Job Security evaluates how a company provides - and protects - stable, predictable employment relationships that allow workers to plan their lives, invest in skills and maintain financial well-being. It covers:

• employment status & contract permanence – ratio of permanent to temporary or gig workers, policies that limit involuntary part-time or short-term contracts, and avoidance of false self-employment;
• workforce-planning & redeployment – forward-looking demand forecasts, internal mobility programmes, reskilling initiatives and transparent processes that prioritise redeployment over layoffs when business needs change;
• fair dismissal & severance practices – clear criteria, due-process procedures, notice periods, consultation with worker representatives, and statutory or collectively bargained severance packages that cushion income loss;
• social-protection coverage & benefits continuity – access to health insurance, pensions, unemployment insurance and other safety-net benefits during employment transitions;
• stakeholder dialogue & transparency – timely communication with employees, unions and communities about restructuring plans, alongside disclosure of workforce-reduction numbers, turnover rates and measures taken to mitigate adverse impacts - aligned with frameworks such as ILO Convention 158, GRI 401, OECD Guidelines, and forthcoming EU ESRS S1.