It really matters how both how big the fluctuations in earnings are from month-to-month, and how frequent those fluctuations take place.
We define 'erratic pay' as when someone's pay changes by at least a quarter compared to the previous month, at least four times a year.
We define 'erratic pay' as when someone's pay changes by at least a quarter compared to the previous month, at least four times a year.
Comments
- Young workers
- Workers on temporary contracts
- Workers in hospitality, recreation and leisure, banking, and retail
- Low-paid workers
This is why stronger employment rights really matter - to improve workers' security of income.
The pay volatility in banking is clearly based around the annual bonus season.
It's volatility in sectors like hospitality, retail and social care that we should worry about...
- flexibility over timing of pay cheques
- stronger employment rights, including rights to guaranteed hours
- encouraging greater private saving to boost resilience