Feature Article: Technical report: Proposals from the review of working arrangements statistics
A shorter version of this article was published in the October 2005 issue of Australian Labour Market Statistics (cat. no. 6105.0).
INTRODUCTION
The ABS recently conducted a review of ABS working arrangements statistics. For the purpose of the review, working arrangements were defined to cover those aspects of a person's employment which describe the nature of the employment relationship (e.g. employee, owner manager, contract or labour hire work), as well as the person's conditions of work (e.g. job duration, working time arrangements, location of work).
During the review consultations were undertaken with a wide range of users. These consultations identified a range of data items for inclusion in the survey program to provide a comprehensive picture of the working arrangements of employed people. The combination of these data items, and proposed changes to the survey program, aim to achieve a set of statistics on working arrangements which is consistent, timely and relevant, and reflects the highest priority needs of users.
This article presents the proposals resulting from the review and is an expanded version of the article published in the October 2005 issue of Australian Labour Market Statistics (cat. no. 6105.0).
PROPOSED DATA ITEMS
The data items that are proposed for inclusion in the survey program were largely drawn from existing surveys that were in scope of the review. Many data items currently available within the survey program will continue to be available, but may be collected in a different survey or with a different frequency. Other data items are new, and will require more development work to determine actual content.
The proposed data items are detailed in Attachment 1. Some of the data items listed are subject to further development to determine appropriate categories. Also, some of the terminology used differs from that used in existing ABS collections, and is subject to further discussion. Broadly, the data items have been divided into the following modules:
- Employment type
- Job duration
- Working time arrangements
- Job flexibility
- Job stability
- Job scheduling
- Contract work
- Labour hire
- Locations of work
- Labour mobility and changes in job
- Absence from work.
Employment Type
Employment Type refers to the classification of employed people according to the nature of the employment relationship or contract. In this classification, owner-managers of incorporated enterprises are identified separately from other employees, with further disaggregations to identify employees with and without leave entitlements, and employed people working on a contract basis. Two versions of this classification are proposed, with the less detailed version not identifying contract work.
Regular and frequent availability of employment type data was the highest priority user need identified in the review. Currently, employment type data is collected irregularly - around every three years (principally in the Forms of Employment Survey). In response to strong user demand, it is planned to collect the detailed version of Employment Type annually, and the short version quarterly.
To provide a time series for Employment Type, an annual series of the short version was derived for 1992 to 2003 from the Survey of Employee Earnings, Benefits and Trade Union Membership, and was published in the October 2004 issue of Australian Labour Market Statistics (cat. no. 6105.0). This time series has been updated with 2004 data and is published as an article 'spotlight on employment type' in this October 2005 issue of Australian Labour Market Statistics.
The Employment Type data will complement the existing Status in Employment classification, where the category 'Employees' includes both owner-managers of incorporated enterprises and other employees. The inclusion of owner-managers of incorporated enterprises in the 'employees' category is consistent with the concepts used in the System of National Accounts, and will continue to be relevant from an economic perspective.
An issue that has emerged recently concerns the terminology used for 'owner-managers of incorporated enterprises'. This terminology follows from usage in documents from the International Labour Organisation. However, the equivalent terminology used in ABS employer surveys (such as the Survey of Employee Earnings and Hours) is 'working proprietors of incorporated businesses'. As consistency between household and business surveys is desirable, users' views will be sought to assist in determining the most appropriate terminology for use in Australia.
Another issue for terminology relates to 'casual' workers. Data on employees (who are not owner-managers of incorporated enterprises) without leave entitlements are often used as a proxy for 'casual' workers. However, there is no precise definition of casuals, and some 'casuals' may have leave entitlements, while some people without leave entitlements may not consider themselves to be 'casual' (this is reflected in responses to the question on whether job is casual, included in the Forms of Employment Survey). The ABS is not proposing to adopt the term 'casuals' for this group of employees in standard output.
Job duration
Past duration of current job refers to how long a person has been working with their current employer or in their current business. Future duration of current job refers to whether a person expects to be working for their employer or in their current business in the next twelve months and, if not, why not. Past and future duration of current job are important indicators of job security and stability.
Currently, limited information is available quarterly (focussing on whether a person has worked for their current employer for 12 months or more, and with a limited range of reasons why they do not expect to be working for their employer in 12 months time), while the detailed versions are only available irregularly. In the medium term it is proposed to collect full details of past and future duration of current job quarterly.
