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Opinion of the European Economic and Social Committee – Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions – Quality Jobs Roadmap (COM(2025) 944 final)

EESC 2026/00356

OJ C, C/2026/5101, 20.10.2026, ELI: http://data.europa.eu/eli/C/2026/5101/oj (BG, ES, CS, DA, DE, ET, EL, EN, FR, GA, HR, IT, LV, LT, HU, MT, NL, PL, PT, RO, SK, SL, FI, SV)

ELI: http://data.europa.eu/eli/C/2026/5101/oj

Date of document:: 15/07/2026; Date of vote
Date of vote:: 15/07/2026
Date lodged:: 24/02/2026

Author:: European Economic and Social Committee
Responsible body:: Section for Employment, Social Affairs and Citizenship
Rapporteur:: Claude ROLIN
Form:: Opinion
Internal reference:: SOC/856, AVIS-SECTION 2026/0356 FIN
Session:: 607

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Treaty on the Functioning of the European Union

Legal basis:

12016E304

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52025DC0944 ESC Opinion

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Subject matter:

Employment

Directory code:

05.20.30.00 Freedom of movement for workers and social policy / Social policy / Employment and unemployment

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Official Journal
of the European Union

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C/2026/5101

20.10.2026

Opinion of the European Economic and Social Committee

Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions

Quality Jobs Roadmap

(COM(2025) 944 final)

(C/2026/5101)

Rapporteur:

Claude ROLIN

Advisors	François BALATE (to the rapporteur – Group II) Anna KWIATKIEWICZ (to Group I)
Referral	European Commission, 24.2.2026
Legal basis	Article 304 of the Treaty on the Functioning of the European Union
Section responsible	Employment, Social Affairs and Citizenship
Adopted in section	26.6.2026
Adopted at plenary session	15.7.2026
Plenary session No	607
Outcome of vote (for/against/abstentions)	184/56/30

1. Conclusions and recommendations

1.1.

The EESC welcomes the Commission communication on the Quality Jobs Roadmap and points out that the sustainable competitiveness of the European Union, productivity, innovation and social progress must be mutually reinforcing. Given the ongoing environmental, digital, demographic and geoeconomic transitions, job quality is key for the resilience of the European economic and social model.

1.2.

The EESC considers that this initiative must be aligned with the existing framework, particularly the European Pillar of Social Rights, the current European directives and the EU’s coordination and financing instruments. It recommends ensuring that any future action is understandable, proportionate and legally certain, without duplicating the mechanisms already in place and with due regard for the range of national systems of industrial relations and the circumstances across the individual sectors.

1.3.

The EESC recommends promoting a common approach to job quality, based on shared indicators that may be incorporated into the social scoreboard. These indicators should draw on the work of the OECD, the ILO and Eurofound, without adding unnecessary administrative burdens. Such indicators could include wages and other earnings linked to work, health and safety, job security, training and skills, working time quality, autonomy, equality and non-discrimination, social dialogue, collective bargaining and workers՚ representation.

1.4.

The EESC emphasises that an environment conducive to investment, innovation, transitions and skills are all prerequisites for quality jobs. Particular attention must be paid to SMEs, the social economy and sectors with labour shortages in order to combine job quality, competitiveness and territorial cohesion.

1.5.

The EESC considers that any European initiative must be built around social dialogue and collective bargaining in order to adapt responses to circumstances on the ground, assist transformations, increase predictability and involve workers in changes.

1.6.

The EESC considers that health and safety in the workplace must be a key pillar of job quality. Prevention must continue to be at the heart of European action and cover physical, chemical, pyscho-social, climatic and digital risks, along with the impact of remote and mobile work, potential work intensification, and violence and harassment in the workplace. Particular attention must be paid to the workers most exposed to shortcomings in prevention or difficulties accessing information and securing redress.

1.7.

The EESC considers that the incorporation of artificial intelligence into the world of work should, in the context of social dialogue, go hand-in-hand with efforts to anticipate its effects in order to maximise the economic and social benefits while also reducing the risks it entails in relation to working conditions, health and safety and the organisation of work.

1.8.

The EESC believes that effective access and a right to lifelong learning is essential for employability, adaptation to professional transitions and European competitiveness, and that account should be taken of both the aspirations of workers and jobseekers and the needs of businesses.

1.9.

The EESC considers that fair labour mobility is an asset for the European economy, provided that labour law, social rules and conditions to prevent abuse are properly enforced.

