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become even more com­
mon in the coming years.
Types of 
Contingent Workers
The contingent workforce 
has become a common fix­
ture in various companies. 
Companies categorize con­
tingent workers into three 
main types: independent contractors, 
temporary workers, and part-time 
workers.
Independent Contractors
Independent contractors are self-em­
ployed individuals who provide 
services to companies on a project 
basis. They have the flexibility and 
autonomy in how they do their work. 
Companies hire them when they 
need specialized skills for a fixed pe­
riod. Independent contractors charge 
higher rates but companies do not 
have to pay benefits.
Temporary Workers
Companies hire temporary work­
ers through staffing agencies for 
short-term assignments. The agency 
handles payroll, benefits, and other 
administrative tasks. Companies 
use temporary workers to fill in for 
employees on leave, handle season­
al workload increases, or work on 
special projects. Temporary workers 
provide flexibility and continuity.
Part-time Workers
Part-time workers have permanent 
jobs but work fewer than 35 hours 
a week. Companies hire part-time 
workers to save costs on benefits 
and fill in gaps in the work sched­
ule. Part-time workers earn lower 
wages and receive fewer benefits than 
full-time employees. They provide 
stability and continuity for more 
routine tasks.
	
Using a combination of these 
workers along with full-time employ­
ees gives companies the flexibility 
they need and ensures continuity 
to adapt to changes in the business 
environment. With clear policies and 
management, the contingent work­
force can be valuable.
Pros and Cons of Hiring 
Contingent Workers
Hiring contingent workers provides 
both benefits and drawbacks to 
companies. On the good side, they 
provide flexibility and cost savings. 
Companies can scale their workforce 
up or down as needed by hiring them 
for short-term projects or to fill tem­
porary roles. This allows companies 
to avoid the costs of hiring full-time 
employees when demand is uncertain.
	
But there are also risks to relying 
on contingent workers. Lack of loyal­
s and Strategies

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