In postindustrialization, as a result of globalization, neo-liberalism and technological changes, new forms of relation in the work scene arise.These are reflected in what has been called the flexibilization of work, which is defined as a strategy of enterprises to enhance their competitiveness in the market.This document review article investigates about the types of work flexibility and the benefit that it brings to workers.Among the results achieved from the review, it was found that work flexibility has affected workers in various ways: a negative one, in terms of the new forms of hiring and outsourcing because it has generated a loss of working rights, an increase in the discontinuance between jobs, an increase of uncertainty and a greater lack of commitment and solidarity with the workers' needs and realities on the part of organisations.And on the other hand, in a positive way, too, because the flexibility applied to the work schedule, teleworking and part-time, when elected by the worker, all allow to balance work with the worker's personal and family needs.It should be noted that possibilities to choose work flexibility mainly occur in workers who provide expertise valued by the organization, but not so for those workers who have more operational functions and who are outsourced by cooperatives, temporary companies or other contractors.In general, work flexibility benefits organizations because it allows them to have workforce at lower costs and with greater mobility.