Job quality, or the promotion of good work, is a ‘hot topic’. It has featured as a prominent element in three separate government reports published in the space of eight months. This began with the publication of the Taylor Review of Modern Working Practices in July 2017. One of its recommendations was that ‘more effort has to be placed on measuring quality of work through agreed metrics and better data’ (Taylor, 2017: 102). The importance of good jobs was then emphasised as a key component of the government’s Industrial Strategy which was announced in November 2017. This committed the government to create ‘more good jobs and better pay … high quality jobs for all UK citizens’ (HM Government, 2017: 29). Three months later – in February 2018 – the government announced its response to the Taylor Review and its acceptance of the need for agreed measures of job quality. As a result, it has started a dialogue with external experts on the ‘the best measures to evaluate the level of good work’ which will be used to ‘report annually on the quality of work in the UK economy’. A final list of measures and a baseline assessment of job quality in the UK will be published in Autumn 2018 (HM Government, 2018: 13, 23). This short note offers our expertise – as researchers in the field – on why some types of measures should be included and why others should not. This reasoning is based on the application of three key principles and a demonstration of their use in practice.