Cascading employment is an increasingly prevalent yet understudied form of employment arrangement, where an employer places a worker in a client’s workplace through a sequence of labour intermediaries, with no direct contractual relationship between the worker’s employer and the end client. In this article, cascading employment is conceptualised as a distinct and normalised form of precarious work and differs from ‘triangular employment’ in several dimensions. The study reported herein draws on interviews with U.S.-based IT workers and stakeholders engaged in cascading employment. Findings reveal three key dimensions of cascading employment: multilayeredness, hierarchical fissuring, and relationship heterogeneity. These dimensions contribute to the aspects of precariousness of employment, including diluted income, heightened employment uncertainty, reduced worker control over working conditions, and limited legal protections. Moreover, the precariousness of cascading employment stems from the complexity of the employment arrangements, not merely from factors such as contract type, employment status, and industry, which are typical in explaining precariousness. Therefore, ‘complexity of employment arrangements’ should be recognised as a crucial criterion for employment precariousness. ‘Complexity’ can be measured by the number of actors involved, the extent of fissuring in employer costs and responsibilities, and the variety and intensity of inter-actor relationships.

Much has been made about the impact of new technologies on the organisation of work in the professions. However, the gendered effect of technological change has rarely been a focus of investigation, even though these transformations are occurring in a context of persistent and pervasive gendered inequality. This paper aims to address this gap, using the case of the legal profession to understand the gendered impact of technological change. Drawing on insights developed through interviews with 33 senior legal stakeholders, the paper finds that technological change plays out in contradictory ways, offering both promise and peril for gender equality within the legal profession. We identify four key concepts – bifurcation, democratisation, humanisation, and flexibilisation – to elucidate the intricate interplay between technology and gendered legal careers, acknowledging the dual potential that technology holds for advancement and adversity. We argue for proactive measures and strategies to be adopted by legal institutions, professional associations, and employers, to harness the benefits of new technologies while mitigating the very real risks such technologies pose to a more gender-equitable future of work.

The United Nations International Labour Organization (ILO) has recently incorporated driver pay into its guidelines on the promotion of safe and decent work in road transport. ILO guideline 73 states that ‘the remuneration of … CMV [commercial motor vehicle] drivers should be sustainable and take into consideration the attractiveness and sustainability of the industry’. In the spirit of this, we explore the relationship between truck drivers’ relative income and intrastate motor carrier safety performance. We utilise the United States (US) Bureau of Labor Statistics Occupational Employment and Wage data for heavy and tractor-trailer truck driver median annual incomes and the US Census Bureau’s American Community Survey estimates of median household incomes to construct county level relative income ratios for truck drivers. This information is merged with public safety data to analyse the relationship between truck drivers’ relative pay and motor carrier safety performance. We find that, all else constant, carriers located in counties where driver earnings are relatively high tend to experience fewer crashes. This provides evidence that safety performance is better when driver pay is more attractive in the truck driver labour market and, consequently, validates the ILO’s assertion under guideline 73.

In the employment context, non-competes are contractual terms which provide that once the employment ends the employee cannot work for another employer in the same industry or field (i.e. a competitor), within a specified geographic area, for a specified time. The existing law and practice regarding non-competes in Australia is plagued with confusion and uncertainty. Non-competes also have adverse economic consequences; they are associated with reduced employee mobility and consequent negative impacts on wages and productivity.

The use of non-competes by Australian business has increased over the past 5 years and absent a policy response; this trend is likely to continue. Non-competes are no longer limited to highly paid executives but now apply to about one in five Australian workers, across income, age, occupational, and education groups.

The distribution and prevalence of non-competes in Australia are broadly consistent with data in other developed economies. A number of jurisdictions within the Organisation for Economics Co-operation and Development have imposed restrictions on the use of non-competes. The US Federal Trade Commission is considering a ban on their use and, in the UK, the government has announced its intention to limit the term of non-competes to 3 months. In Australia, the Competition Minister has recently asked the Australian Competition and Consumer Commission and Treasury for advice on the competitive aspect of non-competes. The Australian Government released an Issues Paper (https://treasury.gov.au/sites/default/files/2024-04/c2024-514668-issues-paper.pdf#page40) – ‘Non-competes and other restraints: understanding the impacts on jobs, business and productivity’ in April 2024. The Issues Paper outlines the existing research and evidence in Australia and overseas on the use and effects of non-competes. A public consultation process will conclude in May 2024 and Treasury will advise the Government on the outcomes of the consultations by the end of 2024.

