In March 2020, the UK government introduced a Coronavirus Job Retention Scheme. Businesses that had to close or cut back could put staff on furlough and the scheme would allow employers to claim 80% of workers’ wages up to £2500 per month. This would be passed on to workers.
There was large-scale uptake of the scheme. By the end of August, 9.6 million employees were on furlough (28% of the workforce) from around 1.2 million employers (61% of eligible employers). The scheme significantly stemmed the rise in unemployment. The claimant count rose 121% from March to August from 1.24 million to 2.74 million, far less than it would have done without the furlough scheme.
Since 1 August the level of support has been reduced in stages and is due to end on 31 October. It will then be replaced by a new ‘Job Support Scheme (JSS)‘ running from 1 November 2020 to 30 April 2021. Initially, employees must work at least 33% of their usual hours. For hours not worked, the government and the employer will pay a third each. There would be no pay for the final third. This means that an employee would receive at least 77.7% (33% + (2/3)67%) of their full pay – not far short of the 80% under the furlough scheme.
Effects on unemployment
Will the scheme see a substantial rise in unemployment, or will it be enough to support a gradual recovery in the economy as more businesses are able to reopen or take on more staff?
On first sight, it might seem that the scheme will give only slightly less job protection than the job furlough scheme with employees receiving only a little less than before. But, unlike the previous scheme, employers will have to pay not only for work done, but also an additional one-third for work not done. This is likely to encourage employers to lay off part of their staff and employ the remainder for more than one-third of their usual hours. Other firms may simply not engage with the scheme.
What is more, the furlough scheme paid wages for those previously employed by firms that were now closed. Under the new scheme, employees of firms that are forced to stay closed, such as many in the entertainments industry, will receive nothing. They will lose their jobs (at least until such firms are able to reopen) and will thus probably have to look for a new job. The scheme does not support them.
The government acknowledges that some people will lose their jobs but argues that it should not support jobs that are no longer viable. The question here is whether some jobs will eventually become viable again when the Covid restrictions are lifted.
With Covid cases on the rise again and more restrictions being imposed, especially at a local level, it seems inevitable that unemployment will continue to rise for some time with the ending of the furlough scheme and as the demand for labour remains subdued. The ending of the new scheme in April could compound the problem. Even when unemployment does begin to fall, it may take many months to return to pre-pandemic levels.
Update: expansion of the scheme
On 9 October, with Covid-19 cases rising rapidly in some parts of the country and tighter restrictions being imposed, the government announced that it was extending the scheme. From 1 November, employees of firms in certain parts of the country that would be required to close by the government, such as bars and restaurants, would be paid two-thirds of their previous wages by the government.
Critics of this extension to the scheme argue many firms will still be forced to shut because of lack of demand, even though they are not legally being required close. Employees of such firms will receive nothing from the scheme and will be forced onto Universal Credit. Also, the scheme will mean that many of the workers who do receive the money from the government will still face considerable hardship. Many will previously have been on minimum wages and thus will struggle to manage on only two-thirds of their previous wages.
- Job Support Scheme: What will I be paid after furlough?
BBC News, Eleanor Lawrie (1/10/20)
- Chancellor unveils new Job Support Scheme and extends self-employed grant
MSE News, Callum Mason (24/9/20)
- Sunak has bought himself time, but his big test will come as crisis eases
IFS Newspaper article, Paul Johnson (28/9/20)
- The businesses that feel left behind by Sunak’s jobs support scheme
Channel 4 News, Paul McNamara (25/9/20
- Covid: Jobs scheme ‘won’t stop major rise in unemployment’
BBC News (25/9/20)
- How the new Job Support Scheme will work
FT Adviser, Richard Churchill (30/9/20)
- Covid scheme: UK government to cover 22% of worker pay for six months
The Guardian, Phillip Inman (24/9/20)
- Hard winter ahead as Sunak tries to stop job losses hitting postwar record
The Guardian, Larry Elliott (24/9/20)
- Job Support Scheme ‘won’t reduce job losses’
Personnel Today, Ashleigh Webber (25/9/20)
- Sunak’s new job support scheme offers warm words but no escape from the coming unemployment chill
The Conversation, David Spencer (24/9/20)
- If people on furlough were counted as unemployed, find out what would have happened to the unemployment rate between March and August 2020.
