Dismissals at Enterprises in Russia: Dimensions and Reasons

Russian labour market has always been unstable and inconsistent: employees have been facing unemployment and stiff competition with applicants. For instance, the number of unemployed in Russia in the year of 2019 reached 3,5 mln people, that is to say 4,7% of the entire labour force, and in 2020, in the terms of the pandemic of COVID-19, the share of unemployed doubled which resulted into leaving employers with uncertain costs. Moreover, the scatteration of the enterprises and inequality of population endowment throughout the regions of the Russian Federation create additional difficulties for optimal mobility of the labour force: the unemployment rate among low population areas’ dwellers is higher than the one among metropolises’ citizens (6,5% and 4,1% respectively). Such uncertainties address the question of what features of the enterprises significantly influence the labour turnover, the number of dismissals, and voluntary separations, and how this influence may be characterized. This survey is aimed at analyzing the relationship between the redundancies and such enterprises’ features as their age and specialization, location, performing various innovations, workers’ additional training, etc. For indicating these relationships, regression analysis was pursued, alongside with building probit- and ivtobit-models. Judging from the analysis outcome, a negative relation between the dismissal and implementing innovations, alongside with the further training of the employees. It was indicated that the changes in the financial status of the enterprise makes no impact on the turnover. In addition, some other factor influencing the turnover, dismissals, and voluntary endowments were specified.