Changes for page Revised draft resolution concerning statistics on work relationships

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  = Objectives and scope =
--1. The standards set by this resolution aim to guide countries in updating, harmonizing and further developing their statistical programmes that include information on work relationships. Statistics on work relationships are concerned with: (a) the authority relationships between persons who work and the economic units in which or for which the work is performed; and (b) the economic risks that follow from the contractual or other conditions under which the work is performed. These statistics can relate to all forms of work, including own-use production work, employment, unpaid trainee work, volunteer work and other forms of work.
--1. These standards should facilitate the production of national statistics on work relationships for various purposes as part of an integrated national system of work statistics based on common concepts and definitions that are aligned with the current international standards and guidelines for statistics on work adopted by the International Conference of Labour Statisticians (ICLS).
--1. In order to promote the coherence and integration of statistics from different sources on multiple characteristics of work relationships, the resolution provides:
--11. an overarching conceptual framework for statistics on work relationships;
--11. a revised International Classification of Status in Employment (to be designated ICSE-18);
--11. an International Classification of Status at Work as a reference classification covering all forms of work;
--11. a set of cross-cutting variables and categories that are not reflected in the status at work categories, in order to provide information on characteristics associated with the degree of stability and permanence of a particular work arrangement, and allow the identification of particular groups of policy interest; and
--11. operational concepts, definitions and guidelines for the collection and compilation of statistics on status in employment and the cross-cutting variables.
--1. The characteristics of jobs and work activities that are relevant and of interest for statistics on work relationships vary depending on the form of work and on the analytical purposes of the statistics. Some of the concepts, variables, classification schemes and categories described in these standards are relevant, therefore, only for certain forms of work. Others should be applied to all forms of work.
--1. Each country should aim to develop its statistics on work relationships in order to provide an adequate information base for a wide range of descriptive and analytical purposes, taking account of specific national needs and circumstances, in order to provide information on:
--11. the nature of the economic risks and authority experienced by workers, the strength and nature of their attachment to the economic unit in which they work, and the impact of economic and social changes on their employment situation;
--11. the impact of government policies in relation to employment creation, promotion of enterprise, and labour market regulation on the nature of jobs and the quality of employment;
--11. the extent to which engagement in employment and participation in other forms of work provide access to social protection and income security;
--11. wages, earnings and labour costs;
--11. the fiscal impact of employment in various types of work relationships;
--11. socio-economic status;
--11. the volume of work or labour inputs for national production accounts, separately for workers employed for pay and workers employed for profit;
--11. participation in different types of work relationships among population groups such as women and men, young people, children, migrants and other groups of particular policy concern; and
--11. the relationships between different forms of work arrangements and their economic and social outcomes.
--1. In developing statistics on work relationships, countries should endeavour to apply these standards to assess trends and differences for the purpose of labour market, economic and social analysis and to facilitate international comparability.
++~1. The standards set by this resolution aim to guide countries in updating, harmonizing and further developing their statistical programmes that include information on work relationships. Statistics on work relationships are concerned with: (a) the authority relationships between persons who work and the economic units in which or for which the work is performed; and (b) the economic risks that follow from the contractual or other conditions under which the work is performed. These statistics can relate to all forms of work, including own-use production work, employment, unpaid trainee work, volunteer work and other forms of work.
++2. These standards should facilitate the production of national statistics on work relationships for various purposes as part of an integrated national system of work statistics based on common concepts and definitions that are aligned with the current international standards and guidelines for statistics on work adopted by the International Conference of Labour Statisticians (ICLS).
++
++3. In order to promote the coherence and integration of statistics from different sources on multiple characteristics of work relationships, the resolution provides:
++
++* (a) an overarching conceptual framework for statistics on work relationships;
++* (b) a revised International Classification of Status in Employment (to be designated ICSE-18);
++* (c) an International Classification of Status at Work as a reference classification covering all forms of work;
++* (d) a set of cross-cutting variables and categories that are not reflected in the status at work categories, in order to provide information on characteristics associated with the degree of stability and permanence of a particular work arrangement, and allow the identification of particular groups of policy interest; and
++* (e) operational concepts, definitions and guidelines for the collection and compilation of statistics on status in employment and the cross-cutting variables.
