Increasing attention is being paid to people occupying jobs that don’t fit the traditional model of permanent, regular-hours employment. At the same time there’s a clear appetite for well-managed atypical working arrangements from both employers and individuals. This guide aims to help organisations manage atypical workforces responsibly, and sets out practical steps to improve the quality of work so that atypical working benefits both individual and organisation.
This guide is not intended to provide legal guidance, though organisations will of course need to take account of their legal obligations. More information on the law surrounding employment status is available on the employment status page.
CIPD member content
This content is only available for CIPD members
If you’re already a CIPD member, please sign in to access this content
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Explore our collection of resources around legal issues relating to whistleblowing in the workplace
What this practice is, why you should avoid it, and how to approach it if no other options are available
The 'Retained EU law bill', or REUL, changes UK employment law.
Practical advice on how to use this approach as part of your wider conflict management strategy
What this practice is, why you should avoid it, and how to approach it if no other options are available
Maximise the benefits of flexible working, incorporating flexibility into people plans, strategy, and EVP