After a relatively long boom period the downturn came as a shock to
most of us. It’s brought home the sense of a real crisis to many
employees and businesses. The crisis means unemployment has become a
real threat to many workers, and many are prepared to stretch far to
keep their jobs.
More than half of Danish workers are willing to accept pay cuts of
around 5 to 10 percent, and this is a new trend. Danish cabin crew with
the Scandinavian airline SAS have accepted a 7 percent pay cut on top
of the 3.5 percent they agreed to earlier, in order to save their jobs.
I believe this change in attitude is based on a fear of unemployment
combined with low unemployment benefits.
Many used to regard unemployment benefits as a sufficient safety net
in combination with an active employment policy and a system for
further training. In Denmark the benefits now cover on average no more
than 55 to 60 percent of your salary, and this feeds an uncertainty
among many workers at risk of loosing their job. What’s more, the boom
years meant training for unemployed people became less of a priority.
Today’s Danish employment policy is far from geared towards helping
unemployed people gain the skills needed to find jobs where they’re
still to be found. If we fail to address this, we could be facing
serious problems recruiting people when employment picks up again. The
country could then suffer a skills shortage, as job seekers will lack
the training to do the jobs which become available.
But cutting pay doesn’t necessarily solve a company’s problems and
could turn out to be a bottomless pool.
Pay cuts is a cost-cutting tool for many businesses. I can well
understand the choice of the individual worker, but pay cuts do not
represent a good, long-term strategy if there is no adjustment to the
company’s production. At the end of the current crisis, the labour
market will emerge changed.
Some businesses will survive, others won’t. History is not rich in
examples of companies saving themselves by implementing pay cuts. I
fear pay cuts will result in loss of employee motivation, which again
will weaken productivity and increase the crisis a company is already
in.
There are, of course, businesses that offer well above average pay
and conditions, and for whom it makes sense to level with the
competition in a time of crisis. But I feel pay cuts are generally not
the solution if the problem is lack of demand. You should stimulate
demand by implementing active employment policies and by public
investment in research, infrastructure, education and innovation.
