Labour-England最新文献

What causes unemployment to concentrate among the same workers over time, and what are the welfare consequences? I demonstrate that unemployment scarring emerges naturally in a frictional labor market when firms with lower-productivity matches have smaller profit margins to absorb negative shocks. I develop a search model with endogenous job termination that reproduces two key empirical regularities: lower-wage jobs are less stable and previous unemployment predicts future job loss. The model captures a crucial non-monotonic pattern I document empirically, where termination risk drops sharply in the left tail of the wage distribution but flattens beyond the median wage. This mechanism increases lifetime wage and unemployment inequality by 7% compared to models with uniform termination risk. Counterfactual experiments reveal that unemployment insurance reduces scarring by enabling workers to wait for higher-quality matches, but simultaneously strengthens workers' bargaining position, which counterintuitively decreases job security at every productivity level.

Engaging in self-employment after retiring is rising. Many governments perceive this as a strategy for extending working lives. Based on the employability perspective, this study examines human capital over an individual's lifespan associated with engagement in self-employment after retiring. Specific human capital factors were examined using a time-discrete event history analysis based on panel data with seven waves (N = 4.538 retirees). The results show that education and work experience are relatively effective for predicting self-employment after retiring. Most demographic factors of human capital were not significant in predicting postretirement engagement. Thus, a broader perspective is suggested for future research.

This paper examines the impact of Spain's 2021 labor reform on job creation, job destruction, and employment duration using new, comprehensive daily administrative data. The reform's primary objective was to reduce the rate of nominal (i.e., contractual) temporary employment. Although the reform succeeded in lowering the incidence of temporary contracts in a dual labor market, the evidence indicates that overall employment stability—as measured by job duration—and short-term employment transitions (i.e., real or empirical temporary employment) have not experienced significant improvement, either across the economy or within specific industries.

While the empirical literature on the effects of pension reform on workers is broad, less is known about the impact on employers. Yet reforms that create incentives to postpone retirement may affect employer labor demand and labor costs, especially in settings where there are strict legal protections against age discrimination in employment. We examine whether the differential impact of pension reform leads to differences in the incidence of workforce downsizing and hiring. When looking at hiring, we find that firms with larger shares of older workers decrease overall hiring. However, they have an increase in the shares of newly hired older workers. Results on downsizing are mixed, yet all are very small and statistically insignificant. This may be due to strong work protections in place in Germany.

Previous empirical literature on US wrongful discharge laws, a judicial form of employment protection, has identified ways in which these policies have changed employers' hiring and firing practices, but has lacked a systematic analysis of the impact on workplace gender composition. This paper is the first to investigate the impact of state adoption of wrongful discharge laws on occupational gender diversity within American workplaces. We use restricted establishment-level longitudinal data that are uniquely suited for the analysis of this topic obtained from the United States. Equal Employment Opportunity Commission (EEO-1 Employer Information Reports). We utilize difference-in-differences regression methodology to first estimate the overall impact of wrongful discharge laws, and then examine the dynamics of wrongful discharge law impacts using event study regressions. We then examine the interplay between state wrongful discharge laws and state gender employment discrimination laws in shaping female employment composition at workplaces. First, we find that the adoption of one wrongful discharge law in particular, the good faith doctrine, is associated with an increase in women's employment share in laborer jobs within private-sector establishments of 0.80 percentage points, and that this is a causal impact given the pattern of yearly impacts found using our event study analysis. Our findings suggest that the good faith doctrine has facilitated reduction in barriers women have historically faced in blue-collar jobs. Second, while we find that the good faith doctrine is associated with a statistically significant increase in the share of women in officer and managerial jobs, and that the public policy doctrine is associated with a significant rise in women's share of professional jobs, our event study results cast doubt that these are causal impacts. Finally, our exploration of the interaction between state wrongful discharge laws and state gender discrimination laws reveals that, generally, state gender discrimination laws neither amplify nor diminish the impact of wrongful discharge laws on women's occupational employment within establishments.

This paper focuses on the question of whether job-related work experience, especially in tight occupations, is sufficient to increase the employment opportunities of school dropouts in comparison with graduates. To answer this question, we conducted a correspondence study with 6400 applications sent to real job offers and 8200 unsolicited applications between January and December 2018. We find that dropouts have lower probabilities of being interviewed for job positions than graduates, but this gap narrows for dropouts who gained work experience and even more so when skills certification is associated. Furthermore, we find that tougher competition with external job seekers shrinks the interview rate of all applicants toward the minimum interview observed rate.

This article revisits the association between employment characteristics, working conditions, and the annual duration of sickness presenteeism or absence using a French representative survey. Our novel estimation method controls for endogenous participation, as working conditions can affect employees' likelihood of illness separately from the decision to stay at home or work ill. We use a copula approach to model the link between illness and the duration of presenteeism and absence. Without correcting for endogenous participation, our estimates would be biased, and the determinants of sickness absence or presenteeism incorrectly identified. This work helps to highlight firm policy instruments that protect health and affect the choice between sickness presenteeism and absence.

This paper examines the impact of a regional policy aimed at fostering permanent employment in the aftermath of the Covid-19 recession. Using administrative micro-data from the Italian private sector, we identify the impact of the subsidies by exploiting the variation in their implementation across regions and time. We find that, on average, there was a positive and sizeable impact on conversion from fixed-term to open-ended job positions. We observe that the average effect hides some heterogeneity, with medium-high educated workers and youths benefiting more. As a further result, we show that the policy had no effect on labour poaching.