Flash Eurobarometer
European Commission
Hiring and employment procedures for one-person-enterprises Fieldwork: 2004
Flash Eurobarometer 163 - TNS Sofres / EOS Gallup Europe
Publication: 2004
This survey was requested by the Directorate-General Enterprise and coordinated by Directorate-General Press and Communication This document does not represent the point of view of the European Commission. The interpretations and opinions contained in it are solely those of the authors.
FLASH EUROBAROMETER 163 Hiring and Employment procedures for one-person-enterprises
Realised by EOS Gallup Europe upon the request of the European Commission (Directorate-General “Enterprise”) Survey organised and managed by Directorate-General “Press and Communication” (Opinion Polls, Press Reviews, Europe Direct)
This document does not reflect the views of the European Commission. Any interpretations or opinions expressed in this report are those of the authors alone.
SURVEY: 2004 ANALYTICAL REPORT: 2004
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 1
Table of contents PRESENTATION ...............................................................................................2 1.
Expanding Solo Operations...................................................................4
1.1.
Current support ................................................................................4
1.1.1. Short-term employees ......................................................................4 1.1.2. Family or friends ..............................................................................6 1.1.3. Subcontracting ................................................................................8 1.2.
Past employment contracts .............................................................. 10
1.3.
Future employment needs ................................................................ 12
2.
Hiring Procedures............................................................................... 15
2.1.
Legal administrative procedures ........................................................ 15
2.1.1. Information sources....................................................................... 15 2.1.2. Administrative bodies ..................................................................... 18 2.1.3. Time and effort required ................................................................. 21 3.1.4. Initial time and effort required prior to employment ............................ 24 2.2. Suitability of administrative procedures .................................................. 26 3.
Employment Procedures.....................................................................29
3.1.
General prohibitory factors ............................................................... 29
3.2.
Administrative procedures ................................................................ 34
3.2.1. Barriers to employment .................................................................. 34 3.2.2. On-going time and effort required during employment......................... 35 3.3. 4.
Tax requirements............................................................................ 37
Initiatives for small companies .......................................................... 39
4.1.
Awareness levels ............................................................................ 39
CONCLUSION ................................................................................................. 43 ANNEXES Tables Technical Note Questionnaires
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 2
PRESENTATION Small enterprises are the driving force for innovation and job creation in Europe. Their small size makes them sensitive to changes in the industry and environment in which they operate. This is why the need to facilitate the development of small enterprises was emphasized at the European Council in Feira, Portugal on 19 and 20 June, 2000. In the field of employment, there is evidence that administrative burdens, which result from employment regulation, adversely affect the overall job creation, particularly in small firms. It is said that smaller businesses are disproportionately affected because they have limited management resources and no specialist staff to understand and meet the legal requirements1. At the same time, SMEs are recognised to be an important generator of employment. However, if administrative burdens have a negative impact on SMEs’ recruitment decisions, their job creation potential cannot be fully exploited. In the European Commission’s observatory of European SMEs report, administrative burdens with regard to the recruitment process are defined. Administrative burdens may, on the one hand, stem from the number and nature of administrative procedures in the recruitment process, their complexity and obscurity. Administrative procedures include obligatory contacts with authorities, form completion or delivery of the requested information to the respective authorities. On the other hand, they may result from the (frequently changing) employment legislation and its complexity and obscurity. Both aspects might pose considerable burdens on enterprises and therefore present a bottleneck for employment creation especially in small firms2. The European Council meeting in Luxembourg in 1997 – known as the Luxembourg Jobs Summit – endorsed an ambitious European employment strategy. It encompasses the co-ordination of the Member States’ employment policies on the basis of commonly agreed Employment guidelines in the framework of the so-called Luxembourg process. The Member States have committed themselves to bring their policies into line with the objectives of these Employment Guidelines and they have started to implement the policy reforms and initiatives outlined in the National Action Plans. One explicitly announced aim is to review and simplify the administrative burdens posed on SMEs when recruiting employees3. In view of on-going efforts since then, DG Enterprise wanted to assess how one-person-enterprises in particular perceive hiring and employment procedures. The target group (one-personenterprises) is of specific interest to DG Enterprise, as the growth of such companies often implies a need for support in the form of additional personnel. The methodology used in this survey, carried out by EOS GALLUP EUROPE, is the Directorate-General Press and Communication (Unit B/1 "Opinion polls") FLASH Eurobarometre surveys.
1
OECD, Business’ Views on Red Tape, Administrative and regulatory burdens on small and medium-sized enterprises, Paris, 2001, p. 21 2 Observatory of European SMEs No 7, Recruitment of employees: Administrative burdens on SMEs in Europe, 2002, p. 11 3 http://europa.eu.int/comm/employment_social/employment_strategy/98_guidelines_en.htm
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 3
A total of 3,929 owners or persons running one-person-enterprises were interviewed by telephone. Between 21 June and 16 July 2004, one-person-enterprises in 14 Member States (European Union Member States, except for Greece, prior to the latest enlargement) were interviewed. Between 1 and 9 September 2004, oneperson-enterprises in 5 of the new Member States (Cyprus, Czech Republic, Estonia, Lithuania and Poland) were interviewed. The sample was selected according to two criteria: country and sector of activity. In Member States with the most companies (Germany, Spain, France, Italy, the UK and Poland), approximately 300 one-personenterprises per country were interviewed. In those with the fewest companies (Ireland, Luxembourg, Finland, Cyprus and Estonia) the figure was approximately 100 each and 200 owners or persons running their business were consulted in Belgium, Denmark, the Netherlands, Austria, Portugal, Sweden, the Czech Republic and Lithuania. The person interviewed at each company was the owner or person running the enterprise. For each theme addressed, our analysis4 looks at the: •
19 Member States involved as a whole (EU-19) and each individually;
•
company characteristics for EU-19:
•
¾
sector of activity: construction, industry, trade and services;
¾
age of the business (number of years that the business has been in existence or taken over by the person currently running it);
¾
turnover (turnover of the business in the last fiscal year)
other characteristics for EU-19: ¾
one-person-enterprise’s past experience of recruiting employees under a regular work contract (based on responses to Q2.1)
A detailed description of the sample is included in the methodological note in the annex.
4 In some cases, due to the rounding of figures, displayed sums can show a difference of one point with the sum of the individual cells. Also, note that the total percentages shown in the tables of this report may exceed 100% where the respondent is allowed to give several answers to a particular question.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 4
1.
Expanding Solo Operations
1.1.
Current support
In this section we will look at the current level of support owners of one-person enterprises receive. Our analysis will focus on each of the following forms of support: short-term employees, support from family or friends as well as subcontracting services. Source questionnaire: Q1a, Q1b and Q1c - Three in four one-person-enterprises receive some form of assistance in their work with most relying on informal support through family or friends compared to more formal support via short-term staff or subcontractors 1.1.1. Short-term employees
Q1a. Could you tell m e if you em ploy staff on a short term basis ? Often
EU 19 4%
EE
40%
49%
31%
11%
54%
20%
FI 4%
69%
26%
DE 3% PT
[DK/ NA]
78%
15%
UK
Never
17%
11%
IE
Sometimes
69%
26%
7%
72%
16%
77%
ES 4%
19%
78%
PL 3%
20%
77%
17%
78%
LU
5%
LT
20%
78%
AT 3%
18%
79%
IT 3%
17%
80%
DK 2%
16%
CY
82%
15%
84%
FR 2%
13%
84%
3%
11%
86%
CZ SE
11%
89%
BE 2% 8%
90%
NL 2% 8%
89%
0%
20%
40%
60%
80%
100%
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 5
At the EU-19 level, one in five persons running their own enterprise employs staff on a short term basis: 4% do so often and 17% only sometimes. Ireland and Estonia stand out with more one-person-enterprises employing shortterm staff than in any other Member State interviewed. In Ireland, 51% employ staff on a short-term basis (11% responded “often” and 40% responded “sometimes”) and in Estonia, 46% employ short-term personnel (15% responded “often” and 31% responded “sometimes”). In Belgium, Sweden and the Netherlands nine in ten owners of one-personenterprises “never” employ short-term staff. Breakdown by company categories
Q1a. Could you tell m e if you em ploy staff on a short term basis ? Often
Sometimes
EU 19 4%
Never
17%
[DK/ NA]
78%
SECTOR Industry 3%
16%
Construction 5%
81% 26%
68%
Trade 2% 15% Services
6%
82%
17%
78%
PAST RECRUITMENT EXPERIENCE 7%
Yes
28%
65%
No 3% 13% 0%
83% 20%
40%
60%
80%
100%
Looking first at sector of activity, companies in construction stand out for the relatively high proportion of one-person-enterprises employing short-term staff. Companies which have recruited employees under a regular work contract in the past are slightly more inclined to currently employ short-term staff compared to those who have not hired full-time, permanent employees.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 6
1.1.2. Family or friends Family or friends correspond to the most significant source of help for one-personenterprises. At the EU-19 level, 17% often receive help at work from family or friends, 37% sometimes receive such help and 46% never receive such support.
Q1b. Could you tell m e if you receive help at your w ork from fam ily m em bers or friends ? Often
Sometimes
17%
EU 19
Never
37%
46%
37%
EE
36%
25%
FI
27%
48%
31%
LT
27%
38%
28%
AT
[DK/ NA]
30%
37%
35%
SE
22%
43%
33%
CZ
23%
41%
36%
18%
IE DE
16%
21%
NL CY DK
19% 10%
BE
9%
FR
9%
47% 46%
32%
47%
43%
18%
0%
33%
10%
ES
43%
36%
21%
PT
40%
45%
18%
UK
38%
40%
12%
IT
37%
46%
20%
PL LU
45%
46%
34%
48%
31%
51%
36%
54%
31%
60%
27% 20%
64% 40%
60%
80%
100%
In 15 of the Member States surveyed, at least one in two one-person-enterprises receives help at work from family members or friends. Looking at the results by country, Estonia once again stands out, along with Finland, for the high level of support one-person-enterprises receive from family or friends. 73% receive such support in both countries. It seems that in France and Belgium those running their enterprise single-handedly do not rely on such support, with respectively 64% and 60% “never” receiving support from family or friends.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 7
Breakdown by company categories Q1b. Could you tell m e if you receive help at your w ork from fam ily m em bers or friends ? Often
Sometimes
EU 19
Never
46%
37%
17%
SECTOR
Construction Trade Services
36%
40%
23%
Industry
55%
37%
9%
39%
39%
21%
51%
34%
15%
AGE OF BUSINESS
1-3 years
16%
4-5 years
17%
> 5 years
17%
43%
36%
21%
< 1year
51%
33%
39%
44%
46%
37%
PAST RECRUITMENT EXPERIENCE Yes No 0%
42%
38%
20%
48%
36%
16% 20%
40%
60%
80%
100%
Looking first at the influence the sector of activity bears, one-person-enterprises in industry and trade are more inclined to receive support from family members or friends compared to those in other sectors. The graph above shows that one-person-enterprises which have been in existence for less than 12 months are more likely to “often” rely on support from family or friends than longer-established firms. Companies which have employed full-time, permanent employees in the past are slightly more inclined to currently receive help at work from family or friends.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 8
1.1.3. Subcontracting Q1c. Could you tell m e if you subcontract or buy services from others ? Often
EU 19
12%
EU 14
11%
Sometimes
27%
61% 65% 38%
EE
34%
SE
34%
38%
14%
PT
20%
8%
DE
7% 9%
DK
5% 7%
CY 0%
67%
25%
12%
AT
64% 65%
13%
8%
ES
59% 58%
20%
20%
FR
IT
27%
14%
LU
53%
29%
16%
BE
51%
27%
12%
IE
48%
34%
18%
NL
49%
41%
14%
FI UK
44%
36%
10%
PL
28% 32%
34%
15%
CZ
49%
34%
21%
LT
[DK/ NA]
23%
13%
NMS 5
Never
67%
21%
67%
21%
69%
20%
73%
17%
73%
21%
73%
14%
79% 20%
40%
60%
80%
100%
At the EU-19 level, 38% of one-person-enterprises subcontract or purchase services from others; 12% do so often and 27% do so sometimes. 61% never turn to serviceproviders. For this particular question, it is worth noting the schism between the 14 “old” Member States and the 5 new Member States surveyed (EU-14: 35% respond “often” or “sometimes”; NMS-5: 51% respond “often” or “sometimes”). In the graph above, we can see that here also Estonia stands out together with Sweden with respectively 72% and 68% of one-person-enterprises indicating that they subcontract or purchase services from others. In Sweden, responses are equally split between “often” and “sometimes” and more or less the same can be said for Estonia. On the contrary, Cyprus (79%) stands out for the proportion of one-personenterprises who never subcontract or buy services from others.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 9
Breakdown by company categories
Q1c. Could you tell m e if you subcontract or buy services from others ? Often
Sometimes
EU 19
Never
12%
[DK/ NA]
27%
61%
SECTOR Industry
17%
Construction
16%
Trade Services
9%
32%
50%
39% 20%
11%
44% 71%
26%
62%
TURNOVER 250 000 Euros
27%
12%
64%
32%
22% 20%
56% 30%
47%
34%
46%
PAST RECRUITMENT EXPERIENCE Yes
14%
No 0%
11%
30%
56%
25% 20%
64% 40%
60%
80%
100%
Looking first at sector of activity, as we might expect, enterprises in construction stand out for the high proportion of one-person-enterprises which either subcontract or buy services from others. Turnover seems to be a significant indicator of whether or not one-person-enterprises subcontract or purchase services. There is an increasing relationship between turnover and sub-contracting or purchasing services whereby the greater the turnover, the more likely the one-person-enterprise is to engage the activities of service-providers. We could presume that a higher level of turnover implies that the workload is greater and hence the need for assistance. This however, is coupled with the presumption that these enterprises are better placed to finance such needs. One-person-enterprises which have recruited employees in the past are more likely to subcontract or buy services from others. Before concluding this section, it is worth noting that three in four one-personenterprises receive some form of assistance in their work with most relying on informal support through family or friends compared to more formal support via short-term staff or subcontractors. Consequently, there is a potential for recruitment of employees in the future thereby confirming the need to assess the associated procedures.
EOS Gallup Europe
1.2.
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 10
Past employment contracts
This question serves as a means of distinguishing between first-time recruiters and firms which have already experienced this. In the graph below, we have regrouped “yes, several times” and “yes, once” responses. Source questionnaire: Q2.1 - 28% of one-person-enterprises have past experience of recruiting full-time, permanent staff -
Q2.1 In the past, did you ever recruit for your business one or m ore em ployees under a regular (i.e. norm al, ordinary) w ork contract? Yes
No
[DK/ NA]
28%
EU 19
72%
25%
EU 14
75% 37%
NMS 5
63% 50%
PL
50%
40%
DK
59%
38%
EE ES
34%
IE
34%
61% 66% 66%
31%
DE
69%
BE
30%
70%
CY
29%
71%
LT
29%
AT
28%
71% 71%
IT
26%
74%
CZ
26%
74%
LU
25%
75%
PT
25%
75%
24%
UK
88%
8%
NL FI
75%
12%
FR
92%
5%
95%
SE 3% 0%
97% 20%
40%
60%
80%
100%
At the EU-19 level, 28% of one-person-enterprises have, in the past, recruited one or more employees under a regular work contract. There is a significant difference between the past recruitment experiences of the 14 “old” Member States (25%) and the 5 new Member States (37%). Looking at the country breakdown of results, the graph above shows that Poland is where most one-person-enterprises have recruited employees under a regular contract, being the case of one in two firms.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 11
In contrast, Sweden, Finland and the Netherlands can be distinguished for the particularly high proportions of one-person-enterprises, respectively 97%, 95% and 92%, which have never recruited employees under a regular contract. In parallel, in Sweden and the Netherlands, we previously noted that in both countries few oneperson-enterprises employ short-term staff. While Finland ranks highest for the proportion of one-person-enterprises which receive help from family or friends. Breakdown by company categories Looking first at sector, persons running enterprises in industry are more inclined to recruit employees under a regular work contract compared to businesses in other sectors of activity. As we might expect, there is an increasing relationship between the number of years since the business has been established and past experience of recruiting employees under a regular contract: enterprises which have been in existence for more than five years are more likely to have past experience of this than more recently established firms.
Q2.1 In the past, did you ever recruit for your business one or m ore em ployees under a regular (i.e. norm al, ordinary) w ork contract? Yes
No 72%
28%
EU 19 SECTOR Industry
64%
36%
71%
29%
Construction Trade
26%
74%
Services
27%
73%
AGE OF BUSINESS < 1year
3%
97% 90%
10%
1-3 years 4-5 years
81%
19%
> 5 years
66%
34% 0%
20%
40%
60%
80%
100%
EOS Gallup Europe
1.3.
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 12
Future employment needs
Source questionnaire: Q2.2. - On average, 15% of one-person-enterprises would need to recruit additional employees within the next six months Q2.2 Considering the current situation of your business, do you think that you w ould need to recruit one or m ore em ployees in the next six m onths? Yes
No
[DK/ NA]
83%
15%
EU 19
78%
22%
CY LT
20%
78%
ES
19%
80%
IT
19%
81%
UK
19%
80%
EE
19%
PL
19%
IE
18%
79% 76% 82%
LU
17%
80%
DK
16%
83%
14%
FR
SE
11%
CZ
11%
3%
84%
14%
FI
2%
2%
86% 1%
88% 86%
PT
7%
93%
DE
6%
94% 96%
NL 4% BE 3%
95%
2%
AT 3%
95%
1%
0%
20%
40%
60%
80%
100%
At the EU-19 level, 15% of one-person-enterprises believe that that they would need to recruit one or more employees in the next six months. In most Member States, less than one in five owners of one-person-enterprises believes that it would be necessary to recruit additional employees within the next six months.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 13
In Cyprus and Lithuania, growth opportunities are most promising with respectively, 22% and 20% confirming their belief that they would need to recruit employees within the coming six months. Looking now at enterprises which do not anticipate a need to recruit additional employees in the next six months, the Netherlands (96%), Belgium and Austria (both 95%) rank highest.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 14
Breakdown by company categories Q2.2 Considering the current situation of your business, do you think that you w ould need to recruit one or m ore em ployees in the next six m onths? Yes
No
EU 19
[DK/ NA]
15%
83%
14%
84%
SECTOR Industry Construction
21%
76%
Trade
14%
85%
Services
14%
84%
AGE OF BUSINESS < 1year
32%
64%
1-3 years
21%
78%
4-5 years
20%
78%
> 5 years
13%
86%
13%
86%
TURNOVER 250 000 Euros
73%
27%
PAST RECRUITMENT EXPERIENCE Yes
19%
No 0%
78%
14%
85% 20%
40%
60%
80%
100%
Looking first at sector of activity, construction once again stands out for the relatively higher proportion of one-person-enterprises confirming their short-term recruitment needs. Note that this sector stood out previously for their tendency to currently employ short-term staff. This would suggest that employment opportunities in construction are inclined to be greater than in other industry categories. Owners of recently established firms (less than 12 months) seem to be more optimistic about expansion in the short-term. One-person-enterprises with a turnover of more than 250,000 euros are more inclined to anticipate the need for recruitment in the next six months. As mentioned earlier, a higher level of turnover would lead us to believe that this category of enterprise is better placed to finance its recruitment needs. One-person-enterprises which have employed full-time, permanent employees in the past are more inclined to confirm their need to recruit within the coming six months.
EOS Gallup Europe
2.
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 15
Hiring Procedures
In this section the nature of hiring procedures as viewed by one-person-enterprises is explored. We will analyse preferred information sources, opinions on the number of obligatory institutions which should be contacted, the time required to gather all of the required information and fulfil procedures before turning to perceptions of the suitability of administrative procedures to hiring. 2.1.
