Paid work associated with digital platform businesses (in taxi, delivery, maintenance and other functions) embodies features which complicate the application of traditional labour regulations and employment standards. This article reviews the extent of this type of work in Australia, and its main characteristics. It then considers the applicability of existing employment regulations to these ‘gig’ jobs, citing both Australian and international legislation and case law. There is considerable uncertainty regarding the scope of traditional regulations, minimum standards and remedies in the realm of irregular digitally mediated work. Regulators and policymakers should consider how to strengthen and expand the regulatory framework governing gig work. The article notes five major options in this regard: enforcement of existing laws; clarifying or expanding definitions of ‘employment’; creating a new category of ‘independent worker’; creating rights for ‘workers’, not employees; and reconsidering the concept of an ‘employer’. We review the pros and cons of these approaches and urge regulators to be creative and ambitious in better protecting the minimum standards and conditions of workers in these situations.

This discussion paper by a group of scholars across the fields of health, economics and labour relations argues that COVID-19 is an unprecedented humanitarian crisis from which there can be no return to the ‘old normal’. The pandemic’s disastrous worldwide health impacts have been exacerbated by, and have compounded, the unsustainability of economic globalisation based on the neoliberal dismantling of state capabilities in favour of markets. Flow-on economic impacts have simultaneously created major supply and demand disruptions, and highlighted the growing within-country inequalities and precarity generated by neoliberal regimes of labour market regulation. Taking an Australian and international perspective, we examine these economic and labour market impacts, paying particular attention to differential impacts on First Nations people, developing countries, women, immigrants and young people. Evaluating policy responses in a political climate of national and international leadership very different from those in which major twentieth century crises were addressed, we argue the need for a national and international conversation to develop a new pathway out of crisis.

Discussion of the implications of precarious work for individual workers remains hesitant and often confused. A clear conceptualisation would separate out five analytical levels: precariousness in employment, precarious work, precarious workers individually and as an emerging class, and precarity as a general condition of social life. To illustrate the need to avoid slippage between the concepts of precarious work and precarious workers, we present one ‘theory-relevant’ example – full-time secondary school students in Australia who hold part-time jobs in the retail sector. Their part-time jobs are indeed precarious but the negative effects on the student-workers are modest, both because participation in precarious work is limited (moderate weekly hours and intermittent work within the framework of a brief stage of the life course) and because many (though not all) of the associated risks are cushioned by structural forces such as access to alternative income sources and career paths. At the same time, however, a longitudinal perspective reveals that the same group of student-workers faces major risks in the future, as a result of increasingly insecure labour markets. Reflections on this example help to identify conceptual tools that can be applied to a wide range of other examples of precarious work.

Digital platform businesses primarily utilise on-call contingent workers, using their own tools and equipment, to perform the productive work associated with the supplied service. The expansion of this business model has led some to proclaim that traditional ‘jobs’ will come to an end. Some welcome this development, others fear its consequences for the stability and quality of work – but most see it as driven primarily by technology, and therefore largely ‘inevitable’. This article provides historical and theoretical perspective on the expansion of digitally mediated work, to better understand the range of forces (technological, economic and socio-political) at work. It shows that the major features of platform work were all visible in earlier periods of capitalism, but they became less prominent with the rise of the ‘standard employment relationship’ in the 20th century. The rise and fall of the standard employment relationship is described with reference to the changing context for the labour extraction effort of private employers. A better understanding of the complete range of forces driving changes in work organisation, and a rejection of the assumption that they are technologically determined and hence inevitable, can inform regulatory and political responses to the rise of platform work.

By the end of the 20th century, there was general agreement that most labour markets were in transition and that employment was becoming less secure. However, official labour market data have not shown a dramatic increase in temporary or casual employment. This article takes a new look at the changing characteristics of employment and offers a new method to measure employment security: the Employment Precarity Index. We use the Employment Precarity Index to assess how insecure employment associated with a ‘gig’ economy might affect well-being and social relations, including health outcomes, household well-being and community involvement.

The ‘gig economy’ uses digital platforms to bypass many of the regular responsibilities and costs of employment. Ambiguity as to whether gig-economy workers are independent contractors, dependent contractors or employees allows the undermining of traditional labour standards governing minimum wages and other legislated employment conditions. Labour law and institutions need to catch up to the new reality of this form of work and develop new tools to protect and enhance minimum standards for workers in digital platform businesses. Unions, business and government all have a role to play in the long term. Meanwhile, direct engagement between these new firms and workers’ advocates can also help to mitigate the risks posed to labour standards by digital business models, by addressing regulatory gaps. This article is a case study of innovative negotiations between one platform business (Airtasker) and Unions New South Wales, a peak trade unions body in New South Wales, Australia, in order to establish agreed minimum standards for engagements negotiated through this platform.

