Employment Retention Research Articles

Troubles mentaux et accommodement raisonnable au travail : les potentialités du droit québécois

Le travail constitue un puissant vecteur d’intégration sociale pour les personnes souffrant de troubles de santé mentale, en plus de leur procurer des bénéfices thérapeutiques. Pourtant, celles-ci demeurent encore largement exclues du marché du travail. Les obstacles à leur pleine participation résident dans les préjugés dont elles sont victimes et la nécessité d’adapter le travail à leurs besoins et à leurs capacités. Au Canada, l’approche des droits fondamentaux et, en particulier, l’obligation d’accommodement raisonnable sont bien ancrées dans la jurisprudence depuis le milieu des années 1980. De nature constitutionnelle, cette obligation de portée étendue n’est limitée que par la preuve d’une contrainte excessive. Elle force ainsi les milieux de travail à prendre en compte la réalité des personnes handicapées, notamment celle des personnes souffrant de troubles mentaux. À partir d’une étude de la jurisprudence québécoise, cet article explore les potentialités de cette obligation d’accommodement afin de favoriser l’accès et le maintien en emploi des personnes souffrant de troubles mentaux. Selon cette étude, l’obligation d’accommodement impose une démarche novatrice qui tient compte de la situation particulière de la personne handicapée et qui implique la participation de toutes les parties prenantes. Par la mise en place de mesures visant la modification de l’environnement psychosocial du travail, elle ouvre la voie à des pratiques favorisant la prévention primaire des troubles de santé mentale, au bénéfice de tous.

Chronic neuropathic pain negatively associated with employment retention of cancer survivors: evidence from a national French survey.

Chronic neuropathic pain (CNP) is more prevalent among cancer survivors than among the general population. This study aims to investigate the role of CNP on job retention among cancer survivors, 5years after diagnosis. In 2015, 2009 individuals diagnosed with cancer in 2010 were interviewed in the French national survey VIe après le CANcer. Logistic regression investigated the relationship between CNP-measured using the seven-item Douleur Neuropathique 4 (DN4) questionnaire-and employment. Nine hundred sixty-nine individuals were aged 18-54 and employed at diagnosis and therefore were included. Eighty-two percent were still employed in 2015, 26% had fewer working hours than before diagnosis, and 55% had the same working hours. Thirty percent reported CNP 5years after diagnosis. These cancer survivors were less likely to be employed in 2015 than those without CNP and, if employed, were more likely to work fewer hours. After adjustment for gender, medical variables (adverse cancer event, prognosis, chemotherapy, and comorbidities) were found to still significantly affect employment retention in cancer survivors, as well as reporting CNP. Improving CNP screening and management is necessary to reduce its impact on cancer survivors' professional lives. Healthcare policy and medical cancer survivor's follow-up must take into account the importance of the substantial impact of CNP on cancer survivors' daily lives. Therefore, in order to ensure greater employment retention for cancer survivors, raising awareness of care providers about diagnosis and management of CNP is needed.

Military, Work, and Health Characteristics of Separated and Active Service Members From the Study for Employment Retention of Veterans (SERVe)

The Study for Employment Retention of Veterans (SERVe) is focused on improving the health, well-being, and employment retention of military service members who are now civilian employees. The SERVe sample was comprised of employed post 9/11 service members who represent 3 categories of service members: (a) separated active duty service members (n = 235), (b) separated National Guard/Reservists (NG/R; n = 171), and (c) actively drilling NG/R (n = 87). We did not include currently serving full-time active duty military because they are not represented in the current civilian workforce, which is the focus of SERVe. Survey responses reflecting a description of military, work, and support characteristics, as well as physical and psychological health indicators, were collected from a total of 493 employed service members from 35 organizations. Separated and active service members had similar military backgrounds and reported similar work characteristics. However, there were significant differences in social support and health indices, such that separated veterans reported less support and worse physical and psychological health on many indicators compared to active NG/R. This study of employed service members is among the first to examine and show significant health and well-being differences between those who separated from military service and those still serving in the NG/R.

