Flexible Working Conditions Research Articles

The Key Role of Employee Commitment in the Relationship Between Flexible Work Arrangements and Employee Behavior

The research’s main objective is to examine the mediating role of Employee Commitment (EC) in the relationship between Flexible Work Arrangements (FWAs) and employee behavior (Innovative Work Behavior (IWB) and Employee Performance (EP)) among employees in the Republic of Serbia. The research consists of a theoretical part (review of the literature on previous theoretical and empirical findings) and an empirical part (Partial least squares structural equation modeling (PLS-SEM) analysis conducted on a sample of 582 employees in Serbia). The main findings have determined that there is full mediation, as the indirect effect of FWAs on Innovative Work Behavior through employee commitment is significant, and partial mediation, as the indirect effect of FWAs on Employee Performance through Employee commitment. The flexibility provided by FWAs not only increases employee satisfaction and loyalty but also motivates them to reciprocate through improved behavior and employee performance. In this way, employee commitment becomes a key factor that links organizational flexibility policies with positive outcomes in employee behavior. Flexible work arrangements are key to HR sustainability by enabling a better work-life balance, reducing stress, increasing employee commitment, and fostering long-term innovation and productivity. The mediating role of employee commitment in the relationship between flexible work arrangements and employee behaviors, such as innovative work behavior and employee performance, is particularly important. A high level of commitment, which stems from flexible work conditions, significantly contributes to innovative practices and improved performance, further strengthening the sustainability of organizations.

A triadic model of job retention and turnover dynamics in the hospitality industry

Purpose This study aims to examine key factors influencing hospitality employee turnover in a post-pandemic context, challenging conventional assumptions about the role of demographics and work-related factors in retention decisions. Design/methodology/approach The research adopted a comprehensive framework using the capability approach and geospatial data analysis, integrating social vulnerability indexes with survey responses from 797 hospitality employees. This study analyzed turnover intentions across demographics, job roles and regions, focusing on Florida’s I-4 corridor. Findings Individual conversion factors like age and marital status were the strongest predictors of turnover, with older and married employees less likely to leave their jobs. In contrast, traditional variables like income, education and job type did not significantly influence turnover intentions. The pandemic blurred distinctions between job roles, highlighting personal circumstances, health risks and economic pressures as critical factors. Contrary to expectations, financial assistance did not significantly reduce turnover intentions. In addition, employees’ life circumstances, such as social vulnerability, influence labor relations and turnover more than work-related conditions. Research limitations/implications This study enriches turnover literature by confirming that personal life circumstances, like age and marital status, are pivotal in understanding employee retention. It challenges conventional demographic and work-related predictors and urges future research to explore the interaction between personal and professional factors in the hospitality industry. The study’s agent-based framework deepens the understanding of how various factors shape employee decisions to stay or leave. Practical implications The findings suggest that hospitality employers must develop more localized, employee-centric retention strategies, especially for younger employees. Tailored approaches considering regional and demographic differences, such as providing career development opportunities and flexible work conditions, could foster long-term loyalty. In rural areas, retention efforts should focus on improving job satisfaction and community support, while in urban areas, strategies prioritize career progression and flexibility. Social implications The study’s findings have significant social implications, particularly in reshaping how employee retention strategies are developed in the hospitality industry. By emphasizing life circumstances over traditional work-related factors, the research highlights the importance of supporting employees’ resilience, especially for those facing social vulnerability. Employers may need to create more flexible and inclusive policies that account for personal, economic and health-related challenges. In addition, the findings suggest that financial aid alone is insufficient in reducing turnover, calling for a more holistic approach that integrates emotional and social support to foster a more stable and loyal workforce. Originality/value This study challenges traditional turnover models by shifting focus from work-related factors to life circumstances, particularly the resilience of older and married employees. It integrates three dimensions – personal (sociodemographics), social (support) and environmental (job type, pandemic challenges) – to examine their influence on employee agency. This triadic framework offers insights into how individual, social and contextual factors shape turnover decisions.

Gig Economy: Is It a Trap or Stepping Stone for the Informal Sector?

