Benefits
WorkTransitionCEE main objective is to raise awareness and improve the understanding of employers, workers and their representatives of the opportunities and challenges in the world of work resulting from the digital transformation
Grasp the opportunities
Upskilling and reskilling
Increase productivity
New job opportunities
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We would like to extend a heartfelt thank you to the team of employers from Confederatia Patronala Concordia for their support and collaboration throughout the project.
As Trade Union NKOS president, Lubica Černá, said, "Without the dedication and our cooperation of the employer's team, this project would not have been possible. We truly appreciate your cooperation and our joint efforts in making a positive impact in our communities."
However, the work is not done yet. We will continue to cooperate on the topics on the national level and with our international partners. Together, we can make a difference and create a brighter future for all.
By transferring best practices, we provided the framework to discuss these implications of the digital transition in a seated way. The event presented the objectives of the WorkTransition CEE project, together with examples of good practice from other countries in the region, as well as a practical guide for employees and employers to turn the challenge of digitisation into an opportunity for growth.
The conclusions of the seminar were internalised by employees and employers representatives and will form the basis for further discussions on policy recommendations. The transition to digitisation, although laborious, becomes a feedback loop. Each entity is both an agent of change and a beneficiary of change.
The sole responsibility of the content published lies with the author. The European Commission or any other body of the European Union is not responsible for any use that may be made of the information it contains.
WorkTransitionCEE is launching a video on implications of digitization and automation for employees in RO, SK and HU
06.02.2023
WorkTransitionCEE, a project co-financed by the European Union, brings together social partners from Hungary, Slovakia and Romania to research how new technologies are changing the labor market in several key sectors and what we can do to prepare for the new labor market.
The sole responsibility of the content published lies with the author. The European Commission or any other body of the European Union is not responsible for any use that may be made of the information it contains.
">AGENDA 6th December 2022
| 15:00 – 16:00 | Welcoming coffee |
| 16:00 – 17:00 | Policy recommendations (for each country). Proposals for next steps at national and CEE level |
| 17:00 – 17:30 | Social dialogue in the new world of work. Challenges & opportunities |
| 18:00 – 20:30 | Dinner |
AGENDA 7th December 2022
| 10:00 – 10:30 | Welcome coffee |
| 10:30 – 11:30 | Findings of the JobScape research in RO, SK, HU |
| 11:30 – 12:00 | Best practices & lessons learned through WTCEE implementation |
| 12:00 – 13:00 | Final Project Reporting |
| 13:00 | Event closing |
National seminar on studies made in the framework of the WorkTransitionCEE project
06.12.2022
We presented the Best Practices Guide for employees and employers for the digital transition in the world of work and discussed with social dialogue partners, public authorities and NGOs about the trends and recommendations identified and projected within the WorkTransitionCEE project, thus offering a possible approach model to the challenges generated by digitization both in the labor market, but also in the sphere of social dialogue.
"Digitalization is about the restructuring of competences. The success and evolution of each of us, whether we are talking about people or companies, will be closely related to the ability to integrate new technologies in our professional or personal life. Increasing IT&C skills and preparing future generations with digital skills starting with early education is critical if we at least want to maintain social welfare. Eduard Floria, TF Labor and Social Dialogue Leader Concordia Employers' Confederation
"Romania, at the moment, is in last place in terms of this composite index - of the IT and economic society, the development of digitalization skills. If in terms of communication infrastructure, Romania is doing well, it was somewhere among the first 15, in 11th place if I remember correctly, in all the others we reached the last place even if we have evolved a little. We have evolved a little less than the other member states. If until about two years ago we were in the penultimate place, now we have reached on the last... We are on the last place in the skills of the workers, but also in the implementation of digital technologies by the companies", mentioned Minel Ivaşcu, Vicepresident of National Trade Union Bloc.
