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Quarterly Market Report Global Contingent Workforce
1st Quarter 2013
• Executive summary
• Overview of global trends
• Regional highlights
• Detailed country analysis
– The Americas
– Europe, Middle East, and Africa
– Asia Pacific
Table of Contents
1/15/2016 ManpowerGroup Proprietary & Confidential 2
This report is intended to provide an overview of
general business information relative to global
employment conditions and considerations. It should
not be interpreted as legal advice. Please consult with
legal counsel to ensure that you are in compliance with
all applicable laws.
1/15/2016 ManpowerGroup Proprietary & Confidential 3
EXECUTIVE SUMMARY
1/15/2016 ManpowerGroup Proprietary & Confidential 4
Q1’13 Global Trends Overview
Global The Americas Europe, Middle East, and Africa Asia Pacific
Labor Regulations Increasing
Healthcare reform in the US and
increased restrictions of
outsourced and contingent
workers in LATAM labor laws
Enforcement of AWR and other labor
regulation is on the rise across the EU,
and many new restrictions have been
enacted such as the new regulations
effective this November in Germany
Increasing parity requirements,
O/T restrictions, tiered employer
taxes, and pay computation alter
engagement options and
opportunity.
Contingent Workforce
Utilization Steady
Use of contingent workers
increased less than 1% in
North America, as opposed to
over 2% in Central and South
America
Use of contingent workers increased
by roughly 1%, with the EU averaging
an increase of 2.26%
Use of contingent workers did
not increase on average,
however Australia, New
Zealand, Malaysia, and
Singapore increase over 2%
Technology Capability Steady
Geographic expansion of
capability has slowed, with Brazil
and Costa Rica noted as key
focus markets
Geographic expansion of capability has
slowed, with France, Russia, and Africa
noted as key focus markets
Geographic expansion of
capability has continued, with
China, Japan and Malaysia
noted as key focus markets
Economic Conditions Challenging Slow economic recovery Ongoing Euro crisis Increasing challenges in
emerging markets
MSP Adoption Increasing
Increased in LATAM, particularly
in Argentina, Brazil, Costa-Rica,
and Mexico
Increased in Northern & Southern
Europe, particularly in Belgium,
Germany, and France ,
Adoption driven by regional
expansion, modifications are
critical, particularly in countries
like Japan and Malaysia.
Workforce Planning
Impact Challenging
Auditing supplier compliance
and hiring process, is critical
to local quality and efficiency
of workforce program
Auditing worker classification and
modifying current process and
supply strategies represent largest
opportunity to drive local
performance of workforce programs
In country resources and
partnering with providers who
have existing local operations
is always most efficient, and
often legally required
1/15/2016 ManpowerGroup Proprietary & Confidential 5
Source: TAPFIN 2013 Contingent Workforce Index
The Talent Gap is Becoming the Worker
Gap
1/15/2016 ManpowerGroup Proprietary & Confidential 6
Source: TAPFIN 2013 Contingent Workforce Index
Increased
Reliance on
Aging
Workers
Decreased
Availability of
Emerging
Workers
Skill gaps and talent shortages Aging workforce
Regional disparity in talent Lack of awareness re: contingent benefits
Misalignment of emerging workers (by skill, by objectives, and by geography
Workforce Availability
1/15/2016 ManpowerGroup Proprietary & Confidential 7
Source: TAPFIN 2013 Contingent Workforce Index
Size of the labor force*:
Macau– 25% AD
UAE– 21% AD
Bahrain– 28% AD
Hong Kong– 32% AD
Singapore– 35% AD
USA TE Korea TE
Finland TE
Greece TE
Slovenia TE
Puerto Rico TE
In 2013, South Korea, Hong Kong, and Russia are the leading emerging markets for reduced dependency on aging workers and increased emerging workers…followed
closely by Poland and Macau
1/15/2016 ManpowerGroup Proprietary & Confidential 8
Workforce Cost
Source: TAPFIN 2013 Contingent Workforce Index
Size of the labor force*:
Flexibility in labor law, but these countries require
dedicated programs
More innovative models not restricted to
contingent labor are necessary
Flexible legislation and abundant workers enable
MSP delivery in these markets – usually
leveraged on price
An established partner is required in these
markets to manage labor legislation and achieve
flexibility and efficiency
1Relative rank calculated based on active regulations related to contractual terms, costs or labor and termination, hiring and firing restrictions, and
enforced consequences; 2Relative rank determined by MSP awareness, knowledge, and adoption
1/15/2016 ManpowerGroup Proprietary & Confidential 9
ManpowerGroup Proprietary & Confidential
1/15/2016 ManpowerGroup Proprietary & Confidential 10
Argentina
Belgium
Brazil
Bulgaria
China
Costa Rica
Czech Rep.
El Salvador
Estonia
France
Germany
Greece
Honduras
Ireland
Italy
Korea (South)
Lithuania
Luxembourg
Netherlands
New Zealand
Nicaragua
Peru
Poland
Portugal
Reunion
Romania
Serbia
Slovakia
Slovenia
S. Africa
Spain
Switzerland
Turkey
UK
Uruguay
Venezuela
Colombia
Croatia
Hungary
New Caledonia
Thailand
Australia
Canada
Hong Kong
Mexico
Singapore
Austria
Bahrain
Belarus
Bolivia
Chile
Denmark
Dominican Rep.
Ecuador
Finland
Guadeloupe
Parity Regulations Continue to
Increase Globally:
Guatemala
India
Israel
Japan
Kazakhstan
Macau
Malaysia
Monaco
Morocco
Norway
Panama
Paraguay
Philippines
Puerto Rico
Russia
Sweden
Taiwan
Tunisia
UAE
Ukraine
USA
Vietnam
No Parity Required
Just Benefit Parity
Just Pay Parity
Full Pay & Benefit Parity
Source: TAPFIN 2013 Contingent Workforce Index
REGIONAL HIGHLIGHTS
1/15/2016 ManpowerGroup Proprietary & Confidential 11
Size of the labor force*:
Canada, Costa Rica, and Chili outperform
the region with substantially lower dependency
on an aging workforce
Bolivia, Honduras, and Guatemala have
higher than average age dependency ratios –
however, that dependency is driven by a high
percentage of their workforce being under the
age of 15
Although these countries have low
tertiary enrollments, the size of their
emerging workforce will be almost equal to
their aging workforce by 2016
Workforce Availability in the Americas
Regionally, the Age Dependency Ratio is 56.5%, over 7% higher than the global average
Source: TAPFIN 2013 Contingent Workforce Index
Size of the labor force*:
Bahrain, Slovakia, and United Arab
Emirates outperform the region with
substantially lower dependency on an aging
workforce
France, Israel, and Sweden have higher
than average age dependency ratios – with
Israel feeling less impact of an aging workforce
due to a high percentage of their workforce
being under the age of 15
Workforce Availability in EMEA
Regionally, the Age Dependency Ratio is 46.6%, almost 2% lower than the global average
Source: TAPFIN 2013 Contingent Workforce Index
Hong Kong, Macau, and Singapore
outperform the region with substantially lower
dependency on an aging workforce
Japan, Philippines, and Taiwan have higher
than average age dependency ratios – with
Israel feeling less impact of an aging workforce
due to a high percentage of their workforce
being under the age of 15
Size of the labor force*:
Workforce Availability in APAC
Regionally, the Age Dependency Ratio is 49%, equal to the global average
Source: TAPFIN 2013 Contingent Workforce Index
THE AMERICAS Detailed Country Analysis
1/15/2016 ManpowerGroup Proprietary & Confidential 15
Argentina Agriculture 1.2% Industry 23.9% Services 74.3%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 19.0M
Full-Time Employees 13.5M
Contingent Workers 4.2M
Non-Skilled Contingent
Workers
2.9M
Skilled Contingent Workers 1.3M
Unemployed Workers 1.3M
Workforce1
Market2
– Shortage of skilled workers in IT, Chemistry,
Engineering, and Industrial roles.
– Unemployment has dropped considerably;
however the majority of unemployment is in
the non-skilled workforce.
– The hiring of skilled workers is highly
competitive, particularly in the IT, media,
and pharmaceutical industries.
Activity3
– Despite increases to minimum wage (the
second installment is due for February) local
non-skilled workers continue to protest pay and
working conditions – there have continued to
be strikes and unionized action across
Argentina
– The salary from which income tax is payable
will be increased by 20% from March .
– Inflation has been estimated to be at 25% for
2012 by private economists whereas official
figures suggest it is half of this. Wages are also
increasing.
Legislation4
– The average working week is 48 hours
– Parity exists along with requirements for
medical insurance, social security, tax, and
pension contributions
– Fixed-term contracts are allowed, but have to
be written and cannot exceed a period of 5
years
– Paper invoice is required and must be
generated in country or international tax
applies
– MSP cannot invoice on behalf of suppliers,
1/15/2016 ManpowerGroup Proprietary & Confidential 16
Bolivia Agriculture 36.1% Industry 19.7% Services 44.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.4M
Full-Time Employees 2M
Contingent Workers 2M
Non-Skilled Contingent
Workers
1.5M
Skilled Contingent Workers 459K
Unemployed Workers 362K
Workforce1
Market2
– Economic (Hunger) and Political (Trade Union
Restrictions) conditions are slow to improve and
continue to impact workforce performance and
short-term investments into hiring of workers in
Bolivia.
Activity3
– Trade Unions can be dissolved by the
government, and the right to strike is only
valid if ¾ of the workforce support it – making
strikes less prevalent and disruptive in Bolivia
than in other parts of Latin America.
Legislation4
– Contingent work is legal in Bolivia.
– Public and private sectors can set rates, but
the government requires yearly mandatory
salary increases.
– Pay parity is not required. Benefit parity is not
required, but recommended.
– Background and drug checking is legal.
– Standard work hours are 8 hours per day.
There is a maximum of 40 hours per week
allowed for women, and 48 hours for men.
– VAT (Value Added Tax) is 13%.
1/15/2016 ManpowerGroup Proprietary & Confidential 17
Brazil Agriculture 17.0% Industry 22.1% Services 60.9%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 99.8M
Full-Time Employees 73.4M
Contingent Workers 21.7M
Non-Skilled Contingent
Workers
16.3M
Skilled Contingent Workers 5.4M
Unemployed Workers 4.6M
Workforce1
Market2
– Shortage of skilled workers in IT, Engineering,
and Industrial roles continues to impact hiring
and competition for skilled labor.
– Highly educated workers are in such short
supply that they command wage premiums up to
340% of the wage of primary educated workers.
– Government developing unemployment benefit
systems based on savings, which will provide
better incentives to search for and keep jobs.
– Although 1.3 million new jobs were added in
2012, it was the smallest number of new jobs
since 2003.
Activity3
– Ongoing conflict over minimum wage, and
heavy reliance on outdated labor laws for
social benefits of severance and termination
payments:
– Recurring debates on more labor reform are
ongoing.
– Trade and Industrial union centers have been
most active in public protest and discord.
– Recent strike threat across industries
including construction, oil, postal workers and
manufacturing.
Legislation4
– The maximum work day is 8 hours and the
maximum hours worked in a week is 44.
– Temporary workers are entitled to pay and
benefit parity.
– Temporary workers are entitled to a severance
package upon termination.
– MSP cannot invoice on behalf of suppliers.
– High Court rules that employers must ensure
that women on temporary contracts can stay in
their jobs during their pregnancy and also be
entitled to five months of maternity leave
– Minimum wage increased in January
Canada Agriculture 2.4% Industry 21.5% Services 76.5%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 19.0M
Full-Time Employees 14.9M
Contingent Workers 2.7M
Non-Skilled Contingent
Workers
2M
Skilled Contingent Workers 690K
Unemployed Workers 1.3M
Workforce1
Market2
– Shortage of 1.8 million skilled positions
expected by 2031.
– Healthcare and Manufacturing Industries
demonstrate the highest employment growth.
