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  Day after day, all news on the web about employee ownership

April 2020 - Pandemie

Appell an alle europäischen
Regierungen und Institutionen

in Zeiten der Pandemie

Unterschreiben und reagieren  

Februar 2020 - Contrasts in the UK

No this is not about Brexit.

Six new firms moved last month to the Employee Ownership Trust scheme, the highest number in a single month since the scheme was introduced into British law in 2014. Like the ESOP plan in the USA from which it is loosely inspired, the scheme aims to encourage the transmission of SMEs to employees.
On the other hand, while presenting itself as the best example for employee share schemes in the UK and employee ownership as the key point of its strategy, John Lewis department stores chain today faces the biggest crisis in its 156-year history.

January 2020 - France:  On the way for the 10%

France decided last year to reach a 10% employee shareholding target in French economy by 2030.
This basically means doubling the current level in large listed companies.
On the other hand, everything remains to be done in French SMEs.
Very ambitious objective!
A working group of experts is now proposing the set of 13 "strong and disruptive" measures to reach the target. More details

November 2019 - Deutschland: Koalition beschließt Verdopplung des Freibetrages

Im Zuge der Verhandlungen um die Grundrente hat sich die Koalition auf eine Erhöhung des steuerlichen Freibetrags für Arbeitnehmerbeteiligungen am Betriebskapital von 360 Euro auf 720 Euro verständigt. In dem Koalitionsbeschluss vom 10. November 2019 heißt es: „Mitarbeiterkapitalbeteiligungen tragen zur Vermögensbildung der Arbeitnehmerinnen und Arbeitnehmer bei. Um ihre Attraktivität zu erhöhen, wird der steuerfreie Höchstbetrag von derzeit 360 Euro auf 720 Euro angehoben“. Damit greift die Koalition eine langjährige Forderung des Bundesverbands Mitarbeiterbeteiligung auf, die steuerlichen Rahmenbedingungen für die Mitarbeiterkapitalbeteiligung zu verbessern.

Mit der Erhöhung des Freibetrages erwartet der Bundesverband einen deutlichen Effekt für den Vermögensaufbau von Arbeitnehmern, die schon jetzt entsprechende Beteiligungsangebote ihres Unternehmens nutzen können. „Inwieweit mehr Unternehmen zukünftig Beteiligungsprogramme für ihre Mitarbeiter anbieten werden, bleibt jedoch abzuwarten, da der Freibetrag im europäischen Vergleich weiterhin gering ausfällt. Die europäische Erfahrung zeigt hier einen deutlichen Zusammenhang zwischen Förderhöhe und Verbreitungsgrad der Mitarbeiterkapitalbeteiligung“, so AGP-Geschäftsführer, Dr. Heinrich Beyer. Der Verband plädiert daher für einen weiteren stufenweisen Ausbau der steuerlichen Förderung. Eine weitere Erhöhung könnte so auch die deutschen Startup-Unternehmen im internationalen Standortwettbewerb um qualifizierte Fachkräfte stärken.

November 2019 - Employee share ownership in SMEs

Employee share ownership cannot be effectively developed in SMEs by applying the same schemes as for large companies. Large companies have to raise more capital, they have to multiply the number of shareholders in this view, and it makes sense to involve many employee shareholders as well. In SMEs, the need for capital is limited, shareholders are few, and most often it does not make sense to allocate shares to many employees. In SMEs, collective employee share ownership schemes are far more efficient and, worldwide, the ESOP plan adopted in 1974 in the US is by far the most efficient of all.

The United Kingdom is the only country in Europe to have introduced employee share ownership schemes for SMEs with some success (but much less than in the US). For its part, the Labour Party has also made a proposal under the label of "employee ownership", which is controversial.

On the other hand, employee share ownership in SMEs, whether individual and direct as in large companies raises the question of devices to be able to exchange shares, as can be done on a stock market. In the US, the OTC Markets Group is pushing for this.

 Oktober 2019 - Employee share ownership impacts top executives compensation

A research project at the University of Aix-Marseilles in France highlights the impact of employee share ownership on the level of compensation of top executives in listed companies.
Employee share ownership affects the organization of work, policies and management practices, leading ultimately to an impact on corporate performance.
The results of the study show that employee share ownership  plays a direct and indirect role on the determinants of executive compensation, with a significant moderating impact.
In addition, the presence of employee shareholders directors on the Board of Directors tends to limit executive compensation.

More information (in French)

 Juni 2019 - The USA is widening the gap
Studies are proliferating about employee share ownership in the US, bringing useful information for everyone in the world, including Europe.
The 2018 administration of the US General Social Survey, a long-standing survey of the US work force, included a segment on employee ownership.

It found that 20% of private-sector workers in the USA have some level of ownership in the companies where they work, including 11 million who participate in ESOPs and 25 million with some other form of stock-based compensation.
This is 36 million in total compared to 9 million in Europe.

The survey found that among those workers that hold company stock, the average value of that stock was $75,205.
In total $2,700 billion compared to 400 billion € in Europe.

The study's author, professor Douglas Kruse, noted that employee-owners are "six times less likely to be laid off." The study found that, over the last year, the surveyed non-employee-owners were laid off at a rate of 3.7%, versus 0.6% for the employee-owners. Among companies with employee engagement programs, the study found that companies with generous employee ownership plans had a rate of turnover in general (i.e., including voluntary turnover) of 6%, far less than the 14% rate for those with no stock plan.

This reality is far from the idea which was prevailing in the Juncker Commission in Brussels, that employee share ownership would be too risky and bringing additional uncertainty to workers.
The truth is that employee share ownership brings more wealth and stability. More information
 March 2019 - Congratulations from the Irish Parliament

The Irish Parliament likes this newsletter, he let us know by letter.

Every month, this newsletter highlights the significant facts of employee share ownership worldwide, as well as European policies.

The monthly press review is a fabulous source of information. It sheds light on proven facts and helps sort out fake news, delivering a story full of novelties and twists.

The progress and benefits of employee share ownership are becoming more and more evident.

Letter from the Irish Parliament

 December 2018 - Call from European startups

European tech startups are asking politicians to reform employee stock ownership rules to help them better compete with Silicon Valley peers in hiring.

Europe could be the world’s most entrepreneurial continent. But policies that currently govern employee ownership across Europe are often archaic and highly ineffective.

“Some are so punishing that they put our startups at a major disadvantage"...

More information

 November 2018 - European Parliament's Vote

The Parliament passed its Resolution by an overwhelming majority on 23 October in Strasbourg (589 for, 39 against and 10 abstentions).

This is thanks to the Report due to Ms Renate Weber, Romanian Member of the European Parliament (MEP), reiterating the Parliament's support to the goal of "employee share ownership for all" and the need for a European Action Plan.

Amongst all benefits, the Report particularly highlights the positive effect of employee share ownership on growth and employment.

Together with other MEPs, candidates to the 2019 Election and European Commissioners, Ms Renate Weber will conclude the Conference of 6 February in Brussels.

More information


 October 2018 - Employee share ownership? Which one?

How to make employee share ownership really work? If there is one thing that absolutely everyone believes in the UK, it is that employee share ownership is a very good thing. However, the new proposals due to the Labour Party provoke violent controversies.

What really matters is not just the shares but the rights, obligations and extent of ownership attached to them. Full rights or imitations? In the Labour Party version, "employee" ownership would not really be an ownership scheme: Employees would not be able to buy or sell the shares that would be notionally theirs...

 September 2018 - Legislative proposal in Germany

North Rhine-Westphalia Government wants to make employee ownership in start-ups much more attractive in Germany through higher tax incentives. A legislative proposal in this sense is submitted to the Bundesrat.

The current tax incentive would be increased from 360€ as it is now in Germany to 5.000€ annually. This way, Germany would be at a standard level for such incentives in Europe.

A European wave to promote employee ownership and stock options in start-ups can be observed in Europe recently. New legislation in this sense are already in force in Ireland, France, Sweden and the Netherlands, and projects are also in discussion in Austria, Luxembourg and Switzerland. More information

 September 2018 -
President Donald Trump

President Donald Trump signed historic new law bringing new incentives to promote employee-owned businesses. It is known as the "Main Street Employee Ownership Act".

The new legislation had co-sponsors on both sides of the political aisle, Democrats and Republicans.

It is the most far-reaching employee share ownership legislation to pass US Congress in over 20 years.

It is expected to double or even triple the growth rate of employee-owned companies over the next decade. More information

 June 2018 - Barometer of employee share ownership policies in European countries

20 European countries now have policies for the promotion and the development of employee share ownership, against 18 in 2017 and 15 in 2015. This is driving our barometer to its all-time high.
Austria, France, Ireland, The Netherlands, Sweden, Denmark, they all introduced new pieces of incentive legislation this year. In addition, France - already number one for employee share ownership in Europe - took the decision to double its employee share ownership by 2030, which would put it at the level reached today by the USA. An important signal for all Europeans.

More information


 June 2018 - US Federal Reserve Bank on employee ownership

In an ongoing series of articles on the quality of work, the Federal Reserve Bank of Boston published a long article on employee ownership, showing how improved employee engagement benefits companies, workers, and local economies.

The article includes an interview with Douglas Kruse of Rutgers University that covers the background and latest research results about employee ownership and ESOPs, plus an interview with several employee-owners of Cape Air, including a video about employee ownership at the company.

More information  

 May 2018 - Discriminations in voting rights

As long term investors, employee shareholders benefit from positive discrimination in France since 2014: Voting rights are usually doubled, which means that when employee shareholders hold for instance 6%, their voting rights count for 12%. This contributes to the growing involvement of employee share ownership in corporate governance in France. Employee shareholders are represented in the Boards of Directors in 33 of the largest French companies.

At the contrary, employee shareholders' voting rights suffer negative discrimination in six European countries: Denmark, Sweden, Finland, The Netherlands, Switzerland and Germany. Typical cases here are companies issuing two classes of shares, A-shares with 10 votes and B-shares with 1 vote. Controlling owners hold high voting shares but employee share plans are based on low voting ones. This way, employee shareholders' voting rights are severely discriminated, in up to 37% of large companies in Sweden. Employee shareholders' voting rights are generally reduced by 30% to 60% in Denmark and Sweden, in comparison with the one-share-one-vote rule. More

  April 2018 - World's First Institute for the Study of Employee Ownership

Rutgers School of Management (New York) launches the world's first academic "Institute for the Study of Employee Ownership and Profit Sharing". The new global research hub will be dedicated to addressing economic inequality through capital shares. It will expand the existing research programs, develop promising scholars worldwide, and explore new collaborations, with the goal of building a more inclusive economy for workers and their families. More

  February 2018 - The most remarkable cases
The list of the most remarkable large European companies considering employee share ownership was just updated, with 113 most remarkable cases in 2017. They are located in Austria, Belgium, Switzerland, Denmark, Germany, Spain, Finland, France, Hungary, Italy, Netherlands, Norway, Sweden and the UK. The list will be part of the coming "Annual Economic Survey of Employee Share Ownership in European Countries in 2017", to be released in March. Full list

  January 2018 - 10% in the hands of employees in France

The objective of 10% to be held by employee shareholders in France by 2030 was launched last month in Paris by the French Federation of Employee Shareholders Associations (FAS).
This may be compared with 4 to 6% held now in large French companies (depending on definitions), and to some 10% in the USA.
President Macron and the French Government will back this objective, seeing  employee share ownership as a key factor for the revival of a population of individual investors.
After eight years of negative policies under Presidents Sarkozy and François Hollande, this is a very good signal for employee share ownership in Europe.
France is back !

  Dezember 2017 -  Gute Nachrichten für alle Europäer !

In zwanzig europäischen Ländern wird die Mitarbeiterkapitalbeteiligung mittlerweile von Seiten der Politik aktiv unterstützt. Niemals zuvor waren es mehr.
Diese Maßnahmen zielen auf mehr und bessere Anreize für Mitarbeiterbeteiligungs-programme und bestätigen damit den positiven Trend seit 2013 in Europa.
In Österreich tritt zusätzlich zu den beiden bestehenden Förderprogramme am 1.1.2018 eine weitere Fördermaßname im Kraft, die unter bestimmten Bedingungen Mitarbeiter-beteiligungspläne bis zu einer Höhe von 4.500 € steuer- und sozialabgabenfrei stellt. In Frankreich ist ab 2018 eine Reduzierung der Arbeitgeberbeiträge zur Sozialversicherung für einige Beteiligungsvarianten vorgesehen. Neue Gesetzgebungen haben wir auch in Irland, den Niederlanden und in Schweden. Polen bereit entsprechende Fördermaßnahmen vor.
Wie alle Barometer kündigt auch dieses die Zukunft an. Unser Indikator für Mitarbeiterbeteiligung zeigt seit 2013 einen positiven Trend bei der Anzahl der Mitarbeiteraktionäre in europäischen Unternehmen. Dieser Trend hält auch derzeit an. Mehr



  November 2017 - What's going on with the European Commission

The main obstacle to the development of employee share ownership across Europe is the lack of information about its benefits and how manage risks.

In a letter to European Commissioner it is recalled that the Commission is committed to launch a European information plan to raise awareness in this sense. A section on the promotion of employee share ownership has also been added to the Capital Markets Union Action Plan.

However, when it came time to vote on a budget to materialize, some surprising objections have emerged within the Commission.

The letter to Commissioner Marianne Thyssen calls on the Commission to fulfill its commitments. More

Marianne Thyssen

  October 2017 -  A big idea for tax reforms

It's time to expand the opportunity of the working middle class to participate in broad-based share plans.

Corporate tax reform that assures that middle class employees get a fair shake is the American way to go. Congress is at present considering about a half dozen employee ownership bills, all of which have components that could make the economy work better and more fairly.

Our key message is that whatever it does, Congress should make any tax reductions for corporations conditional on sharing the benefits with workers.

This is the repeated call from Professors Joseph Blasi, Douglas Kruse and Richard Freeman, world renowned for their research works on employee ownership. More

  September 2017 -  Is employee ownership contributing to China's stock market rally?

This is the question posed by the National Center for Employee Ownership in its last edition.

As stocks on the Shanghai rose to a 20-month high, analysts cited China's ownership reforms as contributing to investor confidence.

As quoted in China Daily, Gao Ting, head of China strategy at UBS Securities, cited reforms by China Unicom, the country's second-largest mobile phone provider, which include a diversified board of directors and employee ownership. Investor sentiment was boosted by signs of accelerated ownership reforms at State-owned enterprises.

  Juli 2017 - Austrian example

Austrian legislation for employee ownership was simple until now. Any benefit that an employee received from an employee share plan (as share price rebate, as free shares, matching shares, etc.) was free of tax up to 1.460 Euro annually.

This amount was doubled last year, to 3.000 Euro annually.

This is probably the best example of the "basic block", in a "building block" approach of legislation for employee ownership.

This simple piece of legislation enabled Voestalpine (50.000 employees, the Austrian steel industry, 15% employee-owned) to make employee ownership a key factor in its success.

A strong contrast with many other steel industries in Europe as Arcelor, Florange, Cockerill and others !

Now the Austrian Government (big coalition with Christian Democrats and Social Democrats) has just decided to increase the free annual amount to 4.500 Euro annually.

This will be conditioned to a new scheme: In place of individual direct employee ownership, it will be collectively managed through an Employee Ownership Foundation (Mitarbei-terbeteiligungsstiftung), as it is for Voestalpine.

Many Austrian companies, even the largest, have indicated that they are ready.





  Juni 2017 - Barometer der Mitarbeiterkapitalbeteiligung-Politik in Europa

Außer in Frankreich haben alle jüngeren politischen Entwicklungen in Europa den Weg zu mehr Mitarbeiterkapitalbeteiligung geebnet. Norwegen verdoppelte die steuerlichen Anreize am 1.1.2017. Polen bereitet eine entsprechende Gesetzgebung vor. Irland kündigt neue Anreize für Mitarbeiterbeteiligungen in KMU an, die im Jahr 2018 eingeführt werden sollen, ebenso wie die Niederlande, die eine günstigere steuerliche Behandlung von Aktienoptionen für Mitarbeiter von innovativen Start-ups auf den Weg bringen wollen. Diese neuen Entwicklungen bestätigen den seit 2013 zu beobachtenden positiven Trend

Auf der anderen Seite finden wir in Frankreich eine restriktive Haltung, indem die alte Regierung in 2017 die positiven Bestimmungen des achtzehn Monate zuvor eingeführten "Macron-Gesetzes" nicht umgesetzt hat. Das erklärt den Rückgang des aktuellen Barometers. Die negativen politischen Entscheidungen in Frankreich schon seit 2009 beeinflussen leider die Statistiken zur Entwicklung der Mitarbeiterbeteiligung in Europa insgesamt.

Frankreich ist somit der Ausgangspunkt für den heute niedrigeren „Demokratisierungs-Index“; die Anzahl der Mitarbeiteraktionäre ist dort auf drei Millionen zurückgegangen. Dies sind ca. eine Million Aktionäre weniger, als vor dem Politikwechsel.


  Juni 2017 - Employee ownership and economic well-being

Employee Ownership —employees owning stock in the companies where they work—is a major aspect of the U.S. economy. But until now, little research has explored its impact on individual workers.

A new research on "Employee Ownership and Economic Well-Being" due to the NCEO in the USA presents some of the first in-depth analysis of the relationship between employee ownership and workers’ economic well-being.

The findings of this research are remarkable. Employee ownership is a market-friendly, anti-inequality policy that improves outcomes for companies and provides workers with higher wages, more generous benefits, and greater job stability. In short: Employee-owners lose less sleep over their financial future. More information

  Mai 2017 - Only half as many layoffs

Companies with employee stock ownership had only half as many layoffs as other companies during the last two recessions.
A new study co-authored by Rutgers School of Management and Professor Douglas Kruse establishes the first conclusive link between broad-based employee stock ownership and increased employment stability in the USA.
"If good-paying, stable jobs are the economy’s goal, then encouraging employee stock ownership in companies makes a lot of sense," said Douglas Kruse.
"Employee ownership is often seen primarily as a way to improve employee relations and increase productivity, but these results show there is an important add-on effect on job stability".
More information


  April 2017 - Pivotal Part

Employee share ownership should be a pivotal part of the Capital Markets Union, - this is the position  of the German Share Institute (Deutsches Aktieninstitut - DAI), responding to the public consultation organized by the European Commission. The Capital Markets Union (CMU) is a plan of the European Commission to mobilize capital in Europe. "Employee share ownership helps to stabilize the European economy as a whole" tells the DAI. "Studies from the US clearly show that companies offering their employees a stake of the business capital create more jobs than companies that do not have the same instruments in place. Employee shareholders accumulate more assets for retirement purposes, get better wages and are less likely to become unemployed compared to other employees. As income of private households currently depends highly on wages, employee shareowners benefit from raising capital incomes, which decreases wealth inequality in the society." More information

  April 2017 - Need for a European Action Plan

In its response to the public consultation on the Capital Markets Union, the European Federation of Employee Share Ownership points out the fact that the EU is strongly underdeveloped compared to the US considering employee share ownership, which contributes much more to the solidity and to the stability of capital markets in the US than it does in Europe. The underdevelopment of employee share ownership hampers also Europe in terms of productivity, growth, job creation, as well as in the fields of pensions or business transmission, especially considering SMEs. The CMU Action Plan should face this through two new measures: First, a dedicated European Action Plan should be set up to promote European convergence in this field. Secondly, the ignorance of the ESOP scheme is a dramatic handicap for Europe, leading to the fact that employee ownership in SMEs is practically unknown in Europe compared to the US. The CMU Action Plan should remedy this. More information

  February 2017 - The most remarkable cases
The list of the most remarkable large European companies considering employee share ownership was just updated, with 114 most remarkable cases in 2016. They are located in Austria, Belgium, Switzerland, Denmark, Germany, Spain, Finland, France, Hungary, Ireland, Italy, the Netherlands, Norway, Sweden and the UK. The list will be part of the coming "Annual Economic Survey of Employee Share Ownership in European Countries in 2016", to be published in March. Full list

  January 2017 - Formidable engine - again and again
The stake held  by employees in large European companies continues its rise. It had never been so high before, with 3.20% in 2016 (see chart). Even through the European crisis, employee ownership  demonstrates again and again its status as a formidable engine of participation and development. Assets per person have doubled since 2009. These are the first indications to be drawn from the new "Economic Survey of Employee Share Ownership in European Countries", which will be published in March 2017.

