A Report on International Employment Relations in France and Denmark

This report provides a comprehensive analysis of international employment relations, focusing on a comparison between France and Denmark. It delves into the roles of the state, employers, and employees in shaping employment practices, with a particular emphasis on labor laws, trade unions, and collective bargaining. The report examines the historical context, industrial relations, and economic factors influencing employment dynamics in both countries. It highlights the differences in union membership, minimum wages, and dispute resolution mechanisms. Furthermore, it explores the impact of these differences on employment rates, working conditions, and overall economic performance. The report also covers the historical and current relationship between France and Denmark, including their membership in international organizations such as NATO and the European Union. Finally, the report analyzes the dispute settlement mechanisms in both countries, including the role of mediation and conciliation boards, and provides an overview of recent industrial conflicts.

Running Head: International Employment Relations
International employment relations

International Employment relations
Introduction:
This report gives emphasis on the employment relation which is concerned with France and
Denmark. Employment relations have a direct connection with employers and employees who
are working in the organization. Remuneration plays an important role which gives motivation to
employees who are working effectively and efficiently. If in the organization the relation
between the employer and employees is good then the company can easily achieve its goals and
objectives in effective manner. The success and growth of the company depends upon the
relations that are between the employees and employer of the organization. The working pattern
of the company gives direct impact to enhance the growth of the business.
Role
In France the state give more consideration to the employers. Also the privatisation has played a
great role which has a major concerned with different sectors. The France reflects much
historical presence which is concerned with the labour movement and also has different
reactionary approaches of employers. The state has various industrial connections which lack
mutual cooperation between the social partners. The employers of France are united and also it
has a high membership which exit by taking into consideration the practices of France (Bowman
and West, 2015). Decentralisation is concerned with employment relations are enhancing but
collective bargaining also plays a role at the national level. The coverage of collective bargaining
is high if employment relation is taken into consideration. France is considered as the biggest
economic power in which GDP is taken into consideration. The employment in relation with
female is increasing and retention of school is also enhancing. In France there is no recession
which has taken place but the economic growth is reduced. There are various forms of
employment which has been changed by considering the international trends (West, 2015).The
part time employment is increasing but it is on the temporary basis. In employment relation the
state intervention is a major part of France. It gives direct reflection on the traditional reluctance
which is related with the unions and employers. They take into consideration collective
agreements and unions have applied for legislation. The close link is analysed between the
industrial law and the results which are related with collective bargaining (Voorhoof and
Humblet, 2014). Industrial law gives main emphasis of the collective agreements. The
government of France has taken into consideration the corrective steps to minimize the

International Employment relations
unemployment which consider people who are young and also the people who are unemployed
from long term (Bamber.G.J, Lansbury.R.D,Wailes.N and Wright.C.F,2015).In Denmark the role
is very limited as compared to other countries but it is still very essential. The relations which are
between the organizations and also the industrial conflicts are taken into consideration and the
agreements are set between the parties. If consider state legislation then it is very limited
(Campbell and Pedersen, 2014). The political interference is increasing day by day in France and
it is mainly due to EU directives which have taken into consideration legislation.
Industrial relation in France:
The employment relation with France is considered as low social dialogue and also it has a great
interference in the state. The French state not only plays a great role in employment relations but
also have a great role as an employer. Just because of privatisation the government has the role in
various sectors. In consideration with employment relations in France many labour movement
and also collective bargaining has taken place on industrial level (Collins, 2011). It has a very
important role which gives direct impact on the decentralisation with the help of socialist’s
government that has given a very helpful role if politics and laws are taken into consideration.
There are many reforms which give support to the workplace and also pursue equal objectives
which give proper strategy to make legal obligations which are between the companies and also
establish many self-supporting social dialogues which can take into consideration the labour
market. An employment relation helps to give more focus on the decentralised combined
bargaining. The employment relations concerned with France has a great impact on the legal and
political environment of the country (Herriot, 2013). The employment rate for the people
working is considered as 28 million in 2008 and the unemployment rate in France is considered
as 7.8 percent in 2008. The people who are between the ages of 15 to 24 show the unemployed
people who are 19 percent in 2008. There are many young people who are concerned about the
economic fluctuation under the employment market. The rate of working women is high in
France. The female labour market has taken enhancement from 37 percent to 52 percent in 2008
(Rodriguez, Johnstone and Procter, 2015.)

