Summary of the Key Points
This article discusses the controversy surrounding whether flexible employment is a benefit or merely a fig leaf, analyzing the conflicting perspectives of different groups involved. Scholars, based on labor economics theories, argue that flexibility represents a benefit, but ordinary workers disagree with this view due to a lack of choice and insufficient protection. The article also highlights recent advancements in flexible employment protections (such as the nationwide rollout of occupational injury insurance), the real challenges faced by employers, the impact of AI on future employment patterns, and suggested solutions at both institutional and individual levels. It concludes that flexible employment is an inevitable trend of social change, with the key being to address shortcomings in protections and enhance individuals' choices.
I. The Controversy over “Flexibility as a Benefit”: Why Can Scholars and Ordinary People Not Agree?
Zhang Dandan’s claim that “flexibility is a benefit” has sparked criticism, which essentially reflects a disconnect between theoretical premises and reality.
- Scholars’ Perspective: They use the concept of “compensatory wage differences” in labor economics—where job rewards include not only wages but also non-monetary benefits like stability and freedom. For example, a full-time job with a 9-to-5 schedule may offer benefits like social security in exchange for time and freedom, making flexibility a benefit. However, this theory assumes that workers have the freedom to choose between full-time and flexible employment.
- Ordinary Workers’ Reality: More than 200 million people in China are in flexible employment, many of whom are forced into it. Young people may not find full-time jobs after graduation, and those who are laid off at 35 might end up delivering food, while those who fail in small businesses at 45 might start driving for a delivery service. For them, flexibility is not a choice but a buffer against unemployment.
- Root of the Conflict: Scholars apply a model of voluntary choice to a situation where most people have no real choice.
II. Advances in Flexible Employment Protections: From “Whether to Provide Protections” to “How to Provide Them Well”
In the past, the biggest lack for flexible workers was social security, but significant progress has been made:
- National Expansion of Occupational Injury Insurance: Starting in July 2026, riders will automatically be enrolled in insurance upon receiving orders, with coverage across all 31 provinces. This is government-mandated social security, not commercial insurance, which resolves the issue of whether a labor relationship exists (no need to determine if the worker is an employee; protection follows the order).
- Platform Initiatives: Companies like Meituan offer half of the pension insurance costs for eligible riders, and JD provides full social security for full-time riders/delivers, along with accident insurance for part-time workers. In Suzhou, the time riders spend waiting at red lights is counted towards their delivery hours to reduce traffic violations.
- Shift in Focus: The focus has shifted from debating whether flexible employment should be protected to how to provide appropriate protections, moving away from traditional social security frameworks and adopting innovative approaches.
III. The Real Challenges Faced by Employers: The Perils of “Nominal Flexibility”
Many companies use flexible employment to cut costs, not truly to provide flexibility:
- Example from the Author’s Company: Out of four types of employment arrangements, the last two are nominally flexible but actually full-time, with employees still managed by the company. This can be risky; last month, an employee’s arbitration revealed the pitfalls of this practice (judges consider actual management, not just the contractual designation).
- Stricter Regulations: In 2026, seven departments will crack down on “fake outsourcing under the guise of genuine contracting”. Companies that impose strict performance evaluations and scheduling but only sign cooperation agreements will face scrutiny.
- Employers’ Dilemma: They need to balance cost control (full-time social security is expensive) with compliance. The future trend is towards more transparent employment practices: full-time jobs should be full-time, and flexible jobs should be flexible, with no ambiguity that puts workers at risk.
IV. The Future Trend: AI Will Transform White-Collar Jobs into Flexible Employment
Zhang Dandan’s predictions are not unfounded: AI will break down traditional jobs into smaller, more manageable tasks suitable for gig economy models.
- Statistical Evidence: The proportion of skilled freelancers in the US has risen from 28% to 38%. The World Economic Forum predicts that AI will replace 92 million jobs by 2030, while creating 170 million new ones. Jobs will not disappear but will be restructured into tasks (e.g., writing copy, designing, data analysis).
- Impact on White-Collar Workers: What was once flexible employment for delivery drivers and taxi drivers may now apply to white-collar workers, where value is determined by the delivery of results (e.g., writing a copy or creating a plan), rather than attendance or meetings.
- Core Change: The nature of employment relationships will shift from being tied to a specific company to being tied to the ability to complete tasks.
V. Suggestions for Adapting to the Era of Flexible Employment
Debating is pointless; solving problems is crucial:
- At the Institutional Level:
1. Protections should be based on the specific task, focusing on urgent needs (e.g., accident and medical insurance) rather than employment status.
2. Barriers to household registration should be removed to allow flexible workers to enroll in social security in their place of employment, with cross-regional transfer options.
3. Social security should be more flexible, allowing workers to choose components based on their needs (e.g., only buying medical insurance without pension).
- At the Corporate Level: Compliance is essential; companies should avoid using flexible employment as a loophole and ensure clear employment practices.
- At the Individual Level:
1. Develop real skills to have more choices (the ability to switch between full-time and flexible employment).
2. Manage cash flow to cope with income fluctuations.
3. Proactively plan for protection, such as purchasing commercial insurance or participating in company-provided social security subsidies.
In summary, flexible employment is neither a mere fig leaf nor a definite benefit. It is a challenge that requires institutional improvements, corporate responsibility, and personal development to truly realize the potential for choice and freedom.