Comparative Analysis: Employment Relations in France and Denmark

This report offers a comparative analysis of international employment relations, focusing on France and Denmark. It delves into the employment landscapes of both countries, examining key aspects such as labor laws, collective bargaining processes, and the influence of the European Union. The report highlights the differences in approaches, including the emphasis on employer relations, the role of privatization, and the impact of historical labor movements in France, contrasting them with Denmark's managed market economy and flexicurity model. It also explores the impact of political and economic factors, including the role of unions, industrial conflicts, and government policies, on the employment relations in both countries. The report considers recent developments, such as the presidency of Emmanuel Macron in France and the impact of European directives, offering insights into the evolving dynamics of the labor markets in these two nations and their implications for businesses and employees. The report also discusses the role of collective bargaining at different levels and how these are impacted by government policies, unions, and employer associations. Furthermore, the report touches on the challenges and opportunities related to labor shortages and the integration of migrants in Denmark.

Running Head: International Employment Relations
International Employment Relations

International Employment Relations
Introduction
The report gives main focus on the relation that is concerned with employment by taking into
consideration France and Denmark. Employment relations have a linkage with both the employer
and the employee who is conducting their task in the organization. Remuneration plays an
essential role between the employees. If the remuneration is according to the employees then
they will perform their best to achieve the goals and objectives in effective manner. The relation
between the employees and employer should be efficient enough so that the organization can be
able to attain the goals and objectives in effective manner. The performing pattern of the
employees gives direct impact on the enhancement of the business.
France and Denmark
In France the employer are taken into consideration and the more emphasis is given on it.
Privatization has an important role and also it is connected with different sectors. The state has
many different industrial linkage in which the cooperation is lacked the social partners. The
employers are considered united in France and also the level of membership is high which is
concerned with the practices that are taken into consideration. The France gives more focus on
the historical presence which gives focus on the movement of labor (Bamber, Lansbury,Wailes
and Wright,2015). Collective bargaining plays an essential role if taken consideration on the
national level. In France the employment relation is increasing and the retention of the school is
increased. By taking into consideration it is seen that there is no recession and also the economic
growth is minimized. The employment is increasing but on a temporary basis. The main
emphasis of collective agreements is given by the industrial law. The government has taken
corrective steps to reduce the unemployment which take into consideration the people who are
young enough and also the people who belong from an employed group. In Denmark the role is
minimized as compared to other countries. If the state legislation is taken into consideration then
it is very less (Bryson, Forth & Laroche, 2011). The interference in politics is enhancing in
France and it is mainly just because of the European directives which consist of legislation.
Denmark is taken into consideration as a managed market economy and also gives focus to
encourage the coordination between different networks of unions. There are various regulations
which are taken into consideration in the collective bargaining. The negotiated economy is

International Employment Relations
Denmark in which atypical levels of employment are reduced. Self-regulation in Denmark has
given an essential role but it is fixed for a certain area only. By taking into consideration the
policies which are concerned with labor then it can be seen that there are various employers who
are connected with the councils (Burroni & Keune, 2011). If the labor market policy is
considered then state interacts with the union and also with the employer who has a direct link
with the boards and councils. The industrial role is played which considers the employer in the
public sector. The French plays an essential role in the employment relation and also give main
focus to the employer. Privatization also plays an essential role and it is concerned with many
sectors. By taking into consideration the industrial level of France the labor moved and also
collective bargaining has taken place. It has an essential role that focuses on decentralization by
considering the socialist government (Gumbrell-McCormick & Hyman, 2006).
Various reforms are considered which enhances the workplace and also helps to consider the
proper strategy to conduct the operations of the organization in effective way. The employment
relation gives main emphasis on the combined bargaining which is decentralized. The
employment relation gives direct focus on the political and legal environment (Hansen &
Mailand, 2013).
In France there are various changes which have taken place. There are many unions which were
considered at the local level and the employment relation is increased. The behavior pattern of
the employer and also the employment relations is enhanced in effective way. The financial and
organizational resources are reduced. The employment relation in France has given a positive
impact on the people who are pensioners or the retired people (Ilsoe, 2016). In Denmark the
crisis has taken place in which the balance is distorted between the various partners. The working
capacity of the employees is enhanced in Denmark and they are able to achieve goals and
objectives in effective manner. The workers who are working in France have flexible timings in
which the worker conduct and finish their task in effective way. There are various changes which
are taken place in the national economic planning and also the working structure of the
employees are maintained in effective manner according to their demand. The level of
motivation of the employees who are working in France is enhanced and they work with the
main objectives to attain the goals and objectives of the organization in effective manner
(Mailand, 2010).

