Today's labor market is characterized by flexibility. This applies to organizations, forms of employment and working time. Unregulated working time is such an adaptation and the main subject of this essay. The purpose of this study was to investigate the conditions that underpin unregulated working time, in relation to the Swedish legislation and to EU legislation. The intention has been to investigate the work environment impacts of unregulated working time, and what differences there are from a gender perspective. The conclusion is that workers who enter into agreements for unregulated working time have significantly different terms from traditional workers. Workers with unregulated working time are exempted from the working time law and so even the provided safety net. A frequent part in agreements of unregulated working time also means that the employee agrees to an elimination of compensation for overtime work.Unregulated working time is appropriate for workers who have working tasks that they can adjust to their working time. Workers with controlled working tasks have not the same opportunity, which increases the risk of perceived ill health. Unregulated working time is therefore not suitable for all forms of employment. More scientific research is needed in this area, but based on the available scientific research, there are indications to suggest that women are overrepresented among those occupations. It would then also mean that womenare at greater risk of ill health than men.

The purpose of the study is to investigate the reasons why young part-time employees work unpaid overtime in the trade industry. The phenomenon of working overtime without financial compensation can be understood as part of the informalization of working life. In order to understand the reasons that young store employees work unpaid overtime, the results are analyzed based on the perspective of power by Foucault (1980) and with the help of the human capital theory by Becker (1993). The questions that deal with the reasons why young part-time employees work unpaid overtime are based on these two theories, to describe how the results can be understood based on the theoretical frameworks. Previous research has made it clear that part-time employees are a vulnerable group and that unpaid overtime is a widespread problem. Research has also highlighted that power and human capital can be underlying causes of the problem. Based on a qualitative method, the material has been collected using eight semi-structured interviews, the majority of which were conducted physically. To analyze the results of the collected material, a thematic analysis has been used where five different themes have been identified. The result shows that young part-time employees experience unpaid overtime to a large extent and this can be explained based on the fact that there are underlying power structures and a strong desire to invest in the human capital. / Studiens syfte är att undersöka orsakerna till att unga deltidsanställda arbetar obetald övertid inom handelsbranschen. Fenomenet att arbeta övertid utan ekonomisk ersättning kan förstås som en del av den pågående informalisering av arbetslivet. För att förstå orsakerna till att unga butiksanställda arbetar obetald övertid analyseras resultatet utifrån maktperspektiv av Foucault (1980) samt med hjälp av humankapitalteorin av Becker (1993). Frågeställningarna som handlar om orsakerna till att unga deltidsanställda arbetar obetald övertid utgår från de två teorierna, för att beskriva hur resultatet kan förstås utifrån de teoretiska ramverken. Tidigare forskning har tydliggjort att deltidsanställda är en utsatt grupp och att obetald övertid är ett omfattande problem. Forskning har också belyst att makt och humankapital kan vara bakomliggande orsaker till problemet. Med utgångspunkt i kvalitativ metod har materialet samlats in med hjälp av åtta semistrukturerade intervjuer där majoriteten utförts fysiskt. För att analysera resultatet av det insamlade materialet har en tematisk analys använts där fem olika teman identifierats. Resultatet visar att unga deltidsanställda upplever obetald övertid i stor utsträckning och det kan förklaras utifrån att det finns bakomliggande maktstrukturer och en stark vilja att investera i sitt humankapital.