Working time arrangements
Working time arrangements are of interest in relation to the flexibility available in a job, the stability of hours (and income), and types of scheduling of work. These issues are of considerable interest to users in themselves, as well as in relation to the implications for other aspects of life (i.e. work and life balance).
The different dimensions of working time arrangements are not easily summarised in single data items, so a set of data items for each of three key aspects has been proposed: job flexibility, job stability, and job scheduling. These sets are based on data items collected in various existing surveys, plus some new data items which will be subject to further development. It is proposed to collect a set of key indicators of working time arrangements at least every three years, so that changes in arrangements can be monitored.
An additional user need was for people's preferences in relation to working time arrangements - whether they were happy with the arrangements they had, or would like different arrangements, for example, that were more secure or more flexible. This aspect will be explored further in the discussion of 'Work and family balance' below.
Contract work
While some information on contract work is currently collected as part of the detailed version of the Employment Type classification (to be collected annually as part of this proposal), there is interest in additional details about contract work, particularly whether self-employed people undertaking contract work are 'dependent' upon their client (in a relationship similar to employee/employer), or are independent. It is proposed to collect data items on the details of contract work on a three-yearly basis.
During the review, feedback was sought on the adequacy of the current data items on dependency of contract workers. While some users thought that the current indicators were adequate for their needs, others suggested additional indicators, including the taxation arrangements that apply. Further investigation will be conducted to see if the current set of indicators can be improved.
Labour hire
There was continuing user interest in data on labour hire workers, even though collecting data on labour hire workers has proven difficult in ABS household surveys in the past. Further investigations will be undertaken to determine if the quality of the data from ABS surveys can be improved. It is planned to collect data on labour hire at least every three years in the revised survey program.
Locations of work
Users gave a lower priority to data about locations of work, although there was interest in obtaining information about the characteristics of people who work from home. At this stage it is planned to keep collecting information about locations of work every six years, but in a reduced form (from what is currently collected in the Locations of Work Survey).
Labour mobility and changes in job
Data currently collected on labour mobility focusses on changes of employer or location, but does not include changes with the same employer at the same location (such as a promotion, change in duties or change in full-time/part-time status). Changes with the same employer are only collected six-yearly, and through a survey that does not include other aspects of labour mobility. Users expressed some interest in obtaining data about all changes in job, including with the same employer. It is planned to modify the two-yearly Labour Mobility Survey to identify changes with employer, as well as changes between employers.
Absence from work
There is user demand for information about the amount and type of leave taken by employees in Australia. Currently, only limited data is collected about absences from work: information about short-term absences from work in the two weeks prior to the survey is collected every three years, while details of long-term absences are collected six yearly. Monthly data are available on the reasons for absence of full-time workers who worked less than 35 hours in the reference week. The option of extending this to reasons for absence for all workers whose actual hours were less than their usual hours will be examined further. This would be the most efficient way of collecting comprehensive data. It would result in estimates of the amount of absence through the difference between actual and usual hours.
Interest in long-term absences from work is concentrated mainly on breaks taken for the birth of a child. It is proposed that data on this aspect be collected six-yearly, although on a slightly different basis to data previously collected.
Other data item issues
Temporary employment
The ABS will further investigate the concept of temporary employment. As data on temporary employment is often used internationally, it is hoped that an appropriate measure can be developed. If necessary, it may be possible to collect additional data annually to enable the derivation of a temporary employment measure.
Work and family balance
Many user concerns relating to working arrangements were in the context of how work impacted on other aspects of life, particularly family commitments. There were requests for data on overwork, and on preference for more flexible arrangements. While some relevant data will be available as part of the other topics already listed, it is proposed to include a more comprehensive topic covering these issues in the survey program on at least a six-yearly basis.
PROPOSED SURVEY PROGRAM
The ABS household survey program is based on the following vehicles:
- monthly Labour Force Survey (LFS)
- supplementary surveys run in conjunction with the LFS
- Special Social Surveys (SSSs), and
- annual Multi-Purpose Household Survey (MPHS), also run in conjunction with the LFS.
The table below shows the modules and data items proposed for each of these vehicles. The supplementary surveys include Forms of Employment; Pregnancy and Work Transitions; Employee Earnings, Benefits and Trade Union Membership; and Labour Mobility. The Survey of Employment Arrangements, Retirement and Superannuation is a SSS, while the Work and Family Balance Survey is part of the MPHS program.