1.10.

The EESC notes that the digital, green and demographic transitions create new challenges for the quality of jobs. It calls on the Commission, after consultation with the social partners, to assess whether the current framework is up to the task at hand, to clarify how any future initiative fits in with the European body of laws and, where appropriate, to envisage suitable EU instruments, including, where necessary, legislative instruments, in areas such as algorithmic management in the workplace, psycho-social risks, health and safety at work, the right to disconnect, skills development and access to rights.

1.11.

Lastly, the EESC points out that job quality also depends on the existing body of laws being enforced. It is crucial to increase resources for labour inspectorates and other competent authorities, and reinforce administrative capacity and access to information, as well as mechanisms for lodging complaints and cooperation between competent authorities. It also points out that public procurement can promote quality jobs if the social criteria are clear, proportionate, verifiable and legally sound.

2. Background to the opinion

2.1.

The EESC takes note of the Commission proposal entitled Quality Jobs Roadmap.

2.2.

The EESC agrees that geopolitical and economic upheavals, as well as the technological, green and demographic transitions, are having an impact on businesses, the labour market and workers. In this context, job quality and competitiveness are inextricably linked and mutually reinforcing.

2.3.

The quality jobs roadmap is aligned with the Letta and Draghi reports (1), which emphasise, respectively, that a strong social dimension fosters both inclusive prosperity and competitiveness, and that productivity growth must go hand in hand with social inclusion.

2.4.

The Quality Jobs Roadmap is in line with the framework formed by the European Pillar of Social Rights and existing legislative, coordination and financing instruments.

2.5.

The EESC considers that quality jobs go hand in hand with competitiveness and productivity, and play a crucial role in attracting and retaining talent (particularly in sectors facing labour shortages), supporting economic, social and territorial cohesion, and assisting the environmental, digital and demographic transitions.

2.6.

The EESC considers that the European Union must have an ambitious common approach, taking account of the need to improve competitiveness, EU productivity and job quality, with due regard for the social partners’ autonomy and the leeway needed at national and sectoral levels.

2.7.

The Commission communication is part of the existing framework formed by the European Pillar of Social Rights and the future action plan, the existing directives and various coordination and financing instruments.

2.8.

The communication is based primarily on the above-mentioned tools, and focuses on implementing them, ensuring that they are consistent and, where necessary, adapting them, in areas such as working conditions, health and safety, skills and social dialogue.

2.9.

The EESC takes note of the fact that the European Commission has begun consultations with the European social partners on the draft Quality Jobs Act. It stresses that any future developments must be in line with the existing framework and deliver a real improvement to the quality of jobs while supporting companies to create quality jobs.

2.10.

It must build on this framework, take into account systems of industrial relations, and ensure that EU action is consistent, understandable and effective.

3. General comments

3.1.

The EESC welcomes the Commission communication. It points out, however, that this ambition will only deliver tangible results if it is underpinned by a consistent understanding of job quality, bringing together sustainable competitiveness, social progress, investment, innovation, productivity and territorial cohesion.

3.2.

The EESC acknowledges the difficulty involved in arriving at a common understanding of quality jobs due to sectoral, regional and social circumstances. It recommends building on the work of the OECD, the ILO and Eurofound, following this up at European level and, where necessary, integrating it into the social scoreboard and the Social Convergence Framework, without adding administrative burdens.

3.3.

The EESC believes that an environment conducive to investment, innovation and skills, particularly for SMEs and the social economy, are all prerequisites for improved job quality. European initiatives must be proportionate, respect the principle of subsidiarity and support the competitiveness and resilience of the European economic model.

3.4.

The EESC points out that a European policy promoting quality jobs must deliver benefits at grassroots level. Enjoyment of and access to rights, access to information, oversight capacity and means of redress are crucial dimensions of any future EU initiative, which must have due regard for the diversity of national situations and the freedom of businesses to organise their work.

3.5.

The EESC considers that guaranteeing access to quality jobs for young people entering the labour market is very important. In particular, obstacles that are sometimes encountered at the start of their career, particularly unpaid or inadequately regulated traineeships, can undermine equal opportunities.

3.6.

The EESC underlines that the success of the Quality Jobs Roadmap will depend on how ambitious the resulting measures prove to be, on their ability to produce tangible effects in the daily operation of businesses and workplaces, on how those measures link in with EU policies and on whether there are sufficient financial resources to implement them, especially in the context of the next Multiannual Financial Framework.