– There are growing concerns about the aging
domestic workforce and expected increase on
reliance of foreign workers.
– Potential impact in the mining industry from the
Shale oil boom
– Skilled financial professionals in high demand.
– 5 unemployed people per job vacancy.
Activity3
– Current discussion of revisions to
Employment Insurance Act that could impact
onboarding and offboarding processes for
both traditional and non-traditional workers
– Attracting highly skilled Irish. The yearly
quota for Irish Working holiday visas was
filled in less than a week.
Legislation4
– The average number of working hours in a
week is 37.5 - 40 .
– 90% of Canada's employees are covered by
provincial labor law - the other 10% fall under
federal labor law, the Canada Labor Code.
– Provincial labor regulations create numerous
challenges for foreign employers:
– Regulated tax and health benefit system
– Disparate wage standards, benefit
requirements, contract parameters, varying
termination options
Chile Agriculture 11.2% Industry 23.2% Services 65.6%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 7.7M
Full-Time Employees 5.0M
Contingent Workers 2.2M
Non-Skilled Contingent
Workers
1.6M
Skilled Contingent Workers 522K
Unemployed Workers 469K
Workforce1
Market2
– Labor shortages in the Mining, Construction,
and Agriculture Industries.
– Workforce strikes, particularly in Mining,
continue to threaten productivity and create
unrest in local hiring environment.
– Dockers strike reached new settlement for
pay and benefit increase to both casual and
permanent employees
– Government developing unemployment
benefit systems based on savings, which will
provide better incentives to search for and
keep jobs.
Activity3
– An increasing number of earthquakes appear
to have minimal effect on long-term productivity
of workforce in Chile.
– Increased foreign relations with other counties
looking to establish labor agreements.
– High demand for foreign workers. Skilled
Spanish workers are migrating to Chile with a
labor shortage , the Chilean government is
considering removing some of the restrictions
on foreign hires.
– Wages have risen an average of 6.5% over the
last year.
Legislation4
– Contingent work is legal in Chile.
– All entities within the country are free to set
their own pay rates. Pay and benefit parity is
not required.
– Background and drug checking are legal.
– VAT (Value Added Tax) is 19%.
– There is a maximum assignment length of 6
months depending on the purpose.
Replacement for vacation, maternity or sick
leave can be for the term of the event
Colombia Agriculture 17.9% Industry 20% Services 62.1%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 18.6M
Full-Time Employees 7.9M
Contingent Workers 8.9M
Non-Skilled Contingent
Workers
7.0M
Skilled Contingent Workers 1.9M
Unemployed Workers 1.8M
Workforce1
Market2
– Despite high unemployment rate, a labor
shortage in the agriculture sector has
impacted productivity and shifted the hiring
focus to migrant workers.
– Government developing unemployment
benefit systems based on savings, which
will provide better incentives to search for
and keep jobs.
– The government is improving institutional
practices and its regulatory environment,
thus promoting higher employment and
employability
Legislation4
– Contingent labor is legal in Colombia.
– The Colombian government sets the minimum wage.
– Pay parity is required. Benefit parity is not required,
however, you must provide the same rights for
transportation and meals.
– Background checks are not legal unless the worker
approves. Drug checking is legal.
– VAT (Value Added Tax) is 15%.
– Maximum length of assignment is 1 year.
Activity3
– Armed conflict and violence continues in
Colombia, often disrupting work or workers
outside of working hours that can later
impact workforce productivity.
– Workers at Colombia’s largest coal mine are
striking over wages.
– Unions are pushing for higher wages despite
a recent increase in the minimum wage of
more than 4%.
Costa Rica Agriculture 12.3% Industry 22.4% Services 65.3%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.1M
Full-Time Employees 1.4M
Contingent Workers 518K
Non-Skilled Contingent
Workers
383K
Skilled Contingent Workers 135K
Unemployed Workers 212K
Workforce1
Market2
– A labor shortage exists in key categories
including technicians, production operators and
accounting and finance personnel.
– Trade Unions not widely accepted in Costa Rica
although there is a legal right to join.
Activity3
– High inflation and cost of living increases
have minimized access to migrant workers in
Costa Rica.
– Minimum wage increased in January.
Minimum wages change six months.
Legislation4
– Contingent work is legal in Costa Rica.
– There are minimum wages that are determined
by specialization of the job and academic
training in particular.
– Pay and benefit parity is required.
– Background/drug checking are legal.
– Standard work hours are 8 hours per day and
48 hours per week.
– VAT (Value Added Tax) is 13%.
– Subcontracting is legal.
Dominican Republic Agriculture 14.5% Industry 22.9% Services 62.6%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.3M
Full-Time Employees 2.0M
Contingent Workers 1.7M
Non-Skilled Contingent
Workers
1.4M
Skilled Contingent Workers 291K
Unemployed Workers 615K
Workforce1
Market2
– Increased supply of skilled labor in local market.
Frequent occurrence of workforce strikes in non-
skilled worker categories.
– The government is building the technical skills,
work experience, and life skills of 13,000 youth
ages 16-29
Activity3
– Higher ratio of skilled workers in emerging
workforce expected to support growing
demand for workers in local market.
Legislation4
– Contingent work is legal in the Dominican
Republic.
– There are minimum wages that are required.
– Pay and benefit parity are not required.
– Background checking is not legal, however,
drug checking is legal.
– Standard work hours per week are 44 hours.
– VAT (Value Added Tax) is 16%
– Subcontracting is legal.
Ecuador Agriculture 28.7% Industry 18.8% Services 52.5%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 6.0M
Full-Time Employees 3.1M
Contingent Workers 2.6M
Non-Skilled Contingent
Workers
2.3M
Skilled Contingent Workers 284K
Unemployed Workers 301K
Workforce1
Market2
– No substantial labor shortages, but competition
for the hiring of skilled workers continues to rise.
– Attrition and worker retention can also be a
problem locally, making worker relations an
important consideration.
– Growing gender gap between men and women
in the workplace.
Activity3
– Political strife, around government policy with
social groups like the Confederation of
Indigenous Nationalities of Ecuador planning
protests – including a march in March.
Legislation4
– The maximum length of a work day is 8 hours,
with a maximum of 40 hours in a work week.
– There are no invoicing restrictions on staffing
or subcontracting of workers.
– Temporary worker rates must have an
additional 35% of minimum wage for their
industry.
– Paper invoices are required to be generated.
El Salvador Agriculture 20.9% Industry 20.7% Services 58.4%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.5M
Full-Time Employees 1.2M
Contingent Workers 1.1M
Non-Skilled Contingent
Workers
808K
Skilled Contingent Workers 255K
Unemployed Workers 175K
Workforce1
Market2
– Emerging workforce is not aligned with current
hiring demand locally, but efforts are underway
to ensure adequate skilled labor will remain
available in El Salvador.
– The lack of bilingual and English –speaking
ability in the workforce has also been a
challenge for global employers hiring in El
Salvador.
– Trade union rights remain excessively restricted
– Youth (15-24) account for a fifth of the
population and a quarter of those who are
economically active.
Activity3
– The shortage of skilled labor is predominantly
impacting categories like
carpenters/electricians/ plumbers, Sales
representatives, Technicians, Engineers/IT,
Accountants, Mechanics, and Business
Administrators.
Legislation4
– Contingent work is legal in El Salvador.
– There are minimum wages that are required.
– Pay and benefit parity are required.
– Background checking is legal, however, drug
checking is illegal.
– Standard work hours per week are 44 hours.
– VAT (Value Added Tax) is 13%.
– Subcontracting is legal.
Guatemala Agriculture 38% Industry 18% Services 44%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 5.3M
Full-Time Employees 2.3M
Contingent Workers 2.8M
Non-Skilled Contingent
Workers
2.3M
Skilled Contingent Workers 497K
Unemployed Workers 215K
Workforce1
Market2
– Low rate of unemployment, and increased
investment in local business operations, has
increased challenge to find skilled labor in key
categories.
– 70% of the population below the age of 30.
– The largest student numbers in Central America
(170,000 students enrolled in ten universities)
Activity3
– The shortage of skilled labor is predominantly
in categories like carpenters/electricians/
plumbers, sales representatives, technicians,
engineers/IT, accountants, mechanics, and
business administration personnel.
– Minimum wage increased by 5% in January.
Legislation4
– Contingent work is legal in Guatemala.
– There are minimum wages that are required.
– Pay and benefit parity is not required.
– Background/drug checking are legal.
– Standard work hours are 8 hours per day and
44 hours per week.
– VAT (Value Added Tax) is 12%.
– Subcontracting is legal.
Honduras Agriculture 34.6% Industry 22.2% Services 43.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.8M
Full-Time Employees 1.3M
Contingent Workers 1.4M
Non-Skilled Contingent
Workers
1.2M
Skilled Contingent Workers 240K
Unemployed Workers 110K
Workforce1
Market2
– Political unrest has had negative impact on
workforce satisfaction, but lack of traction in
union organizations have limited strikes and
other disruptions to business operations.
Activity3
– There are no laws expected to pass in the
short-term that would improve local workforce
conditions.
Legislation4
– Contingent work is legal in Honduras.
– There are minimum wages that are required.
– Pay and benefit parity are required.
– Background/drug checking are legal.
– Standard work hours are 44 hours per week.
– VAT (Value Added Tax) is 12%.
– Subcontracting is legal.
Mexico Agriculture 13.1% Industry 25.8% Services 61.1%
Market2
– Despite slowing economic growth, Mexican
workers benefited from accelerating employment
and wage growth, and reduced unemployment.
– The relative strength of skilled manufacturing
capability is growing at a faster rate than most
other industrial countries, and continues to offer
cost effective production.
– Skilled workers for IT positions are more difficult
to fill due to a gap in language skills.
– The Organisation for Economic Co-operation and
Development (OECD) ranked Mexico as the 8th
most-protected employment market in the world.
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 51.4M
Full-Time Employees 32.3M
Contingent Workers 16.8M
Non-Skilled Contingent
Workers
11.6M
Skilled Contingent Workers 5.2M
Unemployed Workers 2.3M
Activity3
–Recent legislation to update Mexico’s labor
law in favor of employers was stopped by
union activity. The PRI’s bill would have
allowed new categories of temporary
employment, such as 60-day training periods,
30-day probationary periods, and seasonal
employment.
–A New bill passed in November to reform the
Labour Bill in Mexico. The bill contains
measures that would make it easier for firms
to hire and fire workers and shorten labour
disputes. Parts of the bill that sought to make
unions more transparent were cut back
Legislation4
– The average work week is 48 hours, assuming a
weekly pay rate, with one day off.
– Permissions of the immigration authority are
required for the hiring foreign personnel.
– There is no parity for independent contractors, but if
they work as an employee through the length of
contract, they will be viewed as an employee in a
labor dispute.
– Work on public holidays is required to be paid by 3x
the standard pay rate.
– Severance packages are mandatory by law in
Mexico.
Workforce1
Nicaragua Agriculture 29.5% Industry 20.3% Services 50.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.3M
Full-Time Employees 1.08M
Contingent Workers 1.05M
Non-Skilled Contingent
Workers
838K
Skilled Contingent Workers 209K
Unemployed Workers 143K
Workforce1
Market2
– High unemployment and low cost of labor both
factor into local hiring opportunities, and there is
minimal competitive activity in hiring skilled
workers locally.
– More than1million workers are employed as
contract labour in Nicaragua, principally in
agriculture, construction, hotels and restaurants.
– 70% of the population are under 30. There is a
median age of 23.
Activity3
– Strikes and union activity continue to be
limited by the need for government approval
and 50% approval within the organization.
– Outsourcing has had an enormous impact in
Nicaragua, and led representatives of several
trade union organisations as well as
members of the National Assembly to put
forward a bill aimed at regulating the practice.
– Tripartite agreement for minimum wage
increases in the free zones signed for the
2014-17 period.