Dizember 2016 - Barometer der Mitarbeiterkapitalbeteiligung-Politik in Europa
Die neue Ausgabe des "Barometers der Mitarbeiterkapitalbeteiligun-Politik in Europa" ist verfügbar.
Mit Ausnahme von Frankreich zielen die jüngsten politischen Entscheidungen zur Mitarbeiterkapitalbeteiligung in Europa auf einen Ausbau der steuerlichen Anreize:
·  Polen bereitet eine entsprechende Gesetzgebung vor.
·  Die schwedische Regierung erwägt die Einführung von Steuervergünstigungen für kleine und mittlere Unternehmen ab 2018.
·  In Irland sollen ebenfalls in 2018 neue Anreize für Beteiligungsangebote kleiner und mittlerer Unternehmen geschaffen werden.
Diese neuen Entwicklungen bestätigen den seit 2013 zu beobachtenden positiven Trend: Die jüngsten politischen Entscheidungen für mehr Mitarbeiterkapitalbeteiligung in Europa sind positiv. Mehr

  November 2016 - Spanish employee-owned "sociedades laborales


The European Parliament's Committee on Employment and Social Affairs published a study on the Spanish model of sociedades laborales.
This business model is characterized by the majority of the company's capital being held by employee shareholders.
Initially in the 80's, its creation was linked to processes of crisis and industrial reconversion.
Since the mid 90's, it had an important boom in corporate processes, boosting enterprise creation.
Today, 66.000
employees are working for the 10.000 sociedades laborales, most of them being shareholders of the company they work for.
This is a typical business model for employee ownership in very small enterprises.
More information

  Oktober 2016 - All is well in Paris

It is true that France is still number one for employee share ownership in Europe. All things are fine in Paris, my fair lady.
However, what a drop since 2011! The democratization rate of employee ownership fell from 45 to 37% and the number of employee owners in France returned to 3 million (instead of 4 million if policies hadn't been changed).
The imposition of a specific tax on employee share plans ("forfait social") had a disastrous effect. Not only in France but also by imitation in several other European countries. Denmark is exemplary, which removed all fiscal incentives for employee share plans in 2011 (with a new social democratic government) to restore them fully in 2016 (with a new conservative-liberal government).
A good example to make things even better in Paris! More information

  Oktober 2016 - Risk and performance of employee share ownership in France
ERES Group publishes outstanding results based on the analysis of all broad-based  employee share plans in large French companies since 2006. After 5 years, employees having subscribed to an employee share offering between 2006 and 2010 were winners in 82% of cases (with the dividend, the discount and the average employer contribution of 50%) while ordinary shareholders would be winners in 60% of cases. What confirms that employee ownership is to be ranked into the category of "good risks". More information

  September 2016 - Economic freedom

A remarkable research work reports a strong correlation between employee ownership incidence and the index of economic freedom.

The author, Ricardo Machado of Porto School of Management (Portugal), aims to understand the determinants of the implementation of economic democracy, measured by the incidence of employee share ownership plans, within the European Union countries.

The full  publication about "The Determinants of Employee Ownership Plan Implementation in EU Countries - the Quest for Economic Democracy" is available for download here.

  June 2016 - European Conference on employee ownership policies

The European Conference on European policies for employee share ownership was held in Brussels on May 19, 2016.
The Conference supports the project of a European Action Plan to raise awareness about the benefits of employee ownership and participation in Europe.
The Final Report of the Conference and all materials are now available for download here

  June 2016 - Barometer of employee share ownership policies in European countries

The mass development of employee share ownership brings better motivation, productivity, profitability, higher growth, more and better jobs. This is good for all. But it depends on policy will to initiate the virtuous circle through appropriate fiscal incentives.
After 2008, some European countries took negative decisions, removing or decreasing fiscal incentives, which led to a decline of the number of employee shareholders. Some other European countries took the opposite way, applying new or higher incentives, which led to a higher number of employee shareholders.
All these policy decisions in various European countries, in a positive or a negative way, can be summarized through a single dedicated tool.
This is the reason of the setting up of the EFES "Barometer of employee share ownership policies in European countries".
Before 2009, the barometer showed a continuous increase, practically all policy decisions being positive. A negative phase occurred from 2009 to 2013. Since then, most policy decisions are positive again.

More information

More information and download

  April 2016 - Employee share ownership in SMEs
A first reliable study about employee share ownership in French SMEs was published last month. It is well known that employee share ownership in SMEs is underdeveloped in Europe, especially compared to the USA. This is due to the remarkable effectiveness of the ESOP model, in use in the USA for over 40  years, but not in Europe. The usual evaluation of the number of employee shareholders in SMEs is 1 million in Europe compared to 10 million in the US. The new study, ordered by Eres and BDO, brings the number of 250.000 in France, which confirms the former usual evaluations. More information

  January 2016 - French crusade
All actors of employee share ownership in France met for their "Grand Prix" on 15 December in Paris. They all agreed to launch a new "crusade" for employee share ownership in France. Several governments in the European Union chose for higher fiscal incentives, considering employee share ownership as an investment for the future and a key for recovering from the European crisis. So did the UK and Austria recently. The example is also coming from the USA, with employee ownership being one of the themes of the presidential election campaign. France should get back to the same way.

January 2016 - Formidable engine
Assets held by the employee owners in Europe were never so high: 370 billion Euro and more than 3% of the capital of all large European companies in 2015. This is more than 45,000 € per person  (more than 25,000 € if executive directors are excluded). Thus, even through the European crisis, employee share ownership is a formidable engine to share in results and growth, - assets per person have more than doubled since 2009. This is the first indication from the next "Economic Survey of Employee Share Ownership in European Countries" to be published in March 2016. More information

  December 2015 - Employee share schemes statistics provoke wide debate in the UK
The latest published share scheme statistics has sparked off a major debate over how best to rejuvenate UK employee share ownership, following the British ESOP Centre (see press review). "The UK has perhaps the best employee share plan legislation in the world", but it is still far from Mrs Thatcher aspiration, 30 years ago, for a Britain where owning shares would be "as common as having a car".
Now after 30 years of legislation in the UK and in France, the facts have spoken: Employee share ownership is twice more significant in France; this is where the employee share plan legislation was most effective. This is probably due to the fact that employee share plans in France are based on (blocked) shares, while they are essentially based on share options in the UK. As we already mentioned some time ago, after a spectacular football match: France-UK: 2-1

  November 2015 - Italian Post: Missed opportunity
The Italian government offered 40% of the shares of the Italian Post, on which 1.13% reserved for employees. Results of the IPO are very satisfactory for the Italian State, collecting 3.4 billion euros, with total demand exceeding 4 times the offer. Employees have received half of the reserved shares: 26,234 employees subscribed, less than 20% of all employees of the Italian Post. In an open letter, the CISL union had put forward its own draft collective ownership, combined with community representation of employees on the German model. The Italian Government did not want to go that way, nor did it choose for a real employee share ownership plan supported through fiscal incentives.  Yet will there be IPO bonuses for 12 top executives, up to half of their annual salary. Comparison: The British Government put Royal Mail on the stock market two years ago, while awarding a 10% stake for free to the 150,000 employees of the British Post.
The open letter of the CISL

  Oktober 2015 - Employee share ownership is not a cuckoo
A dangerous and irritating situation is occurring about employee share ownership within the OECD. The OECD suggests that ESOPs and employee share ownership should be discouraged because putting all employees' eggs in the same basket, especially considering pension savings. The principle of diversification applies to employee share ownership as to any other financial investment. It is illustrated by the aphorism "do not put all eggs in one basket."
However, employee share ownership is not just a financial investment. It also has the character of an industrial investment. This character is most evident when the employees' stake  reaches 100% of the company's capital, which is the typical case of employee share ownership in SMEs. However, it is also present, although more incidentally, to the minority employee share ownership in large companies.
If the aphorism of eggs and basket frequently applies to the diversification of financial investments, another aphorism applies better to industrial investment:  "The bird lays all eggs in the same nest".  Among the few exceptions, the example of the cuckoo is well known. It must be said: Employee share ownership is not a cuckoo. More information

  September 2015 - Euro to promote employee ownership
Two billion Euro: On the scale of Europe, this is the estimated tax cost to the US Federal Government for ESOP-specific incentives in 2014 (US$ 1.9 billion). By comparison, a new study was just published on the impact of employee ownership and ESOPs on layoffs and the costs of unemployment to the Federal Government. The data show that employee-owners are far less likely to lose their jobs than non-employee-owners. In turn, these low job losses saved the Federal Government US$17 billion in 2014 alone, making clear that ESOP incentives have been an excellent investment for the taxpayer, for the Federal Government and for the US economy as a whole.
This is exactly what we need in Europe too: The same ESOP model, with the same fiscal incentives, for the same macroeconomic balance. The ESOP  (Employee Stock Ownership Plan) is the most effective model in the world for employee ownership in SMEs. It provides private owners with the best way to sell their company to employees, and for employees to become owners at low risk. More information

  June 2015 - German politics finally needs to act
Attention has to be drawn to the recent call published by the German Share Institute (Deutsches Aktieninstitut).
Whereas in other European countries like France (3.3 million employee shareholders) and Great Britain (2.2 million) the numbers of employee shareholders are counted in millions, in Germany only 800.000 employees benefit from employee share ownership.
In its call Deutsches Aktieninstitut therefore demands of the governmental parties to finally create higher tax incentives and better regulation to promote employee share ownership. Due to continuing low interest rates Germans will neither be able to maintain their savings nor obtain a sufficient amount of money for their retirement arrangements without more share investment.
Employee share ownership is a good way to get a first insight into saving with shares.
However, the number of employee shareholders is declining in Germany. In fact, it has never been so small. Fiscal aspects play a major role for the dissemination of employee share ownership. If Germany really wants to promote employee share ownership, it needs to adapt its allowances to common international levels and to increase it strongly. More information

  June 2015 - Call from 10 major German organizations
Ten major German organizations call for a new German Agenda for employee share ownership. More information

  May 2015 - Fiscal policies for employee share ownership
This is the map of European countries encouraging employee share ownership. In blue, the 12 European countries supporting employee share ownership through significant fiscal incentives. This is a minority of Member States in the European Union. However, this minority of 12 Member States of the EU represents the lion's share when considering European listed companies, stock market capitalization and employee share ownership: 72% of all European listed companies, with 72% of employees, 77% of the stock market capitalization, 83% of employee shareholders. See details in our new publication about "Employee Share Ownership for Building the Capital Markets Union".

  May 2015 - Capital Markets Union
The European Commission launched a Green Book and a public consultation on "building a Capital Markets Union".
It is remarkable that, together with the European Federation of Employee Share Ownership, several major organizations representing the full range of private actors of the Capital Markets Union converge on analysis and proposals about employee share ownership in Europe, as:
• EuropeanIssuers
The European Private Equity & Venture Capital Association
The Federation of European Securities Exchanges
Better Finance, the European Federation of Investors and Financial Services Users.

21.04.2015: Answering the European Commission’s Green Paper on the Capital Markets Union, EuropeanIssuers, the European Private Equity & Venture Capital Association and the Federation of European Securities Exchanges published the EU IPO Report: "Rebuilding IPOs in Europe; Creating jobs and growth in European capital markets".
The Report points out the fact that the number of employee shareholders was recently declining in Europe. As the EFES evidenced, these changes are clearly related to the regressive fiscal policies in many European countries.
However, European companies need investment, to grow, to enter new markets, to develop new products and to create jobs. A healthy European capital market attracting long-term investors (especially households, employees and pension savers) is a critical route to channel such investment. More generally, "the links between savers, the original providers of capital, and the financial markets, which allocate that capital, have become less coherent".
The Report recommends that policymakers set the goal of creating an equity culture in Europe. That Member States should be encouraged to use tax policy to encourage long-term investing, providing tax incentives to encourage investment for the longer-term in equity. That fiscal incentives should be provided to support the development of employee share ownership across Europe.

  April 2015 - European governments bet again on employee ownership
The table of all recent policy decisions regarding employee share ownership in European countries reveals a remarkable shift. At the beginning of the financial crisis, several countries took negative decisions to reduce their expenses, in a pure short term vision. This bad signal came first from France, followed by Greece, Denmark, Ireland and The Netherlands, between 2009 and 2012.

Since 2012, most political decisions are positive again, as in the UK, in Spain, in Hungary, and in Austria where tax incentives will be doubled. Details

  April 2015 - New study finds ESOPs total return beats S&P 500 by 62%
A new analysis of the economic impact of S corporation ESOPs in USA examines trends in account balances, distributions to participants, total return, and the existence of other retirement plans. The study, performed by EY's Quantitative Economics and Statistics, finds that:
S corporation ESOPs are growing by many measures. They represented 22% of ESOPs in 2002 and 42% in 2012. The number of plans, participants, and net assets also increased over that time.
The total return for participants in S ESOPs from 2002 to 2012 was an 11.5% compound annual growth rate, 62% higher than the S&P 500 Total Returns Index's 7.1% growth rate over the same period. Details

  February 2015 - Divorce
Assets held by European employees in shares of their company increased to 301 billion Euro in 2014, a new record. However, for the third consecutive year in 2014, the number of employee shareholders decreased in Europe. This is clearly related to the regressive fiscal policies in many European countries. In contrast, the UK chose to double the fiscal incentives for employee share ownership, considering it is a key element of recovery and an investment for the future. Lower incentives have a clear consequence in continental Europe: The democratization of employee share ownership regresses, leading to wealth concentration in the richest hands. The following graph shows how dramatic is the divorce between continental Europe and the UK. While 30% of employees held shares of their company last year in the UK (the highest rate since the statistic exists), a sharp drop below 24% can be observed on the continent. More information

  January 2015 - Warning signal
For the third consecutive year in 2014, the number of employee  shareholders decreased in Europe. This should be a warning signal for everyone. In fact, the number of employee shareholders in continental Europe decreased by 500.000 persons (-8%) from 2011 to 2014, while the number increased by 200.000 persons in the UK (+8%). These changes are clearly related to the regressive fiscal policies in many European countries, while in contrast, the UK chose to double the fiscal incentives for employee share ownership, considering it is a key element of recovery and an investment for the future. This is the first information from our annual census of employee ownership in European companies. More information

The Virtual Information Center for employee ownership and participation offers a full picture of each country of the European Union. For each country, it offers a summary of dedicated legislation as well as a short information about fiscal, social, political and cultural aspect of employee ownership and participation. It is on the Internet and it is for free. More information

  December 2014 - Italy on the right way
On November 30 the Italian Government approved the Parliamentary Motion presented by MPs Tidei, Galperto and Bargero about the promotion of employee share ownership in Italy. The document is largely inspired by the EFES positions and activities. Its aim is to promote employee share ownership through a new legislation and through a dedicated budget. See more in Italian

The study entitled "Employee Financial Participation in Companies' Proceeds" was published by the European Parliament in September 2012. Authors of the study were severely condemned by the Court of Justice of Brussels and the study had to be definitely removed by the European Parliament. Authors of the study are a consortium made of Ecorys and Case, represented by Professors Jens Lowitzsch and Iraj Hashi. In addition, the study seriously misled the Parliament on two major points. More information

  November 2014 - Back to fiscal incentives
It is well known that fiscal incentives are the key point for the development of employee share ownership. Australia: The Labor Government decided in 2009 to cut fiscal incentives for share option plans, leading to a disaster for employee ownership and entrepreneurship in Australia. Now they're back:  “We are reversing the changes that the former government made in 2009 which essentially stopped employee ownership in this country,” Prime Minister Abbott said. Denmark: Fiscal incentives on employee share plans were removed in 2012. Now they're back: Legislative amendments are presented in this sense to the Parliament. The Netherlands and Greece: Fiscal incentives were removed in 2012. When will reason come back there? France: Surprising Government's order removes the whole legislation which formerly encouraged employee share ownership in case of privatisations. At the same time, the British Government recently doubled fiscal incentives for employee share plans in the UK, as a key element of recovery. And former European Commissioner Michel Barnier just launched a call in the British and French press, telling that "Europe can only gain if we embrace employee share ownership", and calling the new European Commission to bring support in this sense. More information in our press review

  October 2014 - Manifesto 2014:   Fiscal incentives are indispensable prequisites  

Worldwide practical evidence and a wide range of academic research support the view that a proper legal environment and the provision of suitable fiscal incentives are indispensable prerequisites for any policy truly aiming the development of employee share ownership.
Moreover, such evidence and research also show that fiscal incentives always pay off medium/long term and in many ways.
Organisations promoting employee owner-ship around the world have demanded persistently and consistently supportive legislations including fiscal incentives for the common good (evidenced in additional growth and profitability, the spread of wealth, contribution to economic and social stability).
New fiscal incentives pave the way to new encouraging development, while political decisions reducing or cutting such incentives always lead to regression.



  September 2014 - To the new European Commission and Parliament

All over the world, from the United States to China and Africa, employee share ownership is highlighted and promoted as a factor for boosting activity, greater productivity and better results and social balance for all. This is also true in the UK, where fiscal incentives in this direction have been strongly improved recently.
The development of employee share ownership can be a major factor of investment and recovery, also for the European Union. For the EU, this is the right political choice to do.
Letter to President Jean-Claude Juncker 17-9-2014   

  September 2014 - EFES' Manifesto: Fiscal incentives are indispensable prequisites

Worldwide practical evidence and a wide range of academic research support the view that a proper legal environment and the provision of suitable fiscal incentives are indispensable prerequisites for any policy truly aiming the development of employee share ownership.
Moreover, such evidence and research also show that fiscal incentives always pay off medium/long term and in many ways.
Organizations promoting employee owner-ship around the world have demanded persistently and consistently supportive legislations including fiscal incentives for the common good (evidenced in additional growth and profitability, the spread of wealth, contribution to economic and social stability).
New fiscal incentives pave the way to new encouraging development, while political decisions reducing or cutting such incentives always lead to regression.
The EFES' Manifesto 2014 is soon to be published.


  June 2014 - Strong move in the UK
High fiscal incentives are the base of the successful policy to promote employee ownership through ESOPs (Employee Stock Ownership Plan) in the USA. In contradiction with Europe, this allowed American public policies to promote employee ownership in SMEs. Some 11.000 ESOP companies can be found in the USA compared to only 300 quite similar cases in Europe.
It is now generally admitted in the UK that such policy has also to be promoted here, leading to higher productivity, greater levels of innovation and outstanding financial performances. Finance Bill 2014 designs two new tax reliefs to encourage and support the shift to employee-owned companies:
Under the first new tax relief, the sale of a controlling interest in a business to an employee ownership trust, will be entirely free from capital gains tax.
Under the second tax relief, bonuses of up to £3.600 per tax year paid to employees of companies controlled by an employee ownership trust benefit from an income tax exemption.
These new incentives are still relatively modest compared to those for ESOPs in the USA but the UK is clearly showing the right way for all European countries.

