Notice period increases with seniority (WoL, V2)

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Quick info
Data type Numeric
Scale Metric
Value labels Not applicable in the strict sense since the scale is quasi-metric, but for coding the following values were used for orientation:
  • 1 = the law provides increasing steps for more then 10 years
  • 0.75 = the law provides increasing steps from 5 up to 10 years
  • 0.5 = the law provides increasing steps from 2 and up to 5 years
  • 0.25 = the law provides increasing steps for up to 2 years
  • 0 = the law do not provides increasing steps / notice periods

Further gradations between 0 and 1 reflect changes in the strength of the law.

Technical name labor_priv_sen_notif
Category Labour and labour market
Label Notice period increases with seniority
Related indicators

It is coded whether and in which steps the notice period increases with increasing length of service with the company (seniority).
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.

Coding rules

Equals 1 if the mandated notice period increases in steps for more than 10 years; equals 0.75 if the mandated notice period increases in steps for more than 5 up to 10 years; equals 0.5 if notice period increases in steps for more than 2 and up to 5 years; equals 0.25 if notice period increases in steps for up to 2 years; equals 0 if there is no increase of the notice period with seniority or dismissal protection does not exist. Scope for further gradations between 0 and 1 to reflect changes in the strength of the statutory law.
For detailed coding rules, please consult Fechner/Carlino 2025.

Bibliographic info

Citation: Fechner, Heiner and Marina Carlino (2025). Worlds of Labour (WoL) Leximetric Dataset. University of Bremen.

Related publications:
  • Mückenberger, Ulrich, 1985. "Die Krise des Normalarbeitsverhältnisses - Hat das Arbeitsrecht noch Zukunft?" Zeitschrift für Sozialreform 31: 415-434; 457-475
  • 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.
  • 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.

Misc

Project manager(s):
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.

Data release:
  • Version 0.001: Initial release

Revisions: No revisions yet.
This is the first version of the dataset of the thoroughly revised Version 2 WoL template; for the first time, all variables including those originally stemming from CBR-LRI have been coded/revised under WoL criteria. A preliminary version with compiled data (CBR-LRI and WoL) has been published in WeSIS marked by "CBR-LRI-based" and "WoL, V1".

Sources

Own coding.
Fechner, Heiner, and Marina Carlino (2025). Coding Legal Segmentation in Employment Law. The Worlds of Labour (WoL) Dataset. SFB 1342 Technical Paper Series, 22. Bremen: SFB 1342. https://doi.org/10.26092/elib/4191


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