Work Quality in Northern Ireland 2025
Work Quality in Northern Ireland 2025
All tables associated with this report can be downloaded from the NISRA website.
1. Overview
This bulletin provides analysis for seventeen work quality indicators and is based on employees aged 18 years or over in Northern Ireland (NI) for the period 2020 to 2025 using data collected from the Labour Force Survey (LFS) and the Annual Survey of Hours and Earnings (ASHE). Supplementary tables also contain additional breakdowns by age, deprivation quintile (most and least deprived), skill level, and sex.
For the purposes of this report, the analysis of the indicators in 2025 will be compared to the 2021 data; with the exception of the three indicators that were first included in the 2023 report: ‘Never bullied or harassed’, ‘Neither under nor over skilled’, and ‘Line manager support’; which will be compared to the 2023 data.
1.1 Key points
- Six of the seventeen indicators experienced significant improvements between 2021 and 2025: neither under nor over skilled, overtime (paid and unpaid), job satisfaction, earning at least the Real Living Wage (RLW), flexible working, and job security.
- The largest improvement between 2021 and 2025 has been seen in the proportion of employees who reported having the correct level of skills required for their current duties (neither under nor over skilled) an increase of 7 percentage points (pps). Followed by the proportion of employees who reported having worked overtime (paid or unpaid), which has decreased 6pps.
- For the remaining eleven indicators the results have been consistent across the time series, with no real change since 2021.
- Over the last year, there has been a significant increase in two of the indicators; neither under nor over skilled, and earning at least the RLW.
- Nearly all employees reported that they had job security and a
similar proportion had not had an accident at work. 9 out of 10
employees did not have a zero-hours contract.
- By sex, there were significant differences between male and females for five of the seventeen indicators; females were more likely than males to have flexible work, job satisfaction and line manager support. With males more likely to be earning at least the RLW and not having a zero-hours contract.
- By age, a significantly higher proportion of employees aged 40 and over were earning at least the RLW and reported meaningful work than those aged between 18 and 39.
- However, a significantly higher proportion of those aged between 18 and 39 reported opportunities for career progression than those aged 40 and over. Overall, by age, there were significant differences in seven of the seventeen indicators.
- The largest differences across the cohorts were seen across skill
levels, with significant differences in seven of the seventeen
indicators. A higher proportion of employees in high skilled jobs earned
at least the RLW, reported career progression, being involved in
decision making, trade union membership, not having a zero-hours
contract, meaningful work, and line manager support.
- By deprivation areas, there was a difference in six of the seventeen indicators, with a notably larger proportion of employees living in the least deprived areas earning at least the RLW, reporting career progression, job satisfaction, not having a zero-hours contract, and job security.
- However, these employees were more likely to report that they had been bullied or harassed at work than those employees living in the most deprived areas.
1.2 Context
New Decade, New Approach recognised that “good jobs, where workers have a voice that provides a level of autonomy, a decent income, security of tenure, satisfying work in the right quantities and decent working conditions, should be integral to public policy”.
In 2024 the Department for the Economy (DfE) adopted the Carnegie Framework - Measuring Good Work as a broader measure of work quality while focusing on a subset of indicators Good Jobs in Northern Ireland to track progress against the Good Jobs agenda.
This framework identifies seven dimensions of job quality of which the work quality measures included in this report fall under:
Terms of employment:
- Job security
- Non zero-hours contract
- Underemployment
- Overemployment
Pay and benefits:
- Earns at least the Real Living Wage (RLW)
Health, safety and psychosocial wellbeing:
- Never bullied or harassed
- No accidents at work
Job design and nature of work:
- Neither under nor over skilled
- Career progression
- Meaningful work
- Training done in last 13 weeks
Social support and cohesion:
- Line manager support
Voice and representation:
- Involvement in decision making
- Trade union membership
Work-life balance:
- Flexible working
- Usual hours of paid and unpaid overtime
As job satisfaction is considered an outcome of job quality (Carnegie Framework - Measuring Good Work) it has not been included within the domains but has been provided in this report for context.
