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Atypical Employment in Germany

Atypical Employment in Germany. Dr. Hartmut Seifert Conference : Reconsidering atypical employment Friedrich Ebert Foundation Budapest, 14.5.2012. Program. Definition: atypical - precarious Extend and development Social risks Conclusion. Criteria and Forms of Atypical Employment.

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Atypical Employment in Germany

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  1. Atypical Employment in Germany Dr. Hartmut Seifert Conference : Reconsideringatypicalemployment Friedrich Ebert Foundation Budapest, 14.5.2012

  2. Program • Definition: atypical - precarious • Extend and development • Social risks • Conclusion Dr. Hartmut Seifert

  3. Criteria and Forms of Atypical Employment Standard employment Atypical employment Part-time (less than 35 hrs.) Fixed-term contract Marginal employment (400 €-jobs ) Temp agency work • Full-time • Permanent contract • Integration into social security system • Identity of work and employment relationship Dr. Hartmut Seifert

  4. Atypicalemployment in Germany 1991-2009, in percentage Source: SOEP, own calculations

  5. Atypical employment by gender 2000 – 2010, in percentage

  6. Part-time by gender 1991 - 2010, share in percentage

  7. Fixed-term contracts as a proportion of all new contracts, 2001 - 2009 Source: IAB Panel Dr. Hartmut Seifert

  8. 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

  9. 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

  10. Low-wages, shareofemployees, in percentage

  11. 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 Dr. Hartmut Seifert

  12. 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

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