Working patterns and contract types are increasingly diverse in the age of the gig economy. We are witnessing the rise of a two-tier workforce, as the traditional contracted ‘core’ workforce is complemented by freelancers, contractors and zero-hour workers. In 2020, the global pandemic has strengthened the demand for flexible and remote working practices. People professionals must take the lead to align workforce availability with customer and consumer demands, embed flexible performance management processes and manage inequality of terms and conditions between different categories of workers.
How is the diversity of employment relationships driving change in your organisation?
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News article
1 Feb, 2018This report examines the increase in self-employment in the UK and explores the potential explanations and implications
Bitesize research
This article looks at flexible working arrangements across 21 countries
Guides
Use this guide to plan your flexible working approach in the short and long term following the COVID-19 pandemic
Guides
Research-backed guidance with cross-sector examples on ways to implement flexible working
Visit the Hackathon
Join the CIPD’s virtual Hackathon to share your thoughts on how diversity of employment relationships is driving change in your organisation.
You can get involved with the debate around diversity of employment relationships on Wednesday 12 August.
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Curated content to support the seventh trend of the CIPD’s People Profession 2030 virtual Hackathon
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
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Explore the findings and recommendations from the CIPD’s survey exploring health, wellbeing and absence in UK workplaces
Insights into productivity and people management practices
A policy report providing latest insights on the scale and nature of the UK’s gig economy
This quarterly survey is one of the most authoritative employment indicators in the UK and provides forward-looking labour market data and analysis on employers’ recruitment, redundancy and pay intentions