The object of study of this doctoral dissertation, namely "flexible arrangements in the area of remuneration", is a topic, which in conjunction with working time law, perhaps comprises one of the most flexible areas of employment law. Besides elaborating on the various opinions found in literature and case-law, the objective of this thesis is to provide a systematic overview and thus act as a useful practical guide on this area. To begin with, the concept of remuneration, from an employment law perspective, has been examined and the various forms of remunerations explored in detail. The rigid hourly wage system has been juxtaposed with more flexible remuneration models, such as piecework, bonuses, commissions, profit-sharing and target agreements, whereby even hybrid forms of these flexible remuneration models have been analysed. Whilst the focal point of this scientific study primarily focuses on the employment contract as an instrument for formalising individual agreements, the relevant legal basis of collective agreements and company agreements have also been outlined. This has been followed by a detailed discussion on the various organising rights of an employer in a valid employment relationship. In this respect, not only practically relevant instruments such as amendment, revocation and non binding reservations have been examined, but other possibilities of unilaterally determining remuneration in the form of conditions, limitations, partial dismissal and dismissal with the option of altered conditions of employment have also been considered. Connections have been drawn between the legal instruments and the flexible forms of remuneration, pertinent overlaps have been highlighted and a comparison with the German legal system made. Determinations of remuneration by third parties and company pension law have only been mentioned in passing. The determination of remuneration in scenarios where the employer is insolvent has also been explored.