34
NON-STANDARD EMPLOYMENT AROUND THE WORLD: UNDERSTANDING CHALLENGES, SHAPING PROSPECTS
NOTES
1 See ILO: Conclusions of the Meeting of Experts
on Non-Standard Forms of Employment, Gover-
ning Body, 323rd Session, Geneva, March 2015,
GB.323/POL/3, available at: http://www.ilo.org/gb/
GBSessions/GB323/pol/WCMS_354090/lang--en/
index.htm [Sep. 2016].
2 Ibid. See also ILO: Non-standard forms of em-
ployment. Report for discussion at the Meeting of
Experts on Non-Standard Forms of Employment
(Geneva, 2015).
3 ILO, op. cit. (note 1).
4 ILO: The scope of the employment relationship,
Report V, International Labour Conference,
91st Session, Geneva, 2003, p. 25.
5 ILO: Global Employment Trends 2014: The risk of
a jobless recovery (Geneva, 2014).
6 R. Euwals and M. Hogerbrugge: “Explaining the
growth of part-time employment: Factors of supply
and demand”, in Labour, 2006, Vol. 20, No. 3,
pp. 533–557.
7 ILO: Developments and challenges in the hospital-
ity and tourism sector, Issues paper for discussion at
the Global Dialogue Forum on New Developments
and Challenges in the Hospitality and Tourism
Sector, 23–24 Nov. 2010 (Geneva, 2010).
8 C. Tilly: “Reasons for the continuing growth of
part-time employment”, in Monthly Labor Review,
1991, March, pp. 10–18; F. Carré and C. Tilly:
“Part-time and short hours in retail in the United
States, Canada and Mexico: How institutions mat-
ter”, in Employment Research, 2012, Vol. 19, No. 4,
pp. 4–6; Euwals and Hoggerbrugge, 2006, op. cit.
(note 6).
9 ILO: Decent work in global supply chains, Re-
port IV, International Labour Conference, 105th Ses-
sion, Geneva, 2016.
10 S. Barrientos: “‘Labour chains’: Analysing the
role of labour contractors in global production net-
works”, in Journal of Development Studies, 2013,
Vol. 49, No. 8, pp. 1058–1071.
11 ILO, 2016, op. cit. (note 9).
12 C.K. Prahalad and G. Hamel: “The core compe-
tence of the corporation”, in Harvard Business
Review, 1990, May–June, pp. 1–15; J. Quinn and
F. Hilmer: “Strategic outsourcing”, in Sloan Man-
agement Review, 1994, Vol. 35, No. 4, pp. 43–55.
13 See, for example, the discussion in D. Weil: The
fissured workplace: Why work became so bad for
so many and what can be done to improve it (Cam-
br idge, MA, London, Harvard University Press,
2014). Also J. Rubery et al.: “Changing organiza-
tional forms and the employment relationship”,
in Journal of Management Studies, 2002, Vol. 39,
No. 5, pp. 645–672.
14 Weil, 2014, op. cit. (note 13).
15 T. Nesheim et al.: “Externalizing the core: Firms’
use of employment intermediaries in the informa-
tion and communication technology industries”,
in Human Resource Management, 2007, Vol. 46,
No. 2, pp. 247–264; C. Von Hippel et al.: “Tem-
porary employment: Can organizations and em -
ployees both win?”, in Academy of Management
Executive, 1997, Vol. 11, No. 1, pp. 93–104. See
also the review on wage penalties addressed in
Chapter 5 of the report.
16 M.L. Vega-Ruíz: La reforma laboral en América
Latina: quince años después: un análisis compa-
rado (Geneva, ILO, 2005).
17 The World Bank Enterprise Survey is a survey of re-
gistered companies with five or more employees. It
includes questions on the number of “temporary or
seasonal employees, defined as all paid, short-term
(less than one year) employees with no guarantee
of renewal of employment contract” (World Bank:
World Bank’s Enterprise Survey: Understanding
the questionnaire (2011), available at: http://www.
enterprisesurveys.org/ [July 2014]). This definition
includes seasonal workers, but excludes temporary
workers employed for more than one year or having
been promised that their temporary contract will be
renewed. The survey also does not cover temporary
workers in non-registered companies. As a result,
the percentage is likely to represent a lower bound
on the number of temporary workers in a given
country.
18 United Nations: “The number of international mi-
grants worldwide reaches 232 million”, in Popula-
tion Facts, 2013, No. 2013/2.
19 M. Aleksynska and J. Berg: Firms’ demand for tem-
porary labour in developing countries: Necessity
or strategy?, Conditions of Work and Employment
Series No. 77 (Geneva, ILO, 2016).
20 The countries are Belgium, Bulgaria, Cyprus,
Czech Republic, Estonia, Finland, France, Gree-
ce, Hungary, Italy, Latvia, Lithuania, Luxembourg,
Netherlands, Norway, Poland, Portugal, Romania,
Slovakia, Spain, Sweden and the United Kingdom.
21 L. Golden: Irregular work scheduling and its conse-
quences (Washington, DC, Economic Policy Inst i-
tute, 2015).
22 E. Soo-Mi: “In-house subcontracting in Korea and
reasons for its use”, in Labour Issues in Korea 2011
(Seoul, Korea Labour Institute, 2012).
23 P. Benjamin: Law and practice of private employ-
ment agency work in South Africa, SECTOR Work-
ing Paper No. 292 (Geneva, ILO, 2013).
24 C. Matenga: The impact of the global financial cri-
sis on the mining sector in Zambia (Lusaka, ILO,
2009).
25 Organisation for Economic Co-operation and De-
velopment (OECD): Employment Outlook 2010:
Moving beyond the jobs crisis (Paris, 2010).
26 G. Bosio: “The implications of temporary jobs on
the distribution of wages in Italy: An unconditional
IVQTE approach”, in Labour, Vol. 28, No. 1, 2014,
pp. 64–86.
27 M. Quinlan: The effects of non-standard forms of
employment on worker health and safety, Con -