The Contingent Employee Experience (EX) And Why it Matters

The way people work has evolved dramatically and so have the things we care about in a job. By 2030, nearly half of the global workforce is projected to be contingent workers.  That’s not just a stat to drop in a slide deck—it’s a sign that the entire idea of “career” is shifting. Organizations that intentionally prioritize and invest in their contingent talent will unlock significant advantages. Here’s why it matters. Making contingent talent feel valued from day one isn’t complicated — it’s about embracing flexibility, encouraging innovation, and celebrating diverse perspectives. And with a few key actions, organizations can strengthen well-being across this vital part of the workforce.

Contingent Talent = Critical Flexibility

Contingent talent gives organizations the agility they need to thrive in an unpredictable business landscape. Think of it as a built-in shock absorber for the economy. In times of labor market volatility or economic uncertainty, the ability to scale the workforce up or down quickly can be the difference between seizing opportunities and falling behind. Contingent workers allow companies to align talent resources precisely with demand, avoiding the burden of long-term fixed costs while still ensuring critical projects are staffed. A smart contingent strategy is a long-game move; it keeps you nimble and competitive no matter what the economy throws your way.

Empowering Innovation on Demand

Contingent talent is a catalyst for innovation by giving organizations rapid access to specialized, in-demand skills exactly when they’re needed. Whether it’s emerging technologies, niche expertise, or industry-specific knowledge, contingent employees bring fresh perspectives and capabilities that may not exist within the core workforce. That mix sparks creativity and uncovers blind spots your internal team might not see. In fast-evolving markets, speed to innovation is a competitive advantage. Contingent talent makes that speed possible.

Agility is equally critical when scaling innovation projects. With contingent workers, organizations can ramp up specialized teams for high-priority initiatives without the delays or costs associated with permanent hiring. Once the project is complete, the team can scale down gracefully and respectfully, ensuring resources are optimized and people are treated with dignity. This on-demand model allows companies to experiment, test, and iterate more efficiently — transforming innovation from a one-off effort into an ongoing, sustainable capability.

Contingent Talent Offers a Wide Range of Perspectives

 The Contingent workforce brings a diversity of perspectives that strengthens problem-solving and sparks new ideas. These workers often come from different industries, roles, and career paths, bringing the kind of outside-in thinking that internal teams can easily miss. By integrating contingent professionals into project teams, organizations can uncover blind spots, challenge assumptions, and explore alternative solutions.

Blending internal expertise with external insight creates a richer exchange of ideas and accelerates professional growth for everyone involved. This cross-pollination doesn’t just strengthen today’s decisions, it builds a smarter, more adaptable organization.

Building A Positive Contingent Employee Experience

If contingent talent is critical to driving organizational success, then how they are treated must be a strategic priority. It’s not enough to engage them for a project and call it a day. They deserve inclusion, support, and the same human care we extend to permanent employees. When contingent workers feel seen and supported, they can fully contribute their skills and innovation, powering sustained growth and agility.

Expanding Access and Visibility

Many companies have good intentions around workplace well-being, but good intentions don’t always translate into good employee experiences. A strong starting point is to review existing EX programs and ask, who are these really designed for? Even if initiatives are technically available to contingent talent, they’re often invisible to them. Simple moves, like including contractors in wellness communications, extending access to mental health resources, or inviting them to relevant activities, create exponential impact. Well-being doesn’t have to mean an expensive overhaul; sometimes it’s as easy as making sure everyone knows what’s already available.

Building Inclusion into Culture and Communication

Culture is a key driver of well-being, and small gestures can go a long way in helping contingent workers feel valued. Are they welcomed in team meetings and casual check-in, or left on the sidelines? Do they feel like part of the bigger picture, or like outsiders? Inclusion can be as simple as a welcome message, a personal check-in from a manager, or an open invitation to a wellness webinar. Even the language used in internal messaging matters—shifting from “employees” to “our workforce” signals that everyone, regardless of employment type, belongs.

Learn more about creating inclusive contingent employee experiences for your workforce in our white paper.

Listening, Learning, and Evolving

True well-being strategies are shaped by listening to the people they’re meant to support, and that includes contingent workers. Too often, they’re excluded from surveys or feedback channels, missing the opportunity to share valuable insights. Create ways for them to share experiences, anonymously if needed, and treat their input as a blueprint for improvement. Whether through open-access resources, creative benefit extensions, or discounted third-party tools, the goal is the same: ensure no one is left unsupported. A more human approach recognizes that even short-term team members deserve the same care and consideration as the rest of the workforce.

See what steps we are taking to champion the contingent workforce segment in our Impact Report.

Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of Magnit and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.