Purpose This study explored employer's perspectives on (1) their experience of good practice related to workers diagnosed with cancer and their return to work (RTW), and (2) their perceived needs necessary to achieve good practice as reported by employers from nine separate countries. Methods Twenty-five semi-structured interviews were held in eight European countries and Israel with two to three employers typically including HR managers or line managers from both profit and non-profit organisations of different sizes and sectors. Interviews were recorded and transcribed verbatim. A grounded theory/thematic analysis approach was completed. Results Employers' experience with RTW assistance for workers with cancer appears to be a dynamic process. Results indicate that good practice includes six phases: (1) reacting to disclosure, (2) collecting information, (3) decision-making related to initial actions, (4) remaining in touch, (5) decision-making on RTW, and (6) follow-up. The exact details of the process are shaped by country, employer type, and worker characteristics; however, there was consistency related to the need for (1) structured procedures, (2) collaboration, (3) communication skills training, (4) information on cancer, and (5) financial resources for realizing RTW support measures. Conclusions Notwithstanding variations at country, employer, and worker levels, the employers from all nine countries reported that good practice regarding RTW assistance in workers with a history of cancer consists of the six phases above. Employers indicate that they would benefit from shared collaboration and resources that support good practice for this human resource matter. Implications for cancer survivors Further research and development based on the six phases of employer support as a framework for a tool or strategy to support workers with a history of cancer across countries and organisations is warranted.

The concept of precarity is increasingly used for an analysis of standard and non-standard (atypical) employment forms-yet among atypical employment forms, platform-driven work is rarely included. This paper aims to fill this gap and provide a refined analytical framework for an evaluation of precarity in employment arrangements applicable to on-demand platform work. The legitimacy of such an analytical framework is twofold. First, it allows identifying the dimensions of precarity in on-demand platform work. Second, it extends the understanding of how a general situation in the labor market connects to work precarity in on-demand platform work. The analytical framework is applied to evidence from two countries in Central and Eastern Europe-Hungary and Slovakia, where the rise of precarious employment went hand in hand with the rise of work via digital platforms. The central claim of the paper is that precarity in on-demand platform work is especially manifest in the dimensions of autonomy at work and of interest representation. Furthermore, digitalization enforces precarity, while at the same time, it mitigates labor market segmentation between standard and non-standard workers as distinct groups of workers.

Examines the role of collective bargaining in mitigating the impact of the COVID-19 crisis on employment and earnings, helping to cushion inequality while reinforcing the resilience of enterprises and labour markets. based on the analysis of national legislation in 125 countries, the gathering of data on the regulatory coverage of collective agreements in 98 countries, and examination of the content of 512 collective agreements, supplemented by in-depth country studies and interviews with key informants in 21 countries across different regions and income levels, surveys of trade unions and employers’ organizations, and data from secondary sources.

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