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The gig economy refers to the growing trend of individuals working independently, often for short-term, flexible engagements. Instead of traditional 9-to-5 jobs, gig workers take on a variety of freelance or contract-based projects and tasks.

One of the main drivers of the gig economy is technology. With the rise of smartphones and the internet, gig workers are able to connect with potential clients and customers from all over the world, at any time of day. They can pick and choose when and how they want to work. This flexibility is appealing to many people, who are looking for work-life balance or additional income streams.

However, the gig economy also comes with its own set of challenges. Many gig workers are considered independent contractors rather than employees, which means they are not eligible for the same benefits and protections that traditional employees receive. At Idea Recruitment, the temp or contract workers are paid on Idea Recruitment’s payroll as W-2 employees. They handle the payroll taxes and workers’ compensation insurance for them.

The gig economy is expected to continue to grow in the coming years. According to a recent study by Intuit; it is estimated that by 2025, gig workers will make up 43% of the US workforce. This shift towards independent work is likely to have significant impacts on the economy, as well as the way we think about work and employment.

Register for our February 20th webinar:

HR:30 Series- Independent Contractor vs. Employee: New 2024 DOL Ruling



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For the Gig Worker:

If you are considering entering the gig economy, it is important to weigh the pros and cons and plan for the financial and practical realities of this type of work. This may include setting aside money for health insurance, building up a savings cushion, and developing a strong relationship with a company like Idea Recruitment to access potential jobs.

For Employers:

If you are considering hiring gig workers for short-term projects, you will need to know the difference between a W-2 employee vs. an independent contractor. There are specific laws in place to be sure these workers are classified correctly. Our Senior HR Consultants can help your management team with determining how your new hires and current employees should be classified to protect your organization from any legal risks. The new Independent Contractor rule takes effect March 11, 2024. 

Contact us today for HR assistance.