Working in a foreign country often comes with new sets of workplace regulations. Getting to know them can be overwhelming, but luckily, the European Union has measures to help you.
There are certain conditions European employers have to meet in order to ensure fairness in the workplace. However, you need to first be aware of what they are to make sure your employer fulfils them.
This Labour Day, we want to make sure that every international employee working in Europe is aware of their rights. After all, Labour Day is all about spreading awareness in the area of workplace rights and obligations.
Have a look at the workplace fairness checklist and see if your employer guarantees all of its points.
Workplace fairness checklist for international employees in Europe
- Employment contract
- Fair pay
- Working hours
- Paid leave
- Sick and parental leave
- Health and safety
- Workplace equity and diversity
- Language and cultural support
- Right to speak up
- Right to unionise and organise
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Employment contract
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Do you have a written contract?
Legal employment in Europe requires a written contract signed by both parties - the employer and the employee. It needs to state all rights and obligations and the potential consequences of breaking them, as well as regulate logistic aspects such as the notice period, salary details, working hours, or days off policy.
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Is the employment contract written in a language you can fully understand?
An employment contract is a legal document, but it should not require hiring a lawyer just to go over it. This agreement between the employer and the employee needs to be written in a comprehensible language, and you have the right to ask for something to be rewritten if you struggle to understand it. Never sign anything you don’t fully understand.
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Does it clearly state the details?
Your employment contract should clearly outline your duties and everyday tasks. By signing it, you agree to perform them - but at the same time, you protect yourself from exploitation by being asked to do things outside of your scope.
Make sure the document also discloses your salary, as well as the payment method, your accurate bank details, and the deadline by which you need to be paid. Every time you get a raise or a promotion to embrace new tasks, you should be provided with a new employment contract that will outline the scope of your new duties and state the increased salary.
2. Fair pay
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Is your salary compatible with the market standards?
There are 3 things you should take into consideration when assessing your salary: your job, level of seniority, and location. A Content Moderator in Berlin will earn more than a Content Moderator in Lisbon, just like the salary of a Senior Customer Rep should be higher than that of a Junior Customer Rep.
Use sites like Glassdoor to get an idea of the average salaries for your industry and location. You can also access details about salaries in a specific company, to make sure you don’t earn less than you should.
Of course, there will be differences between working in a startup vs an international company, but your salary should never be below the general standards.
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Do you receive bonuses and benefits as outlined in your employment contract?
Unfortunately, there is no Europe-wide law stating that every employee has to receive certain benefits and bonuses. However, if they are already included in your contract, they are obligatory.
If you are promised a meal allowance or private healthcare membership but don’t actually receive it, or if you were promised a bonus that never made it into your bank account, it constitutes a breach of the employment contract by the employer.
3. Working hours
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Are your working hours standard?
The EU regulates the length of the European working week. The average working time per seven-day period cannot exceed 48 hours - this time frame already includes overtime.
Additionally, overtime has to be compensated accordingly. You should receive a higher rate for working beyond the standard working hours outlined in your contract, for example, evenings and holidays or weekends.
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Do you get proper breaks and time off?
The EU Working Time Directive also stipulates rules regarding rest and time off:
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Breaks: employees in Europe are entitled to a break if they work for longer than 6 hours
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Daily rest period: employees must be allowed at least 11 consecutive hours of rest in every 24 hours
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Weekly rest period: employees must receive at least 24 uninterrupted hours of rest for every 7 days. This is in addition to the daily rest period.
Additionally, European employers are required by law to keep track of the employees’ working hours, both standard and overtime. The records should be available for insight at all times.
4. Paid leave
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Do you get enough paid days off?
Every employer in Europe must provide their employees with at least 4 weeks of paid time off per year, excluding public holidays.
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Are you aware of the country’s public holidays?
Every country in Europe has slightly different national holidays. You should be informed about them by your employer and be granted time off on every public holiday, or get compensated accordingly if you agree to work.
5. Sick and parental leave
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Does your employer provide you with sick leave and parental leave?
Unlike paid time off, the EU does not universally regulate sick and parental leave across all member states. Each European country has its own rules, and it is crucial to be familiar with them when starting to work abroad.
As an international employee, you have the right to be informed about the regulations regarding sick and parental leave in your country. Your employer must also adhere to them and cannot stand in the way of your accessing your leave.
Remember to also check how much of your standard salary you can expect while on sick or parental leave.
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Are you familiar with the procedures for taking leave?
Depending on the country, you may be required to ask for leave within a specific timeframe in advance. You should also know what rights you can count on before, during, and after your leave.
6. Health and safety
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Are your working conditions safe, clean, and comfortable?
This point doesn’t apply to those who work from home. However, if you are a remote worker in Europe, and your employer provides you with WFH equipment, it should be in good condition and safe to use.
If you work in a hybrid or on-site setting, the workplace should adhere to work safety regulations.
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Has your employer provided safety training?
This point on our workplace fairness checklist is especially crucial for employees working in jobs with a heightened security risk. Roles involving direct contact with machines, heights, or other potential threats should always come with thorough safety training and proper protective gear.
However, safety training is also recommended in white-collar jobs. Every office has its own safety measures in place, and all employees should be familiar with them in case of an emergency.
7. Workplace equity and diversity
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Is your workplace inclusive?
