|Collective Bargaining Coverage||33%|
|Proportion of Employees in Unions||10%|
|Principal Level of Collective Bargaining||
union – but since 2007 employee representatives can be elected as well
|Company Board Structure||
Sources: see individual country sections; where a range of figures has been quoted, the lower number has been taken
Around a third of employees are covered by collective bargaining in Estonia and by far the most important level for collective bargaining is the company or organisation, with unions negotiating with individual employers. However, the minimum wage is set after negotiations between the union confederations and the employers at national level.more ...
Employee representation at the workplace is primarily through unions, or does not take place at all. However, legislation, which came into effect in 2007, allows for the election of employee representatives both where there is a union and where there is not. If there is no union these representatives can be involved in collective bargaining.more ...
Employee representation on health and safety is provided through separately elected representatives, who in smaller companies act individually and in larger companies are part of a joint employer/employee committee. These representatives have the power to halt work if there is a direct threat to employees’ safety.more ...
Employee financial participation in Estonia is present mainly in the form of employee ownership and the activities of cooperatives. The importance of employee ownership has been in decline since the beginning of the 1990s, when for a short time employee ownership played an important role in the privatization process. Profit-sharing schemes are now relatively widespread (above the European average).more ...