Changing Trends In Employment And Necessity For New Labour Laws

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JOB CREATION

As outlined in the NITI Aayog’s Action Agenda, India suffers more from the problem of underemployment (i.e. low-productivity, low-wage jobs) than Unemployment as for example:

In 2011-12, agriculture engaged nearly 50% of the workforce but contributed 15% to GDP
In 2010-11, within manufacturing, small firms employed 72% but output was only 12%
In 2006-07, in Services sector, MSMEs employed 98% of workforce but produced 62% of services

Opportunities for creation of well-paying and high productivity jobs: o Expansion of the organized sector to create well-paid high productivity jobs o Shift towards labour-intensive goods and services e.g. apparel, footwear, Food Processing, tourism etc.
Expansion in export market by developing Coastal EMPLOYMENT Zones, using better technology, and improving on quality to remain competitive o Leverage on economies of scale offered by exports market potential o Filling in for ageing workforce of China and also rising labour wages there o Reformation of labour laws.
Significant employment generation also takes place as a direct result of public Investment in Infrastructure-2/”>INFRASTRUCTURE and expenditure on government schemes. Such jobs, being more manual or non-cognitive, do add to the numbers but miss focus on development of cognitive abilities that are going to be indispensable for the Fourth Industrial revolution.

FORMALIZATION OF INDIAN economy

Formalization means creation and expansion of formal jobs, essentially, that come with social security, Financial Inclusion and legal Empowerment of the workforce.

Advantages of formalization

Increased tax revenues for the government due to better reporting under Taxation laws
Coverage of Population under social protection plans, saving from financial distress during difficult times
Increase workers’ welfare and the opportunities for decent jobs
Reduce unfair competition between formal and informal enterprises arising from tax or regulatory arbitrage

Downsides of formalization

Exclusion of population, if knee-jerk steps are taken e.g. demonetization
POVERTY and destitution as rapid formalization imposes additional costs on informal economy

Employment facts

As per Employment-Unemployment Survey (by NSSO) of 2011-12 total workforce employed stands at 47.36 crore; with 23.16 crore in agriculture and 24.2 crore in Industry and services

According to the fifth Annual Employment-Unemployment Survey (EUS) conducted between April and December 2015, 83% of the workers in India were self-employed, casual or contract workers.
As per Economic Census, 2013-14 (latest available), total workforce employed in all establishments stands at 13.1 crore. Further, own-account enterprises (OAEs), which do not employ any regular workers, and enterprises with < 10 workers together accounted for almost 79% of India’s workforce

Beginning from 2017-18, the NSSO has launched periodic labour force surveys (PLFS) to produce annual estimates of formal employment in the economy. This would also help India to meet the IMF’s Special Data Dissemination Standards (SDDS) for releasing quarterly data on macroeconomic indicators

In April 2018, for the first time, India released report on monthly payroll for the formal sector to facilitate analysis of new and continuing employment, based on EPFO’s, ESIC’s and (NPS) PFRDA’s payroll data and subscriptions. The period between September, 2017 and February, 2018 was covered and reported 31.10 lakh new additions across all age groups (those in the 18-25 age group, considered a proxy for new jobs, amount to 18.5 lakh). The payroll data from these three organisations would now be released every month

Report of the NITI Aayog’s Task Force on Improving Employment Data was released

Committee under Dr. T.C.A. Anant, former Chief Statistician of India, is also examining various approaches with a view to reducing redundancy and avoiding duplication of efforts in estimation of employment through the establishment approach. It will also look into whether the monthly payroll data released by EPFO, ESIC and PRFDA can replace the quarterly enterprises-based survey on job creation by the Labour Bureau.

IMPROVING EMPLOYMENT DATA

Report of the NITI Aayog’s Task Force (released in 2017) made recommendations to create a 21st century statistical system in India for the generation of comprehensive employment, unemployment and wage estimates on a sustained basis. These include: Conduct of household surveys on annual basis.

Introduction of time-use survey, that be conducted every three years (such surveys also help in measuring Women’s participation in unpaid work).

Use of technology for faster and better data collection, processing and assimilation. Introduction of annual enterprise survey using enterprises registered with the GSTN as the sample frame.

Separate annual survey of enterprises excluded from the GSTN Database (i.e. those in Health and Education sectors, and those with turnover < INR 20 Lakh in other sectors). Adoption of inclusive and wider definition of ‘formal workers’.

