This scoring algorithm can be criticised for not giving enough weight to the real burden that each component represents for employers. Indeed, the arbitrariness of this procedure led a few researchers to try to measure dismissal costs directly, mostly based on quantifying the mandatory payments and notice periods as a percentage of labour costs (see, for example, Heckman and Pages, 2004). The drawback of this alternative method is that it is highly data-intensive, generates somewhat endogenous indicators and can hardly be extended to all components that represent a cost for employers. Moreover, evidence suggests that the cross-country rank correlation between OECD indicators and indicators obtained with this method is very high (see Venn, 2009).