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This report provides a snapshot of the policy actions being taken by OECD, EU and G20 countries in response to growing diversity in forms of employment, with the aim of encouraging peer learning where countries are facing similar issues. It shows that many countries are reflecting on whether existing policies and institutions are capable of addressing effectively the current (and future) challenges of a rapidly changing world of work. In recent years, many countries have seen the emergence of, and/or growth in, particular labour contract types that diverge from the standard employment relationship (i.e. full-time dependent employment of indefinite duration). These include temporary and casual contracts, as well as own-account work and platform work. Several countries have also seen growth in false self-employment, where employers seek to evade tax and regulatory dues and obligations. These changes are driving policy makers worldwide to review how policies in different areas – labour market, skills development, social protection – can best respond. How can policymakers balance the flexibility offered by a diversity of employment contracts, on the one hand, with protection for workers and businesses, on the other?

Cover -- Half Title -- Title Page -- Copyright Page -- Dedication -- Table of Contents -- List of Contributors -- Foreword -- An Introduction About Regulating the Platform Economy -- Part One: The Platform Economy and the Labour Market: Some Key Issues -- 1 The Platform Economy: the Main Challenges for Labour Law -- 2 Uber: Regulatory and Institutional Experimentation in the Taxi Industry in Quebec -- 3 Comparative Study on Japanese Employment-Like Working Style: Whether we are Discussing the Same Phenomenon or not -- 4 Identifying Labour Relationship in the Sharing Economy: Judicial Practice in China -- 5 Informality, Neoliberalism and the Gig Economy in Chile -- 6 Regulating Technology at Work -- Part Two: Other New Forms of Work, New Workforce and New Skills -- 7 New Forms of Work and Contractual Execution: Towards the "Smart Labour Contract" -- 8 Spanish Telework and Italian "Agile" Work: a Comparison -- 9 Robotics and Work: Labour and Tax Regulatory Framework -- 10 Technology and Jobs: has what was Old Become New? -- 11 Technologies and Powers: Marginal Notes on the Amazon Wristband -- 12 New Forms of Work and Trade Unions in the Digital Age -- 13 Emerging Skills and Occupations in the Fourth Industrial Revolution: how to Respond to Changing Work Demands -- 14 The Resilience: the Main Skill for the Industrial Revolution 4.0 -- Index.

Diese empirische Untersuchung über Bedingungen und Interessen von Betrieben an neuen Formen der Arbeitsgestaltung hatte vielschichtige Befunde: Betriebe führen neue Arbeitsformen ein, um menschliches Arbeitsvermögen und Leistungsvermögen breiter nutzen zu können. Die Strategien und Vorgehensweisen können die Humanisierungseffekte für die Arbeitskräfte, aber auch die Leistungseffekte für die Betriebe blockieren. Die Betriebsräte sind kaum eingeschaltet: ihre Aktivitäten sind durch zahlreiche betriebliche und rechtliche Rahmenbedingungen sowie spezifische Orientierungsmuster geprägt; sie richten sich nicht auf die besonderen Probleme der neuen Arbeitsformen. Die betroffenen Industriearbeiter verweisen kritisch auf zwiespältige Auswirkungen (z.B. Belastungsverschiebungen) und fehlende flankierende Maßnahmen der Betriebe (z.B. der Qualifizierung).