New Zealand should extend access to income support and introduce a longer minimum notice period for all workers to help disadvantaged laid-off workers find a new job and maintain their job quality and living standards, according to a new OECD report.
Job displacement (involuntary job loss due to firm closure or downsizing) affects many workers over their lifetime. Displaced workers may face long periods of unemployment and, even when they find new jobs, tend to be paid less and have fewer benefits than in their prior jobs. Helping them get back into good jobs quickly should be a key goal of labour market policy. This report is part of a series of reports looking at how this challenge is being tackled in a number of OECD countries. It shows that in New Zealand most displaced workers find a new job again, largely due to a strong economy and a highly flexible labour market. But many of them face large losses in terms of job quality and especially wages. And displaced workers facing difficulties in New Zealand are largely left on their own to find a new job, as the means-tested public benefit system only provides for people in need and employment services concentrate on helping people off benefit with limited focus on those not receiving a benefit.
Nine countries are participating in the review: Australia, Canada, Denmark, Finland, Japan,
Korea, New Zealand, Sweden and the United States.
Chapter 1. Job displacement in New Zealand and its consequences
Chapter 2 Easing the impact of economic restructuring on displaced workers in New Zealand
Chapter 3 Re-employment support for displaced workers in New Zealand who struggle to find a new job
Read about our groundbreaking report on inequality - In it Together: Why less inequality benefits all - as well as our recent work on tackling harmful alcohol use. You can also find here all our work on employment, migration, health and social policy over the last few months, as well as highlights from this summer's OECD Forum which addressed the theme "Investing in the future: people, planet, prosperity”.
This publication focuses on business dynamics across eight countries (Belgium, Brazil, Canada, Costa Rica, Japan, New Zealand, Norway, United Kingdom) and over time, building upon the evidence collected in the framework of the OECD DynEmp project for 22 countries. It provides new evidence on firms’ heterogeneous responses to shocks (notably the recent financial crisis) in order to evaluate how policies and framework conditions across different firms and countries can foster both employment and productivity growth.
Information and communication technologies (ICT) are changing profoundly the skill profile of jobs. To thrive in the digital economy, ICT skills will not be enough and other complementary skills will be needed, ranging from good literacy and numeracy skills through to the right socio-emotional skills to work collaboratively and flexibly.
An increasing number of middle-income countries are participating in projects measuring cognitive skills of the adult population. Large differences in skill levels exist between these countries, with some having a large skills gap compared to OECD countries. Skill differences not only reflect differences in educational attainment, as skill levels among adults with the same level of educational differ widely across countries.
Montréal dispose de nombreux atouts pouvant lui permettre de se positionner parmi les métropoles les plus dynamiques des pays de l’OCDE. La métropole québécoise bénéficie notamment d’une grande capacité d’attraction et de formation des talents et d’un écosystème d’innovation dense constitué d’acteurs variés tels que des grandes firmes industrielles, de nombreuses start-up dans des secteurs émergents et des universités de premier plan. Toutefois ce potentiel de la métropole québécoise ne s’est pas pleinement concrétisé en termes de création d’emploi et de richesse collective au cours des dernières années.
Ce rapport examine ce paradoxe et propose des pistes d’action pour rendre l’économie montréalaise plus dynamique, innovante, inclusive, et génératrice de plus d’emplois et de meilleure qualité. Il met en évidence l’importance d’une meilleure utilisation des talents et des compétences, en encourageant l’innovation et la croissance des PME, et en adaptant mieux la formation et la recherche aux besoins des individus et des acteurs économiques montréalais. Seule une stratégie globale, intégrée et activement poursuivie par l’ensemble des partenaires du territoire pourra permettre à Montréal de jouer véritablement son rôle de moteur du développement économique et social.
Giving people better opportunities to participate actively in the labour market improves well-being. It also helps countries to cope with rapid population ageing by mobilising more fully each country’s potential labour resources. Weak labour market attachment of some groups in society reflects a range of barriers to working or moving up the jobs ladder. This report on Australia is the third country study published in a series of reports looking into strategies to encourage greater labour market participation of all groups in society with a special focus on the most disadvantaged. Labour market and activation policies are well developed in Australia. However, the gap in employment rates is still considerable for some groups of the population, including women with young children, disadvantaged youth, people with disability, people with mental health problems and the indigenous population. This report discusses the size of the gap and the - often multiple - barriers underlying low labour market participation of these groups, and it provides a non-exhaustive number of good practice policies and measures from other OECD countries which could guide Australia's policy development in the coming years.
Australia’s strong economy has helped drive a healthy job market. But to avoid a future shortage of labour as the population ages, further efforts are needed to help older women, indigenous Australians and mothers with young children into work, according to a new OECD report.