The controversial discussion of "atypical" forms of employment overlooks the fact that all parties involved can benefit from greater flexibility in the employment relationship. It all depends on what is made more flexible and how this greater flexibility is achieved. Employment relationships are built on a variety of factors (remuneration, operating hours, working time, and employment security). In principle, stability in one area of employer/worker relations (e.g., dismissal protection) demands flexibility in other areas (e.g., working hours or wages). Increased flexibility of working hours can create the potential for flexible models of annual working time by reducing or avoiding overtime or for creation of new part-time jobs. More scope for wage flexibility would enable a subtly differentiated adjustment of wage costs, oriented toward employment objectives. A possible starting point for this would be in profit-related remuneration components. Wage-dependent social security contributions could be limited to relieve the costs of the work factor by financing social security more from taxes. Laws regulating atypical employment relationships should help promote the creation of desired, voluntary atypical employment agreements but preclude any agreements being entered into on a nonvoluntary basis or limit the number of reasonable exceptions. (YLB)