Q.Workers who are on the permanent pay-roll of their employer are called __________ workers. (Choose the correct alternative to fill up the blank) (A) self-employed (B) casual (C) regular (D) hired
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Let’s start with something you already know from everyday life. Think about the market for mangoes. If the price of mangoes rises, sellers bring more mangoes to the market, and buyers buy fewer. The market clears — price adjusts, quantity adjusts, and everyone is happy. Now think about the market for labour. You are a worker. If your boss says, “I’ll pay you half your current salary,” would you work twice as many hours? Probably not. You might quit, or you might work the same hours because you still need to pay rent. The labour market does not behave like the mango market. That is the first clue: labour is not a commodity like fruit or steel.
What is Labour Market Peculiarity?
The term “labour market peculiarity” refers to the unique features that make the market for labour fundamentally different from markets for goods and services. These peculiarities are not minor quirks — they are structural differences that shape how wages are determined, how employment rises and falls, and why government intervention (like minimum wage laws or labour unions) exists.
The NCERT Class-12 Economics textbook (Macroeconomics, Chapter 7: “Employment: Growth, Informalisation and Other Issues”) does not give a single formula for this concept. It is a qualitative, institutional idea. So we will not invent a formula. Instead, we will understand the four main peculiarities that NCERT emphasises.
1. Labour is inseparable from the labourer
When you buy a mango, the mango and the seller are separate. You take the mango home; the seller stays in the shop. But when you hire a worker, you are hiring the person — their time, effort, emotions, health, and dignity. You cannot separate the labour from the human being. This means:
- A worker cannot be “stored” like inventory. If a factory shuts down for a month, the worker’s time is lost forever.
- Working conditions matter directly to the worker’s well-being. A bad environment affects not just output but the person’s life.
- Labour is not homogeneous. Each worker has different skills, attitudes, and productivity. You cannot replace one worker with another the way you replace one kilogram of rice with another.
Because labour is inseparable from the labourer, the human element — motivation, health, safety, dignity — becomes a central concern in labour markets. This is why labour laws exist.
2. Labour is perishable
A worker’s time today cannot be saved and used tomorrow. If a worker is idle today, that day’s labour is lost forever. You cannot “inventory” labour. This gives employers a bargaining advantage: they know that a worker who does not get hired today loses that day’s income permanently. Workers, especially those with no savings, are forced to accept lower wages or worse conditions rather than remain unemployed.
This perishability is the root of exploitation in labour markets. It is also why trade unions and minimum wage laws exist — to protect workers from being forced into a race to the bottom.
3. Labour supply is not perfectly flexible
In the mango market, if price rises, sellers can quickly bring more mangoes from the farm. In the labour market, you cannot instantly produce more skilled workers. A doctor takes years to train. A carpenter takes months to learn. Even unskilled labour is constrained by geography — a worker in Bihar cannot instantly move to Mumbai for a job.
Moreover, workers have reservation wages: the minimum wage at which they are willing to work. If the offered wage is below that, they will choose to remain unemployed rather than work. This is not irrational — it reflects the cost of commuting, the loss of leisure, or the social stigma of a low-status job.
The NCERT textbook discusses the concept of “disguised unemployment” (especially in agriculture) as a direct consequence of this peculiarity: many workers are employed but their marginal productivity is zero. They cannot be easily moved to other sectors because of skill mismatches and immobility.
4. Labour market is not perfectly competitive
In a perfectly competitive market, many buyers and many sellers exist, and no single agent can influence price. In the labour market, this is rarely true.
- Employers often have market power (monopsony). A single large factory in a small town is the only employer. Workers have no alternative, so the employer can set wages below the competitive level.
- Workers organise into unions to counter this power. Collective bargaining replaces individual wage negotiation.
- Government sets minimum wages, regulates working hours, and provides social security. These interventions are not “market distortions” — they are responses to the peculiarities of labour. …
Part (b)Concept understanding — Labour Market Peculiarity
Let’s start with something you already know from everyday life. Think about the market for mangoes. If the price of mangoes rises, sellers bring more mangoes to the market, and buyers buy fewer. The market clears — price adjusts, quantity adjusts, and everyone is happy. Now think about the market for labour. You are a worker. If your boss says, “I’ll pay you half your current salary,” would you work twice as many hours? Probably not. You might quit, or you might work the same hours because you still need to pay rent. The labour market does not behave like the mango market. That is the first clue: labour is not a commodity like fruit or steel.
What is Labour Market Peculiarity?
The term “labour market peculiarity” refers to the unique features that make the market for labour fundamentally different from markets for goods and services. These peculiarities are not minor quirks — they are structural differences that shape how wages are determined, how employment rises and falls, and why government intervention (like minimum wage laws or labour unions) exists.
The NCERT Class-12 Economics textbook (Macroeconomics, Chapter 7: “Employment: Growth, Informalisation and Other Issues”) does not give a single formula for this concept. It is a qualitative, institutional idea. So we will not invent a formula. Instead, we will understand the four main peculiarities that NCERT emphasises.