The term ‘precarious employment’ is widely used to describe irregular and insecure work arrangements that have grown substantially in both rich and poor countries since the late 1970s. Like the term ‘contingent work’, precarious employment has been adopted and increasingly used by academic researchers and later policymakers since the 1980s. However, the term has deeper historical roots and its recent use can be more accurately seen as a revival as labour markets have taken on some features characteristic of an earlier period. This article examines the use of the term ‘precarious employment’ in political and public debate in the century or more prior to the 1930s, finding that in key respects, this use mirrors contemporary debates. Recognising that precarious employment was a pervasive feature of labour markets in developed countries prior to World War Two has a number of major benefits for contemporary debates. These include a better understanding of the policies that shape the extent of precarious employment. Historical evidence also provides a guide for and reinforcement of a growing body of contemporary research, pointing to both the immediate and broader social effects of precarious employment.

Increasing awareness of the productive potential of soft skills has sparked a discussion of their systematic and purposeful development. However, education systems pay only limited attention to this topic in most countries and remain focused on the development of hard skills. Is this approach rational or inadequate? This article provides new evidence on different aspects of the wage returns to soft skills (as an approximation of their productivity), and thereby contributes significantly to the discussion of the role of educational institutions in their development. It provides evidence that soft skills are as productive as hard skills. Moreover, it suggests that the productivity of hard skills stems from their combination with soft skills. These conclusions do not correspond to the fact that the value of education is intermediated mainly by hard skills, resulting in unequal development of soft and hard skills in schools. While concluding that education systems should pay more attention to soft skills development, the analysis recognises that this attention should be differentiated according to employers’ needs, owing to substantial differences in the value of soft skills across economic sectors. It is also noteworthy that while significant gender differences in returns to hard skills were identified, wage returns to soft skills appear gender neutral.

Based on European Working Conditions Survey (EWCS) micro-data, we show that, on average, work autonomy has declined and work pressure has increased in most European Union countries since 1995. Since such evolution is substantially detrimental for workers, we examine whether workers of varied skill levels in different countries have been equally impacted. Descriptive analysis shows that low-skill clerical workers are the most affected and that Scandinavian countries fare better. Econometric results show that the decline in job satisfaction is due mainly to the increase in work pressure—which might be reaching a limit for high-skill workers—and that job satisfaction is most affected by an increase in work pressure when this is not accompanied by greater work autonomy.

This article brings together labour relations, sociological and political perspectives on precarious employment in Australia, identifying local contexts of insecurity and setting them within the economics of regional supply chains involving the use of migrant labour. In developing the concept of precarious work-societies, it argues that precarity is a source of individual and social vulnerability and distress, affecting family, housing and communal security. The concept of depoliticisation is used to describe the processes of displacement, whereby the social consequences of precarious work come to be seen as beyond the reach of agency. Using evidence from social attitudes surveys, we explore links between the resulting sense of political marginalisation and hostility to immigrants. Re-politicisation strategies will need to lay bare the common basis of shared experiences of insecurity and explore ways of integrating precarious workers into new community and global alliances.

Wage theft has emerged as a major problem for regulation of work in Australia. Yet, the state has done little to address the issue. In this context, this article considers why there has been recent growth in reported cases of underpayment of wages, particularly of temporary migrant workers, and why the state has failed to implement a strategy to adequately address this problem. The article examines the fragmented nature of employment regulation and visa categories constraining worker agency which, combined with widening avenues for temporary migration, have contributed to the underpayment problem. We also consider how conflicting imperatives of the state, business influence over the policy process and weak political incentives to address underpayment help to account for the state’s inaction.

Youth unemployment remains a major political and socioeconomic challenge in Africa despite the recent strong growth performance of many African countries. The study undertakes an empirical assessment of the main sources of youth unemployment in Africa. Based on panel data of 41 African countries covering the period 2000–2010, the study finds a demographic youth bulge and poor economic growth from both supply and demand sides of the market to be key drivers of youth unemployment in Africa. Employment-to-population ratio as a measure of country’s job creation ability and vulnerable employment as a proxy for informality are observed to have had a decreasing effect on youth unemployment. The empirical findings also suggest higher youth employment rates among females than males and a higher concentration in urban than rural areas. Investment in the high labour absorption sectors of agriculture and manufacturing is advocated as job creation strategies, along with population control measures to slow the growing youth population in Africa. High growth in the low employment sectors of mining and extractive industries could serve as resource generating avenues to promote investment in education and skill training, along with infrastructure to facilitate growth in high labour absorption sectors.

The subjective experience of employment insecurity may be more contradictory than discourses of ‘fragmentation’ and ‘flexploitation’ suggest. For young people seeking careers in creative occupations, the expectation of insecure employment conditions has become normalised. This may be the combined effect of intergenerational changes in the youth labour market generally, and the nature of employment in creative industries at all career stages. The article draws from 80 life history interviews conducted in Western Sydney, Australia, a region with high concentrations of unemployment and low socio-economic status. Their perspectives problematise the common assumption that young creative workers seek to resist insecure patterns of work or long for the stable jobs of the past. Partly, they have accepted the injunction for ‘vocational restlessness’ in their industries. Both in their ‘day jobs’ and in their attempts to get into their chosen part of the creative industry, they feel that not staying in one position too long can be both liberating and adaptive. Union campaigns highlighting the perils of insecurity are unlikely to resonate with them.

