Employee sharing: a new type of employment, opportune in a globalized context

The legal contemporary framework regarding individual employment relations has proven to be generally based on the proliferation of non-standard forms of employment, which respond equally to both employer and employee’s need for flexibility. While atypical contractual arrangements are perceived as key elements in finding solutions to problems related to the reconstruction of economic life and reaching a much-wanted balance between family and professional obligations, wide debates were noted regarding the negative effects generated by such situations on a legal protection basis. From the employee’s angle, atypical contractual arrangements generate a situation surrounded by insecurity, analysed under following aspects: remuneration and limited social protection, insecurity and instability that characterizes this type of employment, work conditions of the precarious, as well as limited promotion opportunities. Since the category of atypical contractual arrangements is heterogeneous and we are not able to analyse the incidence of these negative effects related to all the atypical methods of employment, the following article emphasizes the particular features of the employee sharing as a new, flexible form of employment, considerably convenient in a globalized context. Based on a comparative law analysis conducted in order to uncover various perspectives of the European Union’s Member States, this paper highlights the usefulness of implementing the employee sharing system on a national labour market and the opportunities created for the employees.