Legal administrative procedures 2.1.1. Information sources
Source questionnaire: Q8 - One in two one-person-enterprises would prefer to turn to accountants or legal or financial advisors for information on hiring procedures Q8. Suppose that you w ant to hire som ebody. In your opinion, w here do you think you could best obtain the necessary inform ation regarding procedures and your duties? - EU 19 Your accountant, your legal or financial advisor or a similar person
50%
Chamber of Commerce or Professional Association
25%
Family or friends
16%
The Local Authorities
11%
The National Authorities
10%
Banks
2%
[OTHER]
7%
[DK/NA]
8%
0%
20%
40%
60%
80%
100%
At the EU-19 level, the graph above shows that one in two owners of one-personenterprises would rather turn to their accountant, legal or financial advisor or a similar person. Following next, we see that one in four would prefer to turn to a chamber of commerce or professional association for such information.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 16
The table below shows the country breakdown of preferred information sources. Your accountant, your legal or financial advisor or a similar person
Chamber of Commerce or Professional Association
Family or friends
The Local Authorities
The National Authorities
Banks
[OTHER]
[DK/NA]
EU 19
50%
25%
16%
11%
10%
2%
7%
8%
EU 14
53%
31%
15%
11%
8%
2%
6%
7%
NMS 5
40%
6%
18%
8%
17%
0%
8%
10%
IT
78%
17%
7%
2%
1%
0%
1%
4% 1%
FI
70%
23%
13%
37%
11%
2%
19%
FR
57%
67%
10%
9%
12%
1%
5%
1%
LU
57%
57%
11%
9%
18%
1%
9%
2%
BE
56%
50%
8%
11%
7%
4%
19%
6%
IE
54%
10%
38%
20%
21%
2%
9%
5%
DE
53%
43%
20%
11%
17%
2%
11%
5%
NL
49%
45%
3%
4%
4%
1%
4%
13%
PL
49%
10%
18%
6%
21%
0%
3%
7%
AT
48%
54%
12%
19%
11%
2%
6%
7%
ES
43%
17%
19%
6%
4%
1%
4%
9%
EE
43%
0%
42%
15%
21%
0%
19%
6%
DK
42%
22%
8%
18%
8%
3%
13%
9%
PT
42%
24%
18%
5%
12%
1%
7%
10%
SE
37%
15%
19%
41%
10%
1%
4%
3%
UK
34%
24%
22%
23%
10%
6%
8%
12%
CZ
33%
3%
17%
9%
14%
0%
12%
12%
LT
28%
4%
28%
22%
11%
0%
8%
10%
CY
10%
6%
35%
1%
18%
0%
9%
25%
For most Member States surveyed, a majority or at least a relative majority would rather look to accountants or legal or financial advisors for information on hiring procedures. The average result for the choice of “accountants or legal or financial advisors” masks considerable differences across the Member States surveyed. In Italy, a staggering 78% of one-person-enterprises would turn to these professionals for information on procedures and duties with regard to hiring. Also, this source would be the preference for the vast majority of Finnish one-person-enterprises, being cited by 70% of those interviewed. In France and Austria, a majority would opt for a “chamber of commerce or professional association” for such information, with respective results of 67% and 54% here. In Sweden, a relative majority of one-person-enterprises (41%) would rather refer to “local authorities” for such information. In Cyprus, a relative majority (35%) would choose “family or friends”. Owners of one-person-enterprises in Luxembourg are equally split between “accountants or legal or financial advisors” and a “chamber of commerce or professional association” (57% for each) as a source of information on hiring procedures. One-person-enterprises in Lithuania are equally split between “accountants or legal or financial advisors” and “family or friends”.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 17
Breakdown by company categories Your accountant, your legal or financial advisor or a similar person
Chamber of Commerce or Professional Association
Family or friends
The Local Authorities
The National Authorities
Banks
[OTHER]
[DK/NA]
50%
25%
16%
11%
10%
2%
7%
8%
Industry
51%
19%
15%
9%
15%
1%
8%
6%
Construction
45%
24%
19%
11%
12%
2%
8%
9%
Trade
55%
24%
16%
9%
8%
2%
5%
8%
Services
48%
29%
14%
12%
10%
2%
7%
7%
< 1year
56%
30%
18%
18%
11%
2%
5%
2%
1-3 years
57%
38%
14%
10%
10%
2%
5%
4%
4-5 years
57%
31%
13%
10%
6%
2%
8%
5%
> 5 years
47%
22%
16%
10%
11%
2%
7%
9%
42%
24%
18%
13%
12%
2%
6%
7%
EU 19 Sector
Age of business
Turnover 250 000 euros
62%
18%
18%
12%
11%
1%
8%
6%
Yes
50%
22%
16%
6%
9%
1%
8%
9%
No
50%
27%
16%
12%
11%
2%
6%
7%
Past recruitment experience
We will first look at the company category influence on the choice of “accountant, legal or financial advisor”. With regard to sector, it seems that one-person-enterprises in trade are more likely to turn to this source compared to enterprises in other sectors of activity. Companies with a turnover of more than 250,000 euros are more inclined to turn to an accountant or a legal or financial advisor for information on hiring procedures than companies with a lower turnover. Turning now to Chambers of Commerce, it seems that one-person-enterprises in the services sector, firms which have been established for between 1 and 3 years, and/or firms with a turnover of between 100,000 and 250,000 euro are more inclined to opt for this source of information when it comes to hiring. One-person-enterprises which have been established for less than 12 months are more likely to turn to local authorities compared to longer established firms. When it comes to national authorities, in the sector of activity category, firms in industry would tend to refer to this source for information on hiring.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 18
2.1.2. Administrative bodies Source questionnaire: Q5 When recruiting an employee, enterprises are obliged to contact various institutions. In this section we will look at the number of institutions one-person-enterprises believe that they would need to deal with before employing their chosen candidate. - Some uncertainty regarding the number of institutions that one-person-enterprises need to deal with before employing their chosen candidate Q5. Suppose you w ant to hire som ebody. How m any different institutions (agencies, governm ent bodies etc) do you think you w ould have to deal w ith before you could actually em ploy this person? - EU 19
0
11%
1
2
3 or more
20%
15%
23%
31%
[DK/ NA]
0%
10%
20%
30%
40%
The type of institutions that one-person-enterprises would potentially need to deal with in this context includes the social insurance office, tax authority, employment office, accident insurance, pension scheme etc. The average result for EU-19 shows that 31% of one-person-enterprises do not know how many different institutions they would have to deal with before they could actually employ their chosen candidate. 11% optimistically believe that they would not have to deal with any institution. 20% consider that they would need to deal with a unique institution and 23% believe that they would have to deal with three or more institutions before employing their chosen person. The number of obligatory institutions that one-person-enterprises would need to contact when recruiting an employee varies from one Member State to the next. In the European Commission’s observatory of European SMEs5 the number of institutions to be contacted when recruiting the first employee for the 14 Member 5
Observatory of European SMEs No 7, Recruitment of employees: Administrative burdens on SMEs in Europe, 2002, p. 24
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 19
States is detailed. Looking at this group of countries, the number of institutions varies from 1 in Ireland, Austria and Sweden to 5 in Belgium. In the case of Ireland, Austria and Sweden, less than one in five are aware that they would need to deal with a unique institution when recruiting their chosen candidate. The graph below shows the proportion of company owners who believe that they would have to deal with 3 or more institutions before they could employ somebody. It is worth noting the schism here between the 14 “old” Member States (17%) and the 5 new Member States (41%).
Q5. Suppose you w ant to hire som ebody. How m any different institutions (agencies, governm ent bodies etc) do you think you w ould have to deal w ith before you could actually em ploy this person? Response: 3 or m ore
EU 19
23%
EU 14
17%
NMS 5
41%
PL
43%
CZ
42%
DE
38%
FI
33%
FR
31%
AT
30%
LT
29%
NL
26%
BE
26%
SE
20%
LU
15%
IE
14%
DK
12%
ES
11%
UK
10%
EE
7%
PT
6%
IT
5%
CY 1% 0%
20%
40%
60%
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 20
Poland (43%) and the Czech Republic (42%) stand out with the highest proportion of owners of the opinion that they would have to deal with 3 or more institutions when recruiting their chosen candidate. Following next, is Germany with 38% believing that they would have to deal with 3 or more institutions. Perceptions seem more optimistic in Cyprus, Italy and Portugal where respectively 1%, 5% and 6% of company owners believe that they would have to deal with 3 or more institutions before they could employ somebody. However, in Italy and Portugal, this result is partly explained by the fact that 43% of company owners in Italy did not know or could not answer this question and the same is true for 63% of company owners in Portugal. Breakdown by company categories One-person-enterprises which have previously recruited an employee under a regular work contract are more likely to confirm that they would need to deal with either 1 or 2 institutions compared to company owners who do not have such experience.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 21
2.1.3. Time and effort required The objective of this question is to estimate perceptions of the time necessary to collect the necessary information and fulfil all administrative procedures in order to hire the first employee. The term administrative procedure includes all obligatory contacts an employer has to make with the respective authorities in the recruitment process. This question focuses on procedures related to hiring the first employee. There is in fact a distinction between procedures related to the recruitment of the first employee and procedures related to the subsequent employee. As certain registrations only need to be done once, the number of obligatory steps, and hence the time necessary can differ between both cases6. Source questionnaire: Q6 - Uncertainty with regard to the number of days required to fulfil administrative procedures for hiring Q6. How m uch of your w orking tim e do you think you w ould need in order to gather all the necessary inform ation and fulfil all adm inistrative procedures in order to hire your first em ployee? One day or less 25%
EU 19
EE
39%
FI
39%
DK
39%
28%
DE
28%
CZ
27%
ES
26%
NL
25%
FR
23%
BE
22%
SE
21%
CY
20%
PL
17%
PT
17%
0% 6
23%
24%
21% 22%
16%
31%
27%
10%
36%
32%
9%
23%
17%
21%
15%
13%
28%
31%
33%
29%
31%
28%
41%
23%
8%
34%
28%
20% 38%
21%
12%
32%
35% 12%
20% 21%
33%
19%
3%
18%
17%
26% 40%
27%
25% 20%
15% 28%
29%
14%
18%
30%
30%
LT
17%
22%
34%
IE
18%
20%
36%
UK
[DK/ NA]
31%
45%
LU
1 w eek or more
25%
AT
IT
Tw o to three days
8% 44%
38% 40%
60%
23% 80%
100%
Observatory of European SMEs No 7, Recruitment of employees: Administrative burdens on SMEs in Europe, 2002, p. 22
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 22
At the EU-19 level, one in four owners of one-person-enterprises believes that they would only need “one day or less” in order to gather all the necessary information and fulfil all administrative procedures before hiring their first employee. An identical proportion believes that this would take “two to three days” and 31% believe that this would take “one week or more”7. 18% of owners of one-person-enterprises did not or could not respond to this question. One-person-enterprises in Austria seem to be considerably more optimistic than those in other Member States surveyed about the time necessary for dealing with administration related to hiring with 45% believing that this would take “one day or less”. Estonia, Finland and Denmark are also among the most optimistic with 39% considering that this would take one day or less. It is worth recalling that in Estonia and Denmark, 38% and 40% respectively of one-person-enterprises have past experience in recruitment (subsection 1.2), suggesting that in practice, from a time point of view, the experience was positive. Looking at the combined responses for “one week or more” category, it seems that relatively higher proportions of one-person-enterprises in France (41%) and Poland (40%) believe that the time required for dealing with administrative procedures would take at least one week. In Poland, 50% of one-person-enterprises have recruited employees in the past (subsection 1.2), which would lead us to believe that the administrative procedures were indeed time-consuming. Breakdown by company categories Q6. How m uch of your w orking tim e do you think you w ould need in order to gather all the necessary inform ation and fulfil all adm inistrative procedures in order to hire your first em ployee? One day or less
EU 19
Tw o to three days
1 w eek or more
25%
25%
250 000 Euros
32%
31%
15% 13% 25%
27%
24%
12% 16%
PAST RECRUITMENT EXPERIENCE Yes
30%
No 0%
7
23%
28% 24%
20%
40%
28%
14%
33% 60%
20% 80%
100%
The corresponding table of results (in the annex), details answer options as follows: one week, two to three weeks and more than three weeks.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 23
Company turnover seems to bear an influence on the perception owners of oneperson-enterprises have of the time they believe it would take to gather all the necessary information and fulfil all administrative procedures in order to hire their first employee. Companies with a higher level of turnover (over 100,000 euros) are more inclined to believe that this would take “one day or less” compared to enterprises with a smaller turnover. It is worth noting that companies with past experience of recruiting employees under a regular work contract are more likely to consider that they would need only “one day or less” in order to gather the required information and fulfil all the necessary administrative procedures before hiring their first employee.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 24
3.1.4. Initial time and effort required prior to employment Here we will look at how much time one-person-enterprises believe would be necessary before their chosen candidate actually starts work. Regulations vary across Member States: in some countries certain administrative procedures must be terminated before the newly recruited employee starts work, while other steps should be followed after the employee has started work8. Source questionnaire: Q7 - 28% of one-person-enterprises would postpone administrative procedures until after the employee starts working Q7.(…)In your opinion, how m uch tim e w ould be necessary before this person can begin to actually w ork in your com pany? The emplo yee can start wo rking immediately, pro cedures can be so rted o ut later
EU 19
13%
EE
39%
IE
39%
DK
37%
CY
36%
FI
34%
DE
33%
10%
31%
ES
31%
SE
30%
9%
UK
29%
13%
FR
27%
BE
26%
LT
25%
CZ
25%
NL
25%
14%
IT
25%
12%
0%
20%
3% 7% 22%
28% 17%
17%
22%
12%
17%
41%
10% 5%
8%
35%
13%
29%
28%
15%
37%
10%
5%
43% 17%
18%
11%
21%
16%
13%
23%
27% 33%
15%
16% 6%
20%
13%
13%
11%
14%
25%
17%
7%
16%
27%
18%
30%
15%
26% 34%
19% 40%
13%
30%
13% 6%
3% 5%
29%
13%
11%
18% 33%
10%
10%
LU
27%
12%
23%
[DK/ NA ]
12%
12%
10% 6%
One week o r mo re
33%
26%
31%
PT
Two to three days
14%
AT
PL
8
28%
One day o r less
13%
38% 60%
9% 80%
100%
Observatory of European SMEs No 7, Recruitment of employees: Administrative burdens on SMEs in Europe, 2002, p. 22
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 25
At the EU-19 level, 28% of persons running one-person-enterprises believe that the employee can start working immediately and that administrative procedures can be sorted out later. 13% believe that this could take “one day or less”, 14% consider that “two to three days” would be necessary and 33% are of the opinion that this could take one week or more9. One-person-enterprises in Estonia (39%), Ireland (39%) and Denmark (37%) feel less inhibited by employment administrative procedures and would rather the employee start immediately and sort out procedures later. It is interesting to note that according to the European Commissions observatory on SMEs, in both Ireland and Denmark procedures can in fact be followed after the employee starts work10. In Belgium and Sweden, more than two in five one-person-enterprises believe that administrative procedures would take one week or more to sort out before their chosen candidate can actually begin to work. A relatively high proportion of owners of one-person-enterprises in Portugal (28%) and the Netherlands (26%) did not or could not respond to this question. Breakdown by company categories Q7.(…)In your opinion, how m uch tim e w ould be necessary before this person can begin to actually w ork in your com pany? The employee can start w orking immediately, procedures can be sorted out later
EU 19
One day or less
Two to three days
[DK/ NA]
12%
33%
14%
13%
28%
One w eek or more
TURNOVER 27%
25 001 - 100 000
29%
100 001 - 250 000
15% 18%
26%
15%
34%
7%
16%
32%
9%
12%
36%
> 250 000 Euros
13%
34%
14%
11%
5 years TURNOVER
11%
250 000 Euros 0%
10%
20%
30%
One-person-enterprises which have been established for a longer period are more likely not to employ another person as they perceive the legal and administrative procedures for hiring, employing or dismissing staff to be too complicated compared to more recently established firms. Similarly, owners of companies with a turnover of over 100,000 euros are more inclined to cite this reason than companies with less financial might.
EOS Gallup Europe
3.2.
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 34
Administrative procedures 3.2.1. Barriers to employment
In this question we will focus on why owners of one-person-enterprises are of the opinion that the legal and administrative procedures for hiring, employing or dismissing staff are too complicated. This question was put to those who previously cited this as being one of their main reasons for not employing staff. As the corresponding table in the annex shows, our respondent base is considerably reduced. Consequently, at the country and socio-demographic levels our results are not statistically reliable for analysis. Source questionnaire: Q4 - Fulfilling obligations regarding social contributions emerges as the foremost reason explaining one-person-enterprises opinion that the complexity of the legal and administrative procedures prevent further employment Owners of one-person-enterprises were asked to give two reasons best explaining why they perceive hiring, employing or dismissing legal and administrative procedures as being too complicated. As in question 3, our analysis here focuses on the combined “firstly” and “secondly” responses. As the graph below shows, the responses at the EU-19 level, in general, are relatively evenly distributed. The exception to this is anti-discrimination laws, which is only cited by 7% of one-person-enterprises. Ranking highest, we see that fulfilling requirements regarding social contributions is perceived to be too complicated and time consuming by 37% of owners of one-personenterprises. Q4. One of the reasons w hy you do not have an em ployee is due to the com plexity of the legal and adm inistrative procedures. From the follow ing list, w hat exactly are the tw o m ain reasons best explaining your opinion? Firstly & Secondly? - EU 19 Fulfilling the requirements to fulfil yo ur o bligatio ns regarding so cial co ntributio ns wo uld be to o co mplicated and timeco nsuming
37%
The expenses related to the administrative pro cedures fo r hiring so mebo dy are to o high
32%
Yo u are afraid that it wo uld be to o difficult to dismiss an emplo yee in the future
31%
Fulfilling the requirements fo r withho lding taxes and o ther tax related wo rk wo uld be to o co mplicated and time-co nsuming
30%
Yo u wo uld have to co mply with to o many health and safety regulatio ns
28%
Yo u wo uld no t have eno ugh freedo m to select an emplo yee because o f anti-discriminatio n rules
7%
5%
[OTHER] [SP ECIFY]
10%
[DK/NA ]
0%
10%
20%
30%
40%
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 35
3.2.2. On-going time and effort required during employment In this section, we will look at perceptions of the amount of time that would be required for dealing with employment administrative procedures on a monthly basis. Source questionnaire: Q9 - A relative majority of one-person-enterprises are of the opinion that they would have to spend a few hours per month on administrative procedures related to the employment of another person Q9. How m uch tim e per m onth do you think you w ould have to spend on adm inistrative procedures related to this em ploym ent (e.g. fulfilling tax and social security obligations...)?
A few ho urs
A bo ut o ne day
EU 19
Two o r three days
12%
25%
39%
LU
49%
FR
49%
EE
48%
42%
UK
41%
24%
NL
40%
25%
BE
39%
27%
36% 35%
29%
PL
34%
31%
ES
34% 26%
CY
25%
12%
11%
14%
17% 15%
21% 20%
12%
7% 40%
18% 24% 19%
4% 13%
9% 10%
9%
20%
5%
12%
9%
5%
10% 1%
5%
9%
22%
8% 6%
21%
18%
4%
13%
35%
8% 21%
26%
3% 8%
8% 3%
36%
CZ
LT
14%
27%
24%
10%
6%
35% 29%
4%
22% 14%
25%
DK
IT
3% 6%1%
21%
43%
37%
8%
32%
DE
SE
14%
30%
53%
AT
0%
12%
57%
IE
[DK/NA ]
19%
5%
14%
58%
FI
PT
M o re than three days
20%
8% 37%
7% 50%
7% 60%
80%
100%
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 36
At the EU-19 level, 39% of those running one-person-enterprises are of the opinion that they would have to spend “a few hours” per month on administrative procedures related to the employment of another person. 25% believe that this would take “about one day”. Approximately, one in five one-person-enterprises did not or could not answer this question. In Luxembourg and Finland owners of one-person-enterprises are most optimistic about the time that they would need to devote to administrative procedures related to employment with respectively 58% and 57% believing that this would take “a few hours” per month. In fact, in most Member States surveyed, a relative majority believes that “a few hours” per month would be required for administrative procedures related to employment. In Portugal, Cyprus and Spain, a large proportion of one-person-enterprises were unable to answer this question, with respective “dk/na” results of 50%, 37% and 35%. Breakdown by company categories In the age of business category, persons running enterprises which exist for between 4 and 5 years are more likely to believe that they would need to devote “a few hours” per month to employment administrative procedures. Owners of one-personenterprises which were set-up within the last twelve months are more inclined to believe that they would need “about one day” per month to fulfil administrative requirements related to employment compared to those in longer-established firms. Company turnover also seems to influence results: owners of one-person-enterprises which have a turnover of over 250,000 euros tend to be more likely to consider that they would only need “a few hours” per month to fulfil employment administrative requirements compared to companies with a lower turnover. Q9. How m uch tim e per m onth do you think you w ould have to spend on adm inistrative procedures related to this em ploym ent (e.g. fulfilling tax and social security obligations...)? A few hours
EU 19
About one day
Tw o or three days
More than three days
19%
5%
12%
25%
39%
[DK/NA]
AGE OF BUSINESS 42%
1-3 years
43%
12%
25%
37%
> 5 years
10%
17%
3%
5%
14%
23%
48%
4-5 years
10%
32%
< 1year
12% 14%
4%
21%
6%
20%
TURNOVER 250 000 Euros 0%
20%
40%
60%
15%
6% 9%
13% 80%
13% 14%
2% 13% 100%
EOS Gallup Europe
3.3.