The informal sector and technology have complex interactions, shaping economic activity, job trends, and social outcomes, especially with the rise of the “gig economy”, in which individuals work on an as-needed basis through online platforms. This article explores several theoretical frameworks, such as modernization theory, dependence theory, structuralist approaches, and post-structuralist viewpoints, and investigates how different frameworks explain the effects of technology on informal economic activity. This article also reviews for comprehending the correlation between the informal sector and technology. Besides that, this article explores the dual nature of the gig economy, examining whether it serves as a trap that perpetuates the vulnerabilities of the informal sector or as a stepping stone toward more excellent economic stability and mobility. Although the gig economy provides opportunities for income generation, skill development, and flexible working conditions, it also presents substantial challenges, such as job insecurity, a lack of benefits, and potential exploitation. This paper also addresses the implications for policy and future research directions by the sustainable development goal (SDG) of fostering sustainable, inclusive, and long-term economic growth, as well as full and productive employment and decent work for all.

Assessing Barriers and Facilitators to Return to Work for Kidney Cancer Survivors: A 6-Month Longitudinal Study

ObjectivesThis study aimed to investigate the factors that impact the readiness and success of kidney cancer survivors returning to work, providing insights for healthcare professionals, employers, and policymakers. MethodsA prospective longitudinal study was conducted at Sun Yat-sen University Cancer Center from April 2022 to June 2023. The study enrolled 282 kidney cancer survivors aged 18 to 60 who completed three surveys at 1, 3, and 6 months postsurgery. Data collection involved telephone interviews and self-administered questionnaires, capturing sociodemographic information, medical history, and employment status, while follow-up assessments tracked return-to-work readiness. The scales used for analysis included the Generalized Anxiety Disorder Scale, the Patient Health Questionnaire, the Return-to-Work Self-Efficacy Questionnaire, the Perceived Social Support Scale, and the Brief Fatigue Inventory. Generalized Estimation Equations were applied to identify significant factors, with both single-factor and multivariate analyses performed to pinpoint the most critical variables. ResultsReturn-to-work rates at 1, 3, and 6 months postsurgery were 26.9%, 59.9%, and 76.2%, respectively. Higher levels of anxiety, lower self-efficacy, older age, and greater fatigue were associated with reduced return-to-work rates. Physically demanding jobs posed more barriers compared to nonmanual roles. Significant factors identified in multivariate analysis included anxiety, self-efficacy, fatigue, and the nature of the patient's work. ConclusionPsychological, physical, and job-related factors play a crucial role in determining whether kidney cancer survivors can successfully return to work. Tailored support and flexible work arrangements could help kidney cancer survivors reintegrate into the workforce, leading to better long-term outcomes. Implication for Nursing PracticeNursing professionals can play a vital role in assessing and supporting kidney cancer survivors during their recovery process by addressing both psychological and physical factors. Incorporating return-to-work readiness into postoperative care plans, offering mental health support, and liaising with employers to create flexible working conditions could enhance the reintegration of survivors into the workforce.

Flexible Work in the Public Sector: A Dual Perspective on Cognitive Benefits and Costs in Remote Work Environments

The COVID-19 pandemic has accelerated the adoption of flexible work arrangements within the Italian public administration. While much of the existing research has focused on the drawbacks of such arrangements, there has been less exploration of their benefits. Cognitive demands related to the structure of work activities, planning of working hours, planning of workplaces, and coordination with others, under flexible working conditions, might be considered as job resources that act as challenging demands within the Job Demand-Resource (JD-R) model. This study aimed to explore how the “cognitive challenge of flexible work” (CCFW) impact job satisfaction through home-based performance, taking into account the role of weekly working hours on home-based performance. Furthermore, the potential moderating role of cognitive and physical job demands between CCFW and home-based performance was explored. Using structural equation modeling on data from 484 public employees, the findings confirmed the positive impact of the structure of work tasks and planning of working times on both job satisfaction and home-based performance. In addition, cognitive demands (i.e., perception of cognitive work overload) played a moderating role in the mediated relationship between coordinating with others on job satisfaction and the structure of working tasks on job satisfaction through home-based performance.

Achieving gender equity in academic psychiatry - barriers to involvement and solutions for success.

Women face considerable barriers in pursuing careers in academic psychiatry. A group of Australian and New Zealand academic women psychiatrists convened in September 2022 to identify and propose solutions to increase opportunities for women in academic psychiatry. Limiting factors were identified in pathways to academia including financial support, engagement and coordination between academia and clinical services, and flexible working conditions. Gender biases and the risk of burnout were additional and fundamental barriers. Potential solutions include offering advanced training certificates to enable trainees to commence a PhD and Fellowship contemporaneously; improved financial support; expanding opportunities for research involvement; establishing mentoring opportunities and communities of practice; and strategies to enhance safety at work and redress gender bias and imbalance in academia. Support for women in research careers will decrease gender disparity in academic psychiatry and may decrease problematic gender bias in research. Fellows and trainees, the RANZCP, universities, research institutes, governments, industry and health services should collaborate to develop and implement policies supporting changes in working conditions and training. Facilitating the entry and retention of women to careers in academic psychiatry requires mentoring and development of a community of practice to provide and enable support, role modelling, and inspiration.

