}]}]}},{"_uid":"4910e583-8bf8-4cfe-9237-b100216d083a","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Type","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Questionnaire-based with interviews conducted face to face, at the respondent’s home in the national language(s) of the country; average duration of the interview was 40 minutes in the EU28 and 35 minutes in the candidate countries.","type":"text"}]}]}},{"_uid":"47a51c1f-2041-48f8-a3ed-864934295a99","term":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Quality Assurance","type":"text"}]}]},"component":"description_list_item","description":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Eurofound surveys subscribe to the quality criteria of the European Statistical System as developed by Eurostat. 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See the Quality assurance report.","type":"text"}]}]}}],"variant":"list","component":"description_list"}]}},{"type":"blok","attrs":{"id":"07df98c0-9f61-4b55-9e9b-ed1bd2cab6a9","body":[{"_uid":"i-d27fa970-8e4d-4450-aa20-2ac10e0b5500","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"For more information, see the ","type":"text"},{"text":"Technical report","type":"text","marks":[{"type":"link","attrs":{"href":"https://www.eurofound.europa.eu/en/publications/eurofound-paper/2018/european-quality-life-survey-2016-technical-and-fieldwork-report","uuid":null,"anchor":null,"target":"_self","linktype":"url"}}]},{"text":" and the ","type":"text"},{"text":"Quality assessment report","type":"text","marks":[{"type":"link","attrs":{"href":"https://www.eurofound.europa.eu/en/publications/eurofound-paper/2018/european-quality-life-survey-2016-quality-assessment","uuid":null,"anchor":null,"target":"_self","linktype":"url"}}]},{"text":".","type":"text"}]}]},"heading":"","component":"content_row","list_style":"","enable_copy":true,"heading_level":"h3","vertical_margin":"24px","sidebar_subsection":false}]}}]},"data_highlight":[{"_uid":"641b7e0d-0db7-4785-a449-461a14fb7a90","label":"","title":"","component":"data_item_reference","data_item":{"name":"EQLS 2016 data explorer","created_at":"2026-07-29T14:01:17.832Z","published_at":"2026-07-29T14:20:45.705Z","updated_at":"2026-07-30T09:17:27.219Z","id":203342142836274,"uuid":"ab91e94a-4a0d-42dd-9b70-e2c9f9c452b5","content":{"_uid":"33e8a7d5-81f3-4382-bb70-36ad4ebff574","title":"eqls 2016","source":"","settings":[{"_uid":"7e9cc089-9807-4d3c-83da-93935012a290","og_image":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"og_title":"","component":"settings","main_image":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"meta_title":"","is_archived":false,"teaser_text":"","related_tags":[],"translations":"none","archived_date":"","og_description":"","related_topics":[],"drupal_activity":"","related_content":[],"related_persons":[],"sitewide_header":"","drupal_full_path":"","meta_description":"","local_translation":"","meta_do_not_index":false,"public_updated_at":"","related_countries":[],"drupal_original_id":"","related_data_items":[],"exclude_from_search":false,"public_published_at":"2026-07-09 00:00","translation_history":[],"related_publications":[],"exclude_from_homepage":false,"relationships_to_hide":[],"exclude_from_machine_translation":false,"exclude_language_from_machine_translation":[]}],"component":"data","data_content":[{"_uid":"9212944b-ef44-4342-a8e4-f0e6d16b5c38","type":"Dashboard","notes":{"type":"doc","content":[{"type":"paragraph"}]},"title":"EQLS","variant":"","component":"data_item_content","sub_title":"","pdf_export":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"data_export":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"data_content":[{"_uid":"952beb35-8af0-4fc9-9e63-95e28c6f124d","survey":"5fca74a6-d0b1-4f74-aa92-cfec33c42c54","component":"data_explorer_embedded","survey_round":"e2a880b2-25e8-46bd-813d-d026a85085ba","survey_question":""}],"image_export":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"verbal_description":""}],"introduction":{"type":"doc","content":[{"type":"paragraph"}]},"survey_group":"","survey_round":"e2a880b2-25e8-46bd-813d-d026a85085ba","data_identifier":"","content_above_visual":{"type":"doc","content":[{"type":"paragraph"}]},"content_below_visual":{"type":"doc","content":[{"type":"paragraph"}]},"data_content_versions":[]},"slug":"data-explorer","full_slug":"surveys-and-data/data-catalogue/data-explorer","sort_by_date":null,"position":-2640,"tag_list":[],"is_startpage":false,"parent_id":637743654,"meta_data":null,"group_id":"f035f78a-b61b-4139-ab68-421ce55cc905","first_published_at":"2026-07-29T14:02:07.446Z","release_id":null,"lang":"default","path":null,"alternates":[],"default_full_slug":null,"translated_slugs":null,"_stopResolving":true}}],"survey_citation":"","in_depth_content":{"type":"doc","content":[{"type":"blok","attrs":{"id":"58ee683b-5364-4d76-b1a0-bf28a9421793","body":[{"_uid":"i-e0a39b64-8467-40ee-9f02-0cebb7442b07","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"A high-quality questionnaire is a key element of a successful survey. Therefore, Eurofound invests heavily in the development and translation of its questionnaires.","type":"text"}]}]},"heading":"Questionnaire","component":"content_row","list_style":"","enable_copy":true,"heading_level":"h4","vertical_margin":"","sidebar_subsection":true},{"_uid":"i-f5a551c4-22d7-4f54-adf4-cf69b313d7e7","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"A total of 104 questions and 262 items are available in the EQLS 2016. The questionnaire from the previous survey was reviewed in consultation with both policy stakeholders and experts in survey research. 