New forms of employment and work First results from a Eurofound EU-28 (+ Norway) research project

1. New forms of employment and workFirst results from a Eurofound EU-28 (+ Norway) research project Maurizio Curtarelli Research Officer Working Conditions and Industrial Relations Unit European Foundation for the Improvement of Living and Working Conditions COST meeting – Dynamics of Virtual Work – Athens 7 – 9 October 2013

2. European Foundation for the Improvement of Living and Working Conditions • A decentralised agency of the European Commission • Governing Board - composed of representatives of the national social partners, national governments and the European Commission • Generates policy-relevant research and knowledge contributing to improving the quality of work and life in Europe, through: • Comparative research and analysis of developments affecting living and working conditions • Monitoring of trends in the working environment and in the labour market • Eurofound aims to support policy making by: Employers, EU policymakers, Governments, Trade unions http://www.eurofound.europa.eu/

3. Background information • Project 7 'New forms of employment' in Eurofound's Annual work programme 2013 • Objective (1st stage): mapping existing information on new forms of employment and work in the EU28 and Norway and related working conditions • Objective (2nd stage): Getting rich, in-depth information on a number of these new forms of employment in the countries where they have been reported

4. Background information Previous research at Eurofound • On-going changes and transformations in the way we work • European Working Conditions Survey: • Flexible forms of work: ‘very atypical’ contractual arrangements (e.g. short-term contracts, short-time part time, zero-hours contracts, non-written arrangements) • Increasing use of ICT among workers Explore characteristics Impact on working conditions?

5. Use of technology, EU27, 2000-2010

6. Share of workers using ICT, 2010

7. E-nomads, EU27, 2010 • Electronic nomads - workers who: • do not have their employer’s premises (or own premises - self-employed) as main place of work. • & • use ICT (computers, internet, e-mails) at least most of their time.

8. E-nomads, 2010

9. Methodology • NEO (Network of Employment Observatories) to report information (questionnaire) on all the existing ‘new’ forms of employment at national level • CAR (comparative analytical report) + literature review + case studies • considering the economic, labour market and institutional heterogeneity in Europe • Project explorative in nature • No strict definition of ‘new forms of employment’ is provided

10. What is the focus on? • ‘New’ forms of employment include: • work relationship between employers and employees which differ from the established and ‘standard’ ones • or • forms of work which represent a different ‘concept’ of working, involving a different relationship between the individual and the work • or • involving a different relationship between individuals working together

11. What is the focus on? Self-employment involving networking and cooperation between workers • Discontinuity of work provision • Intermittent work • Non- conventional fixed term • More than one employee and only one employer • More than one employer and • only one • employee • More than one employee and more than one employer WHERE? Non-conventional workplace (e.g. ‘around’, own-office, etc.) Ad-hoc contract and/or existing forms of contract Employment relationship Self-employment Employment relationship HOW? With the support of ICT (e.g. mobile phone, iPad, etc.)

12. “NEW” means…. • introduced from year 2000 onwards • have been introduced before 2000 BUT become more frequently used - due to technological innovation, labour market developments, or economic change - after that year 2000 2013 1990 NO YES Started/introduced/appeared in the country

13. First findings Dependent employment relationship Self-employment Labour pooling Crowd-employment ICT based, mobile work Cooperation between self-employed Temp resource provision Job-sharing Portfolio work Specific self-employment statute Casual work Voucher system 27 out of 29 countries No new forms in Estonia, Malta 10 new forms of work and employment

14. Clusters of new forms of employment • Labour pooling: an individual worker is jointly hired by a group of employers and works on a rotating basis in the different companies • Job sharing: a single employer hires a group of workers to jointly fill a specific job on a rotating basis to conduct the same task within the same company • Temporary resource provision: refers to situations in which a worker is hired for a temporary period of time by an employer, often to conduct a specific project • Voucher systems: refer to employment situations based on vouchers or cheques the orderer of a service can acquire from a third party (generally a governmental authority) to use as payment

15. Clusters of new forms of employment • specific self-employment statute: combines elements of traditional dependent employment and self-employment, for example as regards autonomy of the work provision or social protection • portfolio work: refers to situations in which a self-employed works for a large number of clients, and provides just small jobs for each of them • casual, intermittent or discontinuous work: an employment contract not obliging the employer to regularly providing the worker with work, but offering the flexibility of calling them in on demand • new forms of cooperation between self-employed: have been found in a number of countries, going beyond traditional business partner relationships

16. New forms of employment geographical overview • Labour pooling: 10 countries • Job sharing: 8 countries • Temporary resource provision: 9 countries • Casual work: 10 countries • ICT based, mobile work: 14 countries • Portfolio work: 10 countries • Voucher system: 7 countries • Specific self-employment statute: 4 countries • Crowd-employment: 10 countries • Cooperation among self-employed: 9 countries

17. New forms of employment by target group and country

18. New forms of employment by target group and country

19. New forms of employment by target group and country • Yellow – rather employees • Blue – rather self-employed • Orange – both employees and self-employed • Grey – not covered in the project Yellow – rather employees Blue – rather self-employed Orange – both employees and self-employed Grey – not covered in the project Source: Eurofound Observatories

20. Focus on: ICT based and mobile work Crowd-employment

21. ICT based and mobile work: definition • mobile work is intended as work that is mainly conducted outside of the employer’s or client’s premises, with strong dependency on ICT (for example, mobile phone, IPad), going beyond already established work elements like visiting clients, patients, working on construction sites, making deliveries, truck drivers etc. • it applies to both, dependent employees and self-employed.