Labour Force Survey
The LFS collects key information on labour force status monthly, with an expanded set of questions quarterly. As the LFS is a main economic indicator, changes to the survey are rare, to ensure that the key series are not affected. However, it is hoped that the flexibility provided by computer-assisted interviewing (introduced to the LFS in August 2004) will make it possible to add some questions to the survey in the medium term without impacting on other parts of the LFS questionnaire. Changes would not be introduced before a full assessment of the implications for the key series. The topics that are being considered for possible inclusion in the LFS are:
- the short version of Employment Type (requires addition of questions on entitlement to paid sick and holiday leave) - quarterly
- expansion of the questions on past and future job duration from short to full forms - quarterly, and
- expansion of the questions on absence from work to provide more comprehensive data - monthly.
Supplementary surveys
There are four supplementary surveys on the current work program that collect data related to working arrangements statistics and will be affected by the proposed changes. All of these surveys are conducted with the November LFS at varying frequencies (generally either three or six yearly). They are: Forms of Employment, Working Arrangements, Locations of Work, and Career Experience.
1. PROPOSED CONTENT OF SURVEY PROGRAM FOR WORKING ARRANGMENT MODULES
Note: actual content of new topics yet to be determined - this table indicates possible content
WTA: Working Time Arrangements
SEARS: Survey of Employment Arrangements, Retirement and Superannuation
EEBTUM: Employee Earnings, Benefits and Trade Union Membership
Each of these topics has been developed at a different time and with a different purpose. As a result, they do not provide an integrated set of information, and have some inconsistencies. It is proposed to replace these topics with a core topic conducted each November (based on the Forms of Employment survey, and collecting key indicators including the 'long' version of Employment type), supplemented by modules on other aspects of interest, which will be rotated between years. This approach should give additional flexibility to the survey program. The modules proposed are:
- Working time arrangements - covering the working time arrangements topic described above, including job flexibility, stability and scheduling
- Contract - covering additional aspects of the employment contract, including the contract work and labour hire topics described above, and
- Location - covering the location of work topic described above.
There are other supplementary surveys on the program related to working arrangements. The topic Pregnancy and Work Transitions, scheduled every six years, will not be affected by the proposals. This topic will pick up information on long-term absences of work related to the birth of children. The topic Labour Mobility will continue to be conducted every two years in February, but will be expanded to include changes with employer instead of only changes between employers. The topic Employee Earnings, Benefits and Trade Union Membership will continue to be conducted every year in August, with the only change considered being to not ask owner-managers of incorporated enterprises about paid leave entitlements.
Survey of Employment Arrangements, Retirement and Superannuation (SSS vehicle)
Through the proposals for the LFS and supplementary surveys, key indicators should be available on a regular basis - many quarterly or annually, with additional detail every three or six years. In addition, there is one Special Social Survey conducted - Survey of Employment Arrangements, Retirement and Superannuation (SEARS) - that provides an opportunity to bring all the indicators together, and will be valuable in supplementing the data from other sources. SEARS will be conducted every six years, and was last conducted in 2000 as the Survey of Employment Arrangements and Superannuation.
SEARS provides for face-to-face personal interviewing, which will allow for more complex questions, and should provide higher quality data than that collected through the LFS and Supplementary Surveys (which are conducted on an Any-Responsible-Adult basis, usually through telephone interviewing). SEARS will include information on education and income, which will be valuable for more detailed analysis. Another advantage of SEARS is that it will collect data on the second jobs that people have, while LFS and supplementary surveys are often restricted to getting details on their main job.
Work and Family Balance (MPHS vehicle)
The survey program provides only limited information on work and family balance. Rather than try to include extra questions in the supplementary surveys or SEARS, it is proposed to collect information through a topic on the Multi-Purpose Household Survey (MPHS), which is a vehicle that involves personal interviewing, conducted over the telephone. There is scope for topics on this survey to be added or expanded with user funding. The Work and Family Balance topic has been allocated a slot in the 2007-08 MPHS, although the time allocated for questions is very limited at this stage. The frequency of the topic is yet to be determined, but could be four to six-yearly.
