Access to European Union law
<a href="https://eur-lex.europa.eu/content/help/eurlex-content/experimental-features.html" target="_blank">More about the experimental features corner</a>
Choose the experimental features you want to try
EUR-Lex
Access to European Union law

This document is an excerpt from the EUR-Lex website

You are here
Use quotation marks to search for an "exact phrase". Append an asterisk (*) to a search term to find variations of it (transp*, 32019R*). Use a question mark (?) instead of a single character in your search term to find variations of it (ca?e finds case, cane, care).
Search tips
Need more search options? Use the Advanced search

Document 02002L0014-20151009

    Consolidated text: Directive 2002/14/EC of the European Parliament and of the Council of 11 March 2002 establishing a general framework for informing and consulting employees in the European Community

    Access initial legal act
    (

    Legal status of the document In force

    )

    ELI: http://data.europa.eu/eli/dir/2002/14/2015-10-09

    02002L0014 — EN — 09.10.2015 — 001.001

    This text is meant purely as a documentation tool and has no legal effect. The Union's institutions do not assume any liability for its contents. The authentic versions of the relevant acts, including their preambles, are those published in the Official Journal of the European Union and available in EUR-Lex. Those official texts are directly accessible through the links embedded in this document

    ►B

    DIRECTIVE 2002/14/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL

    of 11 March 2002

    establishing a general framework for informing and consulting employees in the European Community

    (OJ L 080 23.3.2002, p. 29)

    Amended by:

     

     

    Official Journal

      No

    page

    date

    ►M1

    DIRECTIVE (EU) 2015/1794 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL  of 6 October 2015

      L 263

    1

    8.10.2015



    ▼B

    DIRECTIVE 2002/14/EC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL

    of 11 March 2002

    establishing a general framework for informing and consulting employees in the European Community



    Article 1

    Object and principles

    1.  
    The purpose of this Directive is to establish a general framework setting out minimum requirements for the right to information and consultation of employees in undertakings or establishments within the Community.
    2.  
    The practical arrangements for information and consultation shall be defined and implemented in accordance with national law and industrial relations practices in individual Member States in such a way as to ensure their effectiveness.
    3.  
    When defining or implementing practical arrangements for information and consultation, the employer and the employees' representatives shall work in a spirit of cooperation and with due regard for their reciprocal rights and obligations, taking into account the interests both of the undertaking or establishment and of the employees.

    Article 2

    Definitions

    For the purposes of this Directive:

    (a) 

    ‘undertaking’ means a public or private undertaking carrying out an economic activity, whether or not operating for gain, which is located within the territory of the Member States;

    (b) 

    ‘establishment’ means a unit of business defined in accordance with national law and practice, and located within the territory of a Member State, where an economic activity is carried out on an ongoing basis with human and material resources;

    (c) 

    ‘employer’ means the natural or legal person party to employment contracts or employment relationships with employees, in accordance with national law and practice;

    (d) 

    ‘employee’ means any person who, in the Member State concerned, is protected as an employee under national employment law and in accordance with national practice;

    (e) 

    ‘employees' representatives’ means the employees' representatives provided for by national laws and/or practices;

    (f) 

    ‘information’ means transmission by the employer to the employees' representatives of data in order to enable them to acquaint themselves with the subject matter and to examine it;

    (g) 

    ‘consultation’ means the exchange of views and establishment of dialogue between the employees' representatives and the employer.

    Article 3

    Scope

    1.  

    This Directive shall apply, according to the choice made by Member States, to:

    (a) 

    undertakings employing at least 50 employees in any one Member State, or

    (b) 

    establishments employing at least 20 employees in any one Member State.

    Member States shall determine the method for calculating the thresholds of employees employed.

    2.  
    In conformity with the principles and objectives of this Directive, Member States may lay down particular provisions applicable to undertakings or establishments which pursue directly and essentially political, professional organisational, religious, charitable, educational, scientific or artistic aims, as well as aims involving information and the expression of opinions, on condition that, at the date of entry into force of this Directive, provisions of that nature already exist in national legislation.

    ▼M1 —————

    ▼B

    Article 4

    Practical arrangements for information and consultation

    1.  
    In accordance with the principles set out in Article 1 and without prejudice to any provisions and/or practices in force more favourable to employees, the Member States shall determine the practical arrangements for exercising the right to information and consultation at the appropriate level in accordance with this Article.
    2.  

    Information and consultation shall cover:

    (a) 

    information on the recent and probable development of the undertaking's or the establishment's activities and economic situation;

    (b) 

    information and consultation on the situation, structure and probable development of employment within the undertaking or establishment and on any anticipatory measures envisaged, in particular where there is a threat to employment;

    (c) 

    information and consultation on decisions likely to lead to substantial changes in work organisation or in contractual relations, including those covered by the Community provisions referred to in Article 9(1).

    3.  
    Information shall be given at such time, in such fashion and with such content as are appropriate to enable, in particular, employees' representatives to conduct an adequate study and, where necessary, prepare for consultation.
    4.  

    Consultation shall take place:

    (a) 

    while ensuring that the timing, method and content thereof are appropriate;

    (b) 

    at the relevant level of management and representation, depending on the subject under discussion;

    (c) 

    on the basis of information supplied by the employer in accordance with Article 2(f) and of the opinion which the employees' representatives are entitled to formulate;

    (d) 

    in such a way as to enable employees' representatives to meet the employer and obtain a response, and the reasons for that response, to any opinion they might formulate;

    (e) 

    with a view to reaching an agreement on decisions within the scope of the employer's powers referred to in paragraph 2(c).