Employer-provided health benefits and employment decisions of US farm workers

PurposeThe purpose of this paper is to investigate the impact of employer-provided health benefits (EPHBs) on labor supply decisions of documented and undocumented farm workers. By establishing a significant linkage between EPHB and farm work decisions, this study provides important implications for farm employment retention and the financial sustainability of farm businesses.Design/methodology/approachUsing data from the National Agricultural Workers Survey, objective (actual) and subjective (expected) employment data are used as outcome variables analyzed under an ordered probit model, with the data pre-processed using the coarsened exact matching method to reduce endogeneity issues within the estimation.FindingsResults confirm the influence of EPHB on farm workers’ decisions to remain employed on the farm as well as on the duration of their farm employment. Comparatively, EPHB significantly influences undocumented farm workers’ decisions on actual employment duration and subjective working expectations while documented workers seem to ascribe less importance to EPHB in their farm employment decisions.Practical implicationsThis study provides important financial and business viability implications as the value of farm labor services retained through EPHB can translate to high opportunity losses, if ineffective. Alternative labor-saving strategies, such as mechanization, can only potentially lead to serious financial challenges for agribusiness firms, especially small-scale farm operations. This study emphasizes the need for more effective employment retention incentives for the sake of sustaining farm business viability.Originality/valueThis study presents empirical evidence on the important influence of EPHB on farm employment decisions, especially those made by undocumented farm workers, that have not been extensively explored in literature.

US farm workers: What drives their job retention and work time allocation decisions?

AbstractThis article investigates the time allocation choices of US workers between farm work and other job alternatives. Results indicate that green card farm workers tend to allocate fewer workweeks to farm employment than citizens and undocumented workers, in favour of better opportunities in the non-farm sector. There is evidence of an assimilation effect, whereby undocumented workers also tend to re-allocate their time from farm to non-farm employment as their residence tenure increases, even though they experience constrained mobility and visibility during periods of strict immigration control. In the context of employers’ violations of the existing labour laws that currently protect even the rights of undocumented workers, such turnover decisions seem justified. The findings raise concerns about whether any governmental effort to legalise the immigration status of such workers would reduce farm job turnover rates and increase farm employment retention, so long as labour standards are not enforced. Moreover, external economic shocks could more easily induce citizen and green card farm workers to abandon farm employment, whereas undocumented workers tend to remain in their farm jobs during such difficult times.

Regional development: new approaches to crisis management

The paper outlines the current state of the national economy’s regional development. By applying the integral indicators presented in the Methods of monitoring and evaluation of implementation of the state regional policy, the author has rated the development of regions and analyzed a gap in their levels of growth. Through the use of methods for identifying depressed areas of the European Union, the level of regional erosion is determined. On that basis, the necessity of overcoming institutional asymmetries that may arise in the process of creating conditions for dynamic and well-balanced development of Ukraine’s regions is pointed out. Based on the comparative analysis of foreign practice of crisis management, key approaches to its implementation are described. It is concluded that crisis management is rather searching for opportunities than expecting or forecasting destructive results and finding adaptive solutions.The article describes the essential determinants of regional crisis management, and sets both long-term and short-term goals for crisis management. A particular attention is paid to the necessity of upgrading of management tools and techniques for regional development. It is pointed out that a system of strategic planning of area development should not be based only “on the achieved results”, but should take into consideration crisis initiatives of all sectors of economy and forecast built-in stabilizers that will ensure balanced development. In order to stimulate structural reforms aimed at crisis development of areas, it is necessary to use internal and external financial resources. A special emphasis is placed on the potential grant support and contributions from European structural funds.The practical significance of the research lies in the growing importance of institutional framework and organizational support of crisis management of areas, which should be based on a strategic cross-sectoral partnership.The article proves that crisis management of areas should focus on establishing an enabling environment for inclusive development through support of entrepreneurial initiatives and implementation of investment projects aimed at sustainable and innovative growth of areas; creation of employment opportunities, attraction and retention of highly qualified personnel and maintenance of areas’ creative capacities.

A multicenter analysis of patient reported risk factors for not working during cancer therapy.