According to the Best Practices Guide for employees and employers for the digital transition in the world of work, and the surveys conducted among employers and employees in the automotive industry and in the oil and gas industry in Romania, it shows that 82% rely on customer requirements when taking the decision to invest in automation and digitization. Other determining factors are: competitive practices (80%), cost reduction (75%), lack of skilled labor (67%), global pressure (64%) and national strategy (31%).
At the same time, the most important factors that obstruct automation and digitization refer to the lack of financial resources (77%), followed by the lack of availability of employees (75%), the lack of digital knowledge (67%), the need for continuous education (62 %), lack of quality and execution standards (54%) and cyber security risks (44%),
This event took place under the umbrella of WorkTransitionCEE, a project co-financed by the European Union, which brings together six representative social partners from Romania, Hungary and Slovakia, both unions and employers, to better understand the risks, challenges and opportunities in Industry 4.0 for labor transition in Central and Eastern Europe.
This guide is developed within the WorkTransitionCEE project – a project co-financed by the European Union that brings together six representative social partners from Romania, Hungary and Slovakia (employers and employee representatives alike) to better understand the risks, challenges and opportunities of Industry 4.0. for job transition in Central and Eastern Europe.
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Elveszik-e a robotok a munkánkat? – Az MGYOSZ megvizsgálta az automatizáció munkaerőre gyakorolt hatását két ipari szektorban MagyarországonElveszik-e a robotok a munkánkat?
12.07.2022
Press Release
Read moreThe study also showed that employers in both sectors consider digital skills to be important, especially in the context of the coronavirus pandemic, which has significantly accelerated the implementation of new technologies and automation of processes. " It is also positive that up to 90% of employers in the business sector said that their employees are interested in further education in the field of ICT," adds Barbora Mazúrová from the Matej Bela University and co-author of the study. Employees also expect that in the near future employers will require more flexibility, time management, active listening and learning, foresight, and complex problem solving."In this area, we have been warning the government for a long time that Slovakia needs a comprehensive system of lifelong education. Currently, only about 3.5 percent of adults are involved in it in our country, which is pitifully low, and the Slovak economy is the most threatened by automation, which requires a change in the skills of a significant part of the workforce. The average of European countries is 12%, and the union's requirement is that countries reach up to 35% by 2030," emphasizes the 1st Vice President of RÚZ, Mário Lelovský.
However, it is still true that in the field of digitization, Slovakia has been pulling the "short end" for a long time - in the Business Digitization Index and the level of digital adoption, our country still lags behind not only Denmark and the Netherlands, but even neighboring Hungary and the Czech Republic. The poor structure of the Slovak economy, the weak development of research and development or the low level of digitization of the public sector are some of the attributes, as a result of which Slovakia's level of digitalization development is below the average of the countries of the European Union (EU)."The future brings new technologies, changes in work procedures and places new demands on the abilities and skills of employees - cooperation in promoting the involvement of employees in lifelong learning and open communication between social partners is thus more important than ever before. We are all the more pleased to participate in projects that bring concrete solutions that benefit the entire company. We firmly believe that the government will be our partner in this area," concludes the president of the Independent Christian Union of Slovakia (NKOS), Ľubica Černá.
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Innovative and competitive Slovakia: can our food industry and trade use digitization to their advantage?
17.06.2022
The analysis was conducted by interviewing 109 managers from the two industries and 1,713 employees and revealed 96 occupations potentially at risk due to the digital revolution in the four participating companies.
Each of the two industries has a number of factors influencing their change. For the automotive industry, electric batteries and hybrid mobility, connectivity and digitization and the semiconductor crisis are some of the trends driving the transformation of the way we work, and for the Oil and Gas sector, an aging workforce, price fluctuations and decarbonisation are among the reasons main.
Although quite familiar with the growing importance of technology's impact on their industries, employees are not fully aware of its impact on their own workplace. Nearly two-thirds (64%) of employees know how important technology is, but only 5% of workers surveyed agreed that their industries may need fewer employees to perform. According to the study, 6 out of 10 employees appreciate the technological change as necessary and that their implementation is done at an appropriate pace. However, more than a third (35%) feel the pace is too fast and less than 10% (mainly in the oil and gas industry) think it is somehow too slow.
