| Abstract | Značajne društvene promjene koje su se dogodile u svijetu 20. i početkom 21. stoljeća utjecale su na sve društvene sfere samim time i na područje rada. Područje radnih odnosa, centralno je i najsloženije pitanje radnog prava. Što se tiče radnih odnosa poseban izazov predstavlja prilagođavanje fleksibilnim oblicima zapošljavanja. Fleksibilni oblici zapošljavanja odstupaju od tradicionalnih i tipičnih oblika zapošljavanja. Oni predstavljaju odstupanje od klasičnog radnog tjedna, osmosatnog radnog vremena i zapošljavanja na neodređeno vrijeme. Za potrebe ovog rada analiziraju se najčešće vrste fleksibilnih (atipičnih) oblika rada. Između ostalih analiziraju se Direktiva o ravnoteži između poslovnog i privatnog života (EU) 2019/1158, kao i Zakon o izmjenama i dopunama Zakona o radu (NN 152/22) kojim se navedena Direktiva implementirala u hrvatsko nacionalno zakonodavstvo. Osim implementacije Direktive, navedenim izmjenama i dopunama Zakona o radu pobliže su se uredila prava radnika i poslodavaca kod pojedinih fleksibilnih oblika rada. Osim propisa kojima se reguliraju fleksibilni oblici rada, u ovom radu se analizira i fleksibilni oblik rada pojedinačno. U radu su se iznjeli statistički podaci iz kojih je vidljivo da korištenje fleksibilnih oblika zapošljavanja nije jednako u svim zemljama članicama Europske unije, već stupanj njihove primjene varira. Prema tumačenju znanstvene literature fleksibilizacija predstavlja metode koje umanjuju socijalne elemente koje su tradicionalno vezani uz rad, sa svrhom stvaranja većeg profita. Smanjuju se pravna ograničenja u radnom pravu, što dovodi do negativnih posljedica na sigurnost zaposlenja, ali isto tako doprinosi ekonomskom napretku, i stvaranja više prilika starijoj populaciji i ženama, koje su najteže zapošljive kategorije radnika. U tom kontekstu govori se o fleksigurnosti koja predstavlja kombinaciju fleksibilnosti i sigurnosti u radnim odnosima, i koja je rješenje za potrebe s kojima se suočavaju europska tržišta radne snage. |
| Abstract (english) | Economic and social changes in the world have affected many areas of life and work. One of those areas is the area of labor relations, as the central and most complex issue of labor law. One specific challenge, among the others, is adapting to flexible forms of work, which have experienced their appearance through atypical work relationships. Flexible forms of employment deviate from traditional and typical forms of employment. They represent a deviation from the classic work week, eight-hour working hours and permanent employment. For the purposes of this paper, an analysis of some of the most common types of flexible (atypical) forms of work. Among others, the Directive on the balance between work and private life (EU) 2019/1158, as well as the Law on Amendments to the Labor Law (Official Gazette 152/22), which implemented the aforementioned Directive into Croatian national legislation, are analyzed. In addition to the implementation of the Directive, the aforementioned amendments to the Labor Law regulated the rights of workers and employers in certain flexible forms of work. Apart from the regulations regulating flexible forms of work, this paper also analyzes flexible forms of work individually. The paper presented statistical data from which it is evident that the use of flexible forms of work varies in the member states of the European Union, from a higher level of their application in the Nordic countries to a lower level in former socialist countries where flexible forms of work are more difficult to achieve. Furthermore, the purpose of the paper is to present flexibilization as a common name for a series of methods that reduce the social elements traditionally associated with work, with the aim of increasing profits and maintaining competitiveness. This is primarily served by the reduction of legal restrictions in labor law, which primarily has negative consequences for job security, but should contribute, in addition to economic progress, to the creation of more opportunities for work for older people and women, as the hardest-to-employ categories of workers. In this context, we are talking about flexicurity, which is a combination of flexibility and security in working relationships, and which is a response to the needs faced by European labor markets. |
