A blend of "work" and "vacation," a working arrangement where individuals, particularly freelancers or remote employees, combine their professional responsibilities with a vacation.

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Instead of taking time off work entirely, they travel to a different location, often a desirable or exotic destination, and continue to perform their job duties while enjoying the benefits of a new environment. This approach aims to enhance work-life balance, boost creativity, and improve overall well-being by allowing individuals to work remotely in a more relaxed and inspiring setting. Workations can lead to increased productivity and job satisfaction as employees benefit from a change of scenery and a more flexible lifestyle.

A remote work policy where workers are encouraged to work from anywhere in the world.

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Workers are given the flexibility and autonomy to choose their work location, and their employer provides them with the tools to stay connected with their colleagues remotely. This policy emphasizes trust, flexibility, and the use of digital communication and collaboration tools to maintain productivity and teamwork, regardless of geographical location. WFA policies can enhance employee satisfaction, attract a diverse talent pool, and support a better work-life balance.

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See also: Remote Work Policy.

A freelancing approach where an individual focuses on offering specialized services within a specific industry or niche rather than providing a broad range of services across multiple industries.

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This method allows freelancers to develop deep expertise and a strong reputation in a particular field, attracting clients who need highly specialized skills and knowledge. Vertical freelancers often become subject matter experts, enabling them to command higher fees and secure long-term contracts within their chosen industry.

A staffing model that includes a mix of full-time employees, part-time workers, freelancers, and temporary staff to meet fluctuating business demands.

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This model allows organizations to adjust their workforce size and skills based on current needs, improving flexibility and cost efficiency. By leveraging a variable workforce, companies can quickly scale up or down, access specialized skills as required, and optimize labor costs while maintaining productivity and responsiveness to market changes.

A highly talented and versatile employee who possesses a unique combination of skills that are rare and highly valuable to the organization. Unicorn employees often excel in multiple areas, bringing innovation, leadership, and exceptional problem-solving abilities to their roles. Their diverse skill set and adaptability make them critical assets in driving the organization’s success and growth.

A condition where individuals in the labor force are employed at less than full-time or regular jobs, or at jobs that are inadequate in terms of their training or economic needs.

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This includes situations where workers are overqualified for their jobs or are working part-time but desire full-time employment. Underemployment reflects a mismatch between workers' skills, qualifications, and the demands of their current roles, often leading to reduced income, job dissatisfaction, and limited career growth opportunities.

A comprehensive analysis and interpretation of data related to an organization's workforce, including employees, freelancers, and contractors. This approach leverages data analytics, AI, and other technological tools to gain insights that optimize workforce management, improve decision-making, and align workforce strategies with business objectives. Total Workforce Intelligence enables organizations to better understand workforce dynamics, forecast future needs, and enhance overall productivity and efficiency by integrating data from various sources to provide a holistic view of talent and resource utilization.

A place that is used alongside the first place (home) and second place (work, office) for work or business interactions.

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This can include cafés, museums, parks, or libraries, as well as directly on-site at the customer's premises or in shared spaces with partners and other stakeholders. Third places provide alternative environments that foster creativity, collaboration, and networking outside the traditional home or office settings, offering a more relaxed and informal atmosphere for professional engagements.

A workforce management strategy that leverages a pool of freelancers, contractors, and remote workers to meet an organization's talent needs.

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It involves maintaining a dynamic and flexible talent pool that can be quickly mobilized to address specific project requirements or skill gaps, providing businesses with agility and access to a wide range of expertise. The Talent Cloud approach enables organizations to scale their workforce efficiently, optimize resource allocation, and adapt to changing market demands while accessing a diverse range of skills and perspectives.

A tax term used for a freelancer or self-employed individual who owns and operates their business as an individual without forming a separate legal entity.

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Becoming a sole proprietor is generally understood to be the simpler option, requiring fewer steps to get started. This structure allows the individual to have full control over business decisions and operations, while also bearing personal responsibility for all business liabilities and debts. Sole proprietors report their business income and expenses on their personal tax returns, streamlining the tax process but also merging personal and business financial obligations.