1. Labour is inseparable from the labourer
When you buy a mango, the mango and the seller are separate. You take the mango home; the seller stays in the shop. But when you hire a worker, you are hiring the person — their time, effort, emotions, health, and dignity. You cannot separate the labour from the human being. This means:
- A worker cannot be “stored” like inventory. If a factory shuts down for a month, the worker’s time is lost forever.
- Working conditions matter directly to the worker’s well-being. A bad environment affects not just output but the person’s life.
- Labour is not homogeneous. Each worker has different skills, attitudes, and productivity. You cannot replace one worker with another the way you replace one kilogram of rice with another.
Because labour is inseparable from the labourer, the human element — motivation, health, safety, dignity — becomes a central concern in labour markets. This is why labour laws exist.
2. Labour is perishable
A worker’s time today cannot be saved and used tomorrow. If a worker is idle today, that day’s labour is lost forever. You cannot “inventory” labour. This gives employers a bargaining advantage: they know that a worker who does not get hired today loses that day’s income permanently. Workers, especially those with no savings, are forced to accept lower wages or worse conditions rather than remain unemployed.
This perishability is the root of exploitation in labour markets. It is also why trade unions and minimum wage laws exist — to protect workers from being forced into a race to the bottom.
3. Labour supply is not perfectly flexible
In the mango market, if price rises, sellers can quickly bring more mangoes from the farm. In the labour market, you cannot instantly produce more skilled workers. A doctor takes years to train. A carpenter takes months to learn. Even unskilled labour is constrained by geography — a worker in Bihar cannot instantly move to Mumbai for a job.
Moreover, workers have reservation wages: the minimum wage at which they are willing to work. If the offered wage is below that, they will choose to remain unemployed rather than work. This is not irrational — it reflects the cost of commuting, the loss of leisure, or the social stigma of a low-status job.
The NCERT textbook discusses the concept of “disguised unemployment” (especially in agriculture) as a direct consequence of this peculiarity: many workers are employed but their marginal productivity is zero. They cannot be easily moved to other sectors because of skill mismatches and immobility.
4. Labour market is not perfectly competitive
In a perfectly competitive market, many buyers and many sellers exist, and no single agent can influence price. In the labour market, this is rarely true.
- Employers often have market power (monopsony). A single large factory in a small town is the only employer. Workers have no alternative, so the employer can set wages below the competitive level.
- Workers organise into unions to counter this power. Collective bargaining replaces individual wage negotiation.
- Government sets minimum wages, regulates working hours, and provides social security. These interventions are not “market distortions” — they are responses to the peculiarities of labour. …
Part (a)
Workers on the permanent pay-roll of their employer, usually receiving social-security benefits and stable employment, are called regular (regular salaried/wage) workers — as distinct from casual or self-employed workers. …
Part (a): Permanent-payroll workers are "regular" workers → (C).
Part (b): Jobless growth causes unemployment because growth is driven by technological development → (D).
Part (a)
Regular (salaried/wage) workers are those employed on the permanent pay-roll of an enterprise. They generally enjoy job security and social-security benefits such as provident fund, pension and paid leave. This is in contrast to casual workers (hired day-to-day, no benefits) and the self-employed (who run their own enterprise). …
- CBSE 2026Set ANNUAL1 markQ.Write the answer in one sentence: At which point the determination of wage occurs in labour market?
›Reveal solutionSolution
Wage is determined where demand for labour = supply of labour.
In a competitive labour market, the wage rate is determined at the equilibrium point where the demand for labour equals the supply of labour. The demand for labour comes from employers (based on the marginal revenue product of labour) and the supply from workers. At the equilibrium wage, the quantity of labour demanded equals the quantity supplied; above it t …
- CBSE 2025Set ANNUAL1 markMCQQ.Which of the following statements is correct? (A) The demand for labour comes from producers (B) Demand of labour depends on its productivity (C) MPL = TPL - TP(L-1) (D) All of these
›Reveal solutionSolution
All three statements about the demand for labour are true, so the answer is (D).
The demand for labour is a derived demand: firms (producers) hire workers to produce goods, so the demand comes from producers (A). How much labour a firm wants depends on labour's productivity — the marginal product of labour (B). And the marginal product of labour is defined as MPL = TP(L) - TP(L-1), the extra total product from employing one additi …
- CBSE 2022Set MARCH1 markQ.In Labour market ____________ are the suppliers of labour.
›Reveal solutionSolution
In the labour market, households (workers) are the suppliers of labour.
The labour market is peculiar because the direction of supply and demand is reversed from an ordinary goods market. Here households supply labour by offering to work, and firms demand labour to produce goods and services. The price of labour is the wage rate …
- CBSE 2022Set ANNUAL1 markQ.Answer in one sentence: How are wages determined in the labour market?
›Reveal solutionSolution
Wages are determined by the demand for and supply of labour.
In a competitive labour market, the wage rate is determined like any price — by the forces of demand for labour (derived from the marginal revenue product of labour by employers) and the supply of labour (offered by workers). The equilibrium wage is set where the demand for labour equals the supply of labour. At a higher wage, supply exceeds demand (unemployment); at a lower wa …
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