The paper explores whether and how unions in the post-socialist EU member states have responded to the opportunity of improving their situation, offered by the increased emigration after the recent EU enlargements. Migration infl uences the labour force composition and unemployment rates, which could facilitate union organizing and bargaining position, and in consequence enhance union legitimacy and bargaining institutions. We adopt an actor-oriented framework to examine union strategies and actions, and we test the above hypotheses in the public healthcare sector largely affected by migration in Slovakia, Poland and Hungary. We argue that variation in union strategies depends mainly on the interplay of union capacities and state strategies. Slovak unions used migration-triggered labour shortages to obtain wage increases and to consolidate existing bargaining channels. In contrast, Polish unions responded to migration-induced labour shortages through industrial action, while Hungarian healthcare unions remained the least active in seizing migration-related opportunities to enhance legitimacy or bargaining institutions.

The concept of precarity is increasingly used for an analysis of standard and non-standard (atypical) employment forms-yet among atypical employment forms, platform-driven work is rarely included. This paper aims to fill this gap and provide a refined analytical framework for an evaluation of precarity in employment arrangements applicable to on-demand platform work. The legitimacy of such an analytical framework is twofold. First, it allows identifying the dimensions of precarity in on-demand platform work. Second, it extends the understanding of how a general situation in the labor market connects to work precarity in on-demand platform work. The analytical framework is applied to evidence from two countries in Central and Eastern Europe-Hungary and Slovakia, where the rise of precarious employment went hand in hand with the rise of work via digital platforms. The central claim of the paper is that precarity in on-demand platform work is especially manifest in the dimensions of autonomy at work and of interest representation. Furthermore, digitalization enforces precarity, while at the same time, it mitigates labor market segmentation between standard and non-standard workers as distinct groups of workers.

This article presents recent responses on the part of Central and Eastern European (CEE) trade unions to economic and social challenges in the post-enlargement period. Shifting the focus away from structural union weakness, the article looks at trade union potential for action, organizational capacity, resource building and policy influence. Despite their structural weaknesses, CEE unions demonstrate capacities that might enable them actively to shape working conditions and their internal resources are not completely depleted. However, the character of these resources and the kinds of union action have been changing. Traditional resources based on membership and involvement in collective bargaining have lost prominence in favour of unions’ increased focus on mobilization, public protests and political support.

This article analyses the impact of new public management on employment relations in public healthcare in Hungary and Slovakia. We argue that hospital corporatization – a process which changed the ownership structure and management of public hospitals without privatization – created an opportunity for institutional change in collective bargaining. However, the interaction between hospital owners and managements, the state and trade unions accounts for the absence of major institutional change. Instead, corporatization helped maintain bargaining coordination in Slovakia and bargaining fragmentation in Hungary.

Is it possible for trade unions to fight precarity in an adverse global context? Although existing research suggests this is possible, there is limited understanding of the interplay of resources that enable unions to address precarity in deregulated markets. This study employs a power resource approach to investigate how unions overcome their external constraints. It draws upon 130 in-depth interviews with key informants across nine Central and Eastern European countries to investigate successful and unsuccessful union actions in sectors with differing external resources. In each sector, unions that mobilise their internal resources have been able to reduce various precarity dimensions, such as low wages, lack of voice, and irregular working time. The results reveal that unions whose objectives are based on convincing win–win discourses can make strides, acting as drivers of change in precarity patterns even in unfavourable conditions. Moreover, the study introduces a multi-dimensional conceptualisation of union success, identifying union actions that result in measurable improvements in precarity dimensions for all worker types. To deepen understanding of the role unions play in fighting precarity in adverse contexts, future research could investigate union actions that improve a wider range of precarity dimensions for all workers.