Organisation for Economic Co-operation and Development

The average effective age of retirement is calculated as a weighted average of (net) withdrawals from the labour market at different ages over a 5-year period for workers initially aged 40 and over. In order to abstract from compositional effects in the age structure of the population, labour force withdrawals are estimated based on changes in labour force participation rates rather than labour force levels. These changes are calculated for each (synthetic) cohort divided into 5-year age groups. The estimates shown in red are less reliable as they have been derived from interpolations of census data rather than from annual labour force surveys. The estimates for women in Turkey are based on 3-yearly moving averages of participation rates for each 5-year age group. OECD estimates based on the results of national labour force surveys, the European Union Labour Force Survey and, for earlier years in some countries, national censuses.

This indicator presents internationally comparable data regarding the labour force status and the educational attainment level by the National Educational Attainment Categories (NEAC) as reported by the labour force survey (LFS) and published in OECD Education at a Glance 2017. For trend data, the Education at a Glance Database includes data from 1981 to 2016 (or years with available data).

Compared to men, women are less likely to work full-time, more likely to be employed in lower-paid occupations, and less likely to progress in their careers. As a result gender pay gaps persist and women are more likely to end their lives in poverty. This data looks at how many men and women are in paid work, who works full-time, and how having children and growing older affect women’s work patterns and earnings differently to men’s. It looks at how women bear the brunt of domestic and family responsibilities, even when working full-time. It also considers the benefits for businesses of keeping skilled women in the workplace, and encouraging them to sit on company boards. It looks at women’s representation in parliaments, judicial systems, and the senior civil service. It examines male and female employment in the wake of the crisis, and how women tend to be confined to the most vulnerable categories within the informal sector in developing countries.

Data on enterprises and employment in tourism industry.

Main Economic Indicators (MEI) provides a wide range of indicators on recent economic developments in the 35 OECD member countries and 15 non-member countries. The indicators published in MEI have been prepared by national statistical agencies primarily to meet the requirements of users within their own country. In most instances, the indicators are compiled in accordance with international statistical guidelines and recommendations. However, national practices may depart from these guidelines, and these departures may impact on comparability between countries.

The OECD Productivity Database aims at providing users with the most comprehensive and the latest productivity estimates. The update cycle is on a rolling basis: each variable in the dataset is made publicly available as soon as it is updated in the sources databases. The productivity database contains data on labour productivity both measured using employment or hours worked and the compenents of capital and labour inputs. The productivity database in levels, in growth rates and by industry contains annual data, while the database on productivity and unit labour costs are quarterly estimates. Further information for all datasets and the methodology may be found in the attached file OECD-Productivity-Statistics-Database-metadata

The OECD indicators of employment protection are synthetic indicators of the strictness of regulation on dismissals and the use of temporary contracts. For each year, indicators refer to regulation in force on the 1st of January. Version 1 of the indicator of strictness of employment protection - individual and collective dismissals (regular contracts) - does not incorporate all the data items of version 3 and, in particular, does not incorporate regulation of collective dismissals. You should only use version 1 if you need data for years for which neither version 2 nor 3 are available.

The OECD indicators of employment protection are synthetic indicators of the strictness of regulation on dismissals and the use of temporary contracts. For each year, indicators refer to regulation in force on the 1st of January. For more information and full methodology, see www.oecd.org/employment/protection.

The OECD indicators of employment protection are synthetic indicators of the strictness of regulation on dismissals and the use of temporary contracts. For each year, indicators refer to regulation in force on the 1st of January. For more information and full methodology, see www.oecd.org/employment/protection.

The OECD indicators of employment protection legislation evaluate the regulations on the dismissal of workers on regular contracts and the hiring of workers on temporary contracts. They cover both individual and collective dismissals.The indicators have been compiled using the Secretariat’s own reading of statutory laws, collective bargaining agreements and case law as well as contributions from officials from OECD member countries and advice from country experts