WeSISpedia - User contributions [en]

Dismissal protection depends on size of enterprise

2024-11-22T11:56:21Z

Fanon:

Seniority is a decisive redundancy selection criterion

2024-11-22T11:33:30Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
Seniority is
<ul><li> 1 = the only factor taken into account</li></ul>
<ul><li> 0.5 = is one factor among several</li></ul>
<ul><li> 0 = is not taken into account / no selection regulation at all</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_redsec_sen
|category=Labour and labour market
|label=Seniority is a decisive redundancy selection criterion
|relatedindicators=<ul>
<li>[[Legally mandated notice period increases with seniority]]</li>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
</ul>
|description=This WoL indicator measures whether a social selection is made in the event of redundancies for operational reasons and whether length of service is a factor to be taken into account in such a selection.

Labour law not only protects, but also segments, by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee with long-term employment with one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are found already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor used for prioritisation. However, the purpose of prioritisation is not to protect older employees, who are assumed to have a harder time finding a new job – after all, the prioritisation of length of service is almost always capped after about ten years. The situation of employees who have to change employers frequently is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus apparently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. However, redundancies for operational reasons are not individually but economically justified, so the question arises as to which employee will be made redundant. If the law defines criteria that take into account special protection needs and on the basis of which the employer has to make a social selection when determining the order of redundancies, the arbitrary determination of redundancies is taken away from the employer.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "1" corresponds to statutory regulation that establishes that seniority is the only legally set factor to be taken into account for selection in case of redundancy dismissals, while "0" applies if seniority is not to be taken into account in these cases. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207. </li>
</ul>
|projectmanagers=Responsible for data coding: Heiner Fechner (2018-2025)
Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020)
Principal Investigators: Irene Dingeldey, Ulrich Mückenberger
Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Legally mandated severance compensation increases with seniority

2024-11-22T11:30:09Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the statutory law provides increasing steps each year of service</li></ul>
<ul><li> 0.67 = the statutory law provides increasing steps for each year of service but are capped</li></ul>
<ul><li> 0.33 = the statutory law provides increasing steps only once</li></ul>
<ul><li> 0 = the statutory law do not provides increasing steps / equal for all workers concerned</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_redcomp_sen
|category=Labour and labour market
|label=Legally mandated severance compensation increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated notice period increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures whether and in which steps the severance pay due upon termination of the labour contract increases with progressive length of service.

Labour law not only protects workers, but also creates segmentation, by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee with long-term employment with one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are found already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor used for prioritisation. However, the purpose of prioritisation is not to protect older employees, who are assumed to have a harder time finding a new job – after all, the prioritisation of length of service is almost always capped after about ten years. The situation of employees who have to change employers frequently is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory severance payment upon termination somewhat cushions the consequences for the employee and provides them with a financial bridge from which they can look for other paid work. The higher the severance payment to be made, the greater the protection.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "1" corresponds to statutory law that prescribes severance or redundancy payments in case of dismissal to increase for at least 15 years, while "0" corresponds to no legislation or no consideration of seniority for the determination of severance/redundancy payments. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers= Responsible for data coding: Heiner Fechner (2018-2025)
 Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020)
 Principal Investigators: Irene Dingeldey, Ulrich Mückenberger
 Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the completion of the revised dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Legally mandated notice period increases with seniority

2024-11-22T11:24:10Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the law provides increasing steps for more then 10 years</li></ul>
<ul><li> 0.75 = the law provides increasing steps from 5 up to 10 years</li></ul>
<ul><li> 0.5 = the law provides increasing steps from 2 and up to 5 years</li></ul>
<ul><li> 0.25 = the law provides increasing steps for up to 2 years</li></ul>
<ul><li> 0 = the law do not provides increasing steps / notice periods</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_notped_sen
|category=Labour and labour market
|label=Legally mandated notice period increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures if notice periods for employees increases with seniority by law.

Labour law not only protects workers, but also creates segmentation by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee who is permanently employed by one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are engaged already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor for prioritisation. However, the purpose of prioritisation is not to protect older workers, who are assumed to be less able to find a new job – after all, prioritisation of length of service is often capped after about ten years. The situation of employees who frequently have to change employers is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory notice period gives the employee the opportunity to make other arrangements to make a living in good time , for example to look for another job. The longer the notice period, the greater the protection in this sense.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" indicates that statutory law does not prescribe notice periods for employees to increase with seniority and "1" indicates that statutory law prescribes notice periods for employees to increase with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475.
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers= Responsible for data coding: Heiner Fechner (2018-2025).
 Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020).
 Principal Investigators: Irene Dingeldey, Ulrich Mückenberger.
 Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the completion of the revised dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Equal pay for work of equal value is legally provided for

2024-11-22T11:19:37Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li>1 = equal pay for work of equal value is guaranteed by law</li></ul>
<ul><li>0 = there is no legal provision.</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_eqpay
|category=Labour and labour market
|label=Equal pay for work of equal value for is legally provided for
|relatedindicators=<ul>
<li>[[Law provides for equal access to employment for men and women]]</li>
<li>[[Law prescribes special measures for women]]</li>
<li>[[Law provides regulation of special measures concerning ethnicity/race]]</li>
<li>[[Law provides for equal access to employment concerning ethnicity/race]]</li>
<li>[[Equal pay for equal work is legally provided for]]</li>
<li>[[Law provides for equal working conditions concerning ethnicity/race]]</li>
<li>[[Employees enjoy right to a universal minimum wage]]</li>
</ul>
|description=This WoL indicator measures the strength of regulation for gender equality in terms of pay determination.

The principle of equal pay developed in the context of ILO and other international human rights instruments forms part of the general principle of non-discrimination concerning labour conditions. In terms of remuneration, its meaning is twofold. On the one hand, there is the narrower principle of equal pay for equal work. On the other hand, there is the wider principle of equal pay for work of equal value. Although it certainly also contains the idea that equal work should be paid equally, it has a proper meaning beyond “equal pay for equal work”. Coding shall only cover legislation that explicitly covers the wider dimension.

Legislation is considered to fully fall under this indicator if the principle of equal pay reaches beyond (i) the same or similar work, (ii) the same establishment, and (iii) jobs carried out by both sexes. In other words, legislation must allow for the comparison of work which, on first view, is different, carried out in different places and potentially even for different employers, and guarantee that jobs effectively carried out only by women or men can also be compared.

As potential actors, next to employers and workers also the authors of collective agreements can be addressed by the legal norm. Since the wage finding machinery can differ widely from country to country and the objective is to detect its introduction into law, not its efficiency, it shall be sufficient if the principle is established as binding either employers directly or the authors of collective agreements. Legislation covering only one branch or the public sector will not suffice; the norm or set of norms should be recognizable as aiming to realise the general principle for waged labour or at least blue-collar workers.

The strength of the law may be influenced vertically, e.g. by partial regulation for large sectors such as the public sector, and horizontally by the level of regulation (e.g. business unit, company, sectoral collective agreements, and in general for all private and collective agreements). The more restricted the scope of application, the lower the value assigned. For instance, a simple mandatory "equal pay for equal work" rule should not exceed 0.15 points.

The indicator especially refers to gender discrimination. Thus, legislation restricted to equal pay for work with equal value with an explicit gender perspective (Article 2 ILO C-100) is especially valued.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "1" applies if equal pay for work of equal value is fully guaranteed by statutory law, while "0" applies if there is no such legal provision at all or a gender differentiation of payment is prescribed. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475.
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers= Responsible for data coding: Heiner Fechner (2018-2025).
 Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020).
 Principal Investigators: Irene Dingeldey, Ulrich Mückenberger.
 Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024 to allow for a more differentiated picture, but coding for the completion of the revised dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}


{{#default_form:IndicatorForm}}

Legally mandated notice period increases with seniority

2024-11-22T10:42:49Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the law provides increasing steps for more then 10 years</li></ul>
<ul><li> 0.75 = the law provides increasing steps from 5 up to 10 years</li></ul>
<ul><li> 0.5 = the law provides increasing steps from 2 and up to 5 years</li></ul>
<ul><li> 0.25 = the law provides increasing steps for up to 2 years</li></ul>
<ul><li> 0 = the law do not provides increasing steps / notice periods</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_notped_sen
|category=Labour and labour market
|label=Legally mandated notice period increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures if notice periods for employees increases with seniority by law.

Labour law not only protects workers, but also creates segmentation by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee who is permanently employed by one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are engaged already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor for prioritisation. However, the purpose of prioritisation is not to protect older workers, who are assumed to be less able to find a new job – after all, prioritisation of length of service is often capped after about ten years. The situation of employees who frequently have to change employers is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory notice period gives the employee the opportunity to make other arrangements to make a living in good time , for example to look for another job. The longer the notice period, the greater the protection in this sense.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475.
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers= Responsible for data coding: Heiner Fechner (2018-2025).
 Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020).
 Principal Investigators: Irene Dingeldey, Ulrich Mückenberger.
 Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the completion of the revised dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Equal pay for work of equal value is legally provided for

2024-11-22T10:42:24Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li>1 = equal pay for work of equal value is guaranteed by law</li></ul>
<ul><li>0 = there is no legal provision.</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_eqpay
|category=Labour and labour market
|label=Equal pay for work of equal value for is legally provided for
|relatedindicators=<ul>
<li>[[Law provides for equal access to employment for men and women]]</li>
<li>[[Law prescribes special measures for women]]</li>
<li>[[Law provides regulation of special measures concerning ethnicity/race]]</li>
<li>[[Law provides for equal access to employment concerning ethnicity/race]]</li>
<li>[[Equal pay for equal work is legally provided for]]</li>
<li>[[Law provides for equal working conditions concerning ethnicity/race]]</li>
<li>[[Employees enjoy right to a universal minimum wage]]</li>
</ul>
|description=This WoL indicator measures the strength of regulation for gender equality in terms of pay determination.

The principle of equal pay developed in the context of ILO and other international human rights instruments forms part of the general principle of non-discrimination concerning labour conditions. In terms of remuneration, its meaning is twofold. On the one hand, there is the narrower principle of equal pay for equal work. On the other hand, there is the wider principle of equal pay for work of equal value. Although it certainly also contains the idea that equal work should be paid equally, it has a proper meaning beyond “equal pay for equal work”. Coding shall only cover legislation that explicitly covers the wider dimension.

Legislation is considered to fully fall under this indicator if the principle of equal pay reaches beyond (i) the same or similar work, (ii) the same establishment, and (iii) jobs carried out by both sexes. In other words, legislation must allow for the comparison of work which, on first view, is different, carried out in different places and potentially even for different employers, and guarantee that jobs effectively carried out only by women or men can also be compared.

As potential actors, next to employers and workers also the authors of collective agreements can be addressed by the legal norm. Since the wage finding machinery can differ widely from country to country and the objective is to detect its introduction into law, not its efficiency, it shall be sufficient if the principle is established as binding either employers directly or the authors of collective agreements. Legislation covering only one branch or the public sector will not suffice; the norm or set of norms should be recognizable as aiming to realise the general principle for waged labour or at least blue-collar workers.

The strength of the law may be influenced vertically, e.g. by partial regulation for large sectors such as the public sector, and horizontally by the level of regulation (e.g. business unit, company, sectoral collective agreements, and in general for all private and collective agreements). The more restricted the scope of application, the lower the value assigned. For instance, a simple mandatory "equal pay for equal work" rule should not exceed 0.15 points.

The indicator especially refers to gender discrimination. Thus, legislation restricted to equal pay for work with equal value with an explicit gender perspective (Article 2 ILO C-100) is especially valued.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475.
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers=project Responsible for data coding: Heiner Fechner (2018-2025).
 Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020).
 Principal Investigators: Irene Dingeldey, Ulrich Mückenberger.
 Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi. managers
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the completion of the revised dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}


{{#default_form:IndicatorForm}}

Equal pay for work of equal value is legally provided for

2024-11-22T10:15:13Z

Fanon: Created page with " {{IndicatorForm |datatype = date |scale = date |valuelabels = value labels |techname = technical name |category= category |label = label |relatedind..."

{{IndicatorForm
|datatype = date
|scale = date
|valuelabels = value labels
|techname = technical name
|category= category
|label = label
|relatedindicators = related indicators
|description = description
|codingrules = coding rules
|citation = citation
|relatedpublications = related publications
|projectmanagers = project managers
|datarelease = data release
|revisions = revisions
|sources = sources
}}

{{#default_form:IndicatorForm}}

Legally mandated severance compensation increases with seniority

2024-11-22T10:08:21Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the statutory law provides increasing steps each year of service</li></ul>
<ul><li> 0.67 = the statutory law provides increasing steps for each year of service but are capped</li></ul>
<ul><li> 0.33 = the statutory law provides increasing steps only once</li></ul>
<ul><li> 0 = the statutory law do not provides increasing steps / equal for all workers concerned</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_redcomp_sen
|category=Labour and labour market
|label=Legally mandated severance compensation increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated notice period increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures whether and in which steps the severance pay due upon termination of the labour contract increases with progressive length of service.

