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Precarious Employment V. Atypical Employment in the EU

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New Forms of Employment

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Abstract

Typical employment is employment which is based on the employment law contract, concluded for an indefinite period of time, which results in performing the work for one entity under its subordination, in specified working hours, specified place and full-time. Such employment should also guarantee a high level of social security. According to the above, any employment which does not meet all the aforementioned requirements should be defined as atypical. In this chapter considerations will be mainly given to the impact of the concept of popularisation of atypical employment on the phenomenon of precarious work. Employment which is atypical is very often also precarious. However, it is very important to notice that atypical employment can be also seen as one that satisfies the preferences of workers and decreases unemployment. However, such atypical employment is often also unstable, performed in poor working conditions and causes the erosion of the welfare state. Is atypical employment precarious per se, and how does the EU legislator react to the overlap of the concepts of atypical and precarious employment?

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Notes

  1. 1.

    Council Directive 1999/70/EC of 28 June 1999 concerning the framework agreement on fixed-term work concluded by ETUC, UNICE and CEEP, Official Journal of the European Communities, L 175, 10.07.1999.

  2. 2.

    Council Directive 1997/81/EC of 15 December 1997 concerning the framework agreement on part-time work concluded by ETUC, UNICE and CEEP, Official Journal of the European Communities, L 14, 10.01.1998.

  3. 3.

    Directive 2008/104/EC of the European Parliament And Of The Council of 19 November 2008 on temporary agency work, Official Journal of the European Communities, L 327, 05.12.2008.

  4. 4.

    Directive 2014/36/EU of the European Parliament and of the Council of 26 February 2014 on the conditions of entry and stay of third-country nationals for the purpose of employment as seasonal workers, L 94, 28.03.2014.

  5. 5.

    I.e. Council Directive 86/613/EEC of 11 December 1986 on the application of the principle of equal treatment between men and women engaged in an activity, including agriculture, in a self-employed capacity, and on the protection of self-employed women during pregnancy and motherhood, L 35, 19.12.1986; Council Directive 2000/43/EC of 29 June 2000 implementing the principle of equal treatment between persons irrespective of racial or ethnic origin, L 180, 19.07.2000; Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation, L 303, 02.12.2000.

  6. 6.

    See: http://europa.eu/rapid/press-release_IP-18-1624_en.htm. Accessed: 5 June 2019.

  7. 7.

    Commission Staff Working Document issued in Brussels, 26.04.2017, [SWD(2017) 201 final], 2.

  8. 8.

    Proposal for a DIRECTIVE OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL on transparent and predictable working conditions in the European Union. COM/2017/0797 final—2017/0355 (COD).

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Authors and Affiliations

  1. Departament of Law and Administration, University of Lodz, Lodz, Poland

    Izabela Florczak

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  1. Izabela Florczak
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Correspondence to Izabela Florczak .

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  1. Polish Academy of Sciences, Warszawa, Poland

    Jerzy Wratny

  2. University of Rzeszow, Rzeszów, Poland

    Agata Ludera-Ruszel

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Florczak, I. (2020). Precarious Employment V. Atypical Employment in the EU. In: Wratny, J., Ludera-Ruszel, A. (eds) New Forms of Employment. Prekarisierung und soziale Entkopplung – transdisziplinäre Studien. Springer VS, Wiesbaden. https://doi.org/10.1007/978-3-658-28511-1_12

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  • DOI: https://doi.org/10.1007/978-3-658-28511-1_12

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