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 37
Tax requirements
In this question, one-person-enterprises were asked to estimate how much they believe that they would need to pay for social security contributions, special employment taxes and other mandatory payments on top of a salary of 100 euros. In order to facilitate analysis, we have calculated the average results for each country and will refer to this supplementary payment as a percentage since this is based on a salary of 100 euros. Source questionnaire: Q11 - Perceptions of mandatory payments for employment of another person could hamper employment opportunities for one-person-enterprises At the EU-19 level, on average, this is estimated to be equivalent to 66.3% of a gross salary. Q11. If you pay that em ployee a gross salary of 100 euros, how m uch do you think you w ould have to pay ON TOP OF THIS AMOUNT for the various social security contributions, for special taxes related to the em ploym ent and other m andatory paym ents? AVERAGE 66,3
EU 19
97,9
BE
89,4
AT
80,2
PL
75,7
FR IT
71,4
LU
71,2 68,5
PT
65,4
SE DE
63,7
FI
63,1
NL
62,2
ES
61,9
CZ
61,1 60,3
LT
46,7
IE
43,4
EE
40
DK
34,1
UK
29,1
CY
0
20
40
60
80
100
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 38
The graph above shows the average results for each of the 19 Member States surveyed. As we can see, the average result of 66.3% masks considerable differences across countries. The result in Belgium stands out from all others. One-person-enterprises here are of the opinion that mandatory payments related to employment of another person would be, on average, as high as 97.9% of their gross salary. Such negative perceptions of mandatory payments could be a major deterring factor for one-person-enterprises seeking to employ another person. In 14 of the Member States surveyed, one-person-enterprises consider that, on average, the amount that they would be obliged to pay for the employment of another person would be at least 60% of their gross salary. The only countries where mandatory payments are perceived to be below 50% of gross salary are Ireland (46.7%), Estonia (43.4%), Denmark (40%), the United Kingdom (34.1%) and Cyprus (29.1%). Breakdown by company categories The number of years which a company has been in existence seems to exert a certain influence on the average amount one-person-enterprises believe they would have to pay on top of a gross salary of 100 euros. Persons running enterprises which have been established for between 4 and 5 years, tend to believe that they need to pay more for social security contributions and other mandatory payments than those in other “age of business” categories. Q11. If you pay that em ployee a gross salary of 100 euros, how m uch do you think you w ould have to pay ON TOP OF THIS AMOUNT for the various social security contributions, for special taxes related to the em ploym ent and other m andatory paym ents? AVERAGE 66,3
EU 19 AGE OF BUSINESS
72,7
< 1year
65,4
1-3 years
77,9
4-5 years 65,2
> 5 years 0
20
40
60
80
100
EOS Gallup Europe
4.
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 39
Initiatives for small companies
Smaller sized enterprises are exempted from certain legal obligations as long as the number of their employees stays below the defined threshold. Existing relief is mainly related to the reduction or exemption of social security contributions, the availability of grants and tax incentives, as well as exemptions from certain legal obligations such as worker representation, health and safety, dismissal protection as well as in the field of disability law11. In this section we will analyse to the extent to which one-personenterprises are aware of exemptions and other forms of support favouring small firms. 4.1.
Awareness levels
Source questionnaire: Q10 - Low levels of awareness of exceptions from legal and administrative requirements or special initiatives with regard to hiring and employment for small companies The table below shows the proportion of one-person-enterprises by country which, are aware of the various exceptions from legal and administrative requirements or special programmes and initiatives for small companies.
11
Observatory of European SMEs No 7, Recruitment of employees: Administrative burdens on SMEs in Europe, 2002, pgs. 37-40
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 40
Exemptions from rules that protect employees from dismissal
Special reductions for taxes and social security contributions for small companies
Special financial support (subsidy, grants…) available for small companies that hire staff
Exceptions and special rules that make the administrative process of hiring easier
Relaxing employment rules that make employing staff less burdensome
EU 19
36%
34%
36%
21%
24%
EU 14
38%
37%
36%
23%
25%
NMS 5
27%
22%
35%
16%
19% 18%
BE
22%
30%
27%
16%
DK
20%
12%
29%
10%
9%
DE
33%
32%
36%
18%
19%
ES
35%
40%
35%
27%
32%
FR
34%
37%
38%
29%
26%
IE
37%
26%
32%
16%
18%
IT
53%
47%
40%
30%
32%
LU
42%
28%
34%
26%
17%
NL
26%
27%
25%
11%
12%
AT
24%
37%
34%
15%
21%
PT
32%
34%
25%
14%
12%
FI
40%
40%
32%
18%
19%
SE
35%
31%
18%
8%
14%
UK
37%
32%
37%
17%
20%
CY
25%
18%
9%
8%
9%
CZ
22%
20%
27%
12%
11%
EE
41%
22%
34%
13%
14%
LT
19%
38%
21%
7%
12%
PL
31%
25%
46%
21%
28%
For each of the exceptions covered in this question, only a minority of one-personenterprises have heard of them. At the EU-19 level, “exemptions from rules that protect employees from dismissal” and “special financial support available for small companies that hire staff” rank highest with 36% of one-person-enterprises confirming that they have heard of these initiatives. 34% are aware of “special reductions for taxes and social security contributions for small companies”. A considerably lower proportion of one-person-enterprises have heard of “relaxing employment rules that make employing staff less burdensome” (24%) and “exceptions and special rules that make the administrative process of hiring easier” (21%). These results show that there is a strong need to heighten the awareness among oneperson-enterprises of the special programmes and initiatives which they are entitled to avail of.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 41
For most of the initiatives covered in this question, awareness levels are highest in Italy: “exemptions from rules that protect employees from dismissal”, 53%, “special reductions for taxes and social security contributions for small companies”, 47%, “exceptions and special rules that make the administrative process of hiring staff easier”, 30% as well as “relaxing employment rules that make employing staff less burdensome”, 32% (for this last item, an identical result was observed in Spain). However in Poland, more one-person-enterprises are aware of “special financial support available for small companies that hire staff”, 46%, than in any other Member State surveyed. Awareness levels rank lowest in Denmark for “special reductions for taxes and social security contributions for small companies”, 12% and “relaxing employment rules that make employing staff less burdensome”, 9% (the latter result was identical in Cyprus). “Exemptions from rules that protect employees from dismissal” was least well-known among one-person-enterprises in Lithuania, 19%. Awareness levels of “special financial support available for small companies that hire staff” are least wellknown among companies in Cyprus (9%). “Exceptions and special rules that make the administrative process of hiring staff easier” are least well-known among one-personenterprises in Lithuania (7%). It is clear that in all Member States surveyed, there is a need to boost awareness levels of those running their business single-handedly, of the existence of special programmes and initiatives aimed at facilitating hiring and employment for small companies.
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 42
Breakdown by company categories The table below shows the proportion of one-person-enterprises by company category which, are aware of the various exceptions from legal and administrative requirements or special programmes and initiatives for small companies. Here we will highlight some of the more striking tendencies regarding the influence of company characteristics on awareness levels of initiatives for small companies. The annual turnover of a company seems to have an influence on the levels of awareness of “special financial support for small companies that hire staff”: persons running companies with a turnover of less than 25,000 euro are more likely to be aware of its existence than those with a larger turnover. Owners running enterprises which have been in existence for between 4 and 5 years are more likely to be aware of the “relaxing of employment rules that make employing staff less burdensome” compared to other “age of business” categories. One-person-enterprises which have past recruitment experience are generally more inclined to be aware of exceptions from legal and administrative requirements or special programmes and initiatives for small companies. The only exception where this factor did not bear a significant influence was on “special reductions for taxes and social security contributions”.
Exemptions from rules that protect employees from dismissal
Special reductions for taxes and social security contributions for small companies
Special financial support (subsidy, grants…) available for small companies that hire staff
Exceptions and special rules that make the administrative process of hiring easier
Relaxing employment rules that make employing staff less burdensome
36%
34%
36%
21%
24%
Industry
32%
30%
40%
21%
22%
Construction
32%
30%
32%
19%
22%
Trade
37%
34%
35%
21%
24%
Services
36%
36%
37%
23%
24%
< 1year
40%
42%
34%
18%
21%
1-3 years
34%
35%
34%
22%
22%
4-5 years
40%
43%
38%
22%
31%
> 5 years
35%
32%
37%
21%
23%
250000 euros
37%
28%
29%
15%
20%
EU 19
Sector
Age of business
Turnover
Past recruitment experience Yes
41%
33%
40%
23%
28%
No
33%
34%
34%
20%
22%
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 43
CONCLUSION Three in four one-person-enterprises receive some form of assistance in their work with a majority relying on informal support through family or friends compared to more formal support via short-term staff or subcontractors Three in four one-person-enterprises receive some support either via short-term employees, family or friends or subcontractors. The most widespread form of support tends to be informal coming from family or friends, being cited by 54% compared to more formal types of assistance such as short-term staff or service-providers. Such a high level of informal or temporary assistance demonstrates the potential for future recruitment possibilities within one-person-enterprises. Also, according to our results, 15% of one-person-enterprises confirm that they would need to recruit one or more employees within the next six months. One-person-enterprises call for improvement of administrative procedures related to hiring An accountant or legal or financial advisor would be the preferred source for one in two one-person-enterprises when seeking information on hiring procedures. Our results show that, at the national level, there is a marked disparity in opinion on the number of obligatory institutions that need to be dealt with as well as the time necessary to fulfil the administrative procedures required for hiring the first employee. In Estonia and Denmark, countries where close to two in five one-person-enterprises have past experience in recruitment, from a time point of view, the administrative side was positive with 39% believing that this would take one day or less. However, in Poland, where one in two one-person-enterprises have recruited employees under a regular work contract, the experience seems to have been negative with 40% considering that this would take at least one week. In spite of the apparent lack of familiarity with administrative procedures related to hiring and the confirmed lack of experience of their application by a majority of oneperson-enterprises, one in two confirms their conviction that these procedures are unsuited to a company such as theirs. Uncertainty with regard to hiring administrative procedures and the confirmed lack of direct experience of recruiting could put the validity of this result into question. However, what we should bear in mind is that what we are measuring here are perceptions and that these negative perceptions (even if not based on fact or experience) could be damaging to potential employment opportunities in this particular, and often volatile, category of enterprise. 40% of respondents do not employ another person because their business is not big enough yet additional labour costs is a barrier for many The main reason given by one-person-enterprises, for not employing another person is that their business has not yet grown sufficiently. However, for 36%, the additional labour costs would be a prohibitory factor. Perceptions of mandatory payments for employment of another person could discourage employment growth in one-personenterprises with owners of one-person-enterprises in 14 of the Member States surveyed believing that social security contributions and other legal employment costs would be equivalent to 60%, on average, of a gross salary. Persons running their own
EOS Gallup Europe
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - Report p. 44
business in Belgium believe that, on average, this would, be equivalent to, 97.8% of an employee’s gross salary. The significance of supplementary costs such as employer’s contribution to social security is perceived very differently across the individual Member States surveyed, reflecting the diversity of national labour markets in the European Union. Need to boost levels of awareness of special exceptions from legal and administrative requirements granted to small companies Results show exceptionally low levels of awareness of the exceptions, granted to small companies, from legal and administrative requirements or special initiatives with regard to hiring and employment. A vast majority of persons running their business single-handedly have not heard of exceptions and special rules that facilitate the administrative process of hiring (76%), relaxing employment rules that make employing staff less burdensome (74%), special financial support for small companies that hire staff (62%), special reductions for taxes and social security contributions for small companies (64%) and exemptions from rules that protect employees from dismissal (62%). In opinion polls, it is unusual to have such a high proportion of respondents admitting that they are not familiar with the matter in question. Indeed, such a widespread acknowledged lack of awareness of special exemptions granted to small companies signals a pressing need to disseminate information on hiring and employment procedures and regulations for one-person-enterprises. With this knowledge, one-person-enterprises can benefit from public policy measures aimed at encouraging their future growth and development.
TABLES
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 1 -
Q1. Pour chacune des situations suivantes, pourriez-vous me dire si vous … a) Employez du personnel sur une courte période Q1. For each of the following situations, could you tell me if you … a) Employ staff on a short term basis
EU 19 EU 14 NMS 5
Total
Souvent/ Often
Parfois/ Sometimes
Jamais/ Never
[NSP/SR]/ [DK/NA]
3929 3012 917
4% 5% 3%
17% 18% 15%
78% 77% 82%
0% 0% 0%
2% 2% 3% 4% 2% 11% 3% 5% 2% 3% 7% 4% 0% 11%
8% 16% 26% 19% 13% 40% 17% 17% 8% 18% 16% 26% 11% 20%
90% 82% 72% 78% 84% 49% 80% 78% 89% 79% 77% 69% 89% 69%
0% 0% 0% 0% 0% 0% 0% 0% 1% 1% 0% 1% 0% 1%
100 200 102 215 300
1% 3% 15% 1% 3%
15% 11% 31% 20% 20%
84% 86% 54% 78% 77%
0% 0% 0% 1% 0%
511 550 1183 1685
3% 5% 2% 6%
16% 26% 15% 17%
81% 68% 82% 78%
0% 1% 0% 0%
6% 4% 4% 4%
12% 18% 15% 18%
80% 78% 81% 78%
2% 0% 0% 0%
2% 4% 7% 8%
15% 22% 22% 24%
84% 73% 71% 69%
0% 0% 0% 0%
65% 83%
0% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
7% 3%
28% 13%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 2 -
Q1. Pour chacune des situations suivantes, pourriez-vous me dire si vous … b) Recevez de l'aide à votre travail de la part de membres de votre famille ou d'amis Q1. For each of the following situations, could you tell me if you … b) Receive help at your work from family members or friends
EU 19 EU 14 NMS 5
Total
Souvent/ Often
Parfois/ Sometimes
Jamais/ Never
[NSP/SR]/ [DK/NA]
3929 3012 917
17% 16% 22%
37% 36% 40%
46% 49% 38%
0% 0% 0%
9% 19% 16% 10% 9% 18% 21% 12% 10% 28% 21% 25% 22% 18%
31% 31% 46% 36% 27% 45% 33% 45% 43% 37% 32% 48% 43% 36%
60% 51% 38% 54% 64% 37% 47% 43% 46% 35% 47% 27% 33% 46%
0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 2% 0%
100 200 102 215 300
18% 23% 37% 31% 20%
34% 41% 36% 38% 40%
48% 36% 27% 30% 40%
0% 0% 0% 0% 0%
511 550 1183 1685
23% 9% 21% 15%
40% 37% 39% 34%
36% 55% 39% 51%
0% 0% 0% 0%
21% 16% 17% 17%
36% 33% 44% 37%
43% 51% 39% 46%
0% 0% 0% 0%
13% 18% 19% 21%
37% 38% 40% 38%
50% 45% 41% 41%
0% 0% 0% 0%
42% 48%
0% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
20% 16%
38% 36%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 3 -
Q1. Pour chacune des situations suivantes, pourriez-vous me dire si vous … c) Sous-traitez ou achetez des services à d'autres personnes Q1. For each of the following situations, could you tell me if you … c) Subcontract or buy services from others
EU 19 EU 14 NMS 5
Total
Souvent/ Often
Parfois/ Sometimes
Jamais/ Never
[NSP/SR]/ [DK/NA]
3929 3012 917
12% 11% 13%
27% 23% 38%
61% 65% 49%
0% 0% 0%
16% 9% 7% 12% 8% 12% 5% 20% 14% 8% 14% 14% 34% 18%
20% 17% 20% 21% 25% 29% 21% 13% 27% 21% 20% 34% 34% 27%
64% 73% 73% 67% 67% 58% 73% 67% 59% 69% 65% 51% 32% 53%
0% 1% 0% 0% 0% 1% 0% 0% 0% 2% 1% 1% 0% 1%
100 200 102 215 300
7% 15% 34% 21% 10%
14% 36% 38% 34% 41%
79% 49% 28% 44% 48%
0% 0% 0% 1% 1%
511 550 1183 1685
17% 16% 9% 11%
32% 39% 20% 26%
50% 44% 71% 62%
0% 1% 0% 0%
12% 12% 13% 11%
22% 25% 22% 28%
64% 63% 65% 60%
2% 0% 0% 0%
9% 12% 22% 20%
27% 32% 30% 34%
64% 56% 47% 46%
0% 0% 0% 0%
56% 64%
0% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
14% 11%
30% 25%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 4 -
Q2.1 Avez-vous déjà, par le passé, engagé pour votre entreprise un ou plusieurs employés avec un contrat de travail “régulier” (c-à-d normal, ordinaire) ? Q2.1 In the past, did you ever recruit for your business one or more employees under a regular (i.e. normal, ordinary) work contract?
EU 19 EU 14 NMS 5
Total
Oui, plusieurs fois / Yes, several times
Oui, une fois / Yes, once
Non, jamais / No, never
[NSP/SR] / [DK/ NA]
Oui / Yes
3929 3012 917
16% 14% 23%
12% 11% 14%
72% 75% 63%
0% 0% 0%
28% 25% 37%
17% 31% 20% 18% 6% 23% 14% 16% 5% 15% 11% 1% 2% 14%
13% 9% 11% 16% 7% 11% 12% 8% 3% 13% 14% 4% 2% 10%
70% 59% 69% 66% 88% 66% 74% 75% 92% 71% 75% 95% 97% 75%
0% 1% 0% 0% 0% 0% 0% 0% 0% 1% 0% 0% 0% 1%
30% 40% 31% 34% 12% 34% 26% 25% 8% 28% 25% 5% 3% 24%
100 200 102 215 300
17% 13% 18% 13% 35%
12% 13% 19% 16% 15%
71% 74% 61% 71% 50%
0% 0% 1% 0% 1%
29% 26% 38% 29% 50%
511 550 1183 1685
20% 19% 14% 16%
16% 10% 12% 11%
64% 71% 74% 73%
0% 0% 0% 0%
36% 29% 26% 27%
2% 3% 9% 20%
0% 7% 10% 13%
97% 90% 81% 66%
0% 0% 0% 0%
3% 10% 19% 34%
13% 18% 15% 19%
10% 12% 13% 13%
77% 70% 72% 68%
0% 0% 0% 0%
22% 30% 28% 32%
0% 0%
100% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
58% 0%
42% 0%
0% 100%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 5 -
Q2.2 En pensant à la situation actuelle de votre entreprise, pensez-vous que vous aurez besoin d’engager un ou plusieurs employés dans les six prochains mois ? Q2.2 Considering the current situation of your business, do you think that you would need to recruit one or more employees in the next six months?