  May 2014 - Transparency
It is usually considered in large European companies that employee share ownership has to be developed, leading to better performances and better governance. Top Executives are commonly the first employees to be encouraged in this way. More and more companies have "shareholding guidelines", requiring Top Executives to hold up to 100-300% of their annual salary in shares of the company, so as to align employees' and shareholders' interests. The 2.200 largest European companies employ some 8.800 Top Executives, each of them owning 13 million Euro on average in shares of his company. 77% of all large European companies are fully transparent about this (see graph). However, the lack of transparency is flagrant in a number of European countries: Greece, Luxemburg, Austria, Belgium, Germany and some others. A detailed chapter about this can be found in the European Survey of Employee Ownership in 2013.  More information


  April 2014 - Listed and non-listed companies
It was sometimes told, based on the observation of specific examples, that non-listed employee-owned companies could have been more resilient than others through the financial crisis. Employee-owned companies might have fared better. This idea is even a cornerstone of the British Government's policy to build a wide "employee-owned business sector" in the UK. The picture is not the same when based on the systematic comparison of all large listed companies and all large non-listed employee-owned companies in Europe. The graph hereafter illustrates this through the case of employment in both types of companies from 2006 to 2013. A detailed chapter about this can be found in the European Survey of Employee Ownership in 2013. More information



                  EUROPEAN SURVEY 2013
   The whole information about employee ownership and
   employee share plans, top executives and common
   employees in European companies, corporate
   governance and profit-sharing, employee representation
   on boards and discrimination in employee shareholders'
   voting rights, and a comparison between listed
   companies and non-listed employee-owned companies.
   150 pages, 100 tables and graphs.  More info

  March 2014 - Discrimination in voting rights
There is no discrimination for or against employee shareholders' voting rights in most European countries. However, significant discrimination can be observed in six countries. Employee shareholders' voting rights are generally multiplied in France due to the fact that shares enjoy a double voting right when held for at least two years. At the contrary, employee shareholders' voting rights suffer negative discrimination in five other countries: Denmark, Germany, Finland, Sweden and The Netherlands. Typical cases there are companies issuing two classes of shares, A-shares with 10 votes and B-shares with 1 vote. Controlling owners hold high voting shares but employee share plans are based on low voting ones. This way, employee shareholders' voting rights are severely discriminated, in up to 45% of large companies in Sweden. More info

  Februar 2014 - Still more employee share plans in Europe
The EFES Survey of employee ownership in 2013 is soon available, showing that still more and more of European companies organize employee share plans. In 2013, 85% of all large European companies had employee share plans of all kinds, while 53% had "broad-based" plans for all employees and 63% had stock option plans... More


  January 2014 - 266 billion Euros in 2013, just as before the financial crisis
In 2013, the capital held by employees in European companies increased by 32% to 266 billion Euro, just the same level as before the financial crisis. The stake held by employees rose to the top with 2.99% (see graph). This new increase was not mainly due to new employee share plans (some 30% of all large European companies launched new employee share plans, as usual). The main reason is due to the fact that share prices increased more in companies having higher employee ownership, leading mechanically to a higher average stake. This is remarkable. More

Click to download

  January 2014 - Policy support increasing again and again in the UK
Tax support for employee share plans will be doubled. Fantastic news for the millions of employee shareholders. Policy makers are increasingly embracing employee ownership as a key sustainable business model. Recent years saw a strong lobbying to favour "employee ownership" (in short: employees having controlling stake in SMEs) even at the detriment of "employee share ownership" (in short: employees owning minor stake in large listed companies). The British Government decided to offer £ 50 million in this sense and voices were even heard to express the idea that support for employee share ownership in large companies should be cut. However an additional £ 25 million will go to further encouragement of employee share plans. Amount of money employees can save in Government approved SAYE employee share plans will be doubled from £250 a month to £500 a month and for the SIP employee share plan it has increased from £1,500 a year to £1,800 a year.

  Dezember 2013 - UK Employee Ownership Index
The UK Employee Ownership Index (EOI) has recently been re-launched and from June 2013, it is calculated by FTSE International. The index was created to test a hypothesis that businesses with substantial employee ownership perform well over the long term. The UK Employee Ownership Index is an index of UK public companies quoted on the London Stock Exchange. Strangely, the picture the new EOI brings about performance is quite different from the former Index... More

  Dezember 2013 - Employee representation on boards in Europe
Employee representation on boards is highly sophisticated in many large companies in France, either in Boards of Directors or in Supervisory Boards. Altogether employee representatives are present on boards covering 51% of employment in large French companies. This is through unions or workers councils for 36% and it is for 29% through employee shareholders representatives (while both unions or workers councils and employee shareholders are present in 14% of cases). A detailed publication about employee representation on boards is now available… More

  November 2013 - Employee representation on Boards
Employee representation on Boards is usual in many large European companies, either in Boards of Directors or in Supervisory Boards.
Employee shareholders are represented on Boards in 13% of large French companies (but 29% in terms of employment). Employee shareholders representation on Boards is thus typical in French largest companies.
On the other hand, employee representation on Boards is usual for 36% of employees in large European companies (See Graph). This is the case for 95% of employees in large companies in Austria, Germany or Slovenia. In France, it is the case for 51% of employees in large companies (just over the European average), while it is only the case for 2.3% in the UK… and 0% in Italy.
The EFES database of large European companies gathered initially all information about employee share ownership in the 2.200 largest European companies (25% of all listed companies in Europe but 94% in terms of employment and 97% in terms of capitalization). The EFES database is now extended to corporate governance issues. A detailed publication about employee representation on Boards is now available.

Download graph

  Oktober 2013 - European Trade Union Institute
Die Internetsite worker-participation.eu wurde als Informationsplattform für Fragen der Arbeitnehmerbeteiligung in Europa aufgelegt. Dies war eine bemerkenswerte Arbeit der European Trade Union Institute (ETUI). Angesprochen werden dort die folgenden Aspekte: Gewerkschaften, Tarifverhandlungen, Vertretung auf betrieblicher Ebene, Unternehmensmitbestimmung, Vertretung auf europäischer Ebene, Arbeitsschutz, und Finanzielle Mitarbeiterbeteiligung. Aus dem Blickwinkel der ETUI gehört die Mitarbeiterkapitalbeteiligung zum Bereich der finanziellen Mitarbeiterbeteiligung, die wiederum zwei Dimensionen beinhaltet: Erfolgsbeteiligung und Kapitalbeteiligung. Die Erfolgsbeteiligung wird dabei als einfachste Form der finanziellen Beteiligung betrachtet. Sie wird als kollektive Regelung gesehen, die zu einer zusätzlichen variablen Vergütung in Abhängigkeit vom Unternehmenserfolg führt. Die Mitarbeiterkapitalbeteiligung stellt in der Vision der ETUI das letzte Element partizipativer Unternehmensführung dar. Weitere Informationen

  September 2013 - Der Aktionsplan "Kapitalbeteiligung von Arbeitnehmern" der EU-Kommission
Die EU-Kommission hat vor kurzem ihren Aktionsplan vorgelegt. Insgesamt sollen die folgenden Schritte eingeleitet werden:
Die Kommission will das Thema im Detail erörtern.
Die Kommission will ermitteln, welche Initiativen zur Förderung grenzübergreifender Systeme der Kapitalbeteiligung von Arbeitnehmern in Europa angemessen sein können.
Die Kommission will potenzielle Hindernisse bei grenzübergreifender Systemen der Kapitalbeteiligung von Arbeitnehmern ausmachen und analysieren.
Sodann will die Kommission angemessene Maßnahmen zur Förderung der grenzübergreifender Systemen der Kapitalbeteiligung von Arbeitnehmern in Europa ergreifen.
Alle Details des Aktionsplans stehen Ihnen hier zum Download zur Verfügung

  Juli 2013 - Richtigstellung über eine Studie des Europäischen Parlaments
Die Abteilung Wirtschafts- und Forschungspolitik des Europäischen Parlaments veröffentlichte eine Studie unter dem Titel "Employee Financial Participation and Companies' Proceeds". Diese Studie wird von der Kommission als das aktuellste Element bezeichnet, um die Hintergründe in Europa unter Bezug auf die Ausschreibung eines EU-Pilotprojektes zur Förderung der Mitarbeiterbeteiligung darzustellen… Weitere information

  April 2013 - Zum ersten Mal seit der Finanzkrise …
… stieg die Zahl der beteiligten Mitarbeiteraktionäre im letzten Jahr nicht weiter an.
Betrachtet man die Beteiligungen des Top Managements und der übrigen Mitarbeiter werden ebenso Unterschiede nach der Krise deutlich. Der Anteil der übrigen Mitarbeiter sinkt seit 2009 kontinuierlich. Im Gegensatz dazu steigerte das Top Management seinen Anteil am Kapital der Gesellschaften stetig. Im Ergebnis verbuchten 8.845 Top-Führungskräfte ein durchschnittliches Beteiligungskapital von 9,1 Millionen Euro 2012 auf sich, verglichen mit einer durchschnittlichen Beteiligungshöhe von 11.500 Euro der insgesamt 9,6 Millionen übrigen Mitarbeiter-Aktionäre.
Dieses Bild mag auf einige negative politische Entscheidungen in Sachen Mitarbeiterbeteiligung in europäischen Staaten zurückzuführen zu sein. Hierzu zählen Irland, die Niederlande und sogar Großbritannien. Darüber hinaus wurden auch keine effektiven Maßnahmen zugunsten der Mitarbeiterbeteiligung in Ost- und Südeuropa ergriffen …
Das ist das Fazit der wirtschaftlichen Betrachtung der Mitarbeiterbeteiligung in Europa für das Jahr 2012.
Weitere informationen

  März 2013 - Dokumentarfilm über Mitarbeiterkapitalbeteiligung in den USA
Was bedeutet es, beteiligter Mitarbeiter zu sein? Wir sind die Eigentümer: Mitarbeiter erweitern den amerikanischen Traum erzählt die Geschichte von drei Unternehmen in Mitarbeitereigentum: New Belgium Brewing, Namasté Solar und DPR Construction. ESOP-Unternehmen sind typisch für Mitarbeiterbeteiligung in den USA (ESOP ist ein Belegschaftsbeteiligungsmodell). Dieses Modell ist teilweise für den Erwerb von Unternehmen durch Mitarbeiter zugeschnitten. In dieser Ausprägung ist es eindeutig das effektivste Modell der Welt, das ein Pensionsmodell mit deutlichen steuerlichen Anreizen für die verkaufenden Familieneigentümer wie für die erwerbenden Mitarbeiter, die oft das gesamte Unternehmen für geringes Geld erwerben, vorsieht. Zugang zum Film

  Februar 2013 - Neue Ära für Belegschaftsaktienmodelle in Großbritannien
Die britische Regierung hat grünes Licht für die Vereinfachung und Reform aller vier Durchführungswege von Belegschaftsaktienbeteiligungen innerhalb der nächsten 15 Monate gegeben. Dies ist das Ergebnis eines umfangreichen Berichts der Behörde zur Steuervereinfachung, der zu dem Ergebnis kommt, dass umfangreiche Veränderungen erforderlich sind, um einer Überregulierung und einer exzessiven Bürokratie bei Aktienbeteiligungsmodellen zu begegnen. Weitere Details

  Januar 2013 - Neue Unterstützung durch die Europäische Union im Jahre 2013
Sowohl die EU-Kommission als auch das Parlament werden die Mitarbeiterbeteiligung in diesem Jahr verstärkt unterstützen. Der EU-Haushalt wurde vom EU-Parlament verabschiedet und beinhaltet ein Budget zur Durchführung eines Pilotprojektes, das dem Aufbau von Zentren für Mitarbeiterbeteiligung in den einzelnen Mitgliedstaaten dient. Die Zentren sollen Informationen bereitstellen, Seminare durchführen und auf eine förderliche Gesetzgebung in den Staaten hinwirken. Zudem kündigte die EU-Kommission Kommission plant die Modernisierung des europäischen Gesellschaftsrechts und der Corporate Governance an, was sich auch auf die Mitarbeiterbeteiligung auswirken soll. Weitere Informationen

  December 2012 - Eine neue Bewegung für die Mitarbeiterbeteiligung in Europa
Eine neue Welle scheint in den größten Volkswirtschaften Europas zu entstehen, die die Mitarbeiterbeteiligung fördert.
Großbritannien: Arbeitsminister Jo Swinson äußerte, dass die Britische Regierung alles in ihrer Macht stehende tun wird, um die Mitarbeiterbeteiligung in Großbritannien substanziell zu fördern. Sie sagte: "Wir müssen die Hindernisse aus dem Weg räumen, die die Einführung von Mitarbeiterbeteiligungsprogrammen und die Beteiligung der Beschäftigten an den Unternehmen beschränken". "In den letzten Jahren wurde von der Regierung der Mitarbeiterbeteiligung nicht die Aufmerksamkeit entgegengebracht, die sie verdient gehabt hätte. Arbeitskräfte sind unser Kapital und müssen entsprechend motiviert werden“, sagte Frau Swinson. "Es werden viel mehr Beteiligungsmodelle in kleinen und großen Unternehmen benötigt, da sie ein wichtiger Faktor des Wirtschaftswachstums sind”, sagte die Ministerin dem Zentrum für Mitarbeiterbeteiligung in London. Frankreich: Präsident François Hollande kündigte eine neue Gesetzgebung für Mitarbeiterbeteiligung und Teilhabe an. Deutschland: Arbeitsminister Philipp Rösler legte ein neues Internetportal für Mitarbeiterbeteiligung auf. Italien: Das Warten auf ein neues Gesetz zur Teilhabe und Mitarbeiterbeteiligung. Das Parlament beauftragte die Regierung zur Umsetzung bis Ende Juni, aber der weiße Rauch wird noch immer aus Rom erwartet.

  November 2012 - Bundesministerium für Wirtschaft und Technologie - Informationsportal Mitarbeiterbeteiligung
Das Bundesministerium für Wirtschaft und Technologie (BMWi) hat heute das Informationsportal Mitarbeiterbeteiligung frei geschaltet (www.bmwi-unternehmensportal.de). Auf der neuen Internetseite werden umfassende Informationen zur Mitarbeiterkapitalbeteiligung sowie praxisorientierte Handlungsempfehlungen, Checklisten und Musterverträge für alle gängigen Beteiligungsmodelle bereitgestellt.

  November 2012 - Britische Regierung will die Mitarbeiterbeteiligung fördern
Die britische Regierung hat eine verstärkte Förderung der Mitarbeiterbeteiligung angekündigt. Insgesamt soll abgewogen werden, ob ein unabhängiges Institut für Mitarbeiterbeteiligung gegründet werden soll, ein gebrauchsfertiges Modell entworfen, Handlungsempfehlungen der steuerlichen Behandlung von Beteiligungsmodellen, ein Leitfaden für Mitarbeiter auch zu Fragen der Unternehmensübernahme durch Mitarbeiter erarbeitet und gemeinsam mit der John Lewis-Gesellschaft die Hindernisse zur Unterstützung der Privatwirtschaft von Unternehmen in Mitarbeitereigentum untersucht werden soll. Weitere Details

  November 2012 - Mitarbeiter-Gesellschafter oder Semi-Mitarbeiter-Gesellschafter?
Sein oder nicht sein, das ist hier die Frage? Wir sind selbstverständlich noch immer in Großbritannien. Jeder Tag bringt neue Ideen zur Stärkung der Mitarbeiterbeteiligung hervor. Kanzler George Osborne kündigte einen neuen Vertrag "Mitarbeiter-Gesellschafter" an: Mitarbeiter könnten Gesellschaftsanteile im Austausch gegen Arbeitnehmerrechte erhalten. So gelange man zu einer neuen Form der Beschäftigung. Ein Sturm der Entrüstung war die Folge! Würden Sie Arbeitsrecht gegen Anteile eintauschen? "Osborns Ankündigung verleiht der Mitarbeiterbeteiligung entscheidenden Aufwind ", sagt die Employee Ownership Association. Und weiter: "Mitarbeiterbeteiligung wird nun als geeignete Alternative zum dominanten PLC Model und seiner inhärenten Kurzfristigkeit wahrgenommen." Das National Center for Employee Ownership sagte, Kanzler Osbornes Vorschläge seien "schrecklich", eine “sehr schlechte Idee” und dass kein “rationales Wesen” Arbeitsrechte gegen Kapitalgewinne und Steuervorteile eintauschen werde. Letztendlich kamen die meisten MAB-Organisationen zu dem Ergebnis, dass Arbeitsrechte nicht beschränkt werden sollten, um der Mitarbeiterbeteiligung Wachstum zu verleihen. Siehe auch den Pressespiegel für weitere Details

  Oktober 2012 - Index der Mitarbeiterkapitalbeteiligung
Würden Sie in ein Finanzinstrument investieren, das nicht transparent ist? Hoffentlich nicht! Der “Index Mitarbeiterkapitalbeteiligung für Großbritannien“ wird von einer Anwaltssozietät aus London veröffentlicht. Er zeigt (siehe Grafik), dass notierte Unternehmen mit Mitarbeiterbeteiligung den FTSE All-Share Companies-Index im Durchschnitt um 10% jedes Jahr übertreffen. Das ist nicht schlecht!!! Wir stellten der Sozietät die Frage: “Welche Firmen sind Bestandteil des Index?” Die Antwort lautete: “Wir bedauern, die Namen der Unternehmen, die im Index enthalten sind, nicht herausgeben zu können“. Vielleicht ist dies der einzige Aktienindex, dessen Zusammensetzung unbekannt ist. Wenn Sie dies kommentieren oder Fragen stellen wollen, dann nutzen Sie bitte diesen Link

  September 2012 - Eine neue Ära des Kapitalismus in Großbritannien
Die britische Regierung kündigt eine neue Ära des Kapitalismus an. "Nie zuvor genoss die Mitarbeiterbeteiligung in Großbritannien eine so hohe Aufmerksamkeit", sagte der Arbeitsminister Norman Lamb. Wir werden "Mitarbeiterbeteiligung zu einem tragenden Gedanken des Wirtschaftens in Großbritannien machen". Zudem stößt die Behörde HMRC eine öffentliche Beratung über Mitarbeiterbeteiligungsprogramme an. Es sollte auf jeden Fall etwas in Bezug auf die Priorität von Mitarbeiterbeteiligungsmodellen in Großunternehmen unternommen werden, wie der Vergleich mit Frankreich zeigt. Dies geht auch aus den Antworten von EFES auf die HMRC-Beratung heraus.

  September 2012 - Typologie der Mitarbeiterbeteiligung
Basierend auf empirischen Untersuchungen kann eine Typologisierung der Mitarbeiterbeteiligung vorgenommen werden: Bis zu 1% Beteiligungsquote ist Mitarbeiterbeteiligung nicht signifikant, über 1% erlangt sie Signifikanz, über 6% erhält sie eine strategische Bedeutung, über 20% wirkt sie bestimmend und ab 50% kontrollierend. Selbstverständlich gibt es hier einen starken Bezug zu Fragen der Unternehmensführung. Bemerkenswert ist, dass Mitarbeiterbeteiligung nicht nur in KMU, sondern auch bei einer Vielzahl der größten Unternehmen Europas zumindest eine strategische Bedeutung annimmt. Mehr Informationen

  Juli 2012 - Employee Ownership Summit 2012
Der britische Vizepremierminister Nick Clegg organisierte zusammen mit den Ministern Norman Lamb und Francis Maude die erste Employee Ownership Summit am 4. Juli in London. "Wir sind sehr enthusiastisch über die Mitarbeiterbeteiligung” sagte Norman Lamb. "Die Mitarbeiterbeteiligung genoss nie zuvor in Großbritannien so viel Aufmerksamkeit." Es ist eine Tatsache, dass das englische Mitarbeiterbeteiligungsrecht ineffizienter ist als das Recht in Frankreich. Weitere informationen

  Juli 2012 - Zentrale Empfehlungen für die Britische Regierung
Das Wirtschaftswachstum genießt bei der britischen Regierung höchste Priorität. Der Berater für Mitarbeiterbeteiligung der Regierung veröffentlichte seinen Bericht, der 28 Empfehlungen zur Stärkung der Mitarbeiterbeteiligung enthält. Die  Empfehlungen konzentrieren sich auf die Mitarbeiterbeteiligung in kleinen und mittleren Unternehmen mit mindestens 25% Mitarbeiteranteil. Weitere informationen

  Juli 2012 - The Nuttall Review of Employee Ownership
 The British Government adviser on employee ownership publishes its report, including his 28 recommendations to promote employee ownership in the UK, in line with the British Governments' aim of shifting employee ownership into the mainstream of corporate Britain. The Nuttall Review of Employee Ownership

  Juni 2012 - Das EU-Parlament ist aktiv
Im Rahmen der öffentlichen Anhörung am 22.
März, die wir organisierten, stellten wir die Frage nach der Bewilligung des in Aussicht gestellten Budgets von € 2,5 Millionen für die Entwicklung der Mitarbeiterbeteiligung in Europa. Ein klarer und einfacher Vorschlag. Die Bewilligung des Budgets soll den Aufbau von Informationszentren in den einzelnen Mitgliedstaaten ermöglichen. Das ist der Dreh- und Angelpunkt, um grenzüberschreitende Beteiligungsmodelle zu ermöglichen und so zu einem einheitlichen Markt für Mitarbeiterbeteiligung zu gelangen. Nun arbeitet das Parlament an dem Vorschlag. Wir hoffen, dass es zu einer effektiven Entscheidung kommt. Mehr Informationen.

