Consultations on Micro-credentials for lifelong learning and employability and on Individual Learning Account

HOSPEEM responded to the European Commission public consultations on Micro-credentials for lifelong learning and employability and on Individual Learning Accounts. HOSPEEM stressed the need for a social partners’ led approach that respect the specificity of national industrial relations systems when defining training schemes and providing new opportunities for employment.

Read HOSPEEM response on Micro-credentials for lifelong learning and employability

Read HOSPEEM response on Individual Learning Accounts

HOSPEEM response to EU4Health related priorities, strategic orientations and needs of 2022

HOSPEEM responded to the targeted stakeholder consultation, which is intended to seek feedback from stakeholders on the priorities and strategic orientations and on the needs to be addressed through EU4Health annual work programmes, particularly focusing on input that could facilitate reflection for the 2022 EU4Health Work Programme and beyond.

HOSPEEM highlighted that the Programme should focus on initiatives facilitating MS to overcome workforce shortages and medical brain drain. While medical deserts are essential to achieve equal access to healthcare, the underlying factors are workforce shortages and brain drain. MS needs to recognise the importance of national self-sufficiency by investing in training, recruitment and retaining the health workforce.

Read the full contribution here

Webinar 1: Setting the scene: definitions, impact and role of social dialogue  

The webinar is the first of a series of events as part of our joint project with EPSU, CEMR, CESI, ETUCE, EUPAE, ETF, UITP, and ETNO on the role of social partners in preventing third-party violence and harassment at work will take place on Tuesday 15 June 2021 – 14:00-16:30 CET.

The webinar’s objective is to review definitions, legal frameworks, latest data available & kickoff discussion on the role of sectoral social dialogue.

The project examines and discusses the prevalence, causes and impact of third-party violence and harassment at work in the partners’ respective sectors as well as recent legislative and social partners’ responses to this major health and safety matter of common concern.

It will aim to assess the application at the national level of 2010 Multi-sectoral Guidelines to tackle third-party violence and harassment related to work and whether further actions might be needed to make its implementation more effective. 

The project focus is on the following sectors: hospitals, prison services, employment services, front line workers in local and regional government, secondary schools, urban public transport as well as telecoms. 

Interpretation was provided to and from English, French, Italian and Spanish.


Project overview by Jane Pillinger, Project consultant

Evidence on violence and harassment at work from the European Working Conditions Survey, by Agnes Parent Thirion with Julie Vanderleyden, Eurofound

Draft agenda (as of 07 May 2021)

Webinar 1 report

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This project has received financial support from the European Union

Dissemination Workshop

The Dissemination Workshop of the HOSPEEMEPSU joint project “Strengthening Social Dialogue in the Hospital Sector in the East, South and Central Europe”, took place on 16 June 2021 online.  The workshop was organised by HOSPEEM. #EUSocDia



Presentation and objectives of the project, Adam Rogalewski (EPSU)

Activities of the European Sectoral Social Dialogue Committee for the Hospital and Healthcare Sector, Simone Mohrs (HOSPEEM)

Presentation on the involvement of national sectoral social partners in the European Semester, Ricardo Rodriguez Contreras (Eurofound)

Presentation of the final project report, Barbora Holubová (Central European Labour Studies Institute)

Next steps and dissemination of project results (HOSPEEM)

Report in 13 languages:



Graphics: view Gallery or download in PDF


Strengthening Social Dialogue project description (2019-2020)
European Sectoral Social Dialogue activities overview (2006-2019)

Workshop 1: Eastern Europe, Bucharest, Romania (14.06.2019)
Workshop 2: Southern Europe, Rome, Italy (15.11.2019)
Workshop 3: Central Europe, Zagreb, Croatia (Online) (20.04.2021)

***This workshop was originally planned in Brussels in 2020. Due to exceptional circumstances, the workshop takes place online on 16 June 2021***

EPSU has also published a webpage on this topic.

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This project has received financial support from the European Union

HOSPEEM and SGI Europe respond to the public consultation on European Commission Green Paper on Ageing

HOSPEEM and SGI Europe welcome the EC Green Paper on Ageing. This paper raises relevant questions for Europe’s ageing society.

Our key aspects are that European citizens will receive the best possible healthcare and long-term care and can rely on adequate and sustainable pensions in the decades to come to live in dignity throughout their retirement. (This target is also enshrined in principle 15 of the European Pillar of Social Rights.) Therefore, we concentrated on the questions related to these goals/targets in our response to the public consultation on European Commission Green Paper on Ageing..

