According to a survey among private companies in Japan, around *** percent of companies that implemented or planned to implement wage revisions in 2024, conducted salary cuts. The share of companies reducing wages reached the lowest level in the past two decades.

Graph and download economic data for Employed full time: Wage and salary workers: Cutting workers occupations: 16 years and over: Women (LEU0254732800A) from 2000 to 2024 about occupation, females, full-time, salaries, workers, 16 years +, wages, employment, and USA.

United States - Employed full time: Wage and salary workers: Cutting workers occupations: 16 years and over was 53.00000 Thous. of Persons in January of 2024, according to the United States Federal Reserve. Historically, United States - Employed full time: Wage and salary workers: Cutting workers occupations: 16 years and over reached a record high of 101.00000 in January of 2000 and a record low of 40.00000 in January of 2013. Trading Economics provides the current actual value, an historical data chart and related indicators for United States - Employed full time: Wage and salary workers: Cutting workers occupations: 16 years and over - last updated from the United States Federal Reserve on August of 2025.

In a survey among private companies in Japan, around **** percent of companies reported an increase in the average monthly wage per person in 2024. The share of companies with average wages per person rising was the highest among large corporations with ***** employees or more. While around *** percent of companies that revised wages implemented wage cuts, only *** percent of companies reported a decline in the average wage per person.

Volatility of employment and output simulations under various policy regimes.

Graph and download economic data for Employed full time: Wage and salary workers: Cutting, punching, and press machine setters, operators, and tenders, metal and plastic occupations: 16 years and over: Men (LEU0254621300A) from 2000 to 2024 about machines, operating, occupation, plastics, full-time, males, salaries, workers, metals, 16 years +, wages, employment, and USA.

Check our data versus labor surveys.

This data package includes the underlying data and files to replicate the calculations, charts, and tables presented in Will Corporate Tax Cuts Cause a Large Increase in Wages?, PIIE Policy Brief 17-30. If you use the data, please cite as: Cline, William R. (2017). Will Corporate Tax Cuts Cause a Large Increase in Wages?. PIIE Policy Brief 17-30. Peterson Institute for International Economics.

According to a survey conducted among gaming employees in Macao, around **** percent of respondents said they were fairly worried or very worried about their salary reduction during the coronavirus outbreak. Meanwhile, more than half of the employees were concerned about losing their jobs.

Correlations between public and private employment sizes and GDP.

Model it: Real data versus benchmark model simulation.

Graph and download economic data for Employed full time: Wage and salary workers: Textile cutting machine setters, operators, and tenders occupations: 16 years and over: Men (LEU0254624100A) from 2000 to 2019 about machines, operating, textiles, occupation, full-time, males, salaries, workers, 16 years +, wages, employment, and USA.

Graph and download economic data for Employed full time: Median usual weekly nominal earnings (second quartile): Wage and salary workers: Cutting, punching, and press machine setters, operators, and tenders, metal and plastic occupations: 16 years and over: Men (LEU0254674700A) from 2000 to 2023 about machines, second quartile, operating, occupation, plastics, full-time, males, salaries, workers, earnings, metals, 16 years +, wages, median, employment, and USA.

Public sector employment in China has exhibited pronounced non-cyclical characteristics, with a recruiting scale and wage level showing limited responsiveness to economic fluctuations. The allure of civil service jobs in China has seen a significant resurgence post-COVID-19, with an observable increase in demand among educated job seekers for stable government positions amid growing economic uncertainties. This study investigates the implications of public sector employment rigidity on macroeconomic stability using a dynamic stochastic general equilibrium (DSGE) model integrated with search and matching (S&M) theory. Simulations incorporating alternative government job policies reveal that non-cyclical public employment exacerbates macroeconomic cyclical fluctuations. The low elasticity of public sector wages with respect to corporate wages fosters stable expectations among workers regarding the future value of government jobs, increasing the perceived value of the current state of unemployment. This leads job seekers to voluntarily remain unemployed, reducing labor supply to firms. Meantime, it preserves workers’ bargaining power with firms, reinforcing wage stickiness and undermining the stabilizing role of price adjustments in employment. Hypothetical scenario analyses indicate that adopting a pro-cyclical wage policy for the public sector can mitigate the obstacles of wage cuts for firms, stimulate the creation of new jobs during economic downturns, and consequently reduce the magnitude and duration of rising unemployment rates. In contrast, maintaining a non-cyclical public sector wage may not prevent a continuous rise in unemployment or a worsening economic situation, even with expanded sector recruitment. This finding holds significant relevance in the context of the post-COVID era characterized by an economic slump and employment tension, providing theoretical support for establishing a transparent and flexible wage adjustment mechanism in the public sector that is linked to market conditions.

