Objective: This article describes the EMPOWER study, a controlled trial aiming to determine the effectiveness and cost-effectiveness of an eHealth intervention to prevent common health problems and reduce presenteeism and absenteeism in the workplace. Intervention: The EMPOWER intervention spans universal, secondary and tertiary prevention and consists of an eHealth platform delivered via a website and a smartphone app designed to guide employees throughout different modules according to their specific profiles. Design: A stepped-wedge cluster randomized trial will be implemented in four countries (Finland, Poland, Spain and UK) with employees from small and medium enterprises (SMEs) and public agencies. Companies will be randomly allocated in one of three groups with different times at which the intervention is implemented. The intervention will last 7 weeks. Employees will answer several questionnaires at baseline, pre- and post-intervention and follow-up. Outcome measures: The main outcome is presenteeism. Secondary outcomes include depression, anxiety, insomnia, stress levels, wellbeing and absenteeism. Analyses will be conducted at the individual level using the intention-to-treat approach and mixed models. Additional analyses will evaluate the intervention effects according to gender, country or type of company. Cost-effectiveness and cost-utility analyses [based on the use of quality-adjusted life-years (QALYS)] will consider a societal, employers’ and employees’ perspective.

The article focuses on how the actors of industrial relations acted at firmlevel in multi-national company, Danone, in two different institutional contexts (Italy and France), in order to set rules and procedures aimed to mitigate the negative psycho-social consequences of remote working adopted during Covid-19 pandemic. In particular, it examines what was the role of firm-level industrial relations in setting specific oriented actions and what were the relations between these, global policies of the company and national level policies about health and safety and in general the institutional context. It emerges the importance of informality of relations between actors in helping to face an emergency together with the role of global policies of the company that seems to overcomes the different national institutional contexts.

L'autore analizza il Patto per il lavoro firmato in Emilia Romagna nel luglio del 2015 e rinnovato nel dicembre del 2020 nella prospettiva delle relazioni industriali. In particolare si concentra sui contenuti del patto e sulle ragioni che hanno spinto le parti sociali a sottoscriverlo. L'autore mostra le differenze con il ricco panorama di patti degli anni Novanta, nei quali i contenuti erano più focalizzati su singole azioni connesse alle politiche del lavoro. Nel Patto per il lavoro l'autore individua un più ampio approccio delle parti sociali alle tematiche del lavoro con un interesse per le politiche industriali, le politiche del mercato del lavoro e le politiche della formazione. Emerge che le parti sociali agiscano per legittimare la loro azione specifica a livello aziendale o territoriale attraverso una partecipazione attiva nella definizione del più ampio scenario delle politiche territoriali insieme all'attore pubblico.

In the last years, several impacts took place in the organization of the banking sector especially pushed also by institutional context. One specific case is the role of the MiFID II Directive in the adoption of new technologies, work organization models, and implementation of reskilling processes. The article looks at the Italian context after the introduction of the Directive together with the turbulent environment from the economic, socio-cultural and technological point of view of the years after the recession. And in particular focuses on how industrial relations, through collective agreements at the national and especially at the firm level helped the governance of these challenges. To do this the paper wants to analyze this phenomenon starting from a deepening of impacts of MiFID II on work or-ganization and through a focus on the actual scenario of industrial relations in the sector in Italy before showing two different case studies, Unicredit and Banca Eti-ca, through which analyze how social partners through collective agreements acted after MiFID II. It emerges how the institutional context of industrial relations in the sector helped in enforcing collective agreements at the company level and at the same time the presence of bilateral institutions helped in reducing redundancies due to restructuring processes.