Intermittent work: what it is, advantages and disadvantages

We live in constant change, and the ways of working keep up with the changes in society as a whole and its needs, especially after the onset of the Covid-19 pandemic. One of the innovations that have taken hold after this period is intermittent work. 

Intermittent work is that which, in its contract, does not provide for any type of fixed periodicity, that is, it is not performed continuously. The concept is also known by the expression "sporadic work", since it allows the employee to be hired without a previously stipulated work day. 

Want to understand more about this work model and how it works in practice? Check out the text below!

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Advantages and disadvantages of intermittent work

Intermittent work has a different format and can generate many doubts for both the contracting and contracted parties. See some advantages and disadvantages to better understand how it works:

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Advantages

• is foreseen in the legislation and the employee has his rights guaranteed by the CLT (vacation, 13th salary, vacations, etc);
• allows companies to count on collaborators with various specialties for specific situations;
• freedom for the employee to work in different companies.

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Disadvantages

• difficulty in fitting in with the company culture and having a sense of belonging;
• the availability time, since by law the company must call the professional at least three days in advance;
• response time to the point listed above, since the employee must return to the company at least one business day in advance and, if there is no return, it must be considered a negative response to the service;
• there is no right to unemployment insurance.

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The HR challenges

There are two different spheres when it comes to HR's difficulties with the intermittent work model. 

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The first one concerns the inclusion of that professional in the company's culture. Much of a company's culture must be lived in the day to day, in the small situations and interactions with others. 

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However, since intermittent work has little predictability and the employee may frequent the organization at very spaced moments, it may take much longer for him/her to see him/herself as part of this culture. This difficulty in feeling part of something can have a direct impact on motivation and productivity.

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In addition, another major challenge is the loyalty of that employee and, consequently, in controlling the company's turnover rate. Despite the existence of an employment relationship, the employee's inactivity period generates concerns, since he or she is not paid for the days he or she is not working, which may lead him or her to seek other opportunities. 

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Learn more work models on Alymente's blog! How about learning more about hybrid work?

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