++
++4. The characteristics of jobs and work activities that are relevant and of interest for statistics on work relationships vary depending on the form of work and on the analytical purposes of the statistics. Some of the concepts, variables, classification schemes and categories described in these standards are relevant, therefore, only for certain forms of work. Others should be applied to all forms of work.
++
++5. Each country should aim to develop its statistics on work relationships in order to provide an adequate information base for a wide range of descriptive and analytical purposes, taking account of specific national needs and circumstances, in order to provide information on:
++
++* (a) the nature of the economic risks and authority experienced by workers, the strength and nature of their attachment to the economic unit in which they work, and the impact of economic and social changes on their employment situation;
++* (b) the impact of government policies in relation to employment creation, promotion of enterprise, and labour market regulation on the nature of jobs and the quality of employment;
++* (c) the extent to which engagement in employment and participation in other forms of work provide access to social protection and income security;
++* (d) wages, earnings and labour costs;
++* (e) the fiscal impact of employment in various types of work relationships;
++* (f) socio-economic status;
++* (g) the volume of work or labour inputs for national production accounts, separately for workers employed for pay and workers employed for profit;
++* (h) participation in different types of work relationships among population groups such as women and men, young people, children, migrants and other groups of particular policy concern; and
++* (i) the relationships between different forms of work arrangements and their economic and social outcomes.
++
++6. In developing statistics on work relationships, countries should endeavour to apply these standards to assess trends and differences for the purpose of labour market, economic and social analysis and to facilitate international comparability.
++
  = Reference concepts =
  == Statistical units ==
--1. The units that are relevant for the production of statistics on work relationships are persons, jobs or work activities and economic units.
--1. A job or **work activity** is defined as a set of tasks and duties performed, or meant to be performed, by one person for a single economic unit:
--11. The term //job// is used in reference to employment. This statistical unit, when relating to own-use production work, unpaid trainee work and volunteer work is referred to as //work activity.//
--11. Persons may have one or several jobs during a given reference period. In cases of multiple job-holding, the **main job** is that with the longest hours usually worked, as defined in the current international statistical standards on working time.
--11. Those employed as independent workers have as many jobs as the economic units they own or co-own, irrespective of the number of clients served.
--11. For those employed as dependent workers the set of tasks should be considered to be performed for the economic unit on which the worker is dependent and a separate job defined for each economic unit on which the worker is dependent.
--11. Separate work activities are defined when a person is engaged in both own-use production of goods and own-use provision of services for the same household. This allows the identification of work activities within and beyond the production boundary in the System of National Accounts (SNA).
--1. Since statistics on work relationships refer primarily to characteristics of jobs or work activities in specific economic units, persons may have as many work relationships as they have jobs or work activities in economic units.
--1. Two characteristics of jobs and work activities are relevant to differentiate them according to status at work and status in employment, and to arrange them into aggregate groups. These are the type of authority that the worker is able to exercise in relation to the work performed and the type of economic risk to which the worker is exposed.
++7. The units that are relevant for the production of statistics on work relationships are persons, jobs or work activities and economic units.
--== Type of authority  ==
++8. A job or **work activity** is defined as a set of tasks and duties performed, or meant to be performed, by one person for a single economic unit:
--1. The //type of authority// refers to the nature of the control that the worker has over the organization of his or her work, the nature of authority that he or she exercises over the economic unit for which the work is performed (including its activities and transactions), and the extent to which the worker is dependent on another person or economic unit for organization of the work and/or for access to the market. The type of authority is used to classify workers as //dependent //or// independent.//
++* (a) The term //job// is used in reference to employment. This statistical unit, when relating to own-use production work, unpaid trainee work and volunteer work is referred to as //work activity.//
++* (b) Persons may have one or several jobs during a given reference period. In cases of multiple job-holding, the **main job** is that with the longest hours usually worked, as defined in the current international statistical standards on working time.
++* (c) Those employed as independent workers have as many jobs as the economic units they own or co-own, irrespective of the number of clients served.