The research revealed that in both sectors there will be a decline in manual skills, but also in those related to manipulation, data processing, reporting and those aimed at repetitive activities. The key skills that are expected to be less important in the future in the Automotive industry are: visual acuity, communication, precision control, selective attention, manual dexterity, endurance and monitoring, and the most affected could be jobs in the departments of Logistics, Maintenance and Quality Control.
In the case of the Oil and Gas industry, the skills that will have less and less weight are those related to active listening, coordination, quality control, analysis, critical thinking and persuasion that will drive change in support and administrative operations, in shipping and refinery.
For more details about the research, you can connect on June 30, from 3 p.m., on Concordia's Facebook page to the webinar "Impact of technology on two sectors in Romania: Auto and Petrol & Gas", in which Mădălina Racovitan, KPMG Partner, participates. Alina Stepan, IPSOS Country Manager, Elena Baboi, Deputy Director of the Department of Labor Market Analysis, Employment and Professional Training Programs of the Workforce, ANOFM and Radu Comșa, Education & Training Dept. NBS coordinator.
This report is developed under the umbrella of WorkTransitionCEE, a project co-financed by the European Union, which brings together six representative social partners from Romania, Hungary and Slovakia, both unions and employers, to better understand the risks, challenges and opportunities in Industry 4.0 for the labor transition in Central and Eastern Europe.
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Concordia launches study on “The impact of technology on two Romanian industrial sectors: Auto and Petrol & Gas”
14.06.2022
Press Release
Read more
Oana Țoiu, deputy, member of the Labor Commission, shares her enthusiasm “The worrying news is that Romania has the highest percentage of jobs in the EU with risk of being automated (more than half of them in the next decade will be made without human resources, as it is already happening at fast food chains and some supermarkets). The good news is that this can mean that employees can do more enjoyable and less repetitive things BUT only if we manage to invest in their skills on time. It is one of the essential challenges of Romania's economic competitiveness in the medium term and perhaps the least present in our TV debates. "
Petre Florin Manole, Secretary of State, and Minel Ivascu, Vice President of the NBS, were special guests who stressed the need to ensure the rights of employees and to protect the most vulnerable of workers.
The Concordia Employers' Confederation, in partnership with the National Trade Union Bloc, will further explore the concepts developed during this workshop and propose a set of policy recommendations for improving the national legal framework and policy development in Romania, to reflect the new realities for social dialogue and professional life .
This event took place under the umbrella of WorkTransitionCEE, a project co-financed by the European Union, which brings together six representative social partners from Romania, Hungary and Slovakia, both unions and employers, to better understand the risks, challenges and opportunities in Industry 4.0 for labor transition in Central and Eastern Europe.
We have reasons to be optimistic about the future, a future that combines work and life, technology and human interaction, the economy and society, but positive scenarios in which all these elements find a balance can only be possible through strong collaboration and social dialogue.
This report is developed under the umbrella of WorkTransitionCEE - a project co-financed by the European Union that brings together six representative social partners from Romania, Hungary and Slovakia (employers and employee’s representatives alike) to better understand the Industry 4.0 risks, challenges and opportunities for job transition in Central and Eastern Europe.
">Context: The global crisis and the COVID-19 pandemic have accelerated the digitalization and automation but also increased unemployment in the EU to unprecedented levels. Yet many employers have difficulties finding skilled workers to fill their vacancies which affects their productivity and impairs a predictable and sustainable growth.
The digital transformation overall, with the right strategies, can lead to employment growth and job retention. It brings clear benefits for employers, workers, and jobseekers alike, in terms of new job opportunities, increased productivity, improvements in working conditions and new ways of organising work and improved quality of services and products.