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The EQLS 2016 interviewed nearly 37,000 people in 33 countries – the 28 EU Member States and 5 candidate countries (Albania, the former Yugoslav Republic of Macedonia, Montenegro, Serbia and Turkey). Its findings provide detailed information on a broad range of issues in three main areas:","type":"text"}]},{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Quality of life: subjective well-being, optimism, health, standard of living and aspects of deprivation, work–life balance","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Quality of society: social insecurity, perception of social exclusion and societal tensions, trust in people and institutions, participation and community engagement, and involvement in training/life-long learning","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Quality of public services: health-care, long-term care, childcare and other public services.","type":"text"}]}]}]}]},"heading":"About the survey","component":"content_row","list_style":"","enable_copy":true,"heading_level":"h3","vertical_margin":"40px","sidebar_subsection":false},{"_uid":"i-ab17195f-8d3e-4626-b189-eb56caacf523","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Overall, the EQLS 2016 results show general progress in the three key areas of review: quality of life, quality of society and quality of public services – though not in all countries and not for all social groups.","type":"text"}]},{"type":"paragraph","content":[{"text":"There has been general progress in quality of life with some dimensions back to pre-crisis levels. For example, levels of optimism are up since the previous survey, satisfaction with living standards has increased, and life satisfaction and happiness levels remain stable. Satisfaction with standard of living has converged across Member States, self-reported quality of health has improved overall, and material hardship has declined (more people can make ends meet). But work-life balance has deteriorated and there are serious concerns about insufficient income in old age in two-thirds of countries.","type":"text"}]},{"type":"paragraph","content":[{"text":"The findings reveal a general improvement in quality of society indicators since 2011. Trust in national institutions has increased, engagement and participation in social organisations are on the rise, trust in people among those aged 18–24 has increased, feelings of social exclusion have declined, and perceived tensions between poor/rich, management/workers, old/young, men/women have decreased. 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However, quality of public services still varies greatly across Member States.","type":"text"}]}]},"heading":"Main findings","component":"content_row","list_style":"","enable_copy":true,"heading_level":"h3","vertical_margin":"","background_color":"","sidebar_subsection":false},{"_uid":"i-9189f37f-0cff-4dca-8276-eae651650736","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Carried out every four to five years, this unique, pan-European survey examines both the objective circumstances of citizens' lives as well as how they feel about those circumstances and their lives in general, with an aim to create a rich data source on the quality of life of the people in Europe. The survey presents data on issues that general statistics do not cover, such as the perceived quality of society, trust in institutions and social tensions. It looks at a range of issues, such as housing, deprivation, family, health and well-being. 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because they were particularly hard hit by COVID‐19. It disrupted the quality and quantity of their education and training, and many lost their jobs. As elsewhere, the crisis disproportionately impacted young people’s well-being in the WB6 and Türkiye.","type":"text"}]},{"type":"blok","attrs":{"id":"e4521b05-80ec-4f34-9fce-9c6170113631","body":[{"_uid":"i-fa1d5840-c112-4272-8a76-588a0877d531","width":"","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"On 8 November 2023, the European Commission presented a new growth plan for the WB6. The plan provides opportunities to boost socioeconomic convergence in the region and offers significant additional financial support. It aims to bring forward some of the economic benefits to the pre-accession period to build stronger, more resilient economies and provide day-to-day economic benefits for businesses, workers and consumers alike. The plan covers a broad range of topics that will help improve the situation of young people in the WB6.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]},{"type":"paragraph","content":[{"text":"In 2021, ","type":"text"},{"text":"the governments of the WB6 made a commitment to adopt, test and mainstream Youth Guarantee schemes","type":"text","marks":[{"type":"bold"}]},{"text":" to address long-standing challenges of youth joblessness and social exclusion risks. In these countries, the importance of implementing Youth Guarantee schemes, modelled on the European Youth Guarantee, is highlighted by evidence which shows that most countries that implemented measures to support youth employment during the COVID-19 pandemic already had a national youth employment strategy.