    Article 5

    Information and consultation deriving from an agreement

    Member States may entrust management and labour at the appropriate level, including at undertaking or establishment level, with defining freely and at any time through negotiated agreement the practical arrangements for informing and consulting employees. These agreements, and agreements existing on the date laid down in Article 11, as well as any subsequent renewals of such agreements, may establish, while respecting the principles set out in Article 1 and subject to conditions and limitations laid down by the Member States, provisions which are different from those referred to in Article 4.

    Article 6

    Confidential information

    1.  
    Member States shall provide that, within the conditions and limits laid down by national legislation, the employees' representatives, and any experts who assist them, are not authorised to reveal to employees or to third parties, any information which, in the legitimate interest of the undertaking or establishment, has expressly been provided to them in confidence. This obligation shall continue to apply, wherever the said representatives or experts are, even after expiry of their terms of office. However, a Member State may authorise the employees' representatives and anyone assisting them to pass on confidential information to employees and to third parties bound by an obligation of confidentiality.
    2.  
    Member States shall provide, in specific cases and within the conditions and limits laid down by national legislation, that the employer is not obliged to communicate information or undertake consultation when the nature of that information or consultation is such that, according to objective criteria, it would seriously harm the functioning of the undertaking or establishment or would be prejudicial to it.
    3.  
    Without prejudice to existing national procedures, Member States shall provide for administrative or judicial review procedures for the case where the employer requires confidentiality or does not provide the information in accordance with paragraphs 1 and 2. They may also provide for procedures intended to safeguard the confidentiality of the information in question.

    Article 7

    Protection of employees' representatives

    Member States shall ensure that employees' representatives, when carrying out their functions, enjoy adequate protection and guarantees to enable them to perform properly the duties which have been assigned to them.

    Article 8

    Protection of rights

    1.  
    Member States shall provide for appropriate measures in the event of non-compliance with this Directive by the employer or the employees' representatives. In particular, they shall ensure that adequate administrative or judicial procedures are available to enable the obligations deriving from this Directive to be enforced.
    2.  
    Member States shall provide for adequate sanctions to be applicable in the event of infringement of this Directive by the employer or the employees' representatives. These sanctions must be effective, proportionate and dissuasive.

    Article 9

    Link between this Directive and other Community and national provisions

    1.  
    This Directive shall be without prejudice to the specific information and consultation procedures set out in Article 2 of Directive 98/59/EC and Article 7 of Directive 2001/23/EC.
    2.  
    This Directive shall be without prejudice to provisions adopted in accordance with Directives 94/45/EC and 97/74/EC.
    3.  
    This Directive shall be without prejudice to other rights to information, consultation and participation under national law.
    4.  
    Implementation of this Directive shall not be sufficient grounds for any regression in relation to the situation which already prevails in each Member State and in relation to the general level of protection of workers in the areas to which it applies.

    Article 10

    Transitional provisions

    Notwithstanding Article 3, a Member State in which there is, at the date of entry into force of this Directive, no general, permanent and statutory system of information and consultation of employees, nor a general, permanent and statutory system of employee representation at the workplace allowing employees to be represented for that purpose, may limit the application of the national provisions implementing this Directive to:

    (a) 

    undertakings employing at least 150 employees or establishments employing at least 100 employees until 23 March 2007, and

    (b) 

    undertakings employing at least 100 employees or establishments employing at least 50 employees during the year following the date in point (a).

    Article 11

    Transposition

    1.  
    Member States shall adopt the laws, regulations and administrative provisions necessary to comply with this Directive not later than 23 March 2005 or shall ensure that management and labour introduce by that date the required provisions by way of agreement, the Member States being obliged to take all necessary steps enabling them to guarantee the results imposed by this Directive at all times. They shall forthwith inform the Commission thereof.
    2.  
    Where Member States adopt these measures, they shall contain a reference to this Directive or shall be accompanied by such reference on the occasion of their official publication. The methods of making such reference shall be laid down by the Member States.

    Article 12

    Review by the Commission

    Not later than 23 March 2007, the Commission shall, in consultation with the Member States and the social partners at Community level, review the application of this Directive with a view to proposing any necessary amendments.

    Article 13

    Entry into force

    This Directive shall enter into force on the day of its publication in the Official Journal of the European Communities.

    Article 14

    Addresses

    This Directive is addressed to the Member States.


    ( 1 )  OJ C 2, 5.1.1999, p. 3.

    ( 2 )  OJ C 258, 10.9.1999, p. 24.

    ( 3 )  OJ C 144, 16.5.2001, p. 58.

    ( 4 ) Opinion of the European Parliament of 14 April 1999 (OJ C 219, 30.7.1999, p. 223), confirmed on 16 September 1999 (OJ C 54, 25.2.2000, p. 55), Council Common Position of 27 July 2001 (OJ C 307, 31.10.2001, p. 16) and Decision of the European Parliament of 23 October 2001 (not yet published in the Official Journal). Decision of the European Parliament of 5 February 2002 and Decision of the Council of 18 February 2002.

    ( 5 )  OJ L 225, 12.8.1998, p. 16.

    ( 6 )  OJ L 82, 22.3.2001, p. 16.

    ( 7 )  OJ L 254, 30.9.1994, p. 64. Directive as amended by Directive 97/74/EC (OJ L 10, 16.1.1998, p. 22).

    Top