Labour law not only protects workers, but also creates segmentation, by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee with long-term employment with one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are found already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor used for prioritisation. However, the purpose of prioritisation is not to protect older employees, who are assumed to have a harder time finding a new job – after all, the prioritisation of length of service is almost always capped after about ten years. The situation of employees who have to change employers frequently is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory severance payment upon termination somewhat cushions the consequences for the employee and provides them with a financial bridge from which they can look for other paid work. The higher the severance payment to be made, the greater the protection.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers= Responsible for data coding: Heiner Fechner (2018-2025)
 Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020)
 Principal Investigators: Irene Dingeldey, Ulrich Mückenberger
 Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the completion of the revised dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Dismissal protection depends on size of enterprise

2024-11-22T09:55:13Z

Fanon:

Legally mandated notice period increases with seniority

2024-11-22T09:44:35Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the law provides increasing steps for more then 10 years</li></ul>
<ul><li> 0.75 = the law provides increasing steps from 5 up to 10 years</li></ul>
<ul><li> 0.5 = the law provides increasing steps from 2 and up to 5 years</li></ul>
<ul><li> 0.25 = the law provides increasing steps for up to 2 years</li></ul>
<ul><li> 0 = the law do not provides increasing steps / notice periods</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_notped_sen
|category=Labour and labour market
|label=Legally mandated notice period increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures if notice periods for employees increases with seniority by law.

Labour law not only protects workers, but also creates segmentation by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee who is permanently employed by one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are engaged already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor for prioritisation. However, the purpose of prioritisation is not to protect older workers, who are assumed to be less able to find a new job – after all, prioritisation of length of service is often capped after about ten years. The situation of employees who frequently have to change employers is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory notice period gives the employee the opportunity to make other arrangements to make a living in good time , for example to look for another job. The longer the notice period, the greater the protection in this sense.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers= Responsible for data coding: Heiner Fechner (2018-2025)
 Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020)
 Principal Investigators: Irene Dingeldey, Ulrich Mückenberger
 Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Seniority is a decisive redundancy selection criterion

2024-11-21T21:56:09Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
Seniority is
<ul><li> 1 = the only factor taken into account</li></ul>
<ul><li> 0.5 = is one factor among several</li></ul>
<ul><li> 0 = is not taken into account / no selection regulation at all</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_redsec_sen
|category=Labour and labour market
|label=Seniority is a decisive redundancy selection criterion
|relatedindicators=<ul>
<li>[[Legally mandated notice period increases with seniority]]</li>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
</ul>
|description=This WoL indicator measures whether a social selection is made in the event of redundancies for operational reasons and whether length of service is a factor to be taken into account in such a selection.

Labour law not only protects, but also segments, by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee with long-term employment with one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are found already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor used for prioritisation. However, the purpose of prioritisation is not to protect older employees, who are assumed to have a harder time finding a new job – after all, the prioritisation of length of service is almost always capped after about ten years. The situation of employees who have to change employers frequently is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus apparently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. However, redundancies for operational reasons are not individually but economically justified, so the question arises as to which employee will be made redundant. If the law defines criteria that take into account special protection needs and on the basis of which the employer has to make a social selection when determining the order of redundancies, the arbitrary determination of redundancies is taken away from the employer.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207. </li>
</ul>
|projectmanagers=Responsible for data coding: Heiner Fechner (2018-2025)
Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020)
Principal Investigators: Irene Dingeldey, Ulrich Mückenberger
Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Legally mandated notice period increases with seniority

2024-11-21T21:56:01Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the law provides increasing steps for more then 10 years</li></ul>
<ul><li> 0.75 = the law provides increasing steps from 5 up to 10 years</li></ul>
<ul><li> 0.5 = the law provides increasing steps from 2 and up to 5 years</li></ul>
<ul><li> 0.25 = the law provides increasing steps for up to 2 years</li></ul>
<ul><li> 0 = the law do not provides increasing steps / notice periods</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_notped_sen
|category=Labour and labour market
|label=Legally mandated notice period increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures if notice periods for employees increases with seniority by law.

Labour law not only protects workers, but also creates segmentation by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee who is permanently employed by one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are engaged already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor for prioritisation. However, the purpose of prioritisation is not to protect older workers, who are assumed to be less able to find a new job – after all, prioritisation of length of service is often capped after about ten years. The situation of employees who frequently have to change employers is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory notice period gives the employee the opportunity to make other arrangements to make a living in good time , for example to look for another job. The longer the notice period, the greater the protection in this sense.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers=Responsible for data coding: Heiner Fechner (2018-2025)
Responsible for data editing and entry: Heiner Fechner (2024-2025), Andrea Schäfer (2021-2025), Jean-Yves Gerlitz (2018-2020)
Principal Investigators: Irene Dingeldey, Ulrich Mückenberger
Student assistants (2018-2025): Julia Bode, Jessica Bonn, Daniel Euler, Maxime Fischer, Jan-Christopher Floren, Jennifer Götte, Désirée Hoppe, Irina Kyburz, Alexandra Kojnow, Tarek Mahmalat, Karolin Meyer, Johanna Nold, Tanusha Pali, Johannes Ramsauer, Max Sudhoff, Kristina Walter, Caroline Zambiasi.
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Seniority is a decisive redundancy selection criterion

2024-11-21T20:58:44Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
Seniority is
<ul><li> 1 = the only factor taken into account</li></ul>
<ul><li> 0.5 = is one factor among several</li></ul>
<ul><li> 0 = is not taken into account / no selection regulation at all</li></ul>
New template for Version 2 adds: further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_redsec_sen
|category=Labour and labour market
|label=Seniority is a decisive redundancy selection criterion
|relatedindicators=<ul>
<li>[[Legally mandated notice period increases with seniority]]</li>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
</ul>
|description=This WoL indicator measures whether a social selection is made in the event of redundancies for operational reasons and whether length of service is a factor to be taken into account in such a selection.

Labour law not only protects, but also segments, by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee with long-term employment with one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are found already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor used for prioritisation. However, the purpose of prioritisation is not to protect older employees, who are assumed to have a harder time finding a new job – after all, the prioritisation of length of service is almost always capped after about ten years. The situation of employees who have to change employers frequently is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus apparently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. However, redundancies for operational reasons are not individually but economically justified, so the question arises as to which employee will be made redundant. If the law defines criteria that take into account special protection needs and on the basis of which the employer has to make a social selection when determining the order of redundancies, the arbitrary determination of redundancies is taken away from the employer.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207. </li>
</ul>
|projectmanagers=Karolin Meyer (2020), Jean-Yves Gerlitz (2018-2021), Andrea Schäfer (2021-2025), Heiner Fechner (2018-2025)
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS Version 0.001 correspond to the original template.
|sources=Own coding.
}}

Labour and labour market

2024-11-20T13:09:23Z

Fanon:

