Data Methodology

Data Sources

PlainEmploy draws from three authoritative international datasets to provide the most comprehensive view of employment protection laws worldwide:

By combining these three sources, PlainEmploy covers 145 countries with 7 ranking metrics — far broader than any single dataset alone. Each source contributes unique dimensions: the OECD provides time-series scoring, the ILO provides legal detail, and the World Bank provides business-environment context.

Data Vintage

The OECD EPL database currently covers data through 2019, with historical time series from 1990 onward enabling 30-year trend analysis of how employment protections have evolved. ILO EPLex data reflects the most recent legislative updates available in the ILO repository. World Bank B-READY indicators cover the most recent assessment cycle. PlainEmploy updates each source as new data becomes available from the respective organizations.

Processing Pipeline

  1. OECD EPL data is downloaded from the OECD.Stat data portal using official EPL indicator codes covering all four pillars (overall, regular employment, temporary employment, collective dismissals).
  2. ILO EPLex legislative data is extracted and normalized to match the country code system used across all three datasets.
  3. World Bank B-READY labor regulation scores are downloaded and aligned with the existing country roster.
  4. Countries are matched across all three sources using ISO country codes, with manual review for territories and economies with non-standard classifications.
  5. Records are organized by country, year, and metric type. Country-comparison pairs are pre-computed for all two-country combinations, enabling instant side-by-side analysis.
  6. Historical time series from 1990 to 2019 are retained for OECD-covered countries to support trend visualization.
  7. Seven composite ranking metrics are calculated from the merged dataset, allowing countries to be ranked by overall protection stringency, individual dismissal rules, temporary work regulation, and collective dismissal requirements.
  8. All data is loaded into a structured SQLite database serving country profiles, comparison pages, and global ranking tables.

The Four EPL Pillars

The OECD EPL index scores countries on a 0 to 6 scale (0 = least restrictive, 6 = most protective) across four dimensions:

  • Overall EPL — Composite index combining all three sub-pillars into a single measure of employment protection stringency
  • Individual Regular Employment (EPR) — Rules governing dismissal of permanent contract workers: notice periods, severance pay, and procedural requirements for termination
  • Individual Temporary Employment (EPT) — Regulations on fixed-term contracts and temporary agency work, including maximum duration and renewal limits
  • Collective Dismissals (EPC) — Additional obligations when employers dismiss multiple workers simultaneously, including consultation requirements and social plan mandates

Coverage

  • Countries: 145 unique (combined union of three datasets)
  • ILO EPLex: 95 countries — termination rules (2020 edition), scored 0–1
  • World Bank B-READY: 101 economies — labor regulation quality (2025), scored 0–100
  • OECD EPL: 72 countries — historical employment protection (1990–2019), scored 0–6
  • Ranking metrics: 7 composite measures across the three sources
  • Comparison pairs: 10,440+ pre-computed two-country side-by-sides
  • Time series: 1990–2019 (OECD), 2007–2020 (ILO EPLex), single-year (B-READY 2025)
  • EPL pillars (OECD): 4 (overall, regular employment, temporary employment, collective dismissals)

ILO EPLex — Detailed Sub-Indicators

The ILO Employment Protection Legislation Explorer (EPLex) database codes the presence and content of national termination rules into seven structured sub-indicators that aggregate into the EPLex composite (0–1 scale):

  • prohibited_dismissal — extent of statutory protection against unfair dismissal grounds (discrimination, union activity, pregnancy, etc.)
  • procedural_requirements — notification, written justification, opportunity for the employee to respond, prior authorization where required
  • notice_periods — length of advance notice required, scaled by tenure
  • severance_pay — statutory severance entitlement at termination, scaled by tenure
  • redundancy_pay — additional payment specifically for economic-redundancy dismissals
  • redress — available remedies for unfair dismissal (reinstatement, compensation, both)
  • trial_max_months — maximum allowed probation period before full protection applies

World Bank B-READY — Three Pillars

B-READY (Business Ready), the 2024 successor to the Doing Business reports, evaluates the labor regulatory environment on a 0–100 scale across three pillars:

  • pillar1_quality — quality of the regulatory framework as written (paid leave, dismissal grounds, anti-discrimination)
  • pillar2_services — availability of public-sector services supporting labor regulation (online dispute resolution, social-security access)
  • pillar3_efficiency — operational efficiency of labor regulation in practice (weeks_to_dismiss, weeks_severance, share of firms reporting labor disputes, months to resolve a dispute)

B-READY data comes from a firm survey of approximately 50 firms per country in the principal commercial city, supplemented by expert legal review.

Cross-Source Coverage Map

Not every country has data from all three sources. Country profile pages display which sources cover that specific jurisdiction. Coverage breakdown:

  • 28 countries covered by all three sources (mostly OECD members with detailed B-READY surveys)
  • 30 countries covered by ILO EPLex + World Bank B-READY (no OECD time series)
  • 24 countries covered by ILO EPLex + OECD EPL (B-READY not surveyed)
  • 13 countries covered by World Bank B-READY + OECD EPL (no ILO EPLex)
  • 13 countries covered by ILO EPLex only
  • 30 countries covered by World Bank B-READY only
  • 7 countries covered by OECD EPL only

When a country is covered by only one or two sources, only those metrics appear on its profile page — we never interpolate or impute values from one source to another.

Accuracy Commitment

PlainEmploy reproduces source data exactly as published by the OECD, ILO, and World Bank. No subjective adjustments or editorial modifications are applied to the underlying scores or legislative data. Country profiles clearly indicate which data sources are available for each nation, so users can assess coverage depth. When a country lacks data from one or more sources, this is displayed transparently rather than hidden or interpolated.

Limitations

  • EPL scores reflect the law as written — actual enforcement practices vary by jurisdiction and are not captured in any of the three datasets.
  • OECD time-series data ends at 2019. Significant labor law reforms enacted after 2019 in some countries are not reflected in the EPL scores.
  • Not all 145 countries have data from all three sources — coverage depth varies by country depending on OECD membership, ILO reporting, and World Bank assessment cycles.
  • The three datasets use different methodologies and measurement approaches. Direct numerical comparison across sources should be interpreted with this context in mind.
  • PlainEmploy is not affiliated with the OECD, ILO, World Bank, or any government agency.