- If an employer were previously employing two people doing the same type of job and now has enough work for only one person, under the Job Support Scheme would it be in the employers’ financial interest to employ one worker full time and make the other redundant or employ both of the workers half time? Explain your arguments.
- What are the arguments for and against the government supporting jobs for more than a few months?
- What determines the mobility of labour? What policies could the government pursue to increase labour mobility?
- Find out what policies to support employment or wages have been pursued by two other countries since the start of the pandemic. Compare them with the policies of the UK government.
The government has announced outlines of the new system of immigration controls from January 2021 when the Brexit transition period is scheduled to finish. It plans to introduce an Australian-style points-based system. This will apply to all EU and Non-EU citizens. The aim is to attract skilled workers, while preventing non-skilled or low-skilled workers from entering the UK for employment.
But even skilled workers will need to meet three criteria in order to obtain a work visa: (i) having the offer of a job paying a minimum of £25,600 per annum, except in designated jobs where there is a shortage of labour; (ii) being able to speak English; (iii) having qualifications equivalent to A levels.
To apply for a work visa, applicants must have at least 70 points according to the following table:
In certain jobs where there is a shortage of labour, designated by the Migration Advisory Committee (MAC), immigrants will be able to earn a lower income, provided it is above £20,480 per annum. They will earn 20 points for such jobs, which can offset not meeting the £25,600 threshold. Such jobs could include those in healthcare and farming. There will also be temporary visas for seasonal workers, such as fruit pickers.
The government argues that the new system will encourage employers to substitute technology for labour, with greater investment in equipment and computers. This would increase labour productivity and wages without reducing employment.
This is illustrated in the diagram, which illustrates a low-paid job which will be impacted by the restrictions. If there is a rise in productivity through technological change, the marginal revenue product of labour curve shifts upwards from MRPL1 to MRPL2 and offsets the leftward shift in labour supply (caused by the decline in immigration) from ACL1 to ACL2 and the marginal cost of labour from MCL1 to MCL2. Employment is where the marginal cost of labour equals the marginal revenue product of labour. This remains at Q1. Wages are given by the supply curve of labour and rise from W1 to W1. (Click here for a PowerPoint of the diagram.)
Even if the upward shift in the MRPL curve is not sufficient to offset the leftward shift in the labour supply curve, wages will still rise, but there will be a fall in employment.
In higher-paid skilled jobs where people meet the points requirement, there will be little effect on wages and employment, except where people are generally discouraged by a points system, even if they have the points themselves.
The government also argues that there is a large pool of UK residents who can take up jobs that would otherwise have been filled by immigrants. The Home Secretary referred to the 8.48 million people who are economically inactive who could fill jobs no longer filled by immigrants. However, as the data show, most of these people are not available for work. Some 2.3 million are students, 1.9 million are carers at home looking after relatives, 2.1 million are long-term sick and 1.1 million are retired. Only 1.9 million (22.1% of the economically inactive) would like a job and not all these would be able to take up one (e.g. the long-term sick).
One the biggest problems concerns low-paid sectors where it is very difficult to substitute capital for labour through use of technology. Examples include social care, health care, the leisure and hospitality industry and certain jobs in farming. There could be severe shortages of labour in such industries. It remains to be seen whether such industries will be given exemptions or more relaxed conditions by the government in line with advice from the Migration Advisory Committee.
More details will emerge of the points system in the coming months. It will be interesting to see how responsive the government will be to the concerns of employers and workers.
- Find out how the proposed points-based system for immigration differs from the current system that applies to non-EU citizens.