1.3 Definitions
Table 1: Definitions of Work Quality Indicators
| Indicators | Definitions |
|---|---|
| Job Security | Employees in a permanent job or in a temporary job who did not want a permanent job |
| Earning at least RLW | The proportion of employees earning at least the Real Living Wage |
| Never bullied or harassed | Employees who reported not being bullied or harassed in the workplace in the last 12 months |
| Neither under nor over skilled | Employees who reported having the required skills for their current duties |
| Career Progression | Employees who agree or strongly agree that their job offers good opportunities for career progression |
| Meaningful Work | Employees who agree or strongly agree that they perform meaningful work in their job |
| Line Manager Support | Employees who agree or strongly agree that they are supported by their immediate boss |
| Involvement in decision making | Employees who report that Managers are good or very good at involving employees and their representatives in decision making |
| Flexible Work | Employees who have a flexible agreed working arrangement of either: flexitime, annualised hours contract, term time working or job sharing; or part-time and not underemployed; or primarily working at home |
| Job Satisfaction | Employees who report that they are satisfied or very satisfied with their job |
| Non zero-hours contract | Persons in employment who are not on a zero-hours contract |
| Underemployment | Those people in employment who would like to work more hours, either by working in an additional job, by working more hours in their current job, or by switching to a replacement job |
| Overemployment | Those people in employment who would like to work fewer hours and would accept less pay for shorter hours, either in a different job or in their current job |
| No accidents at work | Persons in employment who have not reported having an accident resulting in injury at work or in the course of their work in the last twelve months |
| Participation in training | Employees who have taken part in any education or any training connected with their job or a job that they might be able to do in the future, in the last 13 weeks |
| Trade union membership | Persons in employment who reported being a member of a trade union or staff association |
| Overtime (paid and unpaid) | Persons in employment who have reported doing any work regarded as paid or unpaid overtime |
1.4 Overview of Indicators
1.5 Commentary
The Work Quality in Northern Ireland 2024 paper published in March 2025 contained analysis of eleven work quality indicators. This was followed by a paper published in August 2025 which contained analysis of an additional six indicators. This paper brings together the analysis of all seventeen indicators.
Of the seventeen indicators, six have seen a significant change between 2021 and 2025, all of which were positive changes. The biggest increase was in the proportion of employees reporting that they have the correct level of skills required for their current duties, up 7pps from 2021.
The other indicators to see a positive change between 2021 and 2025 were those employees who reported not having worked overtime (paid or unpaid), job satisfaction, earning at least the RLW, flexible working, and job security.
For the remaining indicators, the results remained consistent between 2021 and 2025.
Five indicators have remained consistently positive throughout the time series with nearly all employees reporting that they had not had an accident at work, had job security, were not underemployed, were not overemployed, and nearly 9 out of 10 employees did not have a zero-hours contract.
Two indicators had the least positive outcome throughout the time series.
For the most recent period, 2025, just over one fifth of NI employees reported that they had participated in training in the last 13 weeks (21%). This was followed by trade union membership with just under a third of employees being a member of a trade union (33%).
Across cohorts the largest variability was seen in the earning at least the RLW indicator, with significant differences across age, skill level and deprivation area. Employees aged 40 and over, employees in high-skilled jobs or in the least deprived areas were most likely to earn at least the RLW.
Other notable differences by cohort were seen in trade union membership with a higher proportion of trade union membership seen in employees aged 40 and over and for those in a high skilled job. For flexible work, a significantly higher proportion of female employees reported flexible working (64%) than male employees (45%).
A significantly higher proportion of employees in high skilled jobs reported career progression (67%) than employees in low skilled jobs (44%) and employees in the most deprived areas were most likely to report that they have not been bullied or harassed in their jobs (90% compared to 84% in the least deprived areas).
