It is still too early to say anything definitive about the outcome of the forthward negotiations for the adoption of this directive, but it is difficult to imagine that the movement towards better working conditions and better minimum wages across Europe will be hindered, even if this directive is not adopted. The explanatory statement of the proposed directive indicates that, in many EU Member States, low wages cannot compete with other wages. This has led to an increase in poverty in the workplace and wage inequality. Moreover, in countries that rely exclusively on collective bargaining, there are still workers who do not receive minimum wage protection (10-20% in four countries and 55% in a single country)1. The adoption of a European directive on appropriate minimum wages would also mean that the European Court of Justice would be competent to interpret the directive and perhaps set a new precedent for the level of national wages and the way in which these levels are set. However, it seems that the general concern is that the directive opens up the possibility for the European Court of Justice to intervene to interpret the provisions of the directive with regard to minimum wages, which can then affect the level of minimum wages in the Member States, and that other elements, such as the right to association and the right to strike, , could be followed by EU regulation. In Finland, collective agreements are of general application. This means that a collective agreement in an industry becomes a general legal minimum for an individual`s employment contract, whether or not he or she is unionized. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement. The United States recognizes collective agreements   EU Member States establish the rules on sanctions for violations of national rules. EU Member States must also provide detailed data on minimum wage and minimum wage protection each year, so that the EU can closely monitor the implementation of the directive.
The statutory minimum wages in EU Member States must at least take into account the following when setting a legal minimum wage in accordance with the directive: the scope of the directive includes all workers who have an employment contract or employment relationship within the meaning of the law, including a collective agreement or practice in each EU Member State. The directive also applies to workers in atypical forms of employment, including domestic workers, on-demand workers, intermittent workers, coupon employees, “false self-employed”, platform workers, apprentices and apprentices. Collective agreements in Germany are legally binding, which is accepted by the public, and this is not a cause for concern.  [Failed verification] While in the United Kingdom there was (and probably still is) an “she and us” attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries. In Germany, the spirit of cooperation between the social partners is much greater. For more than 50 years, German workers have been represented by law on boards of directors.  Together, management and workers are considered “social partners.”  On 28 October 2020, the European Commission presented a proposal for the adoption of an EU directive on an adequate minimum wage. The directive proposes, among other things, elements that the national level of wages must contain in order to be “reasonable”. The proposed directive now belongs to the national governments of the EU Member States and the European Parliament, and it is too early to say that this directive will have sufficient support to be adopted.