Frequently Asked Questions About Contingent and Alternative Employment Arrangements July 2023

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1. How were these data collected? ►

   These data were collected through the Contingent Work Supplement (CWS), a special supplement to the July 2023 monthly Current Population Survey (CPS).

   Data on contingent and alternative employment arrangements were previously collected in February of 1995, 1997, 1999, 2001, 2005, and May of 2017. The 2023 data are broadly comparable to previous estimates.

2. Who was included in the survey? ►

   The Contingent Work Supplement (CWS) data refer to employed people (except unpaid family workers) in the civilian noninstitutional population age 16 and over. Employed people are those who did any work for pay or profit in the week prior to the survey or were temporarily absent from a job.

   In the 2023 survey, questions on contingent status and alternative employment arrangements were asked about a person’s sole or main job and, for multiple jobholders, about a person’s second job. In prior collections, these questions were only asked about a person’s sole or main job (the job at which they usually work the most hours).

3. How does the Contingent Work Supplement (CWS) define contingent jobs? ►

   Contingent jobs are those that people do not expect to last or that are temporary. Workers in these jobs do not have an implicit or explicit contract for ongoing employment.

   If a person does not expect a job to continue for personal reasons, such as retirement or returning to school, that job is not considered contingent.

   For example, Kaya was hired by a local company to hang decorations to celebrate her town's centennial. The celebration will occur in 2 months, and then Kaya will no longer be needed.

   Kaya’s job is contingent because she does not expect the job to last once the anniversary celebration is over.

4. What questions are used to determine whether a person's job is expected to last? ►

   There are two sets of questions to determine if a person’s job is expected to last. One set is asked of wage and salary workers, the other set is asked of the self-employed and independent contractors.

   Wage and salary workers are asked:

   1. Some people are in temporary jobs that last for a limited time or until the completion of a project. Is your job temporary?
   2. Provided the economy does not change and your job performance is adequate, can you continue to work for your current employer as long as you wish?

   Wage and salary workers who answered either “yes” to the first question or “no” to the second question were asked follow-up questions to determine the reason why their job is temporary. Answers to these questions distinguish workers who are in temporary jobs from those who, for personal reasons, are temporarily holding jobs that offer the opportunity of ongoing employment. The questions ask if a person is working only until the completion of a specific project, temporarily replacing another worker, being hired for a fixed time period, filling a seasonal job that is available only during certain times of the year, or if other business conditions dictate that the job is short term. Jobs that are temporary for one of these reasons are contingent.

   The self-employed and independent contractors are asked:

   1. How long have you been self-employed/an independent contractor?
   2. How much longer do you expect to be self-employed/an independent contractor?

   Self-employed workers and independent contractors are classified as contingent if they have been self-employed (or an independent contractor) for a year or less and expect to continue being self-employed (or an independent contractor) for an additional year or less.

   For example, Traveller has been doing odd tech jobs for the last 6 months as an independent contractor. He expects to start a new job at a tech company next month.

   Traveller’s current job as an independent contractor is contingent.

5. What about people who do not expect their jobs to last for personal reasons? ►

   If a person does not expect their job to last for personal reasons (such as retirement or pursuing education), that job is not considered contingent. The survey asks a series of questions to determine why people who say they are working only temporarily do not expect to stay in those jobs. This is to distinguish people who are in jobs that are structured to be temporary jobs (contingent jobs) from those who, for personal reasons, are temporarily holding jobs that offer the opportunity of ongoing employment (jobs that are not contingent).

   For example, Luke just got a job at a restaurant that he could keep year-round if he wanted. However, because he attends college 3 hours away, he is only planning to work for the summer.

   Luke is not in a contingent job.

   Luke views his job as temporary because he intends to leave it for personal reasons at the end of the summer, however, the job itself is not structured to be temporary and will likely be filled by someone else once he leaves.

6. Is part-time work contingent? ►

   Not necessarily. Part-time work could be contingent, but the hours worked are not a determining factor for contingent status. Part-time workers are those who usually work less than 35 hours per week. Like full-time workers, their jobs are only considered contingent if their job is temporary or not expected to last.