2. Work Quality in NI
2.1 NI
Key Findings
- Six of the seventeen indicators have seen a significant change since 2021. The largest increase was in the proportion of employees who reported having the correct level of skills required for their current duties, which has seen an increase of 7 percentage points.
- The most recent data shows that the least achievable indicator was participation in training (21%).
2.2 Sex
Key Findings
- There were significant differences between males and females in 2025 in five of the seventeen indicators.
- The largest variation between females (64%) and males (45%) was in those who reported flexible work (19pps).
Figure 2: Females were more likely to report having flexible work than males
Work Quality indicators by sex, employees aged 18 and over, NI, 2025
Chart
Table
| Indicator | Male | Female |
|---|---|---|
| No accident at work | 98.259975 | 99.286106 |
| Job Security | 96.788534 | 97.442142 |
| Not a zero-hours contract | 91.200000 | 87.800000 |
| Never bullied or harassed | 88.699404 | 86.302961 |
| Meaningful Work | 85.156586 | 88.157577 |
| Job Satisfaction | 80.960964 | 85.525616 |
| Earning at least RLW | 84.435485 | 80.983058 |
| Line Manager Support | 78.715466 | 83.668424 |
| Neither under nor over skilled | 56.751306 | 56.758943 |
| Involvement in decision making | 58.028413 | 54.508896 |
| Career Progression | 58.003832 | 54.445608 |
| Flexible Work | 45.395808 | 64.310899 |
| Trade union membership | 28.907853 | 36.446573 |
| Participation in training | 19.239538 | 23.289271 |
| Overtime | 22.015289 | 19.697796 |
| Overemployed | 5.868315 | 6.091955 |
| Underemployed | 3.157344 | 3.624730 |
Comparison by sex 2025
A comparison of the work quality indicators by sex shows that there were significant differences for five of the seventeen indicators.
The largest difference between females and males was in those who reported flexible working with 64% of females reporting that they had flexible working compared to 45% of males.
This was followed by those who reported line manager support (5pps difference) and job satisfaction (5pps difference); with females reporting 84% and 86% respectively, compared to 79% and 81% of males.
A significantly higher proportion of males were earning the RLW (84%) compared to females (81%); and more males reported not being on a zero-hours contract than females (91% and 88% respectively).
Change in indicators by sex over the period 2021 to 2025
For male employees, there were statistically significant changes in three of fourteen indicators between 2021 and 2025; those who reported not having worked overtime (paid or unpaid) decreased by 8pps over the period; with increases reported in involvement in decision making (5pps) and earning at least the RLW (3pps).
Of the three indicators added in 2023, two have seen statistically significant changes over that period for male employees. There has been an increase in those who reported having the correct level of skills required for their current duties (10pps); but a decrease in the proportion who reported having line manager support (5pps).
For female employees, there were statistically significant increases in four of fourteen indicators between 2021 and 2025; the largest increase was in those who reported opportunities for career progression (6pps); followed by job satisfaction (5pps), earning at least the RLW (4pps), and job security (3pps).
Of the three indicators added in 2023, two have seen statistically significant increases over that period for female employees; those who reported line manager support (5pps), and those having the correct level of skills required for their current duties (4pps).
2.3 Age
Key Findings
- Employees aged 40 and over reported significantly more positive outcomes than employees aged 18 to 39 for six of the seventeen indicators.
- A significantly higher proportion of employees aged 40 and over reported that they earned at least the RLW (89% compared with 76% of those aged 18 and 39).