Legislation4
– Contingent work is legal in Nicaragua.
– There are minimum wages that are required.
– Pay and benefit parity are required.
– Background/drug checking are legal.
– Standard work hours are 8 hours per day and
48 hours per week.
– VAT (Value Added Tax) is 15%.
– Subcontracting is legal.
Panama Agriculture 17.9% Industry 19.1% Services 63%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 1.6M
Full-Time Employees 1.03M
Contingent Workers 498K
Non-Skilled Contingent
Workers
398K
Skilled Contingent Workers 100K
Unemployed Workers 74K
Workforce1
Market2
– Lack of investment into education system has
resulted in shortage of skilled workers in
emerging workforce.
– The skilled labor shortage is highest for
technicians, sales managers, administrative
assistants and support personnel, and
accounting/ finance professionals.
– Employers from Panama report positive fourth-
quarter hiring intentions and job prospects are
strongest in in Central America.
Activity3
– Social and political unrest continue to result
in an unstable workforce environment.
Legislation4
– Contingent work is legal in Panama.
– There are minimum wages that are required.
– Pay and benefit parity is not required.
– Background/drug checking are legal.
– Standard work hours are 8 hours per day and
48 hours per week.
– VAT (Value Added Tax) is 7%.
– Subcontracting is legal.
– Agency workers are paid by agencies that
provide an outsourcing service to the
employer, and cover the corresponding labour
obligations.
Paraguay Agriculture 26.5% Industry 18.9% Services 54.5%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.9M
Full-Time Employees 1.38M
Contingent Workers 1.35M
Non-Skilled Contingent
Workers
1.11M
Skilled Contingent Workers 244K
Unemployed Workers 202K
Workforce1
Market2
– Union activity is high and influential. Workforce
strikes are legal and common across most
industries.
– The Constitution allows both private and public
sector workers to form and join unions.
However, the procedures for registering a union
are cumbersome, and an inordinate 300 workers
are needed to form an industrial union.
– Lack of investment in education system
continues to result in limited availability of skilled
workers.
Activity3
– Rigid labor laws for permanent employees
have increased adoption of temporary work
contracts and renewals to meet business
hiring demands.
– Students protesting over further increases in
cost of education. Only 6% of youth go to
university.
Legislation4
– Contingent work is legal in Paraguay.
– There are minimum wages set by the
government. Businesses can determine
wages, but this can sometimes be affected by
unions.
– Pay and benefit parity are not required.
– Background and drug checking are legal.
– Standard work hours are 46 hours per week.
– VAT (Value Added Tax) is 12%.
Peru Agriculture 0.8% Industry 24.4% Services 74.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 13.1M
Full-Time Employees 7.9M
Contingent Workers 4.4M
Non-Skilled Contingent
Workers
3.5M
Skilled Contingent Workers 886K
Unemployed Workers 774K
Workforce1
Market2
– Increased competition in hiring market with an
ongoing problem of attrition and a labor
shortage in key categories.
– Long term concerns over labor supply as mining
industry requires increased number of workers
over next few years.
Activity3
– Majority of strikes and business disruptions
are primarily in the mining industry or directly
related to union activity in non-skilled
categories.
Legislation4
– Contingent work is legal in Peru.
– All entities are free to set their own wages.
– Pay and benefit parity is required.
– Standard work hours are 8 hours per day, six
days per week. Overtime is payable after 48
hours per week.
– VAT (Value Added Tax) is 19%.
– Length of assignment is limited to 5 years of
continuous work in staffing services.
– Paper invoices are required
Puerto Rico Agriculture 1.5% Industry 18.1% Services 80%
.
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 1.3M
Full-Time Employees 931K
Contingent Workers 160K
Non-Skilled Contingent
Workers
130K
Skilled Contingent Workers 30K
Unemployed Workers 175K
Workforce1
Market2
– Skilled labor has remained difficult to find in
many professional roles.
– The size of the workforce is decreasing in small
increments as migration to other job markets
rises.
Activity3
– Continued impact of Hurricane Irene in many
metro areas has slowly been corrected.
– Increases to the minimum wage may be put
on hold by Governor Cuomo as he is
concerned that it will have an impact on
business.
Legislation4
–Maximum length of work week is 40 hours, or
overtime penalties apply.
–‘At-will’ employment is heavily monitored.
–All terminations are subject to ‘just cause’
requirements.
–Labor Laws apply to permanent employees and
workers for predetermined durations, but
independent contractors are not incorporated into
primary labor regulations at this time.
United States Agriculture 1.6% Industry 16.7% Services 81.7%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 155.6M
Full-Time Employees 133.7M
Contingent Workers 9.6M
Non-Skilled Contingent
Workers
6.5M
Skilled Contingent Workers 3.2M
Unemployed Workers 12.3M
Workforce1
Market2
– Unemployment in Grads has increased.
– Fewer independent contractors being engaged
(some apprehension over how they should be
treated in the workforce.)
– Number of roles in IT have increased by 4.1%
compared to last year – technology
professionals salaries rose on ave by 5% last yr.
– Due to a lack of supply and high demand, six
out of the top ten highest paid bachelors
degrees have an engineering major.
– Over a third of the unemployed are classified as
long term unemployed.
Activity3
– Increased trend in expansion of MSP
programs to extend to SOW and outsourced
workers – most notably in the life sciences
and financial industries.
– Healthcare Reform- : likely that the look
back period for consideration into the scheme
will be somewhere between 3 and 12
months. An employee must be full time for
that look back period to be considered. Even
at worst case scenario of a 3mth look back
period over 50% of temps will not qualify,
which should be positive news for the buyer.
Legislation4
– The average work week is 40 hours.
– Pay parity is not federally mandated but can
vary based on employer policy.
– There is a minimum contract duration of four
hours, but no restrictions on maximum length
of the contract.
– It is legal to transfer a worker from one supplier
to another, so long as it isn't restricted by their
specific contract.
– TAPFIN typically recommends a vendor-funded
model in the US, using a percent of spend for
the management fee.
Uruguay Agriculture 11% Industry 21.7% Services 67.3%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 1.6M
Full-Time Employees 1.08M
Contingent Workers 464K
Non-Skilled Contingent
Workers
399K
Skilled Contingent Workers 65K
Unemployed Workers 99K
Workforce1
Market2
– Unemployment rates continue to fall as
employment opportunities increase, skilled labor
is in demand and often unavailable in key
categories.
– More than 3% of the total population has a
university degree; 12% of those received
degrees in engineering, IT or physical sciences.
– The amount of graduates in IT, the quality of
university education and the proficiency of them
have been the pillars of the software industry’s
development in Uruguay, which is the leading
exporter of software in the continent in terms of
revenue per person.
Activity3
– There is an expected increase in reliance on
migrant workers in 2012.
Legislation4
– Contingent work is legal in Uruguay, but
strongly resisted by trade unions.
– Pay rates are set by the government.
– Pay and benefit parity are required.
– Background and drug checking are illegal.
– Standard work hours are 44 hours per week for
office work and 48 hours per week for industrial
work.
– VAT (Value Added Tax) is 22%.
Venezuela Agriculture 7.3% Industry 21.8% Services70.9%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 12.7M
Full-Time Employees 7.1M
Contingent Workers 4.9M
Non-Skilled Contingent
Workers
4.2M
Skilled Contingent Workers 684K
Unemployed Workers 751K
Workforce1
Market2
– Economic pressure on local business operations
has negatively impacted workforce satisfaction,
and has begun to affect pay rates and attrition.
– Availability of skilled labor is adequate, and
strategic hiring and employee engagement are
critical.
Activity3
–Organic Labor Laws have been officially
enacted, and prior to them going in effect, MSPs
should be audited to ensure compliance:
–The work day is now defined as 5am-7pm,
–Maximum hours 8/day 40/week + 2 days off
–Limits severance claims to ten year period
–‘Outsourcing’ highly restricted and regulated for
certain conditions and parameters
–Currency was devalued during February which
led to panic buying of imported goods.
Legislation4
–Contingent work is legal in Venezuela.
–There are minimum wages set by the
government.
–Pay and benefit parity is required, with new social
benefits pending Organic Labor Laws.
–Background checks legal. Drug checks aren't.
–Standard work hours are 8 hours per day and 40
to 44 hours per week.
–Doblete mandates double payment of salary for
unfair dismissal.
–There is a 3 year maximum assignment length,
and a 3 month minimum assignment length.
EUROPE, MIDDLE EAST, AND AFRICA
Detailed Country Analysis
1/15/2016 ManpowerGroup Proprietary & Confidential 37
Austria Agriculture 5.2% Industry 24.9% Services 69.9%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.4M
Full-Time Employees 3.6M
Contingent Workers 549K
Non-Skilled Contingent
Workers
387K
Skilled Contingent Workers 162K
Unemployed Workers 197K
Workforce1
Market2
– Austria’s imposed restrictions on migrant
workers from Bulgaria and Romania have been
lifted.
– Continued unemployment has begun to effect
contingent workers as well, with declining hiring
activity across most categories of labor
– There are around 90,000 temporary workers in
Austria, a third of which are unskilled workers.
– Unemployment in the country is one of the
lowest in the European Union could rise
substantially due to the new measures being
introduced..
Activity3
- The Temporary Employment Act has been
amended to adopt the EU AWR directive
effective January 1 2013
- The revised Act implement a vocational
training fund administered by social partners
and financed by user undertakings (and co-
financed by the Labour Market Agency).
- Staffing companies will be charged €113 if
the employment service between a temporary
worker and their agency is terminated. Even
Temp to perm.
Legislation4
– The maximum length of a work day is 10 hours,
with a maximum of 50 hours in a work week.
– There is a clear distinction between blue and
white collar workers, and collective agreements
are in place for all workers.
– Temporary work agreements are legal.
– Wage dumping is prohibited in the case of
temporary workers.
Bahrain Agriculture 1.5% Industry 78.6% Services 19.9%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) http://www.tradearabia.com/news/LAW_226268.html
Total Workforce 618K
Full-Time Employees 488K
Contingent Workers 107K
Non-Skilled Contingent
Workers
91K
Skilled Contingent Workers 16K
Unemployed Workers 23K
Workforce1
Market2
– Approximately half of the population is Non-
Bahraini . The vast majority of the foreigners
are unskilled Asian workers and domestic
helpers.
– Shortage of construction workers.
Activity3
- Government working on new minimum wage
laws based on roles to replace the current
informal guidelines.
- 2400 job opportunities were available at the
10th Careers Expo which is organised by the
Ministry of Labour and was attended by over
3000 job seekers.
Legislation4
– New Labor law introduced in September 2012,
states that all employees regardless of whether
they work a 5 or 6 day week are entitled to 30
days annual leave.
– Employees are entitled to an additional day off
if a public holiday falls on the day that they are
usually off.
– Where employees are unfairly dismissed, the
new laws grant a full year’s salary.
– Expatriates are now able to change jobs
without the prior consent of their employers.
Belarus Agriculture 10.3% Industry 45.5% Services 44.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.7M
Full-Time Employees 3.9M
Contingent Workers 745K
Non-Skilled Contingent
Workers
634K
Skilled Contingent Workers 112K
Unemployed Workers 28K
Workforce1
Market2
– Institute of Labor Organisation estimates that
the unemployment rate in Belarus is
approximately 40 times the official rate of 0.6%
Activity3
- NMW increased as at the 1st of Jan 2013.
- Although official figures are difficult to obtain
up to 1.2 million working age individuals have
left Belarus in search of a better standard of
living. Approximately 90% are thought to go
to Russia.
- Trade Union membership is high. There are
more than 65 trade unions and total
membership is over 4 million.
Legislation4
– Paid maternity leave for 126 days and 3 year
unpaid maternity leave during which time the
role must be kept open.
– 8 hour work day .
– Value added tax of 20%.
