The interaction between labor market regulation and the EU's internal market poses increasing challenges for both lawyers and policy makers throughout the EU. From a policy point of view, the Lisbon Agenda and the reality of globalization have driven the EU towards a reformative approach to labor law in the context of its employment strategy. In the legal arena, the mixture of different national labor standards and free economic exchange has turned explosive in the wake of EU enlargement. This book explores the intricate, complex, and sometimes contentious relationship between the EU's agenda for a free internal market and the protection of labor standards within the EU. Its immediate focus is on recent legal developments, both in case law and in legislation. But these developments are addressed in a more general approach that seeks to give an overall background and context. European Union Internal Market and Labour Law: Friends or Foes? the result of a conference held in the aftermath of the instantly famous cases of Laval and Viking also reports on a panel discussion between stakeholders.

Gender quotas for company boards are becoming a totemic issue of gender diversity policy in today's labour market. Throughout the Western world many countries are experimenting with compulsory gender diversity measures for board rooms. The European Union as a whole is considering to make such quotas obligatory. This book analyses the EU proposal and brings together the experiences of countries that have, to various degrees, taken the road towards formalising gender balance in the board room. It offers a critical context to these evolutions by testing the presumptions of the quotas drive on two key fronts: their relation to corporate governance and their compatibility with non-discrimination law. As the gender composition of company boards is gaining widespread attention, this book offers a timely analysis and useful perspectives that will inform both proponents and opponents. Blending disciplines as well as countries, this book will appeal to anyone with a professional interest in the topic, in particular lawyers, management consultants, and policy makers.

The eight outstanding authors who have collaborated in this endeavour represent the highest levels of interaction among scholars, social partners, and EU institutions involved in the European Social Dialogue. This book is the final product of their Brussels conference in October 2002, organised by the Social Law Department of Ghent University. Their deeply informed contributions respond to such probing questions as the following:
- Does the much-talked-of European social model really exist?
- Are effective collective agreements feasible under the current EC Treaty?
- Is the conclusion of collective agreements negotiation or legislation?
- Can a viable compromise be achieved between the often contradictory aims of competition law and social policy?
The discussions include incisive analyses of relevant law and legal theory - pertinent EC Treaty provisions and directives, decisions of the Community's courts, existing and potential collective agreements - as well as declarations of the social partners and from Community institutions. The text of the work programme drawn up by ETUC, UNICE, and CEEP in November 2002 is reproduced in full.

Whether through gig work, remote work, or platforms such as Uber, new technologies are reshaping the very fabric of employment relations. This handbook offers a comprehensive, international overview of how institutions, countries, and legal systems are responding to the technological disruption of the work world. Chapters outline the reform agendas driven by the International Labour Organization and the European Union and detail the public policy debates, litigation, and legal reforms that technological innovation has triggered around the world. This volume provides a post-pandemic assessment of how digitalization is affecting employment and employment relations and contextualizes current technological disruption with a long-term view of how labour and employment law could evolve further.