Adoption of GSTN across all legislations, ministries and departments as the universal establishment number

THE two most interesting trends in recent employment figures deserve a closer look. There has been an increase in organised sector manufacturing employment during the period January 2000 to December 2011 to the tune of about 5 million, more than half of which is on the basis of contract.
More recently during March 2014 to July 2015, total employment in manufacturing including organised and unorganised declined in absolute terms while there had been increase of 0.32 million employment in organised manufacturing and this time the share of contract workers of newly employed in organised manufacturing went up to 85 per cent.
In the case of unorganised manufacturing, the only segment that recorded Growth in employment is the Own Account Manufacturing Enterprises (OAMEs) which are basically one person enterprises meaning self-employed who do not hire any labour and mostly employ family labour.
According to the NSSO survey on Unincorporated Non-agricultural Enterprises (excluding construction) total employment in unregistered manufacturing increased from 34.8 million in November 2010 to 36.04 million in 2015-16, a meagre increase of 1.24 million in five years. The rise has been higher in OAMEs to the tune of 1.84 million.
Perhaps the more important fact is employment declined in establishments that are relatively larger in size within the unregistered segment and employ one to ten hired workers, have employed 0.67 million less workers during the same period.
Therefore, the rise in employment in the organised manufacturing sector was primarily driven by contractualisation and in the unorganised segment, employment increase was accompanied by fragmentation of productive activities.
The situation has further worsened because of demonetisation and introduction of GST, causing suffocating effects on the unorganised segment of the economy that employs 92.8 per cent of India’s workforce.

The world of work is changing rapidly. The rise of Artificial Intelligence (AI) and the gig economy are two of the most significant trends that are reshaping the way we work. These trends are creating new opportunities for workers, but they are also raising new challenges.

The gig economy is a term used to describe the growing trend of people working freelance or on short-term contracts, rather than in traditional full-time jobs. This trend is being driven by a number of factors, including the rise of online platforms that make it easier for people to find freelance work, and the increasing demand for flexible work arrangements from both employers and employees.

The gig economy has a number of potential benefits for workers. It can provide them with more flexibility and control over their work, and it can allow them to earn a living doing work that they are passionate about. However, the gig economy also has a number of potential drawbacks. Gig workers often have less job security and benefits than traditional employees, and they may be more vulnerable to exploitation.

AI is another major trend that is transforming the world of work. AI is already being used to automate a wide range of tasks, and it is likely to continue to automate even more jobs in the future. This could lead to mass unemployment, as well as a widening gap between the rich and the poor.

However, AI also has the potential to create new jobs and to improve the Quality Of Life for many people. For example, AI could be used to create new products and services, to improve healthcare and education, and to make our homes and workplaces more efficient.

The rise of AI and the gig economy are just two of the many trends that are reshaping the world of work. These trends are creating new opportunities and challenges for workers, and they are raising important questions about the future of work. It is important to have a discussion about these issues and to develop new policies and laws that will protect workers and ensure that everyone has a fair chance to succeed in the changing economy.

One of the key issues that needs to be addressed is the need for flexibility in the workplace. The gig economy and the rise of AI are making it more difficult for workers to find stable, full-time jobs. This is leading to an increase in the number of people who are working multiple part-time jobs or who are self-employed. This can make it difficult for workers to make ends meet and to plan for the future.

Another key issue is the need for protection for workers in the gig economy. Gig workers often have less job security and benefits than traditional employees. They may also be more vulnerable to exploitation. It is important to develop new laws and regulations that will protect gig workers and ensure that they are treated fairly.

Finally, it is important to consider the need for a new social contract. The traditional social contract, which was based on the idea of full-time, stable employment, is no longer relevant in the 21st century. We need to develop a new social contract that recognizes the changing nature of work and that provides workers with the protections and benefits they need to succeed in the new economy.

The world of work is changing rapidly, and we need to be prepared for the challenges and opportunities that lie ahead. We need to have a discussion about the issues that are raised by the rise of AI and the gig economy, and we need to develop new policies and laws that will protect workers and ensure that everyone has a fair chance to succeed in the changing economy.

What are the changing trends in employment?

The world of work is changing rapidly, and the way we think about employment is changing with it. The rise of the gig economy, the increasing use of automation, and the changing demographics of the workforce are all having a significant impact on the way we work.

