Redundancy Pay, Unions and Employment
AbstractIn this paper, the authors estimate the determinants of bargaining over redundancy pay, and its impact on employment variation and financial performance, using the 1990 Workplace Industrial Relations Survey. The estimates indicate that bargaining over redundancy pay is more prevalent in plants with a strong union presence. However, voluntary negotiation of redundancy pay does not appear to reduce employment variability in the face of small demand shocks. Bargaining over manual redundancy pay has an insignificant impact on plants' financial performance, while bargaining over nonmanual redundancy pay has a large significant positive effect. The authors' findings may explain the positive attitudes to redundancy pay reported by some employers, and reinforce the general conclusion of cross-country studies that firing constraints in Britain may be relatively unimportant in preventing labor market flexibility. Copyright 1999 by Blackwell Publishers Ltd and The Victoria University of Manchester
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Bibliographic InfoArticle provided by University of Manchester in its journal Manchester School.
Volume (Year): 67 (1999)
Issue (Month): 3 (June)
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- Laszlo Goerke, 2001.
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- Addison, John T. & Siebert, W. Stanley, 2002. "Changes in Collective Bargaining in the U.K," IZA Discussion Papers 562, Institute for the Study of Labor (IZA).
- John T. Addison & Paulino Teixeira, 2005. "The Effect of Works Councils on Employment Change," GEMF Working Papers 2005-06, GEMF - Faculdade de Economia, Universidade de Coimbra.
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