Precarious employment and health: developing a research agenda

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Abstract
Since at least the late 1970s, “flexible production” has commonly been considered as a positive and necessary innovation to ensure sustainable economic growth.1,2 The need to be “flexible” has been proposed for workplace technical systems, schedules and salaries, and “flexibility” has even been recognised as a positive feature of a worker’s personality. Increasing labour flexibility means reducing the constraints on the movement of workers into and out of jobs previously constrained by labour laws, union agreements, training systems or labour markets that protect workers’ income and job security.3