The Work and Family Balance topic will look at the impact of work on commitments outside of work, particularly caring responsibilities, as well as the availability and use of flexible working arrangements to balance work and life. As the survey involves personal interviewing, it is suitable for asking questions on details of arrangements, and on personal preferences. It builds on similar topics on work and caring responsibilities conducted as State supplementary surveys (see list in Attachment 2).
Summary of survey program
Details of the current surveys collecting working arrangement statistics, and how these will be affected by the revised survey program, are included in Attachment 2. A range of information on working arrangements is already collected in the monthly Labour Force Survey, and this may be expanded, as explained above. For the other household surveys mentioned above, the following table shows the relationship between the current survey program and the changes proposed for the November supplementary surveys. These proposals are within the current allocation of resources for labour-related surveys on the household survey program.
2B. PROPOSED FUTURE SURVEY PROGRAM |
|  |
| Year | Supplementary surveys - November topics | Other surveys proposed | |
| |
| 2006 | Forms of Employment + Working Time Arrangements | Labour Mobility (February), EEBTUM (August) | |
| 2007 | Forms of Employment | EEBTUM (August), SEARS, Work and Family Balance (MPHS) | |
| 2008 | Forms of Employment + Contract + Locations | Labour Mobility (February), EEBTUM (August) | |
| 2009 | Forms of Employment + Working Time Arrangements | EEBTUM (August), | |
| 2010 | Forms of Employment | Labour Mobility (February), EEBTUM (August) | |
| 2011 | Forms of Employment + Contract, Pregnancy and Work Transitions | EEBTUM (August) | |
| 2012 | Forms of Employment + Working Time Arrangments | Labour Mobility (February), EEBTUM (August) | |
| 2013 | Forms of Employment | EEBTUM (August), SEARS, Work and Family Balance (MPHS) | |
| 2014 | Forms of Employment + Contract + Locations | Labour Mobility (February), EEBTUM (August) | |
| |
EEBTUM: Employee Earnings, Benefits and Trade Union Membership
SEARS: Survey of Employment Arrangements, Retirement and Superannuation |
DISSEMINATION
For all of the surveys mentioned, data will initially be released through a publication. In addition, more detailed data will be available through products such as spreadsheets or datacubes. This represents a change for the supplementary surveys, where the only release currently is through a publication. The expansion of the range of electronic products will make more State/Territory level data available, as well as data for other key classifications, such as Relationship in Household, and Age.
For some surveys, a Confidentialised Unit Record File (CURF) will be released.
The following table summarises the modes of release for each of the surveys.
ATTACHMENT 1 - DETAILS OF PROPOSED DATA ITEMS
Note: these are initial proposals only. More work on terminology and classifications will take place before they are finalised.
EMPLOYMENT TYPE
| Data item | Population of interest | Categories |
| Employment type - short version | All employed | Employee*
Employee* with paid leave entitlements
Employee* without paid leave entitlements
Owner manager
Owner manager of incorporated enterprise
Owner manager of unincorporated enterprise
Contributing family worker |
| Employment type - detailed version, with contract work | All employed | Employee*
Employee* with paid leave entitlements
On fixed-term contract
Not on fixed-term contract
Employee* without paid leave entitlements
On fixed-term contract
Not on fixed-term contract
Owner manager
Owner manager of incorporated enterprise
Undertakes contract work
Doesn't undertake contract work
Owner manager of unincorporated enterprise
Undertakes contract work
Doesn't undertake contract work
Contributing family worker |
* Employees excluding owner managers of incorporated enterprises
Notes:
- will analyse data from Forms of Employment November 2004 confirming the categories for the detailed version
- could produce alternative views of Employment Type that focus on contract work, rather than with/without leave entitlements, or incorporated/unincorporated.