  Juni 2012 - Beteiligungsquote in Europa
Die Beteiligungsquote errechnet sich über die Anzahl der an ihren Unternehmen beteiligten Mitarbeiter dividiert durch die Gesamtzahl aller Mitarbeiter. Die Quote stieg im Verlauf der letzten 30 Jahre, auch während der letzten Finanzkrise, ständig an (siehe Schaubild). Im Jahre 2011 betrug sie 30,1%. Somit ist annähernd jeder dritte an seinem Unternehmen beteiligt. Ziel ist es, die Beteiligungsquote in naher Zukunft auf 50 bis 60% zu steigern.
Mehr Informationen.

  Mai 2012 - Bericht über die öffentliche Anhörung im EU-Parlament
Der Bericht über die öffentliche Anhörung ist nun verfügbar. Die Anhörung wurde von Pervenche Berès, Vorsitzender des Ausschusses für Beschäftigung und soziale Angelegenheiten, und Michel Barnier, Kommissar für Binnenmarkt und Dienstleistungen, am 22. März durchgeführt.
In diesem Rahmen wurde auch ein Budgetvorschlag zur Unterstützung der Mitarbeiterbeteiligung in allen EU-Ländern vorgelegt.

Download des gesamten Berichts

  Mai 2012 - Untersuchung über Mitarbeiterbeteiligung in EU-Ländern 2011 nun verfügbar
Die aktuelle Untersuchung ist nun verfügbar. Sie basiert auf einer Totalerhebung über Mitarbeiterbeteiligung in den 2.505 größten EU-Unternehmen, die insgesamt 32,8 Millionen Mitarbeiter beschäftigen. Aus dem Inhalt: Mehr als 50 Tabellen und Grafiken, Kennzahlen zur Mitarbeiterbeteiligung aus den verschiedenen EU-Ländern, Aussagen über Anteile am Unternehmen in der Hand des Managements und der Restbelegschaft, eine Auflistung herausragender Beispiele... Weitere Informationen

  April 2012 - EU-Kommissar Barnier: Mitarbeiterbeteiligung, ein Symbol des sozialen Zusammenhalts
Mitarbeiterbeteiligung ist ein Symbol des sozialen Zusammenhalts, das Europa in diesen Tagen benötigt. Daher muss sie auf allen Ebenen unterstützt werden. Dies waren die Ergebnisse, die Michel Barnier, Kommissar für Binnenmarkt und Dienstleistungen und Pervenche Berès, Vorsitzender des Ausschusses für Beschäftigung und soziale Angelegenheiten im Anschluss einer öffentlichen Anhörung am 22. März verkündeten. Ein Budgetentwurf wurde in diesem Rahmen präsentiert, der die Entwicklung der Mitarbeiterbeteiligung in allen Ländern der EU vorsieht … Weitere Informationen

  April 2012 - Mitarbeiterbeteiligung in den Ländern der EU 2011
Der Kapitalbestand, der von Belegschaftsaktionären 2011 gehalten wurde, stieg auf 232 Milliarden €.  Dies ist nahe dem Höchststand von 2007. Der Anteil am Gesamtkapital stieg auf 2.83%. Damit wurde der positive Trend wieder aufgenommen. (siehe Grafik). Weitere Informationen

  März 2012 - Mitarbeiterbeteiligung in Europa im Jahr 2011
Die jüngsten Zahlen zeigen, dass sich die Mitarbeiterbeteiligung in Europa seit der Finanzkrise kontinuierlich entwickelt. Dies ist das wichtigste Ergebnis des neuen "Wirtschaftsberichts über Mitarbeiterbeteiligung in Europa 2011". Somit kann auch das Ergebnis des Vorjahres wieder bestätigt werden.
Im Jahr 2011 hielten insgesamt 9,9 Mio. Mitarbeiter 232 Mrd. Euro Beteiligungen in Aktien. Im Vorjahr waren es noch 9,5 Millionen Mitarbeiter mit einem Kapitalbestand von 197 Milliarden Euro. Die Zahl der beteiligten Mitarbeiter erhöhte sich in Spanien, Schweden, Dänemark und Frankreich, während sie in den Ländern Italien, Griechenland und Portugal sowie in Deutschland, Belgien und Irland rückläufig war.
Die Umfrage erbringt umfassende Informationen. Sie beruht auf Angaben der 2.505 größten europäischen Unternehmen, die insgesamt 32,8 Millionen Mitarbeiter beschäftigen. Mehr Informationen

  Öffentliche Anhörung im Europäischen Parlament am 22. März
Der Europäische Wirtschafts-und Sozialausschuss hat vor kurzem eine Aufforderung an die europäischen Institutionen und Regierungen für eine erneute Initiative des EU-Haushalts durch eine eigene Haushaltslinie unterstützt. Ein solches Budget soll dazu beitragen, dass in jedem europäischen Land ein Europäisches Zentrum für Mitarbeiterbeteiligung eingerichtet und finanziert wird. Die Zentren sollen Unternehmen, Mitarbeitern und der Öffentlichkeit Möglichkeiten zur Information, Schulung und Beratung eröffnen. Die öffentliche Anhörung im Parlament am 22. März gibt Gelegenheit für einen Budgetvorschlag.
Programm der Anhörung   Budgetvorschlag

  December 2011 - Mitarbeiterbeteiligung und Unternehmensführung in der EU
Im Jahr 2011 veröffentlichte die Europäische Kommission ein Grünbuch und organisierte eine öffentliche Befragung zum Thema Unternehmensführung in der EU. Frage 23 in diesem Rahmen betraf die Mitarbeiterbeteiligung: "Werden Maßnahmen ergriffen, und wenn ja, welche, um auf EU-Ebene die Mitarbeiterbeteiligung zu fördern?" Viele Firmen, Unternehmen, Gewerkschaften, Organisationen der Zivilgesellschaft und öffentliche Behörden antworteten. Über Mitarbeiterbeteiligung erhielt die Kommission 252 Antworten aus 34 Ländern. Es ist bemerkenswert, dass die Antworten global durchgehend positiv sind. In der Tat ist die globale Quote zu 65% positiv. Allerdings ist es traurig, dass die Frage nicht eindeutig war: Viele Befragte, die positiv antworten, unterstützten die Idee, dass die Mitarbeiterbeteiligung durch die EU gefördert werden sollte. Andere dagegen befürchteten, dass die EU bestehende Freiheiten beschränken könnte (z. B. gaben die meisten schwedischen Unternehmen die gleichen negativen Antworten). Weitere Informationen

  December 2011 - Curriculum-Bibliothek der Mitarbeiterbeteiligung
CLEO (Curriculum Library on Employee Ownership / CLEO) ist das größte akademische Online- Archiv mit Lehr-und Hintergrundmaterial über die Mitarbeiterbeteiligung. CLEO bietet über 500 Materialien (z.B. Bücher, Artikel, Fälle, Lehrmodule, etc.), um auf den Gebieten der Forschung und Lehre mit einer breiten Palette von Themen auf dem Gebiet der Mitarbeiterbeteiligung zu helfen. Hierzu gehören neue Werke, Fallbeispiele, Lehrpläne und Lehrmodule. Weitere Informationen

  November 2011 - The EU Corporate Governance Framework
The European Commission organized a public consultation about "The EU Corporate Governance Framework". All contributions are now public, including ours. Question 23 is about employee ownership: "Are there measures to be taken, and is so, which ones, to promote at EU level employee share ownership?" Of course we answered positively, arguing that "Employees' interest in the long-term sustainability of their company is going to be increasingly a crucial element of trust and corporate governance. Not only can employee owners contribute greatly to increase the proportion of long-term shareholders, but we will also see that employee ownership itself will be more and more perceived as a trust indicator." We are delighted to see that so many organizations too gave encouraging answers, including international unions like ETUC or UNI. All contributions are available here, while the EFES' one can be downloaded here

  September 2011 - Zwei Organisationen mit besonderem Gewicht in Großbritannien
Zwei Organisationen hatten in Großbritannien einen großen Einfluss auf die Popularität der Mitarbeiterbeteiligung. Die erste wurde 1979 mit Hilfe der John Lewis Partnership, Scott Bader und anderen Unternehmen gegründet. Sie war ursprünglich bekannt unter dem Beratungsunternehmen Job Ownership Ltd ein. Die Idee der Gründung kam von dem im Juni dieses Jahres verstorbenen Robert Oakeshott. Robert war ein Gründungsmitglied der European Federation of Employee Share Ownership im Jahr 1998. Die Vereinigung änderte später ihren Namen in Employee Ownership Association und trat als Vertreter der Unternehmen in Miteigentum von Mitarbeitern in Großbritannien auf. Die zweite Organisation, bekannt unter dem Namen ifs ProShare, wurde (ursprünglich als ProShare) im Jahr 1992 von HM Treasury gegründet, die ein Konsortium der Londoner Börse und großer Unternehmen ist. Dies zusammen gewährleistet eine Stimme für die Unternehmen mit Mitarbeiterbeteiligung in Großbritannien.

Die Mitarbeiter der Talvivaara Mining Company haben am 18. Juni 2011 beschlossen, einen Fonds einzurichten, um die von Talvivaara geleisteten Boni zu verwalten. Der Fonds wird einen wesentlichen Teil seines Vermögens in Talvivaara Aktien investieren. Er wird von Vertretern, die die Arbeitnehmer wählen, geführt. Fonds sind eine typischer Weg, um Mitarbeiterbeteiligung in Finnland durchzuführen.

  August 2011 - Europäische Führungskräfte kaufen eigene Aktien im großen Stil
Mit dem massiven Abstoß von Aktien an der Börse in der ersten Augusthälfte hat sich gleichzeitig ein anderes starkes Phänomen in den letzten Wochen gezeigt: Europäische Führungskräfte erwerben umfangreiche Aktienpakete ihrer Unternehmen.
Dies zeigt sich in Hunderten von Versionen von "Directors' Dealings". In Italien z.B. bei Roundup von Eni, Enel, Mediobanca, IntesaSanpaolo, Indesit und dutzender anderer Unternehmen. Top Entscheidungsträger kaufen Millionen Aktien. Das gleiche in Deutschland bei Metro, BASF oder anderen. In Schweden bei Husqvarna... In Frankreich  bei Air Liquide, Alcatel-Lucent... Ebenso bei Barclays, Shell... Man kann sagen, dass alle großen Unternehmen betroffen sind.
Kurz gesagt: Die bestehende Panik wird von langfristigen Investoren und eben auch den Führungskräften als Gelegenheit genutzt, günstig zu kaufen.
Was aber ist mit den Angestellten? Was für die Führungskräfte gut ist, sollte auch gut für die Mitarbeiter sein. Ist das der Fall?
Bedauerlicher Weise mangelt es noch in zu vielen europäischen Ländern an einfachen Rechtsvorschriften zur Förderung der Mitarbeiterbeteiligung.
Wer gehört zu den schlechtesten der Europäischen Klasse in diesem Bereich? Portugal, Italien, Griechenland, Spanien. Somit finden sich hier die gleichen Länder, die in der Krise des Euro stigmatisiert werden. Diese Länder benötigen strukturelle Veränderungen, auch im Bereich der Entwicklung von Belegschaftsaktien. Im hinteren Teil des Klassenzimmers befinden sich aber auch andere Länder: Belgien, die Niederlande und die meisten mittel-und osteuropäischen Ländern.
Was ist die Folge einer oft bestehenden mangelnden Gesetzgebung? In all diesen Ländern sind nur 10 bis 15% der Mitarbeiter Aktionäre großer Unternehmen, im Vergleich zu durchschnittlich 30% im gesamten Europa. Bei guten „Schülern“ steigt sie auf 25, 30 oder 50%. Dies sind Norwegen, Schweiz, Finnland, Großbritannien, Schweden und Frankreich. Bemerkenswert ist, dass in den letzten zehn Jahren Belegschaftsaktien zu einem Bestandteil der "nordischen Modell" wurden.
Vor Kurzem haben die europäischen Sozialpartner einen Appell an die Regierungen ins Leben gerufen. Der Europäische Wirtschafts-und Sozialausschuss nahm diese Initiative auf. Der Ausschuss bündelt die Meinungen von Vertretern der europäischen Wirtschaft, der Gewerkschaften und der Zivilgesellschaft. Die Tendenz ist klar und eindeutig.
Gerichtet an große Unternehmen, sollte jedes europäische Land in seiner Gesetzgebung  ein "vereinfachtes Modell zur Kapitalbeteiligung der Arbeitnehmer“ einführen.
Stehen kleine und mittlere Unternehmen im Fokus, dann sollte jedes europäische Land die mögliche Übertragung z.B. im Bereich der Nachfolge an die Mitarbeiter nach dem Vorbild des in den USA seit 1974 eingeführten "ESOP-Modells" über langfristige Kredit ohne Eigenbeteiligung der Mitarbeiter fördern.
Die Stärke und Konsistenz der Kapitalbeteiligung wird mehr und mehr ein wesentlicher Faktor des verantwortungsvollen Handelns im europäischen Unternehmen. Er verbessert die unternehmerische Leistung und gewinnt zunehmen an Vertrauen.
Die Stellungnahme des Europäischen Wirtschafts-und Sozialausschusses ist auf Seite http://www.efesonline.org/EESC/DE.htm verfügbar.

  July 2011 - Neue Forschungsergebnisse über die Auswirkungen der Mitarbeiterbeteiligung
In den USA sind neue Forschungsergebnisse über die Auswirkungen der Mitarbeiterbeteiligung vorgelegt worden. Dies ist die bisher umfangreichste Studie, die die Verbindungen zwischen den verschiedenen Formen der Kapitalbeteiligung,  von Unternehmenskultur und Unternehmenserfolg darstellt. Einerseits findet sich hier eine bedeutende Sammlung von Essays der Ökonomen Richard Freeman, Joseph Blasi und Douglas Kruse, die im letzten Jahr vom National Bureau of Economic Research herausgegeben wurde. Die Dokumente weisen auf mehrere entscheidende Punkte hin: etwa die Hälfte aller Arbeitnehmer des Privatsektors haben bereits eine Art von Teilhabe-Vereinbarung mit ihrem Arbeitgeber.  Dies führt dazu, dass Mitarbeiter zufriedener werden sowie produktiver und besser arbeiten, solange sie nicht zu viel Risiko einzugehen, indem sie zu viel Kapital in das Unternehmen, für das sie arbeiten, investieren. Aber auch die Unternehmen profitieren oft und weisen eine verbesserte Leistung auf verschiedenen Ebenen auf. Darüber hinaus bietet die Studie eine große Anzahl von Stichproben börsennotierter Unternehmen aus den Vereinigten Staaten der Jahre 1999 bis 2008 und gibt Hinweise darauf, dass Unternehmen mit Mitarbeiterbeteiligung größere Beschäftigungsstabilität in Anbetracht des wirtschaftlichen Abschwungs ausweisen. Lesen Sie mehr

 April 2011 - Auch in der Finanzkriste macht die Mitarbeiterbeteiligung in Europa kontinuierlich Forschritte
Die Zahl der an Arbeit gebenden europäischen Großunternehmen beteiligten Mitarbeiter stieg im Jahr 2010 auf fast 10 Millionen (bezogen auf insgesamt 32,6 Mio. Beschäftigte). Die Zahl der Unternehmen, die ihre Mitarbeiter beteiligen erhöhte sich (91,7%), ebenso die Rate von Unternehmen mit Aktienprogrammen für alle Mitarbeiter (53,7%) und der Unternehmen, die Aktienoptionsprogramme durchführen (64,1%).
Allerdings können signifikante Unterschiede zwischen den Ländern festgestellt werden: Einen signifikanten Anstieg in der Anzahl der beteiligten Mitarbeiter verzeichnen Spanien, Polen, Frankreich und die nordischen Länder (Dänemark, Schweden, Norwegen, Finnland), im Gegensatz zu einem deutlichen Rückgang in Belgien, Irland und den Niederlanden.

