Catalonia 2020 Strategy EMPLOYMENT & TRAINING SOCIAL COHESION INNOVATION & KNOWLEDGE ENTREPRENEURISM INTERNATIONALISATION GREEN ECONOMY Catalonia 2020 Strategy Generalitat de Catalunya (Government
(ECAT 2020) and its ten defining component parts 5. The six priority areas of action under ECAT 2020 5. 1. Employment and training 5. 2. Social cohesion
strategic lines of action 6. 1. Improving employability 6. 2. Improving the performance of the employment market 6. 3. Facilitating business access to finance 6. 4. Promoting the strategic adaptation
and better employment, establishing a roadmap for economic recovery whilst preserving the model of social cohesion.
employment and training; social cohesion; innovation and knowledge; entrepreneurism; internationalisation; and the green economy. ECAT 2020 is organised around eight strategic lines of action.
planning and implementing policies to improve competitiveness and employment. In many spheres however, the effective and efficient implementation of these policies depends on the action of other stakeholders (other public authorities, employers'organisations, companies, trade unions, workers'associations, etc..
employment, finance, productivity and confidence. The CAREC report stresses that the strategy for the competitiveness of the Catalan economy should revolve around four basic ideas:
-Back to basics, that is relaunching the project for an entrepreneurial Catalonia with a strong and firmly-rooted industrial base in order to attract more sectors with high potential for job creation
employment, R&d, climate change and energy, education, and combating poverty and social exclusion. Within the framework established by the Europe 2020 Strategy,
the Member States are required to launch initiatives aimed at generating growth and employment through the so-called National Reform Programmes.
and Catalonia 2020 Strategy 11-Fostering a high-employment economy that can ensure economic, social and territorial cohesion (inclusive growth).
On 16 february 2005, the Catalan Government and economic and social stakeholders signed the Strategic Agreement for the Internationalisation, Quality of Employment and Competitiveness of the Catalan Economy.
economic growth, quality of employment and social cohesion. When this agreement expired, the signatories decided to revise its content
A particularly important initiative in this context is the Catalan Employment Strategy, whose main goal is to reduce unemployment.
This Strategy is structured into three large blocks: job creation; employability; and improving the labour market. The current situation of economic crisis and public spending restrictions requires appropriate, effective and efficient economic policy measures.
The Government is responsible for designing, planning and implementing such policies, but in many cases they can only be put into effect in cooperation with other stakeholders (other public authorities, employers'organisations, companies, trade unions, workers'associations, etc.).
a strategy for improving the competitiveness of the Catalan economy and employment. ECAT 2020 takes its inspiration from the Europe 2020 Strategy,
and the six priority areas of action identified by ECAT 2020 5. 1. Employment and training The greatest challenge facing the Catalan economy is to create employment.
The Government must provide a stable, reliable environment in order to restart the production system and economic growth,
The Government will promote sectors with high potential for job creation. These sectors include for example: the energy industry (energy efficiency and renewable energy sources;
care for Europe 2020 Strategy flagship initiatives Catalonia 2020 Strategy Priorities of the Europe 2020 Strategy An agenda for new skills and jobs Employment and training Youth on the move
For instance, in order to foster economic growth based on increased productivity and quality job creation, it is necessary to improve mechanisms for professional mediation,
Policies promoting a culture of mobility with regard to employment and training are also crucial to improving employability.
and establishing a labour relations model that fosters the maintenance of employment and the modernisation of labour organisations.
and implementation of an advanced educational model aimed at generating an innovative, inclusive and quality vocational training model, one that offers lifelong,
The crisis and rising unemployment have caused a substantial increase in situations of social inequality and poverty.
Today, unemployment is the main cause of poverty amongst the working-age population. For this reason, measures promoting social cohesion focus on integrating unemployed people into the labour market and on improving job-seeking skills.
should lead the recovery of economic activity and job creation. However, all too often, SMES have neither the training nor the tools needed to adapt to a rapidly-changing and evermore competitive environment.
and job creation and reduces dependency on imports of goods and raw materials. The green economy offers great economic opportunities to industry, the energy sector, farming and tourism.
employment and training; social cohesion; innovation and knowledge; entrepreneurism; internationalisation; and the green economy. Targets, budgets and monitoring indicators for each product
In the present context of severe economic crisis and high unemployment it is particularly important to improve employability as a way of working towards a change to Catalonia 2020 Strategy 23 a more balanced production model, based on productivity.
In the light of this, ECAT 2020 emphasises the importance of the new Catalan 2012-2020 Employment Strategy and the current Plan for the Development of Active Policies. 6. 1. 1. Improving
all international organisations stress the vital role played by career guidance in integration into employment. Career information and guidance services provide support for people who need to take decisions with regard to training
and employment, helping to ensure that they make appropriate choices about their professional career and training needs.