- What will be the likely impact of reducing immigration of unskilled and low-skilled people?
- What barriers are there to substituting capital for labour in the caring and leisure sectors?
- What would be the macroeconomic effects of a substantial reduction in immigration?
A lack of productivity growth has been a major problem for the UK economy over the past decade (click here for a PowerPoint of the chart). Is it possible that the new decade may see a pick-up in the growth in output per hour worked?
One possible solution to low productivity growth is to reduce working hours and even to move to a four-day week, but not to reduce total pay. If people work fewer hours, they may well be more productive in the hours they do work. In fact, not only may output per hour increase, but so too may output per worker, despite fewer hours being worked. What is more, the quality of output may increase with people being less tired and more motivated.
Several companies have experimented with a four-day week, including Microsoft in Japan, which employees 2300 workers. It found that, despite a 20% reduction in hours worked, output per hour worked increased by 40%, with total output thereby increasing. Workers were generally happier and more motivated and asked for fewer days off.
And it is not just a question of output: fewer hours can result in lower costs. The effect on costs will depend on the nature of new work patterns, including whether everyone has the same extra day off.
But a four-day week is only one way of cutting working hours for full-time employees. Another is to reduce the length of the working day. The argument is that people may work more efficiently if the standard working day is cut from eight to, say, five hours. As the first Thrive Global article article (linked below) states:
Just because you’re at your desk for eight hours doesn’t mean you’re being productive. Even the best employees probably only accomplish two to three hours of actual work. The five-hour day is about managing human energy more efficiently by working in bursts over a shorter period.
If people have more leisure time, this could provide a boost to the leisure and other industries. According to a Henley Business School study:
An extra day off could have a knock-on effect for the wider society. We found 54% of employees said they would spend their day shopping, meaning a potential boost for the high street, 43% would go to the cinema or theatre and 39% would eat out at restaurants.
What is more, many people would be likely to use the extra time productively, undertaking training, volunteering or other socially useful activities. Also family life is likely to improve, with people spending less time at work and commuting and having more time for their partners, children, other relatives and friends. In addition, people’s physical and mental health is likely to improve as they achieve a better work-life balance.
So, should firms be encouraged to reduce hours for full-time workers with no loss of pay? Many firms may need no encouragement at all if they can see from the example of others that it is in their interests. But many firms may find it difficult, especially if their suppliers and/or customers are sticking with ‘normal’ working hours and want to do business during those hours. But, over time, as more firms move in this direction, so it will become increasingly in the interests of others to follow suit.
In the meantime, should the government introduce incentives (such as tax breaks) or regulations to limit the working week? Indeed, it was part of the Labour manifesto for the December 2019 election that the country should, over time, move to a four-day week. Although this was a long-term goal, it would probably have involved the use of some incentives to encourage employers to move in that direction or the gradual introduction of limits on the number of hours or days per week that people could work in a particular job. It is unlikely that the new Conservative government will introduce any specific measures, but would probably not want to discourage firms from reducing working hours, especially if it is accompanied by increased output per worker.
But despite the gains, there are some problems with reduced working hours. Many small businesses, such as shops, restaurants and firms offering technical support, may not have the flexibility to offer reduced hours, or may find it hard to increase productivity when there is a specific amount of work that needs doing, such as serving customers.
Another problem concerns businesses where the output of individuals is not easy to measure because they are part of a team. Reducing hours or the working week may not make such people work harder if they can ‘get way with it’. Not everyone is likely to be motivated by fewer hours to work harder.
Then there is the problem if reduced hours don’t work in boosting productivity. It may then be very difficult to reintroduce longer hours.
But, despite these problems, there are many firms where substantial gains in productivity could be made by restructuring work in a way that reduces hours worked. We may see more and more examples as the decade progresses.