Figure 3: Employees aged 40 and over reported significantly more positive outcomes in six indicators
Work Quality indicators by age band, employees aged 18 and over, NI, 2025
Chart
Table
| Indicator | 18 to 39 | 40 and over |
|---|---|---|
| No accident at work | 98.377383 | 99.137985 |
| Job Security | 95.305269 | 98.747011 |
| Not a zero-hours contract | 86.300000 | 92.000000 |
| Never bullied or harassed | 87.806474 | 87.216766 |
| Meaningful Work | 81.692291 | 91.655147 |
| Job Satisfaction | 82.364515 | 84.093013 |
| Earning at least RLW | 75.655417 | 88.520725 |
| Line Manager Support | 82.811765 | 79.516204 |
| Neither under nor over skilled | 55.362004 | 58.162513 |
| Involvement in decision making | 58.088051 | 54.454560 |
| Career Progression | 62.190519 | 50.205344 |
| Flexible Work | 50.767374 | 58.718409 |
| Trade union membership | 27.524025 | 37.201311 |
| Participation in training | 22.358781 | 20.315622 |
| Overtime | 19.164780 | 22.352420 |
| Overemployed | 3.558184 | 8.160154 |
| Underemployed | 4.573615 | 2.332717 |
Comparison by age band 2025
Figure 3 presents the work quality indicators by age bands in 2025. It shows significantly higher proportions for employees aged 40 and over than for employees aged 18 to 39 in six of the seventeen indicators: earning at least the RLW, meaningful work, trade union membership, flexible working, not having a zero-hour contract, and job security.
The largest difference between the two age bands in 2025 was seen in earning at least the RLW (13pps), with 76% for those aged 18 to 39 reporting that they earned at least the RLW compared to 89% for those aged 40 and over.
Employees aged 40 and over reported a higher level of meaningful work (92%) than those employees aged 18 to 39 (82%).
A higher proportion of employees aged between 18 and 39 reported opportunities for career progression (62%), compared to those aged 40 and over (50%).
Change in indicators by age band over the period 2021 to 2025
Over the last five years, only two of the original fourteen indicators have seen positive changes for employees aged 18 to 39; those who reported having worked overtime (paid or unpaid) decreased by 9pps, and those earning at least the RLW wage increased by 4pps.
For those employees aged 40 and over, there has been a statistically significant increase in five of the fourteen indicators included since 2021. The largest increase was in those who reported flexible working (6pps); followed by career progression (5pps), job satisfaction (3pps), earning at least the RLW (3pps), and job security (2pps).
Of the three indicators introduced in 2023, for both age groups, considerably more employees in 2025 reported having the correct level of skills required for their current duties (both 7pps) than in 2023.
2.4 Deprivation (Most and Least Deprived)
Key Findings
- Six of the seventeen indicators showed significant differences between employees who lived in the least and most deprived areas.
- The largest difference between the most and least deprived areas was seen in those earning at least the RLW. Considerably fewer respondents in the most deprived areas earned at least the RLW, 12pps less than those in the least deprived areas.
Figure 4: A higher proportion of employees living in the least deprived areas earned at least the RLW
Work Quality indicators by deprivation quintile (most and least), employees aged 18 and over, NI, 2025
Chart
Table
| Indicator | Most | Least |
|---|---|---|
| No accident at work | 98.178628 | 99.364932 |
| Job Security | 94.838994 | 97.425719 |
| Not a zero-hours contract | 86.500000 | 90.300000 |
| Never bullied or harassed | 90.105128 | 83.585946 |
| Meaningful Work | 80.623555 | 85.805552 |
| Job Satisfaction | 75.641210 | 83.408105 |
| Earning at least RLW | 75.766304 | 88.131647 |
| Line Manager Support | 78.041779 | 78.930409 |
| Neither under nor over skilled | 56.087713 | 51.260379 |
| Involvement in decision making | 49.916972 | 53.428478 |
| Career Progression | 49.601908 | 59.508894 |
| Flexible Work | 59.613980 | 60.570419 |
| Trade union membership | 35.865595 | 34.355395 |
| Participation in training | 19.504888 | 23.081952 |
| Overtime | 20.801259 | 23.182080 |
| Overemployed | 4.667453 | 6.448407 |
| Underemployed | 7.036766 | 2.591785 |
Comparison by deprivation (least and most deprived areas) 2025
Figure 4 shows that in 2025, there was a significant difference between employees living in the least and most deprived areas in six of the seventeen indicators. The largest difference was in those who were earning at least the RLW, 88% of those in the least deprived areas compared to 76% of those in the most deprived areas, a difference of 12pps.