Do you feel you are treated equally, regardless of your gender, race, orientation, religion, or origin? This aspect is particularly crucial for international employees, who may have different backgrounds.
However, cultural diversity is not the only measure of inclusivity in the workplace. Examine aspects such as the gender pay gap in your company or policies regarding equality in all its shades.
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Have you ever experienced discrimination?
It is illegal for employers and coworkers to exhibit prejudiced behaviour towards anyone in the workplace. If you have experienced discrimination, it should be made clear to you what steps you can take and whom you can talk to to address this issue.
Inquire what kind of support is available to victims of discrimination in your company, and what policies are in place in order to prevent such behaviour.
8. Language and cultural support
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Are essential workplace materials available in a language you understand?
Contracts, safety guidelines, and the onboarding process should be provided in a language you are fluent in. Of course, if you get hired for a role where proficient German is required, you can be expected to understand the materials in German, even if it is not your native language.
However, it cannot work the other way around. If you were hired for a role that only requires German, but the company is based in Spain, and the internal communication is carried out entirely in Spanish, you have the right to ask for translations. You should not be forced, directly or indirectly, to learn any language that was not explicitly outlined in the job description and/or your employment contract.
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Do you feel included and respected despite cultural and language differences?
Employers aren’t obliged by European law to provide a cultural inclusion programme, but they must make sure you aren’t discriminated against or excluded in any way. No matter your nationality or native language, you should feel an equal part of the team and be involved in all the tasks within your job description. And, of course, you should get compensated accordingly for them.
Many companies offer relocation support - they help international hires find a flat, learn about the culture, or even sponsor language classes to facilitate inclusion into the new country as much as possible. It’s not an EU-wide requirement, but it’s a nice benefit to be aware of.
9. Right to speak up
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Do you know who to contact in case of harassment or unfair treatment?
Every employee should be aware of the support available to them internally in case of discrimination, harassment, or unfair treatment. Your issues should not be ignored, undermined, or silenced, and you have every right to make a complaint.
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Is there a clear process for reporting workplace issues?
Big organisations usually have an entire team or a person who deals with resolving workplace conflicts. Smaller companies may not be able to afford that, so in most cases, you should report your issues to the HR department.
It is crucial to understand not only who to turn to, but also what the procedure looks like. There might be some paperwork involved, so don’t hesitate to ask for assistance.
10. Right to unionise and organise
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Are you allowed to join a union or workers’ council?
Unions are often an uncomfortable topic for companies, but that doesn’t change the fact that the European Union grants workers the right to unionise. Your employer can’t avoid providing clear information about how to join or form a union or restrict access to such information in any way.
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Do you know your country’s stance on collective bargaining?
Collective bargaining is a dialogue between the employer and the workers’ union. The involvement of the state can be bigger or smaller, depending on the country.
In some nations, the state will participate in the negotiations, while others will leave the bargaining entirely to the workers. UNI Europa, the European trade union federation, has created a comprehensive leaflet explaining the process in different areas of Europe.
Where can you seek help?
It is not enough to be aware of your rights. You should also know what to do and whom to turn to if you decide any of your rights are being violated. Here is a list of national and international organisations which can support you in achieving workplace fairness:
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National Labour Inspectorates
What do they do? Enforce labour laws, investigate complains, inspect working conditions
How can they help? You can file an official complaint (often anonymously) if your working rights are violated. The Inspectorate will run an investigation on your company and take necessary steps if they find proof of rights violation.
Examples:
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France: Inspection du travail
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Germany: Arbeitsschutzbehörden
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Poland: Państwowa Inspekcja Pracy (PIP)
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Trade Unions
What do they do? They advocate for workers’ rights, provide legal advice, help with disputes, and organise strikes.
How can they help? Join a union in your sector or workplace. Members can often count on free legal help.
Examples:
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Europe-wide: European Trade Union Confederation (ETUC)
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Country-level: Unite the Union (UK), CFDT (France), ver.di (Germany)
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European Labour Authority (ELA)
What do they do? Supports workers moving between EU countries and provides information on rights. It also coordinates cross-border inspections.
How can they help? They are the right organisation to turn to if you face issues as an international employee working in a foreign European country.
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Equality Bodies
What do they do? Protect against discrimination (racial, gender, religious, ethnic, orientation-based, etc.)
How can they help? If you feel discriminated against in your workplace, file a complaint with your national or EU-wide organisation.
Examples:
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Employer Mediation Services
What do they do? These organisations offer free dispute resolution between employers and workers without the influence of court.
How can they help? You can contact them if you prefer a meditated, non-confrontational negotiation.
Examples:
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The Netherlands: Nationale Ombudsman
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European Court of Justice (ECJ) or European Court of Human Rights (ECHR)
What do they do? They solve serious, escalated cases where the dispute couldn’t be solved through national resources.
How can they help? If you fail to solve your issue through mediation and the intervention of national organisations, you can make a court case. It will have to pass through the national courts first before reaching the final level.
Helpful resources for international employees striving for workplace fairness
We hope that our workplace fairness checklist is going to serve as a useful resource whenever you are in doubt. It is crucial to know your rights and to speak up when they are being violated.
At Europe Language Jobs, we only collaborate with European employers who provide fair working conditions for their employees. If you would like to learn more about our screening and selection methods, have a look at our job scam guide, where we describe the process in detail.