4. Specific comments

Social dialogue

4.1.

The EESC believes that social dialogue and collective bargaining must be at the heart of the future European initiative as they will adapt responses to national and sectoral circumstances, support the ongoing transformations and safeguard job quality.

4.2.

The Committee agrees that, in many Member States, social dialogue and collective bargaining are under pressure for various reasons, which is weakening the European social model’s capacity to produce balanced and lasting compromises. It feels that any future initiative should more explicitly recognise their contribution to sustainable competitiveness, improved working conditions and support for the environmental and digital transitions. If appropriate, it should also provide for tailored European measures in line with the Council recommendation on strengthening social dialogue, with due regard for national arrangements for social dialogue and collective bargaining.

4.3.

The EESC emphasises that social dialogue is vital in the areas of artificial intelligence in the workplace, organisation of working time, training, worker mobility and anticipation of economic transitions and possible corporate reorganisations.

4.4.

The EESC also acknowledges the contribution of civil society organisations, including youth organisations, in supporting awareness-raising and communication campaigns and the implementation of employment-related policies, particularly as regards young people.

Health and safety in the workplace

4.5.

The EESC considers that health and safety in the workplace must be one of the pillars of the future European policy for quality jobs. Major changes in the world of work may expose employees to increasingly varied risks which go beyond the traditional physical ones. Nonetheless, it would point out that every year, more than three thousand people lose their lives in the workplace (2). It also points to the importance of prevention. Awareness-raising and the ability to respond to risks that may arise in the workplace, including cardiovascular incidents, are also important.

4.6.

The EESC considers that a modern approach to prevention must factor in emerging risks, including psycho-social risks, mental health, potential work intensification, the effect of remote and hybrid work, violence and harassment in the workplace, as well as the risks linked to climate change, particularly exposure to heat. Such an approach should be based on the EU’s framework directive on health and safety at work (3), which already provides a comprehensive and systematic framework for managing physical, psycho-social and ergonomic risks, and should enhance the comprehensive nature of the prevention measures.

4.7.

The EESC emphasises that health and safety in the workplace is an investment in lasting productivity, high-quality work organisation and long-term career paths. It is a vital part of job quality. Rules on health and safety in the workplace must be duly implemented and adapted to the realities of modern work, especially when it is carried out outside the employer’s premises or on a mobile basis. The gender dimension requires specific attention.

4.8.

The EESC considers that the gender dimension is not sufficiently taken into account in health and safety in the workplace. This covers a wide range of workplace issues, from temperature and productivity to menstruation, maternity and menopause. It therefore recommends deepening the research into this matter and its impact on the workplace and to ascertain, in the light of the findings, whether recommendations or specific measures are appropriate.

4.9.

The EESC further notes that mobile, seconded, interim, subcontracted and migrant workers may be more exposed to shortcomings in the implementation of existing legislation on prevention, as well as to difficulties in accessing information and securing redress. The future initiative should take account of this potential vulnerability specific to the above-mentioned categories of workers.

Working conditions

4.10.

The EESC considers that job quality includes work intensity, predictability of hours worked, autonomy, access to information, work-life balance, dignity in the workplace and the accessibility of the environment, tools and organisation. A high level of job quality must also take into account other types of needs at different points in a person’s career. Particular attention should be paid to non-standard workers, people with disabilities and young people.

4.11.

The EESC considers that a job cannot be qualified as ‘quality’ when workers are subject to unilateral flexibility, when they have to be available constantly, when they are subject to disproportionate surveillance or when the responsibilities incumbent upon their employer are divided between too many different actors.

4.12.

The EESC notes that subcontracting can be a relevant and legitimate method of organising economic activity, particularly for SMEs. It would however point out that in some forms, particularly in complex subcontracting chains with inadequate oversight, it can lead to poorer working conditions and weaker access to rights.

4.13.

The EESC also points out that the quality of work must be assessed in the light of what the work actually consists of, not the contractual status alone. Work must be sustainable, dignified, organised in an understandable way and respect workers’ health.

Worker mobility

4.14.

The EESC points out that free movement of workers is a fundamental feature of the internal market. It would however emphasise that the social acceptability of this feature is predicated on the enforcement of the body of laws safeguarding workers’ rights against all forms of abuse and avoiding unfair competition. Worker mobility must apply under conditions guaranteeing equal treatment, social protection and genuine respect for labour law.

