How to build a flexible workforce without losing control
The way we work has changed—permanently. The rise of flexible working and the gig economy has redefined how people want to earn a living. For employers, this shift offers agility, but also creates real challenges around structure, compliance, and culture.
At crooton, we believe the solution isn’t to resist this change—it’s to lead it.
Flexibility Isn’t a Perk Anymore
In the UK, over 463,000 people—roughly 1.4% of the workforce—are now part of the gig economy. And while delivery drivers and ride-hailing dominate headlines, more than half of gig workers are in skilled, desk-based roles like content writing, legal consulting, and design.
Most aren’t doing it full-time. Just 20% rely on gig work as their primary income. For the rest, it’s about autonomy, flexibility, and bridging gaps between traditional employment. That’s a wake-up call for employers relying solely on rigid job models.
The Employer Opportunity
A flexible workforce helps businesses:
- Scale quickly without inflating headcount
- Reduce fixed costs
- Tap into hard-to-reach talent (e.g. carers, disabled workers, remote professionals)
- Move faster in competitive markets
But flexibility without structure brings risk.
What Smart Companies Are Doing
To stay ahead, employers are:
- Clarifying roles—making clear distinctions between contractors and employees
- Introducing portable benefits to support non-permanent talent
- Blending flexibility into permanent roles to retain top talent
- Investing in upskilling to future-proof their workforce
- Demanding transparency from digital platforms that mediate gig work
It’s not just about cost-saving—it’s about building a workforce that can adapt, evolve, and stay compliant in a rapidly changing world.
Final Thought
At crooton, we help organisations build teams that are both flexible and resilient. Whether you’re navigating hybrid hiring, short-term projects, or broader workforce transformation—we’re here to help you do it with clarity and control.
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