EU 19 EU 14 NMS 5
Total
Oui, certainement / Yes, certainly
Oui, probablement / Yes, probably
Non, probablement pas / No, probably not
Non, certainement pas / No, certainly not
[NSP/SR]/ [DK/ NA]
Oui / Yes
Non / No
3929 3012 917
4% 3% 5%
11% 12% 10%
18% 17% 23%
65% 67% 58%
1% 1% 4%
15% 15% 15%
83% 84% 81%
1% 6% 1% 5% 5% 7% 2% 2% 1% 0% 1% 3% 7% 5%
2% 11% 4% 14% 9% 11% 17% 15% 3% 3% 5% 11% 4% 15%
6% 11% 14% 25% 18% 25% 13% 24% 11% 6% 23% 16% 27% 19%
90% 72% 81% 55% 66% 57% 68% 56% 86% 89% 70% 70% 61% 60%
2% 1% 0% 1% 2% 0% 0% 3% 0% 1% 0% 0% 1% 1%
3% 16% 6% 19% 14% 18% 19% 17% 4% 3% 7% 14% 11% 19%
95% 83% 94% 80% 84% 82% 81% 80% 96% 95% 93% 86% 88% 80%
100 200 102 215 300
4% 4% 8% 3% 5%
19% 7% 11% 17% 14%
13% 17% 18% 11% 31%
65% 69% 61% 67% 45%
0% 3% 2% 2% 5%
22% 11% 19% 20% 19%
78% 86% 79% 78% 76%
511 550 1183 1685
3% 4% 4% 4%
11% 17% 10% 11%
21% 24% 16% 17%
63% 52% 68% 67%
2% 2% 1% 1%
14% 21% 14% 14%
84% 76% 85% 84%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
15% 5% 4% 3%
18% 16% 16% 10%
13% 21% 16% 18%
51% 57% 62% 68%
3% 2% 2% 1%
32% 21% 20% 13%
64% 78% 78% 86%
250 000 Euros
1161 850 303 211
3% 4% 8% 6%
9% 13% 11% 21%
19% 18% 17% 16%
67% 64% 63% 57%
1% 1% 1% 1%
13% 18% 19% 27%
86% 81% 80% 73%
21% 17%
58% 68%
2% 1%
19% 14%
78% 85%
Chiffre d'affaire / Turnover
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
6% 3%
14% 11%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 6 -
Q3. Parmi la liste suivante, quelles sont les deux principales raisons qui pourraient expliquer le mieux pourquoi vous n’employez actuellement personne avec un contrat de travail “régulier” (càd normal, ordinaire)?
Premièrement?
Q3. From the following list, what are the two main reasons that could best explain why you do not currently employ anybody under a regular (i.e. normal, ordinary) work contract?
Q3 Firstly ? Premièrement ?
Total
Votre activité n'est pas encore assez grande / Your business is not yet big enough
EU 19 EU 14 NMS 5
3929 3012 917
29% 32% 21%
Firstly?
Vos prévisions pour le développement futur de votre entreprise ne sont pas suffisamment bonnes / Your expectations for your future business development are not sufficiently good
Vous voulez garder le contrôle complet de tous les aspects de votre entreprise / You want to keep full control over all aspects of your business
Cela coûterait trop cher de former un nouvel employé / It would cost too much to train a new employee
9% 10% 8%
10% 11% 6%
10% 5% 23% 8% 5% 2% 11% 10% 4% 6% 12% 7% 1% 6% 16% 6% 18% 19% 10%
Les coûts additionnels liés à l'emploi sont trop élevés / The additional labour are too high
Les procédures légales et administratives pour engager, employer ou licencier du personnel sont trop compliquées / The legal and administrative procedures for hiring, employing or dismissing staff are too complicated
[AUTRE] / [OTHER]
[NSP/SR]/ [DK/NA]
7% 8% 5%
20% 15% 35%
5% 4% 7%
6% 5% 9%
2% 2% 1%
7% 7% 5% 12% 9% 12% 7% 9% 4% 4% 11% 8% 2% 9%
6% 9% 7% 14% 4% 14% 9% 8% 3% 8% 6% 11% 6% 6%
21% 8% 20% 13% 28% 8% 19% 10% 3% 5% 5% 17% 10% 5%
1% 13% 5% 1% 2% 10% 3% 2% 4% 6% 1% 4% 4% 9%
8% 1% 5% 3% 3% 1% 5% 9% 10% 11% 7% 6% 2% 8%
0% 0% 1% 1% 0% 0% 2% 2% 0% 0% 1% 0% 7% 7%
13% 7% 6% 4% 4%
12% 5% 3% 6% 5%
5% 20% 10% 9% 55%
2% 8% 0% 4% 6%
5% 10% 6% 0% 7%
0% 1% 0% 2% 0%
Il est difficile de trouver la personne adéquatement qualifiée / It is difficult to find a suitably qualified person
Les salaires que vous auriez à payer sont trop élevés / The wages you would have to pay are too high
4% 4% 3%
8% 8% 6%
10% 10% 8% 5% 11% 15% 10% 18% 28% 8% 4% 9% 6% 17%
5% 4% 2% 4% 2% 5% 5% 1% 5% 7% 7% 2% 0% 5%
15% 9% 6% 3% 2%
4% 4% 1% 3% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
31% 43% 24% 37% 37% 33% 28% 32% 39% 45% 46% 35% 61% 30%
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
100 200 102 215 300
29% 29% 50% 51% 10%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 7 -
Vos prévisions pour le développement futur de votre entreprise ne sont pas suffisamment bonnes / Your expectations for your future business development are not sufficiently good
Vous voulez garder le contrôle complet de tous les aspects de votre entreprise / You want to keep full control over all aspects of your business
Cela coûterait trop cher de former un nouvel employé / It would cost too much to train a new employee
Il est difficile de trouver la personne adéquatement qualifiée / It is difficult to find a suitably qualified person
Les salaires que vous auriez à payer sont trop élevés / The wages you would have to pay are too high
Les coûts additionnels liés à l'emploi sont trop élevés / The additional labour are too high
Les procédures légales et administratives pour engager, employer ou licencier du personnel sont trop compliquées / The legal and administrative procedures for hiring, employing or dismissing staff are too complicated
[AUTRE] / [OTHER]
[NSP/SR]/ [DK/NA]
Q3 Firstly ? Premièrement ?
Total
Votre activité n'est pas encore assez grande / Your business is not yet big enough
EU 19
3929
29%
9%
10%
4%
8%
7%
20%
5%
6%
2%
511 550 1183 1685
28% 20% 34% 29%
8% 7% 10% 10%
12% 14% 8% 10%
4% 5% 3% 3%
9% 13% 5% 8%
4% 5% 10% 7%
24% 18% 21% 19%
7% 8% 4% 4%
4% 7% 5% 8%
1% 2% 1% 2%
49% 42% 36% 25%
6% 4% 4% 11%
6% 10% 10% 10%
3% 4% 5% 3%
8% 7% 11% 8%
4% 5% 8% 8%
15% 20% 18% 20%
0% 2% 4% 6%
4% 6% 2% 7%
4% 2% 1% 2%
31% 29% 28% 27%
11% 9% 9% 14%
8% 9% 11% 14%
2% 3% 5% 3%
7% 9% 8% 8%
7% 7% 9% 3%
20% 22% 16% 11%
5% 5% 7% 10%
6% 5% 5% 7%
2% 1% 1% 3%
3% 4%
10% 7%
7% 7%
27% 17%
6% 5%
7% 6%
1% 2%
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
18% 34%
14% 7%
6% 12%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 8 -
Q3. Parmi la liste suivante, quelles sont les deux principales raisons qui pourraient expliquer le mieux pourquoi vous n’employez actuellement personne avec un contrat de travail “régulier” (càd normal, ordinaire)?
Deuxièmement?
Q3. From the following list, what are the two main reasons that could best explain why you do not currently employ anybody under a regular (i.e. normal, ordinary) work contract?
Vos prévisions pour le développement futur de votre entreprise ne sont pas suffisamment bonnes / Your expectations for your future business development are not sufficiently good
Vous voulez garder le contrôle complet de tous les aspects de votre entreprise / You want to keep full control over all aspects of your business
Secondly? Cela coûterait trop cher de former un nouvel employé / It would cost too much to train a new employee
Il est difficile de trouver la personne adéquatement qualifiée / It is difficult to find a suitably qualified person
Les salaires que vous auriez à payer sont trop élevés / The wages you would have to pay are too high
Les coûts additionnels liés à l'emploi sont trop élevés / The additional labour are too high
Les procédures légales et administratives pour engager, employer ou licencier du personnel sont trop compliquées / The legal and administrative procedures for hiring, employing or dismissing staff are too complicated
[AUTRE]/ [OTHER]
[NSP/SR] / [DK/NA]
Q3 Secondly ? Deuxièmement ?
Total
Votre activité n'est pas encore assez grande / Your business is not yet big enough
EU 19 EU 14 NMS 5
3661 2824 837
12% 11% 16%
8% 9% 7%
8% 8% 7%
5% 5% 7%
11% 11% 11%
12% 11% 13%
17% 16% 21%
7% 6% 8%
5% 5% 6%
16% 19% 4%
13% 14% 11% 13% 16% 10% 7% 12% 21% 6% 19% 12% 9% 9%
7% 20% 19% 5% 10% 11% 8% 9% 8% 12% 13% 9% 16% 5%
11% 8% 6% 7% 6% 12% 10% 9% 13% 11% 4% 10% 9% 8%
7% 4% 5% 5% 5% 2% 5% 3% 3% 5% 11% 1% 1% 5%
8% 11% 12% 14% 11% 12% 12% 10% 2% 8% 9% 9% 7% 9%
13% 12% 8% 15% 6% 12% 14% 17% 12% 13% 9% 16% 12% 10%
18% 9% 17% 12% 30% 18% 16% 6% 7% 10% 13% 10% 13% 10%
5% 18% 13% 3% 5% 10% 1% 7% 7% 11% 4% 7% 10% 10%
6% 3% 3% 4% 7% 0% 1% 0% 11% 5% 2% 9% 2% 7%
12% 0% 5% 22% 4% 13% 27% 28% 16% 20% 16% 18% 20% 25%
9% 4% 22% 18% 10%
6% 8% 10% 4% 5%
11% 9% 4% 2% 5%
8% 15% 7% 6% 7%
16% 15% 9% 13% 11%
11% 22% 11% 17% 21%
4% 5% 1% 5% 12%
0% 5% 12% 0% 7%
23% 0% 0% 22% 8%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
197 117 290 307 291 91 291 97 189 200 193 99 183 279
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
98 153 79 210 297
12% 18% 23% 12% 14%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 9 -
Vos prévisions pour le développement futur de votre entreprise ne sont pas suffisamment bonnes / Your expectations for your future business development are not sufficiently good
Vous voulez garder le contrôle complet de tous les aspects de votre entreprise / You want to keep full control over all aspects of your business
Cela coûterait trop cher de former un nouvel employé / It would cost too much to train a new employee
Il est difficile de trouver la personne adéquatement qualifiée / It is difficult to find a suitably qualified person
Les salaires que vous auriez à payer sont trop élevés / The wages you would have to pay are too high
Les coûts additionnels liés à l'emploi sont trop élevés / The additional labour are too high
Les procédures légales et administratives pour engager, employer ou licencier du personnel sont trop compliquées / The legal and administrative procedures for hiring, employing or dismissing staff are too complicated
[AUTRE]/ [OTHER]
[NSP/SR] / [DK/NA]
Q3 Secondly ? Deuxièmement ?
Total
Votre activité n'est pas encore assez grande / Your business is not yet big enough
EU 19
3661
12%
8%
8%
5%
11%
12%
17%
7%
5%
16%
476 512 1111 1562
12% 8% 13% 12%
9% 6% 9% 9%
7% 8% 8% 7%
9% 5% 5% 5%
14% 18% 9% 9%
12% 10% 13% 11%
13% 17% 18% 16%
7% 10% 6% 6%
6% 4% 4% 6%
10% 15% 15% 18%
13% 14% 17% 11%
5% 10% 8% 8%
5% 7% 8% 8%
6% 5% 6% 6%
5% 10% 10% 11%
20% 9% 11% 12%
10% 19% 15% 17%
6% 5% 8% 7%
7% 7% 4% 5%
23% 14% 13% 16%
13% 12% 13% 8%
9% 11% 7% 6%
6% 7% 11% 9%
7% 4% 1% 8%
8% 15% 12% 12%
14% 10% 7% 13%
20% 18% 15% 10%
6% 8% 12% 10%
6% 4% 7% 3%
10% 11% 13% 22%
5% 6%
14% 10%
12% 12%
16% 17%
6% 7%
4% 5%
13% 16%
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
160 645 293 2552
Chiffre d'affaire / Turnover 250 000 Euros
1073 799 266 186
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1001 2650
12% 12%
10% 8%
8% 8%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 10 -
Q3. Parmi la liste suivante, quelles sont les deux principales raisons qui pourraient expliquer le mieux pourquoi vous n’employez actuellement personne avec un contrat de travail “régulier” (càd normal, ordinaire)?
Premièrement & Deuxièmement
Q3. From the following list, what are the two main reasons that could best explain why you do not currently employ anybody under a regular (i.e. normal, ordinary) work contract?
Firstly & Secondly
Vos prévisions pour le développement futur de votre entreprise ne sont pas suffisamment bonnes / Your expectations for your future business development are not sufficiently good
Vous voulez garder le contrôle complet de tous les aspects de votre entreprise / You want to keep full control over all aspects of your business
Cela coûterait trop cher de former un nouvel employé / It would cost too much to train a new employee
Il est difficile de trouver la personne adéquatement qualifiée / It is difficult to find a suitably qualified person
Les salaires que vous auriez à payer sont trop élevés / The wages you would have to pay are too high
Les coûts additionnels liés à l'emploi sont trop élevés / The additional labour are too high
Les procédures légales et administratives pour engager, employer ou licencier du personnel sont trop compliquées / The legal and administrative procedures for hiring, employing or dismissing staff are too complicated
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Q3 Firstly & Secondly Premièrement & Deuxièmement
Total
Votre activité n'est pas encore assez grande / Your business is not yet big enough
EU 19 EU 14 NMS 5
3929 3012 917
40% 42% 35%
17% 18% 14%
17% 19% 12%
9% 9% 9%
18% 19% 15%
18% 19% 16%
36% 30% 54%
11% 10% 14%
11% 10% 14%
2% 2% 1%
44% 51% 35% 50% 52% 43% 35% 44% 58% 51% 64% 48% 69% 38%
16% 17% 41% 14% 14% 13% 19% 18% 12% 18% 25% 15% 15% 10%
21% 15% 14% 12% 17% 26% 19% 26% 41% 19% 8% 19% 15% 25%
12% 6% 7% 8% 7% 7% 10% 4% 8% 12% 18% 3% 2% 10%
15% 13% 17% 26% 19% 24% 19% 19% 5% 12% 20% 17% 8% 17%
18% 16% 15% 29% 10% 26% 22% 24% 14% 21% 15% 27% 17% 15%
39% 14% 36% 25% 56% 26% 35% 16% 10% 15% 18% 27% 22% 14%
6% 24% 18% 4% 6% 19% 3% 9% 11% 17% 5% 11% 12% 18%
14% 3% 9% 8% 10% 1% 6% 9% 21% 16% 9% 15% 5% 15%
0% 0% 1% 1% 0% 0% 2% 2% 0% 0% 1% 0% 7% 7%
25% 9% 35% 36% 20%
21% 16% 13% 7% 7%
15% 12% 4% 5% 5%
22% 18% 11% 10% 11%
27% 16% 11% 19% 16%
16% 37% 18% 26% 75%
6% 12% 1% 9% 18%
5% 14% 16% 0% 14%
0% 1% 0% 2% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
100 200 102 215 300
40% 42% 68% 62% 24%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 11 -
Vos prévisions pour le développement futur de votre entreprise ne sont pas suffisamment bonnes / Your expectations for your future business development are not sufficiently good
Vous voulez garder le contrôle complet de tous les aspects de votre entreprise / You want to keep full control over all aspects of your business
Cela coûterait trop cher de former un nouvel employé / It would cost too much to train a new employee
Il est difficile de trouver la personne adéquatement qualifiée / It is difficult to find a suitably qualified person
Les salaires que vous auriez à payer sont trop élevés / The wages you would have to pay are too high
Les coûts additionnels liés à l'emploi sont trop élevés / The additional labour are too high
Les procédures légales et administratives pour engager, employer ou licencier du personnel sont trop compliquées / The legal and administrative procedures for hiring, employing or dismissing staff are too complicated
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Q3 Firstly & Secondly Premièrement & Deuxièmement
Total
Votre activité n'est pas encore assez grande / Your business is not yet big enough
EU 19
3929
40%
17%
17%
9%
18%
18%
36%
11%
11%
2%
511 550 1183 1685
39% 28% 46% 41%
17% 13% 19% 18%
18% 21% 16% 17%
12% 10% 8% 8%
22% 30% 13% 17%
15% 14% 23% 17%
36% 33% 38% 34%
14% 17% 9% 10%
9% 11% 9% 13%
1% 2% 1% 2%
60% 55% 52% 35%
11% 13% 12% 19%
11% 16% 18% 18%
8% 8% 11% 9%
12% 17% 20% 18%
23% 14% 19% 19%
25% 38% 33% 36%
6% 6% 12% 13%
11% 12% 6% 11%
4% 2% 1% 2%
43% 41% 41% 35%
20% 19% 16% 20%
14% 16% 22% 23%
9% 7% 6% 10%
15% 23% 20% 19%
20% 16% 16% 15%
39% 39% 31% 20%
11% 12% 18% 19%
11% 9% 12% 9%
2% 1% 1% 3%
8% 9%
23% 16%
19% 18%
42% 33%
12% 11%
11% 11%
1% 2%
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
30% 45%
23% 15%
13% 19%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 12 -
[SI LE REPONDANT CITE h) EN Q3 ‘PREMIEREMENT’ OU ‘DEUXIEMEMENT’] Q4. L’une des raisons pour laquelle vous n’avez pas d’employé est due à la complexité des procédures légales et administratives. Parmi la liste suivante, quelles sont les deux principales raisons, qui expliquent le mieux votre opinion ?
Premièrement?
[IF RESPONDENT SAYS h) IN Q3 EITHER FIRSTLY OR SECONDLY] Q4. One of the reasons why you do not have an employee is due to the complexity of the legal and administrative procedures. From the following list, what exactly are the two main reasons best explaining your opinion?
Firstly?
Remplir les conditions pour satisfaire à vos obligations à l'égard des cotisations sociales serait trop compliqué et prendrait trop de temps / Fulfilling the requirements to fulfil your obligations regarding social contributions would be too complicated and time-consuming
Vous auriez à vous soumettre à trop de règlements en matière de santé et de sécurité / You would have to comply with too many health and safety regulations
Q4. Firstly ? Premièrement ?
Total
Remplir les conditions pour retenir les impôts et autres taxes liées à l'emploi serait trop compliqué et prendrait trop de temps/ Fulfilling the requirements for withholding taxes and other tax related work would be too complicated and time-consuming
EU 19 EU 14 NMS 5
448 342 106
19% 25% 6%
19% 15% 27%
14% 12% 19%
17% 16% 19%
1% 2% 0%
17% 14% 23%
3% 4% 2%
10% 12% 3%
9% 25% 23% 35% 12% 11% 10% 14% 11% 28% 0% 20% 27% 31%
22% 21% 20% 8% 22% 11% 11% 0% 19% 20% 14% 18% 8% 12%
0% 5% 10% 18% 12% 22% 0% 0% 3% 17% 12% 0% 0% 17%
17% 17% 19% 22% 26% 11% 16% 18% 47% 5% 55% 47% 36% 9%
0% 0% 0% 0% 6% 0% 0% 0% 0% 4% 0% 0% 15% 2%
13% 25% 18% 8% 17% 40% 32% 37% 13% 23% 11% 8% 0% 8%
22% 0% 3% 0% 0% 0% 0% 0% 0% 4% 7% 0% 0% 6%
17% 7% 8% 8% 6% 5% 31% 31% 8% 0% 0% 8% 14% 14%
0% 4% 0% 26% 8%
0% 27% 100% 0% 28%
36% 13% 0% 9% 24%
0% 21% 0% 14% 17%
0% 0% 0% 14% 0%
46% 30% 0% 22% 18%
18% 0% 0% 0% 4%
0% 4% 0% 15% 2%
Vous avez peur qu'il serait trop difficile de licencier un employé dans le futur / You are afraid that it would be too difficult to dismiss an employee in the future
Vous n'auriez pas assez de liberté pour choisir un employé à cause des règles de non- discrimination / You would not have enough freedom to select an employee because of antidiscrimination rules
Les dépenses liées aux procédures administratives pour engager quelqu'un sont trop élevées / The expenses related to the administrative procedures for hiring somebody are too high
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
13 50 53 14 18 18 11 9 23 32 11 11 23 56
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
6 23 1 20 56
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 13 -
Remplir les conditions pour satisfaire à vos obligations à l'égard des cotisations sociales serait trop compliqué et prendrait trop de temps / Fulfilling the requirements to fulfil your obligations regarding social contributions would be too complicated and timeconsuming
Vous auriez à vous soumettre à trop de règlements en matière de santé et de sécurité / You would have to comply with too many health and safety regulations
Q4. Firstly ? Premièrement ?
