Social Firms in Germany Creating meaningful employment for people with disabilities
Atypical Employment in Germany
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Atypical Employment in Germany
Dr. Hartmut Seifert
Conference : Reconsidering atypical employment
Friedrich Ebert FoundationBudapest, 14.5.2012
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2Dr. Hartmut Seifert
Program
• Definition: atypical - precarious• Extend and development• Social risks • Conclusion
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Criteria and Forms of Atypical Employment
Standard employment • Full-time• Permanent contract• Integration into social
security system• Identity of work and
employment relationship
Atypical employment • Part-time (less than 35 hrs.)• Fixed-term contract• Marginal employment
(400 €-jobs )• Temp agency work
3Dr. Hartmut Seifert
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Source: SOEP, own calculations
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Atypical employment in Germany 1991-2009, in percentage
0,0
5,0
10,0
15,0
20,0
25,0
30,0
35,0
40,0
1991
1992
1993
1994
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
part-time fixed-term temp agencymarginal employment total atypical
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Atypical employment by gender 2000 – 2010, in percentage
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Part-time by gender 1991 - 2010, share in percentage
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32%35%
38%
45% 46%43%
45% 44%47%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
2001 2002 2003 2004 2005 2006 2007 2008 2009
Source: IAB Panel
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Fixed-term contracts as a proportion of all new contracts, 2001 - 2009
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Thesis
The expansion of atypical forms of employment has increased various risks of precariousness, has significantly contributed to the growth of the low wage sector and has intensified the risks of poverty during working-life as well as during retirement.
Women are mainly affected.
Berndt Keller/Hartmut Seifert 8
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Risks of precariousness
• Short-term problem– low wages
• Medium-term problems- lower degree of employment stability- less access to company based further training
• Long-term problem - higher risk of old-age poverty
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Low-wages, share of employees, in percentage
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Reasons for expansion of non-regular forms
• Deregulation• Persistent high unemployment• Shrinking bargaining power of unions• Short-term oriented cost cutting human
resource strategies• Structural change towards service industries• Increasing participation rate of women• Lack of public child care opportunities
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Conclusion
• Erosion of regular form of employment• Increasing social risks: poverty during working life
and after retirement, particulalrly for women• Increasing risk of shortage of skilled labour• Deepening of segmentation• Introduction of general minimum wage• Risk-premium (precarious working conditions)• General entitlements to further training• Reform of pension system
Dr. Hartmut Seifert 12