In certain instances experts have voluntarily and abruptly left their employment and used a series of at-will contracts to establish alternative employment. Sometimes this shift has resulted in enlarged networks, knowledge enhancement, increased discretion over work and greater job opportunities for the individual. In essence it constitutes new forms of work which are different from the segments of work described by labour market theorists. For this reason we need to re-evaluate some of the traditional labour market concepts.

Conventional labour market theorists tend to argue that people employed full-time for life in large corporations are ‘advantaged’ while people employed in atypical (part-time, temporary, etc.) employment who use agencies to secure work tend to be ‘disadvantaged’ We question this and suggest that a life-time commitment to a company might not be so highly regarded by experts who voluntarily seek employment through a series of at-will contracts. People who choose this form of employment tend to assign greater weight to greater control over their work and personal development.