In 1990, the unemployment rate of the United States stood at 5.6 percent. Since then there have been many significant fluctuations to this number - the 2008 financial crisis left millions of people without work, as did the COVID-19 pandemic. By the end of 2022 and throughout 2023, the unemployment rate came to 3.6 percent, the lowest rate seen for decades. However, 2024 saw an increase up to four percent. For monthly updates on unemployment in the United States visit either the monthly national unemployment rate here, or the monthly state unemployment rate here. Both are seasonally adjusted. UnemploymentUnemployment is defined as a situation when an employed person is laid off, fired or quits his work and is still actively looking for a job. Unemployment can be found even in the healthiest economies, and many economists consider an unemployment rate at or below five percent to mean there is 'full employment' within an economy. If former employed persons go back to school or leave the job to take care of children they are no longer part of the active labor force and therefore not counted among the unemployed. Unemployment can also be the effect of events that are not part of the normal dynamics of an economy. Layoffs can be the result of technological progress, for example when robots replace workers in automobile production. Sometimes unemployment is caused by job outsourcing, due to the fact that employers often search for cheap labor around the globe and not only domestically. In 2022, the tech sector in the U.S. experienced significant lay-offs amid growing economic uncertainty. In the fourth quarter of 2022, more than 70,000 workers were laid off, despite low unemployment nationwide. The unemployment rate in the United States varies from state to state. In 2021, California had the highest number of unemployed persons with 1.38 million out of work.

Unemployment Rate in South Africa increased to 32.90 percent in the first quarter of 2025 from 31.90 percent in the fourth quarter of 2024. This dataset provides - South Africa Unemployment Rate - actual values, historical data, forecast, chart, statistics, economic calendar and news.

Youth unemployment stood at 9.7 percent in February 2025. Seasonal adjustment is a statistical method for removing the seasonal component of a time series that is used when analyzing non-seasonal trends. The unemployment rate by state can be found here, and the annual national unemployment rate can be found here. Youth unemployment in the United States The United States Bureau of Labor Statistics track unemployment of persons between the ages of 16 and 24 years each month. In analyzing the data, the Bureau of Labor Statistics performed a seasonal adjustment—removing seasonal influences from the time series, such that one month’s rate of unemployment could be analyzed in comparison with another month’s rate of unemployment. During the period in question, youth unemployment ranged from a high of 9.9 percent in April 2021, to a low of 6.5 percent in April 2023. The national youth unemployment rate can be compared to the monthly national unemployment rate in the United States, although youth unemployment tends to be much higher due to higher rates of participation in education. In May 2023, U.S. unemployment was at 3.7 percent, compared with 7.4 percent amongst those 16 to 24 years old. Additionally, as of May 2023, Nevada had the highest state unemployment rate of all U.S. states, at 5.4 percent.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Unemployment Rate in Ireland remained unchanged at 4 percent in June. This dataset provides the latest reported value for - Ireland Unemployment Rate - plus previous releases, historical high and low, short-term forecast and long-term prediction, economic calendar, survey consensus and news.

Abstract

The Labour Force Survey (LFS) 2013-14 is the second such survey that has been carried out in the last 15 years in Yemen. Similar to the first survey in 1999, the LFS 2013-14 was conducted by the Central Statistical Organization with assistance from the International Labour Office. More recently, CSO has conducted a population census in 2004 and a household child labour survey of adults and children in 2010. The primary objective of LFS 2013-14 was to provide current data on the employment and unemployment situation at national and governorate level using the preliminary version of the new standards concerning statistics of work, employment and labour underutilization adopted by the 19th International Conference of Labour Statisticians (Geneva, October 2013).

After reprocessing the LFS 2013-14 data according to the international standards of 1982 (13th ICLS) to make the results comparable to the definitions used in the population census of 2004 and the household child labour survey of adults and children conducted in 2010, the results show that the labour force participation rate has somewhat increased during the ten-year period from 2004 to 2013-14. Both the number of unemployed and the unemployment rate, measured on a comparable basis, show a slight increase from 2004 to 2010 before a sharp decrease in 2013-14.

The survey covered all civilian non-institutional households living in urban and rural areas of the country. During field operations, certain sample areas could be covered due to particular circumstances.

Geographic coverage

National Coverage.

Analysis unit

• Individuals

• Households

Universe

The survey covered the civilian non-institutional settled population excluding certain areas with difficult access or low population densities, in particular, the nomad population, displaced populations who are homeless, population living in public housing (boarding, hotels, prisons, hospitals, etc.), individuals enlisted in the Armed Forces, who are residing permanently within camps and do not spend most days of the year with their families. Similarly, for marine crews and expatriates outside the country and other categories of persons in remote islands.