Employees in the least deprived areas were more likely to report career progression (10pps more than the most deprived areas), job satisfaction (8pps more than the most deprived areas), not having a zero-hours contract (4pps more than the most deprived areas), and job security (3pps more than the most deprived areas). However, they were less likely to report that they had never been bullied or harassed in their job (84%) than those employees living in the most deprived areas (90%).
Change in indicators by deprivation over the period 2021 to 2025
Over the last five years, for respondents living in the least deprived areas, only two of the original fourteen indicators have seen a significant increase reported by employees living in the least deprived areas; flexible working (up 6pps) and not having a zero-hours contract (up 4pps).
For those employees living in the most deprived areas, only one indicator has seen a significant increase - earning at least the RLW (8pps).
Of the three indicators included from 2023, for employees living in the least deprived areas two indicators have seen a significant decrease in 2025, with fewer reporting that they have never been bullied or harassed in their jobs (6pps) and fewer reporting line manager support than in 2023 (6pps).
2.5 High and Low Skilled jobs
Key Findings
- Employees in high skilled jobs reported significantly higher proportions than employees in low skilled jobs in seven of the seventeen indicators.
- The largest difference between high and low skilled employees was in earning at least the RLW.
Figure 5: Nearly all employed in high skilled jobs are not on a zero-hours contract
Work Quality indicators by skill level, employees aged 18 and over, NI, 2025
Chart
Table
| Indicator | Low skilled | High skill |
|---|---|---|
| No accident at work | 98.563260 | 98.995659 |
| Job Security | 96.816288 | 97.443420 |
| Not a zero-hours contract | 85.200000 | 93.100000 |
| Never bullied or harassed | 88.625087 | 86.511229 |
| Meaningful Work | 84.062230 | 88.892210 |
| Job Satisfaction | 82.138515 | 84.148335 |
| Earning at least RLW | 68.513927 | 95.420469 |
| Line Manager Support | 78.745519 | 83.297309 |
| Neither under nor over skilled | 55.173231 | 58.249148 |
| Involvement in decision making | 50.300065 | 61.485152 |
| Career Progression | 44.109524 | 66.834737 |
| Flexible Work | 56.691288 | 53.273325 |
| Trade union membership | 27.982470 | 37.157118 |
| Participation in training | 18.022752 | 24.382003 |
| Overtime | 17.489993 | 24.037368 |
| Overemployed | 4.770596 | 7.091536 |
| Underemployed | 5.231822 | 1.631151 |
Comparison by high and low skilled jobs 2025
Employees in high skilled jobs were more positive than employees in low skilled jobs in seven of the seventeen indicators: earning at least the RLW, career progression, involvement in decision making, trade union membership, not having a zero-hours contract, meaningful work and line manager support.
The largest difference between the two groups was in the proportion of employees who earned at least the RLW. A significantly higher proportion of employees in high skilled jobs reported earning at least the RLW (95%) when compared to employees in low skilled jobs (69%).
The second largest difference in 2025 was in opportunities for career progression, with this being reported by 67% of employees in high skilled jobs compared to 44% in low skilled jobs. More employees in high skilled jobs reported involvement in decision making (11pps higher than low skilled jobs), trade union membership (9pps higher than low skilled jobs), not having a zero-hours contract (8pps higher than low skilled jobs), meaningful work (5pps higher than low skilled jobs) and line manager support (5pps higher than low skilled jobs).
Change in indicators by high and low skilled jobs over the period 2021 to 2025
Over the last five years, there have been significant changes in six of the fourteen indicators for employees in high skilled jobs; whereas significant increases were only seen in three of the indicators for employees in low skilled jobs.
