Jason Heyes

Flexicurity, employment protection and the jobs crisis:

The concept of ‘flexicurity’ has become ubiquitous in the labour market policy recommendations of the European Commission. EU member states have been encouraged to increase labour market flexibility while maintaining security through the promotion of ‘employability’ and an ‘adequate’ floor of unemployment benefits. The economic crisis that erupted in 2008 has, however, provided flexicurity measures with a strenuous test. As this article demonstrates, those countries that have maintained relatively strong employment protections have tended to experience fewer labour market disruptions than countries with weaker employment protections. The article also suggests that while there has been some convergence in employment and social protection policy across Europe, the trend has been towards less security rather than ‘flexicurity’.

Flexicurity in crisis: European labour market policies in a time of austerity

This article compares labour market policies implemented by EU member states in response to the economic crisis that erupted in 2008. It also considers the implications of the crisis for the European Commission’s flexicurity agenda. The discussion focuses on Ireland, the UK, Germany and the Czech Republic. The article demonstrates that responses to the crisis have been shaped by established features of national employment regimes in the four countries; but each employment regime is also affected by the implementation of austerity measures, which undermine conditions for implementing those components of flexicurity that have appealed most to trade unions.

Bargaining for Skills: Trade Unions and Training at the Workplace

Training and development have featured as key issues on the ‘new bargaining agenda’ outlined by the TUC. Although evidence suggests that union successes in achieving a role in training decisions at the workplace have thus far been limited, few studies have sought to examine the impact of union involvement on training outcomes. Drawing on a survey of members and representatives from the Manufacturing Science and Finance union, this paper demonstrates that union involvement in training decisions is associated with relatively superior training activities and outcomes at the workplace.

Varieties of capitalism, neoliberalism and the economic crisis of 2008–?

This article examines the responses of national governments to the economic crisis that commenced in 2008. We argue that the current search for new bases for accumulation is leading to reforms designed to weaken the position of labour. Moreover, the tendency towards a weakening of labours position was already evident across different ‘varieties of capitalism’ before the crisis erupted. We discuss the implications for comparative institutional analysis and stress the need for a renewed focus on the underlying dynamics of capitalist economies.

Placing Symbols before Reality

The burgeoning literature on vocational education and training (VET) has failed to provide an adequate theoretical basis by which to understand training outcomes. Critically appraises the notion of a “low skill equilibrium” and highlights a number of conceptual and analytical weaknesses in the literature. Suggests some key ingredients for a more sensitive approach to training provision. Emphasizes the importance of addressing developments in production and illustrates this by reference to case study research.

Employment protection under fire: Labour market deregulation and employment in the European Union

Employment protections are currently being targeted by European policy makers seeking solutions to persistently high levels of unemployment and weak economic growth. This article argues that labour market deregulation is unlikely to usher in a period of renewed growth in good quality jobs. The findings point to the important role of employment protections in stemming job losses in the initial stages of the economic crisis that began in 2008, although protections have not prevented subsequent heavy job losses in the most distressed economies. The study also finds that involuntary participation in non-standard employment has increased since the crisis and shows that this has resulted in an increased risk of in-work poverty.

Vocational training, employability and the post-2008 jobs crisis: Responses in the European Union

Vocational education and training measures have featured prominently in the responses of EU member states to the economic crisis that erupted in 2008. Existing training programmes have been expanded and new programmes introduced. In addition, employers and trade unions have negotiated new entitlements to education and training. This article explores the various training measures that have been adopted since the start of the crisis and compares countries with different types of training systems. Particular attention is paid to the UK, Ireland and Germany. The article also examines the role that training measures have played in governments’ active labour market programmes. While the European Commission has called for a ‘training-first’ approach to the unemployed, the article suggests that ‘work-first’ principles are becoming even more dominant.

Underemployment and well-being in the UK before and after the Great Recession

Since the start of the economic crisis in 2008 there has been widespread concern with changes in the level and composition of unemployment. The phenomenon of underemployment has, however, received markedly less attention, although it too increased in extent following the start of the crisis. This article considers the consequences of underemployment for the subjective well-being of UK employees. Drawing on data from the 2006 and 2012 Employment and Skills Surveys, the article assesses how the Great Recession affected relationships between different dimensions of underemployment and well-being. The findings demonstrate that the negative well-being consequences of workers’ dissatisfaction with opportunities to make use of their abilities became more substantial, as did the consequences of being ‘hours constrained’ and having an unsatisfactory workload. The article also shows that the economic crisis had a negative impact on the well-being of employees who work very long hours.

Training, Social Dialogue and Collective Bargaining in Western Europe

Training is commonly regarded as essential to the competitiveness of national economies and individual enterprises. It is also seen as a vital means of enhancing the employment security of workers. To that extent, it has been claimed that continuing training may provide fertile ground for the development of social dialogue and joint initiatives by employers and trade unions. Trade unions across Europe have also increasingly sought to have training included on collective bargaining agendas. This article examines recent developments in collective bargaining and social dialogue in respect of continuing training. It explores experiences in a number of Western European economies, in addition to social dialogue at the European level. It is suggested that the prospects for the development of effective social dialogue and consensual approaches to continuing training are more uncertain than is sometimes supposed.

Small firms and the national minimum wage

This article assesses the impact of the National Minimum Wage on small firms in the British hospitality, caring, retail, hairdressing and motor services industries. Drawing on a combination of survey and interview data, the study examines how firms’ pay and training practices have been affected by the introduction of the National Minimum Wage and subsequent changes in the level at which it is set. The different methods by which firms have sought to offset cost increases resulting from the minimum wage are explored. It is shown that quality-enhancement measures have, in some cases, coincided with steps to increase work intensity. The article also assesses the extent to which employers have offered ‘development’ wage rates to young workers and older employees in the first six months of employment and explores employers’ reasons for avoiding paying development wages. Finally, the article examines the processes through which pay is determined in small firms and various factors that influence wage offers.