Flexible Working Conditions

“Flexible working conditions” is a facility to help the employees to manage their work life and personal life effectively. It provides the feasibility to work according to their choice. It may be time or place. It also improves the satisfaction levels of the employees and the productivity of the employees. It helps employers to reduce the absenteeism and turnover of the employees.

Early-career general practitioners’ career intentions in Estonia: A qualitative study

Background The shortage of general practitioners (GPs) is a worsening problem in many countries and poses a threat to the services provided by primary care and by extension for the entire healthcare system. Issues with GP workforce recruitment and retention can be reasons for this shortage. Objectives To describe GP trainees and newly qualified GPs experiences and perceptions on how their training and early experiences of work influence their career intentions in primary care in Estonia. Methods A qualitative study with GP trainees (n = 12) and newly qualified GPs (n = 13) using semi-structured group interviews (n = 6) was conducted. Interviews were conducted from October until November 2020. Data were analysed using thematic analysis with NVivo Software. Results Although early-career GPs in Estonia envision their future roles as GP practice owners with patient list, this is often postponed due to various reasons. Early-career GPs expressed a sense of unpreparedness to fill all the roles of GPs’ and found the process of establishing a GP practice and taking on a patient lists very complicated. They value work-life balance and prefer workplaces, which offer flexible working conditions. Conclusion Potential strategies were identified to enhance the willingness of early-career GPs to continue their career as GP practice owners with patient list: improving the GP training program by placing more emphasis on managing skills and making the process of establishing GP practice and taking on a patient list less bureaucratic and more accessible.

Career or Family: A Woman’s Difficult Choice (On the Nobel Prize in Economics in 2023)

This article presents the achievements of the 2023 Nobel laureate in economics, Harvard University professor Claudia Goldin. The obstacles to women’s employment related to the fact that the initially established structure of jobs was focused on male labor are considered. The “quiet revolution” discovered by the laureate and consisting of a sharp increase in the age of first marriages and a switch in women’s motivation from earnings to careers is analyzed. The importance of flexible working conditions when women choose a place of work and increasing women’s participation in the economy was highlighted. As an example of maximum effort and approach to working conditions convenient for women, the laureate cites the pharmaceutical sector, both industry and trade. The problems of the existence of a “natural level” of women’s participation in the economy are touched upon. Finally, the impact of the 2021–2022 pandemic on women’s choice between career and family is examined.

Напрямки подолання наслідків впливу пандемії COVID-19 на м’які навички кадрового потенціалу України

The purpose of the work is to develop a single comprehensive system that will helpto overcome the consequences of the COVID-19 pandemic impact on the soft skills of the personnel potential of Ukraine. In order to determine the main methods of overcoming the COVID-19 pandemic consequences, a survey of random respondents was conducted. In addition, the purpose of the survey was to assess respondents’ own soft skills during the pandemic and their changes before and after it. The article used the historical method, methods of abstraction, forecasting and analysis. The method of systematization became one of the main ones in achieving the goals and objectives of the research. Thus, we were able to systematize the research results, assess the possibilities for developing a mechanism for overcoming the consequences of the COVID-19 crisis, and form them in a single system. It has been established that the COVID-19 pandemic has a direct impact on the soft skills of personnel potential in Ukraine. People learned how to adapt to new working conditions, how to communicate in an unfamiliar mode, thereby acquiring new skills. The concepts of self-motivation, stability, and adaptability have become more important. The survey conducted in this study confirmed the importance of all these components. The authors of the article propose several strategies for coping with the consequences of the pandemic. The first is independent continuous development and improvement of skills. It can be online training, participation in events, etc. It is also important to provide employees with online tools for collaboration so that employees feel comfortable using the latest technologies. Providing employees with flexible working conditions is also an important aspect, as this will allow them to learn and develop more willingly and effectively. A favorable working environment will help maintain psychological health. Employers can offer employee assistance programs, counseling services, and more. These approaches can significantly increase the effectiveness of the functioning of employees and improve the development of soft skills in the conditions of any crisis. The research is valuable for economic science and has practical significance. The article reveals an understanding of how the COVID-19 pandemic has affected the soft skills of employees, their ability to solve problems, make decisions, communicate, etc. This is how we can formulate people’s ideas about how to improve their skills, how to learn to solve problems that arose during the pandemic. An effective mechanism for overcoming the consequences of the pandemic on the soft skills of human resources (both private and public sectors) is becoming an urgent task for companies, government structures and educational institutions, and therefore important for analysis and research in academic circles. The research is very relevant in modern conditions, as the ability to overcome a crisis is important not only during a pandemic, but also in connection with other factors, in particular, with the beginning of a war and its impact on people’s lives.

