INTERNATIONAL JOURNAL ON ECONOMICS, FINANCE

AND SUSTAINABLE DEVELOPMENT

Available online at www.researchparks.org

RESEARCH PARK
IJEFSD
https://journals.researchparks.org/index.php/IJEFSD

Vol. 5 No. 5 | May 2023

Advantages and Risks of New Forms of Employment in Conditions of

ABSTRACT ARTICLEINFO
The article discusses the trends in the transformation of Article history:
the labor market under the influence of a change in HR Received 12 Mar 2023
management. It analyzes new forms of interaction between the Received in revised form 10
Apr 2023
employer and the employee. Considers the best experiences of
Accepted 10 May 2023
the remote work. The advantages of remote work from the point
of view of employees and employers are studied. In addition, it Keywords: labor
proposes directions and conclusions for further the development market, HR, forms of
of new forms of employment. employment, remote work,
_______________________________________________ security, social protection.
© 2023 Hosting by Research Parks. All rights reserved.

INTRODUCTION
Globalization, the development of ICT technologies, and changes in relations between employers
and employees require the emergence of new forms of employment for the most efficient use of the
potential of the workforce, providing conditions for employees, and minimizing the costs of employers.
The changes made it necessary to modify the usual labor relations so that they could more fully meet the
needs of market participants, as well as increase labor efficiency. The emergence of new forms of
employment in the labor market is considered a result of the impact of technological, economic, social,
and political factors.
Over the last decade, many new forms of employment have emerged. This is due to a change

Copyright (c) 2023 Author (s). This is an open-access article distributed under the terms of E-mail address: [email protected]
Creative Commons Attribution License (CC BY).To view a copy of this license, visit Peer review under responsibility of Emil Kaburuan.
. Hosting by Research Parks All rights reserved.
https://creativecommons.org/licenses/by/4.0/
INTERNATIONAL JOURNAL ON ECONOMICS, FINANCE AND SUSTAINABLE DEVELOPMENT ISSN (electronic): 2620-6269/ ISSN (printed): 2615-4021

Vol. 5 No. 5 | May 2023 7

in HR management with the development of the digital economy. The new way is characterized by
the expansion of the concepts of "workplace", "HR management," and "tools of HR management";
strengthening the coordination functions; replacing traditional hierarchical structures with network
structures; changing dominance from the employer to the employee, and strengthening the role of
competencies and information technology. Some of the new forms of employment offer some
flexibility and security, and have the potential to transform the traditional relationship between
employers and workers, while others reflect uncertainty.
Nowadays, reducing poverty, creating jobs, especially for young entrants to the labor market, and
reducing informal employment are identified as urgent issues. Researchers consider the introduction of
new and modern forms of employment as one of the main trends in ensuring the employment of the
population, while the formation of a flexible labor market is considered a condition that ensures the
competitiveness of the economy. The process of globalization, the increase in the number of labor
migrations, and the increase in the scale of employment in large transnational enterprises lead to the
expansion of the use of non-traditional forms of employment. In turn, increasing the efficiency and
competitiveness of enterprises requires efficient use of employees' working time, the introduction of
modern forms of employment, and the use of effective management methods.
The improvement of production technologies, the development of science and scientific and
technical progress, the strengthening of competition on a global scale, the impact of the globalization
process on the development of the world economy, and the reforms in the management and organization
of production lead to the improvement of the labor market and the field of employment, and the
emergence of new labor relations. From the point of view of the labor market and the field of
employment, the globalization process manifests itself in the emergence of new forms of international
and national labor distribution systems, the creation of new links between the improvement of
technologies and the quality of jobs, and the transformation of traditional labor market institutions.
Based on this, the new forms of employment in the labor market increase the importance of improving
the methodological foundations.
At the stage of changing the technological structure, the labor market is transforming,
accompanied by a change in both the content of labor processes and the forms of their organization.
The emergence of new forms of employment in such conditions acts, on the one hand, as a
manifestation of the digitalization of economic processes and, on the other hand, as a reaction to the
crisis caused by the obsolescence of the outgoing technological modes of production.
LITERATURE REVIEW
The concept of "new forms of employment" was introduced into scientific circulation by
specialists from the European Foundation for the Improvement of Living and Working Conditions
(Eurofund) [6]. Employment flexibility was recognized as the most important characteristic of new
forms of employment, the achievement of which became possible due to the widespread use of modern
information and communication technologies in the labor sphere. At the same time, it was recognized
that new forms of employment do not guarantee workers an adequate level of social protection, which
may be largely due to the uncertainty of their legal status and the imperfection of the legal regulation of
labor.
Copyright (c) 2023 Author (s). This is an open-access article distributed under the terms of E-mail address: [email protected]
Creative Commons Attribution License (CC BY).To view a copy of this license, visit Peer review under responsibility of Emil Kaburuan.
Hosting by Research Parks All rights reserved.
https://creativecommons.org/licenses/by/4.0/
INTERNATIONAL JOURNAL ON ECONOMICS, FINANCE AND SUSTAINABLE DEVELOPMENT ISSN (electronic): 2620-6269/ ISSN (printed): 2615-4021