Artificial intelligence and algorithmic management

4.15.

The EESC considers that artificial intelligence and algorithmic systems can improve productivity, safety and organisation of certain tasks, provided that their use in the workplace is subject to safeguards. Introducing such systems must not lead to disproportionate surveillance, excessive intensification of work or the gradual deskilling of employees. The existing frameworks, particularly the GDPR (4), the AI Act (5) and rules on informing and consulting employees (6) must be fully implemented and, where necessary, strengthened, in order to guarantee transparency, human oversight, non-discrimination, data protection, privacy and respect for workers’ dignity.

Training, skills and recognition of qualifications

4.16.

The EESC notes that the European Pillar of Social Rights states that ‘everyone has the right to quality and inclusive education, training and life-long learning in order to maintain and acquire skills’. However, in practice, many workers do not have sufficient time and/or financial resources to participate in further education and training. Further action, including at EU level, is necessary to ensure effective access to life-long learning. Recognition of qualifications, diplomas and skills, including those acquired through both formal and informal learning, is critical for employability, attractiveness and mobility.

4.17.

The EESC considers that better coordination of European instruments for supporting and anticipating reskilling, transitions and corporate reorganisations would help make career paths more secure and keep up worker employability.

Access to rights

4.18.

The EESC points out that job quality is based on the existing body of laws and the enforcement of those laws.

4.19.

The EESC considers that particular attention must be paid to labour inspectorates and other competent authorities, access to information, mechanisms for lodging complaints and cooperation between these authorities. Labour inspectorates must provide information, raise awareness, ensure that existing rules are upheld and, where necessary, apply checks and penalties in accordance with national rules.

4.20.

Access to rights is a cross-cutting condition for all of the objectives regarding social dialogue, mobility, health in the workplace, working conditions, artificial intelligence and training.

Public procurement

4.21.

The EESC points out that the use of public procurement can contribute to quality jobs. When social clauses are used in public contracts and contract terms are sufficiently clear, operational, proportionate and verifiable to have a genuine impact on working conditions, and that public buyers have legal certainty and that there is equal treatment of tenderers. Public procurement accounts for a significant part of the EU’s economy and plays a major role in achieving the objectives of the Multiannual Financial Framework (MFF).

4.22.

The EESC points out that the European public procurement framework already allows compliance with labour law and social criteria to be taken into account. Whether this framework is used effectively comes down to implementation. Attention should be given to providing the support needed to facilitate its implementation.

4.23.

The EESC considers that the announced revision of the directive on public procurement should contribute to creating and keeping quality jobs in Europe, upholding social obligations, and simplifying and streamlining the public procurement procedure. This revision should also align the directive with the EU’s financial instruments, particularly the MFF, and enable them to be used strategically with a view to bolstering European sovereignty.

4.24.

Lastly, the EESC emphasises that moves to reinforce the social dimension of public procurement must go hand in hand with straightforward, proportionate and legally sound rules in order to ensure that they are effective and that SMEs have access to public procurement.

Brussels, 15 July 2026.

The President

of the European Economic and Social Committee

Séamus BOLAND

(1) Enrico Letta, Much more than a market – Speed, Security, Solidarity: Empowering the single market to deliver a sustainable future and prosperity for all EU citizens, 2024; Mario Draghi, The Future of European Competitiveness, 2024.

(2) Eurostat (2025).

(3) Council Directive 89/391/EEC of 12 June 1989 on the introduction of measures to encourage improvements in the safety and health of workers at work (OJ L 183, 29.6.1989, p. 1, ELI: http://data.europa.eu/eli/dir/1989/391/oj).

(4) General Data Protection Regulation (GDPR).

(5) Regulation (EU) 2024/1689 of the European Parliament and of the Council of 13 June 2024 laying down harmonised rules on artificial intelligence and amending Regulations (EC) No 300/2008, (EU) No 167/2013, (EU) No 168/2013, (EU) 2018/858, (EU) 2018/1139 and (EU) 2019/2144 and Directives 2014/90/EU, (EU) 2016/797 and (EU) 2020/1828 (Artificial Intelligence Act) (OJ L, 2024/1689, 12.7.2024, ELI: http://data.europa.eu/eli/reg/2024/1689/oj).

