The end of the XXth century and the beginning of the XXIst century are characterized by phenomena, such as demographic aging, reduced skilled labor force correlated with intensifying migration flows, increasing demand for new skills due to the development of new industries and economic sectors, non-adaptation educational programs to the changes in the labor market, concentration of efforts to develop the sector of small and medium-sized enterprises as a basis of market economy, family imbalances in the context of affecting family functions (procreation, economic, emotional etc.), changes in the value orientation, especially in the case young people with reference to work and its role in ensuring well-being, etc. The given situations have imposed changes in the fields of social life, being affected the economic, political, social, cultural fields. In this context, the states with developed economies have resorted to the adaptation of labor legislation, including the purpose to ensure reconciliation of family and professional life, especially of those who care for elderly or persons with disabilities. At European level, flexible arrangements are promoted including by the European Pillar of Social Rights (2017), which establishes at the principle "Balance between professional and personal life", the right of parents and persons with responsibilities for care to flexible forms of work, to provide them with the opportunity to fulfill their care responsibilities. A study conducted in 2015, on a sample of 8000 employees and employers from 10 countries, attests that 75% of companies had flexible work schedules to allow employees to change their working hours and to use IT in their work at home. At the same time, according to the survey conducted by the Conference Board of Canada in 2018, more than 85% of companies and organizations in Canada offered options to make the work program more flexible, while in 2012 about 36% of Canadian employees with caregiving responsibilities had flexible work schedules. The national study carried out by NIER (2019), "Mothers with preschool children: between work and family obligations", established that 36. 2% of the sample requested the flexibility of work programs, and 17. 9% - the possibility of being offered by the employer of the extra days of rest, in the context of reconciling family and professional life.

Sfârșitul secolului al XX-lea și începutul secolului al XXI-lea este caracterizat de fenomene, precum îmbătrânirea demografică, diminuarea forței de muncă calificate pe fundalul intensificării fluxurilor migraționale, solicitarea tot mai crescută de competențe noi grație dezvoltării noilor industrii și sectoare economice, neadaptarea programelor educaționale la schimbările pe piața muncii, concentrarea eforturilor de a dezvolta sectorul întreprinderilor mici și mijlocii ca fundament al economiei de piață, dezechilibre familiale în contextul afectării funcțiilor familiale (procreare, economică, emoțională etc.), schimbări în orientarea valorică, în special în cazul tinerilor cu referire la muncă și rolul acesteia în asigurarea bunăstării etc. Situațiile date au impus schimbări în domeniile vieții sociale, fiind afectat domeniul economic, politic, social, cultural. În contextul dat, statele cu economii dezvoltate au recurs la adaptarea inclusiv a legislației muncii pentru a asigura reconcilierea vieții de familie cu cea profesională, în special a celor care au în îngrijire persoane în etate sau cu dizabilități. La nivel european aranjamentele flexibile sunt promovate inclusiv prin Pilonul european al drepturilor sociale (2017), care stabilește la principiul nr. 9 „Echilibrul dintre viața profesională și cea personală” dreptul părinților și a persoanelor cu responsabilități de îngrijire la forme de muncă flexibile, care să le asigure posibilitatea îndeplinirii responsabilităților de îngrijire.