After reviewing the arguments for and against restricting the ‘reach’ of non-competes, I conclude that the weight of the evidence favours a regulatory response to ameliorate the unfairness inherent in the existing law and practice. A number of possible regulatory responses are considered.

Understanding gender disparities in home-based self-employment (HBS) and their links to homeownership and socioeconomic factors is crucial for advancing sustainable development goals (SDGs) in Sub-Saharan Africa, especially Nigeria. This study uses data from the 2010/2011, 2012/13, 2015/16, and 2018/19 waves of the Nigerian General Household Survey (GHS). It employs random effect probit regression, the LASSO method for identifying predictors, and the Blinder–Oaxaca decomposition technique to analyse gender differences in nonlinear binary outcomes. The results show that female business owners are more likely to engage in HBS compared to males, highlighting the importance of gender equality (SDG 5) and decent work (SDG 8). While male entrepreneurs are mainly driven by profit, females prioritise balancing paid and unpaid work, reflecting motivations beyond profit within heterodox economics. Significant gender-differentiated impacts are observed in relation to monthly rent, post-secondary education, dwelling space, energy, and regional locations. Notably, the presence of children significantly increases female involvement in HBS, a trend not seen among males. Marriage also influences female participation, suggesting that marital circumstances and economic benefits play a role. These findings highlight the need for policies addressing gender-specific constraints, challenging traditional gender roles, and promoting inclusive human development within the SDG framework.

The construction industry is experiencing high demand for workers. Apprenticeship programmes are essential pipelines of skilled workers into the construction industry; however, apprenticeship completion rates are only around 25%. To promote apprenticeship retention and increase the number of apprentices, it is necessary to identify factors that relate to cancellation from apprenticeship programmes (i.e., leaving prior to programme completion). Using data from the Registered Apprenticeship Partners Information Database System, we descriptively characterised completion and cancellation, then conducted a time-to-event analysis of n = 335,212 construction apprentices from 2012 to 2023 to examine factors related to cancellation. Among all apprentices, 40.1% cancelled from their apprenticeship programmes, while 24.8% completed and 35.0% were actively registered at the end of the study period. Results from the time-to-event analysis show females had significantly higher odds of cancellation than males (OR: 1.11; 95% CI: 1.08, 1.15). Compared to White apprentices, American Indian/Alaska Native (OR: 1.13; 95% CI: 1.08, 1.18), Black/African American (OR: 1.41; 95% CI: 1.39, 1.44), and multiracial apprentices (OR: 1.09; 95% CI: 1.02, 1.17) had significantly higher odds of cancellation, while Asian apprentices had significantly lower odds of cancellation (OR: 0.79; 95% CI: 0.75, 0.83). Non-unionised workers were significantly more likely to cancel their apprenticeship programmes (OR: 1.77; 95% CI: 1.74, 1.80). These results indicate that individual demographic and organisational factors can influence apprenticeship cancellation. Reducing barriers to apprenticeship completion can help address the current skilled worker shortage, and identifying factors that impact entry into the industry for minoritised groups can promote equity within the industry.

Outlining the economic significance of the role of global supply chains (GSCs) in the organisation of the global economy, this paper initially presents some indications of health and safety outcomes in low- and middle-income counties (LMICs) where GSCs source much of the production destined for use in advanced economies. It goes on to discuss the operational dynamics of these chains and the corporate priorities that they reflect, which, it argues, do little to improve the poor work health and safety (WHS) outcomes in LMICs. It then examines evidence for the effectiveness of various private and public regulatory strategies that are claimed to bring about improved health and safety practices and outcomes among GSC suppliers in these countries. The paper critically evaluates this evidence and argues that, while there may be some examples of effective strategies and regulatory practices in particular contexts, their overall influence remains limited. It identifies and discusses the principal reasons for these limitations and concludes that the global regulation of conditions of labour – including WHS – at the end of GSCs falls well short of universal best practice and is, more generally, insufficient to counter the economic forces working against the maintenance of adequate standards of worker protection.

