Create a culture of well-being for part-time and gig workers 

Part-time and gig workers already make up a significant part of the workforce. Given ongoing changes in the labor market and now the impact of AI, this segment of the workforce will very likely continue to grow. For employers that rely on part-time and gig workers, an important challenge is to ensure that this diverse group of employees has access to the support and benefits they need to succeed.

Understanding the needs of this population will pave the way for creating a customized benefits strategy that’s not one-size-fits all. The right vehicle for benefits delivery and education helps bridge the gap between employers and this valuable sect of the workforce. Done right, benefits specific to this group can cement your total reward value proposition, returning value to your organization through engagement and loyalty.

A desire for flexibility and independence is fueling growth in this segment of the labor market. In 2022, McKinsey American Opportunity Survey profiled the largest category of part-time employees as:

• 18–34 Gen Z/Millennials
• First-generation immigrants – nearly half of all immigrants report being independent workers, underscoring how gigs and freelance jobs are a gateway to the US Labor Market
• Without a high school or advanced degree
• Wage workers earning less than $25,000 per year

While independent workers are often younger, low-income earners, this group cuts across all demographics, which means their backgrounds and life stages are wide and varied.  Nurturing their overall sense of well-being can be difficult without equitable access to health insurance and retirement programs that are typically offered to full-time employees. Barriers to healthy food, convenient housing, childcare and transportation also hinder a part-time worker’s success compared to permanent workers.  

Providing part-time workers with access to personalized benefits that can address individual needs demonstrates that the organization’s commitment to a culture of well-being extends to all employees. Customized plan designs and affordable solutions can be created to address a range of scenarios. Younger workers rolling off their parents’ healthcare plans, newlyweds, expectant parents and retirees can be integrated into the right plan.

Reviewing data on the challenges that part-time, independent workers face is the first step employers and leaders can take when striving to broaden their benefits strategy to include this section of the workforce. With that information, the focus moves to consider options that will provide the right user experience with a flexible benefit mix. Look for a solution that provides:

• Customized digital platform for employees. Affords employees the best user experience, accessing benefit information, as well as decision tools and support.
• Autonomy in benefit choice. Offering a full spectrum of benefits and products puts power in your employees’ hands to make selections best aligned to their life stages and needs.
• Options from stable carriers/vendors. Provides confidence across health, lifestyle and professional solutions with best-in-market pricing options from reputable partners.
• Ease of implementation for employers. Removes additional administrative burdens on internal human resource teams.

The right vehicle for benefits delivery and education helps bridge the gap between employers and this valuable – and growing – population. Done right, benefits specific to this group can cement your total reward value proposition.