6523 Background: Treatment for most types of cancer results in work disruptions. The aim of this study is to identify risk factors for not working during cancer therapy using a patient-reported outcome tool. Methods: Patients of all cancer types, who were undergoing treatment with curative or palliative intent, were enrolled in a survey-based study at Memorial Sloan Kettering Cancer Center and the North Carolina Cancer Hospital from 1/2014 to 7/2015. All patients working full- or part- time at the time of cancer diagnosis were included in this analysis. Patient reported outcomes were collected using a survey tool at any time during active cancer treatment. The primary outcome of this analysis was self-reported work status at the time of survey completion. Results: Of 119 patients who were working before their cancer diagnosis, 68% were working at the time of survey completion. The mean age was 52.9 (range 20-80). Younger age was associated with working: 82% of patients age < 40 were working during treatment vs. 31% of patients age > 65 (p=0.01). The number of days patients reported being completely unable to work in the past month was significantly associated with work status; only 26% of patients who missed > 10 days continued to work compared to 69% who missed ≤ 10 days (p<0.01). Patients who report having a flexible work schedule were 23% more likely to continue to work during treatment (69% vs. 46%, p=0.01). In a multivariable model controlling for having an employer contingent health plan, and household income > 200% of the federal poverty level (fpl), only age, having a flexible work schedule, and inability to work > 10 days were independently associated with work status during treatment (Table). Conclusions: Having a flexible work schedule allowed for more work interruptions without job loss. Patients who are likely to miss more than 10 days of work and who have inflexible work schedules are at high risk of unemployment and should be targeted for employment retention initiatives. [Table: see text]

Low employment and low willingness of being reemployed in Chinese working-age maintained hemodialysis patients

Aim: Returning to society plays an important role in improving the quality of life in maintenance hemodialysis (MHD) patients, and retention of employment is one of the core enablers. The study is to assess the employment status and to determine the variables for unemployment in Chinese MHD patients.Methods: Prevalent MHD patients from four dialysis centers in Shanghai China were enrolled. We assessed patients’ employment status, current social functioning, hemodialysis modality, annual income and general health condition. Among current unemployed working-age patients, the reasons of quitting jobs and willingness of being reemployed were evaluated.Results: A total of 231 patients were studied, among which 114 patients were unemployed 1 year before hemodialysis. Among 117 employed patients, 16 patients quitted jobs before dialysis inception, while 49 patients quitted jobs at the initiation of HD, and 26 patients followed after a few months’ HD. The main reasons for ceasing employment were physical insufficiency, conflict between dialysis and work schedules, lack of support from employers and resistance from family members. Among the 166 patients who were in their working age, 26 patients were employed. The unemployed patients had the characters of elder age, lower education level, higher annual family income, higher female ratio, lower blood flow, lower physical functioning, and social functioning and lower frequency of weekend hemodialysis and HDF/HF. Among the 140 unemployed patients, only 47 patients had the willingness of being reemployed. Their unemployment status was positively associated with elder age ((OR) 3.13, 95% CI, 1.08–9.1), lower education level ((OR) 1.97, 95% CI, 1.05–5.92), and higher family income ((OR) 7.75, 95% CI, 2.49–24.14).Conclusion: Ratio of employment and willingness of being reemployed was low in MHD working-age patients. Lack of social and family’s support also hampered patient’s returning to society except for the HD treatment quality.

The Examination of the Effectiveness of the Workplace Personal Assistance Service and Job Coaching Service Systems to Promote “Employment Retention” for Severe People with Disabilities

The Examination of the Effectiveness of the Workplace Personal Assistance Service and Job Coaching Service Systems to Promote “Employment Retention” for Severe People with Disabilities

Effects of the Indianapolis Vocational Intervention Program (IVIP) on defeatist beliefs, work motivation, and work outcomes in serious mental illness

Defeatist beliefs and amotivation are prominent obstacles in vocational rehabilitation for people with serious mental illnesses (SMI). The CBT-based Indianapolis Vocational Intervention Program (IVIP) was specifically designed to reduce defeatist beliefs related to work functioning. In the current study, we examined the impact of IVIP on defeatist beliefs and motivation for work, hypothesizing that IVIP would be associated with a reduction in defeatist beliefs and greater motivation for work. We also examined the effects of IVIP on these variables as well as work outcomes during a 12-month follow-up. Participants with SMI (n=64) enrolled in a four-month work therapy program were randomized to IVIP or a support therapy group (SG). Assessments were conducted at baseline, post-treatment (4months), and follow-up (1year). Compared to those in SG condition, individuals randomized to IVIP condition reported greater reductions in defeatist beliefs and greater motivation for work at follow-up, along with greater supported employment retention rates. Specifically treating and targeting negative expectations for work therapy improves outcomes, even once active supports of the IVIP program and work therapy are withdrawn.

Using Administrative Data to Explore the Effect of Survey Nonresponse in the UK Employment Retention and Advancement Demonstration.