++* (d) For those employed as dependent workers the set of tasks should be considered to be performed for the economic unit on which the worker is dependent and a separate job defined for each economic unit on which the worker is dependent.
++* (e) Separate work activities are defined when a person is engaged in both own-use production of goods and own-use provision of services for the same household. This allows the identification of work activities within and beyond the production boundary in the System of National Accounts (SNA).
--Independent workers
++9. Since statistics on work relationships refer primarily to characteristics of jobs or work activities in specific economic units, persons may have as many work relationships as they have jobs or work activities in economic units.
--1. Independent workers own the economic unit in which they work and control its activities. They make the most important decisions about the activities of the economic unit and the organization of their work. They may work on their own account or in partnership with other independent workers and may or may not provide work for others.
++10. Two characteristics of jobs and work activities are relevant to differentiate them according to status at work and status in employment, and to arrange them into aggregate groups. These are the type of authority that the worker is able to exercise in relation to the work performed and the type of economic risk to which the worker is exposed.
--Entrepreneurs
++== Type of authority ==
--1. Entrepreneurs are workers who create work for themselves and potentially for others by establishing and operating an enterprise. The category of “independent workers” in the classification of status in employment provides the best starting point for the identification and compilation of statistics on entrepreneurs. Additional information relevant to the national context, such as the size and nature of the enterprise, is needed to provide complete statistics on entrepreneurship and to accurately identify those workers who are creating employment opportunities for themselves or for others.
++~11. The //type of authority// refers to the nature of the control that the worker has over the organization of his or her work, the nature of authority that he or she exercises over the economic unit for which the work is performed (including its activities and transactions), and the extent to which the worker is dependent on another person or economic unit for organization of the work and/or for access to the market. The type of authority is used to classify workers as //dependent //or// independent.//
--Dependent workers
++=== Independent workers ===
--1. Dependent workers are workers who do not have complete authority or control over the economic unit for which they work. If they are in employment for profit they have no employees, and do not make the most important decisions about the activities of the economic unit for which they work.
++12. Independent workers own the economic unit in which they work and control its activities. They make the most important decisions about the activities of the economic unit and the organization of their work. They may work on their own account or in partnership with other independent workers and may or may not provide work for others.
++=== Entrepreneurs ===
++
++13. Entrepreneurs are workers who create work for themselves and potentially for others by establishing and operating an enterprise. The category of “independent workers” in the classification of status in employment provides the best starting point for the identification and compilation of statistics on entrepreneurs. Additional information relevant to the national context, such as the size and nature of the enterprise, is needed to provide complete statistics on entrepreneurship and to accurately identify those workers who are creating employment opportunities for themselves or for others.
++
++=== Dependent workers ===
++
++14. Dependent workers are workers who do not have complete authority or control over the economic unit for which they work. If they are in employment for profit they have no employees, and do not make the most important decisions about the activities of the economic unit for which they work.
++
  == Type of economic risk ==
--1. //Type of economic risk// refers to the extent to which the worker may: (1) be exposed to the loss of financial or other resources in pursuance of the activity; and (2) experience unreliability of remuneration in cash or in kind or receive no remuneration.
--1. Economic risk may be measured operationally by considering:
--11. the existence and nature of remuneration for the work performed;
--11. the circumstances in which the job or work activity may be terminated; and
--11. the extent to which the worker is protected in the event of sickness, accident, or termination of the job.
--1. In statistics on employment, the type of economic risk is used to classify workers as //in employment for profit //or// in employment for pay //based primarily on the nature of the remuneration for a particular job. The aspects of the nature of the remuneration taken into consideration include whether or not remuneration is received or expected:
--11. in the form of profit (and therefore also entails the risk of loss);
--11. based on time worked;
--11. by the piece for the goods produced or services provided; or
--11. as a fee for the production of goods or provision of services.
++15. //Type of economic risk// refers to the extent to which the worker may: (1) be exposed to the loss of financial or other resources in pursuance of the activity; and (2) experience unreliability of remuneration in cash or in kind or receive no remuneration.