One of the most significant trends is the rise of the gig economy. The gig economy is a term used to describe the growing number of people who are working freelance or on short-term contracts, rather than in traditional full-time jobs. This trend is being driven by a number of factors, including the increasing availability of online platforms that make it easy for people to find freelance work, and the growing number of companies that are looking to hire freelancers rather than full-time employees.

Another significant trend is the increasing use of automation. Automation is the use of machines to perform tasks that were previously done by humans. This trend is having a major impact on the workforce, as it is leading to the displacement of some jobs. However, it is also creating new jobs, as companies need to develop and maintain the automation technologies.

The changing demographics of the workforce are also having a significant impact on the way we work. The workforce is becoming increasingly diverse, with more women, older workers, and people with disabilities entering the workforce. This diversity is creating new challenges for employers, as they need to create workplaces that are inclusive and accommodating of all workers.

What is the necessity for new labour laws?

The changing trends in employment are creating new challenges for workers and employers alike. The rise of the gig economy, the increasing use of automation, and the changing demographics of the workforce are all having a significant impact on the way we work. These changes are creating new risks for workers, such as job insecurity, income instability, and a lack of access to benefits. They are also creating new challenges for employers, such as how to manage a diverse workforce and how to comply with new regulations.

In order to address these challenges, there is a need for new labor laws. New labor laws can help to protect workers from the risks associated with the changing trends in employment. They can also help to ensure that employers are able to manage a diverse workforce and comply with new regulations.

What are the benefits of new labour laws?

There are a number of benefits to new labor laws. New labor laws can help to protect workers from the risks associated with the changing trends in employment. They can also help to ensure that employers are able to manage a diverse workforce and comply with new regulations.

Specifically, new labor laws can help to:

Protect workers from job insecurity. New labor laws can help to protect workers from job insecurity by requiring employers to provide notice of layoffs and by providing severance pay.
Protect workers from income instability. New labor laws can help to protect workers from income instability by requiring employers to provide paid sick leave and paid family leave.
Provide workers with access to benefits. New labor laws can help to provide workers with access to benefits, such as health insurance and retirement Savings plans.
Promote workplace safety. New labor laws can help to promote workplace safety by requiring employers to provide safe working conditions and by providing training on workplace safety.
Promote fair treatment of workers. New labor laws can help to promote fair treatment of workers by prohibiting discrimination and harassment.
Promote worker voice. New labor laws can help to promote worker voice by allowing workers to form unions and bargain collectively.

What are the challenges of implementing new labour laws?

There are a number of challenges associated with implementing new labor laws. One challenge is that new labor laws can be complex and difficult to understand. This can make it difficult for employers to comply with the laws, and it can also make it difficult for workers to understand their rights.

Another challenge is that new labor laws can be expensive to implement. This is because employers may need to make changes to their workplaces in order to comply with the laws, and they may also need to provide additional training to their employees.

Finally, new labor laws can be met with resistance from employers and workers. Employers may be reluctant to comply with the laws, and workers may be reluctant to give up their rights.

Despite these challenges, it is important to implement new labor laws in order to protect workers and promote a fair and just workplace.

Which of the following is not a changing trend in employment?
(A) The rise of the gig economy
(B) The decline of unions
(C) The increase in the number of women in the workforce
(D) The increase in the number of people working from home
Which of the following is not a reason for the need for new labor laws?
(A) The changing nature of work
(B) The increasing Globalization/”>Globalization-3/”>Globalization of the economy
(C) The increasing inequality in the distribution of income
(D) The increasing number of people working in precarious jobs
Which of the following is not a potential impact of new labor laws?
(A) They could lead to higher wages for workers.
(B) They could lead to more job security for workers.
(C) They could lead to more flexibility for employers.
(D) They could lead to higher costs for businesses.
Which of the following is not a challenge to implementing new labor laws?
(A) The difficulty of enforcing labor laws.
(B) The difficulty of coordinating labor laws across different jurisdictions.
(C) The difficulty of adapting labor laws to the changing nature of work.
(D) The difficulty of getting businesses and workers to agree on new labor laws.
Which of the following is not a potential benefit of new labor laws?
(A) They could lead to a more equitable distribution of income.
(B) They could lead to a more productive economy.
(C) They could lead to a more sustainable economy.
(D) They could lead to a more democratic Society.