JOB DURATION
| Data item | Population of interest | Categories |
| Duration of current job - short version | All employed | Worked for employer/in business for 12 months or more
Worked for employer/in business for less than 12 months
Under 3 months
3 and under 6 months
6 and under 12 months
|
| Duration of current job - detailed version | All employed | Less than 1 year
Under 3 months
3 and under 6 months
6 and under 12 months
1 and under 2 years
2 and under 3 years
3 and under 5 years
5 and under 10 years
10 and under 20 years
20 years and over |
| Expected future duration of current job | All employed | Expects to be working for employer/in business in 12 months time
Doesn't expect to be working for employer/in business in 12 months time |
| Reason does not expect to be working in current job in 12 months - short version | Persons not expecting to be working in current job in 12 months | Voluntary/non-economic
Changing jobs/seeking other employment
Returning to study/travel/family reasons
Retiring
Involuntary/economic
Seasonal/temporary job
Employer or business closing down/downsizing
Other |
| Reason does not expect to be working in current job in 12 months - detailed version | Persons not expecting to be working in current job in 12 months | Voluntary/non-economic
Return to study/completing study
Travel/holiday
Maternity/paternity reasons/looking after family member(s)
Retiring
Changing jobs/seeking other employment
Involuntary/economic
Seasonal/temporary job/fixed contract
Employer or business closing down/downsizing
Completing current work
Other |
Working time arrangements - including job flexibility, stability and scheduling
JOB FLEXIBILITY
| Data item | Population of interest | Categories |
| Whether has any say in start and finish times | Employees* | Has some say in start and finish times
Able to choose times day-to-day
Times negotiated with employer in advance
Other (if needed)
Does not have any say in start and finish times |
| Whether has a formal system of flexible working hours | Employees* who have some say in start and finish times | Has a formal system of flexible working hours
Doesn't have a formal system of flexible working hours |
| Whether able to work extra hours in order to take time off | Employees* | Able to work extra hours in order to take time off
Not able to work extra hours in order to take time off |
| Whether able to choose when holiday leave is taken | Employees* | Able to choose when holiday leave is taken
Not able to choose when holiday leave is taken |
* Employees excluding owner managers of incorporated enterprises
JOB STABILITY
| Data item | Population of interest | Categories |
| Whether normally works the same number of hours each week | All employed | Normally works the same number of hours each week
Hours vary weekly |
| Whether guaranteed minimum number of hours | Employees* whose hours vary weekly | Guaranteed minimum number of hours
No guaranteed minimum number of hours |
| Whether extra hours worked (overtime) | Employees* who have regular hours | Overtime worked
Paid overtime
Overtime included in salary package
Overtime taken as time off in lieu
Unpaid overtime
Other arrangements
Overtime not worked |
| How far in advance is schedule known? | Employees* whose hours vary weekly | to be determined |
| Whether earnings vary | Employees* | Earnings vary
Earnings do not vary |
| Whether self- identified as a casual | Employees* | Self-identified casual
Did not identify as casual |
| Whether receives a casual loading | Employees* | Receives a casual loading
Doesn't receive a casual loading |
* Employees excluding owner managers of incorporated enterprises
JOB SCHEDULING
| Data item | Population of interest | Categories |
| Whether worked weekdays and/or weekends | All employed | Weekdays only
Weekends only
Weekends and weekdays |
| Whether worked any hours between 7pm and 7am | All employed | Worked between 7pm and 7am
Didn't work between 7pm and 7am |
| How many days of the week at work | All employed | 1 to 7 |
| Whether worked shift work | Employees* | Worked shift work
Did not work shift work |
* Employees excluding owner managers of incorporated enterprises
CONTRACT WORK
| Data item | Population of interest | Categories |
| Whether able to undertake more than one contract | Owner-managers who undertake contract work | Able to undertake more than one contract
Not able to undertake more than one contract |
| Whether able to (sub) contract | Owner-managers who undertake contract work | Able to (sub) contract
Not able to (sub) contract |
| Reason can't (sub) contract | ... | Part of employment contract/conditions
Nature of work
Other |
| Whether prevented from working for multiple clients | Owner-managers who undertake contract work | Prevented from working for multiple clients
Not prevented from working for multiple clients |
| Who has authority over working procedures | Owner-managers who undertake contract work | Owner-manager has control over working procedures
Owner-manager does not have control over working procedures (more detailed options available in SEAS) |
| Dependence on client | Owner-managers who undertake contract work | In some way dependent on client
Not dependent on client |
| Whether set completion date | All employees*, owner-managers undertaking contract work? | |
| Whether expect fixed-term contract to be renewed | Employees* on a fixed-term contract | Yes
No |
* Employees excluding owner managers of incorporated enterprises
LABOUR HIRE
| Data item | Population of interest | Categories |
