Co-management (Mitbestimmung) in German law
Based on the social principle whereby capital and labour are intended to “co-manage” or “co-determine” (mitbestimmen) the functioning of the company, employee co-management (Mitbestimmung) is one of the pillars of the German social partnership. It seeks a balance between the rights of capital and th...
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| Опубликовано в: : | URI:https://journals.openedition.org/rdctss, |
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| Главные авторы: | , |
| Формат: | Article ou chapitre numérique |
| Язык: | Anglais |
| Опубликовано: |
Revue de droit comparé du travail et de la sécurité sociale
2021
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| Предметы: | |
| Online-ссылка: | Accès Université d'Orléans et IFPM Accès Université d'Orléans et IFPM |
| Итог: | Based on the social principle whereby capital and labour are intended to “co-manage” or “co-determine” (mitbestimmen) the functioning of the company, employee co-management (Mitbestimmung) is one of the pillars of the German social partnership. It seeks a balance between the rights of capital and those of labour. Therefore, it offsets the considerable weight of the employer within the company by establishing legal representation regimes that allow employees to control and participate in the management of the company through elected or designated representatives. Therefore, without compromising the preponderance of shareholders on the supervisory board, employee co-management ensures a permanent social dialogue at the top of the company. This social cohesion undoubtedly constitutes one of the essential elements behind the performance of German companies. This paper not only presents the laws and regulations that govern employee co-management, but also explores its different legal regimes and its real impact on the functioning of the supervisory board of a company. |
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