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The purpose of this paper is to advance a conceptual analytical framework to help explain employment regulation as a dynamic process shaped by institutions and actors. The paper builds on and advances regulatory space theory.

The paper analyses the literature on regulatory theory and engages with its theoretical development.

The paper advances the case for a broader and more inclusive regulatory approach to better capture the complex reality of employment regulation. Further, the paper engages in debates about the complexity of employment regulation by adopting a multi-level perspective.

The research proposes an analytical framework and invites future empirical investigation.

The paper contends that existing literature affords too much attention to a (false) regulation vs deregulation dichotomy, with insufficient analysis of other “spaces” in which labour policy and regulation are formed and re-formed. In particular, the proposed framework analyses four different regulatory dimensions, combining the legal aspects of regulation with self-regulatory dimensions of employment regulation.

This paper focusses on demonstrating the role of social media engagement and considering emotional intelligence (hereafter EI) as a critical concept to successful employment, mainly when individuals fail to reach the desired employment despite “meeting” the role requirements.

The authors adopted a qualitative approach through semi-structured in-depth interviews of some randomly selected university students in the UK, young adults aged 19–32. The participants were selected based on different demographics to provide a broader and less biased representation of young adults in the UK.

This research suggests that recruitment organisations should introduce the latest requirements and trends of employers to ensure that the expectations of employers and potential candidates are aligned to improve the employment rate in young adults.

This research extends the literature regarding EI in social media engagement and successful employment. It also brings new perspectives on successful employment in young adults by demonstrating the role of social media engagement and EI traits leading to a conceptual framework exploring successful employment based on the role of social media engagement and EI.

Two primary approaches have been used to study employment brands and branding. First, there is a long history of the study of organizational attraction. Second, in the past 10–15 years, there has been growth in a hybrid stream of research combining branding concepts from the consumer psychology literature with I/O psychology frameworks of organizational attraction and applicant job search behavior. In this chapter, we take an entirely different approach and suggest that the theoretical models built around product/service brand knowledge can readily accommodate employment brands and branding without hybridizing the framework with I/O psychology. This merging of employment brand with product and service brands is accomplished simply by recognizing employment as an economic exchange between workers and employers and recognizing workers as cognitive and emotional beings that vary in their talents and have their own vectors of preferences for the employment offering. After developing a testable model of the components, antecedents, and consequences of employment brand knowledge, we review the existing employment brand and organizational attraction literature and identify multiple opportunities for additional research.

Affirmative action in the USA, and employment equity in Canada, are policy frameworks that have developed through the use of legislation, regulation and decisions by courts and administrative tribunals, as mechanisms for addressing discrimination in employment. Managing diversity, in contrast, is a voluntary initiative by corporate decision makers, at the level of the firm, in response to the growth of diversity in the workforce and marketplace. Provides a framework for comparing and assessing the three approaches and choosing between them.

The purpose of this paper is to highlight important aspects of adopting a lifelong learning mindset as a way to improve entrepreneurial employability and self-employment capabilities among older workers, and to examine their practicality in enterprise services.

This paper takes a two-method research approach that synthesizes an original conceptual framework based on current gerontological and work psychology literature with qualitative organizational case study in the Israeli labor market.

The process of lifelong learning and accumulation of employability underpins a fulfilling career in self-employment later in life, through continuous self-acquisition of necessary knowledge and complementary skills. Adopting a lifelong learning mindset may contribute to older workers developing lifelong employability by self-realizing their meaningful life wisdom alongside becoming lifelong learners, and consequently, by becoming protean career owners capable of acquiring entrepreneurial competencies and skills. Program analysis of social and business enterprises established in Israel to meet the demand for the acquisition of later life skills demonstrates the various ways in which they play a role in supporting this process.

The need for future research and practice on the conceptual framework presented in this paper is analyzed and discussed in the Israeli context.

This paper contributes to the ongoing discussion on third-age entrepreneurship, by conceptually linking the core concept of lifelong learning to entrepreneurial employability, and demonstrating its application in the Israeli work culture.

The purpose of this paper is to explore comparatively the relationship between the employment relations contexts and trends in collective conflicts based at the workplace and conflicts handled individually in employment tribunals outside the workplace.