--Workers in employment for profit
++16. Economic risk may be measured operationally by considering:
--1. //Workers in employment for profit// are employed persons whose remuneration is directly and entirely dependent on the profit or loss made by the economic unit in which they are employed, including remuneration in cash or in kind by way of a commercial transaction for goods produced or services provided. They do not receive a wage or salary in return for time worked.
--1. Owner-operators of corporations are excluded from workers in employment for profit. While they are exposed to economic risk related to the potential for loss of investments made in the corporation, the risk is mitigated due to limitations of liability when corporations are separate legal entities from the persons who own them. They may receive a wage or salary whether or not the corporation is making a profit and may also be in receipt of payments deriving from profits.
++* (a) the existence and nature of remuneration for the work performed;
++* (b) the circumstances in which the job or work activity may be terminated; and
++* (c) the extent to which the worker is protected in the event of sickness, accident, or termination of the job.
++17. In statistics on employment, the type of economic risk is used to classify workers as //in employment for profit //or// in employment for pay //based primarily on the nature of the remuneration for a particular job. The aspects of the nature of the remuneration taken into consideration include whether or not remuneration is received or expected:
++
++* (a) in the form of profit (and therefore also entails the risk of loss);
++* (b) based on time worked;
++* (c) by the piece for the goods produced or services provided; or
++* (d) as a fee for the production of goods or provision of services.
++
++=== Workers in employment for profit  ===
++
++//Workers in employment for profit// are employed persons whose remuneration is directly and entirely dependent on the profit or loss made by the economic unit in which they are employed, including remuneration in cash or in kind by way of a commercial transaction for goods produced or services provided. They do not receive a wage or salary in return for time worked.
++
++Owner-operators of corporations are excluded from workers in employment for profit. While they are exposed to economic risk related to the potential for loss of investments made in the corporation, the risk is mitigated due to limitations of liability when corporations are separate legal entities from the persons who own them. They may receive a wage or salary whether or not the corporation is making a profit and may also be in receipt of payments deriving from profits.
++
  Workers in employment for pay
--1. Workers in employment for pay are employed persons who receive, or expect to receive, remuneration in cash or in kind, in return for time worked or for each piece or service produced. They include both employees and owner-operators of corporations who hold a job in an incorporated enterprise which they own and control.
++Workers in employment for pay are employed persons who receive, or expect to receive, remuneration in cash or in kind, in return for time worked or for each piece or service produced. They include both employees and owner-operators of corporations who hold a job in an incorporated enterprise which they own and control.
  = The International Classification of Status  in Employment (ICSE-18) =
--1. The International Classification of Status in Employment (ICSE-18) classifies jobs in employment for pay or profit into ten detailed categories based on the concepts of type of authority and type of economic risk described above. These categories may be aggregated according to two alternative classification hierarchies: the //International Classification of Status in Employment according to type of authority (ICSE-18-A) //and the //International Classification of Status in Employment according to type of economic risk (ICSE-18-R).//
--1. Both hierarchies for status in employment, based on economic risk and authority, should have equal priority when producing statistics. Statistics from labour force surveys and, when possible from other relevant sources, should be compiled on a regular basis according to both hierarchies.
++The International Classification of Status in Employment (ICSE-18) classifies jobs in employment for pay or profit into ten detailed categories based on the concepts of type of authority and type of economic risk described above. These categories may be aggregated according to two alternative classification hierarchies: the //International Classification of Status in Employment according to type of authority (ICSE-18-A) //and the //International Classification of Status in Employment according to type of economic risk (ICSE-18-R).//
++Both hierarchies for status in employment, based on economic risk and authority, should have equal priority when producing statistics. Statistics from labour force surveys and, when possible from other relevant sources, should be compiled on a regular basis according to both hierarchies.
++
  == International Classification of Status in Employment according to type of authority (ICSE-18-A) ==
--1. ICSE-18-A provides, at its top level, a dichotomy between independent workers and dependent workers in which:
++ICSE-18-A provides, at its top level, a dichotomy between independent workers and dependent workers in which:
  //Independent workers// are classified into the following groups:
--1.
++1.