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]},{"type":"paragraph","content":[{"text":"The","type":"text"},{"text":" 2017 European Pillar of Social Rights","type":"text","marks":[{"type":"italic"}]},{"text":" set out 20 principles to guide the Member States ‘towards a strong social Europe that is fair, inclusive and full of opportunity’. The Pillar is being delivered through a wide-ranging set of policy packages alongside the implementation of plans for a just transition towards a climate-neutral and digitalised society.","type":"text"}]}]},"heading":"Policy context","component":"content_row","list_style":"","enable_copy":true,"heading_level":"","vertical_margin":"","background_color":"","sidebar_subsection":false},{"_uid":"i-f32e7766-4f75-42d8-abc1-3a4ee9312450","width":"","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Throughout the region, employment rates are lower for young people aged 15 to 24 than for the total working-age population (15–64).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The difference between youth and working-age employment levels is larger in the WB6 than it is in Türkiye and the European Union (EU) as a whole.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"In all seven countries, the youth employment rate is lower among women than among men. This is most accentuated in Türkiye.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"While overall unemployment levels have come closer to the EU average in recent years, this change is less pronounced for young people aged 15 to 24, among whom unemployment remains a pressing issue.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Although the countries have experienced some progress in reducing youth unemployment, the potential effects of increasing inactivity in the labour market alongside growing emigration trends render the extent of progress that has been achieved difficult to measure.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The proportion of young people aged 15 to 24 not in employment, education or training (NEET) differs widely within the seven countries, and ranges from 13 % in Serbia to 33 % in Kosovo.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"In Kosovo, Montenegro and North Macedonia, NEET rates have risen substantially, whereas in the other countries such rates have fallen over time. Türkiye has shown the most improvement over time, although young people in the country still face significant challenges, especially young women.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Young people in the WB6 and Türkiye are significantly more likely to take up temporary work than workers aged 25–64 in the region.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Compared with the EU average, self-employment is a much more prominent trend in the labour market of the WB6 and Türkiye.","type":"text"}]}]}]}]},"heading":"Key findings","component":"content_row","list_style":"","enable_copy":true,"sidebar_subsection":false},{"_uid":"i-531599f8-e535-4696-bf5a-0cdd5ea00f69","width":"","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The WB6 have made headway in certain aspects of job quality. This is demonstrated by the high numbers of young respondents to the European Working Conditions Telephone Survey (EWCTS) 2021 who indicated that their jobs were highly resourced and less extremely demanding, often surpassing the EU benchmark.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Young workers in the WB6 are much more likely to receive social support at work and, in most countries, are significantly more engaged in the work that they do. Despite overt challenges, young workers appear more content and can adapt to changes in their workplace.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The region still faces some key issues, working time arrangements being one of them. A much more sizeable proportion of young workers work more than 48 hours per week in the Western Balkans than in the EU.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Women’s work lies more at the extreme ends of job quality than men’s. Some notable issues pertain to job intensity, where evidence indicates that young women work at considerably higher speeds than young men. Issues also persist in gender segregation in the workplace, despite improvements.","type":"text"}]}]}]}]},"heading":"Key findings - another heading","component":"content_row","list_style":"","enable_copy":true,"sidebar_subsection":false}]}}]},"publication_content_title":"","tables_and_graphs_content":{"type":"doc","content":[{"type":"paragraph"}]},"executive_summary_document":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"data_highlight_introduction":{"type":"doc","content":[{"type":"paragraph"}]},"publication_document_language_versions":[],"executive_summary_document_language_versions":[]},"slug":"quality-of-life-in-the-eu-in-2024-explore-the-results-in-our-data-story","full_slug":"publications/all/quality-of-life-in-the-eu-in-2024-explore-the-results-in-our-data-story","sort_by_date":null,"position":-610,"tag_list":[],"is_startpage":false,"parent_id":637743650,"meta_data":null,"group_id":"0d43f554-fda5-459b-ac14-2c3ac0689090","first_published_at":"2025-01-20T14:59:05.770Z","release_id":null,"lang":"default","path":"","alternates":[],"default_full_slug":null,"translated_slugs":null,"_stopResolving":true},{"name":"Quality of life in the EU in 2024: Results from the Living and Working in the EU e-survey","created_at":"2025-03-10T11:26:32.050Z","published_at":"2026-02-27T16:32:50.995Z","updated_at":"2026-02-27T16:32:51.018Z","id":637743686,"uuid":"99979125-c561-41e2-8302-af999cc8f4ba","content":{"doi":"","_uid":"fa816645-0d26-4e70-a44c-c1a921ac1fbf","isbn":"","title":"Quality of life in the EU in 2030: Results from the Living and Working in the EU e-survey","abstract":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"This policy brief investigates how organisations are adapting their work organisation and practices to hybrid work. 