Work Environment's Impact on Student Self-Regulation in Learning

This study examines the self-regulation practices of accounting students at Muhammadiyah College of Sidoarjo who work while studying, focusing on their transition from online to offline learning. Using qualitative methods, including interviews, observations, and documentation, the research found that students with flexible work conditions manage their study time better and have stronger self-regulation skills. In contrast, those in inflexible work environments struggle with self-regulation, often handling study tasks spontaneously. These findings highlight the need for targeted support to enhance the self-regulation skills of working students, especially those in rigid job conditions. Highlight: Flexible jobs improve students' self-regulation and study management. Inflexible jobs result in poor self-regulation and spontaneous studying. Targeted support needed for students in rigid work conditions. Keyword: Self-regulation, working students, offline learning, online learning transition, qualitative study

Upcycling retired Li-ion batteries into high-performance oxygen reduction reaction electrocatalysts in flexible Al-air batteries

Upcycling retired lithium-ion batteries (LIBs) into value-added electrocatalysts represents a promising strategy for tuning the trash into treasure. Herein, an effective approach is reported to convert the LIB anode residues into electrocatalysts that enhance the oxygen reduction reaction (ORR). The residues are utilized for synthesizing reduced graphene oxides (rGO) with Mn nanoparticles anchored by N and S dopants (Mn/NS-rGO). A Pt/C-comparable ORR performance is achieved in alkaline media, with the onset and half-wave potentials of 1.01 and 0.87 V, as well as the excellent durability. Density functional theory (DFT) calculations reveal that Mn sites, coordinating with N and S dopants, simultaneously optimize the intermediate adsorption and charge distribution, which in turn facilitates ORR. The solid-state Al-air batteries are assembled by using Mn/NS-rGO as the cathode catalyst, showing the power density of 103.8 mW cm−2, which successfully charge a cell phone and power LED lights under flexible working conditions.

Assesing the Dynamics of Employee Benefits for Virtual and Flexible Work Arrangements of Obapack Company Limited, Ghana

The human resource of every organisation plays a crucial role in the organisation’s fortunes, as they apply other resources to achieve the aims of that organisation. In recent times, owing to the advent of the Covid-19 pandemic, the attention of researchers has been drawn to virtual or remote workers. Researchers note that flexible working conditions affect the performance of employees. Therefore, this study sought to examine the effect of flexible working arrangements on employees’ performance in Obapack Company Limited. In line with this, effect of FWA on organization commitments, job satisfaction, employee performance and work-life balance were examined. To achieve the aims of the study, a descriptive, quantitative cross-sectional design was adopted. The stratified sampling techniques were combined to recruit 70 virtual workers into the study, after which they completed questionnaires on the variables of the study. Descriptive analysis of the data was done using frequencies, percentages, means, and standard deviations in Statistical Product for Service Solution (SPSS) version 25.0. To further explore the relationship between FWA and employee benefits, inferential statistics, such as linear regression, was utilised. The main FWAs examined within the context of Obaapack Company were flexi-time, annualised hours, and homeworking. Flexible Working Arrangements affect job satisfaction, work-life balance and employees’ performance positively. However, FWA affect organizational commitments negatively. FWA should be encouraged in the company, especially, job-shared which much attention was not given to it. This will improve upon the satisfaction, work-life balance and employees’ performance. Furthermore, Obaapack Company Limited should include other factors such as motivation that also influence organizational commitment since FWA only do not boost the staff’s commitment. Lastly, employees should also observe and follow the organizational principles regarding FWA in order for them to have a work-life balance.

A Study on Work- Life Balance and Flexible Working Conditions at Dell Company in India

This study deals with the importance of flexible working conditions. This flexible working has been widely practiced in order to balance between work and lifestyle. The Dell company makes it possible to work from almost anywhere, the program allows team members by choosing the work style that best fulfils their needs on their job and in their personal lives as well. It talks about giving the workers a choice of how long they perform including location choice.

