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The internationalisation of enterprises is expected to undermine national systems of employee representation. This paper assesses the extent to which this expectation can be confirmed. Using a survey of Dutch works councils, we compare national, Dutch multinational and foreign multinational firms. Using another survey, we then assess the role of European works councils within Dutch MNEs. The results of the first survey show that the influence of works councils in multinational firms, especially with respect to strategic policy, but also, to a lesser extent, regarding organisational and personnel issues is decreasing. From the second survey, we learn that European works councils have so far not compensated for this decrease in influence. We conclude that the undermining of employee representation at the national level can only be counteracted by a combination of further regulations at the European level, a change in (top) management attitudes in European MNEs and the close co‐operation of employee representatives within the respective countries and at the different levels.

EU social policy is perhaps the most controversial aspect of European integration yet, despite all the political clashes on the matter, concepts like “social Europe” or “social dimension” remain ill‐defined and imprecise terms. Intends to outline and clarify in detail the debate about whether or not the European Union should have competence with regard to labour market affairs. A key message is that social policy has been controversial because it has become embroiled in the debate about the future political direction of the EU. In particular, three contrasting political models –symbiotic integration, integrative federalism and neo‐liberalism – have been put forward as organizing principles for the EU and each has a coherent view of what form social policy should take at the European level. It is the clash between these three models that has caused EU social policy to be so contestable and intractable.

This paper aims to analyse the effectiveness of European Works Councils (EWCs) as a mechanism of employee voice from the perspective of Hungarian workers in UK‐owned multinational companies (MNCs). In addition, it analyses the role of prevailing systems of employee voice in Hungary, such as trade unions and works councils, assessing their capacity to influence the work of the EWC.

Using a qualitative approach, the data are drawn from three case studies and comprise a series of semi‐structured interviews, whilst observational and archival data provide additional information. Interview participants primarily consisted of EWC representatives from the UK and Hungary, together with a number of central and local managers and trade union officials.

The data are presented using a five‐themed framework, devised to highlight a number of key themes and comparisons. Evidence suggests fundamental differences in the quality of EWCs, with some providing a better mechanism of voice than others. The level of consultation, managerial and employee attitudes, Eastern European working conditions, training and inadequate communication strategies form some of the major issues identified in the study. Furthermore, trade union involvement and the impact that local works councils have in general proved limited in enhancing the success of the EWC.

The implications for improving the Hungarian voice within the EWC forum are discussed.

The paper confirms existing issues surrounding EWCs, extending the existing field of literature and offering a unique insight into the impact of EWCs in Hungary.

Describes two‐way dialogue, between each side of industry, is a key element in social policy. Proposes to analyse and comment on some of the social dialogue, in particular both the role and significance of this notion in the soon‐to‐be enlarged Europe. Acknowledges that the ten candidate countries that join on 1 May 2004 must build a social dialogue and negotiate and conclude collective agreements.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

The purpose of this paper is to look analytically at the relationship between identity and trust in the context of European industrial relations.

Drawing from a case study of a European works council from a large, multinational firm in the traditional manufacturing sector, the problem of exclusionary identity choices along the lines of national cultures and industrial relations is examined via ethnographic methods.

In the light of the delegates' assumed identities, it was found that trust relations in the European Works Council case study were characteristically sub‐optimal both between worker and employers' representatives and also among the workers themselves. The extensive lack of trust in the forum was thought to be problematic with respect to the prospects for co‐operation. As a result, employers' representatives are able to use the European works council as a self‐serving tool of human resource management.

The implications for improving cross‐national industrial relations action are spelled out in the conclusion.

The paper offers a unique approach to studying the obstacles to co‐operation in European industrial relations settings.

During the course of European integration social policy has become an increasingly important policy area of the European Union. The paper analyses whether the EU’s social‐policy measures improve the living conditions of the socially weaker groups. All three areas of European social policy are analysed: the co‐ordination of the member states’ social security systems, the harmonisation of the working conditions and the promotion of equal opportunities, social integration and vocational training. This paper shows that the EU’s social‐policy measures have numerous disadvantages. In particular, they often are detrimental to the very people who the EU intends to protect and promote.

The European Works Council (EWC) Directive reflects a shift to a softer style of governance which has been adopted by the EU in recent years. This article sets out to explore how successful this soft style governance is when implemented at the national level.

The paper introduces the literature on the subject and shows that two main theses have been developed to date; one which favours the softer mechanism of governance and one which is critical of it. Two propositions are developed from the literature. The article explores them by examining them in light of the manner in which the Directive has bedded down in the Irish context. It does this through a micro and macro analysis of material available on the EWC in Ireland and a series of interviews. Ireland is regarded as a suitable arena in which to explore these propositions.

The article finds that the EWC Directive was implemented in Ireland in a manner which was deemed suitable for its smooth integration into the Irish context. However, the transposition’s flexible nature is such that it is unclear that it has made any significant contribution to Ireland’s system of industrial relations. It is suggested that the EU may not yet have developed a form of governance suitable for a disparate, expanding community.

The paper provides a micro‐analysis of how the EWC Directive has been transposed in one Member State (Ireland). It combines this with a macro‐analysis which enables us to compare the Irish transposition with other Member States. This approach indicates that the Directive has been applied in a very heterogeneous style throughout the Member States, which tends to reproduce indigenous industrial relations systems rather than reform or challenge them.

The paper contributes to the discussion on works councils and teamwork in the German auto industry. General Motors’ Opel plant in Germany has been chosen to study works councils’ participation in the process of introducing teamwork, and the effects of teamwork on workers’ representation on the shopfloor. The paper discusses the “dual structure” of works councils and union representatives, and will examine their role during the introduction of teamwork and relationship to their elected team spokespersons. The two key findings are: first, both levels of workers’ representation have contributed to the successful introduction of workplace changes and second, team spokespersons can be seen as a third level of workers’ representation.

The article focuses on the role that ‘confidential information’ plays in relation to the work of board-level worker representatives, and their interaction with other worker participation mechanisms. Thus, the purpose of the paper is to explore the implications of confidentiality of board-level information for effective worker participation. The main argument is that if board-level worker representatives are excessively constrained by confidentiality provisions, their capacity to work effectively is brought into question.

A qualitative research was undertaken on a sample of 12 public limited companies in Slovenia. In each company, three interviews were conducted: with the CEO or board member, with a board-level worker representative and with a works councilor, who was not a board-level worker representative (36 interviews in total). Each of these interviewees has a particular role, and interest, in handling confidential information. Thus, a method of triangulation by groups was employed. The interviews were conducted at the company premises during October and November 2017. The results were analysed by the content analysis method.

This research confirms that in the majority of companies, nearly all of the material and information discussed by the board is deemed to be ‘confidential’. Consequently, communication between board-level worker representatives and the works council is rendered difficult, if not impossible. The results indicate an urgent need to redefine the concept of confidentiality and to reinforce the level of communication between management boards and works councils.

The research is limited to one country, which, by no means, is fatal, as international comparisons, although of greater breadth, often lose some depth of analysis (especially, for example, where there are differences in legal contexts). Although the issues discussed in the paper are of relevance to all those with an interest in worker participation mechanisms, they cannot be generalised mostly due to national specificities.

The question of confidentiality as between the board, board-level worker representatives, works councils, trade unions and other form of worker representation, despite its importance, has been raised quite rarely in research. In this research, three groups of stakeholders (CEO/board member, board-level workers representative and works council members) have been covered, with the aim to extend the understanding of how confidentiality obligations impact relationships between these.