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This survey explores those options, including the types of flexible work arrangements employers offer, the availability of compressed workweek schedules, which teleworking expenses are covered by employers, what kinds of training are offered to managers and flexible workers, employee access to flexible work programs and more.

Legal challenges to these types of employment arrangements in recent years also bring into question whether this type of model is truly sustainable (Drake 2020) as some states and countries have started to crack down on whether it is permissible to keep considering these workers to not truly be employees.

But should the competitive posture be the same for all types of employees, irrespective of skill set or type of work?

What the Study Revealed As a refresher, according to the U.S. government website HealthCare.gov : ;An HSA is a type of savings account that lets participants set aside money on a pre-tax basis to pay for qualified medical expenses.

While there’s no one-size-fits-all approach to achieving an effective balance of risk and reward in every compensation plan, organizations should ensure compensation programs are appropriately designed and function based on the types and extent of their risk.

So, the question now becomes, what types of programs can an organization create as part of its total rewards package that will enable employees to develop those types of skills?

This suggests that solutions should focus more on how nontraditional workers are paid and less on the type of work performed (freelancer, sole proprietor or other type).

Employers can consider approaches such as concierge-type vendor solutions and lifestyle spending accounts, WTW’s Bade said.

As we shall now see, both types of intervention have a positive impact.

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