Even a well-designed randomized control trial (RCT) study can produce ambiguous results. This article highlights a case in which full sample results from a large-scale RCT in the United Kingdom differ from results for a subsample of survey respondents. Our objective is to ascertain the source of the discrepancy in inferences across data sources and, in doing so, to highlight important threats to the reliability of the causal conclusions derived from even the strongest research designs. The study analyzes administrative data to shed light on the source of the differences between the estimates. We explore the extent to which heterogeneous treatment impacts and survey nonresponse might explain these differences. We suggest checks which assess the external validity of survey measured impacts, which in turn provides an opportunity to test the effectiveness of different weighting schemes to remove bias. The subjects included 6,787 individuals who participated in a large-scale social policy experiment. Our results were not definitive but suggest nonresponse bias is the main source of the inconsistent findings. The results caution against overconfidence in drawing conclusions from RCTs and highlight the need for great care to be taken in data collection and analysis. Particularly, given the modest size of impacts expected in most RCTs, small discrepancies in data sources can alter the results. Survey data remain important as a source of information on outcomes not recorded in administrative data. However, linking survey and administrative data is strongly recommended whenever possible.

The economic considerations of patients and caregivers in choice of dialysis modality.

Introduction Broader adoption of home dialysis could lead to considerable cost savings for health services. Globally, however, uptake remains low. The aim of this study was to describe patient and caregiver perspectives of the economic considerations that influence dialysis modality choice, and elicit policy‐relevant recommendations. Methods Semistructured interviews with predialysis or dialysis patients and their caregivers, at three hospitals in New Zealand. Interview transcripts were analyzed thematically. Findings 43 patients and 9 caregivers (total n = 52) participated. The three themes related to economic considerations were: (i) productivity losses associated with changes in employment; (ii) the need for personal subsidization of home dialysis expenses; and (iii) the role of socio‐economic disadvantage as a barrier to home dialysis. Patients weighed the flexibility of home dialysis which allowed them to remain employed, against time required for training and out‐of‐pocket costs. Patients saw the lack of reimbursement of home dialysis costs as unjust and suggested that reimbursement would incentivize home dialysis uptake. Social disadvantage was a barrier to home dialysis as patients’ housing was often unsuitable; they could not afford the additional treatment costs. Home hemodialysis was considered to have the highest out‐of‐pocket costs and was sometimes avoided for this reason. Discussion Our data suggests that economic considerations underpin the choices patients make about dialysis treatments, however these are rarely reported. To promote home dialysis, strategies to improve employment retention and housing, and to minimize out‐of‐pocket costs, need to be addressed directly by healthcare providers and payers.

Corporate Work Satisfaction: An Empirical Investigation on the Employees of Mobile Phone Companies in Bangladesh

IntroductionThe idea of work satisfaction traditionally has been of great interest to researchers concerned with the problem of work in an industrial society. Many have been interested in job satisfaction which incorporates differences in work ethics and job characteristics in corporate work environment. Involvement of workforce in corporate business sector of Bangladesh is growing since early 1990s (Islam et al., 2000). Open market policies of the government and the huge market volume have eased to attract international giants in telecommunication industry to invest in Bangladesh. Particularly the recent growth of the mobile phone sector is astounding. In fact, telephone was first developed in the mid-1870s (Farley, 2007) and since then, the pace of its improvement is unprecedented. Based on this historical origin, the idea of cell phone appears to be incepted in 1950s and from then on it continues making the revolution in telecommunication industry. Since the last half the 1990s Bangladesh, one of the most densely populated countries of the world, has become and still continuing as a fertile land of momentous growth of mobile telecommunication organizations. A country with a population of 150 million inhabitants, and continued economic growth, appears to be a highly lucrative market, both for the mobile phone operators and network system manufacturers.A recent market survey conducted by a Swedish research institute reveals Bangladesh to be the biggest potential telecom market in Asia after China and India (see Hasan, 2008). In 2004 and 2005 the cellular phone business grew in Bangladesh at the rate of 100 percent and 137 percent respectively (Ahmed, 2006). Be that as it may, corporate cultural environment as well as keen labor market competitiveness has been forging its seminal shape in Bangladesh that creates huge work scope for educated young people having degree in business administration together with Information Technology (IT) literacy. This competition has paved the smooth niche for the employees to switch the job in order for hunting better opportunities in other similar companies. Employment retention and employee work satisfaction appraisals are, thus, at the hub of the corporate policy concerns in Bangladesh today.Work satisfaction refers to an individual's general attitudes towards her/his employment (Huang, 1999; Ostroff, 1992). Lock (1976) is also succinct in this regard as employees' work satisfaction consists of a pleasurable or positive psychological state resulting from the appraisal of one's work and work experience. However, when people speak of employee attitudes, they often mean employee's work satisfaction (Robbins, 1993). This attitude is, in fact, formed over a period of time as employees acquire in-depth information about the workplace.Employee work satisfaction appraisal is not that much rigorously done in the case of corporate sector in Bangladesh. Yet few attempts are worth noting. Islam and Saha (2001) evaluate job satisfaction of bank officers in Bangladesh. They focus on the relative importance of the factors determining job satisfaction and their impact on the overall job satisfaction. The result shows that salary, efficiency in work, fringe supervision and co-worker relation are the most important factors contributing job satisfaction. Huang (1999) analyzes the job rotation practice that affects employees' attitude towards their works. Using data obtained from twentyone Taiwan's large companies, the author highlights the significant effect of job rotation on employees' work satisfaction and training evaluation. There has been an ample empirical evidence of the proven links between aggregate work satisfaction and organizational productivity. Shipton et al. (2004) investigate the nexus between aggregate work satisfaction and organizational innovation. Based on a sample of manufacturing companies in the UK, the results reveal that aggregate work satisfaction is a significant predictor of subsequent organizational innovation and profitability. …

