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As employers compete for talent in one of the tightest labor market of the past 50 years, benefits must be part of the discussion.

Today, one in five jobs is held by a worker under contract, greatly reducing the burden on employers to provide benefits. The downside, however, is one of loyalty. Without these “sticky” benefits, these alternative (i.e., “gig”) workers are simply not as motivated to work for you.

Meanwhile, the number of part-time employees in the US continues to climb steadily, up 9% since 2007. Unfortunately, the vast majority of them are unable to obtain benefits through their employer, giving them one less reason to stick around.

To attract and retain workers today, employers must think beyond the paycheck. Especially when it comes to part-time and alternative workers, organizations must think carefully about whether (and how) to extend benefits to these otherwise “ineligible” populations.

Only 34% of employers currently provide benefits to their part-time employees, and even fewer have found a way to connect their alternative workers to the benefits their full-time staff enjoy. Nevertheless, these workers need the security that benefits provide, and employers need a way to increase loyalty. Perhaps it’s time to think differently about how we determine who is benefits eligible. 

Read our e-book, “Redefining Benefits Eligibility: Seven things to know about part-time and alternative workers” for a fresh perspective and ideas for maximizing retention, engagement and your employer brand. You’ll learn:

  • Important differences between part-time and alternative workers

  • Which benefits are most sought after by these unique populations

  • How to avoid the administrative burden that would otherwise accompany extending benefits to previously ineligible individuals

Get the e-book