The transition also comes with challenges and risks for workers and enterprises, as some tasks will disappear, and many others will change. This requires the anticipation of change, the delivery of skills needed for workers and enterprises to succeed in the digital age. Others include work organisation and working conditions, work life balance and accessibility of technology, including infrastructure, across the economy and regions. Specific approaches are also needed for SMEs to embrace digitalisation in a way that is tailored to their specific circumstances.
What we need: a report on trends and signs of change about the future of work and skills and best practices to adjust to it, covering the general landscape and Romania, Hungary, and Slovakia - under the WorkTransitionCEE project umbrella. The researcher/ provider will work closely with all the WorkTransitionCEE project co-applicants to gather input on best practices at national level to be incorporated.
The trends report should have minimum 28 pages and should include, but is not limited to:
Language: the report will be written in English
Number of pages: 28 (minimum)
Format: the provider will be responsible for the design of the “Trends report” by following the project brand guidelines and will provide the editable version of the final deliverable
Budget: 4000 Euro (all taxes included)
Selection procedure:
Interested candidates must send the following application documents by e-mail:
Deadline for offer submission: 4th February, 5PM at office@confederatia-concordia.ro
The selection procedure is to be closed on 11th February, with the announcement of the provider selected.
Deadline for delivering the Trends report: 31st March
WorkTransitionCEE Project: The activity is part of the WorkTransitionCEE – a project co-financed by the European Union, which brings together six representative social partners from Central and Eastern Europe, Concordia (RO), NBS (RO), MGYOSZ / BusinessHungary (HU), VASAS (HU), @RUZ (SK), NKOS (SK)) to study in detail the risks, challenges and opportunities for the Industry 4.0 labor market.
Social partners have a key role to play in the design and implementation of measures, as they are at the heart of emerging trends and labor demand. Individual employers can play a critical role, not least because their influence on the creation of profiles of the workforce and skills required, the working conditions and levels of pay offered can have a direct bearing on the extent to which recruitment difficulties emerge.
WorkTransitionCEE aims to underline how critical the following years will be for job transition in the new world of work. Specifically, our project highlights the importance of a strong European social dialogue and the need to implement the Autonomous Framework Agreement on Digitalisation to optimise the benefits and better deal with the challenges of digitalization.
">Budapest, 27/10/2021 – Trade unions, employer organizations and representatives of local government came together to discuss the effects of digitalization on the world of work. They discussed how to work together to deal with the challenges and identify the opportunities in order to draft strategies from which companies and employees can all benefit. The meeting was organized around the so called ‘European social partners’ framework agreement on digitalisation’, and by the Hungarian Metalworkers’ Union VASAS, as part of the European co-funded project WorkTransitionCEE in which VASAS is a beneficiary.
The Framework Agreement on Digitalization describes why can and how should social partners cooperate by mapping, planning and draft out strategies and action plans to find an optimal solution on the effects of digitalization on manufacturing industries and on the world of work in general. Not just on company, but sectoral and national level too.
Trade unions from different sectors, metalworking, mining, chemical, retail and from national and international federations, employers’ organizations, and Budapest local government’s representative with responsibilities related to social dialogue discussed for a day the challenges of digital transformation to find out how to make it a just transition for the benefit of all.
Discussing the framework agreement, participants agreed that building trust and to find common interests are the starting points and from that they can move on to openly look for and mapping digital skills, companies and employees already need and will need in the future. At the seminar, they already started to develop strategies, how is it possible to ensure trainings and re-trainings for employees and how to deal with hot topics, like connecting and disconnecting dealt with.
From Balázs Bábel, vice-president of VASAS, participants learned about what strategies Hungarian companies, unions and state have already developed to deal with the effects of digitalization on the automotive sector, which gives the opportunity to compare these with the coherent and detailed strategies proposed by the European social partners’ Framework Agreement. They could also listen from Nikoletta Kiss, representative of retail sector union KASZ, how they are preparing for digitalization, as studies stating the retail sector is the second most effected sector by the transformation of work. At the end of the day, Jochen Schroth, the head of the international department of the German trade union IG Metall, told participants the details, how they are cooperating with employers to deal with transformation. This was especially useful information, as German companies are having a great presence in Hungary.