Factors affecting employment retention among older workers in South Korea

Purpose – The purpose of this paper is to determine employee retention rates and describe factors affecting employee retention among older workers. Design/methodology/approach – This study conducts a secondary data analysis using data from the Korean Longitudinal Study of Ageing (KLoSA) of Korea Employment Information Service. The authors use data on 1,264 newly employed older workers from the 2010 KLoSA and determine their employment retention status based on data from the 2012 KLoSA. Findings – The employee turnover rate of older workers was 37.1 per cent between 2010 and 2012, indicating that one-third of older workers stopped work within the two years under study. The factors affecting the employment retention of older workers were education level, job position, job type, work-related stress, health status, and activity limitation due to health status. Research limitations/implications – This study concentrated on the South Korea context. Given the particular circumstances facing South Korea (as outlined in the study) it is unlikely that the findings would provide a base for informing employment retention strategies for older workers in other societies. Practical implications – The South Korean government could use this study’s findings in formulating a policy for improving welfare in workplaces to increase the employment retention rate among older workers. Employers employing or intending to hire older workers would have a better understanding about factors affecting their retention. To reduce their work-related stress, older workers require a safe and healthy work environment that considers their health status. Originality/value – This study is the first one to look at the factors affecting the retention of older workers in South Korea.

Pre-placement psychological status and staff retention in a call centre.

There is a general lack of studies on staff retention and mental health status at the beginning of or prior to employment in call centres. To evaluate the relationship between psychological status at the beginning of employment and staff retention after 6 months of employment. The psychological well-being of new starters was evaluated using a questionnaire and Beck Depression Inventory (BDI). Early leavers were identified through a second survey performed 6 months later. Out of a cohort of 135 new starters, all of the 100 randomly selected employees returned their questionnaires. By the second round of the survey 6 months later, 30 employees had left. There was no significant difference between the BDI scores of leavers and those who remained in the company. Binary logistic regression showed no significant associations between leaving the company and gender, previous history of mental health diagnosis and history of mental health treatment. However, there was a significant association between age (25 or over) and leaving the company within the first 6 months of employment (odds ratio [OR] = 2.5; 95% confidence interval [CI] 1.04-6.01; P < 0.05). Previous mental health conditions or psychological status at the beginning of employment did not appear to contribute significantly to call centre employees leaving within 6 months. Further similar studies in other occupational sectors are recommended.

