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.  

The recommendations are based on the CIPD’s review of current practice across a range of organisations. Further information on the current state of the labour market, with analysis of key trends from the ONS Labour Force Survey, can be found in the CIPD’s Has work become less secure? report. It also offers recommendations for policy-makers on ways to improve job quality across all forms of working.  

This guide is not intended to provide legal guidance, though organisations will of course need to take account of their legal obligations.

What is atypical work?

Workforce planning

Right to request flexible working from day one

Motivating workers

Working patterns

Employment status

Training and progression



Support for managers


Case study: Evri

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