Flexible Working Time and Union Control in Denmark

Abstract

Under a strong sense of social ownership of the labor market by the Danish social partners, working hours and times are mainly decided by collective agreements. In the late 1980s, working hours were reduced from 40 hours per week to 37 hours ; that was achieved through a compromise among social partners aimed at curbing wage growth rates. After 1990, collective bargaining gradually became decentralized to local workplaces, so individuals’ working time tended to be decided through workplace bargaining. This paper analyzes the relation between collective regulation and individual working time at the workplace level by using metal industries’ collective agreements as an example. The agreements specify an obligation to make an effort to avoid overtime, and to set out a strict procedure for determining overtime ; even so, in calculating average working hours the length of time can be extended in order to facilitate flexible production. This paper also points out the importance of the parental leave system and the vocational training system, referring to them as providing ‘combination security’ in the flexicurity matrix posited by Whilthagen and Tros. Historical analysis shows that the parental leave system has been developed through collective agreements. In addition, this paper illustrates time controls on white collar work. There are no collective regulations on white-collar workers, but it is customary for blue-collar workers to put in 37 hours weekly.