International Employment Relations
Presidency of Emmanuel Macron has given impact on the employment relations in France. Mr.
Macron has given impact on reforming the labor market. He set to work 35 hour in a week. The
labor rights and rules are introduced by him that allow the firm to negotiate the timings with the
staff members on the basis of hours and pay. He has also assured the people who are connected
with business to reduce the corporation tax from 33% to 25%. The main focus will be given to
train the people who are working in the organization. He also takes into consideration to reduce
the unemployment rate and also to enhance the benefits of unemployment. The purchasing power
of the people will be reduced by taking into consideration social security contributions (Laroche,
2016).
Role of European Union play by taking into consideration employment relations in Denmark. In
European political debate which is on labor market has a strong security for the wage earners that
are concerned with hiring and firing of the employers in the organization. The policy which is
concerned with Denmark is flexicurity. The conflicts which are industrial have played a major
role in the development of Danish labor market regulation. In Denmark the political economy is
taken into consideration with proper liberal elements. The people who are connected with
European community is working under pressure from Europe and also various laws are imposed
on the working hour, part time employment and also on European work councils (Mehaut, 2005).
The work councils have created a tension and debate as a mutual directive that are difficult to be
implemented within the balanced collective bargaining system and legislation. The disputes lead
to strikes that are now minimized and the conflicts are also resolved by the labor law system. In
France the union also gave reflection on the historical presence of revolutionary socialists which
is between the labor movement and the reactionary approaches of the employers. The principle
of contract is not taken into consideration by the employees they are taken as a weak party that
need protection under this law. There are strict rules which are considered in the employment
agreement. In France 95 percent of the employees in France work under the collective
bargaining agreements which are operated in unionized environment (Rodriguez, John stone and
Procter, 2015). The labor codes that are considered are minimum wage, paid leave and the
working time. If the business is conducted in France then there can be complexity which is
concerned with rules and regulations. In France the rules are not transparent if taken into
consideration the common law. The employment relation of France is conducted under the 2
principles. The first is to set the rules which are conducted by taking into consideration the lower

International Employment Relations
hierarchical level. The second is that the employees should take advantage of the various rules
(Rose & Pineau, 2016).
Collective bargaining in Denmark has been a best method of regulation which is concerned with
pay and working condition. The labor market and the welfare policies are formulated within the
agreement. There is unification in the labor market parties which is on the national level. In
Denmark the common topic is working time if collective bargaining is taken into consideration.
The employment strategy does not have any important role in the working pattern (Rosemain &
Viscusi, 2015). Collective bargaining has an important role in the private sector which is
concerned with both agriculture and finance sector. Collective bargaining in Denmark did not
give focus on the particular contract; it is concerned with part time, fixed term and also with the
working time related issues. The role of collective bargaining has a main role in French labor
law and gives emphasis on developing the labor standards. France is strengthening its role in the
labor relations. Collective bargaining takes place on three levels: On the national level, on
company level, on plant level. In the first level the numbers of employees are covered. The main
goal of the French government is to take collective bargaining a step further and to bring it closer
to the ground (Sanders, 2017).
The largest union is in Denmark and it represents the skilled and unskilled manual workers
which are concerned with both private and public sector. The unions are a combination of craft,
industrial and also of general unions which gives focus on the small and large units. It is seen
that in 2008 there are 17 members in the union in LO and it is fourth largest one which represent
80 percent of total membership (Schütz and Jacobs, 2014).
The LO has conducted its operation as a coordinating organ rather than the independent power
which conserved large unions. The unions take into consideration high density of union and also
enhanced the collective agreements which are concerned with private sector. There is fierce
competition which replaced the cooperation. In recent time the membership has minimized to 56
percent of wage earners in 2008 and the trend continues. The membership of the union is
reduced from 73 percent in 1995 to 69 % in 2008. The numbers concerned with the membership
are stable. In French the union is taken into consideration on the basis of pluralism and also on
rivalry basis. The membership of union is declining from decades. French union was taken as
representative unions by the authorities that are based on five criteria. The rights which are taken