Insgesamt fiel die Marktkapitalisierung von Mitarbeiteranteilen auf 192 Milliarden Euro im Jahr 2010. Relativ gesehen gab es zum ersten mal seit vielen Jahren einen leichten Rückgang (von 2,82% bis 2,71%). Allerdings konnte der Anteil der Top Executives erhöht werden, während derjenige der "gewöhnlichen" Arbeitnehmer schrumpfte.
Die Details werden im Mai im "Economic Survey of Employee Ownership in European Countries in 2010" veröffentlicht. Download

 März 2011 - Ein europäischer Binnenmarkt für Mitarbeiterbeteiligung
EU-Kommissar Michel Barnier organisiert eine große Konferenz über den neuen "Single Market Act". Im gemeinsamen Binnenmarkt dreht sich alles darum, Barrieren und Vereinfachung der bestehenden Regeln in ganz Europa zu erreichen. Dieser sollte auch einen europäischen Binnenmarkt für Mitarbeiterbeteiligung beinhalten. Lesen Sie mehr

 März 2011 - Mitarbeiterbeteiligung verbessert Unternehmens-Performance
Es gibt eine Menge Beweise innerhalb der heutigen Sozialwissenschaft dafür, dass die Kombination von sinnvollen breiten Mitarbeiterbeteiligungsmodellen mit einer teamorientierten Unternehmenskultur eine verbesserte Leistung des Unternehmens mit sich bringt. Viele Forschungsarbeiten in den USA haben dies seit langem gezeigt. Eine erste ökonometrische Arbeit liegt jetzt auch über französische Unternehmen vor: Laut dem Zentrum für strategische Analyse, ist die soziale Leistungsfähigkeit eines Unternehmens mit einer Kapitalbeteiligung um 52% höher als die von Unternehmen, die weder Mitarbeiterbeteiligungen noch einen Mitarbeitersparplan haben. Lesen Sie mehr

 Februar 2011 - Vorsitz des Rates der Europäischen Union - Konferenz über Mitarbeiterbeteiligung
Die Konferenz brachte ihre Unterstützung für den Europäischen Wirtschafts-und Sozialausschuss zum Ausdruck und bat um die folgenden Punkte:
Für große Unternehmen: Jedes europäische Land in der EU sollte ein optionales, einfaches und einheitliches Anreiz-Modell mit dem gleichen steuerlichen Regelungen und Anreizen anbieten.
Betreffend KMU: Jedes europäische Land sollte zur Geschäftsübertragung an Arbeitnehmer ermutigen, wie die USA dies seit 1974 tun - das ist das Konzept eines "Europäischen ESOP-Modell" für KMU.
Der Bericht der Konferenz ist ab sofort verfügbar. Lesen Sie mehr

 Februar 2011 - voestalpine-Mitarbeiterbeteiligung
Das Management und der Betriebsrat des voestalpine-Konzerns entwickelten ab dem Jahr 2000 gemeinsam ein innovatives und für viele zu diesem Zeitpunkt überraschendes Konzept: die Mitarbeiter sollen sich mit eigenem Aktienbesitz am Unternehmen beteiligen, mittels Stimmrechtsbündelung sollen sie zu einem stabilen Kernaktionär werden und als individuelle Aktionäre auch Anteil am Erfolg der voestalpine haben. Lesen Sie mehr

 Februar 2011 - Zentrum für Strategische Analyse der Republik Frankreich
Laut dem Zentrum für strategische Analyse Frankreichs ist die soziale Leistungsfähigkeit eines Unternehmens mit Kapitalbeteiligung um 52% höher als die von Unternehmen, die weder eine Mitarbeiterbeteiligungen noch einen Aktiensparplan haben. Die Wirksamkeit von Mitarbeiterbeteiligungsmodellen sollte wieder gestärkt werden, indem die Position der Belegschaftsaktionäre verbessert wird. Lesen Sie mehr

 Januar 2011 - Unternehmensbefragung Mitarbeiterkapitalbeteiligunggesetz
Wir haben Unternehmen nach ihrer Einstellung zum Mitarbeiterkapitalbeteiligungsgesetz befragt, das im letzten Jahr seine erste Novelle erfahren durfte. Die befragten Unternehmen äußerten sich teils lobend, teilweise aber auch kritisch. Wir haben die Ergebnisse zusammen gefasst und übersenden Ihnen diese anliegend. Mehr

 Januar 2011 - Kontroverse über Mitarbeiterbeteiligung in Großbritannien
Das Unternehmen John Lewis wurde für gewöhnlich als bestes Beispiel für Mitarbeiterbeteiligung in Großbritannien aufgeführt. Aber wie arbeitet das Modell wirklich? In Regierungskreisen wurde das John Lewis-Modell der Mitarbeiterbeteiligung als Weg zur Modernisierung des öffentlichen Dienstes gesehen. "Aber John Lewis ist nicht das, was es vorgibt zu sein", sagt ein Experte. "Es ist kein von Mitarbeitern geführtes Unternehmen. Das Interessante sind, wenn man sich sorgfältig mit Dokumenten beschäftigt, die Aussagen über die Struktur des Unternehmens treffen; dann ist es schwierig zu erkennen, wer die Entscheidung über Benennung oder Abberufung der Manager der vermögensverwaltenden Gesellschaft trägt. In diesem Sinne handelt es sich annähernd um eine eigennützige Oligarchie, in der die Geschäftsführung des Unternehmens, neben den Aktionären, in einem Ausschuss tätig ist, der für die Benennung und Abberufung von Geschäftsführern verantwortlich ist. Mehr

 Januar 2011 - Studie zeigt auf, dass breit angelegte Aktienoptionsmodelle die Performance verbessern
Vor kurzem wurde eine sehr umfassende und überzeugende Studie veröffentlich, die Effekte breit angelegter Aktienoptionsmodelle aufzeigt. Die Untersuchung von Optionen für Nicht-Führungskräfte in Relation zur Entwicklung der Performance im Vergleich zur Branche zeigte, dass sowohl die Existenz eines breit angelegten Optionsmodells und die hieraus induzierte Anreizwirkung positiv auf die Unternehmensperformance wirken. Im Gegensatz dazu entwickelten sich Unternehmen, die Zusagen an Führungskräfte machten, schlechter. Mehr

 Welcome amendments to the Prospectus Directive for employee share plans will be in force by July 2011
We have previously reported on proposed amendments to the Prospectus Directive - in particular to the exemption from the requirement to publish a prospectus in relation to an offering made under an employee share scheme. The amending Directive has now been published in the Official Journal of the European Union and will take effect from 31 December 2010. It must be implemented by Member States within 18 months. Pinsent Masons outlines the main changes as they relate to employee share plans

 Oktober 2010 - Neue Forschungsergebnisse über den Zusammenhang zwischen Mitarbeiterbeteiligung und Unternehmenseffizienz
Es gibt zahlreiche neue Untersuchungsergebnisse über Mitarbeiterbeteiligung aus Großbritannien, den USA und den Niederlanden (siehe Pressemeldungen). Die Ergebnisse bestätigen, dass Unternehmen in Mitarbeitereigentum eine höhere wirtschaftliche Stabilität aufweisen und dazu neigen, schneller neue Arbeitsplätze zu schaffen. Darüber hinaus sind diese Unternehmen anderen Firmen wirtschaftlich überlegen. Der Zusammenhang ist stabil bei kleinen Firmen. Aber auch bei größeren Unternehmen ist ein höherer Ertrag zu erwarten, wenn sich die Beteiligung auch in der Firmenkultur und der Strategie niederschlägt.

 Oktober 2010 - Konferenz über politische Maßnahmen in Europa auf dem Gebiet der Mitarbeiterbeteiligung
Die Konferenz findet in Brüssel am 26.11. statt. Teilnehmen werden u.a. der EU-Kommissar Michel Barnier, Pervenche Berès (Europäisches Parlament), Alexander Graf von Schwerin (Europäische Wirtschafts- und Sozialausschuss) und viele andere hohe Vertreter. Die Konferenz wird von EFES im Rahmen der EU-Präsidentschaft Belgiens organisiert. Weitere Informationen

 Oktober 2010 - Neue MitarbeiterBeteiligungsService
In der Vergangenheit waren Unternehmen, die ihre Mitarbeiter am Kapital beteiligen, in der Verwaltung der Modelle weitgehend auf sich gestellt. In der Regel mussten eigene IT-Lösungen programmiert werden, die nicht immer frei von Fehlern waren. Hieraus resultierten nicht immer geringe Kostenbelastungen der Beteiligungsunternehmen und möglichenfalls ein Vertrauensverlust der Mitarbeiter in das Modell. Dieses Defizit der Vergangenheit griffen Mit-unternehmer.com Beratungs in Zusammenarbeit mit dem S-Siegerlandfonds 2 (Beteiligungsgesellschaft der Sparkasse Siegen) durch die Gründung der S-MBS MitarbeiterBeteiligungsService auf. Die S-MBS bietet einen umfassenden Service rund um die Verwaltung von Mitarbeiterdarlehen, Stillen Beteiligungen und Genussrechtsprogrammen. Somit werden Beteiligungsunternehmen im Bereich der Administration ihrer Modelle umfangreich entlastet. Mehr

 Juli 2010 - Projekt „Finanzielle Mitarbeiterbeteiligung" / Link zur Online-Befragung
Der Lehrstuhl für Wirtschafts- und Organisationspsychologie der Universität Rostock führt zurzeit ein Projekt zu Chancen und Risiken von finanziellen Beteiligungsmodellen durch, das von der Hans-Böckler-Stiftung gefördert wird. „Im Rahmen des Projektes wird eine freiwillige Befragung von Mitarbeitern in Unternehmen mit Kapitalbeteiligungsmodellen durchgeführt. Dabei interessiert uns vor allem, wie Beschäftigte die Beteiligungsangebote einschätzen und welche Wirkungen sie durch das Beteiligungssystem auf Motivation, Arbeitszufriedenheit, Leistung etc. wahrnehmen. Wir möchten auch untersuchen, wie die Mitarbeiter die Rolle des Betriebsrats im Zusammenhang mit dem Beteiligungsmodell sehen. Wir möchten gezielt Unternehmen und Mitarbeiter ansprechen, die sich für das Thema und die Befragung interessieren. Wir würden uns freuen, wenn Unternehmen (Geschäftsführer, Personalleiter) ihren Mitarbeitern den Link zur Befragung zur Verfügung stellen könnten, beispielsweise durch Verbreitung über ihr Intranet. Die Befragung ist nur mit geringem Aufwand verbunden. Vertraulichkeit ist selbstverständlich garantiert. Die Befragung erfolgt anonym, Rückschlüsse auf Unternehmen oder die teilnehmenden Mitarbeiter sind nicht möglich. Wichtig ist uns, dass die Forschungsarbeit auch einen praktischen Nutzen für die Unternehmen hat und diese weitere wichtige Erkenntnisse über Beteiligungssysteme aus Mitarbeitersicht erhalten. Daher bieten wir allen an der Befragung teilnehmenden Unternehmen an, ihnen die Ergebnisse der Befragung (z.B. spezifiziert nach Branche / Rechtsform der Unternehmen) zur Verfügung zu stellen“. Hier geht es direkt zur Befragung: http://www.wiwi.uni-rostock.de/~wsf1155/limesurvey/index.php?sid=11453&lang=de

 Juni 2010 - Ermutigende Zeiten für die Mitarbeiterbeteiligung in Europa
Die jährlich erscheinende Übersicht über die Ersparnisse durch Beteiligung der Mitarbeiter in Frankreich war gerade erschienen mit dem Ergebnis, dass sich die Werte im Verlauf des Jahres 2009 erholten. Die jährlich herausgegebenen Zahlen aus GB erschienen zur gleichen Zeit und wiesen einen Boom an Popularität aus. Hier gab es einen großen Anstieg. Die von EFES durchgeführte Analyse für alle europäischen Länder bestätigt diesen Trend. Dem steht gegenüber, dass die Sozialpartner einen neuen Standpunkt gegenüber der finanziellen Teilhabe einnehmen, der durch die neuen Rahmenbedingungen des European Economic and Social Committee geprägt ist. Lesen Sie mehr

 Mai 2010 - Europakonferenzen in Rom und Brüssel
Zwei große Konferenzen werden auf europäischer Ebene stattfinden: In Rom vom 16.-17. September und in Brüssel am 26. November 2010. Die Konferenz in Rom hat die “Ausübung der Rechte von Mitarbeiteraktionären” zum Thema. Welche Verfahren sind geeignet? Welche Modelle und welche Hindernisse bestehen in Europa? Könnte das System effektiver sein? Die Konferenz in Brüssel ist Bestandteil der belgischen EU-Präsidentschaft – "10 Jahre politische Entwicklung der Mitarbeiterbeteiligung in Europa – Vergangenheit, Gegenwart, Zukunft ". Lesen Sie mehr

 Mai 2010 - Eine Katze ist eine Katze
Eine Katze ist eine Katze. Dies ist die gegenwärtige Debatte im europäischen Internetforum zu Mitarbeiterbeteiligung. Die Finanzkrise bringt neues politisches Bewusstsein über die Mitarbeiterbeteiligung. Sie erhält mehr und mehr den Ruf, die beste Option für gesunde Unternehmensführung, langfristige Visionen und Stabilität zu sein, Das alte Konzept der finanziellen Teilhabe scheint überflüssig und verwirrend. Dies ist das Motiv für Sie, das Forum zu besuchen. Lesen Sie mehr

 Mai 2010 - Zähneknirschen in Frankreich
Die Überführung der Direktive über Aktionärsrechte schafft Probleme in Frankreich. Der europäische Mitgliedsstaat hat die Direktive in nationales Recht zu überführen. Sie hat das Ziel, die Ausübung von Aktionärsrechten zu erleichtern und damit die Kontrolle von EU-Unternehmen effektiver zu gestalten. Frankreich scheiterte, das Gesetz rechtzeitig zu implementieren. Darüber hinaus bringt das Projekt zur Übernahme des Gesetzes neue Schwierigkeiten und Hindernisse mit sich. Lesen Sie mehr

 März 2010 - Die Demokratisierung der Mitarbeiterbeteiligung
Im Durchschnitt verfügt jedes größere europäische Unternehmen über vier Vorstände. Jeder Vorstand hält 2009 eine Beteiligung in Höhe von 6.475.000 € am Unternehmen. Die meisten der großen europäischen Unternehmen praktizieren auch ein Mitarbeiterbeteiligungsmodell. Viele dieser Unternehmen wollen durch Beteiligung der Mitarbeiter Aktionärs- und Mitarbeiterinteressen in Einklang bringen. Meist beginnt Mitarbeiterbeteiligung auf Vorstandsebene. Die Zahl der Beteiligten auf den nachgelagerten Hierarchiestufen beträgt insgesamt 9,3 Millionen, von denen jeder Mitarbeiter 2009 im Durchschnitt € 10.000 Beteiligungswert hält. Dies zum Vergleich. In der letzten Zeit wurde viel über die Vergütung von Vorständen diskutiert. Aber was ist mit der Mitarbeiterbeteiligung? Mehr

 März 2010 - Rechte der Mitarbeiteraktionäre in europäischen Unternehmen
Welche Regelungen sind gut? Welche Modelle und welche Hindernisse gibt es in Europa? Können Rechte effektiver ausgestaltet werden? Diesen Fragen widmet sich ein europäischer Report, der mit Unterstützung der Europäischen Kommission erstellt und am 16. und 17. September 2010 in Rom vorgestellt wird. Er wird dazu beitragen, neue Dialoge im sozialen Bereich und bezüglich Unternehmensführung zu eröffnen. Hier geht es zur Homepage

 März 2010 - Europäische Arbeitnehmer profitierten von gesunkenen Aktienkursen

                                                                                       2009                2008                2007                2006
Beteiligte Mitarbeiter                                                            9.3 Million        9 Million           8.4 Million
Kapitalanteil in Mitarbeiterhand                                             2.86%              2.79%             2.75%             2.43%
Kapitalvolumen in Mitarbeiterhand in €                               166 Milliarde     249 Milliarde    291 Milliarde    213 Milliarde
Anteil europ. Unternehmen mit MAB                                   91%                 83.8%             81.4%             77.4%
Anteil europ. Unternehmen mit MAB auf breiter Basis          53.1%              50.9%              49%               45.2%
Anteil europ. Unternehmen mit neuen Modellen                   30.3%              35.3%              26.5%

In Kurzform: Durch den Rückgang der Aktienkurse konnten Mitarbeiter ihre Beteiligungsanteile ausweiten. Dies ist die wesentliche Schlussfolgerung einer europaweiten Untersuchung über Mitarbeiterbeteiligung in den europäischen Staaten in 2009, welche bald veröffentlicht wird. Mehr

 März 2010 - Vom Deutschen Aktieninstitut
Interview mit dem geschäftsführenem Vorstandsmitglied des Deutschen Aktieninstituts Prof. Dr. Rüdiger von Rosen. Mehr

 März 2010 - Fortschritte
Mitarbeiterbeteiligung ist ein zentraler Punkt im Rahmen der Wahl in Großbritannien (siehe Pressemeldungen). In Paris brachte der Kommissar für Binnenmarkt und Dienstleistungen seine positive Einstellung wie folgt zum Ausdruck: "Ich werde Vorschläge für eine Verbesserung der Corporate Governance unterbreiten: Höhere Transparenz für Vergütungen von Aktionären bis hin zu Vorständen und eine verbesserte Position für Mitarbeiterbeteiligungen…" Weiter so, Michel !!… Mehr

 Februar 2010 - Happy End in Italien
Jedes Land Europas ist nun damit beschäftigt, die McCreevy Richtlinie bezüglich Aktionärsrechte in nationales Recht umzusetzen. Zuerst brachte die Richtlinie die Initiative der Belegschaftsaktionäre in Gefahr. Glücklicherweise kann jedoch die neue Gesetzgebung weiter bestehen bleiben.

 Februar 2010 - das neue gemeinsame Logo der Mitarbeiter-Genossenschaften in Frankreich
Die französische Vereinigung der Mitarbeiter-Genossenschaften tritt nun mit einem neuen gemeinsamen Logo für Mitarbeiter-Genossenschaften auf. Mehr

 Januar 2010- INSM - Dossier Mitarbeiterbeteiligung
Ein Stück vom Kuchen für jedermann? Die Parteien überbieten sich in ihren Programmen mit Modellen zur finanziellen Mitarbeiterbeteiligung von Arbeitnehmern an den Unternehmen. Von einfachen Lösungen einer direkten Erfolgsbeteiligung bis hin zu komplizierten Fonds-Modellen einer Kapitalbeteiligung reicht dabei die Spannbreite der Überlegungen. Der Fachautor Stefan Fritz erklärt die Möglichkeiten der Mitarbeiterbeteiligung, nennt die Vorteile und zeigt Beispiele aus der Unternehmenspraxis. Mehr

 2010: ein wichtiges Jahr
2010 wird ein wichtiges Jahr für die Mitarbeiterbeteiligung in Europa, was die politische Ebene anbelangt. Im Anschluss an die Konstituierung des Europäischen Parlaments steht nun die Neubesetzung der Kommission an. Wir richteten ein Schreiben an die neuen Kommissare … Mehr

 Dezember 2009 - Anwendung der Mitarbeiterbeteiligung in europäischen Unternehmen
Welche Verfahrenweisen sind geeignet? Welche Modelle können übergreifend in Europa eingesetzt werden, welche Hindernisse bestehen? Kann Mitarbeiterbeteiligung effektiver werden? Diese Fragen beantwortet ein Bericht, der mit Unterstützung der Europäischen Kommission erstellt und im Rahmen einer Europakonferenz in Rom im Juni 2010 vorgestellt wird. Mehr

 Dezember 2009 - Australisches Mitarbeiter-Buyout-Znetrum
Das australische Mitarbeiter-Buyout-Zentrum (Australian Employee Buyout Centre) wird bald seine Arbeit aufnehmen. Seine Aufgabe ist der Erhalt, der Schutz und die Erhöhung der Anzahl von Arbeitsplätzen durch Mitarbeiterbeteiligung. Mehr

 Dezember 2009 - Bitte unterstützen Sie unsere Arbeit
Dank Ihrer Unterstützung sind wir in der Lage, Ihnen regelmäßig Informationen bereitzustellen. Wir bitten Sie daher auch weiterhin um Ihre finanzielle Unterstützung, damit wir unsere Arbeit fortsetzen können. Mehr

 November 2009 - Konferenz unter Vorsitz von Lech Walesa in Warschau
Mitarbeiterbeteiligung steht in Polen wieder auf der Agenda. Das Thema stand im Zentrum einer am 16. November in Warschau unter Beteiligung der European Federation of Employee Share Ownership durchgeführten Konferenz. Bilder

 November 2009 - Maybe a historic step
Crisises are typical moments for new ideas. Last summer, we saw German unions changing their minds about employee ownership, considering it as a tool against the financial crisis, and demanding capital stakes in troubled companies. "Arbeitnehmer sind die besseren Aktionäre" (the best shareholders are employee shareholders)!
Now it is in the USA: Last month, the United Steelworkers (USW) and Mondragon Corporacion Cooperativa announced a framework agreement for collaboration to establish workers cooperatives.
Unions are usually quite reluctant about employee ownership. This is normal. It is well the unions' role to defend workers against risks. Ownership is a risky matter, and this is also true for employee ownership.
Highlighting the differences between Employee Stock Ownership Plans (ESOPs) and union co-ops, USW President Leo Gerard said, "We have lots of experience with ESOPs, but have found that it doesn't take long for the Wall Street types to push workers aside and take back control. We see Mondragon's cooperative model with "one worker, one vote" ownership as a means to re-empower workers and make business accountable to Main Street instead of Wall Street."
Votes, accountability… This is about governance, pointing out that ownership is not only a risk but also the ability to have a say. Probably your risk is even higher when you don't have any say.

 October 2009 - Effervescence in Italy about McCreevy's Directive on shareholders' rights
Effervescence in Italy. For now, each European country is in the process of transposing the "McCreevy's Directive" on shareholders' rights. In Italy, the transposition threat to remove the associations of shareholders. The federation of shareholders' associations CONAPA convenes its congress on November 10. Detailled information  Letter to Minister Sacconi  Letter to the Treasury and to the CONSOB

 October 2009 - New course in Germany, discussions in Italy and Poland
Things are changing quickly. Until recently, Germany was quite reluctant about employee ownership. It's only just since April that a new legislation was in force and employee ownership is already again on the agenda, with German trade unions promoting employee ownership as a tool against the financial crisis, and demanding capital stakes in troubled companies. However, employers' organisations seem more cautious. Whatever next !? Same situation in Italy: Minister Sacconi convened social partners to a roundtable about employee financial participation, getting positive reactions from the unions' side but cautiousness from employers. In Poland, Vice-Prime Minister Pawlak prepares a new privatisation phase based on employee ownership. Who's next?

