“The emergence of new forms of work implies flexible contracts”

The diversification of employment contracts and the multiplication of ways of working lead to the gradual reduction of the supremacy of the CDI, long synonymous with security. Explanations.

• CDI, CDD, temporary contract…, in addition to these classic contracts, we are now witnessing a multiplicity and flexibility of employment contracts. Can you name any new ones?
We are witnessing the emergence of a multitude of new forms of collaboration. The term most used since the last health crisis is teleworking, which consists of carrying out the same mission outside the usual place of work. If this form is new, it must absolutely be framed by an addendum which specifies the terms in order to clarify the new mutual commitments.
Just as coworking is a new concept that is experiencing great success. This consists of the grouping of employees in various premises other than the usual premises of the company. These new premises are generally close to their homes, and make it possible to reduce travel time to a minimum and offer an often more pleasant general environment.
Another new formula is freelance work. This is an option that often interests more senior and experienced profiles wishing to continue their activity without remaining bound by organizational constraints. This form has been boosted by the legal arsenal deployed in favor of the auto-entrepreneur status launched by the Moroccan government and which makes it possible to benefit from a panoply of advantages (possibility of invoicing, reduced taxation, exemption from bookkeeping, possibility exercise even from home…).
Intrapreneurship also consists of carrying out an innovative project within a company in a completely autonomous way. Also called “incubation”, this form allows the individual to pilot his project with more freedom, favoring creativity, without having to live with hierarchical constraints and the usual organizational standards.
If we return to more traditional forms of the known and widely used employment contract, we will cite the open-ended contract (CDI), the fixed-term contract (CDD), the temporary employment contract, the intermittent employment contract, the apprenticeship contract, the mission/project contract, the integration contract, the contract concluded with a group of employers, the employment contract in wage portage (or provision) for a fixed or indefinite period.

• What would explain this trend?
For several years now, we have been experiencing profound changes in the organizational patterns known up to now. Employees looking for more freedom, companies looking for more flexibility, both parties are constantly innovating in their proposals for new forms of collaboration for practically the same, if not a better level of individual and collective performance. .

• Does the CDI still manage to achieve unanimity among employees?
The open-ended employment contract is the normal and general form of the employment relationship which does not provide for a term. The employee can be considered to be hired forever and it is this guarantee of security that the vast majority of employees would seek in order to register for the long term.
However, if we analyze recent movements such as the “Quiet quitting” in the United States, and the “Lying Flat” in China, the new generations would not primarily target the CDI like their parents, because this form can prove to be restrictive. in their eyes in the same way as their employer.
The future therefore does not necessarily lie in the permanent questioning of existing models, but in the maturation of those already in place, so that they can be disseminated more generally in a new redesigned legal framework, for the satisfaction of all !