• Insights

Informal and atypical work patterns – the Five Megatrends

Global
03.01.22
10
Written by
AEQUITAS Law Firm, the top labour and employment practice in Kazakhstan.

This is the beginning of everything.

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Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam rhoncus lorem ut faucibus ornare. Donec imperdiet quam eget urna dapibus pulvinar. Vestibulum id est vitae mauris laoreet convallis. Sed faucibus nunc sit amet lectus viverra luctus. Vivamus metus neque, mollis vitae quam vel, fermentum commodo leo. Vivamus nibh justo, maximus ut metus vel, rhoncus condimentum magna. Vestibulum semper consequat placerat. Nam at maximus augue. Vivamus sed hendrerit libero. Nam rhoncus, ante a lobortis lacinia, libero tortor auctor nisi, id malesuada metus elit eget justo. Proin a suscipit nisi, sed vehicula purus.

Aliquam eu lectus et tellus laoreet sollicitudin. Quisque eros nunc, facilisis sit amet suscipit sed, tincidunt at nisi. Aliquam mollis lacinia iaculis. Quisque semper feugiat nisi, a malesuada tellus facilisis nec. Aenean ultrices viverra dui, laoreet elementum massa luctus in. Proin quam turpis, volutpat eu maximus sit amet, dictum non elit. Nulla sed magna non eros tincidunt tincidunt id ut nisi. Maecenas laoreet viverra sodales.

The law is very important that what she said

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Vestibulum accumsan turpis vitae neque convallis ullamcorper. Nulla blandit enim sit amet dui pharetra suscipit. Nam ut mauris sapien. Praesent gravida eget felis eu iaculis. Sed ornare quis est sed scelerisque.

Curabitur a scelerisque magna. Quisque tempus lacus et ante venenatis semper. Sed vitae nulla mollis ante vulputate suscipit et non nulla.

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Suspendisse rhoncus turpis ut ullamcorper dapibus. Nulla tincidunt ligula in purus laoreet, sed semper dui tincidunt. Proin faucibus metus quis varius tincidunt. Aenean bibendum condimentum elit, eget ultricies justo gravida vel. Suspendisse quis diam et libero volutpat tempus. Cras non cursus nunc. Duis sed velit at eros viverra pretium. Sed porttitor tortor at lectus vulputate venenatis. Donec ac congue ante, vel faucibus mauris. Praesent rutrum venenatis ante, sit amet vestibulum lorem accumsan vel. Phasellus semper justo arcu, eleifend imperdiet nulla aliquam et. Etiam nec aliquam metus.

Title 2

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam rhoncus lorem ut faucibus ornare. Donec imperdiet quam eget urna dapibus pulvinar. Vestibulum id est vitae mauris laoreet convallis. Sed faucibus nunc sit amet lectus viverra luctus. Vivamus metus neque, mollis vitae quam vel, fermentum commodo leo. Vivamus nibh justo, maximus ut metus vel, rhoncus condimentum magna. Vestibulum semper consequat placerat. Nam at maximus augue. Vivamus sed hendrerit libero. Nam rhoncus, ante a lobortis lacinia, libero tortor auctor nisi, id malesuada metus elit eget justo. Proin a suscipit nisi, sed vehicula purus.

Aliquam eu lectus et tellus laoreet sollicitudin. Quisque eros nunc, facilisis sit amet suscipit sed, tincidunt at nisi. Aliquam mollis lacinia iaculis. Quisque semper feugiat nisi, a malesuada tellus facilisis nec. Aenean ultrices viverra dui, laoreet elementum massa luctus in. Proin quam turpis, volutpat eu maximus sit amet, dictum non elit. Nulla sed magna non eros tincidunt tincidunt id ut nisi. Maecenas laoreet viverra sodales.

Aenean ac tortor scelerisque, commodo eros dapibus, auctor libero. Suspendisse feugiat pharetra nisl, vitae molestie libero. Donec nulla neque, mollis vel aliquam tempor, varius eu diam. Maecenas ultrices sed augue sit amet laoreet. Mauris elit ipsum, pretium sed lorem ac, congue accumsan eros. Suspendisse vulputate ante quam, vel scelerisque metus faucibus in. Cras eu blandit elit, nec cursus risus. Curabitur sollicitudin tempus iaculis. Praesent consectetur nisl eu nunc aliquet bibendum. Duis sit amet cursus enim, nec semper ante.

Vestibulum accumsan turpis vitae neque convallis ullamcorper. Nulla blandit enim sit amet dui pharetra suscipit. Nam ut mauris sapien. Praesent gravida eget felis eu iaculis. Sed ornare quis est sed scelerisque. Curabitur a scelerisque magna. Quisque tempus lacus et ante venenatis semper. Sed vitae nulla mollis ante vulputate suscipit et non nulla.

Suspendisse rhoncus turpis ut ullamcorper dapibus. Nulla tincidunt ligula in purus laoreet, sed semper dui tincidunt. Proin faucibus metus quis varius tincidunt. Aenean bibendum condimentum elit, eget ultricies justo gravida vel. Suspendisse quis diam et libero volutpat tempus. Cras non cursus nunc. Duis sed velit at eros viverra pretium. Sed porttitor tortor at lectus vulputate venenatis. Donec ac congue ante, vel faucibus mauris. Praesent rutrum venenatis ante, sit amet vestibulum lorem accumsan vel. Phasellus semper justo arcu, eleifend imperdiet nulla aliquam et. Etiam nec aliquam metus.