 September 2009 - New course in Germany, new course for Europe
Until recently, Germany was quite reluctant about employee ownership. Things are now changing. The German Ministry of Employment & Social Affairs launch a dedicated website and an excellent brochure promoting employee ownership. German trade unions are discovering employee ownership as a tool against the financial crisis. Demanding a capital stake in a troubled company is fast becoming a powerful rallying cry - "Arbeitnehmer sind die besseren Aktionäre" (the best shareholders are employees !). Now that most big European countries feel positive, the whole political picture could change in a positive way for employee ownership at European Union level.

 July 2009 - Bücher mit den Themen der Vergütung oder Beteiligung von Mitarbeitern
Aktuelle Bücher die sich mit den Themen der Vergütung oder Beteiligung von Mitarbeitern auseinandersetzen. Vielleicht ist ja der ein oder andere Titel für Sie von Interesse?

 July 2009 - Proposal to the new European Parliament
After 10 years of (no) European policy, time has come to assess the situation and to re-launch a dynamic policy for developing employee ownership across Europe. 150 Members of the European Parliament and leaders from all political parties expressed their support to the Employee Ownership Manifesto for the 2009 European elections. Healthier economy, sustainability, better governance are the key points in most supporting messages from all parties. Proposal to the new Parliament

 June 2009 - 150 Members of the European Parliament
150 Members of the European Parliament and candidates from all political parties answered our Manifesto for the European elections. The last ten years saw a strong development of employee ownership in European companies. Strangely, this happened while a European policy for the promotion and the development of employee ownership was completely lacking. It is time to reconsider things and to relaunch a real European policy. This is a role for the new European Parliament. Detailed information

 June 2009 - Employee ownership or not employee ownership in the auto industry
For the first time Washington is looking to employee ownership in a unique form at Chrysler -- employees will have a stake in the company. However, what is it really? Employee ownership or not employee ownership? The United Auto Workers union will own 55% of Chrysler. What future for a union-controlled industry? Which place for employee ownership in the auto industry bailout? Same question for German unions and Opel in Europe. Detailed information

 Marz 2009 - Am kommenden Mittwoch tritt das neue Mitarbeiterkapitalbeteiligungsgesetz in Kraft in Deutschland
Passend dazu legt die
EUROPEAN FEDERATION OF EMPLOYEE SHARE OWNERSHIP (EFES) eine europäische Vergleichsstudie über den Bestand von Kapitalbeteiligungsmodellen vor. Download
Die Ergebnisse bekräftigen die Zielrichtung des neuen Gesetzes: Kapitalbeteiligungsmodelle sind in Deutschland unterrepräsentiert. Nur 1,67% des Kapitals von Großunternehmen ist in der Hand der Beschäftigten (EU-Vergleich 2,63%). Die Ursache hierfür liegt teilweise darin, dass lediglich ¾ der Großunternehmen eine Form der Kapitalbeteiligung praktizieren. In Irland und Finnland liegt die Quote dagegen bei 100%. Darüber hinaus praktizieren lediglich 36% der Großunternehmen eine Kapitalbeteiligung auf „breiter“ Basis (EU-Vergleich 51,9%).
Weitere Negativmerkmale sind, dass die Quote neu aufgelegter Programme (Bezugsbasis sind die Jahre 2007/2008) mit 29% relativ gering ist (EU-Vergleich 36,6%) und Beteiligungsmodelle im Durchschnitt erst im Jahre 1999 eingeführt wurden (in Irland dagegen bereits 1995).
Charts zu diesen und weiteren Erhebungsmerkmalen finden Sie anliegend.
Im Ergebnis zeigt sich grundsätzlich, dass die Intention der Bundesregierung zur Einführung des neuen Mitarbeiterkapitalbeteiligungsgesetz bestätigt wird: die Beteiligungskultur in Deutschland muss ausgebaut werden, um hierüber positive Effekte auf den Wirtschaftsstandort Deutschland zu erreichen.
Für Rückfragen stehen wir oder die Mitarbeiter von EFES Ihnen gerne zur Verfügung!
Mit herzlichen Grüßen
Stefan Fritz
Geschäftsführender Gesellschafter, mit-unternehmer.com Beratungs-GmbH

 Eighth European Meeting of Employee Ownership – Brussels, 18 May
The Eighth European Meeting of Employee Ownership will be held in Egmont Palace, in the center of Brussels on May 18, 2009. Registration and practical information

March 2009 - Your country compared to others in 2008
Each European country can easily be compared to others regarding employee ownership in 2008, thanks to a set of ten graphs, using fully comparable information. Download country files

 February 2009 - Manifesto for the 2009 European Parliament Elections
The Employee Ownership Manifesto presents 6 practical proposals to all candidates to the new European Parliament and to the European Commission. All interested people are invited to express their support and answer our questions. Knowing that the European Union doesn't have the necessary competency in the matter, most proposals are addressed to the states. All reactions are published on the dedicated website. We already received a number of interesting reactions from MEPs and others: Glenis Willmott, Stephen Hughes, Brian Simpson, Bernard Lehideux, Robert Goebbels, Frédéric Lefebvre and others. Detailed information

 February 2009 - Economic Survey of Employee Ownership in European Countries in 2008
Assets held by employee owners fell to 240.2 billion Euro in 2008, compared to 283.3 billion in 2007, a serious decrease of 15.2%; however this was still quite more than the 206.2 billion in 2006. Employees share in companies capital stabilized on 2.63% in 2008, compared to 2.64% in 2007 and 2.32% in 2006. Europe had 9,1 million employee owners in 2008 compared to 8.5 million in 2007. This is a first information from the Survey of Employee Ownership 2008. The survey brings an exhaustive information about 2.533 European groups, gathering 259.000 companies and 32.4 million employees. See below a first graph showing that employee share plans continue to multiply among European companies. The full Annual Survey will be published on May 18, 2009, it is time for subscription! Subscription order

 February 2009 - Eighth European Meeting of Employee Ownership
The Eighth European Meeting of Employee Ownership will be held in Egmont Palace, in the center of Brussels on May 18, 2009. Detailed information

 February 2009 - New legislation in Germany
Finally they did !! The Bundestag voted the new legislation for the promotion of employee ownership on January 22. Detailed information

 January 2009 - Crisis as usual
Is the present crisis so different from others? No future, the end of the world, the end of the free enterprise economy, the end of (employee) ownership? As usual, the biggest crisis we've ever seen. As usual doomsayers and happiness mongers as well. As usual most were surprised while many had predicted. As usual bankruptcies, scandals, even surprising frauds, some billionaires suicides. Gesticulations as usual  and reflection. As usual some cry for freedom while others for more regulation. As usual, many look backwards while some look forwards. Get here a long-term vision of financial crisises 1929-2008

  January 2009 - Restructuring and rescuing distressed companies
Bailout plans are multiplying, involving employee ownership. However, all companies cannot be saved. Last month, Tribune Company went bankruptcy in the USA. One year ago, it was acquired through an ESOP (employee stock ownership plan) for 8.4 billion dollars. Tribune employees won't be losing anything from the company's employee ownership stock plan. However a bad story for ESOPs. What about the automotive crisis? Is employee ownership the future of automotive companies? Which future for employee ownership? This is a new big debate in the US. After the ESOP Foundation launched its "Employee Ownership Blog" some months ago, it is now turn for the US National Center for Employee Ownership. Both blogs give the opportunity to some of the most experienced experts to discuss the point: Michael Keeling, Corey Rosen, John Logue and John Hoffmire

  January 2009 - Faux pas at the European Commission
The recent call for proposals concerning employee ownership was corrupted. A double complaint was addressed to the European Ombudsman. Detailed information

December 2008 - Time to buy (bis)

"Workers of the world unite. Don't down your tools but buy a slice of the action. There couldn't be a better time to start learning to love equity - owning shares and investing in business... It is counter-intuitive but with the stock market at rock bottom, this is a great moment for the British worker to swap being a wage slave for owning shares through employee share schemes or investing on the stock market. Taking part in cooperatives or partnerships could be explored too..." (British press). Just as we already pointed in October, it is remarkable that most debates about employee ownership are going in the same way: Time to buy.

  Panic at the European Commission
Difficult time to face. Too difficult for the present European Commission, at least regarding employee ownership. Ignorance, incompetency, what else? This has to be changed. We call for a renewed Commission with real competency in the matter. Letters were addressed to José Manuel Barroso and to Nicolas Sarkozy. See detailed information

November 2008 - A political roadmap for employee ownership in Europe

A political roadmap for Europe was proposed in the framework of the French Presidency of the European Union. What should be done at European level to promote the development of employee ownership?  Should we set up a European model? The picture of  employee share plans in large European companies is highly fascinating. It is a general movement, involving all large companies in all countries. However, when considering the European states, it is still everyone for himself. What can be done for Europe? Which European model? Download

  Employee ownership for all
Employee ownership for all: This is the common theme linking all these articles about employee ownership in the world's press last month. Most discussions about the financial crisis, share options and executive pay. "Share options and participation for all" seems to be the way in France, Germany and others as well. Tax benefits for employee-owned companies are requested in Spain… See press review

  Unternehmer für unsere Gesellschaft - 58. Jahrestagung der AGP e.V. 27.11.2008, Berlin
Finanzkrise und Kapitalismuskritik kratzen wieder einmal kräftig am Bild der Sozialen Marktwirtschaft in Deutschland. Sind Gier und kalter Markt die bestimmenden Faktoren in unserer Gesellschaft geworden, wie vielfach behauptet wird? Tausende von Unternehmern beweisen täglich das Gegenteil. Insbesondere mittelständische Unternehmer zeigen durch ihr Handeln, dass sie nicht am kurzzeitigen Tageserfolg interessiert sind, sondern mit Weitblick ihre Verantwortung für Unternehmen und Gesellschaft wahrnehmen. Sie reden nicht nur von Teilhabe, sondern sie praktizieren sie auch. Sie lassen die Gemeinde und den Fiskus genauso teilhaben wie Lieferanten, Vereine und vor allem ihre Mitarbeiter. Durch Wertschätzung, Förderung und Kommunikation auf Augenhöhe, aber auch durch Erfolgsbeteiligung und manchmal sogar Kapitalbeteiligung. Dass die Teilhabe am Erfolg für viele Unternehmer nicht mehr wegzudenken ist, spricht sich immer mehr herum. Auch die Politik hat reagiert und bereitet ein neues Gesetz vor. Einladungskarte

  October 2008 - Time to buy
It is remarkable that most articles about employee ownership in the world's press tell about similar information: Time to buy. For a former Prime Minister, Maltese dockyards should be transferred to a workers' cooperative rather than to foreign ownership. Austrian Airlines: Unions ask for strategic employee ownership which could even be a reason to choose Air France-KLM's offer rather than Lufthansa. Alitalia: Big unions are more reluctant here than Austrian colleagues, but Pilots Union asks for significant employee ownership. Ireland: Eircom's Employee Share Ownership Trust, which alreay owns 35pc of the telecommunications firm, is considering a stake in its majority owner Babcock & Brown Capital. France: Long struggle to rescue Ledar Papermaker through a new workers' coop. Successful new employee share plans for AXA, Société Générale, EDF… Finally, the question is also coming from the USA: "Maybe it's time for Chrysler's employees to buy the company."

  September 2008 - Employee ownership in tough times
"Investing employee retirement money in company stock is not just risky: It's idiotic" (in American  press). Yet in present times, numerous French companies are launching new global plans (see press review)… Many American companies are bought by employees through ESOPs… German government has now just decided for a new supportive legislation in 2009… French employees didn't reduce their employee savings so much, yet President Sarkozy encouraged them to spend it and to boost consumption… The chairman of British employee-owned retailer John Lewis Partnership promises no job cuts in tough times… All idiots?

  Finland – Germany - Spain
Finland brings a good example of employee ownership development in 2008. Compared to 2007, employees' share in capital raised from 1.56% to 1.89% (+21%) on average in the 61 largest Finnish companies. Due to troubles on financial markets, the market capitalisation of the 61 companies decreased from 215 to 213 billion Euro (-1%), while employees' shareholdings grew from 3.3 to 4 billions Euro (+20%). This is based on our survey of employee ownership in European companies, being now updated for year 2008. Things are not so good in Germany: Employees' share in capital appears to be unchanged in 2008 compared to 2007 (1.72%) – It is time for a better legislation. Things are even worst for Spain: Employees' share in capital decreased from 1.57% in 2007 to 1.45% in 2008.

  June 2008 - New research confirms employee-owned companies more productive

A new recent research on "Employee Ownership and Participation Effects on Firm Outcomes"  conducted by Brent Kramer, a doctoral candidate at the City University of New York, “provides strong evidence that majority employee-owned businesses have a significant advantage over comparable traditionally-owned businesses in sales per employee.” More information 

  June 2008 - Private Equity and employee ownership
Over the past decade, management and employee share ownership has become a standard way for  the private-equity industry. It can even be said that management and employee share ownership has become an established part of the private-equity toolkit. More information

  May 2008 - First Annual Economic Survey of Employee Ownership in European Countries
The Survey reveals that employee ownership is progressing at a quicker rate and with greater depth across Europe than expected. When considering recent trends, employee ownership is predicted to double within the next 5-10 years, from currently 8.2 million employee owners to 16 million and from currently 26.2% of all employees in large European companies to 40-50%, and finally capitalisation held by employees is predicted to rise currently from 2.35% to 4 - 4.5%. This is a sudden development in most European countries. However, some countries began earlier while others dawdled on the way. They can easily be compared to each others. Each country file can be downloaded and the full Annual Survey is now available. More information

  Seventh European Meeting of Employee Ownership - Brussels, 23 May 2008
The Seventh European Meeting of Employee Ownership was held in the prestigious Solvay Library, just near the European Parliament. Most presentations and documents are now available. More information

  The European Employee Ownership Top 100 in 2007
The new rankings or European top companies regarding employee ownership are now available for year 2007. More information

  April 2008 - Europe – USA and the hedge funds
USA: Some days ago, we got the "Statistical Profile of Employee Ownership" from the National Center for Employee Ownership in the USA. Employee Stock Ownership Plans (ESOPs) are the most popular employee ownership scheme in the US – they have now 9.774 ESOPs, with 11.2 millions employee owners, holding 630 billions Euro in assets. Looking at all other employee ownership schemes besides ESOPs, they have some 25 millions employee owners, holding more than 1.000 billions Euro in assets.
Europe: Considering the 2.500 largest European companies, we have now 8.2 millions employee owners across Europe, holding 260 billions Euro (see our first "Annual Economic Survey of Employee Ownership" will be soon made public).
Europe and USA: Employee owners hold now some 1.260 billions Euro, quite similar to the global capitalisation of all hedge funds across the world in 2007 (US$ 1.700 billions = 1.160 billions Euro).

  New legislation in Slovenia
On February 29, the Slovenian Parliament voted a new legislation for employee share ownership and financial participation. This is a first major change in the new Member States of the European Union. Most of them promoted  employee ownership when they privatised, 15 years ago, but nothing was done to support employee ownership in the longer term. Hence this strange situation, employee share ownership expanding in the first 15 countries of the European Union, while declining in the new ones.

  80% of all European largest companies have employee share plans
80% of all European largest companies had employee share plans in 2007, coming from 50% in 2000,  20% in 1994, 10% in 1986... A quick and recent development. All European countries are involved without any exception. However, some of them began earlier while others dawdled on the way. We present the full picture in a set of graphs, so you can see what it is for each country. See graph

  Brussels, 23 May 2008 – Seventh European Meeting of Employee Ownership
The Seventh European Meeting of Employee Ownership will be held in Brussels on 23 May. The meeting will be the place for the publication of the ranking of the European Employee Ownership Top 100 for year 2007 and the full analysis of employee ownership across Europe in 2007. Would you like to attend – get detailed information here

  January 2008 - Promising year 2008
A lot of things seem promising for a new political impulse to employee ownership across Europe. Germany is going fast to a new legislation, Austrian Government is working hard, Prime Minister Jean-Claude Juncker of Luxemburg launched a call some weeks ago, the new All Party Parliamentary Group on Employee Ownership is in place in UK, some new Member States seem opening doors, for instance Slovenia (going to a new legislation for employee ownership in 2008), and the next French Presidency of the European Union could be a good opportunity.

  December 2007 - 14 European countries in 2007 – and Austria
Compared with a set of 14 European countries, employee share ownership seems low in Austria. We made a presentation last month in Vienna on invitation of Vice-Chancellor Wilhelm Molderer and Minister of Economics and Labour Martin Bartenstein, comparing employee share ownership in 14 European countries. This is based on most recent numbers, those of year 2006/2007 – a photography of European employee ownership in real time. See presentation

  Mitarbeiterbeteiligung kittet Koalition !
Arbeitsgemeinschaft Partnerschaft in der Wirtschaft - AGP Mitteilungen Newsletter 04-2007
Gesellschaft für innerbetriebliche Zusammenarbeit GIZ - Newsletter "Mitarbeiter-Beteiligung" Nr. 3/2007 und Pressespiegel Dezember 2007

  All-Party Parliamentary Group on Employee Ownership in UK
British Parliament decided to set up a permanent All-Party Parliamentary Group on Employee Ownership. This looks a major political step for employee ownership in UK. The Group organised first a public inquiry, allowing us to express our requirements regarding employee ownership not only in UK but for the whole European Union. See inquiry

  Employee share ownership in business succession planning
It is known that ESOP – one of the most typical employee ownership scheme in USA, was particularly designed for business succession. In Australia, the Australian Employee Ownership Association (AEOA) has been vigorously promoting the role that employee share ownership can play in business succession planning. To support the development of employee share ownership in the SME sector, the AEOA has set up a special "resources" page to assist business consultants with advising on ESOP-based business successions and the expansion of employee equity in private companies. The articles, case studies and web-links appearing on this page will be useful for informing retiring business owners wanting to transition their business to their employees as part of a succession plan, as well as for those wanting to implement shared ownership of private businesses generally. See this new resources web-page
  Employee Ownership Blog
Creation of the Employee Ownership Blog in USA. The Employee Ownership Blog is dedicated to fostering an open discussion about employee ownership in the US while keeping readers informed of new developments on the legislative front and linking to relevant articles. Access to the blog 

  A trade unionist in the world of employee ownership
David Wheatcroft is a British trade unionist and an experienced practitioner in the employee ownership field. He just published a new paper: "Caring and sharing – the co-owned route to better care", a personal account of how an employee owned company – Sunderland Home Care Associates – was formed and has flourished. Of course such company is not listed – the paper tells how a regulated internal share market is used for employees who wish to sell or buy shares. Another aim of this report is to show national and local policy makers why the co-ownership model has so much to offer public services. Download  

  Soon coming - The European Employee Ownership Top 2007
Last year we set up a full database of employee ownership in all widest European groups, including detailed description and history of all share-based and option schemes in each group. Our database is presently being updated for year 2007. So we'll be able to see how employee ownership evolved from 2006 to 2007 in all 27 countries of the European Union. This year the database will cover all 2.500 widest European groups, on which 1.200 are already updated. In these 1.200 companies, we can mention that capitalisations held by employees rose by 29,8% in 2007. Of these capitalisations, executives held 19% in average and common employees 81% (but executives held 67% in Spain, 29% in Germany, 17% in Finland). Last year, many companies designed and launched new employee share and options plans. 44% did so in Denmark, compared to 39% in Ireland, 35% in Finland, and only 22% in Germany, 15% in Spain, 8% in Portugal… The database will be soon completely updated and we will publish our rankings for year 2007 and our detailed analysis through a publication and a conference in March 2008. Would your company be a sponsor for this publication and event? Sponsoring

  September 2007 - Aus brandaktuellem Anlass !
SPD und CDU/CSU haben jüngst ihre Vorschläge zur Förderung der Mitarbeiter-Beteiligung in Deutschland vorgelegt. AGP und GIZ haben die Kernpunkte herausgearbeitet: AGP Mitteilungen - Newsletter 03/07

  Employee share ownership - what's in it for you?
Is buying shares in your company a wise investment and a good way to keep your eye on management? In this interview for Rhodia Alliance OnLine (Rhodia's association of employee shareholders), we talk about the advantages of owning a stake in your company, whether criticism of your management is a bad career move, and we break down some of the mysteries and financial ins and outs of share ownership. More details

  New European Report
The European Foundation in Dublin just published a new report about financial participation of employees in the European Union. Conclusion: "There has been a clear trend of rising levels of financial participation over the five years between 2000 and 2005. In all countries there has been an increase, in some cases notable, in the percentage of employees participating… This indicates that the percentage of workers involved in financial participation schemes in Europe, although still low, is on the increase, suggesting that the phenomenon will probably become more significant in the near future." More details

  Political debate about employee share ownership in Germany

Two different proposals are discussed in Germany. The Christian Democratic Party has published a paper with a list of proposals to promote financial participation on the company level. The proposal of the Social Democratic Party has a different objective: They propose to establish a so called “Germany Fund”. A common proposal of the two governmental parties – that means a compromises – could be expected in autumn. More details

  Request to the new Member States of the European Union
EFES requests all new Member States to adopt a legislation allowing employee share plans based on international standards. Most countries answered positively. More information

  Juli 2007 - Aus brandaktuellem Anlass !
SPD und CDU/CSU haben jüngst ihre Vorschläge zur Förderung der Mitarbeiter-Beteiligung in Deutschland vorgelegt. Wir haben die Kernpunkte (pdf) herausgearbeitet und freuen uns über Ihre Bewertung unter Ihre Meinung !

