Abstract
Employers’ organisations and trade unions (also called the social partners) are given a central role to play in the specification of employment security into concrete regulations through collective bargaining. The question is how employment security can be implemented through collective bargaining. This contribution builds on the assumption that collective bargaining outcomes are influenced by inter alia political, socio-economic, and legal constrains. The article seeks to explore the legal framework of collective bargaining in which employment security is (to be) developed and to point out the ways in which this framework can have an effect on employment security and the way it is being shaped.
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