Employment

What is employment?

Employment definition is termed as a paid mutual work arrangement between a recruiter and an employee. This term applies to an individual who is hired for a salary or compensation to initiate work or tasks for an organization. Although the employees can negotiate certain items in an employment agreement, the terms and conditions that are included and are mostly determined by the employer. This agreement could also be ended by the recruiter or the employee.

Time and compensation of employment

Employment agreements may vary, as they involve different time commitments and compensation plans.

For example, employment can be:

• An hourly part-time job that is paid for a certain amount for each hour they worked.
• Full-time employment in which individuals receive a salary and benefits from an employer for performing the tasks or work assigned to then that is required by a particular position

On the flexibility of an employee work schedule or it is required of the employee to work a 40-hour week with an hour for lunch or breakfast and two 10-minute breaks, one in the morning after coming to the office and one in the afternoon post-lunch⁠ as it is required by law.

As long as the employer meets their agreement to pay an employee⁠ and to pay on time⁠ and the employee wishes to continue the work assigned by the organization, the work relationship between employer and employee will continue.

What are the 6 types of employment?

As HR professionals, understanding the different types of employment is more than just a formality—it’s a foundation for building effective workforce strategies. From managing full-time staff to engaging freelancers or contract workers, each employment type comes with its own set of responsibilities, compliance considerations, and cultural dynamics.

Whether you're drafting policies, optimizing resource planning, or navigating labor laws, having a clear grasp of employment classifications ensures you're making informed, strategic decisions that align with both organizational goals and employee needs.

1. Full time employment

This is the most traditional form of employment, where an individual works a set number of hours (typically around 40 hours a week) and receives a fixed salary. Full-time employees often receive benefits like health insurance, paid leave, and retirement contributions.

2. Part-time employees

Part-time employees work for a 'part' of the day, usually in shifts and their work hours are less than that of those employed full time. The laws can change depending upon the employee position. Part-time employees are in a parallel position to full-time employees when it comes to employment protection legislation, although in some exceptions a part-time employee would need to work at a set minimum number of hours for a set period of time before actually getting a full-time job.

3. Fixed-term employees

Many more individuals are now employed on a fixed-term basis (or on specific purpose contracts). Employees that are working on repeated fixed-term contracts can be considered under the unfair dismissals legislation, although they need to have at least one year of continuous service before they could actually bring the claim under the Unfair Dismissals Acts. Under the Protection of Employees (Fixed-Term Work) Act 2003, employers cannot regularly renew fixed-term contracts. Employees could only work on one or more fixed-term contracts for a set period of time. After which the employee is considered to have a permanent contract of indefinite duration (just like a full-time employee). Under the Act, fixed-term workers that cannot be treated less favourable than comparable permanent employees.

Specified purpose contracts are the contracts which are entered into a competition in order to complete a special assignment or for a special purpose. The provisions that come under the unfair dismissals and protection of workers legislation apply equally to specified purpose contracts.

4. Casual employees

There is no technical definition of casual employees in recruitment law as of now but in reality, casual workers are dependant on, to do work as required without having fixed hours or attendance tracking for them. However, these workers are also employees, for employment rights purposes.

Some legislation will also apply, for example, the right to receive a payslip while In other instances where a set period of employment is much required it will be doubtful that a casual employee will have adequate service to qualify, for example, 2 years of service is required in order to be authorised to statutory redundancy.

5. Self-employment

Self-employed individuals run their own business or work as independent contractors. They have greater autonomy but also bear more risk and responsibility. They are in charge of securing their own benefits and often have to manage their taxes differently from salaried workers.

6. Children and Young People

Although, The law does not allow children (that are, aged under 16) to be employees apart from some countries that have very strict and restricted circumstances.

Children that are aged over 14 may do small work outside school term.

Children that are aged over 15, but under 16, may also do some small work and this may include during school term.

But In any of the above circumstances, there are certain restrictions on the number of hours that they are allowed to worked and when the work may be done, with a complete prescription on work between 8 pm and 8 am.

Young people (who's age is between 16-18 years of age) may also become employees but again there are restrictions on the maximum hours that can be spent and overall, the work cannot be between 10 pm and 6 am.

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What are the different stages of employment?

The employment journey, commonly known as the Employee Life Cycle, can be segmented into various stages, each possessing distinct characteristics. These stages offer a structured framework for comprehending and overseeing the employee's journey within an organization.

