Changes for page Revised draft resolution concerning statistics on work relationships

Last modified by Artur K. on 2026/05/29 14:28

From 2.43 to 2.42 From 2.46 to 2.45

From version 2.45

edited by Helena K.
on 2026/01/15 22:43

Change comment: There is no comment for this version

To version 2.43

edited by Helena K.
on 2026/01/15 22:40

Change comment: There is no comment for this version

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@@ -432,7 +432,7 @@
 – Independent workers in own-use provision of services without employees
 – Family helpers in own-use provision of services
--*
++*
  ** (ii) Workers in own-use production of goods
 – Employers in own-use production of goods
@@ -640,19 +640,19 @@
 . Based on the statistical definitions of domestic work and domestic workers, the following categories of domestic workers in employment may be identified:
--* (a) domestic employees, defined as all workers engaged directly as employees of households to provide services mainly for consumption by the household members, irrespective of the nature of the services provided including:
--** {{{(i)}}} live-in domestic employees;
--** (ii) live-out domestic employees;
--* (c) domestic workers employed by service providers; and
--* (c) domestic service providers employed for profit.
++* () domestic employees, defined as all workers engaged directly as employees of households to provide services mainly for consumption by the household members, irrespective of the nature of the services provided including:
++* () live-in domestic employees;
++* () live-out domestic employees;
++* () domestic workers employed by service providers; and
++* () domestic service providers employed for profit.
 . Workers in employment who provide services within or for a household or households but are not employed directly by a household, are considered to be domestic workers if the nature of the work performed mainly comprises domestic services such as cleaning, childcare, personal care, food preparation, gardening, driving and security.
 . Domestic workers do not include:
--* (a) workers employed for profit and employees of economic units other than private households who provide services to households that are not considered to be domestic services, for example, services consumed by the household related to educational training (home tuition) or related to maintenance and preservation of physical goods of the dwelling such as electrical installation and repair, plumbing, etc.;
--* (b) workers who mainly provide services to household market enterprises;
--* (c) workers who provide services frequently provided by domestic employees such as laundry, childcare and personal care, when the work is performed in the workers own business premises or residence, unless the service is provided as part of a job in which the worker is engaged directly as an employee of the household.
++* () workers employed for profit and employees of economic units other than private households who provide services to households that are not considered to be domestic services, for example, services consumed by the household related to educational training (home tuition) or related to maintenance and preservation of physical goods of the dwelling such as electrical installation and repair, plumbing, etc.;
++* () workers who mainly provide services to household market enterprises;
++* () workers who provide services frequently provided by domestic employees such as laundry, childcare and personal care, when the work is performed in the workers own business premises or residence, unless the service is provided as part of a job in which the worker is engaged directly as an employee of the household.
 . //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.
@@ -664,62 +664,47 @@
  == Multi-party work relationships ==
--106. //Multi-party work relationships// exist when a third party is involved between the worker and the economic unit for which the work is performed. Arrangements of this type may be mediated by an institutional unit that acts as the employer and makes the worker available, on a temporary or permanent basis, to work for another economic unit while paying the wage or salary of the employee. Such economic units may include:
++1. //Multi-party work relationships// exist when a third party is involved between the worker and the economic unit for which the work is performed. Arrangements of this type may be mediated by an institutional unit that acts as the employer and makes the worker available, on a temporary or permanent basis, to work for another economic unit while paying the wage or salary of the employee. Such economic units may include:
++11. private employment agencies, such as labour hire agencies, temporary employment agencies, or other labour providers (labour brokers, labour outsourcing or subcontractors), that supply the workers but are not generally involved in supervision of the work;
++11. government agencies in the context of schemes such as employment promotion programmes;
++11. service provision agencies such as nursing agencies, domestic or office cleaning service providers, and security service providers, where the employing agency may supervise some elements of the work and establish standards of service, while the client may also provide day-to-day supervision over work performed on their premises.
++1. In all of these cases, the work is not mainly performed at the premises of the agency that pays the employee. The place of work is usually the premises of the client but may be some other place under the supervision of either the client or the employer.
++1. For workers in employment for profit, an intermediary may supply raw materials and receive the goods produced by dependent contractors, or else access to clients may be controlled by an intermediary, typically using the Internet. In these cases the contractor may be paid directly by the client, or payment may be received only through an intermediary that benefits from the work performed by the contractor.
--* (a) private employment agencies, such as labour hire agencies, temporary employment agencies, or other labour providers (labour brokers, labour outsourcing or subcontractors), that supply the workers but are not generally involved in supervision of the work;
--* (b) government agencies in the context of schemes such as employment promotion programmes;
