Breaking the Mold: The Modern Worker’s Many Faces

Long gone are the days of the traditional, monolithic idea of a worker. Amid increasing globalization, demographic shifts, and economic changes, the one-size-fits-all approach to employment has become obsolete. The modern workforce is made up of a wide array of different workers, all with their own needs and expectations. Globally, domestic labor laws and workplace policies have failed to keep pace with the evolving nature of today’s workers. 

To address these changes, SHRM surveyed 16,000 workers across 16 countries between February and June 2024. By studying the experiences, needs, wants, and expectations of 1,000 workers in each country across a variety of industries, SHRM’s data provides insights into key worker types. 

The following countries were surveyed:

• Australia.
• Brazil.
• Canada.
• China.
• Dominican Republic.
• Germany.
• India.
• Indonesia.
• Italy.
• Japan.
• Mexico.
• Nigeria.
• South Africa.
• United Arab Emirates. 
• United Kingdom.
• United States.

Surveyed workers were asked about their primary job, hours worked per week, how they are paid, where they work, whether it is a temporary or long-term job, and whether they are classified as an employee. Based on their responses, workers were placed into five types that represent the makeup of the modern workforce. By categorizing workers into these meaningful types, it is possible to create a shared understanding and a common language that can inform policy decisions. 

5 Worker Types

The survey placed the participants into the following five types:

• Full-time salaried employees.
• Full-time hourly employees.
• Part-time employees.
• Temporary employees.
• Independent workers.

Full-time salaried employees made up 43% of the sample. In the context of the survey, full-time employment was defined as working 30 hours or more per week. The individuals in this group made up the highest share of workers with a college degree, as well as the highest share with access to benefits such as health insurance and paid leave. They were also the most likely to be in the highest household income bracket. 

Full-time employees working on an hourly basis represented 7% of the sample. This group had the highest share of workers with vocational training or a two-year degree. They also made up the majority of in-person workers — those who work fully in person or onsite. These individuals were more likely than full-time salaried employees to hold an individual contributor role (i.e., they do not manage a team and are not a supervisor). 

Part-time employees accounted for 9% of the sample. These individuals worked for fewer than 30 hours per week. This group had the highest share of workers ages 50 and over, as well as the highest proportion of female workers, at 70%. Fewer than 40% of the workers in this category said they would prefer a full-time position, choosing part-time work due to its flexibility or to better manage caregiving duties. 

Temporary workers, or those working for a limited time or on until the completion of a specific project, accounted for 3% of the sample. Temporary employees had the highest share of workers in the 18-34 age bracket. Of those surveyed, 54% had an undergraduate degree. As opposed to part-time workers, most of whom preferred their part-time status, 77% of temporary employees said they would prefer a long-term job. They accepted temporary work primarily because it was the only position available or because they hoped it would lead to a permanent job. 

The independent worker category comprised contractors, freelancers, self-employed individuals, and gig workers, and it accounted for 38% of the sample. This group contained the highest share of fully remote or hybrid workers, as well as workers with more than one job. Those classified as independent workers valued the flexibility of the work and the idea of being one’s own boss. Nearly 3 in 4 independent workers (73%) said they consider their work to be an important part of who they are. While approximately one-third prefer independent worker status over employee status (34%), more than half would prefer to work as an employee instead of as an independent worker (52%).

SHRM’s research demonstrates that there is no longer one traditional worker, but five separate types. The individuals within these categories have unique backgrounds, expectations, and desires, all of which policymakers must consider when crafting labor laws. 

Rachel Zheliabovskii is a specialist, B2C content, at SHRM.