Vol. 5 No. 5 | May 2023 8

The development of new forms of employment in the economy was considered by many
scientists, while a significant part of the research is devoted to the problems of distance (remote)
employment [2], and employment on digital platforms [3], and other non-traditional forms of
employment, such as job sharing [5].
Some authors consider that some of temporary workers may see temporary work as a transitional
solution that helps them to find full-time or permanent employment options [10].
Studies of employment relations allow us to find new forms of employment. According to V.
Smith, the growth of independent and other types of contracting creates opportunities for skilled
workers to benefit from changing employment relations [9].
We should also note that new forms of labor relations lead to the development of precarious
work, and studying precarious work is essential because it leads to significant work-related (e.g.,
job insecurity, economic insecurity, inequality) and non-work-related (e.g., individual, family,
community) consequences [4].
METHODOLOGY
The study is based on a methodological approach that takes into account the patterns of long-term
technical and economic dynamics as well as methods of statistical observations and assessments,
comparative and factor analysis, and the assessment of the consequences of increasing the flexibility and
mobility of labor relations and the emergence of new forms of employment.
RESULTS
Technological changes in connection with the fourth industrial revolution made it possible to
perform remotely many types of work that previously required the presence of an employee in the
office. In this work, we will try to consider the problems of using new forms of employment.
In its report, the European Foundation for the Improvement of Living and Working Conditions
(Eurofound) highlighted the following new forms of employment [7]:
– employee sharing, an individual worker is jointly hired by several employers, which provides
permanent full-time employment;
– job sharing, an employer hires a group of workers to do a specific job together, combining
multiple part-time jobs into one full-time job;
– temporary employment, when workers are temporarily hired to perform a specific project or
solve a specific problem, integrating external management capabilities within the organization;
– casual work, when the employer is not obliged to provide the employee with regular work
but has the flexibility to attract him on demand;
– voucher-based work, the relationship between the employer and the employee is not based on
an employment or civil law contract, but on a voucher that the employer buys from an authorized
organization and transfers to the employee, this applies to wages and social protection;
– portfolio work, in which self-employed persons work for a large number of clients and
perform small tasks for each of them;
– mass employment, when a virtual platform unites employers and workers, allowing them to
solve larger tasks and divided into smaller jobs, with the division of labor between the "virtual
Copyright (c) 2023 Author (s). This is an open-access article distributed under the terms of E-mail address: [email protected]
Creative Commons Attribution License (CC BY).To view a copy of this license, visit Peer review under responsibility of Emil Kaburuan.
Hosting by Research Parks All rights reserved.
https://creativecommons.org/licenses/by/4.0/
INTERNATIONAL JOURNAL ON ECONOMICS, FINANCE AND SUSTAINABLE DEVELOPMENT ISSN (electronic): 2620-6269/ ISSN (printed): 2615-4021

