This is emphasised by OECD (2005). At the same, they estimate that across the whole group that became eligible for the subsidy (including those who were not hired), the subsidy had no significant impact on exit rates to unsubsidised employment or job stability. Permanent payments are often lacking in active character, and only those that compensate for partial (or complete, but potentially temporary) loss of work capacity are counted as active programmes in the OECD/EC Labour Market Programme Database (Eurostat, 2013). However, permanent in-work benefits that are phased out in line with eamings can have a large impact on the labour market: see Immervoll and Pearson (2009) and the discussion of UK tax credits and Universal Credit in OECD (2014a). The Norwegian inclusive workplace agreements date back to 2001 and are a central framework for tripartite co-operation between the government and employer and employee organisations.