Belgium Agriculture 1.4% Industry 23.4% Services 75.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.8M
Full-Time Employees 3.8M
Contingent Workers 617K
Non-Skilled Contingent
Workers
444K
Skilled Contingent Workers 173K
Unemployed Workers 354K
Workforce1
Market2
– Belgium has imposed restrictions on migrant
workers from Bulgaria and Romania.
– Shortage of skilled workers in IT and
Engineering.
– Belgium has seen temporary billings continue to
shrink
– Youth unemployment is at 20%
– The FGBT (National Union) hosted the ‘Day of
Temporary Workers’ Rights’ to lobby for better
working conditions affecting temporary workers
Activity3
–Local government is under pressure by EU to
potentially modify its system of wage bargaining
and indexing – which could impact local rate
cards if change is implemented
–There is increased discussion of regulation to
facilitate recruitment of aging workers
–The Employment Relations Act 2012 will amend
the previous version and introduce a legally
rebuttable presumption that self-employed
persons working in specific industries are in fact
employees, if at least five out of nine of the
criteria are fulfilled. The new Act became law
Jan 1 2013
Legislation4
– A strict legal framework regulates temporary
work services, with contract length restrictions
and strict renewal policies.
– Works councils, trade unions or joint
committees must be informed of or consulted
on the dismissal of protected workers.
– Belgian law prohibits an MSP from invoicing on
behalf of suppliers, thus suppliers must invoice
employers directly.
– Restrictions on paid leave and holidays have
been reduced for contingent workers
Bulgaria Agriculture 6.8% Industry 33.3% Services 59.9%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 3.4M
Full-Time Employees 2.6M
Contingent Workers 353K
Non-Skilled Contingent
Workers
300K
Skilled Contingent Workers 53K
Unemployed Workers 423K
Workforce1
Market2
– Youth unemployment of 30%
– Study by KNSB showed Bulgaria to have the
lowest minimum wage and average wage of all
27 EU member states.
– During the first 9 months of 2012, the average
wage increased by over 6% but the vast majority
of wage increases were for the higher income
earners.
– Engineers and skilled trades are the most
difficult roles to fill according to Manpower’s
most recent Talent Survey.
Activity3
- From Dec 2013, Bulgarians will have full
access to all labor opportunities in the EU.
Incentive to migrate will be high.
- Topped the list of the world’s fastest
shrinking populations.
- Recent protests over the economy,
government corruption and electricity prices
has led to the resignation of the Prime
Minister.
Legislation4
– Minimum wages were increased by 20 BGN on
the 1st Jan
– Standard work week is 40 hours
Croatia Agriculture 14.9% Industry 27.3% Services 57.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 1.7M
Full-Time Employees 1.1M
Contingent Workers 293K
Non-Skilled Contingent
Workers
249K
Skilled Contingent Workers 44K
Unemployed Workers 362K
Workforce1
Market2
– EU countries are restricting access to the labour
market for Croatians for the first two years of EU
membership.
– Youth unemployment is at 46.1%.
Activity3
- Employers are being subsidised to provide
professional training to their employees.
- Under new initiatives to reduce the
unemployment in over 50s, half of the gross
salary of employees over 50 will be paid by
the state.
- Unions are planning strikes over the
Government ‘s announcement of a 3%
reduction in salaries of public sector workers.
Legislation4
– Due to join the EU on the 1st of July.
– Government recently cancelled Collective
Bargaining agreements with public sector
employees in order to become more financially
stable prior to Croatia’s entrance in to the EU.
– Prison sentences have recently been
introduced to try to curb the number of
employers who are not paying wages on time.
Czech Republic Agriculture 3.1% Industry 38% Services 58.9%
Market2
– Has less reliance on foreign workers than many
EU countries and maintains a more complex
immigration process than most.
– Concern over future labor supply if local emerging
workforce doesn’t meet hiring needs.
– Demand for IT professionals is increasing
especially for candidates with business
development experience.
– Tendency for employers to recruit internally for
roles.
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 5.2M
Full-Time Employees 3.9M
Contingent Workers 876K
Non-Skilled Contingent
Workers
622K
Skilled Contingent Workers 254K
Unemployed Workers 420K
Activity3
– The majority of union activity and worker
protests are found in the transportation and
logistics industries.
– Deliberation of legislation to amend current
regulation of termination notice for workers in
violation of certain commitments related to
performance, participation, and sick leave
– Short-time working scheme launched. The
subsidy will apply where a genuine work
shortfall of between 20% and 60% occurs
and employers must use the available time
for training and developing staff.
Legislation4
– An MSP is not allowed to subcontract other
temporary agencies and manage the individual
agreements – each vendor must have an
agreement with the employer.
– Assignments of temporary and incidental
workers are limited to 90 days for each
contract, but there is no limit to renewals
– Pay parity is currently required and benefit
parity is now mandated on the 12th week of
employment under AWR.
Workforce1
Denmark Agriculture 2.4% Industry 19.6% Services 78%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.8M
Full-Time Employees 2.45M
Contingent Workers 249K
Non-Skilled Contingent
Workers
179K
Skilled Contingent Workers 70K
Unemployed Workers 136K
Workforce1
Market2
– Denmark has one of the most flexible labor
markets, with minimal restrictions on employers.
– Tax structure and Danish language are the two
primary downsides to local establishment of a
global corporation.
– Labour Market remains weak.
– Despite the unemployment, there is difficulty in
filling lower wage jobs as it can reduced the
candidate’s future unemployment benefits if they
were to lose that job.
Activity3
– The EU directive on Temporary Agency Work
has not yet been implemented by Denmark
despite the December 2011 deadline.
Denmark now has two months to notify the
Commission of measures taken to implement
the Directive. Otherwise, the Commission
may decide to refer Denmark to the EU's
Court of Justice.
– Two recent Board of Equal Treatment
decisions show that job advertisements which
state that an employer is looking for
applicants of a certain age group are contrary
to the Anti-discrimination Act
Legislation4
– No restrictions on working hours, except
mandate that worker receive an 11 hour break
after working 24 hours.
– There are no restrictions on the duration of a
temporary contract, other than a minimum of 4
hours being required.
Estonia Agriculture 4.2% Industry 30.2% Services 65.6%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 702K
Full-Time Employees 578K
Contingent Workers 56K
Non-Skilled Contingent
Workers
48K
Skilled Contingent Workers 8K
Unemployed Workers 68K
Workforce1
Market2
– Changes to higher education are being
implemented so that full time students in six
Estonian universities will have free education.
– A recent survey found that approximately a third
of Estonians want to leave the country.
– Despite the economic climate, average gross
monthly wages increased by 5.9% last year.
Activity3
- Recent strikes over pay and workloads from
the education and health sectors are
expected to move to other sectors.
- Estonians have been subject to high levels of
austerity and moving to the Euro has
highlighted the low wages compared to the
majority of EU states.
Legislation4
– Minimum wage was increased from the 1st of
Jan.
– Courts have recently ruled that if Estonians
working in Finland for an Estonian company
must receive at least the Finnish Minimum
wage.
Finland Agriculture 4.4% Industry 23.3% Services 72.3%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.6M
Full-Time Employees 2.1M
Contingent Workers 340K
Non-Skilled Contingent
Workers
235K
Skilled Contingent Workers 105K
Unemployed Workers 182K
Workforce1
Market2
– Ongoing concern of skilled labour shortage
across Finland, particularly in Construction and
Service industries.
– Local authorities have suggested possibility of
internal migration self-correcting this shortage
before there is a heavy burden upon local
employers – but there is no widespread
acceptance of this theory
Activity3
– Consideration of increased enforcement and
scope of reporting requirements for
employers engaging contingent workers
– New Bill on temporary workers to be
introduced Jan 2013. Employers will need to
give timeframe for engagement and may
have to report to stewards on why the want to
engage Temps rather than Perm.
Legislation4
–No restrictions on working hours, set by collective
agreement
–After 60 months, a fixed-term contract is subject
to the same requirements for termination as an
indefinite term contract
–Temporary worker pay rates cannot be reduced
during an active contract
France Agriculture 2.9% Industry 22.3% Services 74.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 29.5M
Full-Time Employees 23.4M
Contingent Workers 3.0M
Non-Skilled Contingent
Workers
2.0M
Skilled Contingent Workers 985K
Unemployed Workers 3.1M
Workforce1
Market2
– Labour Market continues to decline, having a
direct affect on temporary billings in France
– APEC reports that there is increasing trend
Trans Border workers with French working out
of country full time, in particular Switzerland,
Luxembourg, and Germany.
– 26% Youth unemployment
Activity3
– ManpowerGroup and Microsoft launched joint
incentive to help tackle a prevalent skill
shortage in the IT and telecoms sector.
– Discussion is underway to reform the Labor
Law by increasing flexibility whilst improving
the ease in which a worker can be laid off.
The law will enable both hours and wages to
be reduced during down times at a lower cost
for employers.
Legislation4
– Subcontracting is illegal in France, however
neutral vendor programs can be established.
– Pay and benefit parity requirements exist.
– Temporary work is very regulated – with temp
recruitment restricted to replacement,
temporary increase in business, work that is
temporary by nature, additional training.
– Assignments are limited to 18 months
– Double-contract is mandatory for each
assignment .Both contracts must be signed 2
days after the beginning of the assignment
ultimately. Possible fines for non compliance.
Germany Agriculture 1.6% Industry 28.4% Services 70%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 42.4M
Full-Time Employees 34.9M
Contingent Workers 4.6M
Non-Skilled Contingent
Workers
3.5M
Skilled Contingent Workers 1.1M
Unemployed Workers 2.8M
Workforce1
Market2
– Increased trend of aging workforce remaining in
the workforce
– Almost 4 in 5 companies are trying to recruit
skilled staff but 70% are finding the recruitment
process challenging. More companies are
looking to fill positions with foreign workers.
– 8% youth unemployment.
– There is a €140 million program to attract
foreign workers to fill the 10,000 apprenticeships
it has vacant, but German language skills are a
real barrier to entry.
Activity3
– Increased union activity , strikes in Industrial
and Transportation industries
– Government and employers actively targeting
and recruiting workers from Southern Europe
– The Minister of the Interior submitted a bill to
regulate employment data protection. The
cabinet have expressed their commitment to
the bill.
– Consultation on preventing contract labor
being used to circumvent paying rates set by
collective bargaining .
Legislation4
– Minimum wages vary by industry.
– Non-EU workers are not able to obtain work
visas if their employer is a staffing provider.
– Direct invoicing is required thus suppliers have
to invoice clients directly.
– Legislation dictates how many hours can be
worked daily (10 hours).
– No assignment length minimums or maximums.
– As of the 1st Nov we have seen wage
increases for some temp workers through the
enforcement of Collective Agreements.
Greece Agriculture 12.5% Industry 19.7% Services 67.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 5M
Full-Time Employees 2.3M
Contingent Workers 1.3M
Non-Skilled Contingent
Workers
1.1 M
Skilled Contingent Workers 269K
Unemployed Workers 1.3M
Workforce1
Market2
– Youth unemployment was at 57.6% in January.
– In addition to the high unemployment rates,
companies are having difficulty paying with two
thirds of those in the private sector not paid on
time.
– Only about a third of the 1.6 million workers in
the private sector are still working an 8 hour day
as the remainder have had their hours reduced.
– There is a one year limit on unemployment
benefits which means that only a small number
of Greeks are able to receive financial help.
Activity3
- Numerous strikes persist in protest to the
austerity measures that are being brought in
by the European Union.
- Austerity measures include some public
sector wages being decreased by a third and
pensions being cut by 5%-15%.
- Significant tax increases have been coupled
with decreasing social benefits.
Legislation4
– Retirement age to be lifted from 65 to 67.
– Changes to the Labor Law will enable the
Government to set the minimum wage.
– Redundancy compensation and notice periods
have also been decreased.