The seminar aim was to involve stakeholders’ idea into the project WorkTransitionCEE, a project co-financed by the European Union, which brings together six representative social partners from Central and Eastern Europe, Concordia (RO), NBS (RO), MGYOSZ / BusinessHungary (HU), VASAS (HU), RUZ (SK), NKOS (SK)) to study in detail the risks, challenges and opportunities for the labor market in context of the forth industrial revolution. WorkTransitionCEE aims to empower the social partners in Romania, Hungary and Slovakia to play a more important role in the transition to the new world of work and to strengthen the European social dialogue for the implementation of the Autonomous Framework Agreement on digitization.
How to make a digital outsider a leader and ensure Slovakia's long-term digital competitiveness? And what are the real possibilities for fulfilling the Framework Agreement of the European Social Partners on digitisation? Is the implementation even real in current Slovak conditions? Representatives of Slovak Trade unions and Employers, together with representatives of the government and member of the European Parliament, sought answers to these questions. Their common goal is clear: to catch up, to correct the rests of the past and to finally get Slovakia into the modern and digital 21st century. The World Digital Competitiveness Ranking (IMD) assesses preparedness and digital progress in 63 countries. Slovakia ranked on its tail last year – just as it did in 2018, occupied 50th place. The results show that our country is a digital outsider not only within the V4 countries, but also pulls at the shorter end compared to Romania, Bulgaria or Slovenia. "Slovakia's reserves in the field of digitisation are undeniable. However, compared to last year, our country has improved in the rankings, so is investment in telecommunications. On the positive side, the Slovak economy has several strengths to build on. Today, therefore, we discussed concrete possibilities and methods that benefit employees, employers and the long-term sustainable digital competitiveness of Slovakia," warns ľubica Černá, President of the Independent Christian Trade Unions of Slovakia (NKOS).
The level of digitisation in Slovakia is growing more slowly than in the rest of the European Union (EU). Our country has considerable reserves not only in the area of digital education and training, but also lags behind competitors in future preparedness and related digital challenges. Micro, small and medium-term entrepreneurs do not have sufficient resources to invest in digital transformation, which reduces labour productivity and leads to the strengthening of foreign competition at the expense of Slovakia. "In order to become a strong and competitive country, we need to start adopting systemic changes and investing financial resources effectively as soon as possible, not only directly in the ICT segment, but also in industry technologies 4.0, eCommerce and public sector digitisation. The Recovery and Resilience Plan, which must be used strategically together with EU funds, can also help us significantly," said KDH MEP Miriam Lexmann.
Massive brain drains, lack of skilled workers and specialists, outdated regulatory and labour legislation, set up education system not reflecting labour market needs - these are the main problems faced by Slovak companies, not only those in the ICT segment. "Regulations and legislation in its current form in practice prevent the maximum use of modern technologies, thus significantly limiting Slovakia's progress in digitization. Slovakia has several pro-digital strategies but they are not applied in practice and, for example, the shortage of IT specialists is deepening. Current labour legislation is inflexible and the state does not prepare it for labour market requirements during and after the digital transformation," explains Mário Lelovský, 1st Vice President of the National Union of Employers (NUE) and of the IT Association of Slovakia (ITAS). In this context, employers, and associations in the NUE, draw particular attention to the need to change the Labour Code, to reform the education and tax-levy system and to improve the conditions for public procurement. All the social partners involved agree that cooperation with the state and the willingness of the state and politicians to implement the necessary changes are crucial.