International Employment relations
Industrial relation in Denmark
Denmark is considered as a coordinated market economy and also it has given emphasis to
policy development and coordination which has taken place on various network of trade unions
and also given a major impact on the political administrative system. There are many regulations
which have taken place in the collective bargaining and not in the legislation. Denmark is
considered as a negotiated economy. The atypical employment levels are very less in Denmark.
In consideration the employment in the public sector the enhancement is done effectively. The
civil status has shifted to the contract which is done on the basis of employment level (Schütz,
and Jacobs, 2014). The system of self-regulation Denmark also played an important role but it is
only for limited area. In considering the labour market policy there are many employers who are
associated with the councils and boards. The state has a main role in the IR as the employer
which is concerned with the public sector. If labour market policy is taken into consideration
then the state can take step to consult with union and also the employer who has a direct
connection on councils, boards and commissions. It plays a great role in industrial relation that is
concerned with employer in the public sector (Lakhani, Kuruvilla and Avgar, 2013).
Comparison
If the comparison is made between France and Denmark it is seen that the France is the weakest
when it is taken into consideration with Denmark. It is the combination of trade unions and
employer association. Trade union gives emphasis to secure the working conditions which refer
that the member that is concerned with the member of the trade union is very common in
Denmark and also gives many services which they want. Trade union gives much guidance and
also legal support which gives main focus to the contract which is based on employment like
salary and the problems which is related with work injuries. Denmark has a score of 7.8 and
France has a score of 7.2 in the differences which are made from country to country and which
give focus to the government regulatory (Valizade, Ogbonnaya, Tregaskis and Forde, C., 2016).
By law the freedom of association consist of military and police but in France there is only
freedom of association. The minimum working age is 15 in Denmark but in France the minimum
working age is 16. In Denmark the proportion of trade union in workforce is 75 percent but in
France the proportion of trade union in workforce is 8 percent. The minimum annual holiday
which is allowed is 25 days in France but in Denmark the minimum annual holiday which is

International Employment relations
allowed is five weeks including the public holidays. Union which have the right to strike but they
consider it on frequent basis in France but in Denmark union have the right to strike except the
essential services and by the civil servants. In Denmark there is no statutory minimum wage but
it is only focused on collective contracts but in France there is a statutory minimum wage
(Bamber.G.J, Lansbury.R.D,Wailes.N and Wright.C.F.,2015).Denmark gives focus on collective
agreements and also covers 85 percent of workers but in France it gives focus on multi-level
contracts which cover 90 percent of workforce (Noe, Hollenbeck, Gerhart and Wright, 2013).
Overview of France and Denmark
The Denmark and France relations are concerned with the current and also historical relations
that are between France and Denmark. Denmark has many embassies; that has an embassy in
Paris and the France and also has an embassy in Copenhagen. The two countries are the
members of NATO and also of the union which is concerned with European. The relations which
are concerned with the Denmark and France have the middle ages. Now a day’s Denmark has
developed a very competitive and also a service which is based on the economy with the high
level of employment and also with a social security system. Denmark is also called a happy place
to live. The standard of living is high in Denmark and the country has a high score in the national
performance which consists of education, health care and also human development (Poole,
2013). The country has a high rank in the mobility which is concerned socially and also has a
high level of equality in income. France is known as one of the largest country in EU which has a
connection with north and sea Mediterranean. It has a feature that gives focus to the reflection on
the contemporary union and also on the historical existence and give emphasis on the approaches
which are concerned with reactionary. The state has a strong role and also it has a multi system
of the employee representation which is between the organizations. There are many strikes which
are reducing and also it is giving a major impact on the public sector in the short run. France is
considered as the largest and also sixth economic power in context with GDP. There are many
low growths in context with GDP and also there are no severe recessions. The unemployment
has increased and also it has given results which are concerned with schemes of training. There
are various forms of employment which has changed in line and that are concerned with the
trends and are focused internationally (McDonald and Thompson, 2016). The French unions also
have a traditional militancy which gives enhancement to the strikes and political actions rather