Read the full response here

Regional Workshop 3: Central Europe

The third Regional Workshop of the HOSPEEMEPSU joint project “Strengthening Social Dialogue in the Hospital Sector in the East, South and Central Europe” took place online on 20 April 2021. The workshop was organised by HSSMS-MT (EPSU affiliate, Croatia) and co-organised by EPSU.

The geographical focus of this third workshop is on Central Europe, specifically targeted at Croatia, Czech Republic, Slovakia, Slovenia. Simultaneous interpretation was provided from and into English, Croatian, Czech and Slovenian.


Draft agenda, as of 17.03.2021

Presentations (as of 22.04.2021)

Project presentation, Adam Rogalewski (European Federation of Public Service Unions-EPSU)
Social dialogue at EU level, Jan Behrens (European Commission-EC)
Activities of the hospital sector, Simone Mohrs, (European Hospital and Healthcare Employers’ Association-HOSPEEM)
Survey findings for Czechia and Slovakia, Marta Kahancová, (Central European Labour Studies Institute-CELSI)
Survey findings for Croatia and Slovenia, Barbora Holubová, (Central European Labour Studies Institute-CELSI)
Panel and open discussion and exchange on challenges faced by social partners with contributions from: Marijana Filipić (Croatian Employers’ Association), Jiří Horecký (Union of Employers of Czech Republic), Anica Prašnjak (Croatian Trade Union of Nurses and Medical Technicians), Ivana Břeňková (Trade union of health and social care, Czech Republic), Anton Szalay (Slovak Trade Union of Health and Social Services)

Report and factsheets (coming soon)


Fact Sheet Croatia EN HR
Fact Sheet Czechia EN CZ
Fact Sheet Slovakia EN SK
Fact Sheet Slovenia EN SI


Graphics: view Gallery or download in PDF


Workshop 1: Eastern Europe, Bucharest, Romania (14.06.2019)
Workshop 2: Southern Europe, Rome, Italy (15.11.2019)
Strengthening Social Dialogue project description (2019-2021)
European Sectoral Social Dialogue activities overview (2006-2019)

***This workshop was originally planned in Zagreb on 15 May 2020. Due to exceptional circumstances, the workshop took place online on 20 April 2021***


EPSU has also published a webpage on this topic.

***Back to main project page***

This project has received financial support from the European Union

The year 2020 at a glance : HOSPEEM Activity report

2020 has been an eventful year ensuring that the views of hospital and healthcare employers are being heard at the highest level. The HOSPEEM Activity Report 2020 is published and presents the main activities carried out during the year (page 3,4,5) as well as relevant information on the structure and membership of HOSPEEM.

Firstly, HOSPEEM published a collection of challenges and lessons learnt in light of the COVID-19 outbreak, providing a first insight into hospital and healthcare employers’ experiences. HOSPEEM believes that long-term investments are of vital importance to sustaining a resilient healthcare system and society as a whole.

Secondly, the Eurofound representativeness study for the Hospital Sector was published, confirming that HOSPEEM remains the most representative hospital employer association on the EU level. HOSPEEM called for political support from European institutions to strengthen capacity building of sectoral social partners to be represented in the European sectoral social dialogue.

Thirdly, HOSPEEM and the signatories of the Multi-sectoral guidelines to tackle third-party violence (TPV) and harassment related to work published a statement on the occasion of the 10th anniversary of the guidelines in 2020.

Download the report 2020

NHS Employers and HOSPEEM to speak on Ethical international recruitment of skilled workers in the healthcare sector 

On 21 April 2021, HOSPEEM’s UK member, together with the UK Department of Health and Social Care, the King’s College Hospital NHS Foundation Trust, will speak on Ethical international recruitment of skilled workers in the healthcare sector online seminar series hosted by the German institute EBB Bildung.

Like many other countries worldwide, Germany is affected by a shortage of skilled labour, especially in the healthcare sector. As a result, healthcare facilities, employers, and agencies aim to close the skills gap by recruiting international skilled workers, mostly from lower-income countries. Simultaneously, the outflow of skilled workers impacts the economies of these countries of origin with already fragile health systems. Regardless of the disparities that arisen, health worker migration has increased over the past decades. How could these inequalities be addressed, knowing that migrants belong to the most vulnerable groups on the job market, especially in the healthcare sector? Which instruments are needed to guarantee sustainable and ethical recruitment practices from abroad and equal rights and ethical treatment of skilled workers in their new workplace?

To address these challenges, the World Health Organization (WHO) adopted the WHO Global Code of Practice on the International Recruitment of Health Personnel in 2010.