Hungary Agriculture 4.5% Industry 32.1% Services 63.4%
Market2
– The skilled labor shortage in Hungary has
receded, and IT skills in particular are on the
rise.
– Engineering and IT wages are higher than
similar economies in Europe, but sill
represent a large savings compared to more
developed markets.
Total Workforce 4.4M
Full-Time Employees 3.4M
Contingent Workers 455K
Non-Skilled Contingent
Workers
341K
Skilled Contingent Workers 114K
Unemployed Workers 466K
Activity3
– Hungarian Labour Code implements a
number of restrictions on contract limits and
renewals, but also allows for the subleasing
of workers beyond scope of contract and
extends hours and scheduled time that
workers can be contracted to work
– New Act on the enforcement and transition of
the New Labor Code will come in to effect
Jan 2013.
Legislation4
– The work week is restricted to 48 hours, with
a maximum of 200 hours in overtime. The
average work week is 40 hours.
– The establishment of restrictions on contract
duration is currently being considered.
– Full parity is now mandated on the 12th week
of employment under AWR.
– New Labor Code introduced . Some
substantial changes to be aware of.
Workforce1
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) ManpowerGroup Solutions, Internal Analysis of Worldwide Associated Press Publications; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Ireland Agriculture 4.6% Industry 19.6% Services 75.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.1M
Full-Time Employees 1.5M
Contingent Workers 287K
Non-Skilled Contingent
Workers
232K
Skilled Contingent Workers 54K
Unemployed Workers 306K
Workforce1
Market2
– Professional jobs increased last quarter
– Excessive unemployment has reduced the flow
of foreign skilled workers into Ireland, increasing
the competition for skilled talent in the local
market.
– Additionally, there has been an increase of
skilled worker emigration to other EU countries
where labor shortages provide more
opportunities for these workers.
– Number of large-scale business networking
events and more foreign direct investment, may
result in increased hiring in the new year.
Activity3
– Local government has enacted a number of
plans to create jobs and relieve
unemployment, but hasn’t yet been able to
impact immigration patterns. 12,000 new jobs
created in the private sector last year
compared to a net loss of 250,000 jobs in
2011.
– Ireland has reversed its decision to restrict
Bulgarian and Romanian workers in order to
support local job market and employment
needs
Legislation4
– The work week is restricted to 48 hours and
temporary workers are paid the equivalent of
full-time overtime rates.
– Temporary Workers are entitled to 9 holidays
and severance, with full parity on the 12th week
with AWR.
– Temporary contracts shouldn’t be renewed
over 4 years, and anything beyond that must
be open-ended.
Israel Agriculture 1.7% Industry 20.6% Services 77.7%
Market2
– Israel has established a proactive strategy to
increase foreign workers and address labor
shortages in unskilled categories, primarily
construction and agriculture.
– The majority of foreign workers come from
Asia Pacific, predominantly China.
– Skilled national workers continue to struggle
with unemployment.
Total Workforce 3.5M
Full-Time Employees 2.9M
Contingent Workers 427K
Non-Skilled Contingent
Workers
363K
Skilled Contingent Workers 64K
Unemployed Workers 244K
Activity3
– New law has been proposed that would require
employers to inform workers of employment
conditions one month prior to starting work. If this
law is enacted, it would shift the burden of proof
from the worker to the employer in cases of legal
disputes.
– Workforce strikes have consistently impacted
multiple industries in 2011, including public sector,
energy, transportation – and has included both
skilled and unskilled workers.
– Israel joins ILO Convention 181 on Private
Employment Agencies. This will provide additional
rights to temporary workers.
Legislation4
– There is no standard restriction on contract
length; severance and dismissal notification are
standard.
– The work week is restricted to 8 hours/day and 45
hours/week. Overtime is paid at 1.25 of the hourly
wage for the first two overtime hours and 1.50 for
additional hours.
– Two thirds of the work force is unorganized, not
protected by collective agreements, and has
limited protection against dismissal.
Workforce1
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Italy Agriculture 3.8% Industry 28.8% Services 67.4%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 25.7M
Full-Time Employees 17.2M
Contingent Workers 5.6M
Non-Skilled Contingent
Workers
4.3M
Skilled Contingent Workers 1.4M
Unemployed Workers 2.9M
Workforce1
Market2
– Italy has imposed restrictions on migrant
workers from Bulgaria and Romania.
– Over 40% of the workforce is affiliated with
union membership
– Increase in number of temp workers being
engaged in Public Services.
Activity3
– The Direct Hiring Plan, initiated in January,
has increased the availability of seasonal
workers and added to the unskilled workforce
capability, but not to the extent originally
projected.
– Union pressure and threats of strike have
increased focus on Labour Market reform –
including pressure to reduce for dismissal
– Recent strikes against austerity measures
have turned violent.
Legislation4
– Wages are fixed by collective agreements
– Contract length is restricted based on type of
contract - Temporary workers are allowed to
perform specific work or service, in response to
market demand (6 months/year), or to cover a
vacancy (3 months/year).
– Parity is required for both pay and benefits.
– Subcontracting is not allowed.
– Labour reforms were enforced in July this year,
making significant changes to temporary
employment relationships. No specific reason
required for using temps and time constraints
on temp contracts outlined.
Kazakhstan Agriculture 29.4% Industry 18.9% Services 51.7%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 9M
Full-Time Employees 5.8M
Contingent Workers 2.7M
Non-Skilled Contingent
Workers
2.3M
Skilled Contingent Workers 407K
Unemployed Workers 476K
Workforce1
Market2
– In the past two years, Kazakhstan has more
than doubled the amount spent on Science to
$320 million in 2012.
– The average age in Kazakhstan is 30.
– Unemployment is at 5%
Activity3
- Will host EXPO-2017.
Legislation4
– 40 hours per week in normal circumstances
although this is limited to 36 hours for heavy
manual or dangerous work.
– Minimum wages exist but the law stipulates
that if a worker is doing more than is set out in
their contract or is doing the work of another
employee in addition to their own that they are
entitled to increased wages.
Latvia Agriculture 8.8% Industry 24.1% Services 67.1%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 1M
Full-Time Employees 825K
Contingent Workers 112K
Non-Skilled Contingent
Workers
95K
Skilled Contingent Workers 17K
Unemployed Workers 110K
Workforce1
Market2
– Unemployment is steadily declining due to an
increase in the number of available jobs.
– Overall the number of jobs increased by more
than75,000 in 2012.
– Latvia is currently the fastest growing country in
Europe with growth of 5%.
– Growth in construction, manufacturing and
commercial services.
Activity3
- Due to adopt the Euro from 2014.
- 1500 public sector workers have gone on
hunger strike over wages.
- Government proposals to lure Latvians back
and plans to subsidise businesses which
attract highly skilled workers to Latvia.
Legislation4
– Standard work week is 40 hours, but before
holidays the length of the working day is
reduced by 1 hour.
– 42 consecutive hours rest required in each 7
day period.
Lithuania Agriculture 9.0% Industry 24.5% Services 66.5%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 1.6M
Full-Time Employees 1.3M
Contingent Workers 157K
Non-Skilled Contingent
Workers
134K
Skilled Contingent Workers 24K
Unemployed Workers 202K
Workforce1
Market2
– ‘Youth and long term unemployment are
showing signs of recovery but are still at 26.4%
and 6.5% respectively.
Activity3
- New Government is keen to focus on growth
rather than spending cuts. From 2009 to
2012, Lithuania reduced its deficit from 9.4%
to less than 3%.
Legislation4
– Overtime can not exceed 4 hours in two
consecutive days.
– Paid annual holiday is a minimum of 28 days
this increases to 35 days for specific groups
including single parents and disabled persons.
The amount of annual leave can not be
reduced for part- time workers.
Luxembourg Agriculture 1.0% Industry 17.2% Services 81.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 249K
Full-Time Employees 210K
Contingent Workers 23K
Non-Skilled Contingent
Workers
17K
Skilled Contingent Workers 6K
Unemployed Workers 16K
Workforce1
Market2
– High unemployment (by local standards) and
aggressive competition for skilled labour jobs
have resulted in Luxembourg extending the ban
on Bulgarian and Romanian workers –
potentially through 2014.
Activity3
–Regulation of contingent worker engagement
has been reduced to allow employers more
flexibility during challenging economy
– Minor change introduced by Grand-Ducal
decree. According to the Labour Code
jobseekers can be assigned to a temporary job
which has a public function and will be entitled to
higher unemployment benefits; usually, the
duration of such a job is limited to 6 months and
can be renewed once
Legislation4
–Work hours are restricted to 10/day and 48/week.
–Contract length is restricted to 12 months.
–Parity is required for both pay and benefits.
Morocco Agriculture 40.9% Industry 21.7% Services 37.2%
Market2
– The hiring of skilled labor is highly
competitive in Morocco across all
industries.
– The number of skilled workers continues to
increase in Morocco, but the economy
remains heavily geared toward agriculture.
– The transition from non-skilled to a skilled
workforce has created gaps between hiring
needs and skills.
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 10.8M
Full-Time Employees 4.3M
Contingent Workers 5.5M
Non-Skilled Contingent
Workers
4.2M
Skilled Contingent Workers 1.3M
Unemployed Workers 1.0M
Activity3
– There have been ongoing protests in
Morocco across the workforce, with
expectations of constitutional reform up
and down since July of this year.
– Awareness of the need for regulation
of temporary agencies increasing .
– The Office of Vocational Training and
Employment Promotion has
announced that it is working with
Microsoft to create 100 new IT
Academies across the country to
provide quality training.
Legislation4
– The average work week is 44 hours.
– Temporary contracts no longer exist under Moroccan
law and determined period contracts may only be
concluded in the following cases:
– Employee replacement
– Due to temporary increase in activity
– If the work is of a seasonal nature
– In case none of the above applies, then the contract
must be concluded for an undetermined period.
Workforce1
The Netherlands Agriculture 2.8% Industry 17.8% Services 79.4%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 8.0M
Full-Time Employees 6.3M
Contingent Workers 1.1M
Non-Skilled Contingent
Workers
752K
Skilled Contingent Workers 370K
Unemployed Workers 573K
Workforce1
Market2
– Labor market is projected to continue its decline
in 2013
– Netherlands has removed restrictions on
migrant workers from Bulgaria and Romania.
– High cost of dismissal continues to make
contingent labor a cost effective option, despite
parity requirements.
– Measures taken to get temporary workers back
to work after long term sick.
– Tax changes could result in decrease of skilled
contractors.
– Trend for training and working at the same time.
Activity3
– Regulation and enforcement of staffing
agency licensing and guidelines is increasing
– Referred to Court of Justice EU to better
provide specific legislation on the return to
work after maternity and other parental leave.
– Annual reporting requirements for agencies-
include hours, compensation and
demographic dat.
– Tax developments affecting Employers and
Employees also introducing a one-off
employer’s levy on top salaries, and
increases employers’ liability if agency fail to
pay.
Legislation4
– Annual reporting requirements include hours,
compensation, and demographic details.
– Collective labor agreements are enforced, one
example is that temporary workers can’t be
used during strikes in maritime or
transportation.
– Job requirements can’t include ‘years of
experience’, as it is considered discriminatory.
– Parity requirements exist including severance.
– No priority rules for re-employment.
– Reduction in sick pay entitlement for temps-
now 3 months.
Norway Agriculture 2.5% Industry 19.7% Services 77.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.7M
Full-Time Employees 2.4M
Contingent Workers 177K
Non-Skilled Contingent
Workers
131K
Skilled Contingent Workers 46K
Unemployed Workers 94K
Workforce1
Market2 – The labor market remains relatively strong
– Concern growing over the true cost of the
adoption of the EU Temporary Workers
Directive.
– There is a growing shortage of skilled labor in
Norway, particularly in:
– Health service workers
– Engineers
– Building and construction workers
– 5000 foreign applicants applied to have their
qualifications recognized in Norway last year.
