Tematický program
Core negotiation nodes to address digitalization, change, and the future of work with a solution-oriented mindset.
Work Organisation
Content
Addressing excessive workload, intense stress, and the blurring of work-life boundaries.
Psychosocial & Legal Focus
Explicitly addresses violence, harassment, and the “Right to Disconnect” (right to be unreachable, right to switch off). Includes new regulations regarding the early recognition of psychosocial risks.
Context
Psychosocial risks do not arise in a vacuum; they are shaped by broader socioeconomic conditions. Drawing on specific findings from Turkey and Italy, this section illustrates how macro-level pressures directly exacerbate worker stress.
The Right to Disconnect & Anti-Harassment Clause
Read the Worker Safeguards and Negotiation Protocols Blueprint Tool Card
Managing Change (Internal & External Drivers)
Focus: Navigating transformations driven by technology or regulation.
Internally Driven (Digitalization & Strategy)
Focuses on business strategy and technological implementation. Covers AI surveillance, performance measurement, and privacy/GDPR issues.
Psychosocial Angle: “Technostress” and the pressure of continuous monitoring.
Externally Driven (Green Transition & Regulation):
this subsection focuses on transformations mandated by new legislation, tariffs, or the Green Transition. It explicitly acknowledges that broader socio-economic conditions fundamentally shape how employers organize work: recessions or economic downturns frequently lead to downsizing, work intensification, and heightened job insecurity, whereas periods of rapid growth often result in skills shortages, overtime pressures, and rushed production targets.
Rationale: While green technology was not originally a primary training focus, it is included here as a pivotal external regulatory driver – exemplified by the EU Green Deal – that directly impacts job security. Furthermore, discussions with training participants and the exploring of their specific organisational contexts allowed us to observe how this issue was an additional emerging psychosocial risk in the workplace and, as such, a topic worthy of specific consideration in training sessions.
Psychosocial Angle: This component addresses “eco-anxiety” and job insecurity. Recognizing that “eco-anxiety” may be a term requiring clarification for many workers and trade union representatives, it is defined here as is considered a mental health impact that arises as a consequence of climate change, e.g., fear and distress of future environmental damages and consequences, and uncertainty of the state of the environment; changing or degrading living conditions due to climate events, post-disaster adjustments and reactions to disparities; extreme weather events or changing and degrading natural environment (e.g. temperature changes, drought, precipitation) (EU-OSHA, 2025), plus the chronic distress and uncertainty regarding one’s professional future caused by rapid environmental and regulatory shifts.
Algorithmic Impact Assessment
Checklist to monitor transparency, privacy, and technostress risks.
Just Transition Checklist
Audit readiness for external regulatory shocks and job security guarantees.
Training and Career Development
Content
Shifts training from a voluntary “perk” to a mandatory contractual right. It establishes that all training must be fully paid, conducted during working hours, and—crucially—linked to automatic classification and pay upgrades upon certification.
Psychosocial Angle
Directly combats the “fear of obsolescence” and feelings of incompetence caused by rapid digitalization. By guaranteeing a future career path, it reduces anxiety and restores professional confidence.
Operational Goal:
Utilizes the Training Clause Builder to jointly define skill gaps and secure financing, ensuring that industrial transitions lead to internal mobility and higher-quality jobs rather than redundancy.
Training Clause Builder
Define skill gaps and generate a customized legal clause for your local agreement.
