Employment Protection and the Consequences for Displaced Workers

Albæk, Karsten; Audenrode, Marc Van; Browning, Martin

doi:10.17848/9781417505333.ch6

Cited by 18 publications

(15 citation statements)

References 3 publications

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“…In the Danish case, prior to 2010, collective bargaining agreements did not include employment protection provisions related to redundancy pay (Albæk et al . : 474). Nevertheless, in 2010, social partners – the Central Organisation of Industrial Employees (CO) and the Confederation of Danish Industry (DI) – reached a collective national agreement in the manufacturing sector, which involved redundancy pay becoming ‘part of national agreement in the sectors covered by the Confederation of Trade Unions (LO) and the Confederation of Danish Employers (DA)’ for the first time.…”

Section: Redundancy Paymentioning

confidence: 98%

Comparing Formal Unemployment Compensation Systems in 15OECD Countries

Ozkan

2013

Soc Policy Adm

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This study contributes to the welfare regime literature by analyzing unemployment compensation programmes -unemployment insurance (UI)/assistance (UA) programmes and redundancy pay schemes -of welfare state/occupational welfare regimes. It covers 15 countries of the Organisation for Economic Co-operation and Development (OECD) selected from Southern European, Liberal, Continental-corporatist and Social Democratic country clusters. In contrast to the common argument that Southern European countries have underdeveloped formal unemployment compensation systems, this study argues that they (especially in Spain, Portugal, and to some extent Italy) are comparable in strength to those in Continental-corporatist countries if occupational welfare programmes -notably redundancy pay -are considered alongside welfare state programmes for unemployment protection. The study also outlines the characteristics of redundancy pay schemes in the four country clusters and shows how different redundancy pay schemes are linked to UI/UA schemes in these clusters.

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Section: Redundancy Paymentioning

confidence: 98%

Comparing Formal Unemployment Compensation Systems in 15OECD Countries

Ozkan

2013

Soc Policy Adm

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“…The weakest definition was based on separating from plants that lay off 30% or more of their workers. This criterion resembles criteria used in several papers dealing with effects of displacements on wages and other labour market outcomes, see [6,9,26]. The 'tightest' definition we used was based on being employed at a plant that closes.…”

Section: The Definition Of Displacementmentioning

confidence: 99%

Job displacement and stress‐related health outcomes

2006

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We investigate whether job loss as the result of displacement causes hospitalization for stress-related diseases which are widely thought to be associated with unemployment. In doing this, we use much better data than any previous investigators. Our data are a random 10% sample of the male population of Denmark for the years 1981-1999 with full records on demographics, health and work status for each person, and with a link from every working person to a plant. We use the method of 'matching on observables' to estimate the counter-factual of what would have happened to the health of a particular group of displaced workers if they had not in fact been displaced. Our results indicate unequivocally that being displaced in Denmark does not cause hospitalization for stress-related disease. An analysis of the power of our test suggests that even though we are looking for a relatively rare outcome, our data set is large enough to show even quite small an effect if there were any. Supplementary analyses do not show any causal link from displacement or unemployment to our health outcomes for particular groups that might be thought to be more susceptible.

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“…The EPL applicable to privately owned …rms is limited to basic provisions such as white-collar workers being given an advance notice and a minimum of EU enacted rules relating to mass layo¤s. General rules and procedures for dismissal are absent, see also Albaek et al (1999). Unemployment bene…ts for wage earners are high and can be obtained for a long period, being generous compared to most other countries.…”

Section: Data and Relevant Labour Market Institutionsmentioning

confidence: 99%

Returns to Tenure or Seniority?

et al. 2008

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This study documents two empirical regularities, using data for Denmark and Portugal. First, workers who are hired last, are the …rst to leave the …rm (Last In, First Out; LIFO). Second, workers' wages rise with seniority (= a worker's tenure relative to the tenure of her colleagues). We seek to explain these regularities by developing a dynamic model of the …rm with stochastic product demand and hiring cost (= irreversible speci…c investments). There is wage bargaining between a worker and its …rm. Separations (quits or layo¤s) obey the LIFO rule and bargaining is e¢ cient (a zero surplus at the moment of separation). The LIFO rule provides a stronger bargaining position for senior workers, leading to a return to seniority in wages. E¢ ciency in hiring requires the workers'bargaining power to be in line with their share in the cost of speci…c investment. Then, the LIFO rule is a way to protect their property right on the speci…c investment. We consider the e¤ects of Employment Protection Legislation and risk aversion.

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Employment Protection and the Consequences for Displaced Workers

Cited by 18 publications

References 3 publications

Comparing Formal Unemployment Compensation Systems in 15OECD Countries

Comparing Formal Unemployment Compensation Systems in 15OECD Countries

Job displacement and stress‐related health outcomes

Returns to Tenure or Seniority?

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