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Employment Status

What is Employment Status?

Employment status refers to an individual’s legal and professional classification regarding their relationship with an employer. It determines how someone is engaged in work, the rights and benefits they are entitled to, and the responsibilities and obligations both the employee and employer have toward each other. Status of employment can have significant implications for individuals, employers, and governments, making it an important aspect of labor and employment law.

What is the Importance of Employment Status in Business?

The status of employment acts as an indicator in monitoring the Millennium Monitoring Goals where the first goal focuses on eradicating extreme poverty & hunger and the second goal is about promoting gender equality & empowering women. Moreover, it helps to understand the labor classification and makes us understand the working status conditions in the rapidly changing labor market.

What are the Types of Employment Status

Here are the main work status and their significance:


An employee is someone who works for an employer under a contract of employment. Employees typically have a regular work schedule, are subject to direct supervision, and often receive benefits such as paid leave, health insurance, and retirement plans. Employers are responsible for deducting taxes and social security contributions from an employee’s wages. This status provides workers with a higher level of job security and legal protections, such as protection from unfair dismissal.

Independent Contractor/Self-Employed:

Independent contractors are self-employed individuals or businesses hired to perform specific tasks or projects. They have more control over their work, including when, where, and how they perform it. Independent contractors are responsible for their own taxes, insurance, and benefits. Employers generally have less liability and fewer obligations toward independent contractors compared to employees.

Temporary/Seasonal Worker:

Temporary or seasonal workers are typically hired for a short-term basis to meet specific, time-limited needs. They may have limited access to benefits and job security compared to permanent employees. Employers often use temporary workers to manage fluctuations in workload.

What is the Employment Status in Different Countries?

Employment Status in India

As per the latest CMIE Report, there was a decrease in the urban unemployment rate, dropping to 7.93% in February from 8.55% in the previous month.

Conversely, the rural unemployment rate increased to 7.23% from 6.48%. The overall unemployment rate for India also saw an uptick, rising from 7.14% in January to 7.45% in February.

There are a number of factors that contribute to the high unemployment rate in India. One factor is the country’s rapid population growth. India’s population is expected to reach 1.4 billion by 2025, which will put further strain on the job market.

Another factor is the slow growth of the Indian economy. The Indian economy has been growing at a slower pace in recent years, which has led to a decrease in job creation. In addition, the Indian education system is not producing enough graduates with the skills that employers need. This is a particular problem in the manufacturing and IT sectors.

The Indian government has taken a number of steps to address the unemployment problem. These include launching a number of skill development programs and providing incentives to businesses to create jobs.

However, more needs to be done to address the root causes of unemployment in India. This includes investing in education and infrastructure, and promoting economic growth.

Employment Status in the US

In North America, unemployment has increased far more than during the global financial crisis of 2008 and more than in other advanced economies. This is partly because the policy approach in the United States and Canada centered on the provision of unemployment benefits to laid-off workers, whereas most European countries introduced employment retention schemes, which allowed employment relationships to be maintained even if working hours were decreased or reduced to zero.

The outlook for the labor market is uncertain. The Federal Reserve is expected to continue raising interest rates in an effort to combat inflation. This could lead to slower economic growth and job losses in some sectors. However, the labor market is still tight overall, and there is a strong demand for workers in many industries.

Employment Status in Other Countries

Arab Countries: The pandemic, along with the decline in the price of and demand for oil, had a massive impact on the Arab States region, where GDP contracted by 6.0 per cent in 2020. In GCC countries, the EPR declined by 1.2 percentage points in 2020, most laid-off workers transitioning to unemployment.

Africa: Against the backdrop of major decent work deficits in Africa, the pandemic has hit the region hard, reversing some of the progress in poverty reduction achieved in recent decades. The region’s GDP is estimated to have declined by 1.9 per cent in 2020, with significant heterogeneity across subregions and country groups, largely determined by structural characteristics.

How to Use an Employment Status Survey for an Organization?

Employing an employment status survey effectively within an organization involves several steps to gather valuable insights and make informed decisions. Here’s a comprehensive guide on how to do this:

Define Survey Objectives: Clearly outline the goals and objectives of the survey. Determine what specific information or data you aim to collect, whether it’s related to employee satisfaction, engagement, retention, or other HR-related concerns.

Design the Survey: Craft a well-structured survey with clear, concise questions that align with your objectives. Incorporate a mix of closed-ended (quantitative) and open-ended (qualitative) questions to gain comprehensive insights.

Ensure Anonymity and Confidentiality: Assure employees that their responses will remain confidential and anonymous to encourage honest and candid feedback.

Choose a Distribution Method: Select an appropriate method for survey distribution. Options include email, online survey platforms, or even paper-based surveys. Ensure accessibility for all employees.

Collect Data: Systematically collect survey responses, ensuring accuracy and data integrity throughout the process.

Data Analysis: Analyze the survey results to identify trends, patterns, and areas requiring attention. Consider using statistical tools if needed to quantify responses.

Action Plan Development: Based on survey findings, create a comprehensive action plan outlining specific steps and strategies to address identified issues and improve the organization.

Implementation: Put the action plan into action, and assign accountability for each task to relevant individuals or teams.

Ongoing Monitoring: Continuously monitor progress in implementing the action plan and evaluate its effectiveness. Be prepared to make adjustments as needed.

Follow-Up Surveys: Conduct follow-up surveys at appropriate intervals to track changes in employment status and measure the success of your initiatives.

By following these steps, organizations can effectively use an employment status survey to gain valuable insights, enhance the work environment, improve employee satisfaction, and foster a more inclusive and responsive organizational culture.

What Does This Survey Help to Solve?

An employee status survey helps to solve several important challenges and issues within an organization, including:

1. Employee Engagement: By gauging employee satisfaction, motivation, and overall engagement, the survey can help identify factors that contribute to or hinder engagement. This allows the organization to take targeted actions to improve engagement levels.

2. Workplace Morale: It helps identify factors affecting workplace morale, such as issues related to job satisfaction, work-life balance, and workplace culture. The survey results can be used to address morale-related concerns.

3. Retention Issues: The survey can highlight factors that may contribute to employee turnover, allowing the organization to address these issues and implement retention strategies to keep valuable talent.

4. Communication and Feedback: It provides a platform for employees to voice their concerns, provide feedback, and suggest improvements. This enhances communication between employees and management, fostering a more open and responsive work environment.


1. Who changes the employment status in a company?

In a company, the responsibility for changing an employee’s job status typically lies with the Human Resources (HR) department or a designated HR professional.

2. When should an employment status change?

A work status change should occur whenever there is a significant change in an employee’s work relationship with a company. The changes can happen due to promotion, demotion, transfer, change in employment types, retirement, and change in employment terms.

3. What are the factors that change employment status?

Some of the factors that can change status of work include moving from a part-time to a full-time position, leave of absence, layoff, termination, etc.




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