ABSTRACT
Flexible working arrangements are a prominent issue in Western societies. Enterprises strive for more flexibility in order to respond to sudden changes in demand, adapt to new technologies and be in a position to innovate constantly in order to remain competitive. Flexibility, however, is not only identified as an important ingredient in the quest for competitiveness by employers. Contemporary employees might also demand non-fulltime working hours and/or flexible working schedules to suit their preferred lifestyles and to reconcile their working and private lives. Partly as a result of these developments, the issue of flexibility has become a vital element of European social policy, too. For example, within the context of guideline seven of Europe 2020 (‘Increasing labour market participation of women and men, reducing structural unemployment and promoting job quality’) Member States are encouraged to take measures to enhance flexibility (OJEC 2010).
