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Along with Myanmar's political and economic systems, the country's labour market is undergoing a profound transformation. At the same time, systematic information on the labour market is scarce. Addressing this gap, this study presents data collected through a survey among enterprises operating in the food processing and garment sectors. Looking at labour issues in Myanmar from the perspective of employers leads to various findings. Labour turnover rates are high and often worker-driven. Lack of skilled labour is viewed as a major obstacle by many enterprises but only few of them invest in human capital development. Industrial relations systems are in their infancy with workers associations present only in a minority of firms. Social dialogue is underdeveloped and industrial relations are not always peaceful. Almost a fifth of the surveyed enterprises reported that their workers went on at least one strike during the last three years, and a quarter of them had at least one demand for wage increases during the same period. Key documents such as employment contracts and payslips are used widely but not universally. Wages are low compared to other Asian countries but so are labour productivity levels. Still, there were indications that many enterprises would struggle to comply with the new minimum wage. In most enterprises, workers come in six days a week and, on average, work 10.4 hours of overtime per week. Finally, almost all enterprises are registered with the Social Security Board (SSB) but raised concerns about the quality and availability of SSB services to their employees. The study concludes with some suggestions for future policy directions.

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This working paper explores the multiple dimensions of women's access to good quality jobs. While addressing gender gaps in labor force participation rates remains a critical concern in several countries, it is essential to also focus on the quality of the jobs that women have access to and ask whether those jobs can be transformative for women's empowerment. Three main dimensions of job quality or better jobs are discussed: (1) earnings/wages; (2) job security and stability, which is often determined by the types of jobs that women do, the sectors they work in, and whether these jobs are stable, secure and covered by labor laws and/or benefits; and (3) quality of working conditions, which covers the non-economic dimensions of a working environment and includes occupational safety, workplace relations, the risk of sexual harassment at work and overall job satisfaction, however, discussion of this dimension is limited by the scarce amount of data available.

The paper draws on the available literature and evidence from a variety of projects and initiatives in order to highlight for policy makers some possible solutions to address the multiple dimensions of the 'quality gap' on women's jobs. Some suggested actions include: address childcare, parental leave and working conditions; open pathways to good jobs; foster women's career progress; and systematically address legal and regulatory inequalities.

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This report presents an in-depth cross-country analysis of how long-term care workers fare along the different dimensions of job quality. In the initial stages of the [Coronavirus Disease 2019] COVID-19 pandemic, the applause for care workers was a clear expression of the strong recognition of their hard work and exposure to risks in their job. However, as the applause faded after the peak of the crisis, questions have re-emerged about how to improve the working conditions of long-term care workers in a sustainable way. Over the coming decades, the demand for these workers will increase substantially. Several countries are already facing shortages as the large baby-boom generation joins the older population.

To go 'beyond applause', a comprehensive policy strategy is needed to tackle poor working conditions and insufficient social recognition of long-term care work, attract workers in the sector and avoid labour shortages reaching unacceptable levels. Such a strategy should cover several dimensions, with different priorities across countries depending on their specific context, including: direct interventions to raise wages and increase staff requirements; increasing public financing and fostering the leading role by governments; supporting collective bargaining and social dialogue; strengthening training; increasing use of new technologies; and strengthening health prevention policies.

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This report offers a comprehensive picture of the experience of workers, especially women on location-based and online platforms, drawing on surveys and interviews with some 1,850 workers in various sectors in Kenya. It also provides insights into the business model of the local digital labour platforms in Kenya, examines regulatory developments, and provides some recommendations to ensure that all platform work is decent work.

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The paper examines the link between workplace disability (WD) and job satisfaction (JS) in Britain using linked data from [Workplace Employment Relations Study] WESR2011. The results obtained indicate workplaces with respondents with disabilities report lower JS vis-a-vis workplaces without such respondents in the private sector. Within private sector workplaces with mixed respondents, the JS of respondents without disabilities declines with the percentage of respondents with disabilities. Also, workplace disability policies and practices are positively (negatively) associated with the JS of respondents with (without) disabilities in the sector. The sector may have to re-examine its dealings with issues of workplace disability.

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Non-standard employment, including temporary work, part-time work, temporary agency work and other multi-party employment arrangements, disguised employment relationships and dependent self-employment, has become a contemporary feature of labour markets the world over. This report documents the incidence and trends of non-standard employment across different countries of the world and explores the reasons behind this phenomenon, including increased firm competition, shifting organizational practices of firms, and changes and gaps in the regulation of work. It assesses the implications for workers' pay, income security and other conditions of work, as well as the effects on firms, labour markets and society in general. The report reviews international, regional and national regulation of non-standard employment, identifying differences across countries as well as promising legislative responses for ensuring decent work. It also analyses other policy responses such as strengthening workers' organizations and collective bargaining, redesigning social protection systems, and further policies for addressing labour market governance. The ultimate objective is to provide guidance on practices that can help ensure worker protection, sustainable enterprises and well-functioning labour markets.