How a Global Code finds implementation on the European, national, local level and then workplace level will focus on the IQ online-seminar. Altogether, the IQ online-seminar will allow attendees to understand how several international ethical recruitment codes are implemented on different policy levels. Finally, as a practical example, King’s College Hospital London will present their international recruitment practices.

The webinar concept note is available in English – EN and German – DE

Please register via mail by 16 April 2021 at

CALL FOR TENDER – Subcontracting external expertise

Open call for tender for research on the role of social partners in preventing third-party violence and harassment at work

Date of publication on the project partners’ website: 02 March 2021
Deadline for submissions: closed

Download the Call for Tender


1. Background

The research being contracted is part of a project entitled The role of social partners in preventing third-party violence and harassment at work, which has received financial support from the European Commission under budget line and which runs until 28 February 2023.

The project is coordinated by the European Federation of Public Service Unions (EPSU) and involves HOSPEEM, CEMR, CESI as co-applicants and ETF, ETNO, ETUCE, EUPAE, UITP as associated organisations. The project aims to assess the effectiveness at the national level of the EU Multi-sectoral social partners’ guidelines to tackle and prevent third-party violence and harassment related to work (2010), hereafter the Guidelines.

It will identify areas for improvements and explore possibilities for reviewing the Guidelines’ content and nature considering recent legislative developments and the ILO Convention 190 on Violence and Harassment (2019). It will also aim to be an awareness-raising tool on a gender-sensitive approach to violence and harassment at the workplace.

It will include a mix of capacity-building among EU sectoral social partners and evidence-based policy recommendations addressed to the project partners, their members, and public authorities. It will consist of two European conferences with sectoral break-out discussions and seven webinars. The project focuses on public services, i.e., government, hospitals, education, public transport, supported by examples drawn from the private sector (telecoms), allowing to compare sectoral specificities and produce general policy recommendations. All are signatories to the Guidelines except public transport and telecoms, which have their sectoral agreements.

2. Purpose of the contract

Support is being sought from a researcher or a team of researchers to help facilitate the project run by the EU social partners EPSU, HOSPEEM, CEMR and CESI (project applicants). The contractor(s) will carry out comparative research on the prevalence and causes of third-party violence and harassment in the targeted sectors across the EU, legislative and social partner responses and assessment of the Guidelines’ effectiveness. The research will help social partners draw up their conclusions on how to improve the Guidelines’ implementation and, if necessary, based upon evidence, the guidelines’ content and nature. They will be in close contact with the project applicants via the Steering Group to ensure that the appropriate initial research is prepared and presented in due course. The final research report is useful for European organisations and their affiliates to improve preventive and response measures. The researchers will also assist with the organisation of the project webinars and conferences and with the coordination of the project to ensure practical outcomes.

3. Tasks to be performed by the contractor

The role and responsibilities of the researcher(s) and the preferred methodology for executing the tasks will be described in the following sections:

3.1 Research outline

The research will provide an overview of the current situation and draw up recommendations in close consultation with the project partners. It will examine:

  • Effectiveness and usefulness of the Guidelines in the abovementioned sectors and comparing with the situation in the two sectors which apply other sectoral instruments;
  • Relevant legislative, collective agreements and other instruments such as the ILO Convention 190;
  • The relationship between external and internal violence and harassment and whether both should be tackled separately;
  • Risk factors, e.g., human and material resources, dealing with vulnerable citizens, handling cash, quality and availability of services, discrimination (real or perceived), type of employment contracts, social cohesion at the workplace, working alone, digitalisation, sparse social dialogue, outsourcing, broader socio-economic factors;
  • Protection of and compensation for victims of violence and harassment and sanctions of perpetrators;
  • Preventive instruments, such as legislation, collective bargaining, data collection, risk assessments, reporting and follow-up, training of workers and management, health and safety and labour-related bodies.

3.2 Description of tasks

  • Participating in the project partners’ Steering Group meetings, the seven webinars and two conferences;
  • Assisting in the organisation of the webinars and conferences. This may include the moderation of various sessions during the events.
  • Liaising with the project partners in exploring and finding direct or indirect potential contacts from relevant employers’ organisations and trade unions in targeted countries and sectors to conduct comparative research;
  • Contacting representatives from national social partner organisations in the targeted sector and providing information on the project in cooperation with the respective project partners;
  • Drafting the survey addressed to national social partner organisations in the sector in the targeted countries after liaising with the project partners;
  • Identifying good practices from national social partners after liaising with the project partners;
  • Conducting targeted interviews/ testimonials with key opinion leaders of targeted sectors after liaising with the project partners;
  • Collecting and organising responses to the survey;
  • Drafting the content of the research report based on three main outcomes: 1.) responses collected via the survey, 2) information provided by participants and speakers during the webinars and conferences and 3) desk research;
  • Presenting the draft research report at the first conference;
  • Finalising the research report in coordination with project partners;
  • Presenting the final research report at the second conference.