Total
Remplir les conditions pour retenir les impôts et autres taxes liées à l'emploi serait trop compliqué et prendrait trop de temps/ Fulfilling the requirements for withholding taxes and other tax related work would be too complicated and timeconsuming
EU 19
448
19%
19%
14%
17%
1%
17%
3%
10%
59 95 124 170
10% 27% 22% 16%
22% 15% 18% 20%
28% 17% 9% 13%
17% 10% 19% 19%
0% 0% 4% 0%
12% 22% 14% 17%
3% 0% 4% 5%
8% 9% 10% 10%
12 57 36 341
0% 14% 33% 19%
30% 2% 2% 22%
19% 10% 4% 16%
9% 39% 19% 14%
0% 1% 0% 1%
2% 17% 23% 17%
11% 4% 9% 3%
30% 14% 9% 9%
108 120 58 38
10% 22% 23% 30%
28% 16% 13% 22%
15% 18% 9% 8%
15% 14% 30% 13%
1% 3% 0% 0%
23% 13% 12% 21%
2% 6% 2% 0%
6% 8% 10% 5%
12% 16%
21% 15%
1% 1%
8% 20%
2% 4%
12% 9%
Vous avez peur qu'il serait trop difficile de licencier un employé dans le futur / You are afraid that it would be too difficult to dismiss an employee in the future
Vous n'auriez pas assez de liberté pour choisir un employé à cause des règles de nondiscrimination / You would not have enough freedom to select an employee because of antidiscrimination rules
Les dépenses liées aux procédures administratives pour engager quelqu'un sont trop élevées / The expenses related to the administrative procedures for hiring somebody are too high
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
Chiffre d'affaire / Turnover 250 000 Euros
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
140 306
24% 17%
19% 19%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 14 -
[SI LE REPONDANT CITE h) EN Q3 ‘PREMIEREMENT’ OU ‘DEUXIEMEMENT’] Q4. L’une des raisons pour laquelle vous n’avez pas d’employé est due à la complexité des procédures légales et administratives. Parmi la liste suivante, quelles sont les deux principales raisons, qui expliquent le mieux votre opinion ?
Deuxièmement?
[IF RESPONDENT SAYS h) IN Q3 EITHER FIRSTLY OR SECONDLY] Q4. One of the reasons why you do not have an employee is due to the complexity of the legal and administrative procedures. From the following list, what exactly are the two main reasons best explaining your opinion?
Secondly?
Remplir les conditions pour satisfaire à vos obligations à l'égard des cotisations sociales serait trop compliqué et prendrait trop de temps / Fulfilling the requirements to fulfil your obligations regarding social contributions would be too complicated and timeconsuming
Vous auriez à vous soumettre à trop de règlements en matière de santé et de sécurité / You would have to comply with too many health and safety regulations
Q4. Secondly ? Deuxièmement ?
Total
Remplir les conditions pour retenir les impôts et autres taxes liées à l'emploi serait trop compliqué et prendrait trop de temps/ Fulfilling the requirements for withholding taxes and other tax related work would be too complicated and time-consuming
EU 19 EU 14 NMS 5
392 292 100
12% 12% 10%
21% 19% 23%
15% 15% 16%
15% 16% 14%
6% 7% 5%
16% 17% 16%
2% 1% 3%
13% 13% 12%
25% 26% 19% 9% 19% 36% 23% 6% 33% 31% 0% 11% 0% 2%
11% 44% 24% 5% 9% 17% 17% 74% 8% 26% 12% 40% 20% 20%
0% 5% 14% 18% 35% 0% 15% 0% 5% 9% 14% 9% 3% 13%
35% 15% 13% 11% 27% 23% 0% 0% 13% 15% 11% 9% 0% 18%
0% 0% 0% 0% 6% 0% 31% 0% 0% 0% 11% 0% 3% 10%
11% 9% 19% 38% 4% 6% 15% 0% 6% 12% 44% 0% 49% 16%
0% 0% 0% 0% 0% 0% 0% 0% 7% 0% 0% 0% 18% 2%
18% 0% 11% 18% 0% 17% 0% 20% 27% 7% 7% 31% 7% 18%
18% 9% 0% 16% 11%
18% 18% 0% 19% 27%
0% 28% 0% 16% 8%
14% 14% 0% 9% 14%
14% 9% 0% 0% 2%
0% 8% 100% 21% 21%
0% 4% 0% 0% 2%
36% 8% 0% 18% 15%
Vous avez peur qu'il serait trop difficile de licencier un employé dans le futur / You are afraid that it would be too difficult to dismiss an employee in the future
Vous n'auriez pas assez de liberté pour choisir un employé à cause des règles de nondiscrimination / You would not have enough freedom to select an employee because of antidiscrimination rules
Les dépenses liées aux procédures administratives pour engager quelqu'un sont trop élevées / The expenses related to the administrative procedures for hiring somebody are too high
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
10 32 49 13 17 17 8 6 21 32 11 10 18 48
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
6 22 1 16 55
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 15 -
Remplir les conditions pour satisfaire à vos obligations à l'égard des cotisations sociales serait trop compliqué et prendrait trop de temps / Fulfilling the requirements to fulfil your obligations regarding social contributions would be too complicated and timeconsuming
Vous auriez à vous soumettre à trop de règlements en matière de santé et de sécurité / You would have to comply with too many health and safety regulations
Q4. Secondly ? Deuxièmement ?
Total
Remplir les conditions pour retenir les impôts et autres taxes liées à l'emploi serait trop compliqué et prendrait trop de temps/ Fulfilling the requirements for withholding taxes and other tax related work would be too complicated and time-consuming
EU 19
392
12%
21%
15%
15%
6%
16%
2%
13%
55 84 107 146
11% 4% 15% 14%
21% 28% 13% 21%
15% 10% 20% 14%
15% 25% 10% 13%
10% 0% 7% 7%
20% 15% 19% 15%
0% 3% 3% 1%
7% 14% 13% 14%
2% 16% 2% 12%
0% 27% 13% 21%
39% 18% 24% 14%
0% 10% 5% 17%
0% 9% 8% 6%
28% 15% 29% 15%
13% 1% 0% 2%
19% 4% 20% 13%
17% 10% 6% 16%
21% 21% 29% 20%
17% 16% 13% 7%
14% 18% 17% 30%
7% 0% 9% 11%
15% 15% 19% 11%
3% 2% 0% 0%
5% 17% 8% 5%
13% 16%
17% 15%
5% 7%
23% 14%
0% 3%
11% 13%
Vous avez peur qu'il serait trop difficile de licencier un employé dans le futur / You are afraid that it would be too difficult to dismiss an employee in the future
Vous n'auriez pas assez de liberté pour choisir un employé à cause des règles de nondiscrimination / You would not have enough freedom to select an employee because of antidiscrimination rules
Les dépenses liées aux procédures administratives pour engager quelqu'un sont trop élevées / The expenses related to the administrative procedures for hiring somebody are too high
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
8 50 30 302
Chiffre d'affaire / Turnover 250 000 Euros
96 107 50 35
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
119 271
9% 13%
22% 20%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 16 -
[SI LE REPONDANT CITE h) EN Q3 ‘PREMIEREMENT’ OU ‘DEUXIEMEMENT’] Q4. L’une des raisons pour laquelle vous n’avez pas d’employé est due à la complexité des procédures légales et administratives. Parmi la liste suivante, quelles sont les deux principales raisons, qui expliquent le mieux votre opinion ?
Premièrement & Deuxièmement
[IF RESPONDENT SAYS h) IN Q3 EITHER FIRSTLY OR SECONDLY] Q4. One of the reasons why you do not have an employee is due to the complexity of the legal and administrative procedures. From the following list, what exactly are the two main reasons best explaining your opinion?
Firstly & Secondly
Remplir les conditions pour satisfaire à vos obligations à l'égard des cotisations sociales serait trop compliqué et prendrait trop de temps / Fulfilling the requirements to fulfil your obligations regarding social contributions would be too complicated and time-consuming
Vous auriez à vous soumettre à trop de règlements en matière de santé et de sécurité / You would have to comply with too many health and safety regulations
Vous avez peur qu'il serait trop difficile de licencier un employé dans le futur / You are afraid that it would be too difficult to dismiss an employee in the future
Vous n'auriez pas assez de liberté pour choisir un employé à cause des règles de nondiscrimination / You would not have enough freedom to select an employee because of antidiscrimination rules
Les dépenses liées aux procédures administrative s pour engager quelqu'un sont trop élevées / The expenses related to the administrative procedures for hiring somebody are too high
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Q4. Firstly & Secondly Premièrement & Deuxièmement
Total
Remplir les conditions pour retenir les impôts et autres taxes liées à l'emploi serait trop compliqué et prendrait trop de temps/ Fulfilling the requirements for withholding taxes and other tax related work would be too complicated and timeconsuming
EU 19 EU 14 NMS 5
448 342 106
30% 35% 16%
37% 31% 50%
28% 25% 35%
31% 30% 32%
7% 7% 5%
32% 29% 39%
5% 5% 5%
10% 12% 3%
27% 42% 41% 44% 29% 45% 26% 18% 42% 60% 0% 30% 27% 33%
31% 49% 42% 13% 31% 27% 23% 51% 27% 46% 26% 55% 25% 29%
0% 9% 22% 34% 45% 22% 10% 0% 7% 26% 26% 8% 3% 29%
42% 26% 31% 32% 51% 33% 16% 18% 59% 20% 67% 55% 36% 24%
0% 0% 0% 0% 12% 0% 21% 0% 0% 4% 11% 0% 18% 10%
22% 31% 36% 44% 21% 45% 43% 37% 18% 35% 55% 8% 42% 22%
22% 0% 3% 0% 0% 0% 0% 0% 6% 4% 7% 0% 15% 8%
17% 7% 8% 8% 6% 5% 31% 31% 8% 0% 0% 8% 14% 14%
18% 13% 0% 40% 19%
18% 44% 100% 16% 55%
36% 40% 0% 23% 31%
14% 35% 0% 22% 31%
14% 8% 0% 14% 2%
46% 38% 100% 40% 39%
18% 4% 0% 0% 6%
0% 4% 0% 15% 2%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
13 50 53 14 18 18 11 9 23 32 11 11 23 56
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
6 23 1 20 56
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 17 -
Remplir les conditions pour satisfaire à vos obligations à l'égard des cotisations sociales serait trop compliqué et prendrait trop de temps / Fulfilling the requirements to fulfil your obligations regarding social contributions would be too complicated and time-consuming
Vous auriez à vous soumettre à trop de règlements en matière de santé et de sécurité / You would have to comply with too many health and safety regulations
Vous avez peur qu'il serait trop difficile de licencier un employé dans le futur / You are afraid that it would be too difficult to dismiss an employee in the future
Vous n'auriez pas assez de liberté pour choisir un employé à cause des règles de nondiscrimination / You would not have enough freedom to select an employee because of antidiscrimination rules
Les dépenses liées aux procédures administrative s pour engager quelqu'un sont trop élevées / The expenses related to the administrative procedures for hiring somebody are too high
[AUTRE] / [OTHER]
[NSP/SR] / [DK/NA]
Q4. Firstly & Secondly Premièrement & Deuxièmement
Total
Remplir les conditions pour retenir les impôts et autres taxes liées à l'emploi serait trop compliqué et prendrait trop de temps/ Fulfilling the requirements for withholding taxes and other tax related work would be too complicated and timeconsuming
EU 19
448
30%
37%
28%
31%
7%
32%
5%
10%
59 95 124 170
20% 30% 35% 28%
42% 40% 30% 39%
42% 27% 27% 25%
31% 33% 28% 31%
9% 0% 10% 7%
30% 35% 31% 31%
3% 3% 7% 6%
8% 9% 10% 10%
1% 28% 35% 30%
30% 26% 14% 40%
46% 25% 25% 28%
9% 47% 23% 30%
0% 8% 7% 7%
21% 29% 49% 31%
20% 5% 9% 4%
30% 14% 9% 9%
26% 32% 28% 46%
48% 35% 39% 41%
30% 33% 21% 15%
28% 31% 45% 41%
7% 3% 8% 11%
38% 27% 28% 32%
5% 8% 2% 0%
6% 8% 10% 5%
24% 30%
36% 29%
6% 7%
29% 32%
2% 6%
12% 9%
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
12 57 36 341
Chiffre d'affaire / Turnover 250 000 Euros
108 120 58 38
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
140 306
32% 29%
38% 37%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 18 -
Q5. Supposons que vous voulez engager quelqu’un. Avec combien d’institutions différentes (agences, services gouvernementaux, etc) pensez-vous que vous auriez à traiter avant de pouvoir effectivement employer cette personne ? Q5. Suppose you want to hire somebody. How many different institutions (agencies, government bodies etc) do you think you would have to deal with before you could actually employ this person?
EU 19 EU 14 NMS 5
Total
0
1
2
3 ou plus / 3 or more
3929 3012 917
11% 13% 6%
20% 23% 11%
15% 13% 23%
23% 17% 41%
31% 34% 19%
9% 28% 19% 0% 8% 32% 7% 3% 8% 6% 0% 15% 11% 27%
21% 21% 11% 36% 19% 15% 31% 33% 5% 15% 24% 17% 19% 17%
13% 9% 12% 14% 16% 11% 14% 16% 8% 16% 6% 26% 13% 12%
26% 12% 38% 11% 31% 14% 5% 15% 26% 30% 6% 33% 20% 10%
31% 30% 22% 39% 26% 28% 43% 33% 53% 33% 63% 9% 37% 34%
100 200 102 215 300
29% 9% 50% 3% 1%
31% 10% 9% 20% 13%
6% 17% 13% 21% 30%
1% 42% 7% 29% 43%
32% 23% 21% 27% 14%
511 550 1183 1685
13% 14% 9% 11%
22% 18% 21% 19%
15% 20% 15% 15%
28% 20% 21% 24%
23% 28% 33% 31%
19% 12% 10% 11%
18% 22% 23% 19%
14% 15% 18% 15%
22% 23% 17% 23%
27% 27% 33% 31%
9% 9% 13% 22%
21% 22% 17% 12%
16% 19% 14% 16%
30% 23% 29% 15%
24% 27% 27% 36%
21% 24%
24% 33%
[NSP/SR] / [DK/NA]
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
12% 11%
23% 19%
20% 14%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 19 -
Q6. De combien de votre temps de travail pensez-vous que vous auriez besoin pour rassembler toutes les informations nécessaires et de vous acquitter de toutes les procédures administratives en vue d’engager votre premier employé? Q6. How much of your working time do you think you would need in order to gather all the necessary information and fulfil all administrative procedures in order to hire your first employee?
Total
Un jour ou moins / One day or less
Deux à trois jours/ Two to three days
Une semaine/ One week
Deux à trois semaines/ Two to three weeks
Plus de trois semaines/ More than three weeks
[NSP/SR] / [DK/NA]
3929 3012 917
25% 25% 23%
25% 23% 33%
20% 20% 21%
6% 6% 7%
5% 6% 3%
18% 20% 13%
22% 39% 28% 26% 23% 30% 14% 36% 25% 45% 17% 39% 21% 34%
23% 24% 27% 19% 28% 33% 25% 29% 15% 20% 12% 30% 28% 17%
24% 12% 22% 14% 27% 11% 24% 9% 18% 13% 14% 21% 20% 16%
6% 4% 6% 4% 8% 10% 7% 9% 6% 3% 3% 2% 11% 6%
4% 2% 8% 3% 6% 1% 7% 3% 5% 1% 10% 5% 7% 6%
20% 20% 9% 33% 8% 16% 23% 13% 31% 18% 44% 3% 12% 21%
100 200 102 215 300
20% 27% 39% 28% 17%
21% 32% 22% 31% 35%
18% 19% 18% 19% 24%
4% 2% 4% 9% 12%
10% 2% 1% 3% 4%
26% 17% 15% 10% 8%
Industrie / Industry Construction Commerce / Trade Services
511 550 1183 1685
22% 30% 26% 23%
33% 21% 25% 24%
19% 20% 20% 21%
7% 7% 5% 7%
3% 3% 6% 6%
15% 18% 19% 19%
< 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
27% 22% 25% 25%
21% 29% 25% 24%
27% 20% 23% 20%
6% 6% 9% 6%
4% 8% 3% 5%
15% 14% 14% 20%
24% 24% 33% 32%
27% 27% 31% 27%
24% 24% 15% 14%
6% 7% 5% 4%
4% 6% 5% 6%
15% 13% 12% 16%
6% 6%
4% 6%
14% 20%
EU 19 EU 14 NMS 5
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector
Age de l'entreprise / Age of business
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
30% 23%
28% 24%
18% 21%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 20 -
Q7. Supposons que vous voulez engager quelqu’un et que vous avez trouvé le candidat parfait. Toutefois, vous n’avez pas encore commencé les procédures administratives. A votre avis, combien de temps faudrait-il avant que cette personne puisse effectivement commencer à travailler dans votre entreprise ? Q7. Suppose that you want to hire somebody and that you have found the perfect candidate. However, you have not yet started the administrative procedures. In your opinion, how much time would be necessary before this person can begin to actually work in your company?
EU 19 EU 14 NMS 5
Total
L'employé peut commencer à travailler immédiatement, les procédures peuvent être réglées pus tard / The employee can start working immediately, procedures can be sorted out later
Un jour ou moins / One day or less
Deux à trois jours / Two to three days
3929 3012 917
28% 29% 24%
13% 13% 14%
26% 37% 33% 31% 27% 39% 25% 31% 25% 31% 27% 34% 30% 29%
100 200 102 215 300 511 550 1183 1685
Une semaine / One week
Deux à trois semaines / Two to three weeks
Plus de trois semaines / More than three weeks
[NSP/SR] / [DK/NA]
14% 14% 16%
18% 18% 18%
8% 8% 7%
7% 7% 7%
12% 12% 14%
6% 10% 10% 13% 16% 10% 12% 7% 14% 11% 11% 23% 9% 13%
10% 10% 17% 17% 15% 12% 15% 16% 6% 15% 5% 13% 12% 10%
24% 11% 15% 17% 20% 27% 17% 15% 11% 13% 19% 22% 23% 19%
10% 9% 8% 3% 10% 3% 9% 6% 11% 4% 2% 3% 9% 7%
9% 9% 10% 2% 7% 3% 8% 7% 8% 4% 8% 2% 9% 9%
13% 14% 7% 17% 5% 5% 13% 17% 26% 22% 28% 3% 8% 13%
36% 25% 39% 25% 23%
6% 18% 26% 13% 11%
13% 13% 12% 17% 19%
13% 15% 11% 16% 21%
5% 5% 3% 6% 10%
7% 7% 4% 8% 7%
20% 18% 3% 16% 9%
30% 28% 28% 26%
15% 13% 13% 13%
12% 15% 17% 13%
17% 21% 17% 18%
8% 7% 6% 8%
6% 6% 6% 9%
11% 11% 13% 13%
28% 25% 30% 28%
18% 15% 11% 12%
12% 13% 18% 14%
19% 20% 18% 17%
10% 9% 6% 7%
2% 8% 6% 7%
11% 9% 11% 13%
27% 29% 26% 36%
11% 15% 18% 12%
14% 15% 16% 11%
19% 17% 19% 21%
8% 9% 3% 7%
7% 8% 10% 2%
13% 7% 9% 11%
19% 17%
6% 8%
5% 8%
9% 14%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
33% 26%
14% 13%
14% 14%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 21 -
Q8. Supposons que vous voulez engager quelqu’un. A votre avis, où pensez-vous que vous pourriez le mieux obtenir les informations nécessaires concernant les procédures et vos obligations ? Q8. Suppose that you want to hire somebody. In your opinion, where do you think you could best obtain the necessary information regarding procedures and your duties?