A Critique of the Unemployment Insurance Amendment Bill, 2015

The contribution critically reflects on the proposed amendments to the Unemployment Insurance Act Act 63 of 2001 (the UIA / the Act), introduced via the provisions of the Unemployment Insurance Amendment Bill of 2015 (B25-2015). Several shortcomings and deficiencies are addressed and improvements introduced by the proposed amending legislation, including the extension of coverage to a wider range of beneficiaries, the extension of the period of benefits (to a maximum of 365 days), the increase of the rate of maternity benefits of a (female) contributor's earnings, the adjustment of the accrual rate of a contributor's duration of benefits from 1 day for every 6 days of employment to 1 day for every 5 days of employment, and some attempt to provide for employment retention and the re-entry of unemployed contributors into the labour market.&#x0D; And yet, despite these important contributions to the development of unemployment insurance in South Africa, several matters appearing from the Bill point towards inconsistent, inadequate and inappropriate treatment of core elements of the unemployment insurance system. Recommendations have been made to address these matters, which among others relate to:&#x0D; &#x0D; The insufficient alignment of the UIA with ILO, UN and SADC standards in key areas of concern;&#x0D; Unclear or absent provisions in relation to the coverage and/or application of the UIA in relation to public servants, migrant workers, and the self- and informally employed;&#x0D; Inadequate provision for employment promotion, the prevention, combating and reduction of unemployment, and reintegration into employment;&#x0D; Inappropriate provisions relating to benefit rates and periods, among others concerning the Minister's power to set/amend the Income Replacement Rate and to vary the benefit period by regulation;&#x0D; Inconsistent and discriminatory provisions requiring a 13-week qualifying period for accessing maternity benefits;&#x0D; Inappropriate provisions regarding dependants' benefits, including the strengthening of the existing claims hierarchy in favour of spouses and life partners at the expense of children;&#x0D; The absence of an independent appeal institution; and&#x0D; Poorly formulated provisions, with evident discord between the provisions of the Bill and the Memorandum settings out its objectives.&#x0D; &#x0D;

고용창출과 고용유지를 위한 조세지원제도의 개선방안에 관한 연구

Abstract This study is aimed at suggesting the establishment strategy of human resource development through the tax support system under the 「Tax incentive limitation law」provided for job creation and employment retention, by which the improvement measurements for utility maximization. The study results are briefly summarized as follows: At first, It's necessary to permit overlapping deduction of the tax favor for encouragement of job creation and employment retention, i.e. tax exemption and tax credit, and to exclude a company from the object for the alternative minimum tax application for maximization of the effect on employment inducement. Secondly, It's necessary to establish tax exemption and a tax credit on the surplus of the minimum wage standard. At last, It's also necessary to abolish, or expand the sunset period of tax support on a large scale to enhance the predictability of human resources management. These discussion are made through the convergence both employment policies and tax laws.

Patterns in workplace accommodations for people with multiple sclerosis to overcome cognitive and other disease-related limitations.

Cognitive symptoms and other functional limitations associated with multiple sclerosis (MS) have a significant negative impact on employment status. Work accommodations positively impact the ability of a person with MS to obtain and retain employment, however, current understanding of the role of accommodations in the careers of adults with MS is limited. To analyze the percentage of American workers with MS who utilize workplace accommodations as per Title I of the ADA, the types of accommodations most frequently required, and differences in disease variables, job-related factors, and quality of life between workers using and not using work accommodations. Data from 746 employed adult members of the National MS Society surveyed about career concerns were analyzed. Descriptive and inferential statistics were used as appropriate to address the research questions. Approximately 25% reported having requested accommodations, and 87.7% reported receiving the requested accommodation. Participants with progressive MS, cognitive impairment, higher number of MS symptoms and greater symptom severity were more likely to use work accommodations. Participants with accommodations reported poorer job match and career optimism than those using no accommodations. This large-scale analysis addresses several outstanding questions concerning work accommodations among workers with MS. Cognitive symptoms and disease severity are strongly associated with need for accommodations, however accommodations do not appear to promote job satisfaction or longevity. The accommodation request process and the impact of accommodations on employment retention remain important research foci.

A Re‐examination of the Impact of the UK National Minimum Wage on Employment

Early work on the national minimum wage (NMW) suggested that policymakers in the UK had succeeded in raising the pay of low‐paid workers without impairing their employment prospects. This paper shows that when we focus on the most vulnerable workers, part‐time females, the NMW appears to be associated with reductions in employment retention. These negative impacts were evident when the NMW was introduced and also when it was increased faster than average wages in the mid‐2000s. We also show that these falls in employment among part‐time females are exacerbated by the recession.

Breaking the low pay, no pay cycle: the effects of the UK Employment Retention and Advancement programme

Abstract This paper presents the final economic results of the UK Employment Retention and Advancement (ERA) programme. ERA’s distinctive combination of post-employment advisory support and financial incentives was designed to help low-income individuals who entered work sustain employment and advance in the labour market. ERA targeted three groups. ERA produced short-term earnings gains for two lone parent target groups. However, these effects generally faded after the programme ended, largely because the control group caught up with the ERA group. For the New Deal 25 Plus target group (mostly long term unemployed men), ERA produced modest but sustained increases in employment and earnings. JEL Codes: I38, J18, C93