- Economics of a four-day working week: research shows it can save businesses mone
The Conversation, Miriam Marra (11/11/19)
- Less hours for work, more time on Earth: Why a four-day working week is good for you
Independent, Steve Taylor (16/12/19)
- Microsoft Japan Launched A Four-Day Workweek To Much Success: Is This The Key To Attracting Talent In The Tight U.S. Job Market?
Forbes, Jack Kelly (5/11/19)
- Will The Five-Hour Work Day Catch On In America?
Forbes, Jack Kelly (28/10/19)
- My Company Implemented a 5-Hour Workday — and the Results Have Been Astounding
Thrive Global, Stephan Aarstol (3/10/19)
- Why Does a Four-Day Work Week Achieve Better Results?
Thrive Global, Stephanie Lin (16/12/19)
- Four-Day Working Week Improves Staff’s Mental Health By 87%, Company Finds
Unilad, Niamh Shackleton (10/12/19)
- Hull business launches four-day working week as well as your birthday off and ‘Beer Fridays’
Hull Live, Phil Winter (5/12/19)
- A four-day work week? Sounds nice, but here’s the real deal
Sydney Morning Herald, Tony Featherstone (21/11/19)
- The four-day debate: Fantasy or feasible?
The Hindu, Business Live, Kamal Karanth (20/11/19)
- Finland’s ministry of transport floats tech-enabled four-day week
Computer Weekly, Gerard O’Dwyer (20/11/19)
- Should You Consider a 4 Day Work Week?
Small Business Trends, Rob Starr (5/12/19)
- Distinguish between different ways of measuring labour productivity.
- Give some examples (from the linked references) of employers which have tried introducing a four-day week or reduced hours for full-time workers. What has been the outcome in each case?
- In what ways may reducing working hours reduce a firm’s total costs?
- What are the advantages and disadvantages of the government imposing (at some point in the future) a maximum working week or a four-day week?
- What types of firm might struggle in introducing a four-day week or a substantially reduced number of hours for full-time employees?
- What external benefits and costs might arise from a shorter working week?
Spring has already made its appearance here in Norfolk. Our garden is in full bloom and I am in a particularly spring-philosophical mood today – especially so as I should soon be hearing news from the editorial office of a coveted economics journal. This concerns a paper that I submitted for publication what feels like months ago.
And just as I was reflecting on this thought, a paper by Firmuc and Paphawasit (2018) landed on my desk, evaluating the impact of physical attractiveness on academic research productivity in the field of economics. More specifically, the authors pull together information about the research productivity of about 2000 published economics researchers. They then find photos of them and rate their attractiveness (yes, seriously!) using an online survey. In particular:
Besides collecting some basic information on the authors, we also rated their attractiveness. To this effect, we circulated a number of online survey links to potential participants at Brunel University and elsewhere, using direct communication, email and social networks. Each online survey collected basic background information on the assessor (gender, age, ethnicity, highest education, and whether they are currently enrolled as a student) followed by 30 randomly-chosen and randomly-ordered photos, with each picture placed on a separate page.
…Each rater was asked to rate the attractiveness of the person in the photo on an 11-point scale, from 0 (unattractive) to 10 (very attractive). No information on the photographed individuals was provided and the raters were told that the survey studies the formation of perceptions of beauty. The raters were also asked whether they recognised the person in the picture, or whether the picture did not load properly: in such instances, their scores were excluded from the analysis.
The average beauty score was 3.9, with the most attractive academic scoring 7.6
They even attach photographs of the three most attractive male authors in their sample in an appendix (thankfully the other end of the distribution was left out – I had to check to make sure, as I was worried for a few minutes I would find my photo posted there!).
Their results show that there is a link between authors’ attractiveness and quality of journals where their papers are published, as well as number of citations that they receive. According to their findings, this association matters most for more productive authors (‘of intermediate and high productivity’), whereas there seems to be very small or no effect for less productive authors. Some of these effects disappear once controlling for journal quality:
…attractive authors tend to publish their research in better journals, but once their work is published, it does not attract more citations than other papers published in the same journal by less good-looking authors.
