ABSTRACT
In recent years, the primacy of employer-oriented flexibility has dwindled to some degree as conventional flexibility concerns have been accompanied by a growing recognition that workers’ needs and preferences are not being reflected in their working time arrangements. This transition towards a recognition of workers’ interests has been reflected in the emergence of regulatory measures geared towards ensuring that workers’ preferences can have at least some degree of influence on their working time. These instruments complement the traditional protective measures discussed above and tend to be aimed either at facilitating the combination of paid and unpaid labour or allowing individuals a degree of influence over the amount and distribution of their working hours.
