Documents Kent, Katherine 4 results

"The Labour Force Survey introduced two new questions in spring 2005 to find out if someone who is currently inactive is likely to work in the future and when this might be. The reason for adding these new questions is to collect more information from people who are currently inactive on their propensity to work in the future. It is then possible to look at whether these intentions are reflected in their labour market activity, using the longitudinal LFS data sets.This article gives an indication of the suitability of these new questions and investigates the characteristics of those inactive people who say they think they will definitely work in the future."

"Between 2010 and 2020, the state pension age for women will gradually increase, by one month every two months, from 60 to 65. At present, the headline employment and inactivity rates from the Labour Force Survey (LFS) are described as working age. They are based on upper age limits of 59 for women and 64 for men to reflect the current state pension ages in the UK. This article describes how these changes will be implemented and impact on key labour market statistics."

"Employment occurs when a contract is in place between an employer and an employee. Over the last 30 years, many changes have occurred in employment patterns within the UK. These include the changing structure of the population, growth in women working, growth in service industries and decline in manufacturing industries and changing employee and consumer demands. This article presents employment levels and rates, using Labour Force Survey data. It compares the employment rate of people by sex, age, ethnicity, disability, county of birth and qualifications held. It also considers the employment patterns in the public sector. "

"This article provides the latest estimates, for the period 1996 to 2007, of total job separations, defined as the end of the employment relationship between employer and employee. This can happen for many reasons. For example, the employee could choose to leave to have a child or for a better-paid job; conversely, they could be forced to leave at the end of a temporary contract, or be made redundant by their employer. The article is the latest in a series produced by the Office for National Statistics. Earlier Labour Market Trends articles by Weir (2003) and Heap (2005) analysed job separations and the links with the economic climate. This article updates some of the key tables on job separations and uses longitudinal analysis to give more details on previous jobs. "