3.3 Guidance and indications on tasks execution and methodology

The project will consist of comparative research on the prevalence and causes of third-party violence and harassment at work in the targeted sectors across the EU, legislative and social

partner responses and assessment of the Guidelines’ effectiveness. The researchers are expected to conduct quantitative research, such as a working-population based survey taking into account national specificities of the various sectors, as well as already

existing European databases, such as the European Working Conditions Survey and the European Survey of Enterprises on New and Emerging Risks.

The project partners foresee that the targeted countries be spread across the European Union, with two countries per region (North, East, South, Central and West). The targeted sectors correspond with those covered by the project partners, such as education (i.e. secondary schools), hospitals, prisons, employment services, urban public transport and administrative functions in local regional governments, after consultation with the researchers. Further to the quantitative analysis, the researcher should conduct at least four semi-structured or open-ended interviews with key opinion leaders in their respective sectors, which will provide direct examples of affected sectors. The interviews will be for communication purposes of the project applicants.

4. Expertise required

  • At least three years of experience in the fields of occupational safety and health, including psychosocial risks, third-party violence and harassment at work, and gender equality, preferably with an understanding of national and European social dialogue;
  • Familiar with the Multi-sectoral Guidelines, ILO Convention 190 and other relevant  European and international instruments regarding prevention of violence and harassment at work;
  • The researchers should be or be able to become familiar with the project partners’ publications on third-party violence.

5. Timetable

The project duration is from 1 March 2021 until 28 February 2023. The draft research report must be made available no less than two weeks before the first conference. The researchers will present and test initial findings at the mid-term technical conference on 19 November 2021 (date TBC). They will use them to finetune research angles and carry out targeted interviews of project delegates. The researcher should finalise the draft of the research four weeks before the political conference on 25 November 2022 and finalise the report by 1 December 2022, taking into account the proceedings of the webinars and both conferences.

6. Price

The total budget for the research is 35 000,00 EUR (all taxes and charges included). The contractor’s travel and accommodation expenses to attend any of the project events and meet with the project partners will be covered separately from the project’s overall travel and accommodation budget.

7. Payments

EPSU will sign a contract with the subcontracted researcher(s). Payments will be made in three instalments depending on the contractors carrying out the relevant stages of the work in accordance with the contract. The first payment of 20% of the contract value on the contract’s signature, a further payment of 40% of the contract value on completion of initial findings of the research two weeks before the mid-term technical conference on 19 November 2021, and a final payment of 40% upon completion of the research report by 1 December 2022.

8. Selection criteria:

  • Verifiable expertise, experience and skills, as required and described above;
  • Proven knowledge/ evidence/track record of research (supported by publications, academic articles etc.) on sectoral social dialogue, in particular focusing on the targeted sectors;
  • Respect of the budgetary constraints and timeline.

9. Award criteria

The contract will be awarded to the tenderer whose offer represents the best value for money – taking into account the selection criteria. The principles of transparency and equal treatment to avoid any conflict of interest will be respected. It should be noted that the contract will not be awarded to a tenderer who receives less than 70% on the selection criteria.

10. Content and presentation of the bids

Tenders must be written in English. They must be signed by the tenderer or duly authorised representative and legible so that there can be no doubt about words and figures. Tenders must be clear and concise, demonstrating that they are able to meet the requirements of the specifications. All tenders must include at least two sections:

i) Technical proposal

The technical proposal must provide all the information needed for awarding the contract, including:

  • Description of relevant professional experience with an emphasis on the specific fields covered by invitation to tender;
  • All information and documents necessary to enable the project partners to appraise the bid based on the selection and award criteria set out above;
  • A detailed CV of the expert(s) involved in the project activities;
  • Specific information concerning the proposed methodology for delivering the tasks listed in part 2.

ii) Financial proposal

Prices of the financial proposal must be quoted in euros, including if the sub-contractor is based in a country that is not in the euro-area. As far as the tenderers of those countries are concerned, they cannot change the bid’s amount because of the exchange rate evolution. The tenderers choose the exchange rate and assume all risks or opportunities relating to the rate fluctuation. Prices shall be fixed and not subject to revision during the performance of the contract.

11. Selection of the bids

Offers must be received within 30 days of the date of publication of this call for tender by EPSU, i.e., by 2 April 2021. This call for tender is closed.

EPSU also has set up a page for this call for tender.

This project has received financial support from the European Union

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