A type of work or business activity that individuals engage in outside of their primary job to earn supplementary income.

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Unlike a traditional part-time job, a side hustle often offers more flexibility and control over work hours and tasks, allowing individuals to pursue their interests or develop new skills while earning extra money. Side hustles can range from freelance work and small businesses to creative projects and gig economy jobs, providing an additional source of income and personal fulfillment.

A set of guidelines established by an organization to outline the expectations, responsibilities, and procedures for employees working outside of a traditional office environment.

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This policy ensures consistency, structure, and transparency in remote work arrangements. It typically covers aspects such as communication protocols, performance expectations, data security measures, work hours, availability, and the use of company equipment. By providing clear directives, a remote work policy helps maintain productivity, accountability, and engagement among remote employees while supporting a flexible work environment.

An organization where remote work is the default mode of operation.

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Employees primarily work from locations outside of a centralized office, such as home offices or co-working spaces. While these companies may maintain some physical office space for those who prefer it, the majority of their workforce operates remotely.

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This model emphasizes a culture and infrastructure designed to support remote work as the norm, ensuring equal access to resources and opportunities for all employees, regardless of location. Remote First companies prioritize communication tools, collaboration platforms, and policies that facilitate effective remote working, aiming to create a seamless and inclusive work environment for all team members.

A situation when an employee mentally and emotionally checks out from their job and does the bare minimum to get by.

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Quiet quitting refers to doing the minimum requirements of one’s job and putting in no more time, effort, or enthusiasm than absolutely necessary. Despite the term, the worker doesn’t actually leave their position and continues to collect a salary. This phenomenon highlights a disengagement from the job while still maintaining employment, often as a response to burnout, dissatisfaction, or a desire for better work-life balance.

A situation where freelancers or gig workers engage in long-term contracts with a single client, blurring the lines between traditional employment and freelance work.

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In quasi-employment, workers may develop close working relationships with their clients and become integral to the client's operations, yet they typically do not receive the same benefits and protections as regular employees.

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See also: Permalancer

A worker who was initially hired on a freelance basis but has transitioned into a more permanent role with the same company, though typically without the full benefits of a traditional employee.

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This type of employment provides a stable income and regular work while maintaining some of the flexibility associated with freelancing. Permalancers often continue to operate with a degree of autonomy and may still manage their own taxes and benefits, but they enjoy more consistency and long-term engagement compared to typical freelancers.

A practice of individuals holding two or more full-time jobs simultaneously, often without their employers being aware.

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This trend has been enabled by the rise of remote work, allowing employees to juggle multiple roles and increase their income significantly. However, this can lead to potential issues such as burnout, decreased job performance, and ethical concerns related to loyalty and honesty with employers. Overemployment also raises questions about work-life balance and the long-term sustainability of managing multiple full-time positions.

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See also: Moonlighting

A new understanding of work and the world of work in the age of globalization and digitalization.

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The core values of this new world of work are freedom, independence, and participation in the community. A pronounced work-life balance through flexible working models and independent working, as well as more freedom of choice for employees, are increasingly taking center stage. New Work, therefore, impacts the choice of work locations and working hours.

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Practical examples of new working methods include remote work, workstation (combining work and holidays), the four-day week, and co-working spaces. These approaches promote a more adaptable and employee-centric work environment, fostering innovation and productivity.

A business strategy that involves relocating business processes or services to nearby countries rather than distant offshore locations.

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This approach aims to combine the cost benefits of outsourcing with the advantages of geographical, cultural, and time zone proximity. Nearshoring facilitates easier communication, more efficient collaboration, and quicker response times while still achieving cost savings. It also helps in mitigating risks associated with long-distance outsourcing, such as political instability, language barriers, and logistical challenges.

A practice of holding a second job or engaging in additional work outside of one's primary employment, typically after regular work hours.

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This can be done to earn extra income, gain new skills, explore personal interests, or build a side business. Moonlighting allows individuals to diversify their income sources and pursue other career opportunities or passions while maintaining the stability of their main job.