Kind of data

Sample survey data [ssd]

Sampling procedure

The sample design is a two-stage stratified sample of enumeration areas in the first stage of sampling and a fixed number of sample households at the second stage of sampling. The resulting sample is spread evenly over the four quarters of the survey period.

Accordingly, the Central Statistics Organization (CSO) has drawn a stratified sample of census enumeration areas recomposed as primary sampling units (PSUs). Sample selection has been made with probability proportional to the number of households as determined in the 2004 population census. In the second stage of sampling, after relisting of the sample enumeration areas, a fixed number of households (16 sample households) are drawn as clusters with equal probability from each sample enumeration area. The strata consist of the urban and rural areas of the 21 governorates in Yemen.

According to the sample design, urban areas are oversampled and rural areas under-sampled. This is because a relatively larger sample size is required in urban areas where heterogeneity is greater in comparison with rural areas. Also, because the cost of transportation and field operations is relatively greater in rural areas, it is more cost effective to under sample the rural areas relative to the less costly operations in urban areas. The differential sampling rates are then corrected through the sample weights so that the final results accurately reflect to the overall employment pattern.

The sample selection of the cluster of 16 households in each sample enumeration area was drawn after fresh listing of the totality of the households living in the sample enumeration area at the time of listing. This procedure updates the census information that dates back to 2004. The listing operations are carried out in each quarter before survey interviewing. The updated lists are send to CSO in Sana'a for data entry and sample selection of households for transmission to the survey team in each area. Instructions were given so that sample households that could not be found in the field or were absent or refused to be interview should not be substituted with other households as this procedure may introduce bias in the results. Instructions were also given that in cases where the minimum number of

households in the sample enumeration areas was to be found to be less than the required 16 in each quarter, all households in the enumerate on area should be taken in the sample.

The sample size in terms of number of sample households is given in Table B2 below for each quarter and for urban and rural areas separately. The effective sample size was lower due to non-response and other problems of coverage. 13376 households at national level (3344 per quarter), where 6656 were urban (1664 per quarter) and 6720 were rural (1680 per quarter).

The total sample size was determined on the basis of the requirement of producing national estimates of the unemployment rate with 1.5% margin of errors at the national level, assuming an overall non-response rate of 15%, and a design effect of 3. For the determination of the national sample size, the expected unemployment rate was set at 15% and the expected number of sample households to reach one person of working age, 15 years old and over, in the labour force was set at 0.6.

Mode of data collection

Face-to-face [f2f]

Research instrument

The questionnaire of the Yemen LFS 2013-14 was designed on the basis of the ILO model LFS questionnaire (version A) and other national LFS questionnaires used in the region. The draft questionnaire was field tested with six households in Sana’a, each member of the field staff interviewing one sample household in his or her area. The experience gained in the field test was reviewed and led to some modifications of the draft questionnaire. The English version of the final questionnaire is reproduced in Annex C of the revised report.

Apart from the cover page and the back page, the core LFS questionnaire contains 52 questions. There are 11 questions on the social and demographic characteristics of the household members in the household roster. In the individual questionnaire addressed to the working age population on 15 years of age or older, there are 3 questions to identify the employed persons and 19 questions on their employment characteristics including time-related underemployment followed by 8 additional questions on income from employment. The individual questionnaire also includes 5 questions to identify the unemployment and the potential labour force and 5 follow-up questions on unemployment characteristics.

Cleaning operations

Data entry was carried out in parallel with the interviewing of sample households. It was conducted at the Central Statistical Organization headquarter in Sana’a where all data processing operations except tabulation were centralized.

The supervisory staff of the data entry operations was responsible for editing the questionnaires before actual data entry. Editing at this stage involved review of the questionnaire regarding its filled-in contents including ensuring that there is no missing block of information for household members aged 15 years old and over and correct coding of occupation, branch of economic activity and other variables.

Occupation was coded at the 6-digit level using the International Standard Classification of Occupations (ISCO-88). Branch of economic activity was coded at the 5-digit level, based on the International Industrial Classification of All Economic Activities (ISIC Rev3.1).

The data files were further processed at ILO headquarters in Geneva. They were first converted into a single file with 86,778 records and augmented with several fields, in particular, the sampling weights (“weight”) and the key derived variables: employed (E), unemployed (U), time-related underemployment (TRU), potential labour force (PLF) as well as other derived variables such as informal sector employment (IS) and informal employment (IE).

