The gig workforce has grown exponentially over the past decade, fueled by advancements in technology, shifting workforce preferences, and the increasing demand for agility in business operations.
This global trend holds significant implications for India, where the labor force comprises millions of individuals. A considerable portion of this workforce belongs to the youngest generation, who exhibit a strong preference for flexibility, autonomy, and control over the nature, location, and focus of their work.
As per the recent Nasscom report, India’s gig workforce is projected to reach 23.5 million by 2030, driven by the demand for remote work. Consequently, Human Resources departments must adapt their strategies to effectively manage the growing contingent workforce, including freelancers and temporary workers, as they play an increasingly crucial role in addressing skill gaps within organizations.
This requires a conscious strategization right from workforce planning to employee engagement to choosing benefits and the complete life cycle management of the diverse workforce.
Below is an in-depth exploration of strategies tailored for managing a gig workforce in 2025.
Plan the Right Workforce Mix
Identifying the right mix of workforce is the first step in aligning the organization’s goals with the people strategy. This is what will define the percentage of gig workers that can work well for your organization and for what kind of roles and how long that mix can work.
Identify the Right Sources and Hiring Strategy for Gig Workforce
- The market today offers a multitude of platforms for sourcing gig workers across a diverse range of roles. To ensure effective management of gig workers and protect organizational interests, the implementation of a comprehensive hiring process that includes rigorous background verification procedures and proper documentation at various stages are essential.
- Utilize AI to enhance efficiency and job satisfaction by matching gig workers with projects that correspond to their skills, experience, and availability.Organizations also can maintain a centralized database of experienced gig workers who have previously collaborated with them, making it easier to re-engage them for future projects.
- This is also a lever that organizations can use to show their commitment towards DEI by providing opportunities for candidates from diverse backgrounds, not just in terms of gender.
Create the Right Eco-System to Help Manage the Gig Workforce:
The right ecosystem would include the below…
- Policies : Craft work place policies that are flexible yet structured to guide and integrate gig workers into the workforce.For ex, policies can be created to enable gig workers to choose their schedules and preferred working environments, aligning with their desire for autonomy.
- Documentation : Draft comprehensive contracts that clearly outline the scope of work, payment terms, and intellectual property rights to avoid misunderstandings. The contract should also be able to set clear expectations in terms of the work, remuneration and other related terms.
- Tech Platforms : This is almost a non-negotiable way to enable HR functions to manage the gig workforce. This includes investing in innovative systems for contract and schedule management, payment solutions etc. Consider providing gig workers with immediate payment options or compensation based on the completion of specific project milestones.
- Benefits: So far the trend has been to think of none to very few benefits when it comes to the gig workforce. But this trend has to slowly change as the gig workforce emerges to be a significant part of the headcount for an organization. Organizations need to think of providing benefits like health & accident insurance, paid leave options, retirement saving plans etc. The new labour codes in India are also inclining towards the same by recognizing gig work as a separate category of employment and needing organizations to provide benefits related to social security and the like.
Build An Inclusive Culture
- Cultivate a Sense of Community: Include gig workers in communication channels and team activities, both virtually and in-person, to facilitate their integration into the team.
- Acknowledge and Reward Performance: Recognize outstanding contributions with bonuses, project extensions, or additional perks, and publicly acknowledge their achievements in team meetings or newsletters.
- Provide Incentives: Use performance metrics and feedback to prioritize high-performing gig workers for critical assignments. Offer access to exclusive resources, such as discounted software tools or co-working spaces, to encourage long-term collaboration.
- Invest in their growth: Provide upskilling and reskilling opportunities for gig workers and create career pathways that they can choose within the organization if they are inclined to. Many organizations that rely heavily on gig workers today in India partner with educational platforms to provide free or discounted learning resources for gig workers.
- Fair Treatment: Respect the independent status of gig workers, avoiding micromanagement or policies that blur the line between contractors and employees
Be Wary of the Legal Landscape
The legal framework around gig work is still evolving in India. Apart from the labour codes, some state governments are exploring welfare programs specifically for gig workers, reflecting localized efforts to support this workforce.
Platform-Based Gig Workers (Registration and Welfare) Act of Rajasthan(July 2023) and the Karnataka Platform-Based Gig Workers (Social Security and Welfare) Bill (2024) are examples of this. Hence it is important to be up to date about these and make changes in the organization accordingly.
Effectively managing a gig workforce requires HR leaders to blend traditional talent management principles with innovative approaches tailored to the gig economy. By fostering inclusivity, leveraging technology, and focusing on mutual growth, organizations can create a dynamic and sustainable relationship with gig workers that drives success for all parties involved.
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