For employees in high skilled jobs the largest change was seen in the proportion that reported having worked overtime (paid or unpaid); a decrease of 6pps; fewer employees working overtime would be classed as a positive change. These employees also reported significant increase in opportunities for career progression (6pps), involvement in decision making (5pps), flexible working (5pps), earning at least the RLW (2pps), and job security (1pps).
Employees in low skilled jobs reported significant increases in job satisfaction (5pps), earning at least the RLW (5pps), and job security (3pps).
Of the three indicators included since 2023, significantly more employees in both high and low skilled jobs both reported having the correct level of skills required for their current duties (8pps and 7pps respectively).
However, there has also been a significant decrease in the number of employees in high skilled jobs who reported that they have never been bullied or harassed in their job between 2023 and 2025 (4pps).
3. Further Information
3.1. Background
The dataset used for LFS data for the majority of indicators in this publication is the annual dataset from July 2024 to June 2025. LFS annual datasets are derived from four consecutive quarters of the LFS. Individuals in each wave are interviewed in five successive quarters, such that in any quarter one wave will be receiving their first interview, one wave their second, and so on, with one receiving their fifth and final interview.
The annual dataset is created by selecting the relevant cases from each quarter and combining them to create a dataset of unique cases. Selecting all wave one and five interviews allows the maximum number of respondents over a one-year period to be included whilst avoiding double counting. The resulting sample size of the 24/25 dataset is approximately 11,000 individuals.
The dataset used for the Accidents at Work indicator is the January to March 2025 dataset; the Trade Union Membership indicator is from the October to December 2025 dataset.
The Annual Survey of Hours and Earnings (ASHE) is a UK wide survey that provides a wide range of information on earnings and hours worked. The Office for National Statistics (ONS) carries out ASHE in Great Britain and it is carried out by the Northern Ireland Statistics and Research Agency (NISRA) in NI.
The survey information related to the pay-week (or other pay period if the employee was paid less frequently) which included 30th April 2025, the reference date for the latest survey. The results, therefore, are not necessarily representative of pay over a longer period. They do not take account of subsequent changes in rates of pay which have become effective since April or changes which have been introduced with retrospective effect since the survey returns were completed.
The survey reference date (30th April 2025) was outside the time period for the Coronavirus Job Retention Scheme (CJRS) grant; therefore 2025 earnings were not affected by furlough. Over the pandemic period, earnings estimates were affected by changes in the composition of the workforce and the impact of the CJRS, making interpretation difficult. In particular, the 2020 and 2021 data are subject to more uncertainty and should be treated with caution.
3.2 LFS revisions due to reweighting
LFS microdata are routinely revised to incorporate the latest population estimates. The population totals used for the latest LFS estimates use projected growth rates from RTI data for UK, EU and non-EU populations based on 2021 patterns. The total population used for the LFS therefore does not take into account any changes in migration, birth rates, death rates etc. since June 2021 and hence levels estimates may be under- or over-estimating the true values and should be used with caution. Estimates of rates will, however, be robust.
In December 2024, the LFS estimates were reweighted from January-March 2019 to July to September 2024 using updated PAYE Real-Time Information data and with the introduction of the non-response bias adjustment to NI data. An overview of the impact of reweighting on the NI estimates of unemployment, employment, and economic inactivity is available on the NISRA website. This webpage also contains the detail on two previous LFS reweighting’s since the onset of the COVID-19 pandemic, in October 2020, July 2021 and June 2022.
3.3 Precision of estimates
The LFS is a sample survey and, as such, estimates obtained from it are subject to sampling variability. If we drew many samples each would give a different result. Estimates under a cell count of 3 are disclosive and therefore suppressed. In tables, estimates based on a small sample size are shaded. Small samples may result in less precise estimates, which should be used with caution, in particular should not be used to make statements on relative size when compared to similar values. Unshaded estimates are based on a larger sample size. This is likely to result in estimates of higher precision, although they will still be subject to some sampling variability. The sample used for ASHE survey included approximately 1% of all employees in NI and who were covered by Pay As Your Earn (PAYE) schemes.
