Best practice for equality/ Idea Factory 2 : Flexible/liberal labour market
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La partie de l'image avec l'ID de relation rId2 n'a pas été trouvée dans le fichier. Best practice for equality/ Idea Factory 2 : Flexible/liberal labour market Avenir Suisse‘s Think-Tank Summit 2019 Inputs from Tibère Adler ¦ Avenir Suisse: Liberal ideas for the labour market Zürich, January 22, 2019
Switzerland, a (relatively) liberal labour market What is the assessment for the framework conditions? The panorama is contrasted: ü Private employment law (work contracts) û Anachronistic public labour law (regulation of working time) û Social insurances designed for linear careers La partie de l'image avec l'ID de relation rId13 n'a pas été trouvée dans le fichier. Think-Tank Summit, Flexible/liberal labour market, Zürich, 22.01.2019 2
Challenges for a liberal labour market Eight important challenges selected for the Idea Factory : 1. Emergence of the Gig Economy & New forms of employment 2. Working time flexibility 3. Work-life balance 4. Flexi-security (Insiders vs. Outsiders) 5. Employment of Seniors (> 50) 6. Equal pay for equal work 7. Social security in the digital age 8. Renewed social partnership La partie de l'image avec l'ID de relation rId13 n'a pas été trouvée dans le fichier. Think-Tank Summit, Flexible/liberal labour market, Zürich, 22.01.2019 3
Challenge no 1: Gig Economy & New forms of employment
Problem/ State of situation Possibles answers/Main questions
Emergence of the Gig Economy Really ? Freelancing volume still
relatively small
New forms of work :
• Part-time work CH: only part-time and multiple
• On-call work activities are on the rise. A
• Home office liberal private employment law
• Platform work has enabled to “absorb” easily
• Multiple activities the part-time increasing wave.
• Multiple statutes
Promote job/work creation
rather than statutory protection.
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rId13 n'a pas été trouvée dans le fichier. 4Challenge no 2: Working time flexibility
Problem/ State of situation Possibles answers/Main questions
Working time regulation often Adapt Working time regulation
based on industrial 19th century to a society of international
rules (work conceived like services
classical theatre: unity of time,
place and action). Eliminate complicated control
procedures for working time
Work time flexibility can be: recording
• Desirable (new aspirations)
• Unavoidable (economically Set working time limits by
necessary) annualized maximums, with
• Market-driven (customer specific compensation for peak
requirements) overruns
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rId13 n'a pas été trouvée dans le fichier. 5Challenge no 3: Work-life balance
Problem/ State of situation Possibles answers/Main questions
Multiple personal aspirations: Work remuneration based on
• Family life outputs/deliveries, rather than
• Personal goals on time spent
• Meaning at work
to be made compatible with Minimal protection needed ?
work requirements Right to disconnect ?
⇒ Flexibility (time, location) Increased personal autonomy
⇒ Availability (connection) is the appropriate counterpart
⇒ Factual porosity between to the blurring between
professional and private life private and professional life
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rId13 n'a pas été trouvée dans le fichier. 6Challenge no 4: Flexi-Security (Insiders vs. Outsiders)
Problem/ State of situation Possibles answers/Main questions
Flexi-security is the trade-off What is a labour’s market
between: regulation main purpose ?
• Job security (“hire & fire”) • Liberal view: facilitating access to
• Social protection in case of the labour market for outsiders
loss of a job • Wrong: protecting insiders (ex.
prohibition of layoffs)
Healthy and vigorous labour
markets have high job rotation Which future for unemployment
ratios (DK 20 %, CH 15 %). insurance ? Covering the loss of
They are well prepared for the earnings (current view), or help fill
impact of digitalization. the professional skills gap (lifelong
learning support) ?
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rId13 n'a pas été trouvée dans le fichier. 7Challenge no 5: Employment of Seniors (> 50)
Problem/ State of situation Possibles answers/Main questions
Life expectancy increases Liberal view on Seniors at work:
⇒ Legal retirement age should • Maximal flexibility
increase simultaneously… • Cost neutrality towards
…provided Seniors have a job… younger co-workers
• Emphasize specific skills
Seniors (> 50 years old) in CH:
• are well employed within Wrong:
companies • Increase legal protection,
• remain longer unemployed if such as prohibition of
they have been forced out of dismissal for Senior workers
the labour market (backlash guaranteed)
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rId13 n'a pas été trouvée dans le fichier. 8Challenge no 6: Equal pay for equal work
Problem/ State of situation Possibles answers/Main questions
Universal legal principle, but Liberal view: facilitate women’s
difficult to implement. access to the labour market:
“Equal work” is particularly • Promote education
tricky to define • Childcare prices should not
depend on income
“Non-explained differences” in • Eliminate discouraging tax
remuneration between men and negative incentives for
women are often described as couples with two jobs
"discrimination”. Questionable:
• Increased control processes
• Reverse the burden of proof
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rId13 n'a pas été trouvée dans le fichier. 9Challenge no 7: Social security in the digital age
Problem/ State of situation Possibles answers/Main questions
Social security based on the
Adapt social security coverage:
concept of “one career, one
• Coverage should be person-
employer, constantly increasing
based, not job-based
salary”.
• Administrative simplification
Manichean distinction between
• Guarantee legal security
Employee & Independent.
• Promote sharing of social
costs for new forms of work
Social security systems struggle
(ex. platform workers,
with new forms of work and
collective accident insurance)
remuneration, e.g. part-time,
irregular, occasional, low-paid
occupations, multi-activities.
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rId13 n'a pas été trouvée dans le fichier. 10Challenge no 8: Renewed social partnership
Problem/ State of situation Possibles answers/Main questions
In social partnership systems, the Problems:
labour market is regulated at • Extension of state-labour
economic sector and/or market regulation
company level, through CLA- • Forced mandatory extension
Collective Labour Agreements of CLA (cartelization of the
(ex. Switzerland). labour market).
• Political over-representation
True social partnership is of declining trade unions, not
voluntary, not imposed. anchored in growth sectors of
the economy
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rId13 n'a pas été trouvée dans le fichier. 11Avenir Suisse
Thanks for your attention !
Tibère Adler
tibere.adler@avenir-suisse.ch
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rId13 n'a pas été trouvée dans le fichier. 12The myth of growing technology-induced unemployment
Technology does not (globally) destroy more jobs than it creates
Sources: OECD, Cornell University, INSEAD et WIPO (2017)
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rId13 n'a pas été trouvée dans le fichier. Think-Tank Summit, Flexible/liberal labour market, Zürich, 22.01.2019 13You can also read