Management summary

Decent Wage Bangladesh phase 1

The aims of the project Decent Wage Bangladesh phase 1 aimed to gain insight in actual wages, the cost of living and the collective labour agreements in four low-paid sectors in three regions of Bangladesh, in order to strengthen the power of trade unions. The project received funding from Mondiaal FNV in the Netherlands and seeks to contribute to the to the knowledge and research pathway of Mondiaal’s theory of change related to social dialogue. Between August and November 2020 five studies have been undertaken. In a face-to-face survey on wages and work 1,894 workers have been interviewed. In a survey on the cost-of-living 19,252 prices have been observed. The content of 27 collective agreements have been analysed. Fifth, desk research regarding the four sectors was undertaken. The project was coordinated by WageIndicator Foundation, an NGO operating websites with information about work and wages in 140 countries, a wide network of correspondents and a track record in collecting and analysing data regarding wage patters, cost of living, minimum wages and collective agreements. For this project WageIndicator collaborated with its partner Bangladesh Institute of Development Studies (BIDS) in Dhaka, with a track record in conducting surveys in the country and with whom a long-lasting relationship exists. Relevant information was posted on the WageIndicator Bangladesh website and visual graphics and photos on the project webpage. The results of the Cost-of-Living survey can be seen here.

Ready Made Garment (RMG), Leather and footwear, Construction and Tea gardens and estates are the key sectors in the report. In the Wages and Work Survey interviews have been held with 724 RMG workers in 65 factories, 337 leather and footwear workers in 34 factories, 432 construction workers in several construction sites and 401 workers in 5 tea gardens and 15 tea estates. The Wages and Work Survey 2020 was conducted in the Chattagram, Dhaka and Sylhet Divisions.

Earnings have been measured in great detail. Monthly median wages for a standard working week are BDT 3,092 in tea gardens and estates, BDT 9,857 in Ready made garment, Bangladeshi Taka (BDT) 10,800 in leather and footwear and BDT 11,547 in construction. The females’ median wage is 77% lower than that of the males, reflecting the gender pay gap noticed around the world. The main reason is not that women and men are paid differently for the same work, but that men and women work in gender-segregated parts of the labour market. Women are dominating the low-paid work in the tea gardens and estates. Workers aged 40 and over are substantially lower paid than younger workers, and this can partly be ascribed to the presence of older women in the tea gardens and estates. Workers hired via an intermediary have higher median wages than workers with a permanent contract or without a contract. Seven in ten workers report that they receive an annual bonus. Almost three in ten workers report that they participate in a pension fund and this is remarkably high in the tea estates, thereby partly compensating the low wages in the sector. Participation in an unemployment fund, a disability fund or medical insurance is hardly observed, but entitlement to paid sick leave and access to medical facilites is frequently mentioned. Female workers participate more than males in all funds and facilities. Compared to workers in the other three sectors, workers in tea gardens and estates participate more in all funds apart from paid sick leave. Social security is almost absent in the construction sector. Does the employer provide non-monetary provisions such as food, housing, clothing, or transport? Food is reported by almost two in ten workers, housing is also reported by more than three in ten workers, clothing by hardly any worker and transport by just over one in ten workers. Food and housing are substantially more often reported in the tea gardens and estates than in the other sectors. A third of the workers reports that overtime hours are paid as normal hours plus a premium, a third reports that overtime hours are paid as normal hours and another third reports that these extra hours are not paid. The latter is particularly the case in construction, although construction workers work long contractual hours they hardly have “overtime hours”, making not paying overtime hours not a major problem.

