The debate on EFP at the European level and in the Member States must be re-launched, awareness raised and social partners encouraged.
Businesses operating across borders, particularly SMEs should be offered help, especially in overcoming tax obstacles in specific EU/EEA countries.
The introduction of EFP must be voluntary; it must be in addition to existing remuneration systems and not a substitute, independent of pension schemes while not impeding collective wage bargaining.
EFP may bring desirable benefits such as:
a proportion of company profits distributed to employees locally, which in turn helps to increase regional purchasing power and can boost a company’s chances of success in a given region,
a good corporate governance and improvement in corporate management which helps to improve incomes through participation in a company’s success,
a motivating effect and thus a contribution to a greater sense of identification with the company, thus reducing staff turnover.
Examples of best practice should continue to be publicised. Related activities should be supported by the EU budget through a dedicated budget heading.
Information sources on the implications of EFP for businesses and employees as well as training and advisory services by impartial bodies, i.e. qualified NGOs, should be established.