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Women are more reliant on minimum income support, and although unemployment benefit recipients are more often men, over the past decade, women have become the majority of recipients in at least four Member States.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","attrs":{"textAlign":null},"content":[{"text":"About two-thirds of unemployed people in the EU do not receive benefits, often because their employment records are shorter than required, or their benefits have run out","type":"text","marks":[{"type":"bold"}]},{"text":". Over half (54%) of those who are at risk of poverty before benefits receive no financial support, such as minimum income, disability or unemployment benefits.","type":"text"}]}]}]}]},"publication_document":{"id":19921215,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/x/e54a6efc06/ef24001en.pdf","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"related_publications":[],"executive_summary_title":"","executive_summary_content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Social protection includes a range of monetary and in-kind entitlements. This report focuses on unemployment and minimum income benefits for people of working age. These include lower-tier unemployment benefits in the 12 Member States where they exist, for people whose higher-tier benefits have run out or who cannot access them. These benefits cushion against decreases in income due to unemployment and prevent income from dropping below a certain level. The report maps coverage gaps, non-take-up and inadequacy, and how these benefits are tied to entitlements and access to services. 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Individuals with short or no employment records (mainly young people), the self-employed, those with non-standard working arrangements or the long-term unemployed are often not entitled to higher-tier, or any, unemployment benefits.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"For higher-tier unemployment benefits, required contribution periods range from six months or shorter in six Member States to two years in three Member States. The minimum benefit duration after two years of contribution ranges from five months or less (in 8 Member States) to at least nine months (in 10 Member States).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Groups facing gaps in minimum income benefit include households with low incomes or assets (homes that increased in value) above the entitlement threshold, groups of non-nationals (third-country nationals with temporary resident permits, EU citizens looking for work) and homeless people.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"No Member State was identified where more than 80% of those entitled to minimum income benefits receive them. Non-take-up seems less severe for higher-tier unemployment schemes.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Authorities’ proactive approach to chasing overpayments contrasts with their efforts to identify non-recipients who would be entitled to benefits if they were to apply.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The proportion of previous earnings paid as unemployment benefit ranges from 50% to 90%. In 15 Member States, the amount decreases over time. Several countries have accelerated such decreases since 2023. Paid amounts are capped at below 60% of national average wage in almost half of the Member States. Automatic indexation is applied in 15 Member States for minimum income benefit and 8 Member States for unemployment benefit.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"At least 10% of minimum income benefit and unemployment benefit applications were rejected for almost all schemes identified, usually because the applicant did not fulfil asset or income requirements or they had inadequate documentation.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Minimum income and, more often, unemployment benefits can be applied for online, except in three Member States. While in-person application options usually remain available, examples were identified where some steps are exclusively digital.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Digital applications pose challenges, especially for groups of people who are older, have disabilities, low educational attainment or low incomes, are homeless or live in rural areas with difficulties accessing internet.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Sanctions for not complying with activity requirements, such as attending training, are typically imposed on 1–6% of benefit recipients annually.