Vol. 5 No. 5 | May 2023 9

cloud" of workers;
– co-working, freelancers, self-employed people, or micro-enterprises collaborate to overcome
the limitations of their small size and professional isolation;
– remote (mobile) work based on ICT, in which employees work not only at the premises of
the employer or client but also from any place at any time, is supported by new technologies.
The signs of these forms of employment are: the nature of the relationship between employees and
employers that is different from the traditional one; new models of labor organization that determine the
mode of work and rest; and issues with using ICT. Many of the listed forms were widespread earlier,
before the onset of the global recession and the digital transformation of the labor market, and have been
studied quite well.
Of the listed forms of employment, in our opinion, mobile work based on ICT, employment on
digital platforms, and the sharing of labor among employees have a great development prospect, as they
are the result of the development of the digital economy and provide more opportunities for workers.
The features of the economic relations of "remote work", "mobile work based on ICT or remote
form in the context of digitalization are: the distributed nature of interaction; the use of information:
technologies for the implementation of work functions; and the "intellectualization" of labor. A remote
worker is a knowledge worker whose activities are characterized by high added value and the skills to
implement their job functions in an arbitrary spatial and temporal context.
It is worth emphasizing that this form of employment has advantages for both the employee and the
employer. The main advantage of this form of employment is the reduction of time and money spent on
the road to the office.
It also highlights the benefits:
ability to combine different types of activities;
flexible schedule;
opportunity to use other additional forms of employment;
ability to independently manage their workplace and time, and others.
From the point of view of employers, the advantages of this form of employment relationship
are:
reduction of costs for the creation and maintenance of the workplace;
relative savings on the wage fund;
reduction of social costs;
opportunity to attract additional employees;
creation of effective communication;
increased competition between employees and others.
The positive aspects also reveal the negative features of remote work for employees and
employers, which include:
reducing the possibility of personal communication;
absence or insufficiency of feedback;
lack of opportunity to gain experience from colleagues;
Copyright (c) 2023 Author (s). This is an open-access article distributed under the terms of E-mail address: [email protected]
Creative Commons Attribution License (CC BY).To view a copy of this license, visit Peer review under responsibility of Emil Kaburuan.
Hosting by Research Parks All rights reserved.
https://creativecommons.org/licenses/by/4.0/
INTERNATIONAL JOURNAL ON ECONOMICS, FINANCE AND SUSTAINABLE DEVELOPMENT ISSN (electronic): 2620-6269/ ISSN (printed): 2615-4021

Vol. 5 No. 5 | May 2023 10

the complexity of organizing the workplace and time due to a lack of skills, and others.
For employees, the negative features are:
risk of leakage of confidential data;
lack of physical security measures;
increase in the number of frauds in the network;
cyber-attacks on the Internet and others.
In our opinion, to effectively use the potential of remote workers, employers need to adjust to
modern social and labor relations and use effective employee management tools. With modern forms
of employment, the main tools of HR are communications, ensuring the flexibility of employees,
developing technologies and developing tools for remote interaction by employees.
From April 30, 2023, a new Labor Code is in force in the Republic of Uzbekistan. This
document complies with modern requirements and creates conditions for employers to choose
simpler forms of attracting additional workers, and also takes into account the development of new
forms of labor activity [1].
This document takes into account the expansion of the types of working time: shift work,
flexible work schedule, division of the working day into parts, business trip time, working hours
with the division of the working day into parts, total working time, shift method, digitalization of
labor processes, maintenance of electronic labor books, creation of employment contracts in a single
information base and the introduction of registration mechanisms, and others. The introduction of
the norm of legal regulation of the work of remote workers is positive.
The above is an important step for the regulation of modern forms of labor relations, but it is
worth emphasizing that further improvement of the institutional framework is necessary. The most
important actions include:
- formation of curricula in universities, taking into account the requirements for modern forms
of employment;
– formation of positions suitable for remote work. Potential employees should be informed
which work functions are allowed for remote work and which are not for security purposes;
– potential tools and platforms that could be used. Online and offline workers must be on the
same page and use the same approved tools such as cloud storage platforms, communication/video
conferencing tools, project management tools, etc.;
– security measures for remote work, including the confidentiality of employer data, employee
personal data and employee accounts.
These steps should be included in their mandatory cybersecurity training along with other
subjects such as creating strong passwords and using security tools such as:
1) multi-factor authentication;
2) password manager;
3) VPN connections;
4) firewall and others.
Conclusions
Despite the difficulties and risks of remote employment, its potential for further development is
Copyright (c) 2023 Author (s). This is an open-access article distributed under the terms of E-mail address: [email protected]
Creative Commons Attribution License (CC BY).To view a copy of this license, visit Peer review under responsibility of Emil Kaburuan.
Hosting by Research Parks All rights reserved.
https://creativecommons.org/licenses/by/4.0/
INTERNATIONAL JOURNAL ON ECONOMICS, FINANCE AND SUSTAINABLE DEVELOPMENT ISSN (electronic): 2620-6269/ ISSN (printed): 2615-4021