The following rounding rule was adopted for the presentation of the results. Estimates of levels are rounded to three zeros (’000) for values equal or above 1000. Estimates of percentage rates are rounded to the first decimal point.

Sampling error estimates

Sampling errors arise due to the fact that the survey does not cover all elements of the population, but only a selected portion. The sampling error of an estimate is based on the difference between the estimate and the value that would have been obtained on the basis of a complete count of the population under otherwise identical conditions.

Knowing about the magnitude of sampling errors is crucial for interpreting the survey results. It allows decision on the precision of the estimates and on the degree of confidence that may be attached to them, especially relevant in the case of small population subgroups for which the survey results may not be statistically significant due to the small number of observations on which the estimates may be based. Information on sampling errors is also crucial for sample design for future surveys.

In principle, sampling errors may be decomposed into two components: (i) sampling bias; and (ii) sampling variance. Sampling bias reflects the systematic error that may occur due to the failures of the sample design, for example, certain elements of the population receiving zero probability

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

The pre-employment assessment testing software market is experiencing robust growth, driven by the increasing need for efficient and effective talent acquisition strategies across diverse industries. The market, currently estimated at $2 billion in 2025, is projected to exhibit a Compound Annual Growth Rate (CAGR) of 15% from 2025 to 2033. This growth is fueled by several key factors, including the rising adoption of cloud-based solutions offering scalability and cost-effectiveness, the increasing demand for data-driven hiring decisions to improve candidate selection accuracy, and the growing focus on reducing bias in the hiring process. The shift towards remote and hybrid work models has further accelerated the demand for digital assessment tools, allowing companies to evaluate candidates effectively regardless of geographical location. Large enterprises are currently the dominant segment, but the medium enterprise segment is showing significant growth potential as businesses of all sizes recognize the value proposition of these tools. Specific market segments like cloud-based solutions are experiencing particularly rapid growth due to their flexibility and accessibility. The software's ability to automate various stages of the hiring process, from initial screening to final selection, contributes to significant cost savings and improved efficiency for organizations. Geographic regions like North America and Europe are currently leading the market, but significant expansion is anticipated in Asia Pacific and other emerging markets as businesses in these regions adopt more sophisticated talent acquisition practices. The market, however, faces certain restraints, including concerns about data privacy and security, the need for continuous software updates to accommodate evolving skill sets, and the potential for algorithmic bias if not carefully managed. Despite these challenges, the overall market outlook remains positive, indicating a continued rise in the adoption of pre-employment assessment testing software in the coming years.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

The global market for screening software for background checks is experiencing robust growth, driven by increasing concerns about workplace safety and regulatory compliance across various industries. The rising adoption of cloud-based solutions, offering scalability and cost-effectiveness, further fuels this expansion. While precise market sizing data is unavailable, a logical estimation based on industry trends and comparable markets suggests a current market valuation in the billions of dollars, with a Compound Annual Growth Rate (CAGR) projected between 10% and 15% for the forecast period (2025-2033). This growth is propelled by several factors: the increasing need for efficient and thorough background checks to mitigate risks associated with hiring unsuitable candidates, the growing awareness of potential legal liabilities related to negligent hiring, and the continuous evolution of technologies that enhance the accuracy and speed of background screening processes. The market is segmented by application (SMEs and large enterprises) and deployment type (cloud-based and on-premises), with cloud-based solutions gaining significant traction due to their accessibility and flexible pricing models. Large enterprises, with their stricter compliance requirements and larger workforce, represent a considerable portion of the market, driving demand for sophisticated, integrated screening solutions. Geographic regions like North America and Europe currently dominate the market, fueled by stringent regulations and higher adoption rates, but significant growth potential exists in emerging markets in Asia-Pacific and Middle East & Africa as awareness of best hiring practices increases. However, challenges such as data privacy concerns, escalating costs associated with comprehensive background checks, and the complexities of navigating diverse global regulations pose restraints to market expansion. The competitive landscape is dynamic, with several established players and emerging startups offering a diverse range of solutions catering to specific needs and budgets. The key players compete based on features, pricing, compliance certifications, and integration capabilities with existing HR systems. Future growth will likely be shaped by innovation in areas such as AI-powered candidate screening, improved data analytics for risk assessment, and the integration of background checks with broader HR technology platforms. Furthermore, the market will see increased demand for solutions addressing evolving legal requirements and data security standards, creating opportunities for vendors to differentiate their offerings and capitalize on the ongoing growth of this essential sector.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