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See also: Overemployment

The illegal practice of categorizing workers as independent contractors when they should be classified as employees.

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This error can lead to significant legal and financial consequences as it affects the rights and benefits of the worker under labor laws, including wages, taxes, and protections like unemployment and workers’ compensation. Misclassification undermines worker protections and can result in penalties for employers, including fines, back pay, and legal liabilities.

A highly adaptable and skilled group of freelancers or remote professionals who come together on a project-by-project basis.

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These teams are characterized by their fluidity, allowing members to join and leave as needed based on the demands of each project. The "liquid" aspect refers to their ability to rapidly reconfigure and optimize the team composition to meet specific goals and challenges. Such teams leverage the diverse expertise of their members to deliver high-quality, innovative solutions efficiently. This approach enables businesses to tap into a global talent pool, ensuring flexibility and scalability in their operations.

A payment made to a freelancer when a project is terminated before completion, typically due to circumstances beyond the freelancer's control.

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This fee compensates the freelancer for the work already done and protects them from losing potential income. It serves as a financial safeguard, ensuring that freelancers receive fair compensation for their time and effort, even if the project does not reach its intended conclusion.

A strategy that involves hiring workers only when there is an immediate need, ensuring that labor resources match current demand.

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This approach, inspired by just-in-time manufacturing principles, reduces costs, increases efficiency, and provides flexibility for businesses. Companies utilize staffing agencies or digital labor marketplaces to quickly find and deploy workers as needed, avoiding the overhead and inflexibility associated with maintaining a large permanent workforce. This method allows businesses to adapt swiftly to fluctuations in demand, optimize resource allocation, and minimize labor-related expenses.

An agreement between a contractor and a client in which one party transfers its intellectual property to the other.

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The agreement should detail the specific IP being transferred, the terms of the transfer, any exceptions, and the point at which the transfer occurs (e.g., upon payment completion). This document ensures that all parties are aware of their rights and obligations regarding the IP, providing legal clarity and protection for both the transferor and the transferee.

A freelancing approach where an individual offers a wide range of services across various industries rather than specializing in a specific niche.

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This approach allows freelancers to diversify their skills and client base, potentially leading to more opportunities and a more stable income stream. By leveraging a broad skill set, horizontal freelancers can adapt to different market demands and reduce dependence on a single industry, enhancing their resilience and flexibility in the freelance market.

An independent contractor who takes on short-term jobs or projects for various clients.

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These workers are part of the gig economy, which is characterized by flexible, temporary, or freelance jobs, often facilitated by digital platforms. Gig workers are responsible for managing their schedules, workload, and taxes, and they typically do not receive traditional employment benefits. This model allows for greater flexibility and autonomy, enabling workers to choose projects that fit their skills and interests.

A cloud-based technology platform designed to streamline the management of freelancers.

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These systems handle various functions such as sourcing talent, onboarding, project management, compliance, invoicing, and payments, making it easier for companies to manage their freelance workforce efficiently. By centralizing these tasks, FMS helps organizations save time, reduce administrative burdens, and ensure compliance with legal and regulatory requirements while effectively leveraging freelance talent.

An emerging employment model in which an employee is hired for a fraction of the 40-hour work week.

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Similar to a contractor or freelancer, a fractional employee spends a specific amount of time each week with an employer or multiple employers, offering a portion of their time and expertise. This arrangement provides flexibility for both the employee and the employer, allowing companies to access specialized skills and knowledge without the commitment of a full-time position, while employees can diversify their work experience and manage their schedules more effectively.

A contractual work arrangement where an employee is hired for a specific, limited period of time.

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This period can be determined by a set end date, a particular project's completion, or a specific event's occurrence. Fixed-term employees typically have similar rights to permanent employees, including benefits and protections, unless there is a valid reason to treat them differently. This type of employment is often used to cover temporary staff shortages, seasonal work, or to bring in specialized skills for a specific project. Fixed-term employment provides flexibility for employers to manage workforce needs without long-term commitments.