 . Employers
 . – Employers in corporations
 . – Employers in household market enterprises
@@ -120,12 +120,12 @@
  //Dependent workers// are classified into the following groups:
--1.
++1.
 . Dependent contractors
 – Dependent contractors
--1.
++1.
 . Employees
 . – Permanent employees
 . – Fixed-term employees
@@ -144,7 +144,7 @@
  //Workers in employment for profit// are classified into the following groups:
--1.
++1.
 . Independent workers in household market enterprises
 – Employers in household market enterprises
@@ -161,7 +161,7 @@
  //Workers in employment for pay// are classified into the following groups:
--1.
++1.
 . Owner-operators of corporations
 – Employers in corporations
@@ -170,8 +170,8 @@
                                          D.    Employees
--1.
--11.
++1.
++11.
 . – Permanent employees
 . – Fixed-term employees
 . – Short-term and casual employees
@@ -180,7 +180,7 @@
  = Definitions and explanatory notes for categories in the two hierarchies of the International Classification of Status in Employment =
--==      A.       Employers ==
++== A.       Employers ==
 . Employers own the economic unit in which they work and control its activities on their own account or in partnership with others, and in this capacity employ one or more persons (including temporarily absent employees but excluding themselves, their partners and family helpers) to work as an employee for at least one hour per week. In statistics on employment, they include:
 . – Employers in corporations
@@ -223,7 +223,7 @@
 – Owner-operators of corporations without employees
--==  3. Dependent contractors ==
++== 3. Dependent contractors ==
 . //Dependent contractors //are workers employed for profit, usually by way of a commercial transaction, who are dependent on another entity that directly benefits from the work performed by them and exercises explicit or implicit control over their activities. Their dependency may be of an operational nature, for example through organization of the work or control over access to the market, and/or of an economic nature such as through control over the price for the goods or services produced, or access to raw materials or capital items. The economic units on which they depend may be market or non-market units and include corporations, governments and non-profit institutions.
 . Some or all of the following characteristics apply to dependent contractors:
@@ -272,14 +272,14 @@
  (b) the arrangement is of a short-term nature, with a duration of less than three months from the first day of employment to the expected final day of employment.
--1.
++1.
 . Employment in this category may provide flexibility for workers who need to balance employment with family responsibilities, education, or other forms of work but may also entail insecurity of income and employment.
 . This category includes two groups which may be separately identified if relevant in national circumstances: //short-term employees //and //casual and intermittent employees~://
 . //short-term employees //are those who are guaranteed a minimum number of hours of work and are employed on a time-limited basis with an expected duration of less than three months. They include:
 . employees with contracts of employment with a duration of less than three months;
--1.
--11.
--111.
++1.
++11.
++111.
 . employees without formal arrangements or contracts when it is understood that the employment will be of a duration of less than three months; and
 . //casual and intermittent employees //are those who have no guarantee of employment for a certain number of hours during a specified period but may have arrangements of an ongoing or recurring nature. Depending on national circumstances and specific contractual arrangements pertaining to the job, this group includes employees engaged on a casual or intermittent basis, workers on zero-hours contracts, employees who are only paid when called in to work, and workers hired on a day-to-day basis.
 . Unless the total duration of the employment arrangement is less than three months, short-term and casual employees exclude:
@@ -294,7 +294,7 @@
 . undertaking general on-the-job training or life-long learning while in employment, including in market and non-market units owned by household or family members; and
 . working without pay in market or non-market units owned by household or family members.
--==      E. Contributing family workers ==
++== E. Contributing family workers ==
  **57. **//Contributing family workers// assist a family member or household member in a market-oriented enterprise operated by the family or household member, or in a job in which the assisted family or household member is an employee or dependent contractor. They do not receive regular payments, such as a wage or salary, in return for the work performed, but may benefit in kind or receive irregular payments in cash as a result of the outputs of their work through family or intra-household transfers, derived from the profits of the enterprise or from the income of the other person. They do not make the most important decisions affecting the enterprise or have responsibility for it.
@@ -307,7 +307,7 @@
                                ~1.     Employers
--1.
++1.