{|class="wikitable sortable" border="1"
|-
! Indicator name*
! Subcategory I
! Subcategory II
! Subcategory III
! Technical name*
! Scale*
! Short description
! Data origin*
|-
| [[Legally mandated notice period]]
| Standard-setting
| Dismissal protection
| Duration
| labor_dis_not_per
| Metric
| Measures the length of notice, in weeks, that has to be given to a worker with 3 years’ employment (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated redundancy compensation]]
| Standard-setting
| Dismissal protection
| Ammount
| labor_red_com_amm
| Metric
| Measures the amount of redundancy compensation payable to a worker made redundant after 3 years of employment, measured in weeks of pay (CBR-LRI).
| CRC Compiled Data
|-
| [[Minimum qualifying period of service for normal case of unjust dismissal]]
| Privileging
| Selectivity
| Duration
| labor_min_qua_per
| Metric
| Measures the period of service required before a worker qualifies for general protection against unjust dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes procedural constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_pro_dis_con
| Metric
| Measures the strength of the law in procedural requirements for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes substantive constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_sub_dis_con
| Metric
| Measures the strength of the law in permission for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Reinstatement normal remedy for unfair dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_reinstate
| Metric
| Measures the strength of the law in reinstatement and compensation of dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Third body notification of dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_thi_bod_not
| Metric
| Measures the strength of the law in notification of dismissal by third party (CBR-LRI).
| CRC Compiled Data
|-
| [[Redundancy selection]]
| Privileging
| Seniority
| Procedure
| labor_redund_select
| Metric
| Measures the strength of the law of applying priority rules prior to dismissing for redundancy (CBR-LRI).
| CRC Compiled Data
|-
| [[Priority in re-employment]]
| Privileging
| Seniority
| Procedure
| labor_pri_re_emp
| Metric
| Measures the strength of the law in setting priority rules relating to the re-employment of former workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Annual leave entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_ann_lea_ent
| Metric
| Measures the normal length of annual paid leave guaranteed by law or collective agreement (CBR-LRI).
| CRC Compiled Data
|-
| [[Public holiday entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_pub_hol_ent
| Metric
| Measures the normal number of paid public holidays guaranteed by law or collective agreement(CBR-LRI).
| CRC Compiled Data
|-
| [[Overtime premia]]
| Standard-setting
| Working time restriction
| Ammount
| labor_overt_premia
| Metric
| Measures the normal premium for overtime working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Weekend working]]
| Standard-setting
| Working time restriction
| Ammount
| labor_weekend_work
| Metric
| Measures the normal premium for weekend working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Limits to overtime working]]
| Standard-setting
| Working time restriction
| Duration
| labor_overt_work
| Metric
| Measures the maximum weekly number of overtime hours permitted by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Duration of the normal working week]]
| Standard-setting
| Working time restriction
| Duration
| labor_workweek
| Metric
| Measures the maximum duration of the normal working week exclusive of overtime (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum daily working time]]
| Standard-setting
| Working time restriction
| Duration
| labor_workday
| Metric
| Measures the maximum number of permitted working hours in a day, taking account of rules governing rest breaks and maximum daily working time limits (CBR-LRI).
| CRC Compiled Data
|-
| [[The law determines the legal status of the worker]]
| Privileging
| Selectivity
| Definition
| labor_work_def
| Metric
| Measures the strength of the law in determining the legal status of the worker (CBR-LRI).
| CRC Compiled Data
|-
| [[Part-time workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_ptemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment for part-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Dismissing costs for part-time workers is proportional]]
| Equalizing
| Flexibilization
| Right
| labor_pt_dis_cost
| Metric
| Measures the strength of the law in terms of cost of dismissing part-time vs full-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term contracts are allowed only for work of limited duration]]
| Equalizing
| Flexibilization
| Procedure
| labor_fx_limit
| Metric
| Measures the strength of the law in imposing constraints on the conclusion of a fixed-term contract (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_fxemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of Fixed-term versus permanent workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum duration of fixed-term contracts]]
| Equalizing
| Flexibilization
| Duration
| labor_max_fx_dur
| Metric
| Measures the maximum cumulative duration of fixed-term contracts permitted by law before the employment is deemed to be permanent(CBR-LRI).
| CRC Compiled Data
|-
| [[Agency work is prohibited or strictly controlled]]
| Equalizing
| Flexibilization
| Procedure
| labor_awork_con
| Metric
| Measures the strength of the law in prohibiting or strictly controlling agency work (CBR-LRI).
| CRC Compiled Data
|-
| [[Agency workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_awork_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of agency workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated notice period increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen
| Metric
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen
| Metric
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion ]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen
| Metric
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise ]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size
| Metric
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend
| Metric
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law prescribes special measures for women ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend
| Metric
| Measures the strength of the law in prescribing special measures for women (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn
| Metric
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-
| [[Law provides regulation of special measures concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn
| Metric
| Measures the strength of the law in prescribing special measures for groups discriminated against in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for ]]
| Equalizing
| Discrimination
| Right
| labor_eqpay
| Metric
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a universal minimum wage ]]
| Equalizing
| Discrimination
| Right
| labor_minwage
| Metric
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Right to unionisation ]]
| Collective rights
| Employee representation
| Right
| labor_union
| Metric
| Measures the protection of the right to form trade unions in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Right to collective bargaining ]]
| Collective rights
| Employee representation
| Right
| labor_coll_barg
| Metric
| Measures the protection of the right to collective bargaining or the right to enter into collective agreements in the country's constitution (loosely interpreted in the case of system such as the UK without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Duty to bargain ]]
| Collective rights
| Employee representation
| Right
| labor_duty_barg
| Metric
| Measures the employers duty of the right to reach an agreement with official collective actors in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Extension of collective agreements ]]
| Collective rights
| Employee representation
| Right
| labor_exten_barg
| Metric
| Measures the extension of collective agreements in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Closed shops ]]
| Collective rights
| Employee representation
| Right
| labor_closedshop
| Metric
| Measures the right in prohibiting/permitting pre-entry/post-entry closed shops in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination board membership ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_bmem
| Metric
| Measures the co-determination right of unions/workers in terms of board membership in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination and information/consultation of workers ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_info
| Metric
| Measures the rights of information and co-decision making of works councils or enterprise committees in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Unofficial industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_unoff_indact
| Metric
| Measures the unlawfulness of unofficial industrial action (such as unofficial or ‘wildcat’ strikes) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Political industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_polit_indact
| Metric
| Measures the unlawfulness of political industrial action (i.e. non work-related) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Secondary industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_second_indact
| Metric
| Measures the constrains on secondary industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Lockouts ]]
| Collective rights
| Industrial action
| Right
| labor_lockouts
| Metric
| Measures the permission of lockouts in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Right to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_right_indact
| Metric
| Measures the protection of the right to industrial action (i.e. strike, go-slow or work-to-rule) in the country's constitution or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Waiting period prior to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_wait_indact
| Metric
| Measures the requirement of a waiting period prior to industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Peace obligation ]]
| Collective rights
| Industrial action
| Right
| labor_peace_oblig
| Metric
| Measures the unlawfulness of strikes while peace obligation are in force in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Compulsory conciliation or arbitration ]]
| Collective rights
| Industrial action
| Right
| labor_comp_conc
| Metric
| Measures the right of mandate conciliation procedures or other alternative-dispute-resolution in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Replacement of striking workers ]]
| Collective rights
| Industrial action
| Right
| labor_replac_strike
| Metric
| Measures the prohibition of dismissal for striking workers in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Type of employment law]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ
| Multinomial
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[Standard-setting function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_stand_sett_func
| Metric
| Measures the level of general worker protection in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Privileging function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_priv_func
| Metric
| Measures the level of norm-related privileging in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Equalising function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_equa_func
| Metric
| Measures the level of norm-related equalising in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Work-injury. Introduction year of first federal law. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. Introduction year of first law as independent nation-state. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstnat
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. First law program type. ]]
| Work-injury
| First law
| Program type
| labor_workinjury_firstlaw_programtype
| Multinomial
| Either employer-liability (=1) or a risk-pooling (=2), (CRC 1342)
|
|-
| [[Work-injury. First law cash benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_cash
| Binary
| Provides cash benefits (CRC 1342)
|
|-
| [[Work-injury. First law in-kind health benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_health
| Binary
| Any health services provided by the work-injury law (CRC 1342)
|
|-
| [[Work-injury. First law in-kind other benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_other
| Binary
| Provides any benefit that is not cash or health, e.g., funerals (CRC 1342)
|
|-
| [[Work-injury. First law benefit duration and amount. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_duration
| String
| Written description of the maximum amount and duration (CRC 1342)
|
|-
| [[Work-injury. First law family benefit. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_family
| Binary
| Any provision for family in case of death or injury (CRC 1342)
|
|-
| [[Work-injury. First law group differences. ]]
| Work-injury
| First law
| Inequality
| labor_workinjury_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences (CRC 1342)
|
|-
| [[Work-injury. First law details. ]]
| Work-injury
| First law
| Details
| labor_workinjury_firstlaw_details
| String
| Notes on the first law. Important information that cannot be captured quantitatively (CRC 1342)
|
|-
| [[Work-injury. First risk pooling law. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_firstins
| Date
| Year of first law that involved risk-pooling, either as insurance or fund (CRC 1342)
|
|-
| [[Work-injury. First establishment of a fund. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_fund
| Date
| Year of first law establishing a provident fund for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. First instance of social insurance. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_socins
| Date
| Year of first law establishing social insurance for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants
| Date
| Year of first law covering civil servants (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_coverage
| String
| Which civil servant groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_fullcoverage
| Date
| Year of law first covering all* civil servants (*defined as literally all, over 80% or all possible), (CRC 1342)
|
|-
| [[Work-injury. Military first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military
| Date
| First law covering any (sub) groups of the military (CRC 1342)
|
|-
| [[Work-injury. Military first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_coverage
| String
| A description of which groups were covered by the first law
|
|-
| [[Work-injury. Military first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_fullcoverage
| Date
| Year of law first covering all* enlisted (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. White-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar
| Date
| Year of law first covering any white-collar, commercial workers (CRC 1342)
|
|-
| [[Work-injury. White-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342
|
|-
| [[Work-injury. White-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_fullcoverage
| Date
| Year of law first covering all* white-collar workers (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar
| Date
| Year of law first covering any segment of the blue-collar work-force (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_fullcoverage
| Date
| Year of law first covering all* blue-collar industrial workers (*not counting agriculture; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first full-coverage social insurance. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstins_bluecollar_fullcoverage
| Date
| Year of law first covering all blue-collar industrial workers with social insurance
|
|-
| [[Work-injury. Farmers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers
| Date
| First law covering farmers - those who own or manage their own farm (CRC 1342)
|
|-
| [[Work-injury. Farmers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Farmers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_fullcoverage
| Date
| Year of law first covering all* farmers (*own/manage own-farm; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp
| Date
| Year of first law covering some or all self-employed workers (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_fullcoverage
| Date
| Year of law first covering all* self-employed(*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers
| Date
| Year of first law covering some or all agricultural workers (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_fullcoverage
| Date
| Year of law first covering all* agricultural workers (*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. First-law according to US Social Security Administration. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw_sspw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Work-injury. Replacement rate temporary. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_temp
| Metric
| Wage replacement rate for incapacity to work for a period of 6 months, with expected return to full work (CRC 1342)
|
|-
| [[Work-injury. Replacement rate permanent. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_perm
| Metric
| Wage replacement rate for incapacity to work for a period of 12 months, unexpected to return to full work (CRC 1342)
|
|-
| [[Work-injury. Coverage as percent of labor force. ]]
| Work-injury
| Legal
| Inclusivity
| labor_workinjury_coverage
| Metric
| Percentage of the labor force legally covered by main work-injury law, and all subsidiary laws and exceptions (CRC 1342)
|
|-
| [[Work-injury. Duration of temporary wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_temp
| Metric
| Legal duration of benefits for temporary incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Duration of permanent wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_perm
| Metric
| Legal duration of benefits for permanent incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Replacement rate single worker harmonized for SIED and imputed for full world. ]]
| Work-injury
| Legal
| Benefits
| workinjury_replacement_rate_single_SIED_harmo_full
| Metric
| Multi-law and applied policy legal replacement rate for incapacity to work due to a work-injury, world imputed (CRC 1342)
|
|-
| [[Work-injury. Coverage as a percent of labor force SIED harmonized and imputed for full world. ]]
| Work-injury
| Legal
| Inclusivity
| workinjury_coverage_SIED_harmo_full
| Metric
| Multi-law and applied legal coverage as a percent of the labor force against a work-injury, world imputed (CRC 1342)
|
|-
| [[Unemployment. Introduction year of first federal law. ]]
| Unemployment
| First law
| Introduction
| labor_unemp_firstlaw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Unemployment. First law program type. ]]
| Unemployment
| First law
| Program type
| labor_unemp_firstlaw_programtype
| Multinomial
| Nature of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law financing mode.]]
| Unemployment
| First law
| Financing
| labor_unemp_firstlaw_financing
| Multinomial
| Financing mode of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law beneficiaries.]]
| Unemployment
| First law
| Coverage
| labor_unemp_firstlaw_beneficiaries
| Multinomial
| Which groups were covered by the first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law benefit duration and amount. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_duration
| String
| Written description of the maximum amount and duration of unemployment (CRC 1342)
|
|-
| [[Unemployment. First law family benefit. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_benefit_family
| Binary
| Any provision for family in case of unemployment
|
|-
| [[Unemployment. First law group differences. ]]
| Unemployment
| First law
| Inequality
| labor_unemp_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences
|
|-
| [[Introduction dates employment legislation]]
| employment legislation
| employment protection
| regulation of contract
| labor_employleg_employpro_regcontract
| Date
| The data set captures years of introduction of the first law concerning the regulation of contracts (CRC 1342)
| CRC compiled data
|-
| [[Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_string
| String
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law ]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short
| Multinomial
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short_string
| String
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|}

Labour and labour market

2024-11-20T13:05:32Z

Fanon:

{|class="wikitable sortable" border="1"
|-
! Indicator name*
! Subcategory I
! Subcategory II
! Subcategory III
! Technical name*
! Scale*
! Short description
! Data origin*
|-
| [[Legally mandated notice period]]
| Standard-setting
| Dismissal protection
| Duration
| labor_dis_not_per
| Metric
| Measures the length of notice, in weeks, that has to be given to a worker with 3 years’ employment (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated redundancy compensation]]
| Standard-setting
| Dismissal protection
| Ammount
| labor_red_com_amm
| Metric
| Measures the amount of redundancy compensation payable to a worker made redundant after 3 years of employment, measured in weeks of pay (CBR-LRI).
| CRC Compiled Data
|-
| [[Minimum qualifying period of service for normal case of unjust dismissal]]
| Privileging
| Selectivity
| Duration
| labor_min_qua_per
| Metric
| Measures the period of service required before a worker qualifies for general protection against unjust dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes procedural constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_pro_dis_con
| Metric
| Measures the strength of the law in procedural requirements for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes substantive constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_sub_dis_con
| Metric
| Measures the strength of the law in permission for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Reinstatement normal remedy for unfair dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_reinstate
| Metric
| Measures the strength of the law in reinstatement and compensation of dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Third body notification of dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_thi_bod_not
| Metric
| Measures the strength of the law in notification of dismissal by third party (CBR-LRI).
| CRC Compiled Data
|-
| [[Redundancy selection]]
| Privileging
| Seniority
| Procedure
| labor_redund_select
| Metric
| Measures the strength of the law of applying priority rules prior to dismissing for redundancy (CBR-LRI).
| CRC Compiled Data
|-
| [[Priority in re-employment]]
| Privileging
| Seniority
| Procedure
| labor_pri_re_emp
| Metric
| Measures the strength of the law in setting priority rules relating to the re-employment of former workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Annual leave entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_ann_lea_ent
| Metric
| Measures the normal length of annual paid leave guaranteed by law or collective agreement (CBR-LRI).
| CRC Compiled Data
|-
| [[Public holiday entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_pub_hol_ent
| Metric
| Measures the normal number of paid public holidays guaranteed by law or collective agreement(CBR-LRI).
| CRC Compiled Data
|-
| [[Overtime premia]]
| Standard-setting
| Working time restriction
| Ammount
| labor_overt_premia
| Metric
| Measures the normal premium for overtime working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Weekend working]]
| Standard-setting
| Working time restriction
| Ammount
| labor_weekend_work
| Metric
| Measures the normal premium for weekend working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Limits to overtime working]]
| Standard-setting
| Working time restriction
| Duration
| labor_overt_work
| Metric
| Measures the maximum weekly number of overtime hours permitted by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Duration of the normal working week]]
| Standard-setting
| Working time restriction
| Duration
| labor_workweek
| Metric
| Measures the maximum duration of the normal working week exclusive of overtime (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum daily working time]]
| Standard-setting
| Working time restriction
| Duration
| labor_workday
| Metric
| Measures the maximum number of permitted working hours in a day, taking account of rules governing rest breaks and maximum daily working time limits (CBR-LRI).
| CRC Compiled Data
|-
| [[The law determines the legal status of the worker]]
| Privileging
| Selectivity
| Definition
| labor_work_def
| Metric
| Measures the strength of the law in determining the legal status of the worker (CBR-LRI).
| CRC Compiled Data
|-
| [[Part-time workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_ptemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment for part-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Dismissing costs for part-time workers is proportional]]
| Equalizing
| Flexibilization
| Right
| labor_pt_dis_cost
| Metric
| Measures the strength of the law in terms of cost of dismissing part-time vs full-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term contracts are allowed only for work of limited duration]]
| Equalizing
| Flexibilization
| Procedure
| labor_fx_limit
| Metric
| Measures the strength of the law in imposing constraints on the conclusion of a fixed-term contract (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_fxemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of Fixed-term versus permanent workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum duration of fixed-term contracts]]
| Equalizing
| Flexibilization
| Duration
| labor_max_fx_dur
| Metric
| Measures the maximum cumulative duration of fixed-term contracts permitted by law before the employment is deemed to be permanent(CBR-LRI).
| CRC Compiled Data
|-
| [[Agency work is prohibited or strictly controlled]]
| Equalizing
| Flexibilization
| Procedure
| labor_awork_con
| Metric
| Measures the strength of the law in prohibiting or strictly controlling agency work (CBR-LRI).
| CRC Compiled Data
|-
| [[Agency workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_awork_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of agency workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated notice period increases with seniority (Original Template)]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen1
| Ordinal
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated notice period increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen
| Metric
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority (Original Template)]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen1
| Ordinal
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen
| Metric
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion (Original Template)]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen1
| Ordinal
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion ]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen
| Metric
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise (Original Template)]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size1
| Ordinal
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise ]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size
| Metric
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend1
| Binary
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend
| Metric
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides regulation of positive discrimination of women (Original Template)]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend1
| Binary
| Measures the strength of the law in prescribing positive discrimination of women (CRC 1342).
| Own coding
|-
| [[Law prescribes special measures for women ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend
| Metric
| Measures the strength of the law in prescribing special measures for women (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn1
| Binary
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn
| Metric
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-

