Businesswoman pressing finger on world global locationsIn a gig employment relationship, companies do not employ workers directly and permanently. Instead, they contract workers as needed to complete a specific project or to serve for a defined term. When the contracted project work or term is completed, neither the worker nor the employer has any further obligation to the other party. The worker is free to move on to another gig. Subsequent projects might be with the same employer, a different company or sometimes even an industry competitor.

Benefits of Partnering with a Relocation Management Company

Companies often retain gig workers as an alternative to relocating permanent staff. So it might not be immediately clear how relocation management companies (RMCs) can help their clients plan for and manage a gig workforce. In fact, RMCs can share their direct expertise, drawing on their consulting experience and big picture view of talent mobility programs. They can also apply much of their experience in keeping employees and employers in compliance with local laws and regulations.

Gig Workers and the Household Goods Industry

Moreover, the mobility industry has direct experience in managing its own gig workers. The household goods industry is an excellent case study of gig workers: demand surges dramatically during the summer months and it would be economically unfeasible to retain summer-level staffing year round. Summer gig workers allow household goods companies to meet their contractual obligations in the summer and maintain service levels without hiring employees who might be idle at other times.

Retired Mobility Professionals and Gig Engagements

The mobility industry also faces the same generational attrition as the US economy in general, with many Baby Boomers retiring every year. These professionals have a wealth of knowledge that RMCs are beginning to tap using gig engagements. This allows RMCs to adjust staffing as needed to meet client needs while controlling permanent payroll costs. Retired mobility professionals can continue to share their expertise while supplementing their retirement income.

The same model can apply in other industries, with retired professionals coming back as needed or on project-based contracts, and sharing their deep knowledge without permanent employment obligations.

It is this combination of direct experience and in-depth knowledge of compliance issues that makes your RMC a go-to resource if you are considering using gig workers. RMCs can also coordinate any supporting services your gig workers might need, such as temporary housing, travel management or expense administration, providing a comprehensive consulting and support service.

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