This paper builds upon Bartelsman, Lopez-Garcia, and Presidente (2018) and provides empirical evidence on the cyclical features of labour reallocation in a sample of European Union (EU) countries over the Great Recession and the slow recovery. The analysis makes use of cross-country micro-aggregated data on firm dynamics and productivity from release 6 of the ECB CompNet database. While productivity-enhancing reallocation generally is counter-cyclical, with a stronger effect providing a silver lining in downturns, it was weaker during the Great Recession in the EU, but reverted back to more normal patters in the most recent years.

People with mental illness face stigma and discrimination in a variety of settings which can have an economic impact. Aim – The aim of this paper was to identify literature on the economic impact of mental illness stigma. Methods – A systematic review of the literature identified 30 papers from 27 studies by searching electronic databases and hand searching reference lists. Results – Mental illness stigma/discrimination was found to impact negatively on employment, income, public views about resource allocation and healthcare costs. Conclusions – Stigma and discrimination regarding mental health problems lead to adverse economic effects for people with these conditions. Interventions that reduce stigma may therefore also be economically beneficial.

Declaration of Interest: This study was funded in relation to a National Institute for Health Research (NIHR) Applied Programme grant awarded to the South London and Maudsley NHS Foundation Trust, and in relation to the NIHR Specialist Mental Health Biomedical Research Centre at the Institute of Psychiatry, King's College London and the South London and Maudsley NHS Foundation Trust. There is no conflict of interest in connection with the submitted article.

This study examines the relationship between ethnicity and the provision of assistance to older relatives. A sample of employed Canadians (N = 2,753), a subsample of the CARNET Work and Family Survey, is used to explore how ethnicity influences the amount of assistance provided to older relatives. Findings from our study suggest that Asians, East Indians, and Southern Europeans provide higher levels ofhelp than British respondents. Final obligation affects the amount of help provided but plays a similar role within each ethnic group. However, structural factors — in particular, living arrangement and age — are stronger predictors of the level of involvement in helping older relatives than are cultural factors of filial obligation and belonging to a particular ethnic group.

This research evaluates a mediational model of work-family conflict among employees with caregiving responsibilities for older relatives. In a survey of employees from eight organizations, 396 women and 316 men completed measures assessing their eldercare involvement, the extent to which their family responsibilities interfered with work (FIW), the extent to which their work interfered with family (WIF), job satisfaction, job costs (e.g., missed meetings), and absenteeism. Eldercare involvement was significantly associated with FIW for women but not for men. Among women, FIW was related to job dissatisfaction and absenteeism; among men, it was related to job costs and absenteeism. WIF was unrelated to eldercare, but was associated with FIW and job costs for both women and men. It also was associated with job satisfaction for men. The findings of the current study suggest that eldercare responsibilities impact on the workplace indirectly by arousing conflict between family and work.

British research on exit from the labour market has been mainly concerned with men, but US research shows retirement for women is equally salient. Gender differences in attitudes to employment and reasons for early exit are relevant to employment and pension policy.

In this paper, we use data from the Social Change and Economic Life Initiative survey to examine gender differences in attitudes to employment among over 2,500 British women and men aged 40 to 59. A key concern was to discover whether the decline in mid-life women's employment through their fifties could be explained by a change in attitudes with age, or was more likely to be due to age-related barriers in the labour market.

Analysis shows that among mid-life people who were not employed, financial considerations were the predominant influence on men's job-seeking whereas for women psychosocial aspects of having a job were also important. Mid-life women showed no decline in their motivation towards employment with age, indicating that women's early exit cannot be explained by reduced desire for employment with age. However, there was evidence of perceived age barriers to employment or promotion which were likely to have affected behaviour and attitudes.