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雇佣关系
雇佣关系定义了工作履行的法律与实践框架，涵盖雇佣合同、劳动者分类、聘用条款以及雇主与劳动者之间的权利与义务平衡。
随着零工经济、平台工作、临时与劳务派遣工作以及外包业务的发展，雇佣关系的性质已发生显著变化。ISO 26000强调，组织不应通过掩盖在法律或实践中本应被认定为雇佣关系的方式，来规避对员工应尽的义务。国际劳工组织（ILO）的《雇佣关系建议书》（R198）为确定雇佣关系的存在提供了指导。
雇佣类型
标准雇佣涉及雇主与雇员之间直接、无固定期限的合同，并规定了工作时间、工资和福利。固定期限合同有明确的终止日期，通常用于项目制或季节性工作。非全日制就业的工作时间少于全日制标准。劳务派遣与临时工作涉及劳动者、派遣机构和使用企业之间的三方关系。平台工作和零工经济催生了通常不属于传统雇佣分类的新型工作形式。
负责任实践
负责任的雇佣实践包括：提供明确界定条款与条件的书面合同；确保劳动者分类准确反映雇佣关系的性质；为非全日制和固定期限劳动者提供平等待遇；确保外包和分包不会削弱劳工标准；以及保持透明公平的招聘与解雇程序。
报告要求
GRI 2-7（员工）要求按雇佣类型和性别披露员工总数。GRI 2-8（非员工劳动者）要求披露非员工但其工作受组织控制的劳动者信息。ESRS S1要求全面的劳动力信息披露，包括雇佣类型、合同类型和工作安排。
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