As an increasing number of workers continue to join the gig economy, it is increasingly imperative for lawmakers and regulators to create a new retirement system that allows for freelancers and individuals working for multiple businesses to easily save for retirement. Although the American workforce is changing, the traditional retirement system does not yet present an option for the changing workforce. Gig workers are currently not entitled to enjoy a traditional employer-based retirement plan because such plan are only permitted to cover employees and not independent contractors.
As the gig economy continues to grow, (https://www.fisherphillips.com/gig-employer/did-gig-economy-growth-contribute-to-strong) some employers may become accustomed to creating external job postings for short-term and freelance projects. However, in doing so employers could be ignoring a more obvious talent pool: their own employees. By creating an internal gig economy platform to notify employees of short-term and freelance projects, employers can create the opportunity for employees to apply for side-projects that they find interesting and that will also allow the employee to enhance the organization. In doing so, businesses can also avoid the unknowns of hiring an unfamiliar freelance worker and can quickly meet the staffing demands for short-term but important projects. Additionally, employees may be able to refer other skilled freelancers to their employer.
As the proliferation of skilled contract workers continues, it is vital for companies to evaluate their strategies to attract and retain accomplished freelancers. Competition for skilled independent contractors is fiercer than ever as the gig economy allows just about everyone to run their own businesses, choose when to work, and carefully select which projects to accept. Because there are now dozens of platforms that allow freelancers to sell their own goods, sell space in their home, and market their skills, your organization is not alone in vying for their services.