| [[Law provides regulation of positive discrimination of ethnicity/race (Original Template)]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn1
| Ordinal
| Measures the strength of the law in prescribing positive discrimination of groups in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides regulation of special measures concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn
| Metric
| Measures the strength of the law in prescribing special measures for groups discriminated against in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for ]]
| Equalizing
| Discrimination
| Right
| labor_eqpay
| Metric
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a universal minimum wage (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_minwage1
| Ordinal
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a universal minimum wage ]]
| Equalizing
| Discrimination
| Right
| labor_minwage
| Metric
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Right to unionisation ]]
| Collective rights
| Employee representation
| Right
| labor_union
| Metric
| Measures the protection of the right to form trade unions in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Right to collective bargaining ]]
| Collective rights
| Employee representation
| Right
| labor_coll_barg
| Metric
| Measures the protection of the right to collective bargaining or the right to enter into collective agreements in the country's constitution (loosely interpreted in the case of system such as the UK without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Duty to bargain ]]
| Collective rights
| Employee representation
| Right
| labor_duty_barg
| Metric
| Measures the employers duty of the right to reach an agreement with official collective actors in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Extension of collective agreements ]]
| Collective rights
| Employee representation
| Right
| labor_exten_barg
| Metric
| Measures the extension of collective agreements in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Closed shops ]]
| Collective rights
| Employee representation
| Right
| labor_closedshop
| Metric
| Measures the right in prohibiting/permitting pre-entry/post-entry closed shops in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination board membership ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_bmem
| Metric
| Measures the co-determination right of unions/workers in terms of board membership in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination and information/consultation of workers ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_info
| Metric
| Measures the rights of information and co-decision making of works councils or enterprise committees in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Unofficial industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_unoff_indact
| Metric
| Measures the unlawfulness of unofficial industrial action (such as unofficial or ‘wildcat’ strikes) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Political industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_polit_indact
| Metric
| Measures the unlawfulness of political industrial action (i.e. non work-related) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Secondary industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_second_indact
| Metric
| Measures the constrains on secondary industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Lockouts ]]
| Collective rights
| Industrial action
| Right
| labor_lockouts
| Metric
| Measures the permission of lockouts in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Right to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_right_indact
| Metric
| Measures the protection of the right to industrial action (i.e. strike, go-slow or work-to-rule) in the country's constitution or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Waiting period prior to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_wait_indact
| Metric
| Measures the requirement of a waiting period prior to industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Peace obligation ]]
| Collective rights
| Industrial action
| Right
| labor_peace_oblig
| Metric
| Measures the unlawfulness of strikes while peace obligation are in force in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Compulsory conciliation or arbitration ]]
| Collective rights
| Industrial action
| Right
| labor_comp_conc
| Metric
| Measures the right of mandate conciliation procedures or other alternative-dispute-resolution in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Replacement of striking workers ]]
| Collective rights
| Industrial action
| Right
| labor_replac_strike
| Metric
| Measures the prohibition of dismissal for striking workers in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Type of employment law]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ
| Multinomial
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[Standard-setting function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_stand_sett_func
| Metric
| Measures the level of general worker protection in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Privileging function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_priv_func
| Metric
| Measures the level of norm-related privileging in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Equalising function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_equa_func
| Metric
| Measures the level of norm-related equalising in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Work-injury. Introduction year of first federal law. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. Introduction year of first law as independent nation-state. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstnat
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. First law program type. ]]
| Work-injury
| First law
| Program type
| labor_workinjury_firstlaw_programtype
| Multinomial
| Either employer-liability (=1) or a risk-pooling (=2), (CRC 1342)
|
|-
| [[Work-injury. First law cash benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_cash
| Binary
| Provides cash benefits (CRC 1342)
|
|-
| [[Work-injury. First law in-kind health benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_health
| Binary
| Any health services provided by the work-injury law (CRC 1342)
|
|-
| [[Work-injury. First law in-kind other benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_other
| Binary
| Provides any benefit that is not cash or health, e.g., funerals (CRC 1342)
|
|-
| [[Work-injury. First law benefit duration and amount. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_duration
| String
| Written description of the maximum amount and duration (CRC 1342)
|
|-
| [[Work-injury. First law family benefit. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_family
| Binary
| Any provision for family in case of death or injury (CRC 1342)
|
|-
| [[Work-injury. First law group differences. ]]
| Work-injury
| First law
| Inequality
| labor_workinjury_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences (CRC 1342)
|
|-
| [[Work-injury. First law details. ]]
| Work-injury
| First law
| Details
| labor_workinjury_firstlaw_details
| String
| Notes on the first law. Important information that cannot be captured quantitatively (CRC 1342)
|
|-
| [[Work-injury. First risk pooling law. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_firstins
| Date
| Year of first law that involved risk-pooling, either as insurance or fund (CRC 1342)
|
|-
| [[Work-injury. First establishment of a fund. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_fund
| Date
| Year of first law establishing a provident fund for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. First instance of social insurance. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_socins
| Date
| Year of first law establishing social insurance for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants
| Date
| Year of first law covering civil servants (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_coverage
| String
| Which civil servant groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_fullcoverage
| Date
| Year of law first covering all* civil servants (*defined as literally all, over 80% or all possible), (CRC 1342)
|
|-
| [[Work-injury. Military first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military
| Date
| First law covering any (sub) groups of the military (CRC 1342)
|
|-
| [[Work-injury. Military first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_coverage
| String
| A description of which groups were covered by the first law
|
|-
| [[Work-injury. Military first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_fullcoverage
| Date
| Year of law first covering all* enlisted (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. White-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar
| Date
| Year of law first covering any white-collar, commercial workers (CRC 1342)
|
|-
| [[Work-injury. White-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342
|
|-
| [[Work-injury. White-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_fullcoverage
| Date
| Year of law first covering all* white-collar workers (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar
| Date
| Year of law first covering any segment of the blue-collar work-force (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_fullcoverage
| Date
| Year of law first covering all* blue-collar industrial workers (*not counting agriculture; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first full-coverage social insurance. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstins_bluecollar_fullcoverage
| Date
| Year of law first covering all blue-collar industrial workers with social insurance
|
|-
| [[Work-injury. Farmers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers
| Date
| First law covering farmers - those who own or manage their own farm (CRC 1342)
|
|-
| [[Work-injury. Farmers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Farmers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_fullcoverage
| Date
| Year of law first covering all* farmers (*own/manage own-farm; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp
| Date
| Year of first law covering some or all self-employed workers (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_fullcoverage
| Date
| Year of law first covering all* self-employed(*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers
| Date
| Year of first law covering some or all agricultural workers (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_fullcoverage
| Date
| Year of law first covering all* agricultural workers (*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. First-law according to US Social Security Administration. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw_sspw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Work-injury. Replacement rate temporary. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_temp
| Metric
| Wage replacement rate for incapacity to work for a period of 6 months, with expected return to full work (CRC 1342)
|
|-
| [[Work-injury. Replacement rate permanent. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_perm
| Metric
| Wage replacement rate for incapacity to work for a period of 12 months, unexpected to return to full work (CRC 1342)
|
|-
| [[Work-injury. Coverage as percent of labor force. ]]
| Work-injury
| Legal
| Inclusivity
| labor_workinjury_coverage
| Metric
| Percentage of the labor force legally covered by main work-injury law, and all subsidiary laws and exceptions (CRC 1342)
|
|-
| [[Work-injury. Duration of temporary wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_temp
| Metric
| Legal duration of benefits for temporary incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Duration of permanent wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_perm
| Metric
| Legal duration of benefits for permanent incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Replacement rate single worker harmonized for SIED and imputed for full world. ]]
| Work-injury
| Legal
| Benefits
| workinjury_replacement_rate_single_SIED_harmo_full
| Metric
| Multi-law and applied policy legal replacement rate for incapacity to work due to a work-injury, world imputed (CRC 1342)
|
|-
| [[Work-injury. Coverage as a percent of labor force SIED harmonized and imputed for full world. ]]
| Work-injury
| Legal
| Inclusivity
| workinjury_coverage_SIED_harmo_full
| Metric
| Multi-law and applied legal coverage as a percent of the labor force against a work-injury, world imputed (CRC 1342)
|
|-
| [[Unemployment. Introduction year of first federal law. ]]
| Unemployment
| First law
| Introduction
| labor_unemp_firstlaw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Unemployment. First law program type. ]]
| Unemployment
| First law
| Program type
| labor_unemp_firstlaw_programtype
| Multinomial
| Nature of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law financing mode.]]
| Unemployment
| First law
| Financing
| labor_unemp_firstlaw_financing
| Multinomial
| Financing mode of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law beneficiaries.]]
| Unemployment
| First law
| Coverage
| labor_unemp_firstlaw_beneficiaries
| Multinomial
| Which groups were covered by the first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law benefit duration and amount. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_duration
| String
| Written description of the maximum amount and duration of unemployment (CRC 1342)
|
|-
| [[Unemployment. First law family benefit. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_benefit_family
| Binary
| Any provision for family in case of unemployment
|
|-
| [[Unemployment. First law group differences. ]]
| Unemployment
| First law
| Inequality
| labor_unemp_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences
|
|-
| [[Introduction dates employment legislation]]
| employment legislation
| employment protection
| regulation of contract
| labor_employleg_employpro_regcontract
| Date
| The data set captures years of introduction of the first law concerning the regulation of contracts (CRC 1342)
| CRC compiled data
|-
| [[Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_string
| String
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law ]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short
| Multinomial
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short_string
| String
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|}

Legally mandated notice period increases with seniority

2024-11-20T11:48:39Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=not applicable in the strict sense as the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the law provides increasing steps for more then 10 years</li></ul>
<ul><li> 0.75 = the law provides increasing steps from 5 up to 10 years</li></ul>
<ul><li> 0.5 = the law provides increasing steps from 2 and up to 5 years</li></ul>
<ul><li> 0.25 = the law provides increasing steps for up to 2 years</li></ul>
<ul><li> 0 = the law do not provides increasing steps / notice periods</li></ul>
further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_notped_sen
|category=Labour and labour market
|label=Legally mandated notice period increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures if notice periods for employees increases with seniority by law.

Labour law not only protects workers, but also creates segmentation by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee who is permanently employed by one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are engaged already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor for prioritisation. However, the purpose of prioritisation is not to protect older workers, who are assumed to be less able to find a new job – after all, prioritisation of length of service is often capped after about ten years. The situation of employees who frequently have to change employers is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory notice period gives the employee the opportunity to make other arrangements to make a living in good time , for example to look for another job. The longer the notice period, the greater the protection in this sense.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. Coding instructions and description of indicators are laid down in a technical paper (Fechner/Carlino, forthcoming). For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers=Karolin Meyer, Jean-Yves Gerlitz, Andrea Schäfer, Heiner Fechner
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS correspond to the original template.
|sources=Own coding.
}}

Legally mandated notice period increases with seniority

2024-11-20T11:45:48Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=not applicable in the strict sense as the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the law provides increasing steps for more then 10 years</li></ul>
<ul><li> 0.75 = the law provides increasing steps from 5 up to 10 years</li></ul>
<ul><li> 0.5 = the law provides increasing steps from 2 and up to 5 years</li></ul>
<ul><li> 0.25 = the law provides increasing steps for up to 2 years</li></ul>
<ul><li> 0 = the law do not provides increasing steps / notice periods</li></ul>
further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_notped_sen
|category=Labour and labour market
|label=Legally mandated notice period increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures if notice periods for employees increases with seniority by law.

Labour law not only protects workers, but also creates segmentation by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee who is permanently employed by one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are engaged already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor for prioritisation. However, the purpose of prioritisation is not to protect older workers, who are assumed to be less able to find a new job – after all, prioritisation of length of service is often capped after about ten years. The situation of employees who frequently have to change employers is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory notice period gives the employee the opportunity to make other arrangements to make a living in good time , for example to look for another job. The longer the notice period, the greater the protection in this sense.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207.
</li>
<li>
Carlino, M., Fechner, H., & Schäfer, A. (2024). Using leximetrics for coding legal segmentation in employment law: The development and potential of the Worlds of Labour database. In I. Dingeldey, H. Fechner, & U. Mückenberger (Eds.), Constructing Worlds of Labour. Coverage and Generosity of Labour Law as Outcomes of Regulatory Social Policy. Palgrave Macmillan.
</li>
</ul>
|projectmanagers=Karolin Meyer, Jean-Yves Gerlitz, Andrea Schäfer, Heiner Fechner
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS correspond to the original template.
|sources=Own coding.
}}

Legally mandated notice period increases with seniority

2024-11-20T11:23:53Z

Fanon:

{{IndicatorForm
|datatype=Numeric
|scale=Metric
|scale=Metric
|scale=Metric
|valuelabels=not applicable in the strict sense as the scale is quasi-metric, but for coding the following values were used for orientation:
<ul><li> 1 = the law provides increasing steps for more then 10 years</li></ul>
<ul><li> 0.75 = the law provides increasing steps from 5 up to 10 years</li></ul>
<ul><li> 0.5 = the law provides increasing steps from 2 and up to 5 years</li></ul>
<ul><li> 0.25 = the law provides increasing steps for up to 2 years</li></ul>
<ul><li> 0 = the law do not provides increasing steps / notice periods</li></ul>
further gradations between 0 and 1 reflect changes in the strength of the law
|techname=labor_notped_sen
|category=Labour and labour market
|label=Legally mandated notice period increases with seniority
|relatedindicators=<ul>
<li>[[Legally mandated severance compensation increases with seniority]]</li>
<li>[[Seniority is a decisive redundancy selection criterion]]</li>
</ul>
|description=This WoL indicator measures if notice periods for employees increases with seniority by law.

Labour law not only protects workers, but also creates segmentation by privileging the standard employment relationship through higher standards of protection. The standard employment relationship is the classic model of the permanent, full-time employee who is permanently employed by one employer. Other forms of work – part-time, temporary agency work, work under a fixed-term contract, frequent changes of employee – receive less protection, even though the employment relationships in which they are engaged already inherently entail greater social risks. This leads to a further disadvantage for employees who are already in a precarious position.

