Intermittent Work: Understand How It Works

The job market is constantly changing, and the intermittent work emerges as one of the most intriguing responses to modern demands for flexibility and dynamism.

Established in Brazil by the 2017 Labor Reform (Law No. 13,467), this hiring model has generated heated debates among employers, workers and experts.

But, after all, what is intermittent work and how does it work in practice?

In this article, we will explore its nuances, benefits, challenges and impacts, offering a clear and intelligent view on the topic.

Intermittent Work

Unlike traditional employment, intermittent work allows the employee to provide services sporadically, being paid only for the hours actually worked.

This means that, instead of a continuous contract, the worker is called upon according to the company's needs, with guaranteed rights, but without the predictability of a fixed working day.

Therefore, understanding this model is essential for both those seeking opportunities and those wishing to hire them.

On the other hand, the introduction of this format also raises questions about financial stability and labor protection.

Is intermittent work an innovative solution or just an adaptation to economic uncertainties?

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Throughout this text, we will delve deep into these reflections, bringing data, arguments and perspectives that help to unravel this phenomenon.

Get ready for a complete and thought-provoking analysis!

What is Intermittent Work and How Did It Come About?

First of all, it is essential to understand the concept behind the intermittent work.

This is a type of contract in which the employee is called to work only when there is demand, without the need for regular working hours.

In other words, the worker is at the company's disposal, being called upon by means of a formal summons at least three days in advance, as stipulated by Brazilian legislation.

This flexibility is at the heart of the model, but also what makes it so controversial.

The origin of this format in Brazil is linked to the Labor Reform, which sought to modernize labor relations in a scenario of economic crisis and high informality.

With this, the government argued that intermittent work could increase employability.

In this sense, especially in sectors such as retail, hotels and events, where the demand for labor fluctuates seasonally.

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In fact, according to IBGE, in 2022, around 1.5 million workers were in this modality, evidencing its growing adoption.

However, not everything is rosy.

Critics point out that, although the model brings opportunities, it can weaken workers' financial security, since income depends exclusively on being called up.

So while some see intermittent work as a step towards modernization, others see it as a step backwards disguised as innovation.

This clash of views is what makes the topic so relevant to the current debate.

How Does It Work in Practice?

In practice, the operation of the intermittent work It is relatively simple, but requires attention to legal details.

Firstly, the contract must be registered in the employment record, specifying that it is an intermittent relationship.

Remuneration is calculated per hour or day worked, never less than the proportional value of the minimum wage or that paid to other employees in the same role.

Furthermore, the employer must guarantee rights such as proportional paid vacations, 13th salary and payment of social security contributions.

For example, imagine a waiter hired by a restaurant to work only on busy weekends.

He is called in on Wednesday to work Saturday and Sunday, getting paid for those specific hours.

If you refuse the summons, there is no penalty, but there is also no payment.

This dynamic offers freedom to the worker, but also leaves him vulnerable to unpredictability, which requires careful financial planning.

It is also worth highlighting that the employer needs to manage this modality well to avoid abuse.

The legislation provides for penalties if the worker is called up and, due to the company's failure, does not provide the service, in which case he must receive compensation.

Therefore, intermittent work requires mutual organization, being a two-way street that can benefit both parties when well executed.

Benefits of Intermittent Work for Companies and Workers

Without a doubt, one of the biggest attractions of the intermittent work for companies it is the reduction of fixed costs.

Instead of keeping staff idle during periods of low demand, the employer can adjust the workforce to the real needs of the business.

Sectors such as commerce, for example, benefit enormously during seasonal dates, such as Christmas and Black Friday, hiring reinforcements only when necessary.

According to data from the National Confederation of Commerce (CNC), in 2023, around 30% of temporary hires were intermittent.

For workers, flexibility is an equally positive point.

Young students, freelancers or people looking to supplement their income find in this model a way to reconcile multiple activities.

Furthermore, formal registration guarantees labor rights that are often denied in informal employment, such as access to retirement.

Thus, intermittent work can be a bridge between the need for freedom and legal security.

However, balance is needed.

Although the advantages are clear, they depend on ethical and responsible execution.

