Employers and Trade Unions have drawn a positive résumé of the first ever Social Partners agreement on the European level. 

On 11 October 2006, the social partners jointly presented their report on the implementation of the agreement across Europe four years after its conclusion. 21 countries - including the non-EU countries Iceland and Norway - have provided input to the report. 16 of those countries have implemented the agreement by way of national social partnership agreements; Ireland and the UK, which do not have a national system of collective bargaining, have introduced guides and codes of good practice; Hungary, Portugal and the Czech Republic have transposed the code in their labour law, setting an example which the Polish social partners wish to follow. 

 The report covers the following issues: 

  • Definition and Scope of the agreement in the different implementations;
  • the voluntary character of telework for both the worker and the employer concerned;
  • employment conditions. Teleworkers benefit from the same rights as comparable workers at the employer’s premises;
  • measures to be taken by the employer to ensure that data processed by the teleworker is subject to appropriate data protection standards and that the teleworker's privacy is respected;
  • questions concerning work equipment, liability and costs, which must be clearly defined before starting telework;
  • protection of the teleworker's occupational health and safety, for which the employer is responsible of the teleworker in accordance applicable legislation at EU and national levels, and with collective agreements;
  • the teleworker's working time, which he manages and organises himself, within company rules and applying the workload and performance standards applicable to comparable workers at the employer’s premises;
  • access to training and career development  opportunities, which must be the same as for comparable workers at the employer's premises;  
  • teleworkers' collective rights, which must be the same as for workers at the employer’s premises. In particular, no obstacles must be put to communicating with workers’ representatives, and;
  • implementation and follow-up.