Health and Safety, Training, and Work Organization Need to be Rethought with a Genuine Negotiation Approach

Italian version available on "il fatto quotidiano"

Defending workers and their interests is a tough job. It requires passion, dedication, and professionalism. You need to be versatile with an open mind, capable of understanding future developments. In other words, even the job of labor relations needs to cultivate new skills beyond the traditional ones.

In this perspective, both unions and employers' associations find themselves in the same situation, although they may not always realize it. Three crucial areas emerge as priority intervention points: Training, Health and Safety, and Work Organization.

Training: A Necessary Step Forward

The demand for broader and updated training is pressing; however, statistics show a worrying gap, especially compared to other European countries. A detailed examination of the situation highlights Italy's delay in promoting adult training and the need to focus on innovation and digitalization. Some provocative proposals, such as penalizing non-compliant companies, could draw attention to this crucial issue. For example, why are so few training plans actually agreed upon (i.e., born from shared needs) with the social partners? However, social partners cannot just declare the importance of training: they must turn these needs into concrete and tangible actions, encouraging and stimulating discussions and the realization of training at every possible opportunity, especially in company and/or territorial integrative bargaining.

Health and Safety: Non-Negotiable Rights

Workplace safety cannot be overlooked, especially in light of the tragic events that, unfortunately, still occur daily. The union is right to call for more workplace inspections, revisiting the regulations on cascading contracts, and paying more attention to the issue from politicians. It is necessary to promote a culture of safety that actively involves all interested parties. The culture of health and safety is formed by encouraging discussion on the topic, putting it on the agenda of union meetings, discussing specific risks knowledgeably, supporting workers and companies on specific issues, working effectively through joint bodies, and actively supporting workers' safety representatives in their daily work. It’s good to call for more political intervention, but social partners must do their part.

Work Organization: Adapting to the New Paradigm

The pandemic acted as a catalyst for deep changes in work organization. Topics like smart working and reduced working hours have become central, presenting both challenges and opportunities. The search for a work-life balance has become a social imperative, pushing social partners to review their practices and policies.

What seemed like an unrealistic demand a few years ago has become reality, thanks to experiments that made headlines, such as those at Intesa San Paolo and, more recently, the cases of Lamborghini, Luxottica, and Sace in the public sector. The challenge here is to reduce working hours (or distribute them differently) while maintaining productivity and pay, a challenge that requires the right preparation to manage the complexity behind this simple yet difficult statement. Smartworking has taught us, for example, that adopting this work method requires a deep understanding of company organizational methods, potential impacts on health, career opportunities, social interaction among workers, and the impact on related activities (catering, cleaning, etc.). In short, it is important that social partners can approach the negotiation dynamics on these topics with the right level of knowledge and awareness, and by acquiring new skills.

In this context, collective bargaining emerges as a fundamental tool. However, for it to bring about significant changes, it is necessary to develop bargaining that is more closely aligned with local and company contexts. This will allow for greater flexibility and adaptability, ensuring a better response to emerging needs.

In conclusion, the future of labor law is intrinsically linked to the ability of social partners to embrace a forward-looking negotiation approach. Only through constructive dialogue and active collaboration can we face current challenges and shape a more equitable and sustainable work future for everyone.