Vol. 5 No. 5 | May 2023 11

very high. So, on online job platforms offering remote work, there is a big gap between demand and
supply for remote work. The amount of demand for remote work exceeds the existing vacancy by
several dozen times. Based on this, the issue of developing programs for the development of remote
forms of employment at the administrative level at all levels of government becomes relevant.
New forms of employment are not amenable to unambiguous assessment, they have inherent
inconsistencies. In particular, the precariat can perform a positive function, becoming an
intermediate stage for the accumulation of industrial experience by young people, as well as a source
of additional income for retired older people. In addition, they open up opportunities for the rational
distribution of time between work and leisure. But mostly, precarious employment negatively affects
the living conditions and the psychological state of a person, deepens social inequality, and can
cause negative consequences.
In conclusion, it must be emphasized that measures must be taken to constantly reform the
existing legislative framework and create conditions for the legal employment of large sections of
the able-bodied population.
References
1. Labor Code of the Republic of Uzbekistan // https://lex.uz/ru/docs/6257291
2. Azoeva O.V., Mikhalevich L.Yu., Ostapenko V.A., Shim G.A. (2020), “The Labor Nature Changes
and its Regulation Challenge Caused by Global Digitalization of Business”, International Journal of
Organizational Leadership, vol. 9, no. 4, pp. 170- 183
3. Eferin Y., Hohlov Y., Rossotto C. (2019), “Digital platforms in Russia: competition between national
and foreign multi-sided platforms stimulates growth and innovation”, Digital Policy, Regulation and
Governance, vol. 21, no. 2, pp.129–145
4. Kalleberg, A. L. (2009). Precarious work, insecure workers: Employment relations in transition.
American sociological review, 74(1), 1-22.
5. Kenney M., Zysman J. (2016), “The rise of the platform economy”, Issues in Science and Technology,
vol. 32, no. 3, pp. 61–69.
6. Mandl I., Curtarelli M., Riso S., Vargas Llave O., Gerogiannis E. (2015), New forms of employment,
Publications Office of the European Union, Luxembourg. P.180.
7. Mandl I., Curtarelli M., Riso S., Vargas Llave O., Gerogiannis E. (2015), New forms of employment,
Publications Office of the European Union, Luxembourg. P.180.
8. Nasimov, D. A., Arabov, N. U., & Khomitov, K. Z. (2020). Flexible employment prospects in CIS
countries. International Journal of Scientific and Technology Research, 9(2), 2635-2641.
9. Smith V. New forms of work organization //Annual review of sociology. – 1997. – V. 23. – №. 1. –
P. 315-339.
10. Torka, N., & Schyns, B. (2007). On the transferability of “traditional” satisfaction theory to non‐
traditional employment relationships: temp agency work satisfaction. Employee relations, 29(5), 440-
457.
11. Masurova, N.Sh. (2017). Kachestvo i konkurentosposobnost' rabochey sili v usloviyax
modernizasii ekonomiki. Ekonomika i predprinimatel'stvo, (4-2), 1123-1127.

Copyright (c) 2023 Author (s). This is an open-access article distributed under the terms of E-mail address: [email protected]
Creative Commons Attribution License (CC BY).To view a copy of this license, visit Peer review under responsibility of Emil Kaburuan.
Hosting by Research Parks All rights reserved.
https://creativecommons.org/licenses/by/4.0/