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Those living in single-adult households, women and non-nationals are overrepresented among minimum income benefit recipients. Unemployment benefit recipients are more often nationals and men, but over the past decade women have taken over as the majority in several Member States. Some countries have simultaneously seen the duration of benefit receipt increase and recipient numbers decrease.","type":"text"}]}]}]}]},"heading":"Key findings","component":"content_row","list_style":"","enable_copy":true},{"_uid":"i-0d79b3c7-05b6-405a-87a8-892b8d192b3e","width":"","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"To ensure basic living standards, and enhance social inclusion and employment prospects, social protection should go beyond merely enabling survival. To achieve this, and to cater for varying needs, access to enabling services is key.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The erosion of income adequacy can be prevented by automatic indexation, especially for minimum income schemes that people tend to depend on for longer. This is important for gender equality, as women are overrepresented among recipients. Indexation should respond to sudden inflation changes and consider that inflation faced by low-income households may outpace general consumer price indexes.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Complex benefit systems require considerable investment in information provision and increase rejections and non-take-up. This can be addressed by investigating reasons for rejections and widening coverage by making entitlement criteria easier to understand and automate.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Digital applications can improve access to benefits, but create inequalities and reduce face-to-face opportunities to identify support needs. To counter this, innovative ways of engaging applicants digitally should be explored, and resources freed-up by digitalisation can be used to improve access for digitally excluded groups.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Incentives to ‘use up’ unemployment benefit entitlement before taking up work should be reduced by increasing flexibility, for instance ensuring that remaining unemployment benefit can be kept for subsequent spells of unemployment.","type":"text"}]}]}]}]},"heading":"Policy pointers","component":"content_row","list_style":"","enable_copy":true}]}}]},"publication_content_title":"","tables_and_graphs_content":{"type":"doc","content":[{"type":"paragraph"}]},"executive_summary_document":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"data_highlight_introduction":{"type":"doc","content":[{"type":"paragraph"}]},"publication_document_language_versions":[],"executive_summary_document_language_versions":[]},"slug":"social-protection-2-0-unemployment-and-minimum-income-benefits","full_slug":"publications/all/social-protection-2-0-unemployment-and-minimum-income-benefits","sort_by_date":null,"position":-580,"tag_list":[],"is_startpage":false,"parent_id":637743650,"meta_data":null,"group_id":"8352ac89-ea31-446a-ba24-51c09c7342a9","first_published_at":"2025-01-15T15:49:08.807Z","release_id":null,"lang":"default","path":"","alternates":[],"default_full_slug":null,"translated_slugs":null,"_stopResolving":true},{"name":"Right to disconnect: Implementation and impact at company level","created_at":"2025-03-10T11:27:03.147Z","published_at":"2026-02-27T16:32:52.996Z","updated_at":"2026-02-27T16:32:53.013Z","id":637743710,"uuid":"9d398f0f-27e3-4c4e-9de1-a2010d609cbd","content":{"doi":"10.2806/430915","_uid":"fa816645-0d26-4e70-a44c-c1a921ac1fbf","isbn":"978-92-897-2337-4","title":"Right to disconnect: Implementation and impact at company level","abstract":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"The rise in telework and more flexible working patterns, speeded up by the pandemic, has intensified concerns about an ‘always on’ culture and employees’ constant connection to their workplace, leading them to","type":"text"},{"text":" work additional and often unpaid hours","type":"text","marks":[{"type":"bold"}]},{"text":". One of the solutions put forward to help address this issue is the introduction of a right to disconnect. Based on a survey of HR managers and employees, this report explores EU Member States’ legislation around the right to disconnect and assesses the impact of company policies in this area on employees’ hours of connection, working time, work–life balance, health and well-being, and overall workplace satisfaction.","type":"text"}]}]},"citation":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Eurofound (2023), ","type":"text"},{"text":"Right to disconnect: Implementation and impact at company level","type":"text","marks":[{"type":"italic"}]},{"text":", Publications Office of the European