Atypical employment refers to work patterns, such as dispatched, part-time, and temporary jobs, with relatively higher turnover rates and lower stability compared with full-time jobs. Most atypical employees come from economically disadvantaged families, characterized with low education and social attainments. Therefore, such employees usually serve for noncore jobs with high replaceability. These jobs feature low experience requirement and are mainly entry-level positions that lack training and promotion opportunities. The overall labor conditions and protection is unfavorable. In addition, the high turnover rates and unsteadiness of such jobs result in unstable employment and hinder class mobility.
 

The ever-flexible labor market has caused a considerable increase in atypical employees. According to the Report on the Manpower Utilization Survey disclosed by the Directorate-General of Budget, Accounting and Statistics, most atypical employees were youths aged 15–24 years, who predominantly held a degree of junior college and above. Scholars have also reported that the age of atypical employees is decreasing. Moreover, the low wage, long working hours, and lack of training channels in the atypical employment labor market has increased the number of impoverished workers who are employed but earn an income lower than the standard amount. These workers cannot elevate their employment competency because they lack training opportunities; this increases their likelihood of become long-term unemployed. Therefore, this program is launched to help atypical youth employees obtain full-time jobs through the Comprehensive Career Consultation Model.

Competent Authority：Labor Affairs Department, New Taipei City Government