Spain increased its minimum wage (MW) by 22% in 2019. Given the intense debate in the economic literature on the impact of MW increases on the labour market, we conduct an impact assessment of this policy. The synthetic control method will be used to replicate the Spanish labour market by means of a pool of European countries that, in the absence of other reliable measures, simulates the evolution of Spanish employment. This will allow us to identify the causal effect from the increase in the MW. After applying the technique, the increase in the MW is found to have no effect on employment. The results have been subjected to robustness tests such as leave one out or segmentation by gender or age.

This paper explores the (de-)routinisation of employment structure in developing countries, through the case of Morocco. We investigate employment (de-)routinisation from an often-overlooked perspective, aiming to elucidate the interplay between the dynamics of occupational employment composition by the level of routine tasks intensity and two structural aspects: premature deindustrialisation and the prevalence of informal labour.

Our findings, based on tertile analysis and regressions, do not fully support the hypothesis of employment structure de-routinisation. At the same time, we could not identify a clear process of routinisation similar to that observed in developing countries undergoing the first stage of the traditional structural transformation process. Rather, we identified an inverted U-shaped pattern in the dynamics of occupational employment, indicative of a rise in intermediate routine-intensive occupations.

We emphasise two key factors, with opposite effects that have contributed to this atypical pattern: The first aspect is premature deindustrialisation, which according to our shift-share decomposition, has adversely affected highly routine-intensive jobs, contrasting with the routinisation trend observed in countries that have experienced a more traditional process of structural transformation. The influence of premature deindustrialisation in terms of de-routinisation is somewhat mitigated by the increasing prevalence of occupations demanding intermediate routine tasks, particularly within the services and construction sector. Regarding the second structural aspect – the prevalence of informal labour – our three-way interaction model indicates a lower susceptibility of informal jobs to de-routinisation compared to their formal counterparts within the same industry. Consequently, the prevalence of informal employment has slowed down the process of de-routinisation of employment structure.

This study explores labour market segmentation within the Turkish construction industry, in a developing country context characterised by refugee influxes and heightened earthquake risks. We apply statistical and regression analyses using 2002–2020 Household Labour Force Survey data to explore segmentation with a specific focus on payment, job type and social security enrolment. The findings reveal a segmented labour market where the progress in regular, permanent and registered employment in the 2000s failed to encompass most construction workers. Lower wages, and temporary and unregistered work are more common among the youngest and oldest workers, those with poor education and qualification levels, immigrants, and those employed by micro enterprises. The construction industry lags behind both manufacturing and services in terms of registered and permanent employment rates and average wages. The prevalence of workers in elementary jobs with little education highlights the ongoing challenge of ensuring a highly skilled workforce, while reconstruction activities in earthquake-prone zones and the demand for urban transformation in Türkiye are increasing. We argue that improvements in working conditions constitute an urgent restructuring component in the sector for elevating the status of construction jobs, addressing the shortage of skilled labour and ensuring a high-quality building stock that upholds the right to a secure life in Türkiye.

In recent decades, there has been a global growth of the use of contract labour in the mining industry, primarily driven by cost/flexibility considerations. At the same time, contracting has been associated with poorer occupational health and safety (OHS) outcomes across a range of industries. Drawing on published research, theses, and government reports, this paper critically reviews the available evidence on the OHS effects of contract labour in mining and the likely implications of further growth in this trend. This evidence confirms that the use of contract labour is associated with worse OHS outcomes, and that the Ten Pathways and Pressure, Disorganisation, and Regulatory failure (PDR) models are both valuable in explaining this. The latter point is confirmed by a more detailed examination of four serious mine incidents in NSW and Queensland. The paper identifies some gaps and areas for further research as well as the actions that mining companies, regulators, and unions could take to improve contractor safety. Notwithstanding the latter, the paper argues that the most effective way of improving contractor safety in mines is reducing the use of contractors overall and concentrating their activities in areas such as major shutdowns/repairs, where contractors have specialised expertise to undertake non-routine tasks. Despite oft-repeated phrases such as zero-harm and management systems, the corporate shift to using contractors is primarily driven by cost-cutting and highlights how OHS is compromised by such priorities.