What shapes parental feeding decisions over the first 18 months of parenting: Insights into drivers towards commercial and home-prepared foods among different socioeconomic groups in the UK

Infants born into families experiencing socioeconomic disadvantage follow a high-risk trajectory for obesity and poor health in later life. Differences in early childhood food experiences may be contributing to these inequalities. This study aimed to explore the factors that influence parental decisions on when, how and what food to introduce over the first 18 months of their child's life and identify differences according to families' social position. Particular attention was given to social and environmental determinants within and outside the home. This research utilised a longitudinal qualitative methodology, with interviews and photo-elicitation exercises completed by participants when their children were 4–6; 10–12 and 16–18 months of age. Participants were parents (61 mothers; 1 father), distributed across low, medium and high socioeconomic position (SEP). During analysis, observable differences in factors directing parents to home-prepared or commercial foods were identified. Factors that undermined the provision of home-prepared meals included lack of time after returning to work, insufficient support from partners, uncertainty around infant and young child feeding (defined as the introduction and provision of solids) and an implicit trust in the messaging on branded products. These factors directed parents towards commercial foods and were most persistent among families experiencing socioeconomic disadvantage due to barriers accessing formal childcare, less flexible working conditions and fathers being less involved in infant feeding. To facilitate an enabling environment for healthy infant and young child feeding practices and address dietary inequalities, immediate steps that policy makers and healthcare providers can take include: i) changing the eligibility criteria for shared parental leave, ii) aligning claims on commercial infant food labels with international best practices, and iii) improving access to formal childcare.

HRM PRACTICES AND TURNOVER INTENTIONS IN SMES: A BANGLADESH-USA COMPARISON AMONG GEN Y

This comparative analysis investigates Generation Y's perceptions of Human Resource Management (HRM) practices in Small and Medium-sized Enterprises (SMEs) within Bangladesh and the USA's distinct cultural and economic contexts, employing a mixed-methods research design that combines quantitative surveys with qualitative semi-structured interviews. The study meticulously selects a stratified sample of SMEs across both nations to capture a wide array of HRM practices and organisational cultures, followed by rigorous comparative analysis and statistical examination to identify the impact of these practices on turnover intentions. Key findings highlight that while Generation Y employees universally value work-life balance, professional growth opportunities, and supportive work environments, regional differences are pronounced; American employees exhibit a strong preference for flexible working conditions and immediate feedback as key to job satisfaction and retention, whereas Bangladeshi counterparts prioritise job security and clear advancement pathways, underscoring the nuanced influence of cultural and economic factors on employee expectations. These insights emphasise the critical need for SMEs to customise their HRM strategies to meet the specific aspirations of Generation Y, advocating for a context-aware approach that transcends a one-size-fits-all model. The research underscores the strategic importance of understanding and integrating local cultural and economic nuances into HRM practices for SMEs, suggesting that such tailored strategies are pivotal in fostering a motivated, engaged, and loyal Generation Y workforce, thereby enhancing SME competitiveness in a globalised business environment.

Sustaining a Workforce: Reflections on Work from Home and Community Care Nurses Transitioning out of the COVID-19 Pandemic.

The COVID-19 pandemic has had an unprecedented impact on nurses' well-being and desire to practice; however, the experience of Canadian home and community care nurses remains less well understood. As the health human resources crisis in this sector persists, understanding these nurses' experiences may be vital in creating more effective retention strategies. The aim of this study was to explore how the COVID-19 pandemic shaped the working experiences, motivations, and attitudes of home and community care nurses in the Greater Toronto Area. Using an exploratory, descriptive, qualitative approach, 16 home and community care nurses participated in semistructured interviews. Data were analyzed using collaborative thematic analysis. Participants shared their reflections on work by detailing their experiences prepandemic, during crisis, transitioning out of crisis, and regarding pandemic recovery. During the COVID-19 pandemic inadequate staffing resources during and beyond the crisis period disrupted many desirable facets of work for home and community care nurses such as stable, balanced, and flexible work conditions, and exacerbated the unfavorable aspects such as isolation and inconsistent support. Many nurses were reevaluating their careers: for some, this meant stronger professional attachment and for others, it meant intentions to leave. Improved sector preparedness, wages, and workplace support were identified as strategies to sustain this workforce beyond the pandemic. Home care organizations must consider ways to address the root cause of concerns expressed by nurses who wish to practice in a supportive environment that is sufficiently staffed and sensitive to workload expectations.