The paper employs an international comparative approach comparing conflict data and employment relations models in Britain, France, Italy, Portugal and Poland.

Collective disputes are at lower levels in the 2000s than in earlier periods in each of the countries studied, while accessing employment courts appears to be as or more frequent than in the past. In France and Italy, conflict appears to be more systematically legitimated in defence of citizenship rights than elsewhere. Both individual and collective conflicts are more common than in Poland and Portugal where labour regulation and employee rights appear either less effectively enforced or, as in Britain, only weakly embedded.

Unions in France and Italy appear more successful in focusing media attention on their collective conflicts, and in securing somewhat more positive state intervention than in the other countries, while at the same time supporting individuals taking cases to the courts. In Poland and Portugal, there are very high levels of individual employment complaints taken to the courts, and little collective strike action, while in Britain unions find it difficult to mobilise action at both collective and individual levels.

Unions will have to become more aware of the need to win public legitimacy for resistance if they are to continue to be able to defend workers' interests both collectively and individually.

The paper considers whether different national institutional frameworks are presenting similar shifts from collective‐based to individual‐based resistance in workplace disputes.

The purpose of this paper is to report on an analysis of direct age discrimination cases by the Court of Justice of the European Union (CJEU) and the UK courts and employment tribunals over an 11-year period. The paper focusses upon age stereotyping towards older workers and analyses whether it is endorsed at the European level and/or national level.

This research has analysed a sample of 100 employment tribunal judgments concerning direct age discrimination together with 28 CJEU decisions on direct age discrimination.

This paper highlights that there are a number of cases in which age stereotyping has been endorsed at the CJEU level. By contrast, the UK courts and employment tribunals have adopted a more robust approach.

The main limitation is that it only considers case law from the European Court and the influence on the UK case law, without analysing the eventual decisions of the other EU member states.

The paper contributes to the debate with regard to the approach of the CJEU and the UK courts and employment tribunals in tackling age stereotyping and is the first to examine the influence the CJEU decisions has had on the UK jurisprudence over the period studied.

This paper revisits the aspirations of the authors for supported employment development from 1997 against a changing policy context with the introduction of Valuing People and Valuing People Now. It reviews developments in employment policy, innovation, the framework for funding supported employment and changes in the level of employment for people with learning disabilities since 1997. It summarises the progress in this area over the period, and suggests the need for further action to deliver the Government's vision of employment inclusion and to secure the rights of people with learning disabilities to a place in the workplace.

Aims to review the research literature and legislation on outplacement and re‐employment interventions in Belgium and present results of qualitative research and case studies of companies, regarding interventions during organizational restructuring.

Comprises a literature review, qualitative (semi‐structured and in‐depth) interviews with workers and experts, and case studies of companies.

The literature on interventions suggests the importance of “traject‐counselling” for affected workers as a most valuable intervention during organizational restructuring. In‐depth interviews with job‐insecure workers highlight the importance of fair treatment, and especially of interactional justice. Case studies and interviews delineate the components that make re‐employment initiatives successful: outplacement interventions include emotional support, training of skills and individual coaching or guidance. Belgian legislation regarding outplacement and re‐employment initiatives is unique and extensive. Possible weaknesses, however, are the complexity of procedures, the unfamiliarity of the public with the legislation and the lack of legislation at an international level.

The reported results are based on qualitative research only. In the future, quantitative evaluation studies need to be performed, in order to evaluate the outcomes of re‐employment initiatives and of the implemented legislation.

The results highlight the need for training of all partners involved in organizational restructuring: workers, managers and outplacement consultants.

This study offers the first integrated account of research results on measures needed to re‐employ workers during (and after) organizational restructuring in Belgium. Various methods (literature review, qualitative interviews and case studies) are used. The results include valuable suggestions for other European countries.

Temporary labor is a widespread phenomenon in the workforce. Motivating the temporary worker (temp) requires a different framework than managing the permanent workforce. This issue appears to have received only scant attention and, paradoxically, applies to 90 percent of all private employers. We have reviewed the issues that surround the motivation of temps and have suggested a research framework and some research issues which may be used to help us gain some insight into this process.