Living Wage calculations aim to indicate a wage level that allows families to lead decent lives. It represents an estimate of the monthly expenses necessary to cover the cost of food, housing, transportation, health, education, water, phone and clothing. The prices of 61 food items, housing and transportation have been collected by means of a Cost-of-Living Survey, resulting in 19,252 prices. In Chattagram the living wage for a typical family is BDT 13,000 for a full-time working adult. In Dhaka the living wage for a typical family is BDT 14,400 for a full-time working adult. In both regions the wages of the lowest paid quarter of the semi-skilled workers are only sufficient for the living wage level of a single adult, the wages of the middle paid quarter are sufficient for a single adult and a standard 2+2 family, and the wages in the highest paid quarter are sufficient for a single adult, a standard 2+2 family, and a typical family. In Sylhet the living wage for a typical family is BDT 16,800 for a full-time working adult. In Sylhet the wages of the semi-skilled workers are not sufficient for the living wage level of a single adult, let alone for a standard 2+2 family or a typical family. However, the reader should take into account that these earnings are primarily based on the wages in the tea gardens and estates, where employers provide non-monetary provisions such as housing and food. Nevertheless, the wages in Sylhet are not sufficient for a living wage.

Employment contracts. Whereas almost all workers in construction have no contract, in the leather industry workers have predominantly a permanent contract, specifically in Chattagram. In RMG the workers in Chattagram mostly have a permanent contract, whereas in Dhaka this is only the case for four in ten workers. RMG workers in Dhaka are in majority hired through a labour intermediary. Workers in the tea gardens and estates in Chattagram in majority have no contract, whereas in Sylhet they have in majority a permanent contract. On average the workers have eleven years of work experience. Almost half of the employees say they have been promoted in their current workplace.

COVID-19 Absenteeism from work was very high in the first months of the pandemic, when the government ordered a general lock down (closure) for all industries. Almost all workers in construction, RMG and leather reported that they were absent from work from late March to late May 2020. Female workers were far less absent than male workers, and this is primarily due to the fact that the tea gardens and estates with their highly female workforce did not close. From 77% in March-May absenteeism tremendously dropped till 5% in June-September. By September the number of absent days had dropped to almost zero in all sectors. Absenteeism was predominantly due to workplace closures, but in some cases due to the unavailability of transport. More than eight all absent workers faced a wage reduction. Wage reduction has been applied equally across the various groups of workers. The workers who faced reduced earnings reported borrowing from family or friends (66% of those who faced wage reduction), receiving food distribution of the government (23%), borrowing from a micro lenders (MFI) (20%), borrowing from other small lenders (14%), receiving rations from the employer (9%) or receiving cash assistance from the government or from non-governmental institutions (both 4%). Male workers have borrowed from family or friends more often than female workers, and so did workers aged 40-49 and couples with more than two children.

COVID-19 Hygiene at the workplace After return to work workers have assessed hygiene at the workplace and the supply of hygiene facilities. Workers are most positive about the safe distance or space in dining seating areas (56% assesses this as a low risk), followed by the independent use of all work equipment, as opposed to shared (46%). They were least positive about a safe distance between work stations and number of washrooms/toilets, and more than two in ten workers assess the number of washrooms/toilets even as a high risk. Handwashing facilities are by a large majority of the workers assessed as adequate with a low risk. In contrast, gloves were certainly not adequately supplied, as more than seven in ten workers state that these are not adequately supplied. This may be due to the fact that use of gloves could affect workers’ productivity, depending on the occupations.

While nearly one fifth of respondents in Russia revealed that salaries have already been decreased in their companies as of April 2020, 30 percent of survey participants stated that salaries would remain the same over the next six months in their firms. Nearly 30 percent of the polled expected salary reductions to some extent in the future.

For further information about the coronavirus (COVID-19) pandemic, please visit our dedicated Facts and Figures page.

European Cutting, Shaping and Finishing of Stone Wages and Salaries Share by Country (Million Euros), 2023 Discover more data with ReportLinker!

According to a survey among private companies in Japan, wage revisions resulted in the monthly scheduled wage person increasing by an average of almost ** thousand Japanese yen in 2024. The figure includes companies with implemented and planned salary cuts and increases, as well as companies, which have decided not to revise wages.

According to a survey conducted in May 2020, ** percent of U.S. adults have already lost a job or received a major reduction in their paid work hours due to the COVID-19 outbreak.

Correlations between public and private sector wages and GDP.