New research from the CIPD has revealed in their Megatrends: Is work really becoming more insecure? Report that at 20%, the share of non-permanent employment in the UK – which includes the self-employed and temporary workers (including temporary zero hours contract workers) – has not increased since 1998.
The report, based on analysis of data from various sources including the ONS, also shows that most people in atypical employment – whether they are self-employed, working in the digital gig economy or on a zero hours contract – choose to work in this way and are, for the majority, satisfied.
In addition, there is no long-term increase in the under-employment rate of workers who want more hours, which was just under 7% between 2002 and 2007. It then peaked at about 10% in 2011 and fell back to just over 7% in 2018.
The research also compared the UK with the EU on various levels of employment security and found that it has a low share of non-permanent employment, but it also has a more unequal wage structure and a higher share of low-paid jobs than most EU states.
The report concludes that, while it’s important to improve the conditions and rights of people working atypically, policy makers need to focus more attention on improving the quality of employment for people in ‘regular’ jobs who account for a significant majority of total employment, for example, by doing more to address the causes of low pay and preventing discrimination at work.
Ben Willmott, head of public policy at the CIPD, said:
“This report counters some of the common rhetoric that employment in the UK is becoming more insecure. On a wide range of indicators, the evidence suggests that, overall, employment security has remained broadly stable over the last two decades with very little evidence of any structural big increase in casual and insecure work. Increases in employment insecurity where they have occurred seem to be cyclical, linked to economic downturns, rather than a long-term trend.
“This suggests that more attention should be paid by policy makers and employers on improving job quality and workplace productivity across the economy to tackle problems such as low pay and discrimination, not simply on improving the rights and security of atypical workers, important though this is.
“The Government needs to outline in its Industrial Strategy additional measures to work with employers to improve how people are managed and developed. For example, through ensuring sector deals are contingent on plans to improve leadership and people management practices, providing enhanced business support to small firms and improving labour market enforcement.”