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article originally appeared in the June 2018 edition of Mobility Magazine.
In France, the concept of “gig
work” translates to “little jobs,” which come without the promise of stability
and benefits. Despite the artful translation, President of ManpowerGroup France
Alain Roumilhac says that nearly 60 percent of France’s residents find gig work
of interest, and the global average of people who want “nextgen” work
(part-time, contingent, contract, temporary, freelance, permanence, independent
contractor, on-demand online, and platform working) weighs in at 87
The advantages of having
just-in-time talent without the expense of benefits such as retirement, health
care, and pensions beg the question of what happens when significant numbers of
people in a society are working without these safety nets. The answer: Employer
perspectives, and employment, will change.
This year the U.K. Parliament
introduced a bill to extend parental leave to workers in the gig economy.
Gigster, which helps companies find software engineers, allows freelancers to
participate in a bonus program as their full-time workers do. Freelance-based
companies such as Lyft are starting to offer access to benefits to up their
appeal to contingent talent.
Read the rest of this article
in the June 2018 edition of Mobility