Great insight from Tom Howard in The Times this week on the growing appetite for self-employed contractors in the UK, driven in part by changes to employers’ NICs earlier this year. The shift towards contracting isn’t just tactical, it’s strategic. In today’s climate of geopolitical and economic uncertainty, organisations are navigating what we’re calling the ‘Great Hesitation’, where a slowdown in hiring and investment decisions is making employers and jobseekers alike weigh their next move carefully. As I shared with Tom, contractors and temp workers offer a flexible, cost-effective way to access critical skills without long-term commitments. For employers, this means agility, innovation, and resilience. For professionals, it’s a chance to accelerate their careers, broaden their experience, and increase their earning potential. This shouldn’t just be seen as a short-term fix, but a long-term opportunity. A well-managed contingent workforce can be a competitive advantage, enabling organisations to stay ahead in a fast-changing market. #WeAreHays #FutureOfWork #HiringTrends #WorkforceStrategy
Totally agree that the shift towards contracting isn't just tactical - businesses are blending permanent and flexible talent to stay resilient in fast-moving markets. Companies today need specialist skills on demand, especially in areas like digital transformation, compliance, and change management - and ensuring you have a strategy which includes agile and contract workers is essential.
I couldn't agree more James. Managing costs, whilst delivering change and transformation is more important than ever. Contractors offer value, flexibility and expert skills to support delivery of organisations strategic objectives.
It's a win-win. The employer gets flexibility and the contractor gets exposure to different companies, cultures, tech stacks, etc. and can accelerate their experience and capabilities faster than the traditional full-time path.
Thanks for sharing, James Hilton. The shift toward contracting is definitely opening up exciting possibilities, offering companies greater agility and room for innovation, while creating more flexible and rewarding opportunities for professionals who prefer contract over traditional full-time roles. Lots of opportunities ahead.
James Hilton, thanks for the insight. I have also seen forecasts that suggest by 2030 around a third of the global workforce would be freelance or self-employed. I’m curious how governments will adapt—balancing flexibility with regulation (legal, tax, …) and worker protection. For those of us in the talent space, helping clients and candidates navigate this evolution will be critical from my point of view.
I’ve experienced the shift toward contract-based work myself, and it’s not just smart, it’s inevitable. Agility is no longer a luxury, it’s a core business requirement. Contingent talent isn’t a workaround, it’s a competitive edge. The financial case is clear! Tax-efficient income structures, reduced fixed overhead, and faster onboarding cycles. And when you consider the true cost of an mis-hire, both financially and strategically, the rationale only strengthens. With rising fiscal pressure across regions, this isn’t a short-term reaction. It’s a structural shift in how modern organisations define their workforce. Those who embrace it early will be the ones leading the next phase of operational excellence.
Chief Financial Officer at Hays plc
2mohttps://www.thetimes.com/business-money/economics/article/self-employed-contractors-make-comeback-after-budget-tax-rise-wh9fshxgr