Although there are many methodological parts of this paper that I do not quite understand (probably because it is not my area of specialisation), it does remind us that looks do matter in labour markets. There is a well-established literature in labour economics discussing the association between appearance/beauty and wages and the so-called ‘halo effect’ (referring to the physical attractiveness premium that more attractive workers are likely to command in labour markets – see also Langlois et al., 2000; Zebrowitz et al., 2002; Kanazawa and Kovar, 2004; for a detailed discussion on this).
I was also surprised to read that this beauty bias can be also gender specific. For instance, Cash et al (1977) and Johnson et al. (2010) find that the effect goes the other way (negative impact) when considering female candidates applying for jobs traditionally perceived as ‘masculine’ ones. By contrast, male candidates are more likely to experience a positive return on good looks, irrespective of the type of job that they do (see also Johnson et al., 2010).
No surprise then that ‘guyliners’, ‘make up for men’ and other male beauty products are becoming increasingly popular amongst younger workers – in Europe it is not as common yet as it is in parts of Asia (Japan comes to mind), but I imagine it is a matter of time, as more workers realise that there are positive returns to be made!
- Beautiful Minds: Physical Attractiveness and Research Productivity in Economics
Institute of Labor Economics conference paper, Jan Fidrmucand Boontarika Paphawasit (July 2018)
- Maxims or myths of beauty? A meta-analytic and theoretical review
Psychological Bulletin, Vol 126(3), pp.390–423, Judith H Langlois, Lisa Kalakanis, Adam J Rubenstein, Andrea Larson, Monica Hallam and Monica Smoot (May 2000)
- Looking Smart and Looking Good: Facial Cues to Intelligence and their Origins
Personality and Social Psychology Bulletin, Leslie A Zebrowitz, Judith A Hall, Nora A Murphy, Gillian Rhodes (February 2002)
- Why beautiful people are more intelligent
Intelligence, Vol 32, pp.227–243, Satoshi Kanazawa and Jody L Kovar (2004)
- Sexism and beautyism in personnel consultant decision making
Journal of Applied Psychology, Vol 62(3), pp.301–10, Thomas Cash, Barry Gillen and D S Burns (January 1977)
- Physical Attractiveness Biases in Ratings of Employment Suitability: Tracking Down the “Beauty is Beastly” Effect
The Journal of Social Psychology, 150(3), pp.301–18, Stefanie K Johnson, Kenneth E Podratz, Robert L Dipboye and Ellie Gibbons (April 2010)
- Read some of the papers posted above and explain the main argument about the link between physical attraction and wages. What does the empirical evidence show on this?
- Using examples and anecdotal evidence, do you agree with these findings?
- If these findings are representative of the real world, what do they suggest about the functioning of modern labour markets?
How would your life be without the internet? For many of you, this is a question that may be difficult to answer – as the internet has probably been an integral part of your life, probably since a very young age. We use internet infrastructure (broadband, 4G, 5G) to communicate, to shop, to educate ourselves, to keep in touch with each other, to buy and sell goods and services. We use it to seek and find new information, to learn how to cook, to download music, to watch movies. We also use the internet to make fast payments, transfer money between accounts, manage our ISA or our pension fund, set up direct debits and pay our credit-card bills.
I could spend hours writing about all the things that we do over the internet these days, and I would probably never manage to come up with a complete list. Just think about how many hours you spend online every day. Most likely, much of your waking time is spent using internet-based services one way or another (including apps on your phone, streaming on your phone, tablet or your smart TV and similar). If your access to the internet was disrupted, you would certainly feel the difference. What if you just couldn’t afford to have computer or internet access? What effect would that have on your education, your ability to find a job, and your income?