(6) For example Directive 2002/14/EC of the European Parliament and of the Council of 11 March 2002 establishing a general framework for informing and consulting employees in the European Community – Joint declaration of the European Parliament, the Council and the Commission on employee representation (OJ L 80, 23.3.2002, p. 29, ELI: http://data.europa.eu/eli/dir/2002/14/oj).

ANNEX I

LEGISLATIVE FOOTPRINT

LIST OF INTEREST REPRESENTATIVES FROM WHOM THE RAPPORTEUR HAS RECEIVED INPUT

The following list is drawn up on a purely voluntary basis under the exclusive responsibility of the rapporteur. The rapporteur has received input from the following interest representatives (organisations and/or self-employed individuals) in the preparation of the opinion SOC/856 Quality Jobs Roadmap:

Organisations

Directorate-General for Employment, Social Affairs and Inclusion, European Commission – Directorate C – Quality Jobs, Working Conditions and Social Dialogue, Unit on Social Dialogue

European Foundation for the Improvement of Living and Working Conditions (Eurofound) –Working Life unit

European Trade Union Confederation (ETUC)

BusinessEurope

SOLIDAR

RPP Group SRL

Foundation for European Progressive Studie (FEPS)

National Youth Congress of Albania, which was selected as one of the 73 youth organisations participating in the EESC youth test

ANNEX II

The following amendments, which received at least a quarter of the votes cast, were rejected in the course of the debate (Rule 74(3) of the Rules of Procedure):

Amendment 1

SOC/856

Quality jobs roadmap

Point 4.10

Amend as follows:

Section opinion

Amendment

The EESC considers that job quality includes work intensity , predictability of hours worked , autonomy , access to information , work-life balance, dignity in the workplace and the accessibility of the environment , tools and organisation. A high level of job quality must also take into account other types of needs at different points in a person’s career . Particular attention should be paid to non-standard workers, people with disabilities and young people.

The EESC considers that job quality could include earnings , working conditions , health and safety , training , work-life balance, autonomy , equal treatment, social dialogue and workers’ representation . Particular attention should be paid to non-standard workers, people with disabilities and young people.

Reason

We propose to bring the text in line with point 1.3 and the terminology used by the three frameworks (OECD, ILO, Eurofound). Since there was no agreement on the impact of individual perceptions or needs on job quality, we propose to delete the sentence entirely.

Outcome of the vote:

In favour	:	94
Against	:	148
Abstention	:	15

Amendment 2

SOC/856

Quality jobs roadmap

Point 4.11

Amend as follows:

Section opinion	Amendment
The EESC considers that a job cannot be qualified as ‘quality’ when workers are subject to unilateral flexibility , when they have to be available constantly , when they are subject to disproportionate surveillance or when the responsibilities incumbent upon their employer are divided between too many different actors .	The EESC considers that , by default, a job cannot be qualified as ‘quality’ when it does not comply with the applicable European or national legislation and collective agreements. Therefore, workers being subject to unilateral flexibility, constant availability or disproportionate surveillance are not in quality employment .

Reason

It is proposed to first clarify that a quality job is a job that complies with the applicable EU and/or national legislation and collective agreements.

Outcome of the vote

In favour	:	96
Against	:	155
Abstention	:	9

Amendment 3

SOC/856

Quality jobs roadmap

Point 4.13

Amend as follows:

Section opinion	Amendment
The EESC also points out that the quality of work must be assessed in the light of what the work actually consists of, not the contractual status alone. Work must be sustainable , dignified , organised in an understandable way and respect workers’ health.	The EESC also points out that the quality of work must be assessed in the light of what the work actually consists of, not the contractual status alone. In line with the applicable legislation, work must be sustainable, organised in an understandable way and respect workers’ health.

Reason

It is proposed to clarify that the second sentence refers to objective factors assessed in line with the applicable legislation.

Outcome of the vote

In favour	:	94
Against	:	159
Abstention	:	7

Amendment 4

SOC/856

Quality jobs roadmap

Point 4.15

Insert a new point.

Position: After existing point – Same level

Section opinion

Amendment

Digital transformation should remain a driver of innovation, competitiveness and quality employment in Europe. AI and digital technologies offer significant opportunities to improve productivity, working conditions and occupational safety, while helping companies address labour shortages and demographic challenges and strengthen Europe’s technological leadership. Existing EU legislation, including the AI Act, GDPR and labour legislation, already provides a comprehensive regulatory framework for AI in the workplace. Additional overlapping legislation would risk increasing complexity, legal uncertainty and compliance burden. The focus should be on promoting responsible and ethical deployment of AI through social dialogue and company-level practices.