Union, Luxembourg","type":"text"}]}]},"settings":[{"_uid":"c9dd4f11-063f-4bf3-8e30-d705dd5688b6","og_image":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"og_title":"","component":"settings","main_image":{"id":18392374,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/5824x3264/35577d4766/adobestock_710492860.jpeg","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"meta_title":"","is_archived":false,"teaser_text":"","related_tags":["426ab822-ea88-4fa2-be34-9279565bed20","e10e14f6-3cf9-4eed-91aa-5e37ee5327b3","c56277b1-ad25-45ef-9b58-a203dd8ebbf5"],"archived_date":"","og_description":"","related_topics":["7958cc71-f9fd-4456-a443-cf7a283476e6","fba1ff43-9d14-460b-b889-1a919ad031ad","ed115ceb-ea1b-4ac5-a50f-ac8d1a48ba27","8ac3f860-f30f-4465-8deb-f04a74f5333c","3a733e7c-4515-4282-b6cc-682fa86a7635","d93e5ba5-f584-4f08-a352-a1d5dd41bea9"],"drupal_activity":"","related_content":[],"related_persons":["7c5facc0-85aa-446c-866d-45c67b3fbb8e","d2129824-6ac9-489e-af58-b49f642e8e22","6881da38-b209-4a0c-9f08-9f5ca264d197"],"sitewide_header":"","drupal_full_path":"","meta_description":"","meta_do_not_index":false,"public_updated_at":"","related_countries":[],"drupal_original_id":"","related_data_items":["a4faf4ed-92bf-4d02-acfe-f29f06c8dfb2"],"exclude_from_search":false,"public_published_at":"2023-11-12 00:00","related_publications":["169d1983-c801-4a02-b703-a204053bb109"],"exclude_from_homepage":false,"relationships_to_hide":[],"public_published_at_year":"2023","disable_machine_translation":false,"public_published_at_timestamp":"1699805511","exclude_from_machine_translation":[]}],"component":"publication","order_url":"","permalink":"eurofound.link/ef23002","context_of":"","request_of":"","catalogue_no":"TJ-09-23-330-EN-N","reference_no":"EF23002","data_highlight":[{"_uid":"6212fe7a-e28d-4b09-bf47-8544e35a9401","label":"Highlight","title":"","component":"data_item_reference","data_item":"052d80d9-38dd-472b-aa5c-f949a1c994f7"}],"graphs_related":[{"_uid":"56473dc5-6347-4740-a040-3b971990d031","label":"Figure 1","title":"","component":"data_item_reference","data_item":"a4faf4ed-92bf-4d02-acfe-f29f06c8dfb2"},{"_uid":"e622ab69-445e-43e6-83ef-93d21b5ea98b","label":"Figure 2","title":"","component":"data_item_reference","data_item":"7f7bb1e6-a223-4f59-8ada-c33fbe5f7da7"},{"_uid":"f2620438-8a4e-4166-bbcf-16e688d3f45e","label":"Figure 3","title":"","component":"data_item_reference","data_item":"e81b7270-3219-4c8c-be79-992f2c87f8be"}],"tables_related":[{"_uid":"00c2d139-ef0f-4259-8228-3762883e152a","label":"Table 1","title":"","component":"data_item_reference","data_item":"d7d3d3ee-18ae-4ab8-863c-92bc748de719"},{"_uid":"dd78b051-6adb-4dea-89a5-a5f45823224f","label":"Table 2","title":"","component":"data_item_reference","data_item":"7369d31f-1a60-4def-bc9c-d222ca9257be"},{"_uid":"4006d9b2-3585-4ca3-9d58-bc72efe44fdb","label":"Table 3","title":"Availability to disconnect from workplace in 2021","component":"data_item_reference","data_item":""}],"dynamics_365_id":"","number_of_pages":"66","publication_type":"c64f4870-7428-4320-8921-df74409a149b","publication_image":{"id":null,"alt":null,"name":"","focus":null,"title":null,"source":null,"filename":"","copyright":null,"fieldtype":"asset","meta_data":{}},"publication_status":"published","publication_content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"New survey findings reveal that ","type":"text"},{"text":"workers who regularly work remotely using information and communication technologies are more likely to work longer","type":"text","marks":[{"type":"bold"}]},{"text":" than is contractually required. Close to one fifth of the survey respondents reported working additional hours because they are contacted outside of working hours.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Eight out of ten workers","type":"text","marks":[{"type":"bold"}]},{"text":" surveyed in both companies with and ","type":"text"},{"text":"without a right to disconnect policy","type":"text","marks":[{"type":"bold"}]},{"text":" reported that they ","type":"text"},{"text":"regularly receive work-related communications outside their working hours","type":"text","marks":[{"type":"bold"}]},{"text":".","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Findings show several differences between workers in companies with a right to disconnect policy and those without. ","type":"text"},{"text":"A larger share of workers in companies without a right to disconnect policy said they experienced health issues","type":"text","marks":[{"type":"bold"}]},{"text":" such as frequent headaches, stress and anxiety. ","type":"text"},{"text":"In companies with a right to disconnect policy, very high levels of job satisfaction are reported","type":"text","marks":[{"type":"bold"}]},{"text":" by twice as many workers and they also report a better work–life balance (92%, compared to 80%).","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Over 70% of workers in companies with a right to disconnect policy considered its impact to be positive","type":"text","marks":[{"type":"bold"}]},{"text":"; however, the introduction of a policy on its own is insufficient and ","type":"text"},{"text":"requires a range of accompanying measures","type":"text","marks":[{"type":"bold"}]},{"text":" such as awareness raising on the risks of constant connection, training for workers and managers and assessments of the reasons for over-connection, effective measures to limit out-of-hours connection, as well as monitoring systems where results and solutions are discussed regularly between management and worker representatives.","type":"text"},{"type":"hard_break"},{"text":" ","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"A match between working time and workload is crucial","type":"text","marks":[{"type":"bold"}]},{"text":". The new survey findings demonstrate that 37% of workers work additional hours to complete tasks