International Employment Relations
into consideration are the nomination of candidates in the system of the employee representative
and it involves collective bargaining. The system does not change until 2008 (Valizade,
Ogbonnaya, Tregaskis and Forde, 2016).
Denmark started intervening by taking into consideration the industrial conflicts from 1930 and
also the state interventions is considered as a norm in labor market conflicts. The union and
employer created a strong relation at an enterprise level. It has helped to implement the collective
agreements in effective manner. The flexibility is given to many individual companies that have
given attention to the locally setting pay mechanism (Tapia & Turner, 2013).
In Denmark the important industrial conflicts are taken into consideration in that new collective
bargaining model is discussed. The iron and steel is considered as a popular area that consists of
all the manufacturing. Decentralization has enhanced the flexibility and employee participation.
The employers working in Denmark give focus on enhancing the flexibility so that the
international competitions that are prevailing can be maintained in effective manner. The welfare
issue gives emphasis on the unions and employer associations. The labor market issues are
enhancing and also the pressure is overloaded on the employer. In Denmark there are labor
shortages that have taken place. The unskilled workers are increasing day by day and also the
education and training is enhancing. Taking into consideration these all the conditions the
migrants are allowed to work and retirement scheme is also retained. The financial crisis also
minimized the labor shortage problem but as the economy grows the problem can be expected to
rise again. In Denmark the trade unions and employers are strong enough and the collective
agreements are retained by taking into consideration high level of coverage. The legal regulation
that has a connection with Denmark also explains the decline in the membership of the union.
The changes that have taken place in connection with the collective bargaining and labor market
has faced many challenges by Denmark. The parties which have the connection with Denmark
maintain strong self-regulation and also it avoids the political control that are enhancing day by
day (Wagner & Refslund, 2016). The public sector union demanded for the enhancement in the
wages and also it has led to increase in the wage level of the private sector. The parties which are
connected with the labor market achieved the high level of membership and collective agreement
coverage. The growth is seen in the membership which is concerned with the yellow unions. The
unionization is minimized and the changes are also seen in the unemployment that has a direct

International Employment Relations
connection with insurance funds. It is easy to join the funds that concerned with the yellow
unions. In France the industrialization and urbanization has taken place in the mid of the 19th
century. There are many informal unions that are organized at the local level and the union was
established in 1884. The interventionist has played a great role in France. There is decline in the
membership that consists of the employer preference for direct dialogue with the employees and
also there were inadequate responses of union in connection with new challenges. There is a gap
between the union leaders and the file membership.
By taking into consideration both Denmark and France it can be analyzed that France is
considered as the weakest if comparison is made with Denmark. The exchange union gives the
secure working condition that is concerned with individual from the exchange union. Exchange
union provides direction and gives agreement which is concerned with business pay and the
issues which are connected with the work wounds. In France the people start working from the
age of 16 and in Denmark people start working from the age group of 15. In France the law has
imposed a basic statutory minimum pay and in Denmark there is no minimum pay which is taken
into consideration (Watson, 2017).
Conclusion
It is seen that relation which is concerned with employment has a great role in attaining the goals
and objectives of the organization. The employment relation has a linkage between the employer
and the employees of the company. There are many control techniques that are taken into
consideration by both the states that establish the level of establishment of the employer or the
employees. Both the states give various services to the employees who are working in the
organization. The states gives main emphasis on the employment relation that can be seen clearly
in the 2008 act which establish a working week that is 35 hours and that gives various
negotiations which are taken into consideration by the organization. It is analyzed that the union
and employer of the Denmark is strong and also consist of high level of coverage. The
employment relation should be effective enough in every organization so that the employees can
work in effective way and can achieve its goals and objectives. If proper employment relation is
maintained the working pattern of the employees can be achieved in effective way.

International Employment Relations
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