Reason

It is proposed to add positive text about the possibilities offered by digitalisation and AI as well as on the protection already provided by the existing EU legislation. Furthermore, the role of social dialogue is emphasised.

Outcome of the vote

In favour	:	94
Against	:	154
Abstention	:	13

Amendment 5

SOC/856

Quality jobs roadmap

Point 4.15

Amend as follows:

Section opinion

Amendment

The EESC considers that artificial intelligence and algorithmic systems can improve productivity, safety and organisation of certain tasks, provided that their use in the workplace is subject to safeguards. Introducing such systems must not lead to disproportionate surveillance, excessive intensification of work or the gradual deskilling of employees. The existing frameworks, particularly the GDPR[1], the AI Act[2] and rules on informing and consulting employees[3] must be fully implemented and , where necessary, strengthened , in order to guarantee transparency, human oversight, non-discrimination, data protection, privacy and respect for workers’ dignity.

Introducing AI and algorithmic management systems must not lead to disproportionate surveillance, excessive intensification of work or the gradual deskilling of employees. The existing frameworks, particularly the GDPR[1], the AI Act[2] and rules on informing and consulting employees[3] must be fully implemented and, in order to guarantee transparency, human oversight, non-discrimination, data protection, privacy and respect for workers’ dignity.

[1]	General Data Protection Regulation (GDPR).

[1]	General Data Protection Regulation (GDPR).

[2]	Regulation (EU) 2024/1689 laying down harmonised rules on artificial intelligence.

[2]	Regulation (EU) 2024/1689 laying down harmonised rules on artificial intelligence.

[3]	For example Directive 2002/14/EC.

[3]	For example Directive 2002/14/EC.

Reason

First sentence can be deleted because of the new point proposed to be added as the first point of this chapter. Furthermore, the existing framework as listed in the text already guarantees transparency, human oversight, non-discrimination, data protection, privacy and respect for workers’ dignity if properly implemented in the workplace and there is no need for further strengthening of that framework.

Outcome of the vote

In favour	:	91
Against	:	155
Abstention	:	18

Amendment 6

SOC/856

Quality jobs roadmap

Point 1.8

Amend as follows:

Section opinion	Amendment
The EESC believes that effective access and a right to lifelong learning is essential for employability, adaptation to professional transitions and European competitiveness, and that account should be taken of both the aspirations of workers and jobseekers and the needs of businesses.	The EESC believes that effective access to the exercise of the right to lifelong learning is essential for employability, adaptation to professional transitions and European competitiveness, and that account should be taken of both the aspirations of workers and jobseekers and the needs of businesses.

Reason

The right to training and LLL is already envisaged in the 1st principle of the EPSR: ‘Everyone has the right to quality and inclusive education, training and life-long learning in order to maintain and acquire skills that enable them to participate fully in society and manage successfully transitions in the labour market’. Therefore, what we need is the appropriate conditions to implement it.

Outcome of the vote

In favour	:	98
Against	:	157
Abstention	:	8

Amendment 7

SOC/856

Quality jobs roadmap

Point 1.10

Amend as follows:

Section opinion

Amendment

The EESC notes that the digital, green and demographic transitions may create new challenges for the quality of jobs. It calls on the Commission, after consultation with the social partners, to assess whether the current framework is up to the task at hand, to clarify how any future initiative could fit in with the European body of laws and, where appropriate, to envisage suitable EU instruments, including, where necessary, legislative instruments, in areas such as algorithmic management in the workplace, psycho-social risks, health and safety at work, the right to disconnect, skills development and access to rights.

Reason

It is proposed to nuance the text.

Outcome of the vote

In favour	:	94
Against	:	157
Abstention	:	11

Amendment 8

SOC/856

Quality jobs roadmap

Point 1.11

Amend as follows:

Section opinion

Amendment

Lastly, the EESC points out that job quality also depends on the existing body of laws being enforced. It is crucial to increase resources for labour inspectorates and other competent authorities, and reinforce administrative capacity and access to information, as well as mechanisms for lodging complaints and cooperation between competent authorities. It also points out that public procurement can promote quality jobs if the applicable social criteria are clear, proportionate, verifiable and legally sound.

Reason

The last sentence needs to refer to the social criteria that is applicable in procurement situations under EU public procurement rules.

Outcome of the vote