Ján Hargaš, State Secretary of the Ministry of Investment, Regional Development and Informatization of the Slovak Republic (MIRRI), stresses that "The Ministry of Investment, Regional Development and Informatization of the Slovak Republic is aware of the current state of affairs regarding the digital maturity of Slovakia and its inhabitants. Precisely in order to improve the current situation, the Ministry, in partnership with the Digital Coalition, e.g. is launching a project to test and educate seniors and public administration employees in the field of digital skills in order to test 13,000 people in the pilot phase, this week the results of the 10th annual IT Fitness test aimed at teachers and primary and secondary school pupils were presented, and a number of calls are to be launched as part of the recovery plan to support the deployment of smart solutions for both teachers and primary and secondary school pupils. public administrations, research institutions and enterprises. Mutual cooperation between the Academy, entrepreneurs and public administration in the development of top digital technologies such as artificial intelligence or super-powerful counting is also supported".
Digital transformation and its impacts pose a challenge not only for Slovakia, but also for the rest of the world. One recipe for how to manage this successfully does not exist, so it is necessary to share and be inspired by good practices from other countries, be it national policies or the adoption of concrete measures. The speed, size and dynamic of incoming changes will become more frequent, so managing them will require active and systematic cooperation of all components of society. The specialist of the Confederation of Trade Unions of the Slovak Republic (KOZ SR) Mária Svoreňová therefore welcomes the idea of creating a joint working group in this regard. "Today's discussion was really interesting and stimulating. I consider the creation of a working group to cooperate and communicate on a regular basis as a good prospect for future cooperation," she adds.
The discussion was organized under the auspices of the Independent Christian Trade Unions of Slovakia (NKOS) as part of the project "Renewed social dialogue for the new world of work. Job transitions & digitalisation in two industrial sectors in CEE countries – Romania, Hungary, Slovakia, #WorkTransitionCEE". More information on worktransition.eu/.
Do you want to know the latest trends about the world of work in Central and Eastern Europe? At www.worktransition.eu you cand find relevant studies and reports, research findings and the latest news about the structural shift caused by the ongoing automation of traditional manufacturing and industrial practices, using modern smart technology (Industry 4.0).
The challenges raised by digitalization and artificial intelligence will be explored for 22 months by a consortium set up to bring together 6 representative social partners from Central and Eastern Europe countries, Concordia (RO), BNS (RO), MGYOSZ (HU), VASAS (HU), RUZ (SK), NKOS (SK).
Under a new visual identity, the six organizations from Romania, Hungary and Slovakia involved in the “Renewed social dialogue for the new world of work. Job transitions & digitalization in two industrial sectors in CEE countries – WorkTransitionCEE” project will use the www.worktransition.eu website to publish all their latest research findings about the way the Industry 4.0 affects sectoral dynamics in each country.
WorkTransitionCEE brings a fresh perspective on social dialogue, proposing innovative tools and methodologies, such as job scaping, co-creation and trends insights, with a view to increase the capacity of social partners to respond to the challenges raised by the job transition.
It is a new world and at www.worktransition.eu you can connect yourself to the future of work. The content will be available in English and the research reports will also be published in Romanian, Hungarian and Slovakian.
">The activity is part of the WorkTransitionCEE project - a project co-financed by the European Union, which brings together six representative social partners from Central and Eastern Europe, Concordia (RO), NBS (RO), MGYOSZ / BusinessHungary (HU), VASAS (HU), @RUZ (SK), NKOS (SK)) to study in detail the risks, challenges and opportunities for the Industry 4.0 labor market.
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The first step together. WorkTransitionCEE kick-off event.
25.06.2021
Event, Press Release
Read moreIn an article on the future of work, the World Economic Forum mentions that 90% of the jobs now require IT skills and for 60% of occupations, at least 30% of the main activities could be automated. Artificial intelligence and robotics alone will create almost 60 million new jobs worldwide in the next 5 years, while many jobs will change or even disappear. The transition will take different shapes in different industries depending on the speed and degree of automation.
The project aims to emphasize, to employers and employees alike, that the next two years will play a critical role in job transition in the new world of work, including as part of the European social dialogue and as part of the implementation of the Autonomous Framework Agreement on Digitalisation.