Length of service is a common factor for prioritisation. However, the purpose of prioritisation is not to protect older workers, who are assumed to be less able to find a new job – after all, prioritisation of length of service is often capped after about ten years. The situation of employees who frequently have to change employers is socially more precarious than that of those with many years of service. The purpose of prioritisation is thus evidently not to provide special protection, but to cement the standard employment relationship.

Employees are existentially dependent on the income from their employment relationship, so termination of this by the employer also means the termination of the employee's ability to make a living. A mandatory notice period gives the employee the opportunity to make other arrangements to make a living in good time , for example to look for another job. The longer the notice period, the greater the protection in this sense.
|codingrules=The WoL is a leximetric dataset on individual employment protection. It quantifies the strength of the standard-setting, privileging, and equalising function of individual labour law (see Dingeldey et al. 2022). The scale ranges from "0" to "1" where "0" corresponds to the law do not recognise notice periods for employees increasing with seniority and "1" to the law do recognise notice periods for employees increasing with seniority in steps for more than 10 years. For country-specific information see WoL documentation (forthcoming).
|citation=Irene Dingeldey, Heiner Fechner, Jean-Yves Gerlitz, Jenny Hahs, Ulrich Mückenberger, Worlds of Labour: Introducing the Standard-Setting, Privileging and Equalising Typology as a Measure of Legal Segmentation in Labour Law, Industrial Law Journal, Volume 51, Issue 3, September 2022, Pages 560–597, https://doi.org/10.1093/indlaw/dwab016
|relatedpublications=<ul>
<li>Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" ''Zeitschrift für Sozialreform'' 31: 415-434; 457-475
</li>
<li>
Mückenberger, Ulrich, and Simon Deakin. 1989. "From Deregulation to a European Floor of Rights: Labour Law, Flexibilisation and the European Single Market." ''Zeitschrift Für Ausländisches Und Internationales Arbeits- Und Sozialrecht'' 3: 153–207. </li>
</ul>
|projectmanagers=Karolin Meyer, Jean-Yves Gerlitz, Andrea Schäfer, Heiner Fechner
|datarelease=<ul><li>Version 0.001: Initial release</li></ul>
|revisions=The template has been revised in 2024, but coding for the complete dataset is still ongoing; values in WeSIS correspond to the original template.
|sources=Own coding.
}}

Labour and labour market

2024-11-19T15:47:57Z

Fanon:

{|class="wikitable sortable" border="1"
|-
! Indicator name*
! Subcategory I
! Subcategory II
! Subcategory III
! Technical name*
! Scale*
! Short description
! Data origin*
|-
| [[Legally mandated notice period]]
| Standard-setting
| Dismissal protection
| Duration
| labor_dis_not_per
| Metric
| Measures the length of notice, in weeks, that has to be given to a worker with 3 years’ employment (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated redundancy compensation]]
| Standard-setting
| Dismissal protection
| Ammount
| labor_red_com_amm
| Metric
| Measures the amount of redundancy compensation payable to a worker made redundant after 3 years of employment, measured in weeks of pay (CBR-LRI).
| CRC Compiled Data
|-
| [[Minimum qualifying period of service for normal case of unjust dismissal]]
| Privileging
| Selectivity
| Duration
| labor_min_qua_per
| Metric
| Measures the period of service required before a worker qualifies for general protection against unjust dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes procedural constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_pro_dis_con
| Metric
| Measures the strength of the law in procedural requirements for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes substantive constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_sub_dis_con
| Metric
| Measures the strength of the law in permission for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Reinstatement normal remedy for unfair dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_reinstate
| Metric
| Measures the strength of the law in reinstatement and compensation of dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Third body notification of dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_thi_bod_not
| Metric
| Measures the strength of the law in notification of dismissal by third party (CBR-LRI).
| CRC Compiled Data
|-
| [[Redundancy selection]]
| Privileging
| Seniority
| Procedure
| labor_redund_select
| Metric
| Measures the strength of the law of applying priority rules prior to dismissing for redundancy (CBR-LRI).
| CRC Compiled Data
|-
| [[Priority in re-employment]]
| Privileging
| Seniority
| Procedure
| labor_pri_re_emp
| Metric
| Measures the strength of the law in setting priority rules relating to the re-employment of former workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Annual leave entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_ann_lea_ent
| Metric
| Measures the normal length of annual paid leave guaranteed by law or collective agreement (CBR-LRI).
| CRC Compiled Data
|-
| [[Public holiday entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_pub_hol_ent
| Metric
| Measures the normal number of paid public holidays guaranteed by law or collective agreement(CBR-LRI).
| CRC Compiled Data
|-
| [[Overtime premia]]
| Standard-setting
| Working time restriction
| Ammount
| labor_overt_premia
| Metric
| Measures the normal premium for overtime working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Weekend working]]
| Standard-setting
| Working time restriction
| Ammount
| labor_weekend_work
| Metric
| Measures the normal premium for weekend working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Limits to overtime working]]
| Standard-setting
| Working time restriction
| Duration
| labor_overt_work
| Metric
| Measures the maximum weekly number of overtime hours permitted by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Duration of the normal working week]]
| Standard-setting
| Working time restriction
| Duration
| labor_workweek
| Metric
| Measures the maximum duration of the normal working week exclusive of overtime (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum daily working time]]
| Standard-setting
| Working time restriction
| Duration
| labor_workday
| Metric
| Measures the maximum number of permitted working hours in a day, taking account of rules governing rest breaks and maximum daily working time limits (CBR-LRI).
| CRC Compiled Data
|-
| [[The law determines the legal status of the worker]]
| Privileging
| Selectivity
| Definition
| labor_work_def
| Metric
| Measures the strength of the law in determining the legal status of the worker (CBR-LRI).
| CRC Compiled Data
|-
| [[Part-time workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_ptemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment for part-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Dismissing costs for part-time workers is proportional]]
| Equalizing
| Flexibilization
| Right
| labor_pt_dis_cost
| Metric
| Measures the strength of the law in terms of cost of dismissing part-time vs full-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term contracts are allowed only for work of limited duration]]
| Equalizing
| Flexibilization
| Procedure
| labor_fx_limit
| Metric
| Measures the strength of the law in imposing constraints on the conclusion of a fixed-term contract (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_fxemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of Fixed-term versus permanent workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum duration of fixed-term contracts]]
| Equalizing
| Flexibilization
| Duration
| labor_max_fx_dur
| Metric
| Measures the maximum cumulative duration of fixed-term contracts permitted by law before the employment is deemed to be permanent(CBR-LRI).
| CRC Compiled Data
|-
| [[Agency work is prohibited or strictly controlled]]
| Equalizing
| Flexibilization
| Procedure
| labor_awork_con
| Metric
| Measures the strength of the law in prohibiting or strictly controlling agency work (CBR-LRI).
| CRC Compiled Data
|-
| [[Agency workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_awork_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of agency workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated notice period increases with seniority (Original Template)]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen1
| Ordinal
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated notice period increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen
| Metric
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority (Original Template)]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen1
| Ordinal
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen
| Metric
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion (Original Template)]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen1
| Ordinal
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion ]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen
| Metric
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise (Original Template)]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size1
| Ordinal
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise ]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size
| Metric
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend1
| Binary
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend
| Metric
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides regulation of positive discrimination of women (Original Template)]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend1
| Binary
| Measures the strength of the law in prescribing positive discrimination of women (CRC 1342).
| Own coding
|-
| [[Law prescribes special measures for women ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend
| Metric
| Measures the strength of the law in prescribing special measures for women (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn1
| Binary
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn
| Metric
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-

| [[Law provides regulation of positive discrimination of ethnicity/race (Original Template)]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn1
| Ordinal
| Measures the strength of the law in prescribing positive discrimination of groups in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides regulation of special measures concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn
| Metric
| Measures the strength of the law in prescribing special measures for groups discriminated against in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqpay_new
| Binary
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for ]]
| Equalizing
| Discrimination
| Right
| labor_eqpay_new1
| Metric
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a universal minimum wage (Original Template)]]
| Equalizing
| Discrimination
| Right
| labor_minwage1
| Ordinal
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a universal minimum wage ]]
| Equalizing
| Discrimination
| Right
| labor_minwage
| Metric
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Right to unionisation ]]
| Collective rights
| Employee representation
| Right
| labor_union
| Metric
| Measures the protection of the right to form trade unions in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Right to collective bargaining ]]
| Collective rights
| Employee representation
| Right
| labor_coll_barg
| Metric
| Measures the protection of the right to collective bargaining or the right to enter into collective agreements in the country's constitution (loosely interpreted in the case of system such as the UK without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Duty to bargain ]]
| Collective rights
| Employee representation
| Right
| labor_duty_barg
| Metric
| Measures the employers duty of the right to reach an agreement with official collective actors in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Extension of collective agreements ]]
| Collective rights
| Employee representation
| Right
| labor_exten_barg
| Metric
| Measures the extension of collective agreements in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Closed shops ]]
| Collective rights
| Employee representation
| Right
| labor_closedshop
| Metric
| Measures the right in prohibiting/permitting pre-entry/post-entry closed shops in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination board membership ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_bmem
| Metric
| Measures the co-determination right of unions/workers in terms of board membership in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination and information/consultation of workers ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_info
| Metric
| Measures the rights of information and co-decision making of works councils or enterprise committees in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Unofficial industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_unoff_indact
| Metric
| Measures the unlawfulness of unofficial industrial action (such as unofficial or ‘wildcat’ strikes) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Political industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_polit_indact
| Metric
| Measures the unlawfulness of political industrial action (i.e. non work-related) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Secondary industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_second_indact
| Metric
| Measures the constrains on secondary industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Lockouts ]]
| Collective rights
| Industrial action
| Right
| labor_lockouts
| Metric
| Measures the permission of lockouts in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Right to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_right_indact
| Metric
| Measures the protection of the right to industrial action (i.e. strike, go-slow or work-to-rule) in the country's constitution or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Waiting period prior to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_wait_indact
| Metric
| Measures the requirement of a waiting period prior to industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Peace obligation ]]
| Collective rights
| Industrial action
| Right
| labor_peace_oblig
| Metric
| Measures the unlawfulness of strikes while peace obligation are in force in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Compulsory conciliation or arbitration ]]
| Collective rights
| Industrial action
| Right
| labor_comp_conc
| Metric
| Measures the right of mandate conciliation procedures or other alternative-dispute-resolution in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Replacement of striking workers ]]
| Collective rights
| Industrial action
| Right
| labor_replac_strike
| Metric
| Measures the prohibition of dismissal for striking workers in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Type of employment law]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ
| Multinomial
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[Standard-setting function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_stand_sett_func
| Metric
| Measures the level of general worker protection in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Privileging function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_priv_func
| Metric
| Measures the level of norm-related privileging in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Equalising function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_equa_func
| Metric
| Measures the level of norm-related equalising in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Work-injury. Introduction year of first federal law. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. Introduction year of first law as independent nation-state. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstnat
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. First law program type. ]]
| Work-injury
| First law
| Program type
| labor_workinjury_firstlaw_programtype
| Multinomial
| Either employer-liability (=1) or a risk-pooling (=2), (CRC 1342)
|
|-
| [[Work-injury. First law cash benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_cash
| Binary
| Provides cash benefits (CRC 1342)
|
|-
| [[Work-injury. First law in-kind health benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_health
| Binary
| Any health services provided by the work-injury law (CRC 1342)
|
|-
| [[Work-injury. First law in-kind other benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_other
| Binary
| Provides any benefit that is not cash or health, e.g., funerals (CRC 1342)
|
|-
| [[Work-injury. First law benefit duration and amount. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_duration
| String
| Written description of the maximum amount and duration (CRC 1342)
|
|-
| [[Work-injury. First law family benefit. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_family
| Binary
| Any provision for family in case of death or injury (CRC 1342)
|
|-
| [[Work-injury. First law group differences. ]]
| Work-injury
| First law
| Inequality
| labor_workinjury_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences (CRC 1342)
|
|-
| [[Work-injury. First law details. ]]
| Work-injury
| First law
| Details
| labor_workinjury_firstlaw_details
| String
| Notes on the first law. Important information that cannot be captured quantitatively (CRC 1342)
|
|-
| [[Work-injury. First risk pooling law. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_firstins
| Date
| Year of first law that involved risk-pooling, either as insurance or fund (CRC 1342)
|
|-
| [[Work-injury. First establishment of a fund. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_fund
| Date
| Year of first law establishing a provident fund for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. First instance of social insurance. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_socins
| Date
| Year of first law establishing social insurance for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants
| Date
| Year of first law covering civil servants (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_coverage
| String
| Which civil servant groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_fullcoverage
| Date
| Year of law first covering all* civil servants (*defined as literally all, over 80% or all possible), (CRC 1342)
|
|-
| [[Work-injury. Military first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military
| Date
| First law covering any (sub) groups of the military (CRC 1342)
|
|-
| [[Work-injury. Military first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_coverage
| String
| A description of which groups were covered by the first law
|
|-
| [[Work-injury. Military first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_fullcoverage
| Date
| Year of law first covering all* enlisted (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. White-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar
| Date
| Year of law first covering any white-collar, commercial workers (CRC 1342)
|
|-
| [[Work-injury. White-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342
|
|-
| [[Work-injury. White-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_fullcoverage
| Date
| Year of law first covering all* white-collar workers (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar
| Date
| Year of law first covering any segment of the blue-collar work-force (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_fullcoverage
| Date
| Year of law first covering all* blue-collar industrial workers (*not counting agriculture; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first full-coverage social insurance. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstins_bluecollar_fullcoverage
| Date
| Year of law first covering all blue-collar industrial workers with social insurance
|
|-
| [[Work-injury. Farmers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers
| Date
| First law covering farmers - those who own or manage their own farm (CRC 1342)
|
|-
| [[Work-injury. Farmers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Farmers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_fullcoverage
| Date
| Year of law first covering all* farmers (*own/manage own-farm; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp
| Date
| Year of first law covering some or all self-employed workers (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_fullcoverage
| Date
| Year of law first covering all* self-employed(*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers
| Date
| Year of first law covering some or all agricultural workers (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_fullcoverage
| Date
| Year of law first covering all* agricultural workers (*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. First-law according to US Social Security Administration. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw_sspw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Work-injury. Replacement rate temporary. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_temp
| Metric
| Wage replacement rate for incapacity to work for a period of 6 months, with expected return to full work (CRC 1342)
|
|-
| [[Work-injury. Replacement rate permanent. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_perm
| Metric
| Wage replacement rate for incapacity to work for a period of 12 months, unexpected to return to full work (CRC 1342)
|
|-
| [[Work-injury. Coverage as percent of labor force. ]]
| Work-injury
| Legal
| Inclusivity
| labor_workinjury_coverage
| Metric
| Percentage of the labor force legally covered by main work-injury law, and all subsidiary laws and exceptions (CRC 1342)
|
|-
| [[Work-injury. Duration of temporary wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_temp
| Metric
| Legal duration of benefits for temporary incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Duration of permanent wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_perm
| Metric
| Legal duration of benefits for permanent incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Replacement rate single worker harmonized for SIED and imputed for full world. ]]
| Work-injury
| Legal
| Benefits
| workinjury_replacement_rate_single_SIED_harmo_full
| Metric
| Multi-law and applied policy legal replacement rate for incapacity to work due to a work-injury, world imputed (CRC 1342)
|
|-
| [[Work-injury. Coverage as a percent of labor force SIED harmonized and imputed for full world. ]]
| Work-injury
| Legal
| Inclusivity
| workinjury_coverage_SIED_harmo_full
| Metric
| Multi-law and applied legal coverage as a percent of the labor force against a work-injury, world imputed (CRC 1342)
|
|-
| [[Unemployment. Introduction year of first federal law. ]]
| Unemployment
| First law
| Introduction
| labor_unemp_firstlaw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Unemployment. First law program type. ]]
| Unemployment
| First law
| Program type
| labor_unemp_firstlaw_programtype
| Multinomial
| Nature of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law financing mode.]]
| Unemployment
| First law
| Financing
| labor_unemp_firstlaw_financing
| Multinomial
| Financing mode of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law beneficiaries.]]
| Unemployment
| First law
| Coverage
| labor_unemp_firstlaw_beneficiaries
| Multinomial
| Which groups were covered by the first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law benefit duration and amount. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_duration
| String
| Written description of the maximum amount and duration of unemployment (CRC 1342)
|
|-
| [[Unemployment. First law family benefit. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_benefit_family
| Binary
| Any provision for family in case of unemployment
|
|-
| [[Unemployment. First law group differences. ]]
| Unemployment
| First law
| Inequality
| labor_unemp_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences
|
|-
| [[Introduction dates employment legislation]]
| employment legislation
| employment protection
| regulation of contract
| labor_employleg_employpro_regcontract
| Date
| The data set captures years of introduction of the first law concerning the regulation of contracts (CRC 1342)
| CRC compiled data
|-
| [[Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_string
| String
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law ]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short
| Multinomial
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short_string
| String
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|}

