Project Atypical engages atypical workers in workplace dialogue

Project Atypical engages atypical workers in workplace dialogue

The Atypical project is led by the Polish Employers' Federation. It brings together nine partners from Bulgaria, Poland, Slovakia, Spain, Italy, Serbia, Romania, and Montenegro to identify the needs of atypical workers and develop solutions that enable them to exercise their rights to information, consultation, and participation at the national and international level. Representatives of employers' and workers' organizations from partner countries will study different forms of employee participation in their countries to be able to develop the legal aspects of atypical employment and their effects. A 20-month project funded by the European Social Fund.

Currently, non-standard forms of employment are becoming increasingly common in the labor market. These forms are characterized by flexibility and instability of the conditions under which work is performed. Non-standard employment can represent a challenge for the labor market, but also an opportunity.

The aim of the Atypical project is to identify the needs of atypical workers and develop solutions that enable them to exercise their rights to information, consultation, and participation at the national and international level. Representatives of employers' and workers' organizations from partner countries will study different forms of employee participation in their countries to be able to develop the legal aspects of atypical employment and their effects.

Project activities include the development of a research methodology, data collection and survey implementation, analysis, development of a set of tools for trainers, implementation of European training courses and national seminars. One of the main goals of the project is to develop a set of recommendations for policy makers and social partners on how to support the participation of atypical workers in the service sector. The project will also develop a training program for representatives of trade unions and employers on how to support the participation of atypical workers in social dialogue.

It is expected that the project will have several positive impacts, including:

• Raising awareness of the needs of atypical workers and the importance of their involvement in workplace dialogue.
• Improving the legal frameworks for the participation of atypical workers in social dialogue.
• Increasing the capacity of trade unions and employers' representatives to support the participation of atypical workers in social dialogue.
• Strengthening social dialogue in the service sector, which will lead to better working conditions for all workers.

The Atypical project is an important example of how social partners can work together to support the participation of atypical workers in the workplace. It is expected that the project will have a significant impact on the service sector in Slovakia and other partner countries.

What is atypical employment?

Atypical employment is the opposite of the classic form of work. The application of working conditions and their organization, which differ from the rules that apply to a typical employment relationship.

Atypical forms of employment include, for example:

• Part-time or reduced-hours work
• Remote work
• Project-based work
• Work for multiple employers
• Self-employment

Atypical employment can have both positive and negative consequences.

Positive consequences include:

• Flexibility and adaptability of the labor market
• Increased employment
• The ability for employees to combine work with other activities

Negative consequences include:

• Uncertainty and instability of employment
• Limited access to social protection
• Increased risk of abuse by employers

The European Union is trying to regulate atypical employment

Directive 2002/14/EC establishes general framework conditions for information and consultation of workers in the European Community.

Directive 2019/1152/EU on transparent and predictable working conditions in the European Union, protects the interests of workers in connection with the emergence of atypical forms of work.

Atypical employment is a complex issue that requires careful analysis. It is important to find solutions to this issue that will meet the needs of both employees and employers.

Advantages of atypical employment include:

• Flexibility and adaptability of the labor market. Atypical forms of employment allow employers to respond more flexibly to changes in the labor market. For example, remote work can help employers attract talent from other locations.
• Increased employment. Atypical forms of employment can help increase employment, as they allow employers to employ people who would otherwise not be able to work full-time, for example due to childcare or health problems.
• Opportunities for employees to combine work with other activities. Atypical forms of employment can allow employees to combine work with other activities, such as studying or caring for a family.

Disadvantages of atypical employment include:

• Uncertainty and instability of employment. Atypical forms of employment can be less stable than a traditional employment relationship. For example, part-time or fixed-term employees may not be entitled to the same benefits as full-time or permanent employees.
• Limited access to social protection. Atypical forms of employment can lead to limited access to social protection, such as sickness insurance or pension.