Companies that use the model to make employment relationships precarious, offering few hours and low pay, undermine their transformative potential.

Likewise, workers need to be careful not to fall into instability traps.

The success of this format, therefore, lies in its conscious application.

Challenges and Criticisms of Intermittent Work

Despite its advantages, the intermittent work faces scathing criticism.

One of the main challenges is the lack of predictability in income, which can make financial planning difficult for workers.

Unlike a permanent job, where the monthly salary is guaranteed, here the remuneration depends exclusively on the call-ups, which may be scarce in periods of low demand.

This scenario is especially worrying in a country with high inequality like Brazil.

Furthermore, experts warn of the risk of precariousness.

Although the law guarantees rights, the absence of a minimum working day can turn the worker into a “hostage” to the company’s availability.

A study by the University of São Paulo (USP), published in 2023, indicated that 40% of the intermittent workers interviewed received less than a monthly minimum wage, even though they were formalized.

This raises the question: is intermittent work really an evolution or just a cover-up of informality?

Finally, there is a broader social impact to consider.

If poorly regulated, this model can discourage permanent hiring, reducing stability in the labor market as a whole.

So while some defend its practicality, others see it as a symptom of a system that prioritizes profits over human dignity.

The challenge is to find a middle ground that takes into account all sides.

Intermittent Work in the Current Brazilian Context

In Brazil in 2025, the intermittent work It is already a consolidated reality, but still evolving.

With the economy looking to recover from turbulent years, this model has been a tool for companies that need to adapt quickly to market fluctuations.

According to the Ministry of Labor, by March 2025, more than 2 million intermittent contracts had been registered, with emphasis on the services and tourism sectors, which lead hiring.

Interestingly, technology has played a crucial role in this expansion.

Digital HR management platforms facilitate the recruitment of workers, making the process more agile and transparent.

On the other hand, personal finance apps have helped intermittent workers organize their variable incomes, showing how innovation can mitigate some of the model's challenges.

This intersection between work and technology is a sign of the times.

Still, the future of intermittent work depends on adjustments.

Unions are pushing for stricter regulations, such as a minimum monthly working hours guarantee, while employers are advocating for maintaining current flexibility.

In this scenario, dialogue between the parties will be essential for the model to reach its potential without compromising workers’ rights.

Brazil, once again, is facing a balancing test.

The Future of Intermittent Work: What to Expect?

Looking forward, the intermittent work seems destined to grow, but its success will depend on how we deal with its challenges.

As the gig economy gains momentum globally, Brazil has the chance to adapt this model to its particularities, creating a version that combines flexibility with social protection.

Countries like Portugal and Spain, which already have similar formats, can serve as inspiration, adjusting what works and discarding what does not apply.

Furthermore, financial education will be a crucial pillar for intermittent workers.

With variable income, learning to save, invest and manage unforeseen events will be as important as the work itself.

Schools and companies could offer training in this regard, transforming a weakness into an opportunity for empowerment.

This proactive approach can redefine the perception of the model in the long run.

Finally, intermittent work invites us to rethink the concept of employment.

In a world where automation and artificial intelligence advance, flexibility can be the key to market survival.

However, it cannot come at the expense of dignity or minimum stability.

It is therefore up to society to shape this future with intelligence and responsibility, ensuring that intermittent work is a choice, not an imposition.

Conclusion

In short, the intermittent work It is a mirror of the contradictions of the 21st century: while it offers freedom and opportunities, it exposes vulnerabilities and inequalities.

Its implementation in Brazil reveals both the potential for innovation and the need for adjustments to avoid abuse.

Understanding how it works is the first step to using it intelligently, whether as an employer or as an employee.

Therefore, more than a passing trend, this model reflects a structural change in the labor market.

It challenges old notions of stability, but also opens doors for those seeking alternatives to traditional employment.

The secret is to use it in a balanced way, ensuring that flexibility does not become synonymous with precariousness.

And you, what do you think about intermittent work?

Are you ready to explore its possibilities or do you still see more risks than benefits?

Regardless of your position, one thing is certain: this is a topic that is here to stay, and understanding it is essential to navigating the future of work in Brazil and around the world.

Andre Neri April 8, 2025