| Whether found job through an employment agency/labour hire firm | All employed | Found job through an employment agency/labour hire firm
Didn't find job through an employment agency/labour hire firm |
| Whether still registered with the same agency/firm | Persons who found job through an employment agency/labour hire firm | Still registered with same agency/firm
No longer registered |
| Whether paid by the agency/firm | Persons still registered with the same agency/firm | Paid by the employment agency/labour hire firm |
LOCATIONS OF WORK
| Data item | Population of interest | Categories |
| Locations of work - short version | All employed | Own home
Business premises (including another home)
Travelling
Other |
| Locations of work - detailed version | All employed | Own home
Another home
Employer or client's home
Another home
Business premises
Employer or client's workplace
Own workplace
Other workplace
Travelling
Other |
| Whether has arrangement with employer to work at home | Employees* who work at own home | Has arrangement with employer to work at home
Doesn't have arrangement with employer to work at home |
| Main reason for working from home | Employees* who work at own home | Wanted office at home/no overheads/no rent
Childcare/family considerations
Flexible working arrangement
To catch up on work
Condition of employment
To operate farm
Other |
| Use of information technology in job at home | Employees* who work at own home | Use information technology in job at home
Use computer only
Use internet
Do not use information technology in job at home |
* Employees excluding owner managers of incorporated enterprises
CHANGES IN JOB
| Data item | Population of interest | Categories |
| All changes in work with current employer in last 12 months | Employees* who have been with their employer for 12 months or more | Promoted
Transferred
Change in hours
Changed location
New, different or extra duties
More responsibility
Had no change in work |
| All types of training received in last 12 months | Employees* who have been with their employer for 12 months or more | Studied or attended formal training
Studied for an educational qualification
Attended formal training course(s)
Had non-formal training
Had on-the-job training
Had other training
Did not study or attend formal training |
| Training supported by employer | Employees* who had studied or attended formal training | Employer provided assistance
Employer did not provide assistance |
* Employees excluding owner managers of incorporated enterprises
Note: will get occupation and full-time/part-time status 12 months ago for persons who have been with their employer for over 12 months, and have experienced a change in that time.
ABSENCE FROM WORK
| Data item | Population of interest | Categories |
| Whether worked less than usual hours | All employed | Worked less than usual hours
Leave, holiday or flexitime, personal reasons
Own illness or injury
Bad weather, plant breakdown
Began or left a job in the reference week
Stood down, on short time, insufficient work
Shift work, standard work arrangements
Other reasons
Didn't work less than usual hours |
| Amount of absence (difference between usual and actual hours) | Employed persons working less than usual hours | Did not work in reference week
Worked part of reference week |
ATTACHMENT 2 - DETAILS OF CURRENT SURVEYS AND IMPLICATIONS OF NEW SURVEY PROGRAM
| Survey or topic | Proposed changes | |
| |
| Forms of Employment | Core module to become annual. Other aspects picked up in the Contract module (covering contract work and labour hire). | |
| Working Arrangements (discontinued) | Most aspects picked up in the Working time arrangements module. Absences to be replaced by absence data in the LFS. Information on caring for children to be picked up in the Work and Family Balance topic on the MPHS. | |
| Locations of Work (discontinued) | Core information to be collected in the Locations of work module. | |
| Career Experience (discontinued) | Changes with employer to be picked up in Labour Mobility survey. Absences at the birth of a child picked up in Pregnancy and Work Transitions. Information on other long-term absences and whether performance formally assessed to be dropped. | |
| Pregnancy and Work Transitions | No change | |
| Labour Mobility | Information on changes in location to be dropped. Information on changes with employer to be added. | |
| Employee Earnings, Benefits and Trade Union Membership | Few changes, but Employment Type to be derived, and questions on paid leave entitlements not asked of owner-managers of incorporated enterprises. | |
| Survey of Employment Arrangements, Retirement and Superannuation | Questions to be consistent with those to be collected in the November modules. | |
| Labour Force Survey(a) | Extend the range of data items collected quarterly to include the short version of employment type, the full version of past and future job duration. Expand questions on absence to be comprehensive. | |
| |
| (a) Changes would not be introduced before a full assessment of the implications for the key series. |
Also, the following surveys will be drawn on for the content of the Work and Family Balance topic:
- Managing Caring Responsibilities and Paid Employment, NSW, October 2000 (cat. no. 4903.1)
- Managing Paid Employment and Unpaid Caring Responsibilities, Queensland, October 2002 (cat. no. 4903.3)
- Balancing Work and Caring Responsibilities, Tasmania, October 1999 (cat. no. 4903.6).
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