If we exclude self-employment, where the issue of employment relations is absent, atypical forms of employment include various situations, such as temporary work, interim work (work with multi-stakeholder relations), part-time work, or situations where labor relations remain ambiguous (in cases where the respective rights and obligations of the parties concerned are not clearly defined or where the legislation is inadequate or incomplete), etc.
Atypical forms of employment grant companies the desired flexibility to manage their own labor needs, depending on internal and external constraints, replace temporarily absent workers, assess new employees before offering them a permanent contract and respond to seasonal fluctuations in demand. Thus, they allow a certain flexibility in the management of the workforce, while opting for a program adapted to fluctuations in demand and to the constraints of employees who cannot commit to a full-time employment relationship.
