How to build a flexible workforce and keep 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.

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.

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