--* (c) service provision agencies such as nursing agencies, domestic or office cleaning service providers, and security service providers, where the employing agency may supervise some elements of the work and establish standards of service, while the client may also provide day-to-day supervision over work performed on their premises.
--
--107. In all of these cases, the work is not mainly performed at the premises of the agency that pays the employee. The place of work is usually the premises of the client but may be some other place under the supervision of either the client or the employer.
--
--108. For workers in employment for profit, an intermediary may supply raw materials and receive the goods produced by dependent contractors, or else access to clients may be controlled by an intermediary, typically using the Internet. In these cases the contractor may be paid directly by the client, or payment may be received only through an intermediary that benefits from the work performed by the contractor.
--
  = Variables related to the measurement of informal employment relationships =
--109. Three variables related to the measurement of informal employment are required to understand the degree of social protection available to workers and the extent of economic risk to which they are exposed in the event of absence from work:
++1. Three variables related to the measurement of informal employment are required to understand the degree of social protection available to workers and the extent of economic risk to which they are exposed in the event of absence from work:
++11. job-dependent social protection;
++11. access to paid annual leave;
++11. access to paid sick leave.
++1. These variables are useful to assess the impact of new or non-standard forms of employment on access to leave and social protection. They are relevant for the identification of informal employment among employees, but are not sufficient for the comprehensive measurement of informal employment.
--* (a) job-dependent social protection;
--* (b) access to paid annual leave;
--* (c) access to paid sick leave.
--
--110. These variables are useful to assess the impact of new or non-standard forms of employment on access to leave and social protection. They are relevant for the identification of informal employment among employees, but are not sufficient for the comprehensive measurement of informal employment.
--
  == Job-dependent social protection ==
--111. //Job-dependent social protection// provides information on whether the person is entitled to social protection as the result of employment in a particular job. It therefore excludes “universal” protection schemes that are not dependent on the person’s job.
++1. //Job-dependent social protection// provides information on whether the person is entitled to social protection as the result of employment in a particular job. It therefore excludes “universal” protection schemes that are not dependent on the person’s job.
++1. When measuring job-dependent social protection the national context and labour laws should be taken into account. Measurement may be based on one or more specific forms of social protection (e.g., occupational injury insurance, old-age benefits, health insurance or unemployment insurance) depending on the national context.
--112. When measuring job-dependent social protection the national context and labour laws should be taken into account. Measurement may be based on one or more specific forms of social protection (e.g., occupational injury insurance, old-age benefits, health insurance or unemployment insurance) depending on the national context.
--
  == Access to paid annual leave ==
--113.** **//Access to paid annual leave// refers to the worker’s entitlement and ability to take paid time off granted by the employer. The number of days granted by the employer may vary between countries but also within the same country (e.g. between different industries and occupations) depending on national labour laws and regulations. It is not sufficient to have a legal right to paid annual leave if the worker does not have access to it in practice.
++**113. **//Access to paid annual leave// refers to the worker’s entitlement and ability to take paid time off granted by the employer. The number of days granted by the employer may vary between countries but also within the same country (e.g. between different industries and occupations) depending on national labour laws and regulations. It is not sufficient to have a legal right to paid annual leave if the worker does not have access to it in practice.
  == Access to paid sick leave ==
--114. //Access to paid sick leave// refers to the worker’s entitlement and ability to take paid leave from employment due to personal sickness or injury. The paid sick leave should be dependent on the worker’s job and therefore excludes schemes that are not related to having a particular job. The number of days for which the worker can receive payment during sickness or injury may vary between countries but also within the same country depending on national labour laws and regulations. It is not sufficient to have a legal right to paid sick leave if the worker does not have access to it in practice.
++1. //Access to paid sick leave// refers to the worker’s entitlement and ability to take paid leave from employment due to personal sickness or injury. The paid sick leave should be dependent on the worker’s job and therefore excludes schemes that are not related to having a particular job. The number of days for which the worker can receive payment during sickness or injury may vary between countries but also within the same country depending on national labour laws and regulations. It is not sufficient to have a legal right to paid sick leave if the worker does not have access to it in practice.
--=== Data sources and guidelines for data collection** ** ===
++**Data sources and guidelines for data collection **
--The conceptual framework for statistics on work relationships described in this resolution aims to allow statistics on different types of productive activity to be compiled in a harmonious and comparable manner from different types of data source.
++1. The conceptual framework for statistics on work relationships described in this resolution aims to allow statistics on different types of productive activity to be compiled in a harmonious and comparable manner from different types of data source.
++1. The collection of data for ICSE-18 should follow the same frequency as the measurement of employment. However the level of detail may vary depending on the statistical source, and on descriptive and analytical needs.
