Pemota Consultancy helps employees connect with management and actively supports and improves working relations throughout the company. We promote employee engagement and we are convinced that companies make better decisions if employees are involved in the decision-making process.

Consultancy for your European Works Council

Working in a multinational company is not always easy. Company structures are often complex and also the topics to address as a works council can be rather abstract. Pemota Consultancy actively supports your European Works Council in internal discussions as well as in the meetings with management, with the intention to build trust between all stakeholders and ensure constructive dialogue throughout the company. Some examples of the work we do:

  • Supporting the SC/EWC in internal meetings, determining goals for the EWC and identify important topics to address with management;
  • Supporting communication between the EWC members, both in meetings and in between meetings;
  • Supporting communication between EWC- SC and management;
  • Research into European employment law – Workforce planning and reorganization;
  • Discussing strategic plans for the company and the future workforce needs, changes to the workforce, and any potential implications for employees;
  • Preparing legal documents , templates and statements on relevant EWC transnational consultation topics;
  • Preparing ordinary meetings for the EWC with management and the SC.

Do you need EWC Consultancy? Let us know!

Training for your European Works Council

We offer dedicated training for your EWCs as a group, for individual members, Select Committees, Management and/or joint groups Management and EWCs.
Every training will be designed based on your specific input, needs, and objectives. We will activate group and/or individual tasks and activities closely aligned to the exisiting skills and knowledge of the group.

We prefer to execute all trainings in person. Hopwever, on request and depending on the objectives, online trainings can be developed as well. 

An snapshot of the various trainings we offer:

  • The EWC Legal Framework: EWC Directive – EWC Agreements – case law
  • The role and responsibilities of the EWC, Select Committee and management.
  • Setting up a preferred and accepted EWC working procedure.
  • Understanding role, scope and responsibilities of EWC and local councils
  • Internal communication and meeting skills.
  • Cultural diversity and Industrial relations in Europe
  • Negotiation skills
  • Dealing with confidentiality in the EWC
  • Teamwork – building strong(er) teams.
  • Key financials and company strategy.
  • Setting up a (European) network.
  • Skills for the EWC chair and secretary.

Do you need EWC Training? Let us know!

Setting up a European Works Council

Pemota Consultancy assists in setting up European Works Councils and the negotiation of company specific EWC-Agreements. When companies have more than 1000 employees in the EEA and at least 150 employees in two member states, a request to set up a European Works Council can be done on behalf of at least 100 employees, in at least two Member States. Central management is responsible to initiate negotiations and the creation of a European Works Council.  

We can support the employee representatives in this whole process of setting up a Special Negotiation Body (SNB), negotiating the EWC Agreement and the setting up of the EWC. It is important to know that every SNB is entitled, by law, to expert support.

Steps in the negotiation of an EWC (European Works Council) agreement typically include:

  1. Identification of the company or companies that will be covered by the EWC;
  2. Selection of the employee representatives for the Special Negotiation Body (SNB) who will participate in the negotiations;
  3. Identification of the content of the agreement: scope, and the topics that will be covered by the EWC, such as employment conditions, health and safety, acquisitions and divestitures, transfer of activities and company restructuring;
  4. Adaptation of the EWC agreement by the employee representatives and the company management;
  5. Implementation of the EWC agreement, including the establishment of the EWC, the selection of its members, and the scheduling of regular meetings;

It’s important to note that the EWC agreement is legally binding and must be respected by the company.

EWC negotiations can be challenging

Challenging for a number of reasons:

  • Language barriers: EWC negotiations often involve representatives from multiple countries, which can make communication difficult if not all participants speak the same language fluently;
  • Cultural differences: Representatives from different countries may have different attitudes and expectations regarding labor relations, which can make it difficult to reach agreement on certain issues;
  • Legal complexity: EWC negotiations must comply with a complex set of European Union regulations and laws, which can make it challenging for the parties to understand and navigate the legal requirements;
  • Time constraints: EWC negotiations are often time-sensitive, as the company may need to implement changes quickly in order to remain competitive. This can make it difficult to reach an agreement on certain issues;
  • Difficulty in reaching consensus: Negotiations often involve a lot of stakeholders with different agendas and interests, and it can be difficult to reach a consensus that is acceptable to all parties;
  • Resistance to change: EWC agreements often involve changes to the way the company operates, which can be met with resistance from employees and management alike;
  • Lack of trust: EWC negotiations are often conducted under the shadow of mistrust between the management and the workers, which can make it difficult to reach agreement on important issues.

Do you want to know more about setting up an EWC? Let us know!