  2007 surveys in France and United Kingdom
France publishes its Sixth Annual Survey on employee savings plans. In 2007, 84% of Executives and 82% of employees consider employee share ownership as a good thing for companies (it was 79% and 80% in 2002). Download French Survey  UK released the results of its annual SIP (Share Incentive Plan) and SAYE (Save As You Earn) survey – the most common plans, a succesful story. More information about UK  

  And now Germany
From its start one year ago, Angela Merkel's Government plans to make up the time Germany had lost regarding employee share ownership. Both political parties of the big coalition had their own working groups. Now both proposals are on the table. Socialist SPD thinks to indirect employee ownership, free of risk, through a big "German Fund", managing employees savings and investing in German companies. Christian Democrat CDU/CSU is more inclined to favour direct employee share ownership. See more information in press review.

  Request to the new Member States of the European Union

EFES requests all new Member States to adopt a legislation allowing employee share plans based on international standards (annual employee share purchase plans, 20% discount price free of tax and social security, up to 5.000 Euro or 10% annual wage, 3 years blockage). We already got answers from Slovenia, Estonia, Latvia and the Czech Republic. More information

  Juni 2007 - Gesellschaft für innerbetriebliche Zusammenarbeit
Newsletter "Mitarbeiter-Beteiligung" 02/2007

  Request to the new Member States of the European Union
EFES requests all new Member States to adopt a legislation allowing common employee share plans. Most new Member States have a bad opinion about employee share ownership and they don't have any adapted legislation. This makes things difficult, not only in these countries but in the European Union as a whole, because most new Member States being not interested or even hostile, political interest for employee share ownership fell dramatically also in Brussels !! More information

  Russian Employee Ownership Association
An international conference on employee ownership in Russia was held on June 7-8, 2007 in Rostov-on-Don, Capital of South Russia (city of Essenin, Tchekhov, Soljenitsin, etc), being hosted by the Rostov State Economic University. The Conference decided to set up a new Russian Association for Employee Ownership, and EFES will help.
More information

  Mai 2007 - Die Mitarbeiter als Aktionäre der Zukunft in Österreich
Die österreichische Bundesregierung will die Mitarbeiterbeteiligung in Österreich im Laufe dieser Legislaturperiode verdoppeln, sagt Finanzminister Wilhelm Molterer.

  Explosive development about employee ownership in the world's press (May 2007)
7.560 articles about employee ownership in the world's press in April. When we launched our press review for the first time in October 2005, we got 597 articles. In March 2006, it was 1.090. In March 2007, last month, it was 2.090… Now with 7.560 articles, we have to change our methods. See press review below.

  Fever in USA, employee ownership schemes are especially topical
For the second time in a few weeks, employee stock ownership plans (ESOPs) figured prominently in high-profile deals. $8.2 billion deal for Chicago Tribune (21.000 workers – they will have 60% in hands). $5 millions deal for Chrysler with a possible bid by the United Auto Workers reviewing a proposal for employees and the union to buy 70 percent of Chrysler via an employee stock ownership plan… See more information in the press review below.

  Netherlands Participation Institute

New website for the Netherlands Participation Institute which promotes employee ownership in the Netherlands on http://www.snpi.nl/

  Bangladesh: New worker-owned garment factory
The Institute of Integrated Rural Development promotes worker ownership in the textile industry and in roadside tree plantations More information  

  April 2007 - Zukunft Mittelstand - Erfolgsfaktor gesellschaftliches Engagement
Berlin 17.04.07 - Bertelsmann Repräsentanz, Unter den Linden 1 Weitere Informationen

  Employee ownership in largest European companies (April 2007)
87% of all largest European groups have employee share ownership and 82,6% have plans to develop it more, while 49% have broad based plans (all employees plans). Employee share ownership is significant in 40,3% (employee owners holding more than 1%). On the other hand, 69,6% use stock options. Our database of employee ownership in European companies is now complete. It gathers the numbers and the detailed history of employee share plans in the 2.000 European widest groups, in 27 European countries. This is 29 millions employees (corresponding to 100-120 millions people, some 25% of the whole European population, if you consider that a family sizes 3-4 persons). The database can be used for benchmarking about countries, branches or a defined list of companies as well. You can ask us here for conditions

  The European Employee Ownership TOP 2007
Would your company be partner of the European Employee Ownership TOP 2007? The database will be updated. It will also be expanded to Romania, Bulgaria and probably Turkey. The ranking of the TOP employee ownership companies will be published through a celebration conference at the end of the year, a dedicated website and a publication. Call us for partnership

  März 2007 - The European Council of Finance Ministers calls for more employee ownership (March 2007)
European companies must give workers a bigger share of their soaring profit or risk igniting a “crisis in legitimacy” in the continent’s economic model, Germany’s finance minister warned on last Ecofin Council of Ministers. The idea of using initiatives, such as employee share ownership schemes, to increase the link between profit and worker benefits was discussed, the debate having even some “Thatcherite overtones” – a reference to the former British prime minister’s promotion of employee share ownership schemes. Here more information 

  Investivlohn- / Mitarbeiterkapitalbeteiligungsmodelle in Deutschland
Investivlohn- / Mitarbeiterkapitalbeteiligungsmodelle in Deutschland Insgesamt 3.750 Unternehmen praktizieren in Deutschland Modelle zur Kapitalbeteiligung ihrer Mitarbeiter. Weitere Informationen

  The CoCo Report: Work, Happiness and Employee Ownership
Companies where workers have a say in decisions and a stake in ownership are more productive because staff are happier, according to a new report in the UK. The study found absence levels were lower and workers were more committed in "co-owned" companies. The British Government was urged to introduce tax incentives to encourage the launch of more  co-owned companies. Download the full report 

  First Investment Fund based on the employee share ownership index
In December, Euronext together with the French Federation of Employee Shareholders' Associations launched its Indice de l'Actionnariat Salarié (Employee Share Ownership Index). They launch now a first investment fund based on the index. Here more information

  Small and Medium-Sized Enterprises (February 2007)
The UK's Accounting Standard Board announced a major relaxation of the requirements for Share Based Payments for smaller companies. Here more information

  Netherlands Participation Institute
Pascale Nieuwland and Marjon Westerhof are the new Directors of the NPI. Here more information

  The European Employee Ownership Top 100 in 2006 (January 2007)
The rankings of European biggest companies considering employee ownership are now available. The Top 10 companies for capitalisation held by employees are: UBS, Total,
Novartis, Mondragon, Deutsche Bank, Société Générale, BNP Paribas, Crédit Agricole, AXA, Bouygues. Employees hold 6,16% of those companies, which means 43.357 Euro by employee in average.
Click here for The European Employee Ownership Top 100 rankings in 2006

  Sixth European Meeting of Employee Ownership
The Sixth European Meeting of Employee Ownership was held in Brussels on December 14-16. Click here for all presentations of the conference

  Insolvency, Employee Rights & Employee Buyouts - A Strategy for Restructuring
A new report by Anthony Jensen, Ithaca Consultancy and The Common Cause Foundation

  Three new original research works about employee ownership and participation in Europe
Patrick Guiol & Jorge Munoz made the demonstration that participative management contributes to better public health (French report)
Eric Kaarsemaker gave a theoretical and empirical treatise about employee ownership and human resource management and the Dutch context
Marco Caramelli made an attitudinal cross-cultural approach about the effects of employee ownership in large multinational companies

  New British guidelines on employee share plans in 2007
The Association of British Insurers updated its guidelines on executive remuneration and employee share plans. Click here for detailed information

  Job Ownership Ltd (UK) changed
Job Ownership Ltd decided to change its strategy and name. It is now the Employee Ownership Association on http://www.employeeownership.co.uk/

  With the participation of one of the candidates to the French Presidency (November 2006)
Publication of the first ranking of the TOP 100 European employee ownership companies, during the Sixth European Meeting of Employee Ownership - Brussels 14-15 December 2006.
Click below for: Programme and practical information
  Whole information   These companies will probably belong to the first TOP 100 ranking

The European Commission opened doors for a European policy regarding employee ownership, with PEPPER I Report (1991) and PEPPER II (1996). Now the Inter-University Centre Split/Berlin publishes the PEPPER III Report, describing employee financial participation in the new Member and Candidate Countries of the European Union. Download here

  A European Commission's disaster
This is how an expert describes his participation to a European Commission's group of experts on financial participation. Download here

  Come in Brussels for the celebration of the TOP 100 European employee ownership companies (October 2006)
On the menu of the Sixth European Meeting of Employee Ownership (Brussels 14-15 December 2006): Announcement of the TOP 100 for year 2006 and celebration of companies at the Brussels Stock Exchange Palace.
For the first time, a complete survey of employee ownership will be available, for all countries of the EU. A number of companies case studies from various countries. Unions' testimonies. Obstacles to employee share plans. Reactions of a panel of high political representatives. Many services providers in the field will be present. Click below for:
Whole information
Registration form
Programme and practical information
Reimbursement of your travel and accommodation expenses

  Your company in the European TOP 100 ?
Which companies will be at the top of the TOP 100 for year 2006? Companies of the TOP 100 will be celebrated during a gala dinner in the Brussels Stock Exchange Palace on December 14 evening.
These companies will probably belong to the TOP 100

  New reports about employee ownership in European countries
New reports were recently published about employee ownership in Austria, in France, and in Germany

  Sixth European Meeting of Employee Ownership (September 2006)
The Sixth European Meeting of Employee Ownership will be held in Brussels on December 14-15-16, 2006. The meeting will announce the ranking of all Europe's widest employee ownership companies: The European Employee Ownership Top 100 - 2006. For the first time, a complete survey of employee ownership will be available, for all countries of the EU. Click here for detailed information and draft programme

  Your travel and accommodation expenses could be reimbursed !!
Thanks to our sponsors, EFES will be able to cover your travel and accommodation expenses for the Sixth European Meeting of Employee Ownership. Click here for detailed information.

  A new platform for employee ownership in Austria
A new platform published a strong study on employee ownership and participation schemes in Austria. See on Plattform Mitarbeiterbeteiligung Österreich

  Top European companies set up a lobby group
Design and management of multinational share plans are very difficult and expensive. The management of multinational schemes is confronted with a huge range of constraints and changeable national rules for which managers and directors of schemes are poorly equipped and frequent use of expensive legal advice is necessary. Many improvements or exemptions could be achieved, hence lower complexity and costs. The first meeting of the lobby group allowed participants to define priorities. Click here for detailed information.

  The European Employee Ownership Top 100 2006
It will be designed with respect to two rankings of Europe's largest companies, considering employee ownership.
EUROPA EMP 100: Companies are ranked by number of employees. Ranking Europe's largest companies that are 50% or more employee-owned through an ESOP, Share Purchase Plan, or other Broad-Based Ownership Plan, or as a workers' co-operative.
EUROPA CAP 100: Companies are ranked by equity held by employees, in millions Euro. Ranking Europe's largest companies that are partly or totally employee-owned through an ESOP, Share Purchase Plan, or other Broad-Based Ownership Plan, or as a workers' co-operative.

  International Survey on Employee Share Ownership and Work Values (April 2006)
The CREGO - Research Center in Management of the University of Montpellier II, is carrying out an international survey on employee share ownership and work values. The goal of this research is to give some insight to several practical issues like the one of the effects of employee ownership on employee motivation and organisational commitment or the impact of cultural values on employees’ perceptions and behaviours towards employee ownership. The survey is aimed at all employees (both shareholders and not shareholders) of traded companies which offer some employee share ownership plan. Filling the questionnaire, takes about 15 minutes and the information gathered is strictly anonymous and confidential. You are invited to take part, clicking here.

  30.06.2005: The Mondragon Co-operative Research Conference 2005 was held in Mondragon on 28 June.
We noticed 3 remarkable papers:

- Entry, exit and the business cycle. Are coops different? by Virginie Perotin, Leeds University Business School.
- The business of co-operative education: Master of Management - Co-operatives and credit unions, by John Chamard, Stephen Dutcher and Tom Webb, Saint Mary's University. Tom Webb took part in the first stages of our EOLE Programme.
- Challenges and opportunities for Mondragon co-operatives in the face of globalization, by Isabel Uribe and Ignazio Iribar, Mondragon University.

  05.03.2005: USA - The ESOP Association Urges President's Advisory Panel on Federal Tax Reform to Promote the Ownership Society Through Employee Ownership
WASHINGTON, March 4 /PRNewswire/ -- Today, The ESOP Association submitted comments and recommendations to the President's Advisory Panel on Federal Tax Reform that encourages the Advisory Panel to be consistent with President Bush's goal to encourage and promote an "Ownership Society" in the United States. See on http://www.esopassociation.org

  18.02.2005: Committee for Effective Employee Ownership: practical guidelines for employee ownership
In 2004, the National Center for Employee Ownership (NCEO); the Beyster Institute at the Rady School, UC San Diego; and the Global Equity Organization (GEO) created the Committee for Effective Employee Ownership (CEEO). The CEEO's primary goal is to devise principles intended to help companies and investors make appropriate, economically sound choices about the distribution of equity among employees. In addition, the CEEO seeks to provide general guidelines on how companies can best use broad employee equity ownership plans to create more productive and rewarding workplaces. The CEEO bases each of the principles in this document on objective research by scholars, advisors, and the National Center for Employee Ownership; the principles are not simply our opinion or philosophy. The CEEO does not propose these principles as the basis for laws or regulations. Instead, it believes that market-proven benefits of responsible employee ownership can prove themselves without rhetoric. In order to make this happen, business and investment leaders need a deeper understanding of how these various approaches to employee ownership operate. The findings of the CEEO are available at www.nceo.org/ceeo       You can also get the full document available here in pdf (49 pages).

  17.09.2004: Report of the High Level Group of Experts on cross-border obstacles to financial participation of employees for companies having a transnational dimension
The need to reduce, through concrete measures, the obstacles to the introduction of financial participation throughout the Union for enterprises established in several countries has been stressed by the Communication of the European Commission proposing a general framework for promoting financial participation in Europe in July 2002. The report of the high level group of independent experts set up against this background deals with the various forms of financial participation used in the European Union, the obstacles to cross-boarder spread of financial participation and the proposals that would help to reduce the obstacles and promote financial participation at Union level.
Available in pdf format in : EN / FR / DE

In 1998, when the European Federation of Employee Share Ownership was< set up, it was said that some 10% of American employees held shares of their enterprise; they are now 23,3%. Some weeks ago, the Australian Government launched a programme to double employee share ownership in Australia, from 5,5% of employees today to 11% in 2009.
Today, performances studies have multiplied and we can now consider with no doubt that when it is practiced in good conditions, employee ownership brings to enterprises a gain of performances estimated at 2% of additional annual growth on average. On the European Union scale, this would represent millions of additional jobs. In this way the development of employee ownership could be an important factor for the Lisbon Strategy.
Today, we are far from a European awareness and a strong mobilisation. Scepticism or indifference still dominate in many European countries. The contrast is obvious in comparison with the United States, Australia and other parts of the world. A political willingness of the European Union has still to crystallize.
We recommend that Europe gives itself a voluntary objective of industrial policy : reach 10 % of employee ownership in the whole European Union in 2010. In this way, a whole combination of means have to be implemented at the Union level, in the Member States and in the regions.
We particularly insist on the followings :
1. The implementation of a community organ (agency ? institute ? committee ?) for the promotion and the development of employee ownership. In this way, we applaud the proposal of the European Commission Experts Group, chaired by Jean-Baptiste de Foucault, to install a European Committee for Financial Participation of Workers.
2. An adapted legislation must be applied in each country of the European Union. In this way too, we applaud the proposals of the Experts Group of the Commission chaired by Jean-Baptiste de Foucault.
3. Enterprise transfer and salvation of failing enterprises are situations where employee ownership has proved its worth. Employee buyouts schemes should get particular support. These formulas are not only to be supported for themselves but also because they are favourable to the diffusion and promotion of employee ownership, in all enterprises of the Union's countries.

  20.04.2004: The Australian Government recently announced a scheme to double employee share ownership (ESO) in Australian workplaces from 5.5 per cent now to 11% in 2009. They set up a very good website on: http://www.workplace.gov.au/Workplace/WPDisplay/0,1280,a0%253D0%2526a1%253D517%2526a2%253D634,00.html

  02.02.2004: Owners At Work draws the attention on the prestigious award that the Ford Foundation presented to John Logue, Director of the Ohio Employee Ownership Center. See on http://dept.kent.edu/oeoc/PublicationsResearch/OwnersAtWork.htm
... and these are now growing together our OEOC and EFES trees !!!.


  19.03.2004: Letter to all European Governments. On the occasion of the forthcoming renewal of the European Commission, EFES calls for a transfer of the competence related to employee ownership and employee financial participation along with the management of the sub-programme on employee financial participation of budget-line B3-4003 to DG Enterprise.

  04.03.2004: A main conference on employee financial participation in Europe, Paris, April 28-29, 2004. Organised by the French organisation "Europe et Société". Most speakers beeing EFES members: Erik Poutsma, Jean-Claude Mothié, etc. Here the draft programme in pdf. Registration on line on www.europeetsociete.com Contact: Jacques Moreau, Executive Manager, europeetsociete@wanadoo.fr

  26.02.2004: The European Commission has released its new Action Plan setting out Europe’s agenda for entrepreneurship in the years to come, published here in the 11 Community languages.

  13.02.2004: EFES Secretariat in Brussels got the visit of two Polish students in the framework of a Leonardo Programme led by the University of Cracow (Prof essor Ryszard Stocki). They spent 31/2 months in Brussels, helping EFES to build our Polish website and to translate all documents of the European Union concerning employee ownership and financial participation of workers. A good experience for EFES. Below Maja Bobruk and Ola Michalik with some members of the teams of EFES, EFES Belgium and L'Associatif Financier. Just click for a better view:

  02.02.2004: Mondragon Corporación Cooperativa renewed completely its website. It is now full of information in English, French, German, Spanish and Basque. See on http://www.mondragon.mcc.es/

  28.01.2004: Marco Caramelli (University of Montpellier, France) is developing a cross-cultural study of the attitudinal effects of employee stock ownership plans He looks for support.

