在界定劳动灵活性之前，必须确定劳动究竟意味着什么？劳动可以被定义为对任何生产系统的人力投入。通常，劳动定义常常被误解为从事某种繁重的体力活动来完成任何工作或任务的人。在现代社会中，即使是信息技术工程师也是一种劳动，他们以特定的指令完成特定的任务。劳动是任何组织的最重要的方面（Eichhorst &马克思，2011 73-87）。如果没有，将完全停止公司提供的生产或服务。
Before defining labour flexibility, it is essential to define what exactly a labour means? A labour can be defined as an input in terms of manpower to any production system. Typically labour definition is often misunderstood as, people who are involved in some heavy physical activity to accomplish any job or task. In a modern world, even an Information Technology engineer is a kind of labour, who works on specific instruction to accomplish certain task. Labours are the most important aspect for any organisation (Eichhorst& Marx, 2011: 73-87). Absence of them will completely halt the production or services offered by the company.
Labour flexibility can be defined as an organization’s capability to make changes in their workforce. This change can be in terms of number of employees hired or number of hours worked by an employee. A flexible labour market represents a scenario where an organisation is flexible to take decision related to its workforce. Thus this decision can be related to firing of an employee, or decisions related to fluctuation in working hours, or setting up a minimum wage level. Labour flexibility might be beneficial for an organisation, but in majority of the cases, it is detrimental for the employees.
Over a period of time, there have been several sections in society, which is either supporting or opposing labour flexibility. Supporters of labour flexibility argue on the fact, that labour flexibility helps an economy in controlling the rate of unemployment. On other hand, people against labour flexibility argue on the fact, that labour flexibility gives all the powers in hands of the employers, which at time results into employee exploitation (Story et al, 2014:131-155).