Polyworking is defined as juggling multiple jobs, gigs, or projects and presents advantages and challenges for employees and their employers.

Australians are polyworking to diversify income streams, pursue their passions or as a necessary step to combat the rising cost of living. The Australian Bureau of Statistics (ABS) data shows that the multiple job-holding rate reached an all-time high at the end of 2024, hovering between 6.5 and 6.7 per cent. This figure is likely higher as it may not accurately capture income from business ownership or freelance work.

Despite its financial and development benefits, polyworking can create tensions between employers and employees about expectations, and raises important questions about burnout, job security and living wages.

We look at polyworking and the leadership strategies to effectively manage it.

What is polyworking and why is it appealing?

Working multiple jobs, whether in traditional employment, consulting or business ownership, the gig economy or a combination, is common. For many, the gig economy is propelling this increase, whether it be through Uber or Airtasker, a sporting or creative pursuit, or social media.

In fact, a US poll last year found that 57% of Gen Zs would like to be a social-media influencer, and 53% describe it as a “reputable career choice”. This, along with the rising cost of living and a sluggish economic outlook, suggests that polyworking is here to stay, at least in the immediate future.

Polyworking or poly-employment offers a unique blend of variety and control over one's career, and may be appealing to employees for a number of reasons, including:

• Income Supplement: to cover the cost of living or increase disposable income.
• Flexibility: employees can design their schedules and work environments to suit their preferences and needs.
• Income Diversification: by engaging in multiple roles, workers can mitigate the risk associated with relying on a single source of income.
• Professional Growth and Career Transition: allows for the development of a broader skill set and exposure to diverse industries and challenges, which may be the first step towards a career change.

It encompasses unskilled, trades and professional labour. For many, polyworking provides the freedom to pursue varied interests and passions while securing multiple income sources. This flexibility can lead to a more fulfilling and balanced professional life, allowing individuals to adapt to changing economic conditions and personal circumstances.

Employers of polyworkers can also benefit from the skill diversification, networks and knowledge they may bring.

What are the downsides of polyworking?

Despite its advantages, polyworking is not without its downsides. The most significant concerns for employees include the potential for burnout and the lack of job security. Managing multiple commitments can become overwhelming, particularly when an employee is experiencing greater demands in two or more roles at once, leading to increased stress and reduced overall well-being.

For those working part-time in traditional employment and deriving income from passion projects or the gig economy on the side, a lack of focus may have a negative impact on career development, and therefore future income potential and superannuation contributions. However, it can have the opposite effect.

Leaders who manage a polyworking employee may find it challenging when an individual becomes distracted or when expectations related to effort and input differ.

What do leaders and HR professionals need to consider?

It seems that polyworking is here to stay, which means leaders and HR professionals will need to be aware of potential risks and how to overcome them. Considerations may include:

• Engagement Models: the Closing Loopholes (No.2) Act 2024 changed the definition of casual employment in Australia. It is therefore critical to consider the engagement model organisations choose for contingent polyworkers, to ensure compliance.
• Polyworkers have Rights: according to the Fair Work Ombudsman, an employer cannot take adverse action (e.g., dismissal, demotion) against an employee for exercising their right to privacy or not disclosing secondary employment.
• Contracts and Policies: Furthermore, Australian employment law protects an employee’s right to carry on a business or engage in other work where there is not a conflict of interest, they are not using the employer’s property (physical or intellectual) to perform the work, and there are no implications for the employee’s or anyone else’s health and safety. Clarifying these conditions about your business in employment contracts and organisational policies and procedures will assist you in mitigating employment risk.
• Performance Management: being clear about the goals and outputs of the role will ensure polyworkers understand what they need to deliver. More flexibility around the hours during which the work is conducted will help to reduce tensions for polyworkers.
• Addressing Burnout: it is essential to recognise the risk of burnout and have systems in place to support polyworkers, whether this includes providing flexibility around work hours or EAP support. Creating an open dialogue about workload and expectations will be critical to success.
• Career Development Opportunities: using individual development plans to provide a career path both within and outside the organisation can assist with retention. For those working multiple jobs to make ends meet, this may enable an employee to reduce their hours or quit their second job. Flexibility may be key for others who like the variety or are looking to transition into a different career long-term.
• Leveraging Technology: project management and communication tools will help leaders enhance productivity, streamline operations and better collaborate and support polyworkers.

Polyworking represents a significant shift in how we approach careers and employment, which means leaders and organisations will be forced to adapt. However, polyworking employees will also be required to enhance their organisational and communication skills to be effective.

Whether you are looking for contingent work or need assistance with contingent workforce management, Bayside Group can assist.