Regulation of the Non-Conventional Employment Relations
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Abstract
Non-conventional workers, increasing in number in recent years, are faced with a number of issues in the labour environment such as position in the labour market, social insurance and other legal issues.
From the analysis of non-conventional workers’ situations, it was confirmed that selection of employment type was in most cases made to correspond to each individual’s working style needs, and that few workers selected their current type of employment reluctantly, for lack of choices. This is a reflection of an “orientation to view their private life as more important than working,” but we also recognized in several problems such as employment stability and development of career
skills.
Short-time part-time workers willing to become standard full-time employees are decreasing in proportion overall, but this proportion for male short-time part-timers is on the rise. It is probably necessary to handle these workers differently based on gender, age, and other individual attributes. Also, this overall decrease in desire to become a standard full-time employee can be understood to be a consequence of long working hours of standard full-time employees. Introduction of a short-time conventional employee system means not only a change from a so-called non-conventional employee to a conventional employee, but also an increase of more flexible working styles for standard employees. And for workers aside from standard employees, it is probably necessary to develop a wider variety of working choices by occupation, such as cases in which it is possible to work full-time on a day-to-day basis by working fewer days per week. In the diversification of employment types, working hours pose a problem that cannot be bypassed.
Employers use different types of non-standard employees for different positions, depending on their needs. Employers that actively engage non-conventional employees in most cases identify the purpose to save personnel expenses and adjust of employment volume as reasons for this practice. Temporary employment of non-conventional workers is an increasing trend, and the widening gap in employment terms between non-conventional employees and conventional full-time employees is a point of dispute that cannot be overlooked.
The current enrollment conditions for the social insurance system are based on a full-time employee as a model. Most part-time employees and short-term contract employees are excluded from the social insurance system, and it is possible that non-conventional employees are at a large disadvantage. In terms of wages, it was confirmed that even within the same employment type a vast gap exists between men and women.
From the analysis of non-conventional workers’ situations, it was confirmed that selection of employment type was in most cases made to correspond to each individual’s working style needs, and that few workers selected their current type of employment reluctantly, for lack of choices. This is a reflection of an “orientation to view their private life as more important than working,” but we also recognized in several problems such as employment stability and development of career
skills.
Short-time part-time workers willing to become standard full-time employees are decreasing in proportion overall, but this proportion for male short-time part-timers is on the rise. It is probably necessary to handle these workers differently based on gender, age, and other individual attributes. Also, this overall decrease in desire to become a standard full-time employee can be understood to be a consequence of long working hours of standard full-time employees. Introduction of a short-time conventional employee system means not only a change from a so-called non-conventional employee to a conventional employee, but also an increase of more flexible working styles for standard employees. And for workers aside from standard employees, it is probably necessary to develop a wider variety of working choices by occupation, such as cases in which it is possible to work full-time on a day-to-day basis by working fewer days per week. In the diversification of employment types, working hours pose a problem that cannot be bypassed.
Employers use different types of non-standard employees for different positions, depending on their needs. Employers that actively engage non-conventional employees in most cases identify the purpose to save personnel expenses and adjust of employment volume as reasons for this practice. Temporary employment of non-conventional workers is an increasing trend, and the widening gap in employment terms between non-conventional employees and conventional full-time employees is a point of dispute that cannot be overlooked.
The current enrollment conditions for the social insurance system are based on a full-time employee as a model. Most part-time employees and short-term contract employees are excluded from the social insurance system, and it is possible that non-conventional employees are at a large disadvantage. In terms of wages, it was confirmed that even within the same employment type a vast gap exists between men and women.
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Authors retain copyright of their work, with first publication rights granted to the Association for Learning Technology.
Please see Copyright and Licence Agreement for further details.