Labour and labour market

2024-11-19T13:12:53Z

Fanon:

{|class="wikitable sortable" border="1"
|-
! Indicator name*
! Subcategory I
! Subcategory II
! Subcategory III
! Technical name*
! Scale*
! Short description
! Data origin*
|-
| [[Legally mandated notice period]]
| Standard-setting
| Dismissal protection
| Duration
| labor_dis_not_per
| Metric
| Measures the length of notice, in weeks, that has to be given to a worker with 3 years’ employment (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated redundancy compensation]]
| Standard-setting
| Dismissal protection
| Ammount
| labor_red_com_amm
| Metric
| Measures the amount of redundancy compensation payable to a worker made redundant after 3 years of employment, measured in weeks of pay (CBR-LRI).
| CRC Compiled Data
|-
| [[Minimum qualifying period of service for normal case of unjust dismissal]]
| Privileging
| Selectivity
| Duration
| labor_min_qua_per
| Metric
| Measures the period of service required before a worker qualifies for general protection against unjust dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes procedural constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_pro_dis_con
| Metric
| Measures the strength of the law in procedural requirements for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes substantive constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_sub_dis_con
| Metric
| Measures the strength of the law in permission for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Reinstatement normal remedy for unfair dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_reinstate
| Metric
| Measures the strength of the law in reinstatement and compensation of dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Third body notification of dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_thi_bod_not
| Metric
| Measures the strength of the law in notification of dismissal by third party (CBR-LRI).
| CRC Compiled Data
|-
| [[Redundancy selection]]
| Privileging
| Seniority
| Procedure
| labor_redund_select
| Metric
| Measures the strength of the law of applying priority rules prior to dismissing for redundancy (CBR-LRI).
| CRC Compiled Data
|-
| [[Priority in re-employment]]
| Privileging
| Seniority
| Procedure
| labor_pri_re_emp
| Metric
| Measures the strength of the law in setting priority rules relating to the re-employment of former workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Annual leave entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_ann_lea_ent
| Metric
| Measures the normal length of annual paid leave guaranteed by law or collective agreement (CBR-LRI).
| CRC Compiled Data
|-
| [[Public holiday entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_pub_hol_ent
| Metric
| Measures the normal number of paid public holidays guaranteed by law or collective agreement(CBR-LRI).
| CRC Compiled Data
|-
| [[Overtime premia]]
| Standard-setting
| Working time restriction
| Ammount
| labor_overt_premia
| Metric
| Measures the normal premium for overtime working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Weekend working]]
| Standard-setting
| Working time restriction
| Ammount
| labor_weekend_work
| Metric
| Measures the normal premium for weekend working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Limits to overtime working]]
| Standard-setting
| Working time restriction
| Duration
| labor_overt_work
| Metric
| Measures the maximum weekly number of overtime hours permitted by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Duration of the normal working week]]
| Standard-setting
| Working time restriction
| Duration
| labor_workweek
| Metric
| Measures the maximum duration of the normal working week exclusive of overtime (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum daily working time]]
| Standard-setting
| Working time restriction
| Duration
| labor_workday
| Metric
| Measures the maximum number of permitted working hours in a day, taking account of rules governing rest breaks and maximum daily working time limits (CBR-LRI).
| CRC Compiled Data
|-
| [[The law determines the legal status of the worker]]
| Privileging
| Selectivity
| Definition
| labor_work_def
| Metric
| Measures the strength of the law in determining the legal status of the worker (CBR-LRI).
| CRC Compiled Data
|-
| [[Part-time workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_ptemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment for part-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Dismissing costs for part-time workers is proportional]]
| Equalizing
| Flexibilization
| Right
| labor_pt_dis_cost
| Metric
| Measures the strength of the law in terms of cost of dismissing part-time vs full-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term contracts are allowed only for work of limited duration]]
| Equalizing
| Flexibilization
| Procedure
| labor_fx_limit
| Metric
| Measures the strength of the law in imposing constraints on the conclusion of a fixed-term contract (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_fxemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of Fixed-term versus permanent workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum duration of fixed-term contracts]]
| Equalizing
| Flexibilization
| Duration
| labor_max_fx_dur
| Metric
| Measures the maximum cumulative duration of fixed-term contracts permitted by law before the employment is deemed to be permanent(CBR-LRI).
| CRC Compiled Data
|-
| [[Agency work is prohibited or strictly controlled]]
| Equalizing
| Flexibilization
| Procedure
| labor_awork_con
| Metric
| Measures the strength of the law in prohibiting or strictly controlling agency work (CBR-LRI).
| CRC Compiled Data
|-
| [[Agency workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_awork_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of agency workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated notice period increases with seniority First Template]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen1
| Ordinal
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated notice period increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen
| Metric
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority First Template]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen1
| Ordinal
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen
| Metric
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion First Template]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen1
| Ordinal
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion ]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen
| Metric
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise First Template]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size1
| Ordinal
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise ]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size
| Metric
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend1
| Binary
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend
| Metric
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides regulation of positive discrimination of women First Template]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend1
| Binary
| Measures the strength of the law in prescribing positive discrimination of women (CRC 1342).
| Own coding
|-
| [[Law prescribes special measures for women ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend
| Metric
| Measures the strength of the law in prescribing special measures for women (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn1
| Binary
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn
| Metric
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-