WorkTransitionCEE brings a fresh perspective on social dialogue, proposing innovative tools and methodologies, such as job scaping, co-creation and trends insights, with a view to increase the capacity of social partners to respond to the challenges raised by the job transition. In preparation for larger transformations, through these project, we also aim to guide employers, workers and their representatives on how to approach job transition in the future.
The challenges raised by automation and artificial intelligence are not ours alone and during the project we will address relevant decision makers and social partners at national & sectoral level by developing practical guides and relevant policy recommendations.
">Consortium
The Concordia Employers' Confederation is representative of the national economy and a social dialogue partner. It currently represents eight of the strongest sectors in the economy (automotive, energy and utilities, financial-banking, hotel, IT, retail, transport), with a total of over 300,000 employees and more than 1,500 companies, both large and small, with Romanian and foreign capital, having a diverse and balanced perspective on the national economy.
The National Trade Union Bloc was set up in 1991 almost immediately after Romanian revolution and the change of political regime. BNS is a trade union confederation reuniting trade union federations from different areas of activity. These unions cover all groups of workers. industrial, professional, managerial, skilled or unskilled (heavy and light industry, public transport, water distribution. building and raw materials, post & telecommunications, culture & media, agriculture, health care., power production and distribution, electronics, defense industry, oil and gas, mining, tourism, public administration, financial services, sports. There are 21 sectoral federations affiliated to BNS and 42 regional offices, representing the interests and rights of over 320 000 workers, approximately 40% of BNS membership are women.
MGYOSZ/Business Hungary is a national economic business federation of the employers. It counts among its members more than 50 sectoral professional associations and 16 regional employers' associations, represents 60 percent of the competitive sector and its members are employing more than 1,2 million employees in total.
MGYOSZ/Business Hungary is member in the International Organisation of Employers (IOE) and International Labour Organisation (ILO) since 2004; member of Business Europe since 2007.
VASAS, the Hungarian Metalworkers’ Federation represents workers’ interests of the metal, automotive, mechanical engineering, electronics and ICT industry. VASAS aims are to improve working conditions, achieve a fair social security system and serve the satisfaction of the members. Our union was established and still exists on the basic values of national and international solidarity.
Founded in 1877 by ironworkers, VASAS is nowadays one of the largest and strongest sectorial trade union in Hungary with 20 thousand active members.
Since its foundation in 2004, the National Union of Employers has become the most important and most prominent organization in the private sector advocating employers' interests in Slovakia with respect for freedom of expression and political association.
We represent all sectors of the economy, including manufacturing, construction, energy, trade, services, tourism, banking and insurance, the IT sector, and healthcare. Our members include companies of every kind, from small firms with just a few employees to some of the country's biggest employers.
We help guide the state's economic and social policy and participate in the drafting of legislation in all key areas, including employment, social affairs, tax, and wages.
We cooperate with national and local government bodies, representatives of trade union federations, chambers of commerce and industry, and other organizations representing businesses and employers in Slovakia and abroad. NUE is a proud member of BusinessEurope, Business at OECD, and IOE.
Independent Christian Unions of Slovakia (NKOS) are an open trade union based on the Christian principles of democracy and humanism. NKOS advocates the principle of partnership in trade, economic and social life. NKOS defends trade union pluralism as a core component of freedom and democracy.
NKOS is an association of employees formed with the object of improving the conditions of employees and for protecting the interests of workers.
Important activities include participation in international seminars concerning the promotion of social dialogue and cooperation and the development of cooperation with democratic trade unions in Europe.
We cooperate with national and local government bodies, representatives of trade union federations, chambers of commerce and industry, and other organizations representing businesses and employers in Slovakia and abroad. NUE is a proud member of BusinessEurope, Business at OECD, and IOE.
In addition to trade unions, two platforms are operating within NKOS: Youth Platform and Platform of Seniors. NKOS bodies are built on democratic bottom-up approach with direct responsibility of members, program, and action unity, collective of decision-making and control.