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With work a key vector of [Coronavirus Disease 2019] COVID-19 transmission, this report examines why it is critical that occupational health and safety [OHS] measures take centre stage in mitigation policies. Workers in sectors declared essential by state authorities have been mandated to continue working in physical settings during the [COVID-19] pandemic. Several such sectors involve many face‑to‑face contacts with colleagues and clients, meaning that workers face a higher risk of exposure to COVID‑19. Unregulated safety measures, a lack of personal protective equipment and crowded settings further increase the risk in these sectors.

Persisting inequalities are exacerbated by the pandemic, as low‑wage workers, workers from ethnic minorities, migrant workers and women are overrepresented in these sectors. They also face intersecting factors, including precarious contracts, job insecurity, inadequate paid sick leave, a lack of bargaining power and low socioeconomic status. The risks faced by (recent) migrants are compounded by the fact that their residence permits, access to healthcare and housing may be mediated by their employers. Studies show that there is also a gender dimension to the OSH implications of the pandemic, with women facing a higher exposure to the disease, a higher care burden and an increased risk of domestic violence.

These patterns of inequality play a significant role in a health crisis, determining who is at greater risk of becoming infected, and whether or not they will have access to healthcare and self‑isolation. Besides recognising COVID‑19 as an occupational disease and providing adequate protection to workers across sectors, it is important for OSH measures to go beyond workplace exposure to the disease and to include the various factors increasing exposure because of work. Policy recommendations include better representation of workers at all levels of employment, sector‑specific OSH measures, broader EU‑wide policies and infrastructures, improved job security and sick leave policies, disaggregated data collection and inclusive messaging.

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Greece's labour market entered the [Coronavirus Disease 2019] COVID-19 shock following several years of sustained employment growth and with wages picking up. Unemployment remained high and employment rates were low, especially among women, the young and older workers. The shock led to a sharp fall in labour force activity and has stalled new hiring. The improved social protection and temporary support measures have helped to support households' incomes and protect jobs during the COVID-19 crisis. However, high tax and social security contribution rates, together with little in-work support for the low-paid, continue abetting high structural informality. This heightens insecurity - by excluding many workers from activation policies or social and employment protection - and weakens productivity.

This paper applies the 2018 OECD Jobs Strategy [available in VOCEDplus at TD/TNC 134.545] to Greece to identify reforms that can help to overcome the COVID-19 crisis and create a virtuous cycle between productivity, job creation, and wellbeing. Boosting the capacity of employment services and activation policies would support the recovery from the COVID-19 shock, in addition to durably improving employment prospects especially of long-term unemployed. Giving workplaces further flexibility to adapt collective agreements to specific circumstances would help align wage growth with productivity developments and help businesses to weather the COVID-19 shock. Building on the population's solid education levels by equipping workers with the skills needed by the labour market can support employment and incomes. This will require a substantial boost to professional education and training at all levels and ages.

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It is sometimes asserted that an era of faster economic growth has come about - the so-called 'new economy'. New technology, notably information and communications technology (ICT), is seen as a key factor at work, together with international economic integration. This report examines the issue from a labour market perspective. The findings suggest that sanguine predictions about the 'new economy' are unlikely to materialise unless the appropriate policy environment is in place, notably as regards employment and human capital development policies. More specifically, the purpose of this paper is to: (1) shed light on emerging trends in the structure of labour markets, notably as regards work practices and the nature of skill requirements; (2) analyse the possible links between labour markets and the growth process; and (3) discuss policy-related challenges.

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Paid work associated with digital platform businesses (in taxi, delivery, maintenance and other functions) embodies features which complicate the application of traditional labour regulations and employment standards. This article reviews the extent of this type of work in Australia, and its main characteristics. It then considers the applicability of existing employment regulations to these 'gig' jobs, citing both Australian and international legislation and case law. There is considerable uncertainty regarding the scope of traditional regulations, minimum standards and remedies in the realm of irregular digitally mediated work. Regulators and policymakers should consider how to strengthen and expand the regulatory framework governing gig work.

The article notes five major options in this regard: enforcement of existing laws; clarifying or expanding definitions of 'employment'; creating a new category of 'independent worker'; creating rights for 'workers', not employees; and reconsidering the concept of an 'employer'. We review the pros and cons of these approaches and urge regulators to be creative and ambitious in better protecting the minimum standards and conditions of workers in these situations.

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