The global background screening software market is experiencing robust growth, driven by increasing regulatory compliance needs, heightened security concerns across industries, and the rising adoption of cloud-based solutions. The market, estimated at $2 billion in 2025, is projected to maintain a healthy Compound Annual Growth Rate (CAGR) of approximately 15% through 2033. This expansion is fueled by several key factors. Firstly, the demand for efficient and reliable pre-employment screening is soaring across both SMEs and large enterprises, streamlining the hiring process and mitigating risks. Secondly, the shift towards cloud-based solutions offers scalability, cost-effectiveness, and enhanced accessibility, attracting a wider user base. Thirdly, technological advancements, such as AI-powered candidate vetting and improved data analytics, are optimizing screening processes and providing richer insights. However, factors like data privacy regulations and the potential for bias in automated screening systems present challenges that need careful consideration. The market segmentation reveals significant opportunities in different sectors. While large enterprises currently dominate the market share, the SME segment shows strong growth potential as awareness of background checks increases and businesses seek to leverage technology for streamlined processes. Similarly, the cloud-based segment is expected to witness substantial growth due to its inherent advantages. Regionally, North America currently holds the largest market share, followed by Europe and Asia Pacific. However, developing economies in Asia Pacific are demonstrating remarkable growth potential, driven by increasing urbanization and the expansion of various industries. Key players such as Certifix, Checkr, and Sterling Infosystems are actively shaping the market landscape through technological innovation, strategic partnerships, and mergers and acquisitions. The forecast period suggests a continued trajectory of growth, with increasing adoption across diverse sectors and geographies.

The global digital labor platform market is experiencing robust growth, driven by the increasing demand for flexible and on-demand workforce solutions across diverse sectors. The rise of the gig economy, coupled with technological advancements enabling seamless platform operation and worker-client interaction, fuels this expansion. While precise market sizing requires proprietary data, considering the listed companies and their respective market positions (e.g., Uber Eats and DoorDash in food delivery, Airbnb and Booking.com in hospitality, Upwork and Fiverr in freelance services), a reasonable estimate for the 2025 market size could be in the range of $250 billion. This figure accounts for the diverse applications – from freelance and project-based work to part-time employment – and the different platform types (app-based and website-based). The compound annual growth rate (CAGR) likely remains significant, potentially exceeding 15%, influenced by factors like increasing smartphone penetration, expanding internet access in emerging markets, and the continued evolution of business models embracing remote work and flexible staffing arrangements. The market is segmented by application (freelancer, independent contractor, project worker, part-time, others) and type (app-based, website-based), reflecting diverse user needs and platform functionalities. Geographical expansion is a key trend, with North America and Europe currently dominating the market, but significant growth potential exists in Asia-Pacific and other emerging regions. However, challenges remain, including regulatory uncertainties surrounding worker classification and protections, competition among platform providers, and concerns about data privacy and security. Successfully navigating these challenges while maintaining platform integrity and user trust will be crucial for sustained growth in the digital labor platform market. Future growth will likely be shaped by innovations in AI-powered matching algorithms, enhanced security features, and the development of more inclusive and equitable platform structures.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.

Revenue in the Temporary Employment Agency industry is anticipated to drop at a compound annual rate of 4% in the five years through 2024 to €236.5 billion. The COVID-19 outbreak meant key employers of temporary workers in the hospitality and tourist sector shut their doors, and companies froze hiring due to economic uncertainty - a sizeable blow to revenue in the three years through 2022. Workers on temporary contracts represented a significant chuck of employment losses in all quarters of 2020. According to Eurostat data, temporary employment declined across Europe in the four years from 2017 to 2020, dipping from 13.8% to 11.9%. Since COVID-19 has slowed, companies have resumed hiring as confidence levels have been restored and vacancy levels have soared. An increasingly tight labour market encourages employers to rely on temporary employment placement agencies to fight in an increasingly competitive market. Several countries rank highly in terms of temporary workers with a large short-term job market. In 2022, the Netherlands and Spain have more than 15% of employed people under temporary contracts, according to Eurostat. Industry revenue is expected to shrink by 1.6% in 2024. Revenue is expected to grow at an annual rate of 4.5% in the five years through 2029 to €295.4 billion. With the labour market is likely to remain tight in many countries due to skill mismatches, employers will keep turning to placement agencies for their databases to track and identify the right candidates. Companies will lean on temporary hires as the economic outlook remains unclear and inflation keeps squeezing budgets. The automation of more routine jobs will be a threat to some long-standing temporary jobs. Across Europe, countries that traditionally rely on a strong network of short-term workers are implanting policies that may disrupt or expand services. Spain has already introduced reforms that are taking effect to increase permanent positions and remove temporary contracts, while Italy is expanding its voucher scheme to encourage temporary hires.