International Employment relations
than giving recruitment to a mass which is related with the membership and also which engage in
collective bargaining. The wages which are concerned with union wins and also if they don’t
have the members who are related with unions. There are no specific benefits which are
concerned with welfare. It gives the impact on the French unions that perform tasks in other
countries (Crane, LeBaron, Allain and Behbahani, 2017).
Dispute settlement and State Mechanisms
The disputes between France and Denmark take place and also the war which has taken place
involves the union. The Sweden also takes into consideration France which was against many
European countries. The war does not have any definite victory and also the Swedish navy
vanished at sea. By considering the Danish army it was defeated in Scania by the Swedes and
also it was defeated on the northern Germany. The war has taken place and was completed when
the provinces which are related with the united was settled in effective manner by Denmark.
Peace was made in effective manner on behalf of the France with a combination of saint
Germaine who has given various lost territories to Sweden. Also the cooperation was enhanced
and considerable measures are taken into consideration without involving the other members of
the union (Dau-Schmidt, Finkin and Covington, 2016).The right to solve the conflict is taken
into consideration to renew the contracts which are related with the existing collective contracts.
The disputes are resolve by the mediation which has involved state conciliation board. The
biggest conflict which is in public sector was held in 2008 in relation with health and care for the
kinder garten sector. There are many local disputes which have taken place by many strikes
which are unofficial and it has minimized recently (Dubin, 2017). The labour law system
resolved many conflicts but conflicts are also taken in the labour court. There are many changes
which are related with collective bargaining and with the labour market which has regulation in
Denmark and also it has revealed many challenges which are faced by the Danish model. The
labour market keeps the strong self-regulation and also enhanced the political control (Gillet,
Gagné, Sauvagère and Fouquereau, 2013).
Recent changes to IR and its factors:
In France there are many changes which has taken into consideration. The industrialisation and
also urbanisation has taken place in 19th century and also it has taken into consideration many

International Employment relations
factors that were in legal form. There are various informal unions which were organized at the
local level and the state that has a great role in interventionist and the employment relations has
enhanced in effective manner. There was enhancement in the attitude of the employer and it has
also enhanced the French employment relations (Sanders, 2017).The revolutionary socialists
which is within the French labour movement also combined the attitude of the employers which
has given enhancement in the development of the employment relations and it has also explained
the lack of mutual recognition which is between the IR parties and also this state has played a
major role in enhancing the employment relations(Fossum, 2014). The France union has given
and enhanced the financial and organizational resources and the membership which is concerned
with union has been declined. In France the employment relations are also maintained in
effective manner. The benefits are also given to pensioners. The retired people are offered
pension according to the work which is performed by them. In Denmark the crisis also occurs
which is concerned with economy. The crisis also distorted the balance of power between the
social partners and also it has inclined to the outcome of bargaining. Also in Denmark many
industrial relations and the conditions which are working has given support to the network of the
correspondents. The employment relation in Denmark has enhanced the working capacity of the
workers and employees and they now focus on achieving goals and objective in effective way
(Donaghey, Reinecke, Niforou and Lawson, 2014). The workers who are working in France have
a flexible working time just because they focus on attaining the work life balance. It also gives
permission to the employees to participate in education or in training in which they are
interested. It clearly states that the workers can easily manage their working hours easily by
taking into consideration their weeks, months or even years. Also there are many changes which
have taken place by national economic planning agency that the working time should be properly
managed with the people demand and also the life of people should be considered. It has given
positive impact on the life of employees who are working in France. It has also increased their
working structure and enhances their level of motivation.
Conclusion
It can be easily analysed that the employment relation between Denmark and France is efficient
enough. The employment relation has given a positive impact on the state. It has also enhanced
the efficiency of the employees who are completing their task in effective manner. There should

International Employment relations
be proper employment relation in the company then only the company can enhance its growth in
the market and can achieve goals and objectives in effective way. For creating goodwill in the
market the company should take into consideration an effective employment relation which
enhances the image of the company. The company gives main emphasis on maintaining the
relations of the employees which gives empowerment to other employees to give their best so
that they can easily achieve the objectives in effective way. There are many regulations which
are taken into consideration by both the states which enhances the level of satisfaction of the
employees. Denmark and France both plays a great role in maintaining employment relation in
effective way so that the employees can conduct and complete their task in effective way.
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