Martin Jenkins, a former homeless man, now entrepreneur, thinks that the magnitude of this effect is rather significant. In fact, he is so convinced about the importance of bringing the internet to poorer households, that he recently founded a company, Neptune, offering low-income households in the Bronx district of New York free access to online education, healthcare and finance portals. His venture was mentioned in a recent (and very interesting) BBC article – a link to which can be found at the end of this blog. But is internet connectivity really that important when it comes to economic and labour market outcomes? And is there a systematic link between economic growth and internet penetration rates?
These are all questions that have been the subject of intensive debate over the last few years, in the context of both developed and developing economies. Indeed, the ‘digital divide’ as it is known (the economic gap between the internet haves and have nots) is not something that concerns only developing countries. According to a recent policy brief published by the New York City Comptroller:
More than one-third (34 percent) of households in the Bronx lack broadband at home, compared to 30 percent in Brooklyn, 26 percent in Queens, 22 percent in Staten Island, and 21 percent in Manhattan.
The report goes on to present data on the percentage of households with internet connection at home by NYC district, and it does not take advanced econometric skills for one to notice that there is a clear link between median district income and broadband access. Wealthier districts (e.g. Manhattan Community District 1 & 2 – Battery Park City, Greenwich Village & Soho PUMA), tend to have a significantly higher share of households with broadband access, than less affluent ones (e.g. NYC-Brooklyn Community District 13 – Brighton Beach & Coney Island PUMA) – 88% of total households compared with 58%.
But, do these large variations in internet connectivity matter? The evidence is mixed. On the one hand, there are several studies that find a clear, strong link between internet penetration and economic growth. Czernich et al (2011), for instance, using data on OECD countries over the period 1996–2007, find that “a 10 percentage point increase in broadband penetration raised annual per capita growth by 0.9–1.5 percentage points”.
Another study by Koutroumpis (2018) examined the effect of rolling out broadband in the UK.
For the UK, the speed increase contributed 1.71% to GDP in total and 0.12% annually. Combining the effect of the adoption and speed changes increased UK GDP by 6.99% cumulatively and 0.49% annually on average”. (pp.10–11)
The evidence is less clear, however, when one tries to estimate the benefits between different types of workers – low and high skilled. In a recent paper, Atasoy (2013) finds that:
gaining access to broadband services in a county is associated with approximately a 1.8 percentage point increase in the employment rate, with larger effects in rural and isolated areas.
But then he adds:
most of the employment gains result from existing firms increasing the scale of their labor demand and from growth in the labor force. These results are consistent with a theoretical model in which broadband technology is complementary to skilled workers, with larger effects among college-educated workers and in industries and occupations that employ more college-educated workers.
Similarly, Forman et al (2009) analyse the effect of business use of advanced internet technology and local variation in US wage growth, over the period 1995–2000. Their findings show that:
Advanced internet technology is associated with larger wage growth in places that were already well off. These are places with highly educated and large urban populations, and concentration of IT-intensive industry. Overall, advanced internet explains over half of the difference in wage growth between these counties and all others.
How important then is internet access as a determinant of growth and economic activity and what role does it have in bridging economic disparities between communities? The answer to this question is most likely ‘very important’ – but less straightforward than one might have assumed.
- Comptroller, New York City, Internet Inequality
- Czernich, N., Falck, O., Kretschmer, T. and Woessmann, L., 2011, Broadband infrastructure and economic growth, The Economic Journal, 121(552), pp.505–32
- Koutroumpis, P., 2018, The economic impact of broadband: evidence from OECD countries, Ofcom
- Atasoy, H., 2013, The effects of broadband internet expansion on labor market outcomes, ILR Review, 66(2), pp.315–45
- Forman, C., Goldfarb, A. and Greenstein, S., 2009, The Internet and Local Wages: Convergence or Divergence? (No. w14750), National Bureau of Economic Research
- Is there a link between economic growth and internet access? Discuss, using examples.
- Explain the arguments for and against government intervention to subsidise internet access of poorer households.
- How important is the internet to you and your day to day life? Take a day offline (yes, really – a whole day). Then come back and write about it.