Key Takeaways
- Explore why employee well-being initiatives must include contingent and part-time workers as flexible work models continue to grow.
- Understand the key benefits that matter most to non-traditional workers and how inclusive support drives engagement, trust, and retention.
- Learn how organizations can overcome common barriers to inclusion and build well-being programs that support every worker, regardless of employment type.
What does inclusion really mean in a workforce where not everyone works full-time, or even permanently? As contingent and part-time roles become a defining feature of modern work, many organizations are still relying on systems and programs designed for a workforce that no longer exists. Contingent workers help keep teams moving, fill critical skill gaps, and enable organizations to stay flexible.
Yet when it comes to benefits, communication, and well-being support, they’re often treated as an afterthought. The result isn’t just disengagement, but also the hidden cost of ignoring employee well-being. Organizations that rethink how they support different work arrangements can build stronger connections and create a workplace where everyone feels they belong, regardless of how they’re employed.
5 Key Benefits That Matter Most to Contingent and Part-Time Workers
With an estimated 35%–40% of the global workforce now made up of contingent and non-traditional workers, inclusion has become a business and people priority. These workers play a critical role in keeping organizations flexible and productive, yet their needs are often overlooked when designing staff well-being programs.
Below are the five benefits that matter most to contingent and part-time workers, along with why they make such a meaningful difference.
1. Access to Security and Stability
Contingent and part-time workers often deal with income uncertainty, short contracts, and limited safety nets. Even small benefits, such as partial healthcare coverage, basic insurance options, or access to company wellness programs, can provide a sense of security.
This kind of support reduces financial stress and helps workers stay focused and productive. For freelancers and gig workers, who account for 46.6% of the global workforce, access to even limited benefits can be transformative and make flexible work more sustainable.
2. Equal Opportunity for Growth and Development
Many contingent workers are excluded from learning and development programs simply because they are not full-time employees. This can limit their career progression and weaken their connection to the organization.
Providing access to internal learning platforms, certifications, or mentorships helps these workers build skills while contributing more effectively. At the same time, employers benefit by strengthening their future hiring pipeline and turning short-term engagements into longer-term relationships.
3. Flexibility Without Losing Connection
Flexibility is a major reason people choose contingent or part-time work, but it can also create distance from the organization. When workers are excluded from communication, recognition, or team interactions, they can feel disconnected.
Inclusion programs that keep these workers involved in updates, shared goals, and company culture help maintain a sense of belonging. When flexible workers feel connected, engagement and retention naturally improve.
4. Fairness and Recognition
Contingent workers often contribute high-impact results without the same level of visibility as full-time staff. A lack of feedback or recognition can quickly lead to disengagement.
Offering transparent pay practices, performance feedback, and inclusion in recognition efforts helps restore fairness. Feeling seen and appreciated builds trust and encourages consistent, high-quality contributions, even in short-term roles.
5. Health, Well-Being, and Support Access
Stress and burnout affect contingent and part-time workers just as much as full-time employees, especially those balancing multiple jobs. However, they often lack access to mental health and wellness support.
Extending staff well-being programs to include digital health platforms, teletherapy, and employee assistance programs helps protect both well-being and productivity. For example, offering mental health check-ins or self-guided wellness tools gives contingent workers practical support without requiring long-term employment status.
Consistent communication also matters. Including contingent staff in team updates and shared goals creates transparency, reduces uncertainty, and strengthens trust.
Barriers That Prevent Inclusion and How to Overcome Them
Despite growing awareness around inclusion, many organizations still struggle to extend equitable benefits to contingent and part-time workers. Structural, legal, and operational barriers often get in the way, even when the intent to include everyone is there. In fact, a 2023 survey found that 70% of HR leaders say integrating contingent workers into company structures remains a major challenge.
Understanding these barriers and addressing them directly, is the first step toward closing the inclusion gap and building stronger staff well-being programs.
Unclear Worker Classification
One of the biggest obstacles is worker classification. Employment laws vary by country and region, and organizations are often cautious about offering benefits to contingent workers for fear of misclassification or compliance risks.
This uncertainty can discourage inclusion altogether. However, many organizations are finding ways around this by offering benefits that are clearly non-employment-based, such as wellness stipends, access to digital health platforms, or learning resources that don’t change worker status.
Rigid Benefit Design
Most benefit programs are designed around full-time schedules, which automatically excludes part-time and contingent staff. Eligibility rules based on hours worked or tenure create barriers by default.
Organizations are overcoming this by introducing modular benefits, such as opt-in wellness tools or prorated access. Flexible design allows company health and wellness initiatives to support different work arrangements.
Cost and Administrative Pressure
Extending benefits to short-term or rotating workers can seem expensive and difficult to manage, especially without the right systems. HR teams often fear increased workload and budget strain.
Digital platforms simplify enrollment and tracking, making broader inclusion easier to manage. Centralized tools help organizations scale benefits without significantly increasing costs.
Cultural and Communication Gaps
Contingent workers are frequently excluded from onboarding, internal updates, and engagement activities. Over time, this weakens their connection to the organization.
Including contingent staff in team communications, newsletters, and relevant meetings helps maintain alignment. Consistent communication builds trust, even in flexible work models.
4 Strategic Tips for Managing Your Contingent and Part-Time Workforce
As contingent and part-time workers become a permanent part of the workforce, organizations need intentional strategies to manage them effectively. These practical steps help ensure inclusion, consistency, and long-term engagement without adding unnecessary complexity.
1. Design Flexible, Modular Benefits
Create benefit options that adapt to different work types, schedules, and contract lengths rather than relying on one-size-fits-all programs. Modular benefits, such as opt-in wellness resources or prorated access, allow contingent workers to receive support without full-time eligibility requirements.
2. Build Inclusive Onboarding and Communication
Ensure all workers, regardless of employment status, receive clear onboarding and access to key company information. Including contingent staff in regular updates, team communications, and cultural initiatives helps them feel connected and aligned from day one.
3. Recognize Contributions Across All Worker Types
Acknowledge the impact of contingent and part-time workers alongside full-time employees. Consistent recognition, whether through feedback, shout-outs, or milestone celebrations, reinforces fairness and strengthens working relationships.
4. Use Digital Engagement Tools for Consistency
Digital employee engagement tools make it easier to manage diverse workforces at scale. They help track participation, gather feedback, and ensure consistent management practices across all worker types.
Building Company Wellness Programs Where Everyone Belongs
True inclusion goes beyond job titles or contract types. As work models continue to evolve, employee well-being initiatives must be designed to support full-time, part-time, and contingent workers alike. This ensures that no one feels excluded from programs that impact health, engagement, and day-to-day experience. When organizations take an intentional, people-first approach, they create stronger connections, greater trust, and a more resilient workforce overall.
CoreHealth helps organizations bring inclusive employee well-being initiatives to life through flexible programs, customizable engagement tools, and meaningful insights, making it easier to support every individual, wherever and however they work.
Ready to build employee well-being programs that include everyone? Request a CoreHealth demo to see how flexible campaigns, personalization, and actionable insights come together in one platform.
Want to learn more about the impact wellness programs can have on your company? Check out these other CoreHealth blog posts:
Occupational Health Services vs. Wellness Programs: What’s the Difference?
Stress Management Resources Every Company Should Offer
How to Choose the Right Digital Wellness Platform for Your Workforce in 2025