A suite of processes and policies designed to support employees assigned to work in a foreign country, commonly known as expatriates or expats.

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Effective expat management includes everything from pre-assignment planning and visa and immigration support to housing and schooling assistance, and even repatriation programs. Businesses with international operations must ensure their expat employees are well-supported throughout their assignments to maximize productivity and employee satisfaction.

An individual who consistently handles the most mundane, repetitive, and labor-intensive tasks within a workplace. Often overlooked and underappreciated, a donkey employee performs the essential, albeit unglamorous, duties that keep operations running smoothly. These tasks, which are usually unskilled and require significant effort, are vital to the overall success of the organization but seldom receive recognition or reward.

A phenomenon where employees engage in work-related tasks beyond their regular working hours. This often extends into evenings, weekends, or holidays, through digital communication channels such as emails, messaging apps, or virtual collaboration platforms.

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Especially relevant in the context of remote work and the widespread use of digital technologies, digital presenteeism can lead to increased stress and burnout as employees feel the pressure to be constantly available and responsive, blurring the boundaries between work and personal life.

A third-party company or entity that serves as the official employer for contract or temporary workers.

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In an HR context, this arrangement is often used to simplify payroll, benefits administration, and compliance issues for businesses that utilize temporary or contract workers. The CoR assumes responsibility for employment-related tasks such as issuing paychecks, withholding taxes, providing benefits, and ensuring compliance with labor laws and regulations, thereby allowing the hiring company to focus on its core business activities.

A self-employed individual or entity contracted to perform work for or provide services to another entity as a non-employee.

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They are responsible for their own taxes, insurance, and benefits, unlike employees. Contractors are often hired for their specialized skills or to complete specific projects, providing businesses with flexibility and expertise without the long-term commitment of hiring a full-time employee. See also: 1099 Worker, Casual Worker, Freelancer, Gig Worker.

A labor pool consisting of people who work for an organization on a non-permanent basis.

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A contingent workforce consists of freelancers, independent contractors, and consultants who are not on the company's payroll because they are not employees of the organization. These workers are typically hired for specific projects, tasks, or periods, providing businesses with flexibility and the ability to scale their workforce according to demand without the long-term commitment of permanent employees.

An employee who does not have a fixed or guaranteed schedule and works on an as-needed basis.

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This type of worker is typically engaged on a temporary or irregular basis without a long-term commitment from the employer. Casual workers are often called in to work during peak periods or to fill in for permanent employees who are absent. They usually receive compensation only for the hours worked and may not be entitled to the same benefits or job security as full-time or permanent employees.

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See also: 1099 Worker, Contractor, Freelancer, Gig Worker.

The practice of outsourcing key business tasks to a third party. BPO can help businesses be more efficient, productive, and profitable.

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This process typically involves contracting specific business operations and responsibilities, such as customer service, payroll, accounting, or technical support, to external service providers. By leveraging the expertise and resources of third-party vendors, companies can focus on their core competencies, reduce costs, improve service quality, and gain access to global talent and technology.

A strategic approach where an organization combines full-time employees with contingent workers, such as freelancers, contractors, or part-time workers, to meet their business needs effectively. It involves integrating traditional employees and non-traditional workers to create a flexible and diverse workforce that can adapt to changing demands and maximize productivity.

A combination of the words "business" and "leisure," referring to the practice of combining business travel with leisure activities or personal time.

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This approach allows travelers to maximize their time on business trips by adding days for relaxation before or after work commitments, promoting a better work-life balance and enabling exploration of new destinations with minimal additional expense.

A type of work where team members interact with one another without the need for immediate responses. In t his mode, messages or information are exchanged at different times, allowing individuals to respond when it is most convenient for them rather than in real-time.

A third-party entity responsible for managing the compliance and administration of independent contractors.

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The AOR ensures the correct classification of workers, manages contracts and agreements, handles onboarding processes, acts as an intermediary throughout the engagement, and oversees the payment process. The primary goal is to mitigate risks associated with worker misclassification and ensure all regulatory and tax considerations are met.