| [[Law provides regulation of positive discrimination of ethnicity/race First Template]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn1
| Ordinal
| Measures the strength of the law in prescribing positive discrimination of groups in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides regulation of special measures concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn
| Metric
| Measures the strength of the law in prescribing special measures for groups discriminated against in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqpay_new
| Binary
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for ]]
| Equalizing
| Discrimination
| Right
| labor_eqpay_new1
| Metric
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a general minimum wage First Template]]
| Equalizing
| Discrimination
| Right
| labor_minwage1
| Ordinal
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a general minimum wage ]]
| Equalizing
| Discrimination
| Right
| labor_minwage
| Metric
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Right to unionisation ]]
| Collective rights
| Employee representation
| Right
| labor_union
| Metric
| Measures the protection of the right to form trade unions in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Right to collective bargaining ]]
| Collective rights
| Employee representation
| Right
| labor_coll_barg
| Metric
| Measures the protection of the right to collective bargaining or the right to enter into collective agreements in the country's constitution (loosely interpreted in the case of system such as the UK without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Duty to bargain ]]
| Collective rights
| Employee representation
| Right
| labor_duty_barg
| Metric
| Measures the employers duty of the right to reach an agreement with official collective actors in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Extension of collective agreements ]]
| Collective rights
| Employee representation
| Right
| labor_exten_barg
| Metric
| Measures the extension of collective agreements in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Closed shops ]]
| Collective rights
| Employee representation
| Right
| labor_closedshop
| Metric
| Measures the right in prohibiting/permitting pre-entry/post-entry closed shops in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination board membership ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_bmem
| Metric
| Measures the co-determination right of unions/workers in terms of board membership in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination and information/consultation of workers ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_info
| Metric
| Measures the rights of information and co-decision making of works councils or enterprise committees in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Unofficial industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_unoff_indact
| Metric
| Measures the unlawfulness of unofficial industrial action (such as unofficial or ‘wildcat’ strikes) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Political industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_polit_indact
| Metric
| Measures the unlawfulness of political industrial action (i.e. non work-related) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Secondary industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_second_indact
| Metric
| Measures the constrains on secondary industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Lockouts ]]
| Collective rights
| Industrial action
| Right
| labor_lockouts
| Metric
| Measures the permission of lockouts in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Right to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_right_indact
| Metric
| Measures the protection of the right to industrial action (i.e. strike, go-slow or work-to-rule) in the country's constitution or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Waiting period prior to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_wait_indact
| Metric
| Measures the requirement of a waiting period prior to industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Peace obligation ]]
| Collective rights
| Industrial action
| Right
| labor_peace_oblig
| Metric
| Measures the unlawfulness of strikes while peace obligation are in force in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Compulsory conciliation or arbitration ]]
| Collective rights
| Industrial action
| Right
| labor_comp_conc
| Metric
| Measures the right of mandate conciliation procedures or other alternative-dispute-resolution in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Replacement of striking workers ]]
| Collective rights
| Industrial action
| Right
| labor_replac_strike
| Metric
| Measures the prohibition of dismissal for striking workers in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Type of employment law]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ
| Multinomial
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[Standard-setting function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_stand_sett_func
| Metric
| Measures the level of general worker protection in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Privileging function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_priv_func
| Metric
| Measures the level of norm-related privileging in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Equalising function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_equa_func
| Metric
| Measures the level of norm-related equalising in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Work-injury. Introduction year of first federal law. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. Introduction year of first law as independent nation-state. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstnat
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. First law program type. ]]
| Work-injury
| First law
| Program type
| labor_workinjury_firstlaw_programtype
| Multinomial
| Either employer-liability (=1) or a risk-pooling (=2), (CRC 1342)
|
|-
| [[Work-injury. First law cash benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_cash
| Binary
| Provides cash benefits (CRC 1342)
|
|-
| [[Work-injury. First law in-kind health benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_health
| Binary
| Any health services provided by the work-injury law (CRC 1342)
|
|-
| [[Work-injury. First law in-kind other benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_other
| Binary
| Provides any benefit that is not cash or health, e.g., funerals (CRC 1342)
|
|-
| [[Work-injury. First law benefit duration and amount. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_duration
| String
| Written description of the maximum amount and duration (CRC 1342)
|
|-
| [[Work-injury. First law family benefit. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_family
| Binary
| Any provision for family in case of death or injury (CRC 1342)
|
|-
| [[Work-injury. First law group differences. ]]
| Work-injury
| First law
| Inequality
| labor_workinjury_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences (CRC 1342)
|
|-
| [[Work-injury. First law details. ]]
| Work-injury
| First law
| Details
| labor_workinjury_firstlaw_details
| String
| Notes on the first law. Important information that cannot be captured quantitatively (CRC 1342)
|
|-
| [[Work-injury. First risk pooling law. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_firstins
| Date
| Year of first law that involved risk-pooling, either as insurance or fund (CRC 1342)
|
|-
| [[Work-injury. First establishment of a fund. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_fund
| Date
| Year of first law establishing a provident fund for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. First instance of social insurance. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_socins
| Date
| Year of first law establishing social insurance for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants
| Date
| Year of first law covering civil servants (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_coverage
| String
| Which civil servant groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_fullcoverage
| Date
| Year of law first covering all* civil servants (*defined as literally all, over 80% or all possible), (CRC 1342)
|
|-
| [[Work-injury. Military first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military
| Date
| First law covering any (sub) groups of the military (CRC 1342)
|
|-
| [[Work-injury. Military first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_coverage
| String
| A description of which groups were covered by the first law
|
|-
| [[Work-injury. Military first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_fullcoverage
| Date
| Year of law first covering all* enlisted (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. White-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar
| Date
| Year of law first covering any white-collar, commercial workers (CRC 1342)
|
|-
| [[Work-injury. White-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342
|
|-
| [[Work-injury. White-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_fullcoverage
| Date
| Year of law first covering all* white-collar workers (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar
| Date
| Year of law first covering any segment of the blue-collar work-force (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_fullcoverage
| Date
| Year of law first covering all* blue-collar industrial workers (*not counting agriculture; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first full-coverage social insurance. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstins_bluecollar_fullcoverage
| Date
| Year of law first covering all blue-collar industrial workers with social insurance
|
|-
| [[Work-injury. Farmers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers
| Date
| First law covering farmers - those who own or manage their own farm (CRC 1342)
|
|-
| [[Work-injury. Farmers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Farmers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_fullcoverage
| Date
| Year of law first covering all* farmers (*own/manage own-farm; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp
| Date
| Year of first law covering some or all self-employed workers (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_fullcoverage
| Date
| Year of law first covering all* self-employed(*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers
| Date
| Year of first law covering some or all agricultural workers (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_fullcoverage
| Date
| Year of law first covering all* agricultural workers (*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. First-law according to US Social Security Administration. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw_sspw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Work-injury. Replacement rate temporary. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_temp
| Metric
| Wage replacement rate for incapacity to work for a period of 6 months, with expected return to full work (CRC 1342)
|
|-
| [[Work-injury. Replacement rate permanent. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_perm
| Metric
| Wage replacement rate for incapacity to work for a period of 12 months, unexpected to return to full work (CRC 1342)
|
|-
| [[Work-injury. Coverage as percent of labor force. ]]
| Work-injury
| Legal
| Inclusivity
| labor_workinjury_coverage
| Metric
| Percentage of the labor force legally covered by main work-injury law, and all subsidiary laws and exceptions (CRC 1342)
|
|-
| [[Work-injury. Duration of temporary wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_temp
| Metric
| Legal duration of benefits for temporary incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Duration of permanent wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_perm
| Metric
| Legal duration of benefits for permanent incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Replacement rate single worker harmonized for SIED and imputed for full world. ]]
| Work-injury
| Legal
| Benefits
| workinjury_replacement_rate_single_SIED_harmo_full
| Metric
| Multi-law and applied policy legal replacement rate for incapacity to work due to a work-injury, world imputed (CRC 1342)
|
|-
| [[Work-injury. Coverage as a percent of labor force SIED harmonized and imputed for full world. ]]
| Work-injury
| Legal
| Inclusivity
| workinjury_coverage_SIED_harmo_full
| Metric
| Multi-law and applied legal coverage as a percent of the labor force against a work-injury, world imputed (CRC 1342)
|
|-
| [[Unemployment. Introduction year of first federal law. ]]
| Unemployment
| First law
| Introduction
| labor_unemp_firstlaw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Unemployment. First law program type. ]]
| Unemployment
| First law
| Program type
| labor_unemp_firstlaw_programtype
| Multinomial
| Nature of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law financing mode.]]
| Unemployment
| First law
| Financing
| labor_unemp_firstlaw_financing
| Multinomial
| Financing mode of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law beneficiaries.]]
| Unemployment
| First law
| Coverage
| labor_unemp_firstlaw_beneficiaries
| Multinomial
| Which groups were covered by the first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law benefit duration and amount. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_duration
| String
| Written description of the maximum amount and duration of unemployment (CRC 1342)
|
|-
| [[Unemployment. First law family benefit. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_benefit_family
| Binary
| Any provision for family in case of unemployment
|
|-
| [[Unemployment. First law group differences. ]]
| Unemployment
| First law
| Inequality
| labor_unemp_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences
|
|-
| [[Introduction dates employment legislation]]
| employment legislation
| employment protection
| regulation of contract
| labor_employleg_employpro_regcontract
| Date
| The data set captures years of introduction of the first law concerning the regulation of contracts (CRC 1342)
| CRC compiled data
|-
| [[Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_string
| String
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law ]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short
| Multinomial
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short_string
| String
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|}

Law provides for equal access to employment for men and women First Template

2024-11-19T13:08:22Z

Labour and labour market

2024-11-19T12:55:34Z

Fanon:

{|class="wikitable sortable" border="1"
|-
! Indicator name*
! Subcategory I
! Subcategory II
! Subcategory III
! Technical name*
! Scale*
! Short description
! Data origin*
|-
| [[Legally mandated notice period]]
| Standard-setting
| Dismissal protection
| Duration
| labor_dis_not_per
| Metric
| Measures the length of notice, in weeks, that has to be given to a worker with 3 years’ employment (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated redundancy compensation]]
| Standard-setting
| Dismissal protection
| Ammount
| labor_red_com_amm
| Metric
| Measures the amount of redundancy compensation payable to a worker made redundant after 3 years of employment, measured in weeks of pay (CBR-LRI).
| CRC Compiled Data
|-
| [[Minimum qualifying period of service for normal case of unjust dismissal]]
| Privileging
| Selectivity
| Duration
| labor_min_qua_per
| Metric
| Measures the period of service required before a worker qualifies for general protection against unjust dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes procedural constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_pro_dis_con
| Metric
| Measures the strength of the law in procedural requirements for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Law imposes substantive constraints on dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_sub_dis_con
| Metric
| Measures the strength of the law in permission for dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Reinstatement normal remedy for unfair dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_reinstate
| Metric
| Measures the strength of the law in reinstatement and compensation of dismissal (CBR-LRI).
| CRC Compiled Data
|-
| [[Third body notification of dismissal]]
| Standard-setting
| Dismissal protection
| Procedure
| labor_thi_bod_not
| Metric
| Measures the strength of the law in notification of dismissal by third party (CBR-LRI).
| CRC Compiled Data
|-
| [[Redundancy selection]]
| Privileging
| Seniority
| Procedure
| labor_redund_select
| Metric
| Measures the strength of the law of applying priority rules prior to dismissing for redundancy (CBR-LRI).
| CRC Compiled Data
|-
| [[Priority in re-employment]]
| Privileging
| Seniority
| Procedure
| labor_pri_re_emp
| Metric
| Measures the strength of the law in setting priority rules relating to the re-employment of former workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Annual leave entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_ann_lea_ent
| Metric
| Measures the normal length of annual paid leave guaranteed by law or collective agreement (CBR-LRI).
| CRC Compiled Data
|-
| [[Public holiday entitlements]]
| Standard-setting
| Working time restriction
| Duration
| labor_pub_hol_ent
| Metric
| Measures the normal number of paid public holidays guaranteed by law or collective agreement(CBR-LRI).
| CRC Compiled Data
|-
| [[Overtime premia]]
| Standard-setting
| Working time restriction
| Ammount
| labor_overt_premia
| Metric
| Measures the normal premium for overtime working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Weekend working]]
| Standard-setting
| Working time restriction
| Ammount
| labor_weekend_work
| Metric
| Measures the normal premium for weekend working set by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Limits to overtime working]]
| Standard-setting
| Working time restriction
| Duration
| labor_overt_work
| Metric
| Measures the maximum weekly number of overtime hours permitted by law or by collective agreements which are generally applicable (CBR-LRI).
| CRC Compiled Data
|-
| [[Duration of the normal working week]]
| Standard-setting
| Working time restriction
| Duration
| labor_workweek
| Metric
| Measures the maximum duration of the normal working week exclusive of overtime (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum daily working time]]
| Standard-setting
| Working time restriction
| Duration
| labor_workday
| Metric
| Measures the maximum number of permitted working hours in a day, taking account of rules governing rest breaks and maximum daily working time limits (CBR-LRI).
| CRC Compiled Data
|-
| [[The law determines the legal status of the worker]]
| Privileging
| Selectivity
| Definition
| labor_work_def
| Metric
| Measures the strength of the law in determining the legal status of the worker (CBR-LRI).
| CRC Compiled Data
|-
| [[Part-time workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_ptemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment for part-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Dismissing costs for part-time workers is proportional]]
| Equalizing
| Flexibilization
| Right
| labor_pt_dis_cost
| Metric
| Measures the strength of the law in terms of cost of dismissing part-time vs full-time workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term contracts are allowed only for work of limited duration]]
| Equalizing
| Flexibilization
| Procedure
| labor_fx_limit
| Metric
| Measures the strength of the law in imposing constraints on the conclusion of a fixed-term contract (CBR-LRI).
| CRC Compiled Data
|-
| [[Fixed-term workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_fxemp_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of Fixed-term versus permanent workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Maximum duration of fixed-term contracts]]
| Equalizing
| Flexibilization
| Duration
| labor_max_fx_dur
| Metric
| Measures the maximum cumulative duration of fixed-term contracts permitted by law before the employment is deemed to be permanent(CBR-LRI).
| CRC Compiled Data
|-
| [[Agency work is prohibited or strictly controlled]]
| Equalizing
| Flexibilization
| Procedure
| labor_awork_con
| Metric
| Measures the strength of the law in prohibiting or strictly controlling agency work (CBR-LRI).
| CRC Compiled Data
|-
| [[Agency workers have the right to equal treatment]]
| Equalizing
| Flexibilization
| Right
| labor_awork_et
| Metric
| Measures the strength of the law in recognising a right to equal treatment of agency workers (CBR-LRI).
| CRC Compiled Data
|-
| [[Legally mandated notice period increases with seniority First Template]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen1
| Ordinal
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated notice period increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_notped_sen
| Metric
| Measures the strength of the law in increasing the notice periods for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority First Template]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen1
| Ordinal
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Legally mandated severance compensation increases with seniority]]
| Privileging
| Seniority
| Procedure
| labor_redcomp_sen
| Metric
| Measures the strength of the law in increasing severance payments for employees with seniority (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion First Template]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen1
| Ordinal
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Seniority is a decisive redundancy selection criterion ]]
| Privileging
| Seniority
| Procedure
| labor_redsec_sen
| Metric
| Measures the strength of the law in taking account of seniority as a decisive redudancy selection criterion (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise First Template]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size1
| Ordinal
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Dismissal protection depends on size of enterprise ]]
| Privileging
| Selectivity
| Procedure
| labor_dispro_size
| Metric
| Measures the dismissal protection in relation to size of the enterprise (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend1
| Metric
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_gend
| Metric
| Measures non-discrimination based on the gender in terms of access to employment (CRC 1342).
| Own coding
|-
| [[Law provides regulation of positive discrimination of women First Template]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend1
| Binary
| Measures the strength of the law in prescribing positive discrimination of women (CRC 1342).
| Own coding
|-
| [[Law prescribes special measures for women ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_gend
| Metric
| Measures the strength of the law in prescribing special measures for women (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn1
| Binary
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal access to employment concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqacc_ethn
| Metric
| Measures if the law is guaranteeing non-discrimination concerning the ethnicity/race or not (CRC 1342).
| Own coding
|-