EU 19 EU 14 NMS 5
Total
Les Autorités nationales / The National Authorities
Votre comptable, conseiller légal ou financier ou une personne similaire / Your accountant, your legal or financial advisor or a similar person
Les Autorités locales / The Local Authorities
La Chambre de Commerce ou Association professionnelle / Chamber of Commerce or Professional Association
3929 3012 917
10% 8% 17%
50% 53% 40%
11% 11% 8%
7% 8% 17% 4% 12% 21% 1% 18% 4% 11% 12% 11% 10% 10%
56% 42% 53% 43% 57% 54% 78% 57% 49% 48% 42% 70% 37% 34%
100 200 102 215 300
18% 14% 21% 11% 21%
511 550 1183 1685
15% 12% 8% 10%
Les banques / Banks
La famille ou les amis / Family or friends
[AUTRE] [PRECISER:...] / [OTHER] [SPECIFY:...]
[NSP/SR] / [DK/NA]
25% 31% 6%
2% 2% 0%
16% 15% 18%
7% 6% 8%
8% 7% 10%
11% 18% 11% 6% 9% 20% 2% 9% 4% 19% 5% 37% 41% 23%
50% 22% 43% 17% 67% 10% 17% 57% 45% 54% 24% 23% 15% 24%
4% 3% 2% 1% 1% 2% 0% 1% 1% 2% 1% 2% 1% 6%
8% 8% 20% 19% 10% 38% 7% 11% 3% 12% 18% 13% 19% 22%
19% 13% 11% 4% 5% 9% 1% 9% 4% 6% 7% 19% 4% 8%
6% 9% 5% 9% 1% 5% 4% 2% 13% 7% 10% 1% 3% 12%
10% 33% 43% 28% 49%
1% 9% 15% 22% 6%
6% 3% 0% 4% 10%
0% 0% 0% 0% 0%
35% 17% 42% 28% 18%
9% 12% 19% 8% 3%
25% 12% 6% 10% 7%
51% 45% 55% 48%
9% 11% 9% 12%
19% 24% 24% 29%
1% 2% 2% 2%
15% 19% 16% 14%
8% 8% 5% 7%
6% 9% 8% 7%
11% 10% 6% 11%
56% 57% 57% 47%
18% 10% 10% 10%
30% 38% 31% 22%
2% 2% 2% 2%
18% 14% 13% 16%
5% 5% 8% 7%
2% 4% 5% 9%
12% 12% 12% 11%
42% 56% 56% 62%
13% 8% 11% 12%
24% 29% 37% 18%
2% 1% 4% 1%
18% 13% 15% 18%
6% 9% 5% 8%
7% 4% 5% 6%
22% 27%
1% 2%
16% 16%
8% 6%
9% 7%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
9% 11%
50% 50%
6% 12%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 22 -
Q9. Imaginons que vous avez engagé un employé avec un contrat de travail “régulier” (càd normal, ordinaire). A votre avis, combien de temps par mois pensez-vous que vous auriez à consacrer aux procédures administratives liées à cet emploi (par ex. remplir les obligations de taxes et de sécurité sociale) ? Q9. Imagine that you have hired an employee under a regular (i.e. normal, ordinary) work contract. How much time per month do you think you would have to spend on administrative procedures related to this employment (e.g. fulfilling tax and social security obligations...)?
EU 19 EU 14 NMS 5
Total
Quelques heures / A few hours
Environ un jour / About one day
Deux ou trois jours / Two or three days
Plus de trois jours / More than three days
[NSP/SR] / [DK/NA]
3929 3012 917
39% 40% 34%
25% 23% 30%
12% 12% 14%
5% 6% 5%
19% 19% 17%
39% 42% 43% 34% 49% 53% 36% 58% 40% 49% 21% 57% 37% 41%
27% 27% 29% 11% 25% 32% 24% 14% 25% 21% 15% 30% 36% 24%
12% 8% 14% 12% 14% 3% 9% 12% 10% 6% 7% 8% 13% 12%
4% 3% 5% 8% 3% 2% 8% 1% 1% 1% 7% 1% 5% 5%
19% 20% 9% 35% 8% 10% 22% 14% 24% 22% 50% 4% 9% 18%
100 200 102 215 300
25% 35% 48% 26% 34%
17% 29% 35% 26% 31%
14% 10% 6% 21% 18%
7% 6% 1% 8% 4%
37% 21% 9% 20% 13%
511 550 1183 1685
39% 34% 41% 39%
26% 28% 23% 25%
14% 14% 10% 13%
4% 9% 5% 5%
17% 15% 21% 19%
42% 43% 48% 37%
32% 23% 17% 25%
10% 14% 10% 12%
3% 5% 4% 6%
12% 14% 21% 20%
38% 42% 41% 53%
27% 27% 30% 19%
15% 12% 6% 13%
5% 6% 9% 2%
15% 13% 14% 13%
8% 5%
16% 20%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
40% 39%
26% 24%
11% 13%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 23 -
Q10. Pourriez-vous me dire si vous êtes au courant des exceptions suivantes aux exigences légales et administratives ou initiatives et programmes spéciaux pour les petites entreprises ?
Des exceptions et des règles spéciales qui rendent les procédures administratives d'embauche plus faciles Q10. Could you please tell whether you are aware of the following exceptions from legal and administrative requirements or special programmes and initiatives for small companies?
Exceptions and special rules that make the administrative process of hiring easier
EU 19 EU 14 NMS 5
Total
Oui / Yes
Non / No
[NSP/SR] / [DK/NA]
3929 3012 917
21% 23% 16%
76% 75% 80%
2% 2% 4%
16% 10% 18% 27% 29% 16% 30% 26% 11% 15% 14% 18% 8% 17%
83% 88% 82% 68% 71% 84% 68% 70% 85% 75% 76% 81% 91% 82%
1% 3% 1% 5% 0% 0% 2% 5% 5% 10% 10% 1% 1% 1%
100 200 102 215 300
8% 12% 13% 7% 21%
83% 83% 82% 77% 77%
9% 5% 5% 15% 2%
511 550 1183 1685
21% 19% 21% 23%
78% 79% 76% 76%
1% 2% 3% 2%
18% 22% 22% 21%
81% 77% 76% 76%
2% 1% 2% 3%
22% 21% 20% 15%
75% 78% 80% 84%
3% 1% 0% 1%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
23% 20%
75% 77%
2% 2%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 24 -
Q10. Pourriez-vous me dire si vous êtes au courant des exceptions suivantes aux exigences légales et administratives ou initiatives et programmes spéciaux pour les petites entreprises ?
Un assouplissement des règles d'emploi qui rendent l'emploi de personnel moins lourd Q10. Could you please tell whether you are aware of the following exceptions from legal and administrative requirements or special programmes and initiatives for small companies?
Relaxing employment rules that make employing staff less burdensome
EU 19 EU 14 NMS 5
Total
Oui / Yes
Non / No
[NSP/SR] / [DK/NA]
3929 3012 917
24% 25% 19%
74% 73% 77%
3% 2% 4%
18% 9% 19% 32% 26% 18% 32% 17% 12% 21% 12% 19% 14% 20%
81% 88% 80% 64% 73% 82% 66% 74% 84% 70% 79% 81% 83% 78%
0% 3% 1% 4% 0% 0% 2% 8% 3% 9% 9% 1% 3% 2%
100 200 102 215 300
9% 11% 14% 12% 28%
74% 84% 81% 72% 70%
17% 5% 5% 16% 2%
511 550 1183 1685
22% 22% 24% 24%
76% 76% 74% 73%
2% 2% 3% 3%
21% 22% 31% 23%
77% 77% 68% 74%
2% 1% 1% 3%
26% 22% 23% 20%
72% 76% 76% 78%
2% 2% 1% 2%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
28% 22%
70% 76%
2% 3%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 25 -
Q10. Pourriez-vous me dire si vous êtes au courant des exceptions suivantes aux exigences légales et administratives ou initiatives et programmes spéciaux pour les petites entreprises ?
Des exceptions aux règles qui protègent les employés d'un licenciement Q10. Could you please tell whether you are aware of the following exceptions from legal and administrative requirements or special programmes and initiatives for small companies?
Exemptions from rules that protect employees from dismissal
EU 19 EU 14 NMS 5
Total
Oui / Yes
Non / No
[NSP/SR] / [DK/NA]
3929 3012 917
36% 38% 27%
62% 60% 70%
2% 2% 3%
22% 20% 33% 35% 34% 37% 53% 42% 26% 24% 32% 40% 35% 37%
78% 78% 65% 61% 66% 63% 46% 54% 70% 66% 59% 58% 62% 61%
1% 2% 1% 4% 0% 0% 1% 5% 3% 10% 9% 2% 3% 3%
100 200 102 215 300
25% 22% 41% 19% 31%
62% 73% 55% 67% 67%
13% 5% 4% 14% 2%
511 550 1183 1685
32% 32% 37% 36%
67% 66% 60% 61%
1% 2% 3% 2%
40% 34% 40% 35%
58% 66% 58% 62%
2% 1% 2% 3%
31% 37% 30% 37%
67% 60% 69% 63%
2% 2% 1% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
41% 33%
57% 64%
2% 2%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 26 -
Q10. Pourriez-vous me dire si vous êtes au courant des exceptions suivantes aux exigences légales et administratives ou initiatives et programmes spéciaux pour les petites entreprises ?
Des réductions spéciales de taxes ou de contributions de sécurité sociale pour les petites entreprises Q10. Could you please tell whether you are aware of the following exceptions from legal and administrative requirements or special programmes and initiatives for small companies?
Special reductions for taxes and social security contributions for small companies
EU 19 EU 14 NMS 5
Total
Oui / Yes
Non / No
[NSP/SR] / [DK/NA]
3929 3012 917
34% 37% 22%
64% 61% 75%
2% 2% 3%
30% 12% 32% 40% 37% 26% 47% 28% 27% 37% 34% 40% 31% 32%
69% 86% 67% 57% 63% 73% 51% 68% 71% 54% 60% 59% 66% 66%
1% 2% 2% 3% 0% 1% 2% 4% 2% 9% 6% 2% 3% 2%
100 200 102 215 300
18% 20% 22% 38% 25%
69% 77% 74% 52% 74%
12% 4% 4% 9% 1%
511 550 1183 1685
30% 30% 34% 36%
68% 69% 64% 62%
2% 1% 3% 2%
42% 35% 43% 32%
56% 64% 55% 66%
2% 1% 2% 2%
33% 33% 27% 28%
66% 65% 73% 70%
2% 2% 0% 1%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
33% 34%
65% 64%
2% 2%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 27 -
Q10. Pourriez-vous me dire si vous êtes au courant des exceptions suivantes aux exigences légales et administratives ou initiatives et programmes spéciaux pour les petites entreprises ?
Un soutien financier spécial (subventions, allocations.) disponible pour les petites entreprises qui embauche du personnel Q10. Could you please tell whether you are aware of the following exceptions from legal and administrative requirements or special programmes and initiatives for small companies?
Special financial support (subsidy, grants.) available for small companies that hire staff
EU 19 EU 14 NMS 5
Total
Oui / Yes
Non / No
[NSP/SR] / [DK/NA]
3929 3012 917
36% 36% 35%
62% 62% 60%
2% 1% 4%
27% 29% 36% 35% 38% 32% 40% 34% 25% 34% 25% 32% 18% 37%
72% 70% 64% 62% 62% 68% 59% 63% 72% 56% 68% 66% 80% 62%
1% 2% 0% 3% 0% 0% 1% 4% 3% 10% 7% 2% 2% 1%
100 200 102 215 300
9% 27% 34% 21% 46%
77% 66% 63% 67% 52%
14% 6% 3% 12% 2%
511 550 1183 1685
40% 32% 35% 37%
59% 67% 62% 61%
1% 1% 3% 2%
34% 34% 38% 37%
62% 66% 62% 61%
4% 1% 1% 2%
39% 34% 31% 29%
58% 65% 69% 71%
2% 1% 0% 0%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
40% 34%
58% 63%
1% 2%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 28 -
Q11. Supposons que vous ayez engagé quelqu’un avec un contrat de travail “régulier” (càd normal, ordinaire). Si vous payez à cette personne un salaire brut de 100 euros, combien pensezvous que vous aurez à payer EN PLUS DE CETTE SOMME pour les différentes contributions de sécurité sociale, pour les taxes spéciales liées à l’embauche et autres paiements obligatoires? Q11. Imagine that you have hired an employee under a regular (i.e. normal, ordinary) work contract. If you pay that employee a gross salary of 100 euros, how much do you think you would have to pay ON TOP OF THIS AMOUNT for the various social security contributions, for special taxes related to the employment and other mandatory payments?
EU 19 EU 14 NMS 5
Total
0 -25
26 -50
51 -75
76 -100
101 & /
[NSP/SR] / [DK/NA]
Moyenne / Average
3929 3012 917
11% 13% 3%
30% 28% 37%
9% 7% 16%
17% 16% 20%
5% 6% 5%
28% 30% 19%
66.3 65.2 69.6
13% 30% 10% 10% 5% 27% 9% 35% 8% 6% 8% 7% 2% 24%
20% 40% 48% 24% 32% 29% 31% 18% 36% 22% 16% 38% 44% 13%
10% 5% 9% 6% 14% 1% 7% 2% 5% 7% 1% 26% 19% 2%
38% 7% 19% 7% 28% 3% 28% 6% 14% 30% 9% 19% 17% 0%
18% 1% 5% 6% 9% 3% 6% 23% 6% 12% 7% 3% 5% 1%
1% 17% 9% 47% 12% 37% 20% 16% 31% 24% 59% 6% 13% 59%
97.9 40.0 63.7 61.9 75.7 46.7 71.4 71.2 62.2 89.4 68.5 63.1 65.4 34.1
100 200 102 215 300
27% 3% 3% 3% 3%
12% 44% 59% 41% 29%
6% 11% 17% 6% 23%
0% 20% 3% 8% 21%
0% 2% 0% 5% 8%
55% 19% 17% 37% 17%
29.1 61.1 43.4 60.3 80.2
511 550 1183 1685
12% 10% 9% 12%
33% 27% 31% 29%
7% 10% 9% 9%
20% 15% 18% 16%
5% 5% 5% 6%
22% 34% 27% 27%
63.8 64.6 67.6 66.5
20% 11% 8% 10%
15% 30% 29% 31%
9% 9% 4% 10%
16% 20% 15% 17%
8% 5% 9% 5%
32% 24% 36% 28%
72.7 65.4 77.9 65.2
8% 14% 9% 17%
35% 34% 34% 31%
9% 11% 10% 8%
17% 21% 20% 13%
6% 5% 6% 8%
26% 15% 21% 22%
66.0 63.4 63.3 65.1
18% 17%
6% 5%
25% 29%
66.9 66.0
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
11% 11%
29% 30%
11% 8%
Flash EB 163 “Hiring and employment procedures for one-person-enterprises” - 29 -
Q12. Globalement, diriez-vous que les procédures administratives pour une entreprise comme la vôtre sont très bien adaptées, plutôt bien adaptées, plutôt inadaptées ou pas adaptées du tout pour engager quelqu’un en [NOTRE PAYS]? Q12. Overall, would you say that the administrative procedures for a company like yours are very well suited, rather well suited, rather unsuited or rather not suited at all to hiring somebody in [OUR COUNTRY]?
EU 19 EU 14 NMS 5
Total
Très bien adaptées / Very well suited
Plutôt bien adaptées / Rather well suited
Plutôt inadaptées / Rather unsuited
Pas adaptées du tout / Not suited at all
[NSP/SR] / [DK/NA]
Bien adaptées / Well suited
Inadaptées / Unsuited
3929 3012 917
4% 4% 2%
25% 27% 18%
30% 28% 37%
23% 22% 26%
19% 19% 17%
29% 31% 20%
53% 50% 63%
2% 14% 1% 8% 3% 13% 2% 10% 4% 5% 8% 4% 3% 6%
24% 13% 17% 25% 24% 22% 41% 50% 20% 23% 14% 40% 27% 24%
26% 22% 43% 22% 36% 24% 27% 16% 13% 33% 23% 31% 18% 22%
24% 26% 29% 20% 23% 23% 13% 5% 9% 26% 26% 13% 15% 29%
24% 25% 11% 26% 14% 18% 17% 19% 54% 13% 29% 13% 37% 19%
26% 27% 17% 33% 27% 35% 43% 60% 24% 28% 22% 44% 30% 31%
50% 48% 71% 42% 59% 47% 40% 21% 22% 59% 49% 43% 33% 51%
Pays UE 14 / Countries EU 14 BE DK DE ES FR IE IT LU NL AT PT FI SE UK
201 204 300 311 303 92 300 100 200 200 200 100 201 300
Pays NEM 5 / Countries NMS 5 CY CZ EE LT PL
100 200 102 215 300
7% 2% 18% 3% 2%
40% 17% 49% 16% 19%
7% 33% 11% 34% 42%
16% 29% 1% 16% 23%
30% 19% 20% 32% 14%
47% 18% 67% 19% 21%
23% 62% 13% 50% 66%
511 550 1183 1685
2% 5% 4% 3%
29% 22% 25% 25%
29% 29% 28% 32%
24% 29% 21% 22%
16% 15% 22% 18%
32% 27% 29% 28%
53% 58% 49% 54%
3% 4% 4% 3%
32% 28% 32% 23%
26% 32% 25% 30%
16% 17% 20% 25%
22% 18% 19% 18%
36% 32% 36% 27%
42% 50% 45% 55%
2% 3% 4% 5%
22% 29% 22% 23%
35% 31% 34% 29%
24% 22% 26% 29%
17% 15% 13% 13%
25% 32% 26% 28%
58% 53% 60% 58%
23% 23%
15% 20%
32% 28%
54% 52%
Secteur / Sector Industrie / Industry Construction Commerce / Trade Services
Age de l'entreprise / Age of business < 1 an / < 1year 1-3 ans / 1-3 years 4-5 ans / 4-5 years > 5 ans / > 5 years
175 693 316 2734
Chiffre d'affaire / Turnover 250 000 Euros
1161 850 303 211
Déjà engagé par le passé / Past recruitment experience Oui / Yes Non / No
1077 2842
4% 3%
27% 24%
31% 30%
TECHNICAL NOTE
Réalisation de ce sondage
Conducting this survey
Ce sondage téléphonique FLASH EUROBAROMETRE 163: « 0 employé » a été réalisé pour la Direction Générale ENTREPRISE de la Commission européenne.
This telephone survey FLASH EUROBAROMETER 163: “0 employee” was conducted on behalf of the DG ENTERPRISE of the European Commission.
Il s'agit d'un FLASH EUROBAROMETRE CIBLES SPECIFIQUES « ENTERPRISE », géré et organisé par la Direction Générale PRESSE, Unité B/1.
It is a SPECIFIC TARGET “BUSINESSES” FLASH EUROBAROMETER SURVEY, organised and managed by the Directorate General PRESS, Unit B/1.
