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We use a new, matched worker-firm dataset for the United Kingdom to estimate the income loss resulting from firm closure and mass layoffs. We track workers for up to nine years after the displacement event, and the availability of predisplacement characteristics allows us to implement difference-in-differences estimators using propensity score matching methods. Income losses during the first five years after the displacement event are in the range 18-35 percent per year for workers whose firm closes down, and 14-25 percent for workers who exit a firm which suffers a mass layoff. These losses are largely due to periods of nonemployment, which is consistent with previous work from Europe, but contrasts with that from the United States.

This article tracks workers' responses to redundancy and impact on the local labour market and regional unemployment policy after the closure of a large employer, Anglesey Aluminium (AA), on Anglesey in North Wales. It questions human capital theory (HCT) and its influence on sustaining neo-liberal policy orthodoxy – focused on supplying skilled and employable workers in isolation from other necessary ingredients in the policy recipe. It is concluded that HCT and associated skills policy orthodoxy are problematic because supply of particular skills did not create demand from employers. Ex-AA workers faced a paradox of being highly skilled but underemployed. Some workers re-trained but there were insufficient (quality) job opportunities. In picking up the pieces after redundancy many workers found themselves part of a labour 'precariat' with little choice but to 'make do and mend'.

This article sheds new light on neglected areas of recent 'work-life' discussions. Drawing on a study of a largely female workforce made redundant by factory relocation, the majority subsequently finding alternative employment in a variety of work settings, the results illustrate aspects of both positive and negative spillover from work to non-work life. In addition, the findings add to the growing number of studies that highlight the conditions under which part-time working detracts from, rather than contributes to, successful work-life balance. The conclusion discusses the need for a more multi-dimensional approach to work-life issues.

This article examines the longer-term effects of job loss for middle income households in Australia. Specifically, it analyses the experiences of workers who lost their jobs in the 2001 collapse of an Australian airline, Ansett Airlines. Since Ansett employees' savings were tied up in the Ansett corporate structure, its workers faced the double jeopardy of losing both their careers and their savings. The article illuminates the role of financial losses in overall outcomes and argues that an adequate understanding of post-redundancy experiences must incorporate employment, wellbeing and financial effects. The article concludes that employment policies pay insufficient attention to the financial risks that accompany job loss. To reduce the adverse impacts of job loss for middle-income households, institutional frameworks need to address the interactions among labour markets, financial markets and housing markets.

Structured interviews with 996 recently fired or laid-off workers provided data for analyses of the situational and psychological antecedents of both thinking about filing a wrongful-termination claim and actually filing such a claim. Potential antecedents were drawn from relational theories of organizational justice, economic theories about claiming, and sociolegal studies of claiming in other contexts. Wrongful-termination claims were most strongly correlated with the way workers felt they had been treated at the time of termination and with their expected winnings from such a claim. Structural equation model analyses of panel data from follow-up interviews with 163 respondents four months later showed that the psychological variables were, in fact, causal antecedents rather than consequences of claiming thoughts and actions. These findings support relational models of organizational justice and lead to practical suggestions for managing the termination process so as to avoid wrongful-termination suits.

This article investigates the process of moving on from redundancy in the Welsh steel industry among individuals seeking new careers. It identifies a spectrum of career change experience, ranging from those who had actively planned their career change, prior to the redundancies, to those 'at a career crossroads', for whom there were tensions between future projects, present contingencies and past identities. It suggests that the process of moving on from redundancy can be better understood if we are able to identify, not just structural and cultural enablers and constraints but also the temporal dimensions of agency that facilitate or limit transformative action in the context of critical life events. Where individuals are located on the spectrum of career change experience will depend on the balance of enabling and constraining factors across the four aspects considered, namely temporal dimensions of agency, individuals' biographical experience, structural and cultural contexts.

This paper draws on recent debates about scale to approach the geography of labour markets from a dynamic perspective sensitive to the spatiality and scale of labour market restructuring. Its exploration of labour market reconfigurations after the collapse of a major firm (Ansett Airlines) raises questions about geography's faith in the inherently 'local' constitution of labour markets. Through an examination of the job reallocation process after redundancy, the paper suggests that multiple labour markets use and articulate scale in different ways. It argues that labour market rescaling processes are enacted at the critical moment of recruitment, where social networks, personal aspirations and employer preferences combine to shape workers' destinations.