3.4 Reporting differences
Reported difference is calculated using unrounded data and presented to the nearest whole number. When a difference is less than 0.5pps, it is rounded to 0pps and the data is reported as unchanged.
3.5 Work quality questions on the LFS
Work quality questions continue to be reviewed, developed and added to the Labour Force Survey (LFS).
In January 2022, there were changes in one of the main questions used to calculate the flexible working indicator (FLEX10/FLEX22).
- The way in which the question was asked was changed from: “Some people have special working hours arrangements that vary daily or weekly. In your (main) job is your agreed working arrangement any of the following…” to “Some people have special working hours arrangements that vary from the usual full-time pattern. In your (main) job is your agreed working pattern any of the following…”
- The FLEX10 options of ‘9 day fortnight’ or ‘4.5 day week’ were combined into ‘condensed/compressed hours’ in FLEX22.
The flexible working indicator was originally defined in 2019 before the onset of COVID-19 and the move towards homeworking, additional questions have been added to the LFS on remote working with plans to review the Flexible Working indicator which may cause a discontinuance in the series.
3.6 Sampling variability
The Labour Force Survey is a sample survey. It provides estimates of population values. If we drew many samples each would give a different result. The ranges shown for the data in the table below represent 95% confidence intervals. We would expect that in 95% of samples the range would contain the true value.
Table 2: Sampling variability of work quality estimates, NI, ages 18 and over, 2025
| Indicators | Estimate (%) | Lower Limit (%) | Upper Limit (%) |
|---|---|---|---|
| Job Security | 97.1 | 96.5 | 97.7 |
| Never bullied or harassed | 87.5 | 85.9 | 89.1 |
| Meaningful work | 86.6 | 85.0 | 88.3 |
| Job satisfaction | 83.2 | 81.5 | 85.0 |
| Earning at least RLW | 82.6 | 81.7 | 83.6 |
| Line manager support | 81.2 | 79.3 | 83.0 |
| Career progression | 56.2 | 53.9 | 58.6 |
| Flexible work | 55.0 | 53.2 | 56.7 |
| Involvement in decision making | 56.3 | 53.9 | 58.6 |
| Neither under nor over skilled | 56.8 | 54.4 | 59.1 |
| No accidents at work | 98.8 | 98.3 | 99.3 |
| Zero-hours contract | 90.3 | 89.5 | 91.1 |
| Trade union membership | 32.8 | 30..5 | 35.0 |
| Participation in training | 21.3 | 19.8 | 22.7 |
| Overtime (paid and unpaid) | 20.8 | 19.4 | 22.3 |
| Underemployment | 3.4 | 2.9 | 4.0 |
| Overemployment | 6.0 | 5.1 | 6.8 |
Further information on estimating and reporting uncertainty can be found on the LFS background information on the NISRA website.
3.7 Definitions
Employment
The definition of ILO employed applies to anyone (aged 16 to 64) who has carried out at least one hour’s paid work in the week prior to interview, or has a job they are temporarily away from (e.g. on holiday). Also included are people who do unpaid work in a family business and people on Government-supported employment training schemes.
Employee
Employees are those who are in employment and paid a wage by an employer for the work that they do; this category may be further sub-divided into permanent and temporary employees. The ‘Total Employees’ figure that is used as the denominator is the total employees who answered the question and should not be used as an estimate of total employees in itself. Estimates of employment and employees are available in the monthly Labour Market Report, which can be found on the Labour Force Survey section of the NISRA website. Employment status on the LFS is self-reported, with individuals classifying themselves as either an employee or self-employed.
Underemployed
Underemployed workers are those people in employment who would like to work more hours, either by working in an additional job, by working more hours in their current job, or by switching to a replacement job. They must also be available to start working longer hours within two weeks and their current weekly hours must be below 40 hours if they are between 16 and 18 and below 48 hours if they are over 18.