 . – Employers in corporations
 . – Employers in household market enterprises
 . – Employers in own-use provision of services
@@ -357,9 +357,9 @@
 – Independent workers in own-use provision of services without employees
--1.
--11.
--111.
++1.
++11.
++111.
 . – Family helpers in own-use provision of services
 . Workers in own-use production of goods
@@ -367,9 +367,9 @@
 – Independent workers in own-use production of goods without employees
--1.
--11.
--111.
++1.
++11.
++111.
 . – Family helpers in own-use production of goods
 . Volunteer workers
@@ -393,8 +393,8 @@
  (a) Excluded from this group are workers who:
--1.
--11.
++1.
++11.
 . perform non-compulsory work without remuneration through or for organizations comprising market and non-market units, including self-help, mutual aid or community-based groups of which the worker is a member; and
 . produce goods or services for consumption by members of the worker’s own household or family.
@@ -420,7 +420,7 @@
 . unpaid apprentices, trainees and interns;
 . workers performing unpaid compulsory activities; (iii) direct volunteers.
--==      9. Other unpaid workers ==
++== 9. Other unpaid workers ==
  **72. **//Other unpaid workers// are workers who cannot be classified in any other groups in the International Classification of Status at Work. They include workers performing activities such as unpaid community service and unpaid work by prisoners, when ordered by a court or similar authority, and unpaid military or civilian service.
@@ -479,7 +479,7 @@
  **84. **Information on full-time/part-time status, usual hours worked and contractual hours of work should be collected in accordance with the most recent international standards for statistics on working time (currently the 18th ICLS Resolution concerning the measurement of working time). Information on contractual hours of work is required to determine whether employees have arrangements that provide a guaranteed minimum number of hours of work, and is essential for derivation of the subcategories of employees.
--== Main reason for non-permanent employment  ==
++== Main reason for non-permanent employment ==
 . //Main reason for non-permanent employment// refers to the main reason why an employed person does not have a permanent work contract or arrangement. Statistics on the reason for non-permanent employment should be collected for all employees classified as fixed-term, or as short-term and casual employees. Such statistics should also be collected for dependent contractors if relevant for national purposes.
 . Statistical outputs on the main reason for non-permanent employment should include at least the following categories:
@@ -502,7 +502,7 @@
 . Type of employment agreement should not be used directly to measure informality, since workers with oral agreements can be subject to social protection, and workers with written contracts may or may not meet the criteria for formality.
 . At a minimum, categories for “written contract” and “oral agreement” should be used in statistical outputs. Statistics indicating whether the agreement is collective or individual should also be compiled from relevant statistical sources.
--== Form of remuneration  ==
++== Form of remuneration ==
 . //Form of remuneration// refers to the basis on which a worker is paid, rather than on the form of payment (e.g. cash or in kind). It should specify the information relevant to understand the nature of the employment relationship, but not necessarily other aspects of remuneration. The variable “forms of remuneration” is required to assist with identification of the status in employment categories and should include information about all forms of remuneration received by the worker in a particular job. A separate recommended variable on “main form of remuneration”, provides additional information that may be collected by adding an additional question.
 . At a minimum, the following categories are needed:
@@ -561,7 +561,7 @@
 . //Domestic workers employed by service providers// are employees of economic units such as agencies that provide domestic services to households. //Domestic service providers// //employed for profit// provide domestic services to private households as independent workers or dependent contractors.
 . Domestic employees may be identified in statistical collections when the economic activity of their employer is equivalent to ISIC Rev.4 Division 97, Activities of households as employers of domestic personnel. Other domestic workers may be identified in statistical collections if their occupation is one of those commonly held by domestic employees, and their main place of work is the client’s residence. Analysis of these occupations by place of work may also allow the identification of other workers not considered to be domestic workers, but who perform services frequently provided by domestic workers (such as laundry, childcare and personal care) in settings such as their own home or workplace, or in the workplace of agencies providing such services.
--== Home-based workers  ==
++== Home-based workers ==
  **105. **//Home-based workers// are workers whose main place of work is their own home. They may be employers, independent workers without employees, dependent contractors, employees or contributing family workers.