Activity3
– AWD and Working Environment Act further
regulating pay and benefit parity for
contingent workers, effective in July of 2013
– In line with the Working time Directive, there
is a proposal that any holidays not taken due
to either illness or parental leave will be
carried over into the next holiday period.
Legislation4
–The work week is restricted to 9 hours/day and 40
hours/week.
–Local law prohibits an individual working more
than 200 hours of overtime annually.
–Employment contracts cannot exceed 4 years in
duration, or the worker can claim permanent
employment status.
–There is no minimum wage law in Norway.
Poland Agriculture 12.8% Industry 30.2% Services 57%
Market2
– The number of temporary workers in
Poland grows by an average of 20%
each year.
– The local economy and hiring market
supports employment growth.
– Migration of skilled workers out of
Poland has slowed.
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 18.0M
Full-Time Employees 12.1M
Contingent Workers 3.5M
Non-Skilled Contingent
Workers
2.4M
Skilled Contingent Workers 1.1M
Unemployed Workers 2.4M
Activity3
– Increased access to migrant workers for
contingent labor
– Reviewing legislation that would allow
employers to reduce worker pay in first
year of engagement
– Minimum wage increase as of the 1st of
January.
– Proposals to reduce the overtime loading.
– Proposals to increase the length of paid
maternity leave.
Legislation4
– Maximum work week is 48 hours and runs Monday-Friday
or Saturday. Overtime cannot exceed 150 hours per year.
– After six months, a temporary worker is entitled to a
vacation.
– Maximum contract length is 18 months in a 36 month
period (standard length is 12 months). A temporary
contract for the entire 36 months of work during a single
period requires set guidelines.
Workforce1
Portugal Agriculture 10.9% Industry 27.7% Services 61.4%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 5.6M
Full-Time Employees 3.7M
Contingent Workers 1.0M
Non-Skilled Contingent
Workers
824K
Skilled Contingent Workers 206K
Unemployed Workers 890K
Workforce1
Market2
– Skilled labor shortage is being further impacted
by worker migrations out of the country.
– MSP is not commonly adopted in Portugal at
this time, but it is an emerging market of interest
for employers looking to optimize local
workforce programs.
– Govt push for 50% reduction in temp contracts
in Public Services by end of 2013
– Youth unemployment is at 38%.
Activity3
– Increased union activity and worker protests,
particularly with low-skilled workers some
recent protests have turned violent
– Indication that contingent labor will be
discouraged in favor of full-time employment
– Amendments to Portuguese Labour Code
reduced the severance and termination
penalties to EU average
– Measures to increase retirement age to 65.
Legislation4
–Working hours are limited to 8/day and 40/week.
–Contract assignments are limited to 2 years.
–Parity requirements exist for both pay and
benefits.
–Early pension is allowed at age 55, with 30 years
of contribution.
Romania Agriculture 30.1% Industry 28.7% Services 41.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.8M
Full-Time Employees 3.0M
Contingent Workers 1.5M
Non-Skilled Contingent
Workers
1.1M
Skilled Contingent Workers 322K
Unemployed Workers 309K
Workforce1
Market2
– Only 30% of the population speaks English.
– There is heavy competition for IT workers in the
local market.
– Romanian workers have equal rights to enter
other EU countries but, like Bulgarians, are
confined by heavy restrictions on access to
foreign work – resulting in heavy fluctuation
worker migration in and out of Romania.
– Labor shortages across Romania for skilled
workers.
– Growing IT outsourcing industry in Romania.
Activity3
– In August, Spain modified its foreign worker
policy to restrict the influx of Romanian
workers – potentially improving Romania’s
ability to retain more of its temporary
workforce.
– Restrictions lifted on Romanian workers in
Europe.
– Number of legislative changes being
introduced which indicates a move towards a
more regulated labour market as the country
aligns with EU
Legislation4
– 48 hour maximum work week (including
overtime).
– Pay parity is required; benefit parity is required,
but leaves room for interpretation.
– Temporary workers used for seasonal activities,
specific activities and replacement of permanent
employees whose contracts are suspended for
reasons other than strike.
– Assignments limited to 18 months.
Russia Agriculture 9.7% Industry 27.5% Services 62.8%
Market2
– Aging workforce, combined with reduced size
of emerging workforce, has economists
predicting a labor shortage by 2025.
– The shortened life expectancy of the Russian
worker has increased the rate at which local
labor supply is being consumed.
– Increased reliance on migrant workers is
ongoing.
– Market remains “sluggish”
Total Workforce 75.9M
Full-Time Employees 66.7M
Contingent Workers 5.2M
Non-Skilled Contingent
Workers
4.0M
Skilled Contingent Workers 1.3M
Unemployed Workers 4.0M
Activity3
– Russia has imposed more rigid restrictions on
migrant workers, particularly those from Asia, to
reduce the total number of migrant workers
available to local employers over time.
– Russia recently announced an ambitious plan to
create 25 million high productivity jobs by 2020.
– Ongoing skill gap in emerging workforce and job
requisitions – mismatch prompts concern over
announcement of job growth in local sectors
Legislation4
– Contingent labor is not restricted by local
legislation, but there are no defined laws.
– Minimum wages are set by the government.
Pay and benefit parity are optional.
– Background checking is legal; however, drug
checking is not legal.
– VAT (Value Added Tax) is 18%.
– Invoices are required to be in paper form.
Workforce1
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Serbia Agriculture 24% Industry 25.1% Services 50.9%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.9M
Full-Time Employees 1.5M
Contingent Workers 766K
Non-Skilled Contingent
Workers
651K
Skilled Contingent Workers 115K
Unemployed Workers 654K
Workforce1
Market2
– High unemployment.
– Difficult to access skilled labor
– Political challenges for foreign entities hiring
local talent or importing workers
Activity3
- Proposal to introduce a law in the public
sector to increase the employment of long
term unemployed, disabled persons and
those over 50.
- Serbia starting process to gain access into
the EU.
- Proposed law to ensure that workers who
strike can only be fired if their strike is
deemed illegal. However, workers will have
to lodge intention of the strike 10 days prior
to the proposed strike.
Legislation4
– Standard work week is 40 hours over 5 days.
– Weekly rest of no less than 24 consecutive
hours.
– Minimum of 20 days annual leave which
increases with experience and length of
service.
Slovakia Agriculture 3.2% Industry 27.1% Services 69.7%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.7M
Full-Time Employees 2.0M
Contingent Workers 361K
Non-Skilled Contingent
Workers
263K
Skilled Contingent Workers 97K
Unemployed Workers 389K
Workforce1
Market2
– Slovakia’s aging workforce is expected to impact
local labor supply.
– Local market for hiring in light industrial is highly
competitive, with employers proactively targeting
skilled workers in school, prior to them entering
into the workforce.
– Unemployment is effecting non-skilled workers,
more than skilled workers.
Activity3
– Currently reviewing legislation to increase
worker rights, overtime pay, and modify
contract duration and renewal limits for
contingent workers due to be introduced
2013
– Concern that changes to Slovakia’s labour
code will have a detrimental effect on the
manufacturing industry which has previously
thrived there.
– Proposed increase in minimum wage for
2013 with parliament.
Legislation4
–The statutory working week is 40 hours, and the
average cannot exceed 48 hours with overtime.
–Full parity exists, including wage equity, paid time
off, holidays, and collective bargaining.
–3 year maximum exists for fixed term contracts,
and requires e a 6 month lapse before renewal.
–Equal access to job notifications is mandated.
–Corporate tax was increased from 19% to 23% in
January and Slovakia has introduced an
incremental tax rate on individuals in place of the
flat tax.
Slovenia Agriculture 8.8% Industry 32.5% Services 58.7%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 914K
Full-Time Employees 676K
Contingent Workers 126K
Non-Skilled Contingent
Workers
92K
Skilled Contingent Workers 34K
Unemployed Workers 111K
Workforce1
Market2
– Local market for hiring in Engineering is highly
competitive.
– Unemployment is affecting non-skilled workers,
more than skilled workers.
Activity3
– Local disputes over austerity policies and
political instability over the past few months
could result in local employment challenges.
– Increased strike activity.
– Increased regulation of reporting
requirements for employers engaging
contingent workers
– Union proposals to reduce the number of
temporary staffing firms
– Govt talks to reform Labour market focused
on tighter regulations for temporary agencies
Legislation4
– Temporary employees share the rights and
benefits of full time employees including wage
equity, paid time off, holidays, and collective
bargaining.
– Employers must share news of all job openings
with temporary employees, providing them with
the same access to internal promotion as a
permanent employee.
– Employers are obligated to announce and
register vacant jobs or types of work with
determined terms for work performance to the
Employment Service of Slovenia.
South Africa Agriculture 5.1% Industry 25% Services 69.9%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 18.3M
Full-Time Employees 11.6M
Contingent Workers 2 .1M
Non-Skilled Contingent
Workers
1.7M
Skilled Contingent Workers 445K
Unemployed Workers 4.6M
Workforce1
Market2
– A key initiative of the South African Government
is to create jobs – overall unemployment is at
25.7% with youth (15-24 year olds) at double
this rate.
– The severity of the skilled-labor shortage is
being addressed by targeting foreign workers to
fill the gap.
– Significant increase in the proportion of
temporary jobs. Since 2000, they have
increased to ~31% from 11%
Activity3
– South African Revenue Service has
established a biannual revenue reconciliation
system, PAYE (Pay as You Earn) that
simplifies annual reporting but requires more
frequent submissions for all revenue, payroll,
and financial activity.
– Ongoing strikes and labor restrictions
impacting local hiring of foreign employers
and expected to impact long term job market
– but no local regulatory changes have
gained traction to adjust hiring activity.
Legislation4
– Average working hours in a week is 40.
– Full parity exists for both pay and benefits.
– Overtime is limited to 10 hours/week and 3
hours/day.
– Visas are required to be eligible to work in SA.
– Employers must adhere to the Employment
Equity Act.
Spain Agriculture 4.3% Industry 23.1% Services 72.6%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 23.1M
Full-Time Employees 14.0M
Contingent Workers 3.0M
Non-Skilled Contingent
Workers
2.2M
Skilled Contingent Workers 822K
Unemployed Workers 6.0M
Workforce1
Market2
– Decreased engagement of self-
employed/freelance workers has resulted in
higher number of freelancers available for
contract work.
– A heavy percentage of emerging workers are
currently among the unemployed.
– Employment in Spain is highly regulated-
pressure is mounting for the govt to relax these
regs in order to boost the Labour market
Activity3
–Increased protests and strikes are impacting
multiple industries as labor reform discussions
accelerate strain on local workforce discontent.
–The primary focus of protests are the new labor
laws that allow companies to circumvent
collective bargaining agreements, reduce wages
and reduce regulation of worker dismissals.
–Parliament passed legislation to align local
workforce policy with EU guidelines
–The number of Spanish working abroad has
increased to 1.6 million – this is up by
approximately a quarter since 2008.
Legislation4
– Working hours are limited to 9/day and
40/week.
– Wages are fixed by collective agreements, and
assignment length is restricted based on the
type of contract.
– Pay and benefit parity are required, with some
variance in ETT´s collective agreement.
– Temporary workers are allowed for specific
work/ service, to meet market demand (6-12
months), to replace worker (with job
reservation rights), and for temporary
vacancies (3-12 months).
Sweden Agriculture 2.1% Industry 19.9% Services 78%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 5.0M
Full-Time Employees 4.1M
Contingent Workers 486K
Non-Skilled Contingent
Workers
350K
Skilled Contingent Workers 136K
Unemployed Workers 447K
Workforce1
Market2
– Current labour shortages in Sweden include the
following skills:
– Mechanics
– Accountants
– Civil Engineers
– Commercial Sales Reps
– Telecom Programmers
– Electrical & Mechanical Engineers
– Nurses
– IT Analysts
Activity3
– Not currently compliant with AWD, under
pressure to enforce parity regulations for
agency workers
– Ongoing inquiry into fixed term contract
policies
– A new collective bargaining agreement will
improve pay entitlements for covered
temporary agency workers.