Les interviews ont été réalisées entre le 21 juin et le 16 juillet 2004 et entre le 1e septembre 2004 et le 9 septembre 2004 par les Instituts EOS GALLUP EUROPE dont la liste suit :
The interviews were conducted between the 21st of June and the 16th of July 2004 and between the 1st September 2004 and 9th September 2004 by these EOS GALLUP EUROPE Institutes:
Belgique Danemark Allemagne Espagne France Irlande Italie Luxembourg Pays-Bas Autriche
BE DK DE ES FR IE IT LU NL AT
Portugal Finlande Suède
PT FI SE
Royaume Uni Chypre Rép. Tchèque Estonie Lithuanie Pologne
UK CY CZ EE LT PL
TNS DIMARSO - BRUXELLES TNS GALLUP - KOBENHAVN TNS EMNID - BIELEFELD TNS DEMOSCOPIA - MADRID TNS SOFRES - MONTROUGE IRISH MKTG SURVEYS - DUBLIN DOXA - MILANO TNS ILReS - LUXEMBOURG TNS NIPO - AMSTERDAM ÖSTERREICHISCHES GALLUP-VIENNA TNS EUROTESTE - LISBOA TNS SUOMEN GALLUP - ESPOO TNS SVENSKA GALLUP STOCKHOLM ICM - LONDON SYNOVATE - NICOSA FACTUM – PRAHA TNS EMOR – TALLINN TNS GALLUP - VILNIUS TNS OBOP - WARSZAWA
(Interviews : 23/06/2004 – 29/06/2004) (Interviews : 21/06/2004 – 25/06/2004) (Interviews : 21/06/2004 – 30/06/2004) (Interviews : 23/06/2004 – 01/07/2004) (Interviews : 21/06/2004 – 29/06/2004) (Interviews : 21/06/2004 – 08/07/2004) (Interviews : 22/06/2004 – 02/07/2004) (Interviews : 22/06/2004 – 16/07/2004) (Interviews : 22/06/2004 – 30/06/2004) (Interviews : 23/06/2004 – 25/06/2004)
Belgium Denmark Germany Spain France Ireland Italy Luxemburg Netherlands Austria
(Interviews : 02/07/2004 – 02/07/2004) (Interviews : 23/06/2004 – 29/06/2004) (Interviews : 21/06/2004 – 29/06/2004)
Portugal Finland Sweden
(Interviews : 21/06/2004 – 21/06/2004) (Interviews : 01/09/2004 – 03/09/2004) (Interviews : 02/09/2004 – 08/09/2004) (Interviews : 01/09/2004 – 09/09/2004) (Interviews : 01/09/2004 – 08/09/2004) (Interviews : 01/09/2004 – 09/09/2004)
United Kingdom Cyprus Czech Republic Estonia Lithuania Poland
Représentativité des résultats
Representativeness of the results
La cible de ce Flash a été définie par la Commission européenne: les entreprises avec « 0 employé », c'est-à-dire les entreprises d’une personne, - agriculture et administration exceptée- et installées dans 19 Etats membres de l'Union européenne mentionnés ci-dessus.
The target for this Flash was defined by the European Commission as: companies with 0 employees or in other words one-person-enterprises in the 19 Member States of the European Union mentioned above – agriculture and administration excluded.
Pour chaque pays, les listes des entreprises qualifiées pour répondre ont été préparées en tirant un échantillon. Ce tirage a été réalisé selon deux critères : le pays (19 niveaux) et le secteur d'activité (4 niveaux : Construction, Industries, Services et Commerce/Distribution). Le tirage a été réalisé au hasard.
For each country lists of companies which were qualified to be interviewed were prepared by drawing a sample. Sampling has been made according to two criteria: the country (19 levels) and the activity sector (4 levels: Construction, Industry, Services and Trade). The sampling has been made at random .
La répartition de l'échantillon total entre les cellules de la grille d'échantillonnage s'est faite d'une manière non proportionnelle à la distribution des entreprises des 19 Etats membres : les petits pays et les petits secteurs d’activités ont été « sur-échantillonnées » de manière à obtenir une base statistique suffisante pour chaque niveau d'analyse, à savoir : - les 19 pays membres - les quatre secteurs d'activités Bien sûr au moment du traitement des données chaque cellule de la grille d'échantillonnage a été repondérée de manière à reprendre son poids exact dans les 19 Etats membres concernés. De cette manière les résultats « totaux » ne sont pas biaisés par une éventuelle sur- ou sous-représentation des composantes de l'univers analysé. Dans chaque entreprise la personne interrogée est la propriétaire de l’entreprise/celle qui la gère. C'est l'enquêteur qui s'assure de l'identité de ce dirigeant, en même temps qu'il contrôle l'exactitude des caractéristiques renseignées dans le base des données, à savoir : le nombre de personnes employées et le secteur d'activité.
The total sample has been distributed between these sampling "cells" in a way which does not follow the actual distribution of businesses within the 19 Member States involved : the small countries and small activity sectors were intentionally « oversampled » in order to get significant results for each level of analysis, i.e. : - the 19 Member States - the 4 activity sectors Of course, during the data processing, each cell in the cross distribution of the sample has been re-weighted up or down according to its real weight within the 19 Member States involved. Thus, the total results presented are not affected by over- and under-sampling and are representative of the total universe examined. The person interviewed in each company is the owner/person running the business. The interviewer checks the identity of this person, at the same time that he/she controls the accuracy of the enterprises characteristics, as indicated in the database, namely: the number of employed persons and the activity sector.
TNS Sofres SA – Coordination EOS Gallup Europe
Tailles des échantillons
Sizes of the samples
Les tailles d'échantillon vont de 100 à 300 entreprises selon les pays. Ci-dessous nous présentons le nombre exact d'interviews réalisées dans chaque pays, et les conséquences de leur repondération lors du traitement des données de manière à obtenir des résultats représentatifs à chaque niveau de l'analyse. Chaque tableau descriptif se lit de la manière suivante : 1. Dans la première colonne sont renseignées les fréquences absolues et relatives des interviews effectivement réalisées. 2. Dans la deuxième colonne sont renseignées les fréquences après la pondération faite pour corriger la sur- représentation accordée aux petits pays et aux petits secteurs d’activités. C'est cette pondération qui est utilisée pour présenter les résultats du total (Colonne Total (UE-19) des "Volumes A" et l'ensemble des "Volumes B").
The sample sizes range from 100 up to 300 businesses, depending on the countries. Hereafter the exact number of interviews conducted in each country are presented and the consequences of re-weighting this sample during data-processing, in order to get representative results at each level of analysis. Each of these sample description tables gives : 1. In the first column one gets the absolute and relative frequencies of the interviews as they have been conducted. 2. In the second column one gets the structure of the sample when the over-sampling of the small countries and activity sectors has been corrected. This "weighted" sample is used to present all the results at the total level (i.e.: the Total column (EU-19) of the "Volumes A" and all the results presented in the "Volumes B".).
Interviews CONDUCTED 100,0% 3012 5,1% 201 5,2% 204 7,6% 300 7,9% 311 7,7% 303 2,3% 92 7,6% 300 2,5% 100 5,1% 200 5,1% 200 5,1% 200 2,5% 100 5,1% 201 7,6% 300 2,5% 100 5,1% 200 2,6% 102 5,5% 215 7,6% 300
Sample WEIGHTED EU19 3929 100,0% 127 3,2% 28 0,7% 402 10,2% 471 12,0% 404 10,3% 10 0,3% 685 17,4% 3 0,1% 73 1,9% 25 0,6% 7 0,2% 38 1,0% 34 0,9% 724 18,4% 9 0,2% 479 12,2% 2 0,1% 4 0,1% 402 10,2%
Industries - Industry Construction Commerce - Trade Services
511 550 1183 1685
393 541 1255 1740
Base BELGIQUE DANMARK DEUTSCHLAND ESPANA FRANCE IRELAND ITALIA LUXEMBOURG NEDERLAND OSTERREICH PORTUGAL SUOMI-FINLAND SVERIGE UNITED KINGDOM
Interviews CONDUCTED 3012 100,0% 201 6,7% 204 6,8% 300 10,0% 311 10,3% 303 10,1% 92 3,1% 300 10,0% 100 3,3% 200 6,6% 200 6,6% 200 6,6% 100 3,3% 201 6,7% 300 10,0%
Sample WEIGHTED EU14 3012 100,0% 127 4,2% 28 0,9% 400 13,3% 468 15,6% 401 13,3% 10 0,3% 681 22,6% 3 0,1% 72 2,4% 25 0,8% 7 0,2% 38 1,2% 34 1,1% 720 23,9%
357 423 910 1322
236 421 954 1400
Base BELGIQUE DANMARK DEUTSCHLAND ESPANA FRANCE IRELAND ITALIA LUXEMBOURG NEDERLAND OSTERREICH PORTUGAL SUOMI-FINLAND SVERIGE UNITED KINGDOM CYPRUS CZECH REPUBLIC ESTONIA LITHUANIA POLAND SECTEUR D’ACTIVITE - ACTIVITY SECTOR
13,0% 14,0% 30,1% 42,9%
10,0% 13,8% 31,9% 44,3%
SECTEUR D’ACTIVITE - ACTIVITY SECTOR
Industries - Industry Construction Commerce - Trade Services TNS Sofres SA – Coordination EOS Gallup Europe
11,9% 14,0% 30,2% 43,9%
7,8% 14,0% 31,7% 46,5%
Base CYPRUS CZECH REPUBLIC ESTONIA LITHUANIA POLAND
Interviews CONDUCTED 917 100,0% 2,5% 100 5,1% 200 2,6% 102 5,5% 215 7,6% 300
Sample WEIGHTED NMS 5 917 100,0% 10 1,0% 490 53,5% 2 0,2% 4 0,4% 411 44,8%
Tableaux de résultats
Tables of results
* VOLUME A : PAYS PAR PAYS
* VOLUME A : COUNTRY BY COUNTRY
Le VOLUME A présente les résultats pays par pays. Chaque tableau est complété du TOTAL MARGINAL PONDERE (EU19, EU14, NMS5), comme expliqué ci-dessus. Volume A1 (UE14) Volume A2 (NEM5)
The VOLUME A presents the results country by country. Each table is completed by the MARGINAL WEIGHTED TOTAL (EU19, EU14, NMS5) (as explained above). Volume A1 (EU14) Volume A2 (NMS5)
* VOLUME B : DESCRIPTIFS DES ENTREPRISES
* VOLUME B : CHARACTERISTICS OF THE ENTERPRISES
Le VOLUME B présente les résultats de l'Union Européenne (14 Etats Membres), pour quelques caractéristiques essentielles des entreprises considérées ainsi que les sociodémographiques : Volume B1 (Catégorie d’Entreprise) - Secteur d'activité - Age de l’entreprise - Chiffre d’affaire Volume B2 (Sociodémographiques) - Sexe - Age - Education
The VOLUME B presents the results for the European Union (14 Member States) by company category and socio-demographic characteristics of the selected enterprises : Volume B1 (Company category) - Sector of activity - Age of business - Turnover Volume B2 (Socio-demographics) - Gender - Age - Education
* VOLUME C : DESCRIPTIFS DES ENTREPRISES
* VOLUME C : CHARACTERISTICS OF THE ENTERPRISES Same as Volume B, but country by country
Idem Volume B, mais pays par pays
TNS Sofres SA – Coordination EOS Gallup Europe
Valeur statistique des résultats
Statistical significance of the results
Les résultats d'un sondage ne sont jamais valables que dans les limites d'une marge statistique d'échantillonnage. Cette marge est plus ou moins grande, et dépend de trois choses : 1. La taille de l'échantillon (ou de la partie d'échantillon que l'on analyse) : plus le nombre de répondants est grand, plus la marge statistique est petite ; 2. Le résultat lui-même : plus le résultat est proche de 50%, plus la marge statistique est grande ; 3. Le degré de certitude que l'on exige : plus on est sévère, plus la marge statistique est grande.
The results in a survey are valid only between the limits of a statistical margin caused by the sampling process. This margin varies with three factors: 1. The sample size (or the size of the analyzed part in the sample) : the greater the number of respondents, the smaller the statistical margin ; 2. The result in itself: the more the result approaches 50%, the wider the statistical margin will be ; 3. The desired degree of confidence: the more "strict" we are, the wider the statistical margin will be.
A titre d'exemple, prenons un cas imaginaire : 1. 500 personnes ont répondu à une question ; 2. Le résultat analysé est de 50 % environ ; 3. On choisit un degré de certitude de 95 % (c'est le niveau le plus utilisé par les statisticiens, et c'est celui adopté pour la table cidessus) ;
As an example, examine this illustrative case: 1. One question has been answered by 500 people; 2. The analyzed result is around 50% ; 3. We choose a significance level of 95 % (it is the level most often used by the statisticians, and it is the one chosen for the table here above) ;
Dans ce cas illustratif la marge statistique est de : (+/- 4.4%) autour des 50% observés. Et en conclusion : le résultat pour la population totale se situe entre 45.6% et 54.4%. Nous reproduisons ci-dessous les marges statistiques calculées pour différents échantillons et différents résultats observés, au degré de certitude de 95%.
In this illustrative case the statistical margin is : (+/- 4.4%) around the observed 50%. And as a conclusion: the result for the whole population lies between 45.6% 54.4 %. Below we reproduce the statistical margins computed for various observed results, on various sample sizes, at the 95% significance level.
MARGES STATISTIQUES D'ECHANTILLONAGE (AU NIVEAU DE CONFIANCE DE 95 %)
STATISTICAL MARGINS DUE TO THE SAMPLING PROCESS (AT THE 95 % LEVEL OF CONFIDENCE)
Différentes tailles d'échantillon sont en lignes ; Différents résultats observés sont en colonnes :
Various sample sizes are in rows; Various observed results are in columns:
n=50 n=75 n=100 n=150 n=200 n=250 n=300 n=400 n=500 n=600 n=700 n=800 n=900 n=1000 n=1500 n=2000 n=2500 n=3000 n=5000
5% 6.0 4.9 4.3 3.5 3.0 2.7 2.5 2.1 1.9 1.7 1.6 1.5 1.4 1.4 1.1 1.0 0.9 0.8 0.6 5%
10% 8.3 6.8 5.9 4.8 4.2 3.7 3.4 2.9 2.6 2.4 2.2 2.1 2.0 1.9 1.5 1.3 1.2 1.1 0.8 10%
15% 9.9 8.1 7.0 5.7 4.9 4.4 4.0 3.5 3.1 2.9 2.7 2.5 2.3 2.2 1.8 1.6 1.4 1.3 1.0 15%
20% 11.1 9.1 7.8 6.4 5.5 5.0 4.5 3.9 3.5 3.2 3.0 2.8 2.6 2.5 2.0 1.8 1.6 1.4 1.1 20%
25% 12.0 9.8 8.5 6.9 6.0 5.4 4.9 4.2 3.8 3.5 3.2 3.0 2.8 2.7 2.2 1.9 1.7 1.5 1.2 25%
30% 12.7 10.4 8.9 7.3 6.4 5.7 5.2 4.5 4.0 3.7 3.4 3.2 3.0 2.8 2.3 2.1 1.8 1.6 1.3 30%
35% 13.2 10.8 9.3 7.6 6.6 5.9 5.4 4.7 4.2 3.8 3.5 3.3 3.1 3.0 2.4 2.1 1.9 1.7 1.4 35%
TNS Sofres SA – Coordination EOS Gallup Europe
40% 13.6 11.1 9.6 7.8 6.8 6.1 5.5 4.8 4.3 3.9 3.6 3.4 3.2 3.0 2.5 2.2 2.0 1.8 1.4 40%
45% 13.8 11.3 9.8 8.0 6.9 6.2 5.6 4.9 4.4 4.0 3.7 3.5 3.3 3.1 2.5 2.2 2.0 1.8 1.4 45%
50% 13.9 11.3 9.8 8.0 6.9 6.2 5.7 4.9 4.4 4.0 3.7 3.5 3.3 3.1 2.5 2.2 2.0 1.8 1.4 50%
55% 13.8 11.3 9.8 8.0 6.9 6.2 5.6 4.9 4.4 4.0 3.7 3.5 3.3 3.1 2.5 2.2 2.0 1.8 1.4 55%
60% 13.6 11.1 9.6 7.8 6.8 6.1 5.5 4.8 4.3 3.9 3.6 3.4 3.2 3.0 2.5 2.2 2.0 1.8 1.4 60%
65% 13.2 10.8 9.3 7.6 6.6 5.9 5.4 4.7 4.2 3.8 3.5 3.3 3.1 3.0 2.4 2.1 1.9 1.7 1.4 65%
70% 12.7 10.4 8.9 7.3 6.4 5.7 5.2 4.5 4.0 3.7 3.4 3.2 3.0 2.8 2.3 2.1 1.8 1.6 1.3 70%
75% 12.0 9.8 8.5 6.9 6.0 5.4 4.9 4.2 3.8 3.5 3.2 3.0 2.8 2.7 2.2 1.9 1.7 1.5 1.2 75%
80% 11.1 9.1 7.8 6.4 5.5 5.0 4.5 3.9 3.5 3.2 3.0 2.8 2.6 2.5 2.0 1.8 1.6 1.4 1.1 80%
85% 9.9 8.1 7.0 5.7 4.9 4.4 4.0 3.5 3.1 2.9 2.7 2.5 2.3 2.2 1.8 1.6 1.4 1.3 1.0 85%
90% 8.3 6.8 5.9 4.8 4.2 3.7 3.4 2.9 2.6 2.4 2.2 2.1 2.0 1.9 1.5 1.3 1.2 1.1 0.8 90%
95% 6.0 4.9 4.3 3.5 3.0 2.7 2.5 2.1 1.9 1.7 1.6 1.5 1.4 1.4 1.1 1.0 0.9 0.8 0.6 95%
n=50 n=75 n=100 n=150 n=200 n=250 n=300 n=400 n=500 n=600 n=700 n=800 n=900 n=1000 n=1500 n=2000 n=2500 n=3000 n=5000
QUESTIONNAIRE
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 1
D1.
Ref : 5025PCTL00 CONFIDENTIAL
Combien de personnes ayant un contrat de travail “régulier” (càd normal, ordinaire) votre entreprise ou société emploie-t-elle dans [NOTRE PAYS]?
D1.
D2. Votre entreprise est-t-elle principalement une entreprise : [LIRE – UNE SEULE REPONSE] -
D5.
-
D3. When did you start your business or take over the business you are currently running: ... [READ OUT - ONLY ONE ANSWER]
Il y a moins d’un an ....................................................................1 Il y a entre un et trois ans ...........................................................2 Il y a entre quatre et cinq ans ......................................................3 Il y a plus de 5 ans .....................................................................4 [NSP/SR] ..................................................................................5
Sexe du propriétaire de l’entreprise: [RECODER] Homme............................................................ 1 Femme ........ ................................................... 2
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
construction or civil engineering .................................................... 1 mining, extractive industry ........................................................... 2 production and manufacturing of goods .......................................... 3 trade and distribution (wholesale or retail)...................................... 4 transport (of goods or people) ...................................................... 5 financial services (banking, insurance, brokerage) ........................... 6 business services ......................................................................... 7 personal services ......................................................................... 8 other services ............................................................................. 9 (none of those cases) [SPECIFY… CHECK EXCLUSIONS!!] .......... 10
[Agriculture Æ STOP INTERVIEW - INTERVIEW NOT VALID] [Administration Æ STOP INTERVIEW - INTERVIEW NOT VALID] [DK/NA Æ STOP INTERVIEW - INTERVIEW NOT VALID]
[Agriculture Æ STOP INTERVIEW - INTERVIEW NON VALIDE] [Administration Æ STOP INTERVIEW - INTERVIEW NON VALIDE] [NSP/SR Æ STOP INTERVIEW - INTERVIEW NON VALIDE]
-
Is your company mainly involved in… [READ OUT - ONLY ONE ANSWER] -
de construction ou de travaux publics ............................................ 1 d’exploitation minière, d’extraction ................................................ 2 de production et de fabrication de biens......................................... 3 de commerce et de distribution (en gros ou au détail) ..................... 4 de transport (de biens ou personnes) ............................................ 5 de services financiers (banques, assurances, courtage).................... 6 de services aux entreprises .......................................................... 7 de services aux consommateurs.................................................... 8 d’autres services ......................................................................... 9 (aucun de ces cas) [PRECISEZ… VERIFIEZ LES EXCLUSIONS!!] .10
D3. Quand avez-vous débuté votre entreprise ou repris l’entreprise que vous dirigez actuellement : ... [LIRE – UNE SEULE REPONSE]
How many people does your business or company employ under a regular (i.e. normal, ordinary) work contract in [OUR COUNTRY]? N= [ ] [ ] [ ] [ ] [ ] [ ] [IF 1 OR MORE PEOPLE EMPLOYED Æ STOP INTERVIEW – INTERVIEW NOT VALID] [IF DK/NAÆ STOP INTERVIEW- INTERVIEW NOT VALID]
N= [ ] [ ] [ ] [ ] [ ] [ ] [SI 1 OU PLUS D’UNE PERSONNE EMPLOYEE Æ STOP INTERVIEW – INTERVIEW NON VALIDE] [SI NSP/SR Æ STOP INTERVIEW- INTERVIEW NON VALIDE] D2.
