11 / 28
2018
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2019 HOTREC ANNUAL REPORT
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11
Making the European Pillar of
Social Rights fit for businesses
Work-life balance and gender inequality in the labour market are two
issues of major importance for the economy. As a labour-intensive
sector, the hospitality sector holds a specific responsibility to provide
good working conditions for its employees. A the same time, the right
balance must be found to preserve businesses from un-sustainable
burdens, as 90% of the 2 million hospitality businesses in Europe are
micro-enterprises. As the EU institutions discussed a new proposal
for a Directive on “Work-life Balance for Parents and Carers”, HOTREC
promoted a responsible position aiming at finding the right balance
between employees’ rights, and the administrative and financial impact
the legislation would have on micro-enterprises.
A constructive and pro-active dialogue with EU
institutions
With this dual objective in mind, HOTREC promoted a constructive
position towards the EU institutions through a series of meetings
held with Members of the European Parliament, a participation
to a roundtable discussion in the European Parliament and the
establishment of a systematic communication system towards the
Member States’ Permanent Representations.
A legislation that strikes a good balance for workers
and enterprises
A balanced result for both workers and small-enterprises was achieved
in the final legislation adopted.
On one hand, workers right to a fair work-life balance are enhanced
through a right to at least 10 working days of paternity leave around
the time of birth of a child (paid at sick pay level), and to an individual
right to 4 months of parental leave (2 of them being paid and non-
transferable between parents) to be taken until the child reaches eight
years old. A specific leave was also created to care for relatives in need
of support due to serious medical reasons. Finally, flexible working
arrangements can be requested by parents and carers.
On the other hand, enterprises will not face undue burdens, as Member
States will have the flexibility to decide on the ceiling of the payment
for paternity and parental leaves, and, in the case of parental leave, on
the level of payment. There is also no obligation for the employers to
pay for the carers leave. Finally, Member States may make the right
to request flexible working arrangements subject to a period of work
qualification. This represents a balance achievement that will preserve
small enterprises while promoting a better work-life balance.
HOTREC pro-actively engaged
with EU policy makers to
minimise costs and red tape
while delivering a good work-life
balance for employees