Legislation4
– Fixed term contracts are allowed for permanent
and temporary tasks up to 2 years (24
months).
– There is no national requirement for overtime
pay – these rates are set by collective
agreement.
– Limit of 48 hours of overtime in a 4 week
period, or 50 hour maximum in a calendar
month.
– Maximum limit of 5.5 days worked per week.
Switzerland Agriculture 3.3% Industry 23.4% Services 73.3%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.9M
Full-Time Employees 4.0M
Contingent Workers 721K
Non-Skilled Contingent
Workers
491K
Skilled Contingent Workers 231K
Unemployed Workers 168K
Workforce1
Market2
– This past quarter showed an increase in
unemployment, but also a promising increase in
temporary labor adoption
– Switzerland is in the group of OECD countries
with the highest unemployment benefits - more
than 70% of average earnings; and in
Switzerland low-paid people, could conceivably,
lose money by going back to work.
Activity3
–Switzerland’s work permit quota was increased
by over 1,000 employees this year, with almost
40% of them reserved for EU countries.
–There has been a substantial increase in
migration of non-skilled workers from Portugal,
Germany, and Italy.
Legislation4
– In most cases there is not a minimum or
maximum assignment length.
– Parity requirements exist for pay and benefits.
– Employees have to terminate their working
contract with their existing supplier and have to
enter a new working contract with their new
supplier.
– Candidate may lose benefits dependent on
assignment length.
Tunisia Agriculture 17.7% Industry 32.1% Services 50.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 3.8M
Full-Time Employees 2.0M
Contingent Workers 1.1M
Non-Skilled Contingent
Workers
894K
Skilled Contingent Workers 223K
Unemployed Workers 641K
Workforce1
Market2
– Increased availability of skilled labor, particularly
in Engineering and IT.
– Roughly 65,000 students graduate from higher
education each year, including 4,109 engineers.
– 30% of graduates are in the fields of
engineering, computer sciences,
communications and other technical fields.
Activity3
– The Tunisian Revolution has substantially
shifted the political foundation of Tunisia.
– A Constituent Assembly is scheduled for later
in October to determine new leadership.
– The results of this assembly could impact
local employment conditions.
– Violence and strikes have been enacted to
protest against the assassination of a key
member of the opposition.
Legislation4
– The maximum work week is 48 hours.
– Maximum contract length is four years.
Turkey Agriculture 23.8% Industry 26.2% Services 50%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 27.9M
Full-Time Employees 16.1M
Contingent Workers 9.2M
Non-Skilled Contingent
Workers
7.2M
Skilled Contingent Workers 2.0M
Unemployed Workers 2.6M
Workforce1
Market2
– From an economic and labour standpoint,
Turkey is reported to have accelerated its
recovery from 2009, and now has a number of
fiscal and employment policies in place to
facilitate employers in strengthening their
workforce.
Activity3
– There have been a number of wage
adjustments and minor policy changes as a
result of targeted workforce strikes and
organized protests in parts of Turkey’s
industrial sector.
– New regulation of annual leave under the
new Code of Obligations
Legislation4
– No specific legislation for contingent work
– Pay parity is required, but benefit parity is not.
– Background checking is legal, however, drug
checking is not.
– Standard work hours are 45 hours per week.
Employees may work a maximum of 11 hours
per day and a maximum of 270 hours of
overtime per year.
– New annual leave regulations introduced
under the new Code of Obligations.
– Under the Labour Law an employment contract
may have fixed or flexible terms
Ukraine Agriculture 15.8% Industry 23.4% Services 60.8%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 20.4M
Full-Time Employees 15.4M
Contingent Workers 3.4M
Non-Skilled Contingent
Workers
3.0M
Skilled Contingent Workers 406K
Unemployed Workers 1.6M
Workforce1
Market2
– Adequate supply of labor for skilled and non-
skilled work categories.
– Ukraine has relative high rate of skilled workers
in science and technology, while maintaining
competitive costs of labor.
Activity3
– Previous legislation that passed cost of
staffing agencies to the job seekers, has
been modified to shift cost of agency services
to employers
Legislation4
–Average work week is 40 hours.
–The government sets the minimum wage.
–All employment documents and staffing invoices
must be submitted in original paper form,
legislation does not permit electronic invoicing.
–There is no specific legislation for temporary
employment, but it is not restricted.
–Subcontracting is legal.
United Arab Emirates Agriculture 4.2% Industry 24.4% Services 71.4%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 4.0M
Full-Time Employees 3.6M
Contingent Workers 159K
Non-Skilled Contingent
Workers
126K
Skilled Contingent Workers 33K
Unemployed Workers 183K
Workforce1
Market2
– Large differences between the salaries and
benefits of public and private sector workers.
– Potentially the actual rates of unemployment are
higher than reported.
– Of the 4 million who work in the private sector
only 20,000 are Emirati.
– About 90% of the UAE population is from
foreign workers.
Activity3
- The Government has just announced a
AED330 billion worth of projects aimed to
create 5000 professional jobs.
- Calls have been made to introduce a two day
week-end in the private sector offset by a
longer working day.
Legislation4
– Employees are eligible for 15 days sick leave
fully paid.
– Foreign workers can be employed until 65
years.
– 60 day short term work permits can be
renewed up to 6 times.
21%
79%
Breakdown of Contingent Workforce
Skilled Non-Skilled
United Kingdom Agriculture 1.2% Industry 19.2% Services 79.6%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 31.5M
Full-Time Employees 24.7M
Contingent Workers 4.4M
Non-Skilled Contingent
Workers
3.5M
Skilled Contingent Workers 922K
Unemployed Workers 2.4M
Workforce1
Market2
–Following the enactment of AWR, the Tribunal has
announced that effective April of 2012, unfair
dismissal claims will be limited to employees who
have been employed for over two years (as
opposed to the current one-year limit).
–Increased adoption of contingent workers as
opposed to full-time employees to meet current
hiring needs
–Aging workforce and limited specialist engineering
degree take-up has created a shortage of
engineers. Whilst highly skilled migrants may have
filled these roles in the past, the policy to reduce the
number of non-EU migrants is restricting applicants.
Activity3
– Current review of new policies that would
increase regulation of employment law within
the banking industry with more stringent
guidelines on candidate review, hiring, and
workforce management.
– Unfair Dismissal and Qualifying Periods
amended.
– Government plans to consult and review on
AWRs view of possible challenging the EU
Directive.
Legislation4
– Number of hours worked is limited by WTR.
– The default retirement age, allowing
companies to force retirement at age 65 has
been removed, and there are long term plans
to increase the pension age to 66.
– Pay parity is required, and AWR went into
effect.
– Auto enrollment to Pension scheme rolled out-
costly set up.
– IR35 TAX Limited Company- Contractor Status
and Establishing Employment relationship
21%
79%
Breakdown of Contingent Workforce
Skilled Non-Skilled
ASIA PACIFIC Detailed Country Analysis
1/15/2016 ManpowerGroup Proprietary & Confidential 78
Australia Agriculture 3.3% Industry 21.1% Services 75.6%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 12.2M
Full-Time Employees 10.2M
Contingent Workers 1.3M
Non-Skilled Contingent
Workers
900K
Skilled Contingent Workers 404K
Unemployed Workers 659K
Workforce1
Market2
– A shortage of skilled workers exists and the
Australian Ministry is actively supporting an
effort to recruit foreign workers to meet the local
employment need.
– Recent survey of managers in 44 countries
suggests that Australia has the worst skill
shortage and almost half of employers are
having difficulty retaining staff.
– Relatively low levels of youth unemployment.
– Economy hit by cyclones, floods, droughts and
fire.
Activity3
– Fair Work Act under increasing scrutiny,
which could result in decreased restrictions of
employer guidelines in hiring and firing of
workers.
– Recent rulings related to WHS uphold higher
standards for contractor management and
oversight
– Government has announced a $1 billion
nvestment plan to increase jobs in mining
and infrastructure. Proposed changes to the
law to ensure that Australian firms get to bid
for all high value projects before they are
sent out to foreign suppliers.
Legislation4
– Local legislation mandates a 38 hour week.
– Parity not required for casual/temporary
workers.
– Length of assignment restricted to one year
after which it is recommended (but not required)
that the temporary worker be hired as an
employee.
– Under the Fair Work Act of 2009, employers are
given broad discretion in hiring casual workers.
As there are no mandatory benefits assigned to
the casual worker, pay loadings of at least 20%
are required on the basic rate of pay.
China Agriculture 39.6% Industry 27.2% Services 33.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 779.4M
Full-Time Employees 598M
Contingent Workers 149M
Non-Skilled Contingent
Workers
126M
Skilled Contingent Workers 24M
Unemployed Workers 32M
Workforce1
Market2
– Skilled worker shortage is increasingly impacting
hiring needs of local employers and is expected
to worsen as the aging workforce continues to
outnumber emerging workforce.
– Regulatory changes in favor of employees and
around temporary work make it an increasingly
more complex market. Many regions have their
own regulations in addition to national laws.
– Government statistics showed that 12.7 million
jobs were created in 2012.
– Working age population is beginning to shrink.
Activity3
– New legislation reviewed that impacts
severance calculations, social insurance
requirements, and tax liabilities of employers
contracting labor.
– Proposed amendments to labor code would
establish pay and benefit parity for contingent
workers as well as
– Proposed Labour Regulations planned to
restrict the use of outsourced workers to the
following: 1) employment does not exceed 6
mths; 2) replacing employees on leave; 3) to
meet high demand.
Legislation4
–Working hours are restricted to 8 hours a day and 44
hours a week.
–Independent contracting is legal in China, except in the
healthcare industry.
–Contingent contracts have a required minimum of two
years in duration, but this does not apply to 1099 or
SOW.
–Temporary workers must have a maximum contract
duration of six months
–Supportive workers fill roles designed to support FTEs
–Substitute workers replace FTE’s who leave posts for
holiday, study, or other non-permanent reason
Hong Kong Agriculture 0.2% Industry 13.5% Services 86.3%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 3.8M
Full-Time Employees 3.3M
Contingent Workers 411K
Non-Skilled Contingent
Workers
312K
Skilled Contingent Workers 99K
Unemployed Workers 125K
Workforce1
Market2
– The Hong Kong unemployment rate is at a 13
year low, with less reliance on migrant workers
than it has had in the past.
– Hong Kong reports widespread shortage of
skilled workers for key industries and is
implementing a number of migrant worker
policies to try and meet demand.
– The Hong Kong Institute of Engineers have
reported that with an increase in infrastructure
projects that engineering firms are reporting a
20% shortage in engineers.
– Youth unemployment is at 11.6%.
Activity3
– Work Incentive Transport Subsidy is the
latest effort of local government to promote
the mobility of its workforce across the
country – there is minimal impact to employer
costs and process but projected benefits in
availability of skilled labor in previously
understaffed regions.
Legislation4
–The maximum number of work hours a day is 8
with the maximum per week being 40.
–Workers are entitled to one day off for every 7
worked.
–There are few restrictions on how employers hire
or fire employees.
–With the introduction of Minimum wage, any
worker who is under a continuous contract of
employment (working for at least 4 weeks and a
minimum of 18 hours a week) is entitled to benefits
regardless of whether they are temporary or part-
time.
India Agriculture 51.1% Industry 22.4% Services 26.5%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 452.3M
Full-Time Employees 348.1M
Contingent Workers 87.0M
Non-Skilled Contingent
Workers
65M
Skilled Contingent Workers 22M
Unemployed Workers 17.2M
Workforce1
Market2
– IT-software and BPO and natural resource job
market strengthens.
– Indian Staffing Federation (ISF) expects flexible
workers will make up 10% of the organised
labour force in the country by 2025
– Despite interest rate rises, high inflation (~ 9%)
has contributed to India having the highest wage
inflation of any of the Asian economies.