22. Yellow: YES Green: NO 14 countries ICT based and mobile work Source: Eurofound Observatories

23. ICT based and mobile work • In FR, HU  employees • In BE, CY, DK, SP, LT, PT self-employed • In DE, GR, LV, NL, NO, SE both • For employees, it is a variation of teleworking with no fixed ‘other location’ • Relatively new in national debate, in NL and BE embedded in the concept ‘new world of work’ • Relatively new in most of the countries, which results in no specific regulation • Exception: HU, since 1 January 2013 regulations concerning ‘outworkers’ included in the labour code

24. ICT based and mobile work Implications for working conditions • Negative: work intensification, less personal interaction and active involvement (including representation)  more isolation and less access to support/assistance from colleagues and superiors, lower social standards, bore out due to repetitive tasks, blurring boundaries work/private life • Positive: higher level of autonomy and hence flexibility; better work-life balance, new forms of collaboration, including better communication and access to information

25. ICT based and mobile work Implications for the labour market • In Sweden, big change in the way of production, consumption and the way of working. • Increasing dependence on IT for organising work reduced importance of the traditional physical work place. • It resulted in skilling, new working practices and organisational efficiency gains, strengthening the overall competitiveness and contributing to growth. • The danger is, however, that employers and employees cannot adapt to the accelerating technological developments and consequently fall behind.

26. Crowdemployment: definition • Employment form taking advantage of an online platform allowing organisations or individuals to access an indefinite and unknown group of other organisations or individuals via the internet to solve specific problems or deliver specific services or products in exchange for payment(Green and Barnes, 2013)

27. Crowdemployment Yellow: YES Brown: NO 11 countries Source: Eurofound Observatories

28. Crowdemployment • New form of organising outsourcing and based on individual tasks/projects rather than on a continuous employment relationship • A larger task is divided up in smaller subtasks to be conducted remotely, resulting in a kind of global division of tasks • Jobs or tasks are published on brokering platforms by the organisation (company or public body) or individual (in many cases for a fee), and the potential suppliers (organisations or individuals) submit their proposals which are then evaluated by the awarding organisation/individual who subsequently chooses the proposal that best fits their objectives.

29. Crowdemployment Platforms organised by: 1) an independent body matching supply and demand of services or products • Boblr orInnoCentive in Denmark, • www.adtriboo.com in Spain (+28 more), • www.doulitsa.com in Greece, • www.redefreelancer.net in Portugal, • www.peopleperhour.com, www.freelancer.com or www.translatorstown.com in the UK 2) an individual (large) company running the platform for its own purposes (e.g. LEGO CUUSOO in Denmark)

30. Crowdemployment • DE  two different concepts of crowd-employment • Cloud working  outsourcing of IT services resulting in the joint use of data and platforms to lower IT costs and improve the quality of IT services. • Cloud sourcing a virtual platform providing access to global expert knowledge and collaborative execution of tasks - promoted by business organisations due to its assumed innovation potentials

31. Crowdemployment Implications for working conditions Negative: • DK and PT  high job insecurity • DE  national stakeholders expect a worsening of working conditions and representation of cloud workers and a fragmentation of pay • LV  lack of social protection, open-ended working time, a risk of health damage due to irregular life regimes and a lack of access to HR measures such as training, mentoring or coaching • SP  fears that workers might be exploited: due to the high competition among the workers prices paid for the service provision tend to be low

32. Crowdemployment • Implications for working conditions Positive: • DK, LV, SP, PT  increased level of autonomy, better possibilities to combine multiple jobs (and hence the possibility to select interesting challenges) and better work-life balance • Implications for labour market Negative: • DE  job cuts in the IT sector result from cloud working and cloud sourcing as these services are outsourced and delocated to other countries. Positive: • DK, SP  good access to work opportunities for freelancers enriching their CVs and hence employability and career development

33. To conclude: next steps (conclusion February 2014)

34. Thank you!mcr@eurofound.europa.euResearch team:Irene Mandl – EC UnitMaurizio Curtarelli – WCIR UnitOscar Vargas – WCIR Unit

35. European Working Conditions Survey • Objective isassessing and quantifyingworkingconditions of bothemployees and the self employedacross Europe • 5th round (2010) covering 34 countries: EU27 + NO + ACC3 + IPA3 • Between 1000 and 4000 interviews per country (total about 44,000) • Stratified random sample of households • Registers or random route • Stratifying by region and degree of urbanisation • Face-to-face approach (except for Sweden and Norway) and interview (CAPI and PAPI) • Screening for workers • Employees and self-employed (15+) (LFS definition) • Randomly selecting one worker per household using first birthday rule