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.

The objective of this paper is to analyse the impact of skill mismatch on labour turnover, unemployment, and informality, in the case of Colombia. We study Colombia because it is a developing country with one of the highest levels of unemployment and informality in Latin America, along with very restrictive institutions, such as the minimum wage. We found that skill mismatch can explain the high turnover of workers in the Colombian labour market, evident in the increase in hirings and also in separations. Additionally, we find a positive significant effect of skill mismatch on the levels of informality, but no significant effect on unemployment. This evidence remains even once we consider the role of labour market institutions such as minimum wage and non-wage labour costs.

The regulation of road transport supply chains has recently become a subject of international concern. A significant body of research shows that ensuring minimum rates of pay for truck drivers is important, not only to workers’ health and safety but also to achieving improved road safety outcomes and other policy objectives related to the viability of the road transport industry. For this study, we used an empirical analysis to quantitatively demonstrate the impact of South Korea’s Safe Rates System on factors of the work environment and driver behaviours that affect road safety. Specifically, we looked at the impact of the system on market structure, truck drivers’ monthly net income, average working time, time spent on maintenance, and the frequency of overloading, speeding, and drowsiness while driving. Our results suggest that increased rates of pay for owner truck drivers resulting from the implementation of the Safe Rates System led to a reduction in the average number of contracting steps between client companies who ship goods and the truck drivers who transport them, improvement in the level of market transparency, increased monthly income, decrease in total time worked, decrease in the frequency of overloading, speeding, and drowsiness while driving, and increase in time spent on vehicle maintenance. The level of compliance with the system by clients and transport companies also had an overall positive impact on the industry structure. By empirically demonstrating the system’s impact, our results provide statistical evidence useful to the debate on reintroduction of the Safe Rates System in Korea.

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.

The need to maintain transport during a pandemic places transport workers at higher risk of infection and can have other effects on health and well-being. The aim of this study was to understand the current state of research on the impact of respiratory diseases on transport workers and to identify any existing evidence-based recommendations that can help mitigate the risks associated with these diseases in the transport industry. A scoping review was undertaken as per PRISMA guidelines. A search was conducted in English-language databases for peer-reviewed research articles. We reviewed research articles published over 20 years (2002–2022). We found 12540 articles, of which 39 deemed relevant, were analysed. The review highlighted the high risk of transport workers’ exposure to respiratory diseases during pandemics, exacerbated by structural inequalities including the significant number holding precarious/non-standard jobs. Increased financial strains led to poorer mental health outcomes and risks of detrimental behaviours for health. Economic measures implemented by governments were found to be insufficient in addressing these issues. The review found that transport is a significant transmission point for pandemics of respiratory diseases, and it suggests some remedies to best meet these challenges.

The Korean ‘Safe Trucking Freight Rates System’ (‘Safe Rates System’) was an important effort to address road safety risks by regulating road transport supply chains. In effect between 2020 and 2022, the system set minimum standards for truck driver pay and placed obligations on road transport supply chain parties to comply with these standards. In this article, we explain how the system developed in response to the deregulation and restructuring of the road freight market in the late 1980s and 1990s. We also trace the influence on the system of regulatory development in Australia and debates at the International Labour Organization (ILO). In 2019, workers, employers, and government representatives at the ILO reached an agreement on the main principles of the Safe Rates regulatory model through the adoption of the Guidelines on the promotion of decent work and road safety in the transport sector. We use these principles to explain and evaluate the Korean system. We also summarise assessments of the system’s impact, arguing that the results of the few studies that exist, justify the continuation of the system. By locating Korean Safe Rates as part of a broader global trend, we respond to opponents’ claims that the system is without international precedent and make the system eligible for a global audience. In so doing, we seek to contribute to the ongoing debate about the reintroduction of Safe Rates in Korea and draw lessons from the Korean experience that may be used in other countries.

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.

This study aims to examine the impact of the Hukou system, a labour mobility-restricting institution, on the decision to engage in non-agricultural self-employment in China, reflecting the dynamic process of labour transition from contractual work to self-employment within the country’s evolving labour market. By using the China Family Panel Studies (CFPS) dataset, the results show that urban migrants, who own rural Hukou but migrate to large cities, are more likely to turn to self-employment than local citizens conditional on individual characteristics. Taking advantage of the 2014 Hukou reform, we provide supporting evidence that Hukou discrimination is a key factor in explaining the higher self-employment rate among representative urban migrants. Further heterogeneous analysis suggests that low-income migrants experience greater constraints imposed by the Hukou system, while high-income level migrants are more likely to turn to self-employment voluntarily.

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.

India is being projected internationally as a country of good growth and good governance, which in turn, it is asserted, should lead to prosperity for its people, especially in terms of proper employment, income, and overall standard of living. Drawing on certain dimensions of decent work proposed by International Labour Organization to measure the quality of employment in India, this article explores how far the notions of good/high growth and good governance discourse are corroborated by the evidence of good quality employment in India. The study is based on the nationally representative unit/individual-level data published by the Government of India during the three periods 2009–10, 2018–19, and 2022–23. The main findings of analysis are: (a) the overall quality of employment in India is poor and stagnant or deteriorating, and (b) the macro-level (sub-national state-level) aspects, such as the overall volume of economic activities, the extent of quality governance, the flexibility of business regulatory environment and better labour law-related compliance, have had a significant negative influence on the quality of employment. Thus, this paper suggests that the very policy environment and the pattern of economic growth have put a drag on the quality of employment in India. Given this, we suggest a variety of countervailing policy options and emphasise the role of civil society and politics.

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.