Atypical Employment

What is atypical employment?

Atypical employment encompasses a range of non-standard work arrangements, including part-time work, temporary work, fixed-term contracts, freelance work, self-employment, and gig work. 

These types of employment are often referred to as non-standard or precarious work, as they typically offer less job security and fewer benefits than traditional, full-time positions.

Atypical employment is attractive to many workers who seek more flexible schedules and greater control over their work, as well as to employers who need to respond to changing market demands quickly.

What are the types of atypical employment?

Part-time work: Part-time work is when an employee works fewer hours than a full-time employee. The work schedule can be flexible or set, and the pay is typically prorated based on the number of hours worked.

Temporary work: Temporary work is when an employee is hired for a specific period, often to cover for someone on leave or to work on a short-term project. The contract will specify the start and end dates of the job.

Fixed-term contracts: Fixed-term contracts are similar to temporary work, but the contract will specify the length of time for the job rather than a specific start and end date.

Freelance work: Freelance work is when an individual works on a project-by-project basis for various clients. The freelancer is usually self-employed and can work from home or a co-working space.

Self-employment: Self-employment involves running a business or providing a service independently, rather than working for an employer. Self-employed individuals have more control over their work, but they also assume more financial risk.

Gig work: Gig work is similar to freelance work, but it often involves more short-term or one-time projects, such as driving for a ride-sharing service or completing a task on a gig economy platform.

When should hiring managers consider this kind of employment?

Atypical employment can be beneficial for both employers and employees, but it's important to consider when it's appropriate to use. 

Hiring managers should consider atypical employment when they need to:

• Respond to fluctuating demand: Atypical employment can provide the flexibility needed to meet changing market demands without committing to full-time, permanent employees.
  
  
• Hire specialized skill sets: Freelance and self-employed workers often have niche skills that can be difficult to find in a traditional job market.
  
  
• Work within a limited budget: Atypical employment can be more cost-effective than hiring full-time, permanent employees.
  
  
• Test an employee's fit: Temporary or fixed-term contracts can allow employers to test an employee's fit with the company and work culture before committing to a permanent position.

It's important for employers to recognize that atypical employment can come with some risks, including less job security, less loyalty, and lower commitment from employees. 

Therefore, employers should evaluate the pros and cons of different types of atypical employment before making any decisions.