Duas publicações do ETUI, federação sindical de trabalhadores europeus comentam impactos de durações de jornadas de trabalho. Vejam destaques dos textos e links para versões integais abaixo.
1. Reduced working hours
Impact on workers’ health and wellbeing
Pontos chaves:
- Working time is a key element of work organisation, and its length and arrangement have a direct impact on employees’ health, wellbeing and, more broadly, quality of life.
– The prevailing standard of a 40‑hour, five‑day working week is nearly a century old. Designed in a markedly different socioeconomic context, it is closely linked to the male breadwinner model and industrial modes of production. Today’s labour markets, in contrast, are characterised by a more
diverse workforce, rising income inequality, a predominantly service‑based economy and profound changes in how work is organised and performed. These developments have rendered this longstanding working time model increasingly misaligned with contemporary realities.
– Against this background, working time reduction has emerged as a central issue in labour relations and public policy debates. Recent pilots and experiments provide robust empirical evidence of multidimensional benefits, particularly for workers’ physical and mental health. These improvements contribute to better work-life balance and are associated with higher levels
of wellbeing and job satisfaction. In turn, these individual gains generate broader organisational and societal benefits.
2. The time for a coherent and binding EU approach to psychosocial risk prevention is now.
Pontos chaves:
_ Psychosocial risks at work constitute a major and growing occupational health problem. Almost 45% of workers in the EU report being exposed to risks at work that could negatively affect their mental health, and almost one-third experience stress, depression or anxiety linked to work.
– The European Union’s (EU) legislation on occupational safety and health (OSH) requires protection from all work-related risks, but fails explicitly to define and regulate psychosocial risks at work.
– In the absence of clear legal obligations, prevention efforts remain misdirected towards individuals rather than work organisation, design and management, which contradicts the OSH hierarchy of prevention and control measures. (destaque Fórum AT)
– Political, institutional, and scientific evidence now converges on the need for clear and binding EU action on psychosocial risks at work. Fragmented and inconsistent references across EU and national legislation generate legal uncertainty, weaken enforcement, and result in uneven levels of worker protection. National diversity in OSH systems further strengthens the case for a harmonised EU framework establishing minimum enforceable standards, while allowing national systems and social partners to build on them.
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