Since the 1930s, research has indicated that unemployment has serious effects on physical and psychological well-being. Recent evidence confirms these findings and provides greater insight into the processes by which unemployment influences health. It is less widely recognised that job insecurity can also adversely affect the health and well-being of workers. This paper reviews the rapidly growing body of research on the health impact of job insecurity and organisational practices that produce insecurity, such as downsizing and restructuring. Our review identified sixty-eight studies, using a variety of methods and measures, published internationally since 1966. Eighty-eight per cent of these studies indicated that job insecurity was associated with diminished worker health and well-being. Implications of this finding for labour market and industrial relations policies, as well as occupational health and safety, are discussed.

Academic discussion of social challenges and the government interventions which might address them are overlooking social innovation as an option. Contemporary trends at the community-public management interface, however, show an upsurge of interest in social innovation as a way of simultaneously creating social benefit and economic opportunity. While this indicates that the idea has genuine substance our observation of international and Australian developments convinces us that there is now sufficient experience upon which to base an understanding of what social innovation is and why it has policy significance. In this article we identify some components of social innovation practice and indicate how these might be theorised into generally applicable models.

Australian universities now have a headcount casualisation rate near the national workforce average. Reasons for, and impacts of, this development are explored, and an argument is made for the role of industrial regulation in reconciling requirements for flexibility, security and equity in university employment. Responses to a large survey of casual academic and general staff suggest that this employment mode is a minority preference. Discrete groups of casual university staff, including those seeking university careers, those with other secure income sources, and students in transit to other careers, experience different forms and levels of insecurity and inequity. Appropriately targeted regulatory responses thus include criteria-based caps, a general staff conversion mechanism, a work value review, access to increments and service entitlements, and workplace representation rights.

As economies transition from industrial to post-industrial, the types of jobs available and employment conditions change. Research indicates that youth employment has been negatively impacted by these changes. For young people seeking to enter the labour market, particularly those combining employment and study, precarious employment has become the norm. However, precarious employment is, for many, no longer a stepping stone on the path to permanent employment. Many young Australians, even those with higher education qualifications, experience prolonged periods of precarious employment. To examine how new employment landscapes are experienced by young workers, we conduct analysis of data collected by the Life Pattern Project, a longitudinal mixed-methods study. Our results show that precarious employment is related to lower levels of job satisfaction and autonomy in young adulthood.

The ‘knowledge economy’ is said to depend increasingly on capacities for innovation, knowledge-generation and complex problem-solving – capacities attributed to university graduates with research degrees. To what extent, however, is the labour market absorbing and fully utilising these capabilities? Drawing on data from a recent cohort of PhD graduates, we examine the correlates and consequences of qualification and skills mismatch. We show that job characteristics such as economic sector and main work activity play a fundamental and direct role in explaining the phenomenon of mismatch, experienced as overeducation and overskilling. Academic attributes operate mostly indirectly in explaining this mismatch, since their effect loses importance once we control for job-related characteristics. We detected a significant earnings penalty for those who are both overeducated and overskilled. Being mismatched reduces satisfaction with the job as a whole and with non-monetary aspects of the job, especially for those whose skills are underutilised. Overall, the problem of mismatch among PhD graduates is closely related to the demand-side constraints of the labour market. Increasing the number of adequate jobs and broadening the job skills that PhD students acquire during training should be explored as possible responses.

While other research has shown that higher paid truck and bus drivers are safer, this is the first study showing why higher paid drivers are safer. We estimate the labour supply curve for long-haul truck drivers in the United States, applying two-stage least squares regression to a national survey of truck drivers. We start with the standard model of the labour supply curve and then develop two novel extensions of it, incorporating pay level and pay method, and testing the target earnings hypothesis. We distinguish between long-haul and short-haul jobs driving commercial motor vehicles. Truck and bus drivers choose between long-distance jobs requiring very long hours of work away from home and short-distance jobs generally requiring fewer hours. The labour supply curve exhibits a classic backward bending shape, reflecting drivers’ preference to work until they reach target earnings. Above target earnings, at a ‘safe rate’ for truck drivers, they trade labour for leisure, working fewer hours, leading to greater highway safety. Drivers work fewer hours at a higher pay rate and likely have less fatigue. Pay rates also have implications for driver health because worker health deteriorates as working time exceeds 40 hours.

There has been a qualitative shift in the character of international labour migration with increased temporary labour migration. With circumscribed employment rights, the increased significance of temporary migrant workers underscores arguments that globalisation has engendered a more profound commodification of labour. The instrumentalist approach, especially of international financial institutions in promoting temporary labour migration as a panacea for development, reinforces this impression. Encapsulated in migration-development discourse, labour migration, like other commodities, is presented as a means of generating export revenue for the South. Karl Polanyi's critique of this market-defined construct of labour as a commodity, when labour can only ever be a fictitious commodity, provides a basis for contesting the representation of labour in the migration-development discourse. However, recourse to a Marxist method is held to be essential if we are to move beyond an appreciation of the process in order to interrogate the rationale that is driving the transformation of labour.