  22.01.2004: Conference on employee financial participation in Europe, Paris, April 28-29, 2004. Organised by the French organisation "Europe et Société". They are still looking for speakers from EO companies in UK, Spain and other countries. Some EFES members are already registered as speakers: Erik Poutsma, Jean-Claude Mothié, Marc Mathieu. Here the draft programme in pdf. Registration on line on www.europeetsociete.com Contact: Jacques Moreau, Executive Manager, europeetsociete@wanadoo.fr

  07.01.2004: Employee ownership continues to be widely growing in the US. 23.3% of all employees working for for-profit companies report owning stock in their companies (this is 23 million employees); the number is 12,0% in companies employing less than 50 employees; it is 25,1% in companies between 50 and 499 employees; it is 38,7% in companies employing more than 500 people. How much do employees own actually: the mean is 84.409 $, which is 99,6% of their average annual pay. You find the complete results of this survey on page http://www.nceo.org/library/widespread.html

  5.9.2003: There are still many legal and political obstacles for employee share ownership in Europe. You find here the August issue of the European Financial Services Regulation. EFSR is a monthly magazine specialised in financial and legal cross European matters. In this month’s issue, EFES made a contribution attempting to address the various legal and political obstacles that promotion of employee financial participation encounters in Europe. The article calls for a more active involvement of the European Commission. It points the obstacle due to the dual management of the DG Enterprise on one hand and the DG Employment & Social Affairs on the other. This could be changed with the installation of the new Commission in 2004.

Some ten years ago, Spain set up a new original corporate model - the Sociedades Laborales - employee owned companies. This model allowed Spain to start with 17.000 new companies, creating 105.000 new jobs within the last ten years, in all regions, all sectors in industry and services. A major success ! Most are small and medium-sized enterprises. Many of them are resulting from transfers of businesses or rescue plans. More recently, a lot of them are also new starters.
This model is based on the best practices in employee ownership.

A new Belgian government was installed in July 2003.
Following an information given by EFES (we organized an international conference at the Belgian Parliament), Prime Minister Guy Verhofstadt confirms that Belgium will encourage the use of the Spanish model.

Prime Minister's letter is available in 4 languages (NL/EN/FR/ES) (pdf).

Let's first remember: In 1999 we launched a call to put employee share ownership on the European political agenda. Belgian Prime Minister Guy Verhofstadt promised to put the point on the table during the Lisbon Summit, and he did.
The promotion of employee financial participation was then on the European Social Agenda and the European Commission had to make a communication and an action plan; the Commission published its communication on July 5, 2002 (see here below).
The European Parliament and the European Economic and Social Committee are now discussing of the Communication and preparing their own opinion.

The EESC set up a dedicated working group and the draft opinion of the EESC is well advanced, Mario Sepi (Italy, CISL) doing a very good work as the EESC Rapporteur. The preliminary draft opinion is here available in English, French, Spanish, and Italian (PDF). The EESC will decide on its opinion in its Plenary Session of February 26-27, 2003, after that the Section for Employment and Social Affairs will have discussed of the draft opinion on February 5. This is of high interest, the EESC beeing the voice of the European social partners.

Winfried Menrad (Germany) is the Rapporteur. He already produced some good working documents. You can see the most recent working document here in English and in French (PDF), or in other languages (Spanish, Danish, German, Greek, Italian, Nederlands, Portuguese, Finish, Swedish), clicking on page http://www.europarl.eu.int/meetdocs/committees/empl/20021209/empl20021209.htm
The Parliament will hold various working sessions on the point, going to a conclusion in May or June 2003.

  New Employee Ownership Legislation in UK (November 2002)
A new Employee Ownership Legislation was passed in UK Parliament on November 7th and will take place from 6th of April 2003. It will provide tax concessions for companies who transfer shares to an employee trust. Small and medium sized companies seeking to become partly or full employee owned will benefit from the new legislation. It also ensures that employee representatives can be appointed as trustees of trusts set up to manage employee share schemes. Full details are on the Inland Revenue web site www.inlandrevenue.gov.uk/shareschemes

  News from Washington (October 2002)
We were in Washington from October 6 to 11 for the First International Conference of the Capital Ownership Group, with some 100 participants.
The COG is the global forum of Employee Share Ownership, whose EFES is the main European component. The objective is to promote employee share ownership as a main actor for "Fix globalization - Make it more inclusive, democratic, accountable and sustainable".Were present for EFES: Adrian Celaya, David Erdal, Henk Kool, Marc Mathieu, Erik Poutsma, Vic Thorpe, Pierre Vanrijkel, David Wheatcroft.All main US employee share ownership organizations were present, as well as people from Australia, South Africa, China, Colombia, Chili, etc.The participation of Mark Levin, of the Cooperative branch of the ILO (International Labour Organization, an UNO Agency) was relevant, as well as those of various people representing American trade unions and their pension funds. Clearly, there is a place for a global EO organization, acting at world level, and pressing the world organizations - ILO, World Bank, IMF, etc - in favour of employee share ownership and participation. The global level is now the field where a lot of debates take their full place : sustainability, Corporate Social Responsibility, Corporate Governance, etc.COG's team: Deborah Olson, John Logue, Dan Bell, Steve Clem and others.

  News from Italy (October 2002)
We were invited to a very good conference held in Milano on Monday October 14.
It was organized by Fabi and Fiada (our friends Fabrizio Garberi, Gualtiero Di Re, and others) and Banca Popolare di Milano, 70 people attending. We were able to see how far they are in Italy from considering the need or urgency of a legislation on financial participation or employee share ownership. Probably progress will be done in this way in the following months thanks to Fabi and Fiada. ( Fabi is the trade union of bank employees; Fiada is the Italian Federation of EO Associations).

  BUDAPEST, February 28-March 2, 2002
The conference held in Budapest on February 28-March 2, 2002 was the main event and an important part of the project initiated by the European Federation of Employee Share Ownership to develop a network of individuals and organisations interested and active in promoting employee ownership and participation in the ten applicant Central and Eastern European Countries.
There were 55 participants on the conference from 18 countries, particularly all candidate Central and East European Countries (Bulgaria, Czech Republic, Estonia, Hungary, Lithuania, Poland, Romania, Slovakia , Slovenia – 10 countries except Latvia) and some EU Member States (Belgium, France, Luxemburg, Ireland, Italy, Netherlands, Spain, United Kingdom) and even from the USA.
The conference gave the possibility to assess the situation concerning employee ownership and participation in the applicant CEE countries, to exchange information on the legal background and best practices on national and company level in the Member States and in the USA. This was the first time that representatives of almost all candidate countries were present and actively contributing to a joint initiative.
Within the framework of a workshop participants outlined the goals of the network for the next 3 years and for the coming year, expressing the great need for the continuation of the joint effort. The major aim of this joint effort is establish and maintain an active, and sustainable network, which is capable to connect all, who are committed to and interested in promoting employee ownership and participation. It should contribute to the dissemination of information about policy, research, and best practices in systematic and regular way, and as widely as possible in the ten applicant CEECs and in the Member States. To this end all the materials presented during the conference and the results of the planning workshop will be available soon in the website of the CEEO Network – www.efes-ceeo.net

This main event of our programme 2000/2001 was a success, involving more than 100 participants of 19 countries. Our p rogramme 2000/2001 is mainly dedicated to the ORGANIZATION OF THE INTERNATIONAL EXCHANGES OF INFORMATION ON EMPLOYEE OWNERSHIP AND PARTICIPATION. The European Action Programme issued from the European Workshop of 30 April 1999 at the European Parliament, Brussels, placed the focus on this main priority. A particular accent was put on the implication of the social partners, trade unions as well as employers.
The European Commission together with the European Foundation for the Improvement of the Living and Working Conditions opened the meeting, announcing new major developments in European PEPPER policies in 2001. Professor Erik Poutsma was the main author of PEPPER II Report, and he is the main author of the new report that the Foundation and the Commission will publish in May on "Recent trends in employee financial participation in the EU".The Commission announced a "Communication on Financial Participation" and an action plan to be published later in 2001. These will be prepared through a wide consultation of all interested actors.
Members of the European Parliament Philippe Herzog (France) and Ieke van den Burg (Netherlands) made strong presentations supporting employee ownership and participation.
All main organizations implied in international exchanges of information about employee ownership and participation were present, explaining their activities and projects:
- the European Foundation in Dublin (the European research institution representing Member States and social partners);
- the International Labour Organization;
- the NCEO;
- the Capital Ownership Group;
- the GEO - Global Equity Organization;
- the International Associationfor Financial Participation.
Evelyne Pichot made a clarifying presentation on the new status for the European company: click here on PICHOT.
EFES held its Board meeting and Second annual general meeting of members. Report of the Board, accounts 2000 and budget 2001 were approved as well as the action programme for coming months. Some minor changes were decided in the Board and Executive Office.

  Employee ownership:  SAM/Dow Jones launches a new " responsible "  EO stock index
Sustainability Assets Management (SAM), the Swiss rating cabinet which manages Sustainability Dow-Jones Index jointly with the Dow-Jones company, has just launched the " Dow-Jones Employee Ownership Index ", a new stock index devoted to European companies having the best policies regarding employee share ownership.  According to the official release published by Dow-Jones, "employee share ownership presents many advantages of which companies are increasingly conscious, in particular while allowing, in a flexible way, to interest employees durably in the economic health of their company (...) Employee shareholders become more conscious of the strategic decisions and their implications."  The index counts 30 European securities of 10 countries (among which SAP, British Airways, Crédit Suisse, DaimlerChrysler, Royal Dutch Petroleum and United Utilities) and 6 French companies (Rhodia, Dexia, Société Générale, Aventis, Bouygues, Lafarge, and Technip).  Selected companies were chosen among the 600 companies of the DJ Stoxx 600 according to their answers to a questionnaire on employee ownership; the criteria are: the features of the employee share ownership program (30% of the note), its magnitude compared to the total number of employees and the capital (20%), the commitment of management in the program (20%), the quality of the communication around the program (20%) and finally the transparency of information (10%).  Let us note that bank ABN AMRO in Frankfurt makes it possible to invest in this index, calculated by Dow-Jones in a daily way.

Information:  http://www.sam-group.com/e/susindex/eoindex.cfm

This is the main event of our programme 2000/2001. Just click here for the PROGRAMME OF THE MEETING (pdf ADOBE).
Our programme 2000/2001 is mainly dedicated to the ORGANIZATION OF INTERNATIONAL EXCHANGES OF INFORMATION ON EMPLOYEE OWNERSHIP AND PARTICIPATION. The European Action Programme issued from the European Workshop of 30 April 1999 at the European Parliament, Brussels, placed the focus on this main priority.
The project aims to organize the exchanges of information on employee ownership and participation, in particular legislation and practices. A particular accent will be put on the implication of the social partners, trade unions as well as employers.
The initiative is highly innovative:
- in Europe, there are scattered information efforts, but none at such a scale, or with the same degree of involvement from the various actors in more than 20 European countries (EU and associated countries).
- in the United States, significant initiatives have been taken and information exchanges are expanding quickly, although they essentially address the needs of American firms.
The Third European Meeting of Employee Shareownership will:
- develop a system of information exchange adapted to European needs (methods, content, management, dissemination and exchanges) by using existing European and American know-how;
- a very broad consultation of all those concerned in Europe, in particular the social partners, and a large mobilisation, in order to develop tools that could satisfy the needs of all interested parties;
- involve, for the first time, more than 20 countries (all of the countries of the European Union and the partner countries of Eastern and Central Europe) in a joint effort to exchange information on workers’ financial participation.
The THIRD EUROPEAN MEETING was prepared through an international seminar of experts in Paris on 8-9 December 2000 (see more details hereafter), and a follow-up meeting will take place in Brussels in October 2001.
Furthermore, a lot of specialised net-meetings will be held during the programme. The organization and the results of the programme will be spread particularly through the implementation of a big European internet portal giving access to information databases and to links with the relevant sites in Europe and in the world. The programme will associate all member organizations of the EUROPEAN FEDERATION OF EMPLOYEE SHAREOWNERSHIP, as well as the social partners of the European countries. It will be co-financed by the European Commission, and by public and private sponsors.

  23.2.2001: SOCIAL PARTNERS
Involving social partners, trade unions and employers organizations is a priority for EFES. We registered a database of 350 social partners of the European Union countries, being now able to send them our electronic newsletters. To be registered as a European social partner in this database, please call us.

  EFES BOARD SEMINAR OF EXPERTS, Paris 8-9 December 2000
The Board of EFES held an international seminar of experts in Paris on 8-9 December 2000 to prepare the next Third European Meeting of Employee Shareownership (The Hague 26-27-28 April 2001).
he seminar allowed the Board to be informed of the main initiatives and projects of international exchanges of information on employee ownership and participation:
- the NCEO and the "International Equity Compensation Database" project
- the Capital Ownership Group (COG)
- the Global Equity Organization (GEO)
- the International Association for Financial Participation (IAFP)
- the projects coming from the European Commission and the European Foundation in Dublin.
The seminar was highly productive and it opened large perspectives of cooperation between EFES and the other organizations. The report of our experts seminar is available, clicking here on: PARIS.

  EFES MAIL NEWS N°6 – 11.10.2000
The programme 2000/2001 of the EUROPEAN FEDERATION OF EMPLOYEE SHAREOWNERSHIP (EFES) will be dedicated to: “organizing the international exchanges of information on employee ownership and participation” and the Third European Meeting of Employee Shareownership in The Hague in April 2001. This will be prepared through an international seminar of 36 experts in Paris on 7-8-9-10 December 2000, and a lot of specialised net-meetings (you’ll be invited to take part). A particular accent will be put on the implication of the social partners, trade unions as well as employers. All this, with the support of the European Commission – Social Affairs.

  EFES MAIL NEWS N°5 - 24.10.2000
We have the great pleasure to inform you that EFES - the EUROPEAN FEDERATION OF EMPLOYEE SHAREOWNERSHIP will collaborate in the conference in Paris on November 17 and 18 by the EUROPEAN EMPLOYMENT LAWYERS INSTITUTE (IES), on the subject: " Employee shareholding in Europe: Mode of management of modish management? Profit sharing or power sharing? "

EFES MAIL NEWS N°4 – 10.07.2000
The executive office of EFES (EUROPEAN FEDERATION OF EMPLOYED SHAREHOLDERS, FOR EMPLOYEE OWNERSHIP AND PARTICIPATION) had a good meeting in London, 20-21 June and we discussed a lot of decisions.
We'll have two main action programmes for year 2000/2001:
1. Under management of EFES secretariat, a programme with our first priority: "organizing the exchanges of information about employee ownership and participation" (website, international database, newsletter, etc). Preparatory experts meetings in November/December 2000 (maybe in Paris), a big meeting at spring 2001 (maybe in The Netherlands), follow-up expert meetings in autumn 2001 (+ statutory internal meetings of EFES).
2. Under management of the Hungarian organization (with EFES partnership), a programme with our second priority: the European networking and the CEEC's.
Would you like to take part or to co-operate, please let us know.
On the other hand, we have the great pleasure to inform you that the Belgian Government gave to EFES his recognition as an international association, by a King's Arrest of 1.2.2000. So the legal organization of EFES is now complete, with good statutes, clarity on procedures, elected board of directors, executive office, president and secretary general. All what we need to make of EFES the large and open federation we want, with employee owners, companies, trade unions, experts, etc, all those people who are looking to promote employee ownership and participation in Europe.

  EFES/FEAS MAIL NEWS Nr 3 – 15.11.1999
The success of the Second European Meeting (12-13 November in Warsaw) was of first importance, just as the First European Meeting in May 1998 in Brussels.
- The meeting was held in the splendid rooms of the Polish Parliament and people had come in great numbers from Poland, and from the other European countries and the USA.
- The meeting was opened by the President of the Polish Parliament, a lot of members of the Polish Government took part, as well as the Head of the Delegation of the European Union in Poland, and the President of the main Polish trade union (SOLIDARNOSC) was present to express the support of his organisation.
- The European Partnership day on 12 November allowed the participants to make their evaluation of the introduction of employee ownership and participation in the CEECs and to draw the policy framework for European partnership for EO and participation.
- The first General Meeting of members of EFES (EUROPEAN FEDERATION OF EMPLOYED SHAREHOLDERS, FOR EMPLOYEE OWNERSHIP AND PARTICIPATION) was held on Saturday 13 November, with 29 members present or represented.
- The project of statutes for EFES as an international non-profit organisation was adopted.
- The new Board of Directors of EFES was elected, with 21 people representing 13 countries.
- The Executive Office of EFES was elected, with 7 people coming from the United Kingdom, Hungary, France, Poland, Belgium, Italy and The Netherlands, and the Executive Office named its President.
- Finally, the Secretary General of EFES was elected unanimously.
- Robert OAKESHOTT and Ron GILBERT were applauded as the first Honorary Members of EFES.
- Lastly, the participants held a workshop to discuss the European Action Programme of EFES to promote PEPPER policies troughout Europe.
We call all people, employee owners and all persons, companies or institutions, unions, managers and others : please, become a member of EFES (see membership form joined), in order to promote employee ownership and participation and to form as representative a federation as possible in all the countries of Europe.

3. Erik MAALOE, professor at the AARHUS SCHOOL, DENMARK
8. Raymond GUILLAUME, former employee shareholder of ELF/TOTALFINA, FRANCE
18. JOB OWNERSHIP Ltd, represented by David ERDAL, Executive Director, UNITED KINGDOM
20. Deborah Groban OLSON, member of the NCEO – NATIONAL CENTER OF EMPLOYEE OWNERSHIP, President, USA

Patrick GUIOL or Serge CIMMATI (to be confirmed), France
The Executive Office called Pierre VANRIJKEL to be its President.

EFES MAIL NEWS 2  - 11.11.1999
As reported previously, EFES has established constructive relations with members of the European Parliament of varied political and national backgrounds, who have joined our efforts to strengthen the cause of employee ownership and participation in the European Union and applicant countries of Central and Eastern Europe.
Up to 1999, the EU budget contained a short and very general phrase in budget line B3-4000 on ‘Industrial relations and social dialogue’ on financial support to ‘pilot projects to promote workers’ financial participation ‘. After suggestions by EFES, the European Parliament has now specified, in its first reading of the 2000 budget, that it will
‘… also cover expenditure to promote good examples and networks, as well as studies and further training measures to implement the proposals in the Commission report on PEPPER II’
It is expected that this amendment will be reconfirmed in the second reading of the budgetary process in December. For the first time, the Commission’s PEPPER report (Promotion of Employee Participation in Profits and Enterprise Results) is mentioned in the budget. This will then be a firm basis to stimulate the European Commission to intensify and broaden its own activities and those of organisations like FEAS, researchers and other important actors in the promotion of ESOP.
This amendment reflects the conclusions of the First European Workshop on Employee Ownership and Participation of April 99, where the participants drafted a European action plan calling for the development of models of good practice, exchange of information, training and research at the European level.

We launched our first call to set up a European Federation in 1997. On 7 & 8 May 1998, we held the FIRST EUROPEAN MEETING OF EMPLOYED SHAREHOLDERS, under the Presidency of Belgian Prime Minister Jean-Luc Dehaene and  Deputy Prime-Minister Janusz Tomaszewski of Poland. 248 people were present, coming from 28 countries, and they took the decision to create the European Federation. After that, a first board of around 30 people was held,  to organize the federation and discuss the project of its statutes. On 30 April 1999, we had our FIRST EUROPEAN WORSHOP FOR EMPLOYEE OWNERSHIP AND PARTICIPATION at the European Parliament, Brussels, with an EUROPEAN ACTION PROGRAMME as a conclusion. Finally, the statutes of EFES were adopted by the first general meeting of members, during the SECOND EUROPEAN MEETING OF EMPLOYED SHAREHOLDERS, in Warsaw on 12-13 November 1999. The Belgian Government gave his recognition to EFES as an international not-for-profit organization by a King’s Arrest of 1.1.2000.





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