Overemployed
The overemployed are defined as persons in employment who would like to work fewer hours and would accept less pay for shorter hours, either in a different job or in their current job.
Secure employment
For the purposes of work quality analysis, secure employment has been defined as employees who are either in permanent employment, or are in temporary employment but do not want to have a permanent post.
Flexible Working
For the purposes of work quality analysis, flexible work has been defined as employees who either:
- Have an agreed working arrangement in their job of one of the following: flexitime (flexible working hours), annualised hours contract, term time working or job sharing
- Work part time and are not underemployed
- Primarily working at home
Non-zero hours contract
Persons in employment who are not on a zero-hours contract.
Accidents at work
Persons in employment who have not reported having an accident resulting in injury at work or in the course of their work in the last twelve months.
Participation in training
Employees who have taken part in any education or any training connected with their job or a job that they might be able to do in the future, in the last 13 weeks.
Trade Union membership
Persons in employment who reported being a member of a trade union or staff association.
Overtime
Persons in employment who have reported doing any work regarded as paid or unpaid overtime
Real Living Wage
The UK Real Living Wage (RLW), which has been in place since 2011, is calculated according to the cost of living, based on a basket of household goods and services. It is higher than the national living wage set by government and is voluntarily paid by employers. The RLW is calculated annually and rates are higher than the National Living Wage (NLW)/National Minimum Wage (NMW) – further information can be accessed at the Living Wage Foundation website.
The Real Living Wage (RLW) is announced in November each year and must be implemented by the following May. As such it is likely that the previous year’s living wage was still in place when the survey was completed (i.e. the 2024 ASHE data relates to the pay period including April 2024, at which time the 2023/2024 Real Living Wage of £12.00 may not have been applied). The previous years RLW is therefore used to calculate the percentage earning at least the RLW.
Based on ASHE data, 84.4% of employees were earning on or above the RLW in NI in 2024, where only the main job has been included for those with more than one job. Data on the proportion of employee’s jobs with hourly earnings below the RLW for all regions of the UK between 2014 and 2024 can be downloaded here(17KB). This data contains all jobs, and not just the main job and so differs from the analysis presented in this report.
Table 3: UK Real Living Wage
| Year | Real Living Wage |
|---|---|
| 2016/2017 | £8.45 |
| 2017/2018 | £8.75 |
| 2018/2019 | £9.00 |
| 2019/2020 | £9.30 |
| 2020/2021 | £9.50 |
| 2021/2022 | £9.90 |
| 2022/2023 | £10.90 |
| 2023/2024 | £12.00 |
| 2024/2025 | £12.60 |
4. Contact
If you require further information about the figures contained in this publication or the accompanying tables, would like to provide feedback on the publication content, or be added to the mailing list please contact:
Patrick O’Kane
Email: patrick.okane@nisra.gov.uk
Web: [Work Quality in Northern Ireland](https://www.nisra.gov.uk/statistics/labour-market-and-social-welfare/work-quality
5. Accredited Official Statistics Status
These official statistics were independently reviewed by the Office for Statistics Regulation in August 2010 following a full assessment of Labour Market Statistics for Northern Ireland against the Code of Practice for Statistics. They comply with the standards of trustworthiness, quality and value in the Code of Practice for Statistics and are therefore labelled as accredited official statistics. Accredited official statistics are called National Statistics in the Statistics and Registration Service Act 2007. For further information, please refer to the Office for Statistics Regulation accredited official statistics webpage.
As outlined above, our statistical practice is regulated by the Office for Statistics Regulation (OSR).
OSR sets the standards of trustworthiness, quality and value in the Code of Practice for Statistics that all producers of official statistics should adhere to.
You are welcome to contact us directly with any comments about how we meet these standards using the details in Section 4.
Alternatively, you can contact OSR by emailing regulation@statistics.gov.uk or via the OSR website.