-Making vocational training more flexible in order to adapt the professional skills taught to current and future needs of the production system,
-Substantially increasing the number of young people taking vocational training courses, and-Increasing personalised career guidance services.
Catalonia 2020 Strategy 24 6. 1. 3. Promoting new niches of employment To foster job creation,
Government measures need to focus on new employment niches and to train workers for the emerging sectors with potentially high future demand,
in order to reduce the high structural unemployment generated by sectors in decline and to establish a model for economic growth that is more balanced than previous models. 6. 1. 4. Matching vocational training to labour market requirements Serious imbalances exist between supply
and demand in the Catalan labour market, especially as regards vocational training. Vocational training should be a tool for professionalising people
and helping them to find and retain jobs, and provisions need to be brought more in line with the actual needs of production.
The Government promotes an integrated vocational training system with the following objectives: to provide a single vocational training service that is adapted to the needs of the labour market;
to develop a model for dual vocational training in cooperation with companies and production industries; to introduce a model for the recognition of work experience
and to accredit professional skills; and to establish integrated career information and guidance services. 6. 1. 5. Raising rates of school success In order to reduce the high school dropout rate in Catalonia,
action is needed with regard to the basic skills taught at primary school. This action should focus on the basic skills,
and research staff of excellence and establishing prestigious MA programmes with high international profiles. 6. 1. 8. Increasing integration into labour market of people from groups at risk of social exclusion Unemployment
employment incentives; awareness-raising programmes; and career guidance services. Support is provided particularly for the integration into employment of people receiving the minimum income allowance,
immigrants and ex-convicts. 6. 1. 9. Using ICTS to promote equal opportunities and improve vocational skills Accessible use of information
in order to reduce the high levels of unemployment and to generate economic growth through increased productivity and the creation of quality jobs.
Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 1. Improving employability 1. 1. Improving
personalised careers guidance for unemployed people 1. 2. Helping young people to gain access to the labour market 1. 3 Promoting new niches of employment 1. 4. Matching vocational training to labour market
and information with regard to employment mediation mechanisms For the labour market to operate well, it is essential to ensure smooth communications between those looking for jobs
and maintaining jobs The legal and institutional framework should help to create an environment that is favourable to job creation
To this end, economic and social stakeholders should undertake to focus collective negotiation on increasing productivity within the Catalan economy. 6. 2. 3. Improving job quality and conditions of employment In order to foster
A quality working environment and secure conditions of employment are key factors in persuading workers to commit to company projects
adapted to specific Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 2. Improving labour market performance 2. 1. Improving efficiency and information
with regard to employment mediation mechanisms 2. 2. Promoting a model of labour relations aimed at increasing productivity
and conditions of employment 2. 4. Preventing fraud connected to undeclared work and undue reception of benefits Catalonia 2020 Strategy 29 needs (for example, microcredits, direct loans, mediated loans in association
Within Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 3. Facilitating business access to finance 3. 1. Improving
and to generate employment. The Catalunya emprèn programme pursues these objectives and seeks to promote a public-private network that can bring together
higher Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 4. Promoting the strategic adaptation of businesses to the global economy
and detecting growth opportunities Catalonia 2020 Strategy 34 and vocational training), throughout society and in public opinion in order to foster entrepreneurship,
generate employment and improve social cohesion. 6. 5. 3. Promoting regional economic development Policies must take Catalonia's great territorial diversity into account.
In line with the Europe 2020 Strategy, ECAT 2020 Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE
and employment and contribute to modernising the production system, whilst also reducing dependency on fossil fuels and improving security of energy supply.
and promoting recycled, recyclable and biodegradable products. 6. 7. Modernising Government The public authorities should provide a framework for economic activity and public intervention that fosters business initiative and job creation whilst preserving the rights and duties
In this sphere, Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 6. Fostering the transition to a more resourceefficient economy
Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 7. Modernising Government 7. 1. Preventing legislation
Operational objective Employment and training Social cohesion Innovation and knowledge Entrepreneurism Internationalisation Green economy STRATEGIC LINE 8. Promoting strategic infrastructure 8. 1. Promoting Catalan
%Employment increased by 4. 7 %since 2000 and the activity rate was much higher than the otherwise quite low national average (59.1 versus 55.4%)in 2010.
and employment drop at times of crisis was not as clear-cut as in other developed regions of Hungary.
Unemployment rapidly increased, but GDP did not decline (regional GDP decreased by a mere 0. 5%2008 in current prices).
Employment in high-tech industries and in knowledge-intensive services as a share of total employment was 7. 29%in 2008,
and Employment Objective) the Central Hungary Operational Programme (CHOP) the main priority axis of which is the strengthening of R&d
Related employment is concentrated here and agglomeration effects play an important role in the location of these.
Direct support is provided to actions that enhance economic and employment growth. The programme sets out to improve the framework conditions for innovation
5, 675 6, 98 2000--03 2006--09 2007--10 2007--10 Change in unemployment ratee--0, 85--0, 38--0
growth and employment, environment, climate change, health and education, inclusive societies, well-being, etc. Making a project to tackle societal needs implies framing the needs
and healthcare applications, present possible challenges to developing countries of flight of capital, tax evasion and employment reduction by offshoring.
This retrospective documentation and centralisation was done with the support of the local Leipzig employment centre,
a high employment economy delivering social and territorial cohesion. Tracking the progress of growth within each priority area will be evaluated against five measurable headline EU-level targets,
Employment-raising the employment rate for women and men aged 20-64 to 75, %including through the greater participation of young people;
However, if all revolves around the economy 49 and job creation, and the word'culture'is mentioned hardly in the EU 2020 Strategy,
Moreover, long-term unemployment is dramatically impacting large groups of younger generations that find increasing challenges in building their future
Set under the Operational Programmes of the Member States European Social Fund The ESF supports policies and priorities related to employment, education and training,
while favouring employment and social inclusion at the same time. Technological and economic growth must be inclusive and accessible to those who need it.
not simply an employment scheme for second class innovation advisors (as sometimes appears to be the case.
employment and competitiveness indicators; for example measuring depth, breadth and speed of innovation spread, in line with ongoing related EU works16 and regional initiatives17.
This type of education appears more like home schooling or apprenticeship, in which students decide the terms
and job creation and to the achievement of the digital single market through the increasing offer of new and innovative online products and services.
1 According to the European Competitiveness Report 2010, creative industries account for 3. 3%of EU GDP and 3%of employment in the EU. 2 OJ C 297,7. 12.2006, p
The most important objective of the Hungarian economic policy is supporting the economic growth and increasing of the employment.
in addition to the tax incentive for employment of Phd Researchers at companies that was introduced in January 2013
Venture capital as%of GDP (Eurostat table code tin00141) 0. 001 0. 019 0. 031 0. 067 n. a. Employment in high-and medium-high-technology
manufacturing sectors as share of total employment 7. 9 8. 1 8. 5 n. a. 5. 6 3 OECD (2012) Education at Glance 2012.
OECD, Paris. 11 Employment in knowledge-intensive service sectors as share of total employment htec emp nat2 34.2 35.0 34.5 n. a. 38.9 Turnover from Innovation
%which is close to the EU-28 average (12.4%).12 The employment in high-and medium-high-technology manufacturing increased slightly between 2009 and 2012.
Also the employment in knowledge-intensive service sectors grew between 2009 and 2012 and the last figure (34.5%)is close to the EU-28 average (38.9%).
A new indirect measure was introduced in January 2013 that made the employment of researchers with a Phd title (up to salaries of €1,
Improvement of competitiveness of firms and supporting job creation) and Priority 2 (i e. Development of the knowledge economy) explicitly focus on supporting business innovation.
reinforcement of high added value production and employment should be considered as a strategic objective, bearing in mind the development priorities of 17 the National Development Concept,
and iii) Competitive Central-Hungary OP (programmes supporting the development of the knowledge economy, social integration and employment).
This ambition is served decisively by resources for RDI, SMES and competitiveness, employment and low carbon economy thematic objectives.
Since 2009, the share of FTE researchers in total employment increased from 0. 53%to 0. 61%in 2012,
Apart from increasing employment of researchers in the workforce, the share of R&d investments grown from 0. 75%to 1. 33%in total investments between 2009 and 2012.
-small-and medium-sized enterprises with the aim of enhancing their roles in employment, strengthening their innovation
the employer is obliged not to extend the employment period of a fixed-term contract. Gender quotas have been discussed in various areas
Main changes Brief assessment of progress/achievements 1 Member State Strategies for Researchers'Training and Employment Conditions(+)New Higher education Strategy(+)Campus Hungary programme
academic and administrative staff exchange(-)National budget for higher education has decreased(+)Clear employment conditions(+)New collaboration agreements
less entrepreneurship and lower rates of employment and growth. 8. See Stiglitz, Sen and Fitoussi (2009;
administrators and researchers with valuable data and analysis to promote a better regulatory framework for development, job creation and growth.
The analysis used distance to frontier scores to measure business regulations in the areas covered by Doing Business and growth in sales and employment to measure firm performance.
and employment growth for small firms than for large ones. 11 These results indicate that sound business regulations in the areas measured by Doing Business benefit small firms more than large ones.
since small firms account for the largest shares of job creation and the highest growth in sales and employment in developing economies. 14 HOW HAVE CHANGED BUSINESS REGULATIONS OVER THE PAST DECADE?
Among the more encouraging trends shown by Doing Business data over the past decade is the gradual improvement in economies'performance in the areas tracked by the indicators.
outcome and recovery rate for a commercial insolvency and the strength of the insolvency legal framework Labor market regulation Flexibility in employment regulation,
or job creation. 4 But increasing efficiency may have little impact if the service provided is of poor quality.
which in turn is associated strongly with job creation and economic growth. Using a sample of OECD countries, researchers found that,
and also made redundancy easier by eliminating the need to follow a specific order in dismissals
Finland made the redundancy process more flexible by eliminating the requirement to notify a third party before dismissing 1 redundant worker or a group of 9 redundant workers.
health insurance, unemployment, an accident risk fund, a guarantee fund and medical leave. BOX 4. 2 Southern European economies continue a steady pace of regulatory reform Greece, Italy,
Changed redundancy cost and procedures Belgium; Croatia; Finland; France; Georgia; Portugal Finland eliminated the requirement to notify a third party before dismissing 1 or a group of 9 redundant employees.
job creation and economic growth also tend to be higher. 1 Moreover, as more businesses formalize, the tax base expands,
Evidence suggests that regulatory reforms making it easier to start a formal business are associated with increases in the number of newly registered firms and with higher levels of employment and productivity.
The reforms are driven by the conviction that an efficient business climate can reduce poverty by fostering economic growth and job creation. 10 As part of a series of reforms of the start-up process,
Doing Business 2015 Going Beyond Efficiency Getting credit The importance of registries Small and medium-size enterprises account for the largest share of employment in the developing world.
Shareholders approve the election and dismissal of the external auditor. A company must obtain shareholders'approval to issue new shares.
) Estonia increased the unemployment insurance contribution rate twice during 2009 from 0. 3%to 1%on June 1, 2009,
facilitating job creation, promoting investment and sustainable growth, rationalizing the tax system and ensuring the sustainability of public finances. a Measures to support low-and middle-income taxpayers included changes in both individual and corporate taxation (such as a special tax credit for small and medium-size enterprises).
or employer to terminate the employment relationship at any time for any or no reason at all) Limitations on clauses limiting liability,
above irregular income and lack of job security. 1 Yet evidence suggests that the exit of firms from the market is a necessary condition for economic growth,
Researchers have used these data to investigate the importance of business-friendly regulation for the creation of new firms, for the productivity and profitability of existing ones and for such key outcomes as growth, employment, investment and informality.
facilitate a reduction in unemployment, aid innovative firms and support greater lending to the private sector,
According to findings of research presented at the conference, business-friendly regulation has a positive association with the entry of new firms, the profits of innovative firms, reductions in unemployment, growth in bank lending
cost and procedures) and examine the links between these aspects and 2 measures of entrepreneurship, new business creation and self employment.
Bripi 2013.104 DOING BUSINESS 2015 specific regulatory dimensions (such as contract enforcement) as well as particular types of regulatory reform within each dimension (such as those affecting cost measures) are associated with the rate of self employment
and self employment) are affected differently by the same regulatory dimension or same type of regulatory reform.
CAN REGULATION HELP REDUCE UNEMPLOYMENT? Freund and Rijkers (forthcoming) investigate the factors that lead to swift, substantial and sustained reductions in unemployment.
The authors examine the incidence and determinants of episodes of drastic reductions in the unemployment rate reductions of at least 3. 25 percentage points of the initial level that persist for a minimum of 3 years.
Unemployment reduction episodes often coincide with an acceleration of growth and an improvement in macroeconomic conditions.
Such episodes are much more prevalent in countries with higher levels of unemployment and given unemployment, are more likely in those with better regulation.
An efficient legal system that enforces contracts expeditiously is particularly important for reducing unemployment. The authors'findings suggest that
while employment is largely related to the business cycle, better regulation can reduce the likelihood of high unemployment
and promote a more rapid recovery if unemployment builds up. They also underscore the importance of effective contract enforcement and secure property rights in enabling growth in employment.
CORRUPTION SAND OR GREASE? Freund, Hallward-Driemeier and Rijkers (2014) investigate whether corruption accelerates policy implementation.
The authors start by documenting striking differences between the time it takes to complete regulatory procedures in practice
and the time it takes when complying with the law. These are shown in figure 13.2,
and self employment in European cities. Panel data random effects regression is used to examine how the business environment affects new business creation and self employment in a panel of European cities.
Eurostat Urban Audit database, regional and city statistics; Doing Business database Investment Jovanovic and Jovanovic (2014) Greater regulatory efficiency as measured by Doing Business indicators has a positive association with foreign direct investment flows from OECD countries to Eastern European and Central Asian countries.
and methodology of selected papers from the Doing Business research conference Theme Main findings Methodology overview Data sources Unemployment Freund
and Rijkers (forthcoming) Episodes of drastic reductions in the unemployment rate are much more prevalent in countries with higher levels of unemployment and,
given unemployment, are more likely in those with better regulation. The authors use an event-studies approach to examine how countries achieved episodes of drastic reductions in the unemployment rate over the period 1980 2008.
with the potential for an unemployment reduction episode as the dependent variable. After performing several robustness checks,
Business Environment and Employment Growth across Firms. Economic Development and Cultural Change 59 (3): 609 47.
Do Entry Regulations Deter Entrepreneurship and Job creation? Evidence from Recent Reforms in Portugal. Economic Journal.
Unemployment Reduction Episodes in Rich, Middle-Income and Transition Economies. Journal of Comparative Economics. Fritsch, Michael,
Investigating the Anatomy of the Employment Effect of New Business Formation. Cambridge Journal of Economics 37 (2): 349 77.
What Is the Impact of Labour market Regulation on Employment in LICS? How Does It Vary by Gender?
How Labor market Policies Can Combine Workers'Protection with Job creation: A Partial Review of Some Key Issues and Policy Options.
Work scheduling 2. 1. Hiring 3. Redundancy DATA NOTES 143 p, niht work, protction inst unmplomnt nd mdicl crnd sicknss bnfits.
Redundancy cost Rdundnccost msurs thcost of dvncnoticrquirmnts, sv-rncpmnts nd pnltis duwhn trmintinrdundnt workr, xprssd in wks of slr.
Labor market regulation Belgium increased the notice period for redundancy dismissals. Benin Starting a business Benin made starting a business easier by reducing the minimum capital requirement
including the provisions dealing with large-scale collective redundancy processes. Gabon Registering property Gabon made transferring property more costly by increasing the property registration tax rate.
and introduced a notice period for redundancy dismissals. Germany Starting a business Germany made starting a business more difficult by increasing notary fees.
Labor market regulation Portugal reduced the amount of severance pay per year of service and increased the maximum cumulative duration of fixed-term contracts.
Doing Business 2015 Going Beyond Efficiency Labor market regulation data Employment regulations are unquestionably necessary. They are needed to protect workers from arbitrary
leading to losses of employment in an economy or to its missing out on job-supporting agglomeration effects and knowledge spillovers. 3 Doing Business measures flexibility in the regulation of employment as it affects the hiring and redundancy of workers and the rigidity
No No No Yes No No No No No No Paid annual leave (working days) d 20.0 20.0 22.0 22.0 12.0 18.0 20.0 20.0 25.0 17.0 Difficulty of redundancy Maximum length of probationary period (months
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No Yes No Yes No Yes Yes No No Priority rules for redundancies?
Yes Yes No Yes No No No No Yes No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 4. 3 10.1 4. 3 4. 3 3. 4 7. 2 6
. 0 3. 0 2. 0 8. 7 Severance pay for redundancy dismissal (weeks of salary) d 17.3 10.7 13.0 26.7 12.8 23.1 5
. 0 8. 7 0. 0 13.0 Research questionsg Unemployment protection scheme?..Yes Yes Yes No Yes Yes Yes Yes Yes Health insurance for permanent employees?
No No No No No No Yes No No No Paid annual leave (working days) d 11.7 30.0 17.0 17.0 20.3 18.0 20.0 10.0 24.0 15.0 Difficulty of redundancy Maximum length of probationary period (months
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No No No Yes No No No No Priority rules for redundancies?
No No Yes Yes Yes No No No Yes No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 2. 0 4. 3 4. 3 4. 3 2. 7 8. 7
19.7 4. 7 4. 3 8. 3 Severance pay for redundancy dismissal (weeks of salary) d 10.7 0. 0 26.7 26.7 13.3 13.0
0. 0 8. 3 7. 3 0. 0 Research questionsg Unemployment protection scheme? Yes Yes No No Yes Yes Yes No No No Health insurance for permanent employees?
No No No No No No No Yes No No Paid annual leave (working days) d 21.7 18.0 15.0 26.0 26.0 13.3 20.0 22.0 21.0 22.0 Difficulty of redundancy Maximum length of probationary period (months
. 0 Dismissal due to redundancy allowed by law? No Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f n. a. Yes No No No No No No No Yes Priority rules for redundancies?
n. a. Yes Yes No No No No Yes Yes No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d n. a. 2. 0 4. 9 6. 6 6. 6
3. 0 4. 3 4. 3 8. 7 6. 4 Severance pay for redundancy dismissal (weeks of salary) d n. a. 7. 2
16.8 8. 9 8. 9 0. 0 4. 3 6. 1 7. 2 23.1 Research questionsg Unemployment protection scheme?
No No No Yes No No No No No Yes Paid annual leave (working days) d 19.3 25.0 10.0 25.3 24.7 15.0 6. 7 6. 7 15.0 22.0 Difficulty of redundancy Maximum length
. 0 6. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No No No No Yes Yes No No Priority rules for redundancies?
Yes Yes No Yes Yes No Yes Yes No Yes Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 7. 9 11.6 5. 0 4. 3 7. 2 4. 3 4
. 3 4. 3 0. 0 13.0 Severance pay for redundancy dismissal (weeks of salary) d 11.4 8. 3 5. 0 17.3 5. 8
23.1 23.1 23.1 16.7 23.1 Research questionsg Unemployment protection scheme? No No Yes No..Yes Yes Yes Yes No Health insurance for permanent employees?
No Yes No No Yes No No No No No Paid annual leave (working days) d 13.0 29.7 12.0 27.4 20.0 20.0 20.0 25.0 30.0 13.3 Difficulty of redundancy Maximum length of probationary period (months
Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No No Yes Yes No No No No Priority rules for redundancies?
Yes Yes No Yes Yes Yes No No Yes Yes Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 10.3 8. 7 4. 3 5. 8 7. 9 5. 7 8
. 7 0. 0 4. 3 5. 8 Severance pay for redundancy dismissal (weeks of salary) d 0. 0 6. 9 14.4 7. 3
7. 2 0. 0 11.6 0. 0 0. 0 9. 3 Research questionsg Unemployment protection scheme?
Yes No No Yes Yes No No No No No Paid annual leave (working days) d 14.0 12.0 24.0 11.0 22.0 19.0 24.0 18.3 10.0 30.0 Difficulty of redundancy Maximum length of probationary period (months
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No No No No Yes Yes No Yes Priority rules for redundancies?
No No No No Yes No No No No Yes Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 4. 0 0. 0 10.1 0. 0 4. 3 3. 1 8
. 6 8. 7 4. 3 10.1 Severance pay for redundancy dismissal (weeks of salary) d 22.2 31.8 26.7 22.9 34.3 12.3 4. 3
10.5 5. 3 0. 0 Research questionsg Unemployment protection scheme? No No Yes No..Yes Yes No No Yes Health insurance for permanent employees?
Yes No No No No No Yes No Yes Yes Paid annual leave (working days) d 30.0 24.0 21.0 24.0 24.0 15.0 22.3 13.3 15.0 30.0 Difficulty of redundancy Maximum length of probationary period (months
) e 4. 0 6. 0 12.0 6. 0 6. 0 6. 0 12.0 1. 0 2. 0 1. 0 Dismissal
due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f Yes No No No Yes No No No No No Priority rules for redundancies?
Yes Yes Yes No No No No No No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 7. 2 14.4 26.0 4. 3 10.0 3. 6 0. 0 7
. 2 0. 0 2. 1 Severance pay for redundancy dismissal (weeks of salary) d 4. 6 4. 3 0. 0 4. 3 11.6
46.2 15.9 5. 3 27.0 5. 8 Research questionsg Unemployment protection scheme? Yes No No No Yes No Yes No No No Health insurance for permanent employees?
No No No No No No No Yes No No Paid annual leave (working days) d 21.0 12.0 13.0 16.7 10.3 21.3 24.0 21.0 15.0 12.0 Difficulty of redundancy Maximum length of probationary period (months
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No No No No No No No Yes Priority rules for redundancies?
Yes No No No No No No Yes Yes No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 0. 0 4. 3 10.1 7. 2 4. 3 6. 2 10.1
4. 3 4. 3 0. 0 Severance pay for redundancy dismissal (weeks of salary) d 26.0 12.3 0. 0 23.1 1. 4 7
. 2 0. 0 11.4 11.4 57.8 Research questionsg Unemployment protection scheme? No No No No No Yes Yes No No No Health insurance for permanent employees?
No No No No Yes No No No No No Paid annual leave (working days) d 12.0 24.0 22.0 20.0 18.0 26.0 11.7 15.3 15.3 18.7 Difficulty of redundancy Maximum length of probationary period (months
) e 3. 0 1. 0 3. 0 12.0 n. a. 2. 0 3. 0 n. a n. a. 3. 0 Dismissal
due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f Yes No No No No Yes No Yes Yes No Priority rules for redundancies?
No No No No No Yes No No No Yes Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 0. 0 0. 0 0. 0 3. 7 4. 3 4. 5
4. 0 4. 3 4. 3 4. 3 Severance pay for redundancy dismissal (weeks of salary) d 57.8 23.1 0. 0 10.7 23.1
0. 0 10.0 0. 0 0. 0 0. 0 Research questionsg Unemployment protection scheme? No Yes..
No No No No No Yes No No No No Paid annual leave (working days) d 18.0 21.0 0. 0 17.0 21.0 30.0 20.0 15.0 20.0 15.0 Difficulty of redundancy Maximum length of probationary period
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f Yes No No No Yes No No No Yes No Priority rules for redundancies?
No No No Yes Yes No No No No Yes Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 4. 3 4. 3 4. 3 4. 3 4. 3 13.0 4
. 3 6. 4 4. 3 8. 7 Severance pay for redundancy dismissal (weeks of salary) d 4. 3 2. 1 0. 0 23.1
7. 2 15.1 13.0 40.7 8. 7 0. 0 Research questionsg Unemployment protection scheme? Yes No No Yes No..
No No No No Yes No No No No No Paid annual leave (working days) d 12.0 16.0 30.0 20.7 25.0 20.0 24.0 18.0 13.3 30.0 Difficulty of redundancy Maximum length of probationary period (months
Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No Yes No No No No No No Priority rules for redundancies?
No Yes No No Yes No Yes No No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 4. 3 4. 3 4. 3 8. 7 17.3 4. 3 3
. 4 4. 3 6. 7 7. 2 Severance pay for redundancy dismissal (weeks of salary) d 10.7 21.3 11.6 15.9 4. 3 8
. 7 8. 9 12.3 17.2 0. 0 Research questionsg Unemployment protection scheme? No No No Yes Yes Yes Yes..
No No No No No No No No Yes No Paid annual leave (working days) d 22.0 24.0 0. 0 18.0 17.0 12.0 12.0 0. 0 20.0 16.0 Difficulty of redundancy Maximum length
. 5 6. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No No No No No No Yes No Priority rules for redundancies?
Yes Yes No Yes No Yes Yes No No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 4. 3 7. 3 0. 0 4. 3 4. 3 0. 0
0. 0 0. 0 8. 7 4. 3 Severance pay for redundancy dismissal (weeks of salary) d 9. 3 0. 0 0. 0
6. 1 6. 3 22.0 22.0 0. 0 13.9 4. 3 Research questionsg Unemployment protection scheme?
No Yes Yes No No No No No Yes No Paid annual leave (working days) d 21.0 19.5 24.0 10.0 20.0 18.0 20.0 20.0 30.0 22.0 Difficulty of redundancy Maximum length of probationary period (months
Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f Yes Yes No No No No Yes Yes No Yes Priority rules for redundancies?
No Yes No No No Yes No No No Yes Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 4. 3 7. 2 4. 3 4. 3 4. 3 4. 3
8. 7 0. 0 0. 0 4. 3 Severance pay for redundancy dismissal (weeks of salary) d 6. 9 13.5 33.2 15.9 5
. 3 22.9 0. 0 0. 0 14.9 9. 7 Research questionsg Unemployment protection scheme? Yes No No..
No No Yes No Yes Yes No Yes No No Paid annual leave (working days) d 6. 0 6. 0 21.0 22.0 14.0 14.0 0. 0 22.0 11.0 20.0 Difficulty of redundancy Maximum
n. a. 1. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No Yes No Yes Yes No No No No Priority rules for redundancies?
No No Yes No Yes Yes No No No Yes Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 3. 2 3. 2 8. 7 4. 3 4. 3 4. 3
0. 0 0. 0 3. 3 7. 5 Severance pay for redundancy dismissal (weeks of salary) d 12.2 12.2 0. 0 0. 0
22.9 22.9 0. 0 18.1 9. 2 18.6 Research questionsg Unemployment protection scheme? No No Yes No No No No No No No Health insurance for permanent employees?
No No No Yes No No No Yes Yes No Paid annual leave (working days) d 13.0 5. 0 22.0 22.0 15.0 22.0 20.0 22.0 22.0 19.3 Difficulty of redundancy Maximum length of probationary period
6. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No Yes Yes No No Yes Yes Yes No Priority rules for redundancies?
Yes No Yes Yes Yes No Yes No No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 0. 0 4. 3 10.1 7. 9 0. 0 7. 2 4
. 0 8. 7 8. 7 4. 3 Severance pay for redundancy dismissal (weeks of salary) d 11.4 23.1 8. 7 9. 1 0
. 0 16.0 0. 0 8. 7 8. 7 8. 7 Research questionsg Unemployment protection scheme?
Yes No Yes Yes Yes No No No No No Paid annual leave (working days) d 10.0 26.0 26.0 20.7 24.3 20.0 21.0 21.3 10.7 25.0 Difficulty of redundancy Maximum length of probationary period (months
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No No No Yes No Yes No Yes Priority rules for redundancies?
No Yes Yes No Yes Yes No Yes No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 3. 3 0. 0 4. 3 4. 3 4. 3 0. 0
4. 3 8. 7 3. 0 11.6 Severance pay for redundancy dismissal (weeks of salary) d 0. 0 0. 0 26.0 15.2 10.5
7. 7 7. 6 69.6 0. 0 7. 2 Research questionsg Unemployment protection scheme? No Yes No No No Yes No No No Yes Health insurance for permanent employees?
No No No No No No No No No No Paid annual leave (working days) d 21.0 15.0 15.0 23.3 22.0 14.0 14.0 21.0 18.7 23.3 Difficulty of redundancy Maximum length of probationary period (months
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f Yes No Yes No No No No No No No Priority rules for redundancies?
No No No No No No Yes No Yes No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 5. 3 4. 3 4. 0 4. 3 2. 1 4. 3
8. 7 3. 7 4. 0 4. 3 Severance pay for redundancy dismissal (weeks of salary) d 5. 3 10.7 5. 3 21.7
15.2 54.2 0. 0 9. 3 10.0 21.7 Research questionsg Unemployment protection scheme? Yes No Yes No Yes No..
No No Yes Yes Yes No No No No Yes Paid annual leave (working days) d 16.0 11.0 25.0 20.0 21.7 12.0 23.3 20.0 6. 0 12.0 Difficulty of redundancy Maximum length of probationary period
1. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No Yes No No Yes Yes No No No Priority rules for redundancies?
No No Yes No No Yes No No No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 0. 0 5. 9 14.4 10.1 8. 7 3. 8 8. 7
4. 0 4. 3 4. 3 Severance pay for redundancy dismissal (weeks of salary) d 8. 8 8. 7 0. 0 0. 0
0. 0 18.8 6. 9 5. 3 31.7 0. 0 Research questionsg Unemployment protection scheme?
No Yes No No No No Yes Yes No No Paid annual leave (working days) d 30.0 0. 0 10.0 13.0 18.0 21.0 18.0 26.0 28.0 0. 0 Difficulty of redundancy Maximum length
. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No No Yes No No Yes No No No Priority rules for redundancies?
Yes No No Yes Yes No Yes No No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 4. 3 0. 0 6. 4 4. 3 6. 7 8. 7
8. 7 4. 3 5. 3 0. 0 Severance pay for redundancy dismissal (weeks of salary) d 8. 8 0. 0 14.1 7
. 8 23.1 0. 0 4. 3 0. 0 4. 0 0. 0 Research questionsg Unemployment protection scheme?
No No No No Yes No Yes No No No Paid annual leave (working days) d 0. 0 21.0 15.0 17.0 19.3 13.0 12.0 30.0 24.0 22.0 Difficulty of redundancy Maximum length of probationary period
. 3. 0 Dismissal due to redundancy allowed by law? Yes Yes Yes Yes No Yes Yes Yes Yes Yes Third-party notification if 1 worker is dismissed?
f No No Yes No n. a. Yes No No No Yes Priority rules for redundancies?
No No No No n. a. No No Yes No No Redundancy cost Notice period for redundancy dismissal (weeks of salary) d 0. 0 0. 0 8. 7 9. 3 n. a
. 0. 0 4. 3 4. 3 4. 3 13.0 Severance pay for redundancy dismissal (weeks of salary) d 0. 0 20.8 8. 7
23.1 n. a. 24.6 23.1 23.1 46.2 69.3 Research questionsg Unemployment protection scheme? Yes Yes Yes No Yes Yes No..
. Whether compulsory before redundancy. g. No Doing Business data are available(..for some economies. h. Some answers are not applicable (n. a.)for economies where dismissal due to redundancy is disallowed.
Source: Doing Business database. Doing Business 2015 Going Beyond Efficiency Acknowledgments Data collection and analysis for Doing Business 2015 were conducted by a team led by Rita Ramalho (Manager,
ALLIANCE OF LABOR, EMPLOYMENT, BENEFITS AND PENSIONS LAW FIRMS KPMG LAW SOCIETY OF ENGLAND AND WALES LEX MUNDI, ASSOCIATION OF INDEPENDENT LAW FIRMS MAYER BROWN PANALPINA PWC1
MUMBAI Anup Pandey MINISTRY OF LABOUR & EMPLOYMENT Janak Pandya NISHITH DESAI ASSOCIATES Kunal Pareek TATA POWER DELHI DISTRIBUTION LTD.
INNOVATION & EMPLOYMENT Shaun Mcmaster MINTER ELLISON RUDD WATTS Andrew Minturn QUALTECH INTERNATIONAL LTD. Robert Muir LAND INFORMATION NEW ZEALAND Michael O'brien HESKETH HENRY LAWYERS Catherine Otten NEW ZEALAND COMPANIES OFFICE Ian Page BRANZ Mihai Pascariu
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