they were unable to do during working hours.","type":"text"}]}]}]}]},"publication_document":{"id":18392107,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/x/05cfde4cee/ef23002en.pdf","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"related_publications":["1da82900-b65f-466d-a5a3-3e2e0f4ffc64"],"executive_summary_title":"","executive_summary_content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Despite EU legislation regulating working time, occupational health and safety, and work–life balance, data from national and European surveys show that a high proportion of workers who are able to work remotely and flexibly using digital tools work long hours and are subject to health issues linked to work-related stress and burnout. The rise in remote and flexible working during the pandemic and the increasing use of mobile digital tools, making workers more contactable, have accelerated the discussion around whether existing legislation remains fit for purpose to address the risks posed by the ‘always on’ culture in the workplace.","type":"text"}]},{"type":"paragraph","content":[{"text":"Previous Eurofound research has highlighted the scarcity of information on the implementation and impact of the right to disconnect at company level. Based on a survey of employees and a questionnaire completed by HR managers in four countries (Belgium, France, Italy and Spain), this report sheds light on how the right to disconnect is implemented at company level. Analysing responses from workers in companies with and without a right to disconnect policy, it assesses their experiences of receiving and responding to work-related communications outside contractual working hours; how many additional hours they work and why; and their work–life balance, health and well-being, and overall workplace satisfaction.","type":"text"}]},{"type":"blok","attrs":{"id":"7a137e8d-abaf-45c0-a061-fffbcde8aca3","body":[{"_uid":"i-8b01799d-e5af-48c3-a1d3-b22cc7255a87","content":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"As of spring 2023, there was no specific legislation at EU level on the right to disconnect. However, a range of existing EU directives contain relevant provisions, most significantly the Working Time Directive (Directive 2003/88/EC). This directive sets limits on working hours and regulates rest periods for all workers. The European Parliament’s resolution of January 2021 (2019/2181 (INL)) called on the European Commission to bring forward legislation specifically on the right to disconnect, while acknowledging the key role played by social partners in negotiating on workplace matters. In 2022, the European cross-industry social partners began negotiations on a possible framework agreement on telework and the right to disconnect, which were ongoing at the time of writing (June 2023).","type":"text"}]}]},"heading":"Policy context","component":"content_row","list_style":""},{"_uid":"i-340f627f-34d8-4849-9ebc-580621eaa3a0","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Around 45% of respondents to a survey of employees in sectors targeted for their high share of teleworkable jobs and in countries where right to disconnect legislation is implemented through social dialogue responded that a right to disconnect policy is in place in their company. Of these, 80% consider that the policy applies to them. However, only half of respondents in companies with a right to disconnect policy are aware of actions having been taken to implement it.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Employees observed that the most common actions taken to support disconnection from work-related digital tools are automatic deletion of emails received during holidays and measures to prevent the delivery of work emails during certain times. Soft measures, such as training and awareness raising, were considered to be less prevalent by employees, whereas employers considered the latter to be among the most crucial actions implemented.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Over 80% of workers surveyed reported receiving work-related communications outside their contractual working hours during a typical working week. Almost three-quarters reported being contacted by colleagues out of hours every day or on some days; 67% are contacted by line managers. The vast majority (almost 9 out of 10) of respondents responded to such communications, with one in four replying to all calls and messages received out of hours.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The following are the most cited reasons for responding to out-of-hours work-related communications: feeling responsible for one’s assignments (82%), wishing to stay ‘on top of things’ (75%), because it is expected (75%), fear of a negative impact if no response is provided (61%) and the expectation of better career progression (50%).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Almost half of the respondents regularly work more hours than they are contracted for, most frequently to complete tasks that they were unable to finish during contractual working hours (37%). Over one-third of workers work additional hours at the explicit request of managers, and fewer than one-fifth (17%) do so mainly because they are contacted out of hours. Additional hours worked because employees are contacted by managers, colleagues or clients out of hours is the type of overtime for which workers are least likely to be compensated financially.