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 1
D5.
Less than one year ago ............................................................... 1 Between one and three years ago................................................. 2 Between four and five years ago .................................................. 3 More than five years ago ............................................................. 4 [DK/NA] ................................................................................... 5
Gender of business owner: [RECODE] -
Male................................................................ 1 Female ....... ................................................... 2
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 2
D6.
Age Exact:
[_][_] Ans
[00] D7.
D6.
[REFUS/SANS REPONSE]
Age de fin d’études : [AGE EXACT EN 2 CHIFFRES] [_][_] [00] [01]
Ref : 5025PCTL00 CONFIDENTIAL
ans [REFUS/ SR] [JAMAIS ETE A L'ECOLE PLEIN TEMPS]
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 2
Exact Age:
[_][_] Years old
[00] D7.
[REFUSAL/NO ANSWER]
Age when finished full time education : [EXACT AGE IN 2 DIGITS] [_][_] years old [00] [REFUSAL/ NO ANSWER] [01] [NEVER BEEN IN FULL TIME EDUCATION]
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 3
Q1.
Ref : 5025PCTL00 CONFIDENTIAL
Pour chacune des situations suivantes, pourriez-vous me dire si vous … [LIRE – ROTATION – UNE SEULE REPONSE] -
Q1.
For each of the following situations, could you tell me if you … [READ OUT – ROTATE – ONLY ONE ANSWER]
Souvent ........................................ 1 Parfois ......................................... 2 Jamais .......................................... 3 [NSP/SR] ...................................... 4
-
a) Employez du personnel sur une courte période ................... 1 2 3 4 b) Recevez de l’aide à votre travail de la part de membres de votre famille ou d’amis ................................................ 1 2 3 4 c) Sous-traitez ou achetez des services à d’autres personnes ... 1 2 3 4
Q2.1
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 3
Avez-vous déjà, par le passé, engagé pour votre entreprise un ou plusieurs employés avec un contrat de travail “régulier” (c-à-d normal, ordinaire) ?
Often ........................................... Sometimes .................................. Never........................................... [DK/NA] .......................................
1 2 3 4
a) Employ staff on a short term basis ....................................1 2 3 4 b) Receive help at your work from family members or friends ...1 2 3 4 c) Subcontract or buy services from others.............................1 2 3 4
Q2.1
In the past, did you ever recruit for your business one or more employees under a regular (i.e. normal, ordinary) work contract? [READ OUT - ONLY ONE ANSWER]
[LIRE – UNE SEULE REPONSE] Q2.2
-
Oui, plusieurs fois ..............................................1 Oui, une fois .....................................................2 Non, jamais ......................................................3 [NSP/SR] .........................................................4
En pensant à la situation actuelle de votre entreprise, pensez-vous que vous aurez besoin d’engager un ou plusieurs employés dans les six prochains mois ?
Q2.2
Yes, several times ............................................. 1 Yes, once ......................................................... 2 No, never ......................................................... 3 [DK/NA] .......................................................... 4
Considering the current situation of your business, do you think that you would need to recruit one or more employees in the next six months?
[LIRE – UNE SEULE REPONSE]
[READ OUT - ONLY ONE ANSWER]
-
-
Oui, certainement ..............................................1 Oui, probablement .............................................2 Non, probablement pas ......................................3 Non, certainement pas .......................................4 [NSP/SR] .........................................................5
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
Yes, certainly .................................................... 1 Yes, probably .................................................... 2 No, probably not ............................................... 3 No, certainly not................................................ 4 [DK/NA] .......................................................... 5
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 4
Q3.
Ref : 5025PCTL00 CONFIDENTIAL
Parmi la liste suivante, quelles sont les deux principales raisons qui pourraient expliquer le mieux pourquoi vous n’employez actuellement personne avec un contrat de travail “régulier” (càd normal, ordinaire)? Premièrement? Deuxièmement? [LIRE – ROTATION UNE REPONSE SEULEMENT POUR "PREMIEREMENT" ET UNE REPONSE SEULEMENT POUR "DEUXIEMEMENT"] a) Votre activité n’est pas encore assez grande .............................. 1 b) Vos prévisions pour le développement futur de votre entreprise ne sont pas suffisamment bonnes ............................................. 2 c) Vous voulez garder le contrôle complet de tous les aspects de votre entreprise ................................................................ 3 d) Cela coûterait trop cher de former un nouvel employé ................. 4 e) Il est difficile de trouver la personne adéquatement qualifiée........ 5 f) Les salaires que vous auriez à payer sont trop élevés .................. 6 g) Les coûts additionnels liés à l’emploi (tels que les cotisations de l’employeur à la sécurité sociale, etc.) sont trop élevés...................................................................... 7 h) Les procédures légales et administratives pour engager, employer ou licencier du personnel sont trop compliquées ........... 8 i) [AUTRE] [PRECISER:………………] ................................................ 9 j) [NSP/SR] ..............................................................................10 -
Premièrement..............1 2 3 4 5 6 7 8 9 10 Deuxièmement ............1 2 3 4 5 6 7 8 9 10
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
Q3.
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 4
From the following list, what are the two main reasons that could best explain why you do not currently employ anybody under a regular (i.e. normal, ordinary) work contract? Firstly? Secondly? [READ OUT – ROTATE ONE ANSWER ONLY FOR "FIRSTLY" AND ONE ANSWER ONLY FOR "SECONDLY"] a) Your business is not yet big enough ........................................... 1 b) Your expectations for your future business development are not sufficiently good ..................................................................... 2 c) You want to keep full control over all aspects of your business ...... 3 d) It would cost too much to train a new employee.......................... 4 e) It is difficult to find a suitably qualified person ............................ 5 f) The wages you would have to pay are too high ........................... 6 g) The additional labour costs (such as employers’ contributions to social security, etc.) are too high ........................................... 7 h) The legal and administrative procedures for hiring, employing or dismissing staff are too complicated........................................... 8 i) [OTHER] [SPECIFY:………………].. ................................................ 9 j) [DK/NA] ............................................................................... 10 -
Firstly ........................ 1 2 3 4 5 6 7 8 9 10 Secondly .................... 1 2 3 4 5 6 7 8 9 10
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 5
Ref : 5025PCTL00 CONFIDENTIAL
[SI LE REPONDANT CITE h) EN Q3 ‘PREMIEREMENT’ OU ‘DEUXIEMEMENT’] Q4.
L’une des raisons pour laquelle vous n’avez pas d’employé est due à la complexité des procédures légales et administratives. Parmi la liste suivante, quelles sont les deux principales raisons, qui expliquent le mieux votre opinion ? Premièrement? Deuxièmement?
[IF RESPONDENT SAYS h) IN Q3 EITHER FIRSTLY OR SECONDLY] Q4.
[LIRE – ROTATION UNE REPONSE SEULEMENT POUR "PREMIEREMENT" ET UNE REPONSE SEULEMENT POUR "DEUXIEMEMENT"]] a) b) c) d) e) f) g) h)
One of the reasons why you do not have an employee is due to the complexity of the legal and administrative procedures. From the following list, what exactly are the two main reasons best explaining your opinion? Firstly? Secondly? [READ OUT – ROTATE ONE ANSWER ONLY FOR "FIRSTLY" AND ONE ANSWER ONLY FOR "SECONDLY"]
Remplir les conditions pour retenir les impôts et autres taxes liées à l’emploi serait trop compliqué et prendrait trop de temps... 1 Remplir les conditions pour satisfaire à vos obligations à l’égard des cotisations sociales serait trop compliqué et prendrait trop de temps........................................................... 2 Vous auriez à vous soumettre à trop de règlements en matière de santé et de sécurité ............................................ 3 Vous avez peur qu’il serait trop difficile de licencier un employé dans le futur ......................................................... 4 Vous n’auriez pas assez de liberté pour choisir un employé à cause des règles de non-discrimination ................................... 5 Les dépenses liées aux procédures administratives pour engager quelqu’un sont trop élevées...................................6 [AUTRE] [PRECISER:………………..] .............................................. 7 [NSP/SR] ............................................................................... 8 -
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 5
a) b) c) d) e) f) g) h)
Premièrement......................1 2 3 4 5 6 7 8 Deuxièmement ....................1 2 3 4 5 6 7 8
-
[A TOUS]
[TO ALL]
Q5.
Q5.
Supposons que vous voulez engager quelqu’un. Avec combien d’institutions différentes (agences, services gouvernementaux, etc) pensez-vous que vous auriez à traiter avant de pouvoir effectivement employer cette personne ?
Fulfilling the requirements for withholding taxes and other tax related work would be too complicated and time-consuming ......... 1 Fulfilling the requirements to fulfil your obligations regarding social contributions would be too complicated and time-consuming ................................................................ 2 You would have to comply with too many health and safety regulations .................................................................... 3 You are afraid that it would be too difficult to dismiss an employee in the future ........................................................ 4 You would not have enough freedom to select an employee because of anti-discrimination rules ........................................... 5 The expenses related to the administrative procedures for hiring somebody are too high ............................................... 6 [OTHER] [SPECIFY:………………..] ................................................ 7 [DK/NA] ................................................................................. 8 Firstly ................................ 1 2 3 4 5 6 7 8 Secondly ............................ 1 2 3 4 5 6 7 8
Suppose you want to hire somebody. How many different institutions (agencies, government bodies etc) do you think you would have to deal with before you could actually employ this person?
[REPONSE SPONTANEE – CODER 99 SI NSP/SR]
[SPONTANEOUS ANSWER – CODE 99 IF DK/NA]
N= [ ] [ ] institutions
N= [ ] [ ] institutions
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 6
Q6.
Ref : 5025PCTL00 CONFIDENTIAL
De combien de votre temps de travail pensez-vous que vous auriez besoin pour rassembler toutes les informations nécessaires et de vous acquitter de toutes les procédures administratives en vue d’engager votre premier employé?
Q6.
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 6
How much of your working time do you think you would need in order to gather all the necessary information and fulfil all administrative procedures in order to hire your first employee? [READ OUT - ONLY ONE ANSWER]
[LIRE – UNE SEULE REPONSE] -
Q7.
Un jour ou moins ......................................................................... 1 Deux à trois jours ........................................................................ 2 Une semaine ............................................................................... 3 Deux à trois semaines .................................................................. 4 Plus de trois semaines .................................................................. 5 [NSP/SR] .................................................................................... 6
Supposons que vous voulez engager quelqu’un et que vous avez trouvé le candidat parfait. Toutefois, vous n’avez pas encore commencé les procédures administratives. A votre avis, combien de temps faudrait-il avant que cette personne puisse effectivement commencer à travailler dans votre entreprise ?
-
Q7.
Suppose that you want to hire somebody and that you have found the perfect candidate. However, you have not yet started the administrative procedures. In your opinion, how much time would be necessary before this person can begin to actually work in your company?
[LIRE – UNE SEULE REPONSE] -
L’employé peut commencer à travailler immédiatement, les procédures peuvent être réglées pus tard................................... 1 Un jour ou moins ......................................................................... 2 Deux à trois jours ........................................................................ 3 Une semaine ............................................................................... 4 Deux à trois semaines .................................................................. 5 Plus de trois semaines .................................................................. 6 [NSP/SR] .................................................................................... 7
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
One day or less ............................................................................1 Two to three days.........................................................................2 One week ....................................................................................3 Two to three weeks.......................................................................4 More than three weeks ..................................................................5 [DK/NA] ......................................................................................6
[READ OUT - ONLY ONE ANSWER] -
The employee can start working immediately, procedures can be sorted out later ............................................................................1 One day or less ............................................................................2 Two to three days.........................................................................3 One week ....................................................................................4 Two to three weeks.......................................................................5 More than three weeks ..................................................................6 [DK/NA] ......................................................................................7
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 7
Q8.
Ref : 5025PCTL00 CONFIDENTIAL
Supposons que vous voulez engager quelqu’un. A votre avis, où pensez-vous que vous pourriez le mieux obtenir les informations nécessaires concernant les procédures et vos obligations ?
Q8.
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 7
Suppose that you want to hire somebody. In your opinion, where do you think you could best obtain the necessary information regarding procedures and your duties?
[LIRE – ROTATION - MAXIMUM DEUX REPONSES POSSIBLES] -
Les Autorités nationales ................................................................ 1 Votre comptable, conseiller légal ou financier ou une personne similaire.................................................................. 2 Les Autorités locales..................................................................... 3 La Chambre de Commerce ou Association professionnelle ................ 4 Les banques ................................................................................ 5 La famille ou les amis ................................................................... 6 [AUTRE] [PRECISER:………………..] ................................................... 7 [NSP/SR] .................................................................................... 8
-
Q9.
[READ OUT – ROTATE – MAXIMUM TWO ANSWERS POSSIBLE]
Imaginons que vous avez engagé un employé avec un contrat de travail “régulier” (càd normal, ordinaire). A votre avis, combien de temps par mois pensez-vous que vous auriez à consacrer aux procédures administratives liées à cet emploi (par ex. remplir les obligations de taxes et de sécurité sociale) ?
-
Q9.
The National Authorities ................................................................1 Your accountant, your legal or financial advisor or a similar person ....2 The Local Authorities.....................................................................3 Chamber of Commerce or Professional Association ...........................4 Banks .........................................................................................5 Family or friends ..........................................................................6 [OTHER] [SPECIFY:………………..]......................................................7 [DK/NA] ......................................................................................8
Imagine that you have hired an employee under a regular (i.e. normal, ordinary) work contract. How much time per month do you think you would have to spend on administrative procedures related to this employment (e.g. fulfilling tax and social security obligations...)?
[LIRE – UNE SEULE REPONSE]
[READ OUT - ONLY ONE ANSWER]
-
-
Quelques heures ........................................................................1 Environ un jour...........................................................................2 Deux ou trois jours .....................................................................3 Plus de trois jours .......................................................................4 [NSP/SR] ...................................................................................5
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
A few hours .............................................................................. 1 About one day ........................................................................... 2 Two or three days ...................................................................... 3 More than three days .................................................................. 4 [DK/NA] .................................................................................... 5
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 8
Ref : 5025PCTL00 CONFIDENTIAL
Q10. Pourriez-vous me dire si vous êtes au courant des exceptions suivantes aux exigences légales et administratives ou initiatives et programmes spéciaux pour les petites entreprises ? -
-
Q10. Could you please tell whether you are aware of the following exceptions from legal and administrative requirements or special programmes and initiatives for small companies?
Oui..............................................................1 Non .............................................................2 [NSP/SR] .....................................................3
-
[LIRE – ROTATION – UNE REPONSE PAR LIGNE] -
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 8
Des exceptions et des règles spéciales qui rendent les procédures administratives d’embauche plus faciles ................................. 1 Un assouplissement des règles d’emploi qui rendent l’emploi de personnel moins lourd .......................................... 1 Des exceptions aux règles qui protègent les employés d’un licenciement ........................................................................ 1 Des réductions spéciales de taxes ou de contributions de sécurité sociale pour les petites entreprises ............................ 1 Un soutien financier spécial (subventions, allocations…) disponible pour les petites entreprises qui embauche du personnel............ 1
Yes ............................................................. 1 No .............................................................. 2 [DK/NA] ...................................................... 3
[READ OUT – ROTATE – ONE ANSWER PER LINE] 2 3 2 3 2 3 2 3 2 3
Q11. Supposons que vous ayez engagé quelqu’un avec un contrat de travail “régulier” (càd normal, ordinaire). Si vous payez à cette personne un salaire brut de 100 euros, combien pensez-vous que vous aurez à payer EN PLUS DE CETTE SOMME pour les différentes contributions de sécurité sociale, pour les taxes spéciales liées à l’embauche et autres paiements obligatoires?
Exceptions and special rules that make the administrative process of hiring easier......................................................... 1 Relaxing employment rules that make employing staff less burdensome ........................................................................ 1 Exemptions from rules that protect employees from dismissal ............................................................................ 1 Special reductions for taxes and social security contributions for small companies ............................................................. 1 Special financial support (subsidy, grants…) available for small companies that hire staff .............................................. 1
2 3 2 3 2 3 2 3
Q11. Imagine that you have hired an employee under a regular (i.e. normal, ordinary) work contract. If you pay that employee a gross salary of 100 euros, how much do you think you would have to pay ON TOP OF THIS AMOUNT for the various social security contributions, for special taxes related to the employment and other mandatory payments?
[REPONSE SPONTANEE EN EUROS – CODER 9999 SI NSP/SR]
[SPONTANEOUS ANSWER IN EUROS – CODE 9999 IF DK/NA]
N= [ ] [ ] [ ] [ ] euros
N= [ ] [ ] [ ] [ ] euros
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
2 3
Flash EB 163 ‘0 Employé’ Version Questionnaire 17/06/2004 – Page 9
Ref : 5025PCTL00 CONFIDENTIAL
Q12. Globalement, diriez-vous que les procédures administratives pour une entreprise comme la vôtre sont très bien adaptées, plutôt bien adaptées, plutôt inadaptées ou pas adaptées du tout pour engager quelqu’un en [NOTRE PAYS]?
Flash EB 163 ‘0 Employee’ Questionnaire Version 17/06/2004 – Page 9
Q12. Overall, would you say that the administrative procedures for a company like yours are very well suited, rather well suited, rather unsuited or rather not suited at all to hiring somebody in [OUR COUNTRY]?
[LIRE – UNE SEULE REPONSE] [READ OUT - ONLY ONE ANSWER] -
Très bien adaptées ...................................................................... Plutôt bien adaptées.................................................................... Plutôt inadaptées ........................................................................ Pas adaptées du tout ................................................................... [NSP/SR] ...................................................................................
1 2 3 4 5
D4. Une dernière question. Quelle était le chiffre d’affaire annuel de votre entreprise en [NOTRE PAYS], la dernière année fiscale ?
-
Very well suited........................................................................... 1 Rather well suited........................................................................ 2 Rather unsuited........................................................................... 3 Not suited at all........................................................................... 4 [DK/NA] ..................................................................................... 5
D4. One last question. What was the annual turnover of your company in [OUR COUNTRY], last fiscal year?
[REPONSE SPONTANEE – PRECISER EN MONNAIE LOCALE – NE PAS LIRE L’ECHELLE CI-DESSOUS]
[SPONTANEOUS ANSWER - SPECIFY IN LOCAL CURRENCY – DO NOT READ OUT THE SCALE BELOW]
.............................................................
.............................................................
[NE PAS LIRE - CODER ENSUITE LE CHIFFRE D’AFFAIRES A L’AIDE DE CETTE ECHELLE – CONVERTIR EN EURO POUR LES PAYS HORS ZONE EURO]
[DO NOT READ OUT - THEN CODE THE TURNOVER WITH THE HELP OF THIS SCALE – CONVERTED INTO EURO FOR OUTSIDE EURO ZONE]
-
-
10.000 euros ou moins ........................................................ 1 Entre +10.000 et 25.000 euros............................................. 2 Entre +25.000 et 50.000 euros............................................. 3 Entre +50.000 et 100.000 euros........................................... 4 Entre +100.000 et 250.000 euros ......................................... 5 Entre +250.000 et 500.000 euros ......................................... 6 Entre +500.000 et 1 million euros......................................... 7 Plus d’1 million d’euros ....................................................... 8 [NSP/SR] ........................................................................... 9
12 Place Henri Berger, 1300 Wavre, Belgium Tel: +32 10245616 Fax: +32 10243368
[email protected] www.eosgallupeurope.com
10.000 euro or less............................................................. 1 Between +10.000 and 25.000 euro ...................................... 2 Between +25.000 and 50.000 euro ...................................... 3 Between +50.000 and 100.000 euro .................................... 4 Between +100.000 and 250.000 euro .................................. 5 Between +250.000 and 500.000 euro .................................. 6 Between +500.000 and 1 million euro ................................. 7 Above 1 million euro .......................................................... 8 [DK/NA] ............................................................................ 9