The Effect of Flexible Working Space, Flexible Working Hours and Self Efficacy on The Performance of Interior Designers in South Jakarta

This study investigates the impact of Flexible Working Space, Flexible Working Hours, and Self-Efficacy on the performance of interior designers in South Jakarta. Employing an associative research approach, the research incorporates qualitative data processed quantitatively. The primary data source is obtained through purposive sampling, involving a population of 100 individuals with a 95% significance level and a standard deviation of 25%. The findings reveal that flexible working space exerts a positive and significant influence on designer performance. Additionally, flexible working hours demonstrate a positive and significant impact on designer performance. Moreover, self-efficacy is found to positively and significantly affect designer performance. These insights are derived from the analysis of data through multiple linear regression techniques, utilizing the Statistical Product and Service Solution (SPSS) Program version 25. In conclusion, this research underscores the pivotal role of flexible working conditions and self-efficacy in enhancing the performance of interior designers. The positive correlations identified emphasize the importance of adapting workplace structures and fostering self-belief for optimal professional outcomes in this field.

Comprehensive well-being strategy for companies: innovative approaches and trends

This study examines the current topic of the well-being of employees in modern companies. The growing importance of this concept in the context of modern dynamic lifestyles, stressful situations, and global challenges that negatively affect physical, mental, and social well-being is substantiated. A retrospective review of the evolution of the well-being concept from ancient times to the present is presented, emphasizing its complex nature and coverage of various aspects of human life. The impact of the Covid-19 pandemic and the war in Ukraine on people's well-being is presented, highlighting the problems of physical and mental health, and changes in the work environment. Analysis of current trends and initiatives in the field of well-being in the corporate environment is carried out, including flexible working conditions, physical and mental health programs, financial literacy measures, ergonomic arrangement of workplaces, healthy eating programs, environmental initiatives, measures to strengthen social cohesion of teams, personnel development programs, promotion of diversity and inclusion, family-oriented benefits, digital well-being practices, and integration well-being into the employer's value proposition. Based on the study, a comprehensive universal well-being strategy for companies is presented, covering several key areas: flexible working conditions, physical and mental health initiatives, financial well-being measures, ergonomic workplaces, healthy eating programs, environmental responsibility, social inclusion, staff development, diversity and inclusion, family-oriented benefits, digital well-being and integration of well-being into the employer brand. The importance of adapting a universal strategy to the specific needs and goals of a particular organization, industry specifics, company size, resources, etc., is emphasized. The need for regular monitoring and evaluation of the effectiveness of the implemented well-being programs is emphasized to make appropriate adjustments and improve the strategy. This study provides a comprehensive framework for understanding and implementing employee well-being strategies in the modern corporate landscape, offering valuable insights for organizations seeking to enhance their approach to employee wellness and organizational success.

ФРІЛАНС ЯК ФОРМА ПЛАТФОРМНОЇ ЗАЙНЯТОСТІ

In today's world, the digitalization of the economy and platform business models are becoming increasingly widespread, and platform employment and freelancing are gaining popularity, driven by the growing demand for remote work and flexible working conditions. At the global level, the main catalyst for the growth in popularity of platform employment in general and online freelancing in particular was the Covid-19 pandemic, when employers from many countries introduced remote work. This has led to a rapid increase in demand for freelance services and a revitalization of the freelance market. Since the beginning of the full-scale invasion of russia, the labor market in Ukraine has undergone many changes. Due to the occupation of the territories of Ukraine, the destruction of businesses and infrastructure, a significant number of people lost the opportunity to work at their place of residence, and many businesses, in turn, lost skilled workers who moved to safer cities and regions. In this context, employment through digital labor platforms, in particular online freelancing, is gaining relevance and is seen as a promising area. The article is devoted to the study of the development of online freelancing as a form of platform employment. The structure and key players of the freelance market are analyzed. The main players of freelance platforms are characterized. The forecast size of the global freelance market until 2026 is calculated. The conjuncture of the global freelance market is highlighted and the uneven distribution of supply and demand for freelance services between countries is indicated. It is proved that the United States is the main consumer of freelance services in the global market. At the same time, Ukraine ranks first in Europe in terms of the supply of freelance services, which is due to the high number of highly qualified specialists in the most popular specialties in this employment segment. The main factors contributing to the growth and popularization of this form of platform employment in Ukraine are analyzed. It is concluded that Ukrainian freelancers in the context of the pandemic and during the full-scale invasion of Russia have demonstrated high adaptability and flexibility, maintained and increased demand for online freelance services.