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Having a right to disconnect does not appear to reduce the likelihood of workers being contacted out of hours or responding to such communication. However, a larger share of respondents from companies without a right to disconnect policy report working additional hours because they are contacted out of hours than respondents from companies with such a policy (19% compared with 14%). In the latter companies, additional hours are worked mainly based on agreed overtime and workers are more likely to be compensated for working additional hours through pay or time off. This is particularly true with regard to additional hours worked due to being contacted out of hours.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"A larger share of workers in companies with a right to disconnect policy that they perceive as applying to them report having a high level of autonomy to determine their working hours, thus providing an indication that having a right to disconnect does not limit desired working time flexibility.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Satisfaction with work–life balance was generally high among all those surveyed, with 85% of workers indicating that their working hours fitted in with family and other commitments very well (25%) or fairly well (60%). However, workers in companies with a right to disconnect policy reported having a better work–life balance than workers in companies with no such policy (92% compared with 80%).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Around 45% of respondents felt that being contacted out of hours was detrimental to their work–life balance and their health and well-being, with more women than men reporting this. A larger share of 25- to 39-year-olds are negatively affected, probably because many in this group have young children. Remote workers are also more affected than those working entirely from their employer’s premises. The most commonly reported health issues are headaches (41%), followed by backache (35%), overall fatigue (34%) and anxiety/stress (33%). Health issues tend to be more common amongst workers who are required to work additional hours. A smaller share of workers in companies implementing the right to disconnect report health issues. For example, while 38% of workers in companies without a right to disconnect report having suffered from stress or anxiety in the 12 months before the survey, the figure was 28% among workers in companies with a right to disconnect.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Around 8 out of 10 respondents were highly satisfied with their working conditions. More workers with a right to disconnect were very highly satisfied than those without this right (29% compared with 15%).","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Over 70% of workers in companies with a right to disconnect policy consider that its impact has been very or somewhat positive; 26% considered that there has been no impact.","type":"text"}]}]}]}]},"heading":"Key findings","component":"content_row","list_style":""},{"_uid":"i-eb16fe08-29e3-4af1-82f3-f0c20bc50174","content":{"type":"doc","content":[{"type":"bullet_list","content":[{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"The ‘always on’ culture and working additional hours, which often lead to insufficient rest periods, have been shown to be detrimental to work–life balance, health and well-being, and workplace satisfaction. The existing legal acquis and its enforcement appear to be insufficient to address these issues.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Where right to disconnect policies have been put in place, data show that they have a positive effect on work–life balance, health and well-being, and overall job satisfaction.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"Company-level evidence shows that the implementation of a right to disconnect policy on its own is insufficient to bring about cultural change in the workplace; the policy must be accompanied by awareness raising, training and effective measures to limit out-of-hours connection in ways that are tailored to specific work environments.","type":"text"}]}]},{"type":"list_item","content":[{"type":"paragraph","content":[{"text":"In addition, there should be an assessment of – and measures to address – other reasons for over-connection (such as high workloads, lack of training and inefficient work processes), and this should be bolstered by effective monitoring systems.","type":"text"}]}]}]}]},"heading":"Policy pointers","component":"content_row","list_style":""}]}}]},"publication_content_title":"Key messages","tables_and_graphs_content":{"type":"doc","content":[{"type":"paragraph"}]},"executive_summary_document":{"id":18430779,"alt":"","name":"","focus":"","title":"","source":"","filename":"https://a.storyblok.com/f/285548/x/2c5c49f8fc/executive_summary_ef23002en.pdf","copyright":"","fieldtype":"asset","meta_data":{},"is_external_url":false},"data_highlight_introduction":{"type":"doc","content":[{"type":"paragraph","content":[{"text":"Our data highlight sheds light on the question of how remote work impacts overtime. 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ECS 2019

Additional information on ECS 2019