Work-related stress is a major occupational health and safety (OHS) issue that has industrial relations origins. Aside from the moral and human rights imperatives to improve the corporate climate for worker psychological health (as per psychosocial safety climate, PSC), there are strong economic costs for not doing so. PSC refers to worker perceptions of the corporate safety system to protect and promote workers’ psychological health and wellbeing. It is a leading indicator of working conditions, which in turn affect workers’ health and work engagement. In this study, we estimate the attributable economic cost of low PSC due to sickness absence and turnover. Data were collected from a multinational company using survey at Time 1 (T1) and objective company data (i.e., sickness absence and turnover) after one year (T2). Using regression analysis and a matched sample of 617 responses, PSC was negatively related to future sickness absence. A binomial logistic regression with 1268 respondents (i.e., all responses at T1) showed that PSC was negatively related to future voluntary turnover. An economic analysis suggests that improving OHS via PSC could save an organisation with 5000 employees USD 0.6–2.7 million per year. Building PSC to protect and promote workers’ psychological health is a likely economic saving on organisational productivity.

Indigenous-owned businesses in Australia are strong employers of Indigenous people, maintaining rates of Indigenous employment that are not seen across the breadth of the Australian economy. Despite an increasing focus from governments and private organisations to improve rates of Indigenous employment, there is limited evidence to suggest that substantial improvements are being made. Despite acknowledgement from government of the crucial role played by Indigenous employers in creating Indigenous employment, there has been little focus on what may be learned from the Indigenous business sector in informing public and private Indigenous workplace and recruitment policies. Given the significantly strong levels of Indigenous employment in Indigenous-owned businesses, it is important to interrogate the extent to which this employment differs from that in non-Indigenous businesses and the potential explanations for such divergence. Using data from Supply Nation (2,291 Indigenous-owned businesses) and a survey of 680 non-Indigenous businesses, this paper finds that Indigenous businesses employ Indigenous people at a rate 12 times higher than non-Indigenous businesses. Regression analyses and Oaxaca–Blinder decompositions reveal that these divergent employment outcomes cannot be explained by the broad characteristics of the two sectors (such as industry, location, or profit status). These findings help confirm that the unique workplace practices of Indigenous businesses may explain their strong Indigenous employment and, therefore, provide the template for all Australian businesses to be better employers of Indigenous people.

The Australian debate over Investor-State Dispute Settlement (ISDS) sharpened in 2023 because Australian mining billionaire Clive Palmer, having previously registered his mining company in Singapore, has claimed to be a Singaporean investor. He is using ISDS provisions in the 2012 ASEAN-Australia-New Zealand Free Trade Agreement and the amended 2017 Singapore-Australia Free Trade Agreement to sue the Australian government for a total of A$410 billion in three separate claims. This article uses Cox’s critical theory framework developed by Schneiderman to explain the historical development and power dynamics of ISDS, the contest between its business supporters and social movement critics, and the impact of this contest on governments. It then analyses the Palmer claims and explores the global debate about ISDS, including its increased use by fossil fuel companies against government regulation of carbon emissions, which has led to increased resistance from social movements and governments. ISDS is also being reviewed by the United Nations and World Bank institutions which provide arbitrators for its tribunals and by the Organisation for Economic Co-operation and Development. The conclusion assesses the debate over whether ISDS can be reformed and its future viability.

Companies and business lobby groups bemoan a lack of qualified workers, even for entry-level or low-skill jobs. At issue is a stated inability to find workers with the right ‘fit’ for the role or business. But what does fit really mean? We draw on human capital theory and labour segmentation theory to examine how perceptions of fit are shaped. We conducted ninety-three interviews with food service workers, managers, and other industry stakeholders and found that employment decisions are shaped by stereotypes, with a particular focus on ‘pretty privilege’ or aesthetic labour, as well as Indigeneity, citizenship, race, and gender. We present implications for research and practice in the food services industry.