1. Recruitment and onboarding

In the initial phase, the focus is on attracting appropriate candidates, carrying out interviews, and choosing the most suitable individual for the job. Recruitment agencies often assist businesses in this process by sourcing and screening potential candidates to ensure the best fit. Upon recruitment, the onboarding process commences, acquainting the new employee with the company's culture, policies, and their specific role.

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2. Performance management

This phase emphasizes establishing expectations, delivering feedback, and assessing employee performance. Consistent performance evaluations assist employees in recognizing their strengths, identifying areas for enhancement, and aligning their objectives with organizational goals.

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3. Career development

Employees undergo growth and development in their positions, and organizations dedicate resources to nurture their progress. Career growth and skill enhancement are fostered through training programs, mentorship, and opportunities for advancement.

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4. Compensation and benefits

Ensuring fair and competitive compensation is vital for maintaining employee satisfaction. This phase encompasses evaluations of salaries, bonuses, and other benefits, acknowledging and rewarding employees for their valuable contributions.

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5. Employee relations

Cultivating positive workplace relationships is paramount. This phase includes addressing issues, resolving conflicts, and nurturing a conducive work environment to promote the well-being of employees.

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6. Transition and exit

Whether prompted by retirement, resignation, or other factors, employees ultimately undergo transitions out of the organization. Offboarding procedures guarantee a seamless departure, encompassing knowledge transfer, exit interviews, and the completion of essential paperwork.

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What is the quality of employment?

The quality of employment refers to the overall conditions, characteristics, and nature of a job that determine its capacity to satisfy the worker's needs and aspirations. While the website provided focuses on the definition of "employment" itself, diving deeper into the concept of the "quality of employment" means considering factors such as:

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• Job security: The assurance that an individual will remain in the job and will not face unexpected termination.
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• Wages and compensation: Whether the pay is competitive, fair, and commensurate with the skills and responsibilities of the job.

• Working conditions: The physical environment, safety measures, equipment quality, and the overall atmosphere of the workplace.
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• Opportunities for Advancement: Availability of avenues for career growth and development within the organization.
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• Work-Life Balance: The ability of the job to accommodate and respect an individual's personal and family life.
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• Job Satisfaction: Whether the job provides personal fulfillment and aligns with the worker's passions and values.
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• Employee Rights and Treatment: How well the organization respects and upholds the rights of its employees, ensuring no discrimination or unjust treatment.
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• Skill Utilization and Development: The opportunity to use one's skills to the fullest and the provision for continuous learning and training.

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How is employment status determined?

Determining employment status is crucial as it dictates an individual's rights, benefits, tax obligations, and legal protections. Here's how employment status is typically determined:

1. Control and direction

One of the primary indicators is the degree of control an employer has over the work performed. If the employer dictates when, where, and how the work should be done, it leans towards an employer-employee relationship.

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2. Duration of employment

Short-term or project-based tasks often indicate a contract or freelance status, while ongoing, indefinite tasks suggest full-time employment.

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3. Financial control

A regular salary or wage typically indicates an employee. Meanwhile, invoiced payments or project-based fees usually indicate a contractor or freelancer.

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4. Integration

If the individual's work is integral to the business's operations, they're more likely to be considered an employee. For example, a teacher in a school is integral, while a contractor repairing a school's roof is not.

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5. Contractual agreements

Sometimes, the employment status is outlined explicitly in a written agreement or contract. However, it's essential to ensure that the terms of the contract reflect the actual nature of the relationship, as merely labeling someone a contractor doesn't override the realities of the working relationship.

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What are the challenges to employment?

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• Job scarcity: Limited job opportunities pose a significant challenge in employment.
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• Skill-mismatch: Mismatch between required skills and available workforce skills is a prevalent issue.
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• Technological advancements: Automation and technological changes impact job roles, leading to challenges.
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• Globalization: Global factors contribute to job insecurity and increased competition.
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• Continuous skill upgrades: The need for ongoing skill development poses challenges for both employers and employees.
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• Changing demographics: Shifting demographics influence employment dynamics and require adaptive strategies.
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• Discrimination and wage gaps: Issues related to discrimination and unequal pay further complicate employment challenges.
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• Policy interventions: Comprehensive policies are crucial to address these multifaceted challenges effectively.

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