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The determinants of pay levels and fringe benefit provision in Britain

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  • John Forth

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Abstract

The ability of trade unions to raise pay levels is well established, but the contraction of the union sector in Britain calls this into question. Analysis of the 1998 Workplace Employee Relations Survey shows that there is still a union premium for some employees covered by collective bargaining and that this effect spills over to other employees in the same workplaces. Employer and workplace characteristics generally have a greater impact on pay than union bargaining. Circumstances where the union effects are strongest are identified. Some similar effects are shown for the provision of fringe benefits.

Suggested Citation

  • John Forth, 2000. "The determinants of pay levels and fringe benefit provision in Britain," National Institute of Economic and Social Research (NIESR) Discussion Papers 171, National Institute of Economic and Social Research.
  • Handle: RePEc:nsr:niesrd:171
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    File URL: http://www.niesr.ac.uk/sites/default/files/publications/dp171.PDF
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    Cited by:

    1. A Charlwood, 2005. "The De-Collectivisation of Pay Setting in Britain 1990-1998: Incidence, Determinants and Impact," CEP Discussion Papers dp0705, Centre for Economic Performance, LSE.
    2. Alison L. Booth & Mark L. Bryan, 2004. "The Union Membership Wage-Premium Puzzle: Is There a Free Rider Problem?," ILR Review, Cornell University, ILR School, pages 402-421.
    3. Charlwood, Andy, 2005. "The de-collectivisation of pay setting in Britain 1990-1998: incidence, determinants and impact," LSE Research Online Documents on Economics 19881, London School of Economics and Political Science, LSE Library.

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