Australia’s education system is one of the most developed globally and also one of the most privatised. Despite the substantial expenditure by state governments and the federal government, it is profoundly unequal with respect to access, funding, resources, and results from early childhood education to university. The inequality has class and spatial features, and Indigenous Australians are at the bottom of the rung. Drawing on Bourdieu’s concepts of cultural, social, and economic capital, I show that the education system, whilst certainly allowing for some mobility, facilitates the reproduction of the existing class structure. Children from low-income households are more likely to not attend childcare, to attend a school that lacks resources and where going on to university is viewed as exceptional rather than the rule. In contrast, the economic capital of wealthier households allows them to access childcare and elite private schools. The cultural and social capital of these schools reproduces a born to rule ethos, and progression to an elite university is an assumed path.

In this paper, we introduce a unique dataset derived from a survey conducted among 450 Syrian refugee workers and the owners/managers of the firms in which they are employed in Istanbul, Turkey. We utilise this data to investigate the connection between the wage-productivity gap and perceived economic and social discrimination. The findings of the study indicate that individuals facing a wider wage-productivity gap tend to report higher levels of economic and social discrimination. These results remain consistent even after incorporating various variables at both the worker and firm levels into the analysis. These findings imply potential policy recommendations that policymakers should take into account.

Most truck drivers experience economic pressure in the form of low pay rates, no pay for non-driving work time, and long work hours. Unpaid working time, leading to low effective pay rates, encourages drivers to work excessive hours to pursue target earnings, which leads to fatigue and working time violations, and ultimately raises crash rates. This paper explores the complex relationship between regulatory violations, pay incentives, and crashes, to determine the effects of economic forces on carrier safety. We use data from 13,904 intrastate trucking companies in the United States, as well as median hourly truck driver wages from data published by the Bureau of Labor Statistics. We find that controlling for observed regulatory violations (hours of service, unsafe driving, and substance abuse), at the mean, 1% higher driver wages are associated with 1.04% fewer crashes. Stated differently, a 10% wage increase would be 5 times as effective as a 10% reduction in ‘unsafe driving’ or 2.5 times as effective as a 10% reduction in ‘driver fitness’ violations. This unit elasticity between driver pay and crashes suggests that higher compensation will bring direct and commensurate worker and public safety benefits. Every unit in higher pay, at the mean, will lead to a corresponding unit improvement in safety. Our findings suggest that the most effective way for regulators to pursue their mission to reduce crashes, fatal or otherwise, would be to collect firm-level data on truck driver compensation and allow their methodology to follow sound science.

Working Nation is not the radical break with the existing policy framework implied by Albanese’s pre-election rhetoric. However, restoring a meaningful definition of full employment as an objective of government policy is a step in the right direction.

There is evidence that seaweed production can involve a variety of physical risks, but there has been little study of how wider contextual factors – such as enterprise size, economic and business relations, and forms of employment arrangements – may affect workers’ safety. This study explores the impact of such aspects on workers’ experiences of occupational safety and health (OSH) risks and their management in the developing seaweed industry, in North West Europe. Based on qualitative findings from a survey and discussions with owners/managers, workers and stakeholders in the industry, the study identified a number of issues relating to OSH in seaweed production. These include the predominance of micro small enterprises, the presence of significant risks to health and safety and limitations in the capacity of owners/managers to address them, as well as structural and economic factors in the sector that promote precarious work, and the low visibility and inaccessibility of micro and small enterprises (MSEs) to both public and private regulations. The paper discusses experiences of these issues in the emergent industry and relates them to the wider literature about work health and safety in micro and small firms and precarious and non-standard forms of work, typically found in agriculture and food production. Findings point to the need for better orchestration of public and private regulatory influences and further research to determine if strategies that are seen as successful in other sectors could be transferred to the emergent European seaweed industry.