| [[Law provides regulation of positive discrimination of ethnicity/race First Template]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn1
| Ordinal
| Measures the strength of the law in prescribing positive discrimination of groups in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides regulation of special measures concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Procedure
| labor_posdis_ethn
| Metric
| Measures the strength of the law in prescribing special measures for groups discriminated against in terms of ethnicity/race (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqpay_new
| Binary
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Equal pay for work of equal value is legally provided for ]]
| Equalizing
| Discrimination
| Right
| labor_eqpay_new1
| Metric
| Measures wether the law is guaranteeing equal pay for equal value or not (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions for men and women ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_gend
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning sex (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race First Template]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn1
| Ordinal
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Law provides for equal working conditions concerning ethnicity/race ]]
| Equalizing
| Discrimination
| Right
| labor_eqwc_ethn
| Metric
| Measures the strength of the law in guaranteeing equal working conditions concerning ethnicity/race (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a general minimum wage First Template]]
| Equalizing
| Discrimination
| Right
| labor_minwage1
| Ordinal
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Employees enjoy right to a general minimum wage ]]
| Equalizing
| Discrimination
| Right
| labor_minwage
| Metric
| Measures the strength of the law in guaranteeing a minimum wage for all employees (CRC 1342).
| Own coding
|-
| [[Right to unionisation ]]
| Collective rights
| Employee representation
| Right
| labor_union
| Metric
| Measures the protection of the right to form trade unions in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Right to collective bargaining ]]
| Collective rights
| Employee representation
| Right
| labor_coll_barg
| Metric
| Measures the protection of the right to collective bargaining or the right to enter into collective agreements in the country's constitution (loosely interpreted in the case of system such as the UK without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Duty to bargain ]]
| Collective rights
| Employee representation
| Right
| labor_duty_barg
| Metric
| Measures the employers duty of the right to reach an agreement with official collective actors in the country's constitution (flexibly interpreted in the case of countries without a codified constitution) (CBR-LRI).
| 3rd Party Data
|-
| [[Extension of collective agreements ]]
| Collective rights
| Employee representation
| Right
| labor_exten_barg
| Metric
| Measures the extension of collective agreements in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Closed shops ]]
| Collective rights
| Employee representation
| Right
| labor_closedshop
| Metric
| Measures the right in prohibiting/permitting pre-entry/post-entry closed shops in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination board membership ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_bmem
| Metric
| Measures the co-determination right of unions/workers in terms of board membership in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Codetermination and information/consultation of workers ]]
| Collective rights
| Employee representation
| Right
| labor_codeterm_info
| Metric
| Measures the rights of information and co-decision making of works councils or enterprise committees in the country's statutory or case law, constitution and relevant court decisions (CBR-LRI).
| 3rd Party Data
|-
| [[Unofficial industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_unoff_indact
| Metric
| Measures the unlawfulness of unofficial industrial action (such as unofficial or ‘wildcat’ strikes) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Political industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_polit_indact
| Metric
| Measures the unlawfulness of political industrial action (i.e. non work-related) in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Secondary industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_second_indact
| Metric
| Measures the constrains on secondary industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Lockouts ]]
| Collective rights
| Industrial action
| Right
| labor_lockouts
| Metric
| Measures the permission of lockouts in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Right to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_right_indact
| Metric
| Measures the protection of the right to industrial action (i.e. strike, go-slow or work-to-rule) in the country's constitution or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Waiting period prior to industrial action ]]
| Collective rights
| Industrial action
| Right
| labor_wait_indact
| Metric
| Measures the requirement of a waiting period prior to industrial action in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Peace obligation ]]
| Collective rights
| Industrial action
| Right
| labor_peace_oblig
| Metric
| Measures the unlawfulness of strikes while peace obligation are in force in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Compulsory conciliation or arbitration ]]
| Collective rights
| Industrial action
| Right
| labor_comp_conc
| Metric
| Measures the right of mandate conciliation procedures or other alternative-dispute-resolution in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Replacement of striking workers ]]
| Collective rights
| Industrial action
| Right
| labor_replac_strike
| Metric
| Measures the prohibition of dismissal for striking workers in the country's statutory or case law, constitution and relevant court decisions or equivalent (CBR-LRI).
| 3rd Party Data
|-
| [[Type of employment law]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ
| Multinomial
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[Standard-setting function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_stand_sett_func
| Metric
| Measures the level of general worker protection in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Privileging function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_priv_func
| Metric
| Measures the level of norm-related privileging in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Equalising function]]
| Labour Law
| Individual labour law
| Labour law function
| labor_equa_func
| Metric
| Measures the level of norm-related equalising in individual labour law (CRC 1342).
| CRC compiled data
|-
| [[Work-injury. Introduction year of first federal law. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. Introduction year of first law as independent nation-state. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstnat
| Date
| Not counting state employees (military or civil servants), (CRC 1342)
|
|-
| [[Work-injury. First law program type. ]]
| Work-injury
| First law
| Program type
| labor_workinjury_firstlaw_programtype
| Multinomial
| Either employer-liability (=1) or a risk-pooling (=2), (CRC 1342)
|
|-
| [[Work-injury. First law cash benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_cash
| Binary
| Provides cash benefits (CRC 1342)
|
|-
| [[Work-injury. First law in-kind health benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_health
| Binary
| Any health services provided by the work-injury law (CRC 1342)
|
|-
| [[Work-injury. First law in-kind other benefits. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_inkind_other
| Binary
| Provides any benefit that is not cash or health, e.g., funerals (CRC 1342)
|
|-
| [[Work-injury. First law benefit duration and amount. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_duration
| String
| Written description of the maximum amount and duration (CRC 1342)
|
|-
| [[Work-injury. First law family benefit. ]]
| Work-injury
| First law
| Benefits
| labor_workinjury_firstlaw_benefit_family
| Binary
| Any provision for family in case of death or injury (CRC 1342)
|
|-
| [[Work-injury. First law group differences. ]]
| Work-injury
| First law
| Inequality
| labor_workinjury_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences (CRC 1342)
|
|-
| [[Work-injury. First law details. ]]
| Work-injury
| First law
| Details
| labor_workinjury_firstlaw_details
| String
| Notes on the first law. Important information that cannot be captured quantitatively (CRC 1342)
|
|-
| [[Work-injury. First risk pooling law. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_firstins
| Date
| Year of first law that involved risk-pooling, either as insurance or fund (CRC 1342)
|
|-
| [[Work-injury. First establishment of a fund. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_fund
| Date
| Year of first law establishing a provident fund for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. First instance of social insurance. ]]
| Work-injury
| First law
| Program Type
| labor_workinjury_first_socins
| Date
| Year of first law establishing social insurance for at least part of the workforce (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants
| Date
| Year of first law covering civil servants (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_coverage
| String
| Which civil servant groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Civil servant first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_civilservants_fullcoverage
| Date
| Year of law first covering all* civil servants (*defined as literally all, over 80% or all possible), (CRC 1342)
|
|-
| [[Work-injury. Military first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military
| Date
| First law covering any (sub) groups of the military (CRC 1342)
|
|-
| [[Work-injury. Military first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_coverage
| String
| A description of which groups were covered by the first law
|
|-
| [[Work-injury. Military first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_military_fullcoverage
| Date
| Year of law first covering all* enlisted (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. White-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar
| Date
| Year of law first covering any white-collar, commercial workers (CRC 1342)
|
|-
| [[Work-injury. White-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342
|
|-
| [[Work-injury. White-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_whitecollar_fullcoverage
| Date
| Year of law first covering all* white-collar workers (*defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar
| Date
| Year of law first covering any segment of the blue-collar work-force (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_bluecollar_fullcoverage
| Date
| Year of law first covering all* blue-collar industrial workers (*not counting agriculture; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Blue-collar first full-coverage social insurance. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstins_bluecollar_fullcoverage
| Date
| Year of law first covering all blue-collar industrial workers with social insurance
|
|-
| [[Work-injury. Farmers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers
| Date
| First law covering farmers - those who own or manage their own farm (CRC 1342)
|
|-
| [[Work-injury. Farmers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Farmers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_farmers_fullcoverage
| Date
| Year of law first covering all* farmers (*own/manage own-farm; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp
| Date
| Year of first law covering some or all self-employed workers (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Self-employed first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_selfemp_fullcoverage
| Date
| Year of law first covering all* self-employed(*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law introduction year. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers
| Date
| Year of first law covering some or all agricultural workers (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_coverage
| String
| A description of which groups were covered by the first law (CRC 1342)
|
|-
| [[Work-injury. Agricultural workers first law full coverage. ]]
| Work-injury
| First law
| Coverage
| labor_workinjury_firstlaw_agriworkers_fullcoverage
| Date
| Year of law first covering all* agricultural workers (*not counting farmers; defined as literally all, over 80% or all possible) (CRC 1342)
|
|-
| [[Work-injury. First-law according to US Social Security Administration. ]]
| Work-injury
| First law
| Introduction
| labor_workinjury_firstlaw_sspw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Work-injury. Replacement rate temporary. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_temp
| Metric
| Wage replacement rate for incapacity to work for a period of 6 months, with expected return to full work (CRC 1342)
|
|-
| [[Work-injury. Replacement rate permanent. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_replacement_rate_perm
| Metric
| Wage replacement rate for incapacity to work for a period of 12 months, unexpected to return to full work (CRC 1342)
|
|-
| [[Work-injury. Coverage as percent of labor force. ]]
| Work-injury
| Legal
| Inclusivity
| labor_workinjury_coverage
| Metric
| Percentage of the labor force legally covered by main work-injury law, and all subsidiary laws and exceptions (CRC 1342)
|
|-
| [[Work-injury. Duration of temporary wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_temp
| Metric
| Legal duration of benefits for temporary incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Duration of permanent wage replacement. ]]
| Work-injury
| Legal
| Benefits
| labor_workinjury_duration_perm
| Metric
| Legal duration of benefits for permanent incapacity to work due to a work-injury (CRC 1342)
|
|-
| [[Work-injury. Replacement rate single worker harmonized for SIED and imputed for full world. ]]
| Work-injury
| Legal
| Benefits
| workinjury_replacement_rate_single_SIED_harmo_full
| Metric
| Multi-law and applied policy legal replacement rate for incapacity to work due to a work-injury, world imputed (CRC 1342)
|
|-
| [[Work-injury. Coverage as a percent of labor force SIED harmonized and imputed for full world. ]]
| Work-injury
| Legal
| Inclusivity
| workinjury_coverage_SIED_harmo_full
| Metric
| Multi-law and applied legal coverage as a percent of the labor force against a work-injury, world imputed (CRC 1342)
|
|-
| [[Unemployment. Introduction year of first federal law. ]]
| Unemployment
| First law
| Introduction
| labor_unemp_firstlaw
| Date
| Not counting state employees (military or civil servants) (CRC 1342)
|
|-
| [[Unemployment. First law program type. ]]
| Unemployment
| First law
| Program type
| labor_unemp_firstlaw_programtype
| Multinomial
| Nature of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law financing mode.]]
| Unemployment
| First law
| Financing
| labor_unemp_firstlaw_financing
| Multinomial
| Financing mode of first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law beneficiaries.]]
| Unemployment
| First law
| Coverage
| labor_unemp_firstlaw_beneficiaries
| Multinomial
| Which groups were covered by the first unemployment system (CRC 1342)
|
|-
| [[Unemployment. First law benefit duration and amount. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_duration
| String
| Written description of the maximum amount and duration of unemployment (CRC 1342)
|
|-
| [[Unemployment. First law family benefit. ]]
| Unemployment
| First law
| Benefits
| labor_unemp_firstlaw_benefit_family
| Binary
| Any provision for family in case of unemployment
|
|-
| [[Unemployment. First law group differences. ]]
| Unemployment
| First law
| Inequality
| labor_unemp_firstlaw_groupdiff
| String
| Any groups excluded by race, ethnicity, place of birth, language, religion, gender, or other non-occupation-related group differences
|
|-
| [[Introduction dates employment legislation]]
| employment legislation
| employment protection
| regulation of contract
| labor_employleg_employpro_regcontract
| Date
| The data set captures years of introduction of the first law concerning the regulation of contracts (CRC 1342)
| CRC compiled data
|-
| [[Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_string
| String
| Typology of legal segmentation in employment law with related types and middle category (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law ]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short
| Multinomial
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|-
| [[SPE-Type of employment law (string)]]
| Labour Law
| Individual labour law
| Labour law typ
| labor_emplaw_typ_short_string
| String
| Typology of legal segmentation in employment law (CRC 1342).
| CRC compiled data
|}

Equal treatment of part-time with full-time workers (CBR-LRI)

2020-03-10T16:07:31Z

Fanon: Created page with "Indicator measuring the existence and strength of legislation concerning the equal treatment of part-time with full-time workers. Developed by Adams, Deakin et al. for the C..."

Indicator measuring the existence and strength of legislation concerning the equal treatment of part-time with full-time workers. Developed by Adams, Deakin et al. for the [[CBR-LRI Dataset]].

==Coding Rules==
Equals 1 if the legal system recognises a right to equal treatment for part-time workers (as, for example, in the case of EC Directive 97/81/EC.
Equals 0.5 if the legal system recognises a more limited right to equal treatment for part-time workers (via, e.g., sex discrimination law or a more general right of workers not be treated arbitrarily in employment).
Equals 0 if neither of the above.
Scope for scores between 0 and 1 to reflect changes in the strength of the law.

==Bibliographic info==
'''Citation:''' CBR-LRI (2017)

==Misc==
'''Data release:''' April 2017

'''Revisions:'''

==Sources==
<li>Adams, Zoe; Bishop, Bishop; Deakin, Simon (2017): CBR Labour Regulation Index (Dataset of 117 Countries), Cambridge Centre for Business Research 2017, https://doi.org/10.17863/CAM.9130</li>
<li>Adams, Zoe; Bastani, P.; Bishop, L.; Deakin, Simon (2017): The CBR-LRI Dataset. Methods, Properties and Potential of Leximetric Coding of Labour Laws, 33 Journal of Comparative Law and Industrial Relations, pp. 59-92</li>