– Self employed/freelance workers make up over
30% of available non-skilled labor and close to
15% of the skilled labor in India.
Activity3
– Increased pressure to review the Contract
Labour Act to provide more rights for workers
and be modified for current workforce
conditions
– One of India’s leading parties state their
intention to prohibit contract work in Public
Services. Further being the need for
regulation to the public agenda.
Legislation4
–The average number of working hours in a week
is 40.
–Temporary workers must have pay and benefit
parity with permanent employees in the same
position at the customer. Although not enforced in
man instances.
–Work eligibility is regulated by the Immigration
Department which provides for Service Contract
Sponsorship and grants visas for taking up
employment in India for a fixed term. Subsequent
renewals are granted by the Immigration
Department from time to time.
Japan Agriculture 3.7% Industry 26.3% Services 70%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 65.8M
Full-Time Employees 55.2M
Contingent Workers 7.9M
Non-Skilled Contingent
Workers
5.8M
Skilled Contingent Workers 2.0M
Unemployed Workers 2.8M
Workforce1
Market2
– Aggressive focus on hiring of contingent labor in
local market, but ongoing reluctance of full time
employees to consider contingent jobs
– Outsourcing is an increasing trend in Japan
particularly life sciences.
– Medical sales , finance and accounting jobs,
HR, IT and legal profession candidates are in
high demand
– Bilingual staff are also in high demand
– Trend for young people to move to developing
Asian countries to search for work.
Activity3
– Change to Worker Dispatch Law will require
that staffing agencies of outsourced
employees must disclose their commission
rates.
– The Dispatch Law will also enforce pay parity
for contract and outsourced workers.
Legislation4
–Length of assignment restricted to one year, after
which point, the government recommends, but
does not force, the employer to hire the temporary
worker as an employee.
–Regulations recommend against, but do not
prohibit, contract extensions beyond three years.
–No pay or benefit parity for temporary workers,
however under the Japan’s Worker Dispatch Law
which came into effect on 1 Oct 2012 there are
new measures including considering the salary
level of employees when determining the temp’s
salary and taking measures to ensure that the
temp’s employment after termination.
Korea Agriculture 6.6% Industry 24.2% Services 69.4%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 25.8M
Full-Time Employees 17.9M
Contingent Workers 7.1M
Non-Skilled Contingent
Workers
4.9M
Skilled Contingent Workers 2.1M
Unemployed Workers 748K
Workforce1
Market2
– South Korea has established a proactive
migrant worker program, and is targeting India
for skilled workers.
– There is a labor shortage across most
industries.
– The staffing market in South Korea has grown
strongly in recent years and continues to grow.
Activity3
– Despite substantial improvement to the local
work environment, recent surveys by the
Ministry of Labor report continued employee
dissatisfaction in wages and work quality,
while employers struggle to fill positions
locally across most industries.
Legislation4
– Work week is 40 hours, but the combination of
shifts is flexible and not restricted to 5 days.
– Maximum length of temporary employment
contract is two years, but there is no minimum
length of assignment.
– After a period of two years, the employer is
expected to hire the temporary worker rather
than extending the contract.
– Full parity requirements exist but not enforced
Lower pay is common in non-skilled workers
– After one year or employment, a temporary
worker is entitled to severance pay
Macau Agriculture 0.2% Industry 18.5% Services 81.3%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 344K
Full-Time Employees 312K
Contingent Workers 25K
Non-Skilled Contingent
Workers
21K
Skilled Contingent Workers 3K
Unemployed Workers 6.5K
Workforce1
Market2
– 103K working immigrants, mostly from mainland
China.
– Average daily wage in the construction industry
rose by 5.6% over the last quarter.
– Based on the service offering (the only legal
gambling city in China) the skill gap is for front-
line staff in hospitality and tourism.
– Additionally skilled technicians are in short
supply.
Activity3
- Amendments being drafted for the Foreign
Labor Law to prevent foreign workers from
leaving their jobs to be employed in the
lucrative casino industry.
Legislation4
– Labor contracts include a probationary period
of 90 for an indefinite contract and 30 days for
a fixed term contract.
– Both fixed and variable term contracts can not
be in excess of two years (including renewals.)
– Fixed term contracts can not be renewed more
than twice.
– Six days of paid annual leave during the
second year of service.
Malaysia Agriculture 13.5% Industry 27% Services 59.5%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 13M
Full-Time Employees 9.4M
Contingent Workers 3.2M
Non-Skilled Contingent
Workers
2.3M
Skilled Contingent Workers 927K
Unemployed Workers 389K
Workforce1
Market2
– Malaysia has almost 100,000 foreign
manufacturing workers, and almost 2 million
foreign workers overall.
– The largest portion of migrant workers come
from India, and there is a growing population of
IT workers available locally.
– 70% of students find employment in the first few
months after graduating from university.
– Of the 3000 graduates who have participated in
the Graduated Career Accelerated Program,( a
6 week intensive course to increase skills and
employability) 90% found jobs.
Activity3
– Legislation is being introduced where the
levy paid by the employers when engaging
migrant workers will now be the
responsibility of the foreign worker.
Legislation4
–The maximum work week is 48 hours.
–There are no restrictions on the contract length
for a temporary worker.
–Has recently established a minimum wage of 800-
900 ringgits/month
–There are no parity requirements in place.
New Zealand Agriculture 6.6% Industry 20.9% Services 72.5%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.4M
Full-Time Employees 1.9M
Contingent Workers 362K
Non-Skilled Contingent
Workers
257K
Skilled Contingent Workers 105K
Unemployed Workers 165K
Workforce1
Market2
– Labor shortages are on the rise as migrations to
Australia and other countries continue at
increasing rates.
– Significant engineering shortage.
Activity3
– Recent earthquakes and environmental
damage has impacted local business
operations and added to the hiring burden in
local market.
Legislation4
–Subcontracting is legal in New Zealand.
–There is a minimum assignment length of 4 hours.
–Full pay parity is not required, however temporary
workers are required to have the same leave as
permanent employees.
–There is no separate legislation for MSP models,
however both Vendor Neutral and Master Vendor
programs are legally allowed.
Philippines Agriculture 35.2% Industry 14.6% Services 50.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 40.4M
Full-Time Employees 22.3M
Contingent Workers 15.4M
Non-Skilled Contingent
Workers
11.9M
Skilled Contingent Workers 3.5M
Unemployed Workers 2.75M
Workforce1
Market2
– Local labor force is heavily targeted by
surrounding countries to migrate and support
their labor shortages.
– Median age is 23.
– It is estimated that over 8 million Filipinos are
living /working abroad.
Activity3
– Philippines just lifted the ban on its workers
migrating to Iraq in the Kurdistan region, and
many workers are expected to migrate.
– Continued pressure from workers to increase
wages and establish tenure processes and
options.
Legislation4
–The work day is set at 8 hours and there is a
maximum of 6 days in a given work week.
–Contract length is not restricted by legislation at
this time.
–O/T is 25% over standard pay for anything over 8
hours/day and 30% on holidays and weekends.
Singapore Agriculture 1.1% Industry 21.8% Services 77.1%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 2.6M
Full-Time Employees 2.1M
Contingent Workers 382K
Non-Skilled Contingent
Workers
275K
Skilled Contingent Workers 107K
Unemployed Workers 46K
Workforce1
Market2
– Singapore is benefiting from increase level of
skilled migrant workers, particularly from India to
meet the demand for its growing economy.
– Service and sales positions accounted for a
quarter of the vacancies during 2012. Mainly as
a result of the low-level of the positions,
employers had difficulty filling two thirds of the
vacancies with local staff.
– Youth unemployment is at 6.7% (half the global
figure of 13%).
Activity3
– Increased regulation of migrant workers
requires employers to insure and cover
medical costs.
– Tighter restriction of the quotas in place for
hiring foreign workers. Additionally the
minimum wage for a foreign professional has
more than quadrupled to 144 000 SGD per
annum.
– The Tripartite Committee is committed to
driving effective aging workforce strategy and
has released Re-Employment Guidelines for
Older Workers which are now applicable to
contingent workers
Legislation4
– Working hours restricted to 8hours/day and 44
hours/week.
– There is no minimum wage set in Singapore.
– Pay parity is required; there is no distinction
between temporary, full-time, or contract labor.
– Termination notice periods vary by length of
service and can range from 1 day to 1 month.
– The Employment Act does not mandate any
severance upon early termination of contract.
Taiwan Agriculture 5.1% Industry 35.9% Services 59%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 11.4M
Full-Time Employees 8.5M
Contingent Workers 2.4M
Non-Skilled Contingent
Workers
1.8M
Skilled Contingent Workers 615K
Unemployed Workers 475K
Workforce1
Market2
–Taiwan’s labor shortage is on the rise, particularly
in the tech sector.
– The Taiwan Labor Front is calling on the Council
of Labor Affairs to restrict the number of foreign
workers being hired to increase the employment
prospects of the Taiwanese. Restrictions have
previously been relaxed to attract investment from
mainland China and abroad.
Activity3
– Mass protests from the public sector when
performance bonuses were reduced from 2.6
months of salary to 1.2 months.
– Recent rises in the minimum hourly wage but
hikes in the minimum monthly wage have
been put on hold until specific economic
targets are met.
Legislation4
– Standard work day is 8 hours, with maximum of
12 allowed.
– Total hours worked cannot exceed 84 hours in
two weeks and O/T cannot exceed 46 hours.
– Rigid O/T regulations set rates at 33% first two
hrs; 67% next 2 hrs; 100% after that.
– Contracts are generally recommended to be in
6 or 12 month increments, with 12 months
being the maximum contract length allowed.
Thailand Agriculture 41.5% Industry 19.5% Services 39%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 39.8M
Full-Time Employees 17.4M
Contingent Workers 22.3M
Non-Skilled Contingent
Workers
16.3M
Skilled Contingent Workers 6.0M
Unemployed Workers 223K
Workforce1
Market2
– There is a growing shortage of skilled labor in
the manufacturing and light industrial markets.
– Manufacturing is the largest growing sector in
Thailand at this time.
Activity3
– 40% increase to minimum wage is now in
effect, with average rate of 300 baht/day.
Legislation4
– Partial benefit parity requirements exist for
temporary workers, but there is no pay parity
mandated.
– Employers are able to specify demographic
requirements for candidates and relocate staff
in-country with right to dismiss if relocation is
refused
– The maximum working hours are 8 hours/day
and 48 hours/week.
Vietnam Agriculture 47.9% Industry 23.9% Services 28.2%
Sources: 1) http://www.tradingeconomics.com/; 2) ManpowerGroup Solutions, Internal Analysis of MSP Program Performance, Hiring Trends, and Local Employment Activity;
3) Compiled by ManpowerGroup from publically available data sources; 4) ManpowerGroup Global Client Solutions Annual Survey of Local Country Offerings
Total Workforce 46.1M
Full-Time Employees 11.6 M
Contingent Workers 33.6M
Non-Skilled Contingent
Workers
26.5M
Skilled Contingent Workers 7.1M
Unemployed Workers 949K
Workforce1
Market2
– Labor shortages are scattered across the region
in many skilled areas, and a number of isolated
strikes have occurred, disrupting operations for
many businesses.
Activity3
–Minimum wage varies by region, but has
increased nation wide an average for 30-45%,
with highest wages set in major metro markets
like Hanoi and Ho Chi Minh city
–Protests and strikes have risen drastically since
2006, with 857 strikes recorded in 2011.
Legislation4
–Standard work day is 8 hours.
–Maximum contract length is 36 months.
–O/T restricted to 4 hours/day and 200 hours/year
unless certain circumstances apply.
–O/T rates are 50% on a weekday, 100% on
weekly holiday/rest day, 200% on national holidays
and paid leave days, and 30% for night work.