Unpaid overtime and non-standard employment among young people in Europe: do national context and institutions matter?
[EN]This article presents a multilevel analysis of unpaid overtime among young people (aged 15–34) across EU-28 member states. It finds that non-standard employment and the specific characteristics and institutions of Europe’s labour markets are related to unpaid overtime. Use has been made of the E...
| Autores: | , , |
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| Tipo de documento: | artigo |
| Estado: | Versión aceptada para publicación |
| Data de publicação: | 2026 |
| País: | España |
| Recursos: | Universidad de Salamanca (USAL) |
| Repositório: | GREDOS. Repositorio Institucional de la Universidad de Salamanca |
| OAI Identifier: | oai:gredos.usal.es:10366/170131 |
| Acesso em linha: | http://hdl.handle.net/10366/170131 |
| Access Level: | Acesso embargado |
| Palavra-chave: | Europe Non-standard employment Unpaid overtime Young people 63 Sociología |
| Resumo: | [EN]This article presents a multilevel analysis of unpaid overtime among young people (aged 15–34) across EU-28 member states. It finds that non-standard employment and the specific characteristics and institutions of Europe’s labour markets are related to unpaid overtime. Use has been made of the European Union Labour Force Survey database for 2019. The econometric analysis shows that a national level and a greater scope of collective bargaining agreements, a higher rate of involuntary part-time employment and lower levels of unemployment expenditure increase the probability of unpaid overtime among young people. Furthermore, our results reveal that how flexibility is boosted in European countries drives unpaid overtime. Temporary employment, working from home and a higher number of hours worked are positively related to unpaid overtime, while part-time employment and temporary work agencies are negatively related. Finally, the older and higher educated young workers have a greater propensity towards unpaid overtime, while there is a negative effect of shift work and no significant one in terms of gender and the degree of protection against dismissal. Policy implications for the implementation of flexibility policies and working time regulations are also discussed. |
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