It is automatically unfair to dismiss an employee for a variety of reasons, including: reasons related to pregnancy or maternity or family leave; reasons related to health and safety; for acting as an employee representative or taking part in trade union activities or protected industrial action; for making a protected disclosure; for making a flexible working request; or for working as a part-time or fixed-term employee. There is no qualifying period of employment to bring such claims.
Cod. 3, Art 4 — English Labour Law Code

If someone is classified as an employee, that normally comes with certain rights and privileges (such as paid holiday, sick leave and pay, working hours rules, etc.) to balance against the responsibility they have to perform the work. If a worker is classed as independent, they are responsible for themselves and are subject to a different tax and social security system, in most places    . For that, they gain the freedom to work in the way they choose. The shift towards an ‘on-demand’ economy has often been facilitated by the advantageous tax treatment of on-call labour and self-employment.

It is automatically unfair to dismiss an employee for a variety of reasons, including: reasons related to pregnancy or maternity or family leave; reasons related to health and safety; for acting as an employee representative or taking part in trade union activities or protected industrial action; for making a protected disclosure; for making a flexible working request; or for working as a part-time or fixed-term employee. There is no qualifying period of employment to bring such claims.
Cod. 3, Art 4 — English Labour Law Code →

“There are 2 types of so called ‘mini-jobs’ in Germany: 1) where the monthly gross salary does not exceed 450 euros and 2) “short-term mini-jobs”, for up to 3 months or 70 days a year. People choose mini jobs as they are free of tax and social security contributions. But mini-jobbers are not entitled to unemployment benefits and can only claim a very small pension in old age. This creates a high risk of poverty in old age. In addition, although the employer pays social security contributions for mini-jobbers, they are not covered by health and nursing care insurance. Temporary work is said to integrate the unemployed, increasing their chances of finding more employment afterwards. But it doesn’t always work like that, with many temporary workers finding no employment afterwards. Many companies also use temporary work as a way to increase profits. This makes many temporary workers feel like second class workers, with fewer benefits than the permanent workforce.”

This makes many temporary workers feel like second class workers, with fewer benefits than the permanent workforce.

Q1 : What do you think about your breakfast?

“There are 2 types of so called ‘mini-jobs’ in Germany: 1) where the monthly gross salary does not exceed 450 euros and 2) “short-term mini-jobs”, for up to 3 months or 70 days a year. People choose mini jobs as they are free of tax and social security contributions. But mini-jobbers are not entitled to unemployment benefits and can only claim a very small pension in old age. This creates a high risk of poverty in old age. In addition, although the employer pays social security contributions for mini-jobbers, they are not covered by health and nursing care insurance. Temporary work is said to integrate the unemployed, increasing their chances of finding more employment afterwards. But it doesn’t always work like that, with many temporary workers finding no employment afterwards. Many companies also use temporary work as a way to increase profits. This makes many temporary workers feel like second class workers, with fewer benefits than the permanent workforce.”

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This makes many temporary workers feel like second class workers, with fewer benefits than the permanent workforce.

“There are 2 types of so called ‘mini-jobs’ in Germany: 1) where the monthly gross salary does not exceed 450 euros and 2) “short-term mini-jobs”, for up to 3 months or 70 days a year. People choose mini jobs as they are free of tax and social security contributions. But mini-jobbers are not entitled to unemployment benefits and can only claim a very small pension in old age. This creates a high risk of poverty in old age. In addition, although the employer pays social security contributions for mini-jobbers, they are not covered by health and nursing care insurance. Temporary work is said to integrate the unemployed, increasing their chances of finding more employment afterwards. But it doesn’t always work like that, with many temporary workers finding no employment afterwards. Many companies also use temporary work as a way to increase profits. This makes many temporary workers feel like second class workers, with fewer benefits than the permanent workforce.”

Merry Christmas
But it doesn’t always work like that, with many temporary workers finding no employment afterwards. Many companies also use temporary work as a way to increase profits. This makes many temporary workers feel like second class workers, with fewer benefits than the permanent workforce.

But it doesn’t always work like that

Ireland
But it doesn’t always work like that, with many temporary workers finding no employment afterwards. Many companies also use temporary work as a way to increase profits. This makes many temporary workers feel like second class workers, with fewer benefits than the permanent workforce.
Immigration & Global Mobility - Pensions - Restructuring & Labour Relations - Health & Safety - Employment Rights - Pay & Benefits - Discrimination - Data Privacy
Authors
Pasfoto
Aimée Peterse
Associate - Netherlands
Bronsgeest Deur Advocaten
Aldo Bottini
Partner - Italy
Toffoletto De Luca Tamajo
Aleksandar Petrović
Associate - Serbia
Karanovic & Partners
Aaron L. Zandy
Partner - United States
FordHarrison LLP
Abdul Jabbar Bin Karam Din
Abdul Jabbar Bin Karam Din
Partner - Singapore
Rajah & Tann Singapore
PDF GUIDE

International requirements for employers when lifting restrictions during Covid-19

Every country is experiencing different rates and peaks of Covid-19, but as many start to ease restrictions, international employers may need to adopt multiple strategies for returning to places of work, based on the government guidance in each jurisdiction.

We have summarized some of the Tekey measures governments around the world are adopting to gradually lift restrictions and enable workforces to return to some form of normality.

But it doesn’t always work like that