Advocating flexibilization of labour

Promoting flexible forms of labour
Promulgating flexibility of employment
Reducing rigid employer-employee relations
Deregulating employment
Advocating changes in employer-employee relations with the end in view of breaking through regular labour patterns and standard working times and conditions, for example working hours, times and possible combinations, dismissal procedures, merit payment and payment structures, and labour laws generally.
Flexible employment is the fastest growing form of employment and will probably generate most new jobs in the future. It is also a market segment which is now at the fringe of labour market regulations. It is thus highly insecure as a form of employment, usually provides lower levels of income can interrupt a career track, most often affecting promotion.
1. The strength of enterprises is curtailed considerably by the number of rigidities, both within and outside the labour organization. If greater flexibility in working hours is allowed then enterprises could adjust with greater flexibility to the socio-economic circumstances.

2. Employees are making higher demands on labour content, participation, job responsibility and remuneration. They also want more space for activities outside the working environment. They are willing to make a lot of effort for their employers and to display a large amount of loyalty to them, but they expect something in return. Labour relations are established more and more on a business footing and from this angle have to be considered exchange relations (transaction theory).

Counter Claim:
The non-standard employment market is highly feminized and further sets back women's progress towards equal employment.
Type Classification:
E: Emanations of other strategies
Related UN Sustainable Development Goals:
GOAL 8: Decent Work and Economic Growth