++1. All sources that are used as the basis for statistics on employment are also potential sources when collecting the information required to compile statistics on the ten detailed categories in ICSE-18. Different statistical sources have their advantages as well as disadvantages and can frequently be complementary to each other.
++1. Household-based surveys are an important source of labour market statistics. In particular, Labour Force Surveys will be an important source of data for detailed statistics classified by ICSE-18.
++1. Employment may also be measured in other specialized household surveys such as time-use, education and training or more general household surveys such as those concerned with living standards, household income and expenditure or household budget. In such cases it would be appropriate to include questions designed to determine status in employment with a degree of detail that is relevant for the analytical requirements for the statistics. The nature of the questions asked and the degree of detail would in such cases need to reflect the feasibility of data collection given the limitations of the particular data source.
++1. Since the population census is an important source of statistics on employment, there may be a need to classify those employed by status in employment in the Census, in order to produce estimates for small geographic areas as well as for small groups. The need for a strict limit on the number of questions in most population censuses, however, would mean that a short question or module that collects the same concept but with less detail and less precision may be an appropriate solution.
++1. When establishment surveys are used as a source of statistics on employment, ICSE-18 should be applied when there is a need for information about different types of employment arrangements. However the level of detail should reflect the national needs for the information, and the feasibility of collecting the information from establishments.
++1. Administrative records, developed or adapted for statistical purposes, may also be an important input for the production of employment statistics. The administrative records could, for example, be based upon tax systems, employment services, pension schemes or social security administration. If a country is using administrative records in order to produce employment figures then it might also be relevant to derive status in employment categories from these records. The possibilities to do so depend on the structure and content of the country-specific administrative sources.
++1. Compilation of statistics according to ICSaW-18, or subsets of it, will be dependent on the availability and frequency of collection of statistics on the different forms of work.
++1. In order to facilitate international comparability of the statistics, data on work relationships should be collected on the basis of the most recent relevant data collection and methodological guidelines released by the ILO.
--The collection of data for ICSE-18 should follow the same frequency as the measurement of employment. However the level of detail may vary depending on the statistical source, and on descriptive and analytical needs.
--
--All sources that are used as the basis for statistics on employment are also potential sources when collecting the information required to compile statistics on the ten detailed categories in ICSE-18. Different statistical sources have their advantages as well as disadvantages and can frequently be complementary to each other.
--
--Household-based surveys are an important source of labour market statistics. In particular, Labour Force Surveys will be an important source of data for detailed statistics classified by ICSE-18.
--
--Employment may also be measured in other specialized household surveys such as time-use, education and training or more general household surveys such as those concerned with living standards, household income and expenditure or household budget. In such cases it would be appropriate to include questions designed to determine status in employment with a degree of detail that is relevant for the analytical requirements for the statistics. The nature of the questions asked and the degree of detail would in such cases need to reflect the feasibility of data collection given the limitations of the particular data source.
--
--Since the population census is an important source of statistics on employment, there may be a need to classify those employed by status in employment in the Census, in order to produce estimates for small geographic areas as well as for small groups. The need for a strict limit on the number of questions in most population censuses, however, would mean that a short question or module that collects the same concept but with less detail and less precision may be an appropriate solution.
--
--When establishment surveys are used as a source of statistics on employment, ICSE-18 should be applied when there is a need for information about different types of employment arrangements. However the level of detail should reflect the national needs for the information, and the feasibility of collecting the information from establishments.
--
--Administrative records, developed or adapted for statistical purposes, may also be an important input for the production of employment statistics. The administrative records could, for example, be based upon tax systems, employment services, pension schemes or social security administration. If a country is using administrative records in order to produce employment figures then it might also be relevant to derive status in employment categories from these records. The possibilities to do so depend on the structure and content of the country-specific administrative sources.
--
--Compilation of statistics according to ICSaW-18, or subsets of it, will be dependent on the availability and frequency of collection of statistics on the different forms of work.
--
--In order to facilitate international comparability of the statistics, data on work relationships should be collected on the basis of the most recent relevant data collection and methodological guidelines released by the ILO.
--
  = Future work =
 . To promote the implementation of this resolution, the ILO should work collaboratively with countries, international, regional and sub-regional organizations, and representatives of workers’ and employers’ organizations to: