Annex

Flexi-Work Arrangements

1 Some 4.1% of private sector employees in 2004 were on flexible work schedules, up from 2.6% in 1998. Many of these employees were working part-time.

They formed 3.6% of employees in private sector firms each with at least 25 workers. The share of employees on other flexible working arrangements was lower, namely flexi-time at 0.3% and teleworking, 0.2%.

Family Care Leave

2 Some 7% of the private sector firms provided paid family care leave for the majority of their employees in 2004. Large firms and those in community and personal services were more generous in giving paid family care leave.

Contingent Work

3 The contingent workforce accounted for 3.6% of total employment.

Workers employed and supplied by third parties, namely labour suppliers or employment agencies, formed the majority (64%) of the contingent workforce, followed by freelance/casual workers (19%) and workers employed directly by firms on short term contracts of less than a year (17%). Contingent employment was more common with staff at rank-and-file (4.6%) than management level (1.4%).

Workweek Pattern

4 One in three (34%) full-time employees worked 5 days a week in 2004.

Following significantly behind were the 5½-day and 6-day workweek each covering 14 to 15% of the employees. Another one-quarter were on non-conventional working arrangements comprising mainly those on shift work (23%).

Annual Leave

5 Nearly six in every ten full-time employees (59%) were granted below 15 days of annual leave in 2004, similar to 2002, but lower than the 69% in 1992.

Sickness Absenteeism

6 Slightly over one in two took outpatient sick leave in 2003, consuming on average 4.2 days per employee on sick leave. Only 3.5% of employees took hospitalisation leave during the year, consuming on average 15 days per employee who was hospitalised.

General Employment Conditions

• The 5-day workweek is the norm for full-time employees in the private sector. One in three (34%) full-time employees worked 5 days a week in 2004. Following significantly behind were the 5½- day and 6-day workweek each covering 14 to 15% of the employees. Another one-quarter were on non-conventional working arrangements comprising mainly those on shift work (23%).

• Nearly six in every ten full-time employees (59%) had below 15 days of annual leave in 2004, similar to 2002, but lower than 69% in 1992. One-third (34%) had 15 to 21 days while 7.2% enjoyed more generous leave exceeding 21 days per year.

• Slightly over one in two took outpatient sick leave in 2003, consuming on average 4.2 days per employee on sick leave. Only 3.5% of employees took hospitalisation leave during the year, consuming on average 15 days per employee who were hospitalised.

Alternative Employment Arrangements

• Although still not a common practice, flexible working arrangements have increased in recent years. Some 4.1% of private sector employees were on flexible work schedules, up from 2.6% in 1998. Many of these employees were working part-time. They formed 3.6% of employees in private sector establishments each with at least 25 workers. The share of employees on the other flexible working arrangements was lower: flexitime (0.3%) and teleworking (0.2%).

• In 2004, the contingent workforce accounted for 3.6% of total employment¹ in the private sector. Workers employed and supplied by third parties namely labour suppliers or employment agencies formed the majority (64%) of the contingent workforce, followed by freelance/casual workers (19%) and workers employed directly by establishments on short term contracts of less than a year (17%).

Family-Friendly Employment Practices

• 7.0% of establishments provided paid family care leave for the majority of their employees in 2004. The proportion of firms granting specific family care leave (4.2%) was about 1.5 times of those providing generic family care leave (2.7%). Paid leave for female employees to take care of sick children was the most common type of specific family care leave given, with an annual entitlement of typically 5 days for each sick child subject to a maximum of 15 days a year.

• Large establishments and those in community & personal services were more generous in giving paid family care leave.

• Four in ten establishments (40%) accorded paid paternity leave with a median leave entitlement of 2.0 days per child.

¹ Total employment is defined as the sum of all employees of the establishments, freelancers/casual workers and those employed or supplied by labour supplier or employment agencies who are deployed in these establishments.