7. How is contingent status measured for people who have more than one job? ►

   The 2023 Contingent Work Supplement (CWS) collected data on the contingent status of both the main and second jobs of multiple jobholders. For multiple jobholders, the contingent status of their main and second jobs is determined separately. Multiple jobholders could be contingent on either their main or second job, both jobs, or neither job.

   Information was not collected for additional jobs beyond the second job. In July 2023, about 5 percent of employed people were multiple jobholders. The vast majority (more than 90 percent) of multiple jobholders only have two jobs. However, for the small share of multiple jobholders with more than two jobs, the contingent status of jobs beyond the second job is unknown.

   For example, Darnell works for the government full time but started teaching part time at a community college this semester. While he would like to continue working for the community college, he is unlikely to be hired next semester.

   Darnell’s main job with the government is not contingent, but his second job—his teaching job—is contingent.

8. Can I calculate the total number of workers with contingent jobs by adding the number of employed people who are contingent on their sole or main job and the number who are contingent on their second job? ►

   No. There are two reasons this will not produce an accurate number of workers with contingent jobs.

   First, adding these numbers together will inflate your result by double counting workers who are contingent on both their first and second job.

   Additionally, some multiple jobholders have more than two jobs. However, multiple jobholders are only asked questions to determine if their main and second jobs are contingent. Thus, the sum would not include multiple jobholders whose main and second jobs are not contingent, but whose third (or fourth or fifth) job is contingent. In July 2023, about 5 percent of employed people were multiple jobholders. The vast majority (more than 90 percent) of multiple jobholders only have two jobs. However, for the small share of multiple jobholders with more than two jobs, the contingent status of jobs beyond the second job is unknown.

9. How does the Contingent Work Supplement (CWS) define alternative employment arrangements? ►

   The CWS provides data on four different alternative employment arrangements:

   • Independent contractors—independent contractors, consultants, and freelance workers, regardless of whether they are self-employed or wage and salary workers
   • On-call workers—people who are called into work only when they are needed, although they can be scheduled to work for several days or weeks in a row
   • Temporary help agency workers—workers who are paid by a temporary help agency, whether or not their job was temporary
   • Workers provided by contract firms—workers who are employed by a company that provides them or their services to others under contract, are usually assigned to only one customer, and usually work at that customer's worksite

10. How does the Contingent Work Supplement (CWS) measure independent contractors? ►

    Independent contractors are workers who are considered independent contractors, independent consultants, or freelance workers, whether they are self-employed or wage and salary workers.

    To distinguish independent contractors from business operators—such as restaurant owners—the CWS asks the self-employed the following question:

    • Are you self-employed as an independent contractor, independent consultant, freelance worker, or something else?

    Wage and salary workers are asked a different question:

    • Last week, were you working as an independent contractor, an independent consultant, or a freelance worker?

    For example, Tim is a freelance writer. Some companies contact him directly for specific pieces. He also pitches ideas for articles to potential clients.

    Tim is an independent contractor.

11. Are all self-employed workers also independent contractors? ►

    No, not all self-employed are independent contractors. For example, restaurant owners are self-employed, but they are not independent contractors.

12. How does the Contingent Work Supplement (CWS) measure on-call workers? ►

    On-call workers are called to work only as needed, although they can be scheduled to work for several days or weeks in a row.

    This category includes workers who answer "yes" to the question:

    • Some people are in a pool of workers who are ONLY called to work as needed, although they can be scheduled to work for several days or weeks in a row, for example, substitute teachers and construction workers supplied by a union hiring hall. These people are sometimes referred to as ON-CALL workers. Were you an ON-CALL worker last week?

    For example, Shanice has worked as a substitute teacher for the county school system for years. She checks online in the morning about the county's need for substitute teachers for that day. She typically only works one day per week, although sometimes she works multiple days in a row.

    Shanice is an on-call worker.

13. How does the Contingent Work Supplement (CWS) measure temporary help agency workers? ►

    Temporary help agency workers are people who are paid by a temporary help agency, whether or not their jobs are temporary.

    This category includes workers who say their job is temporary and answer "yes" to the question:

    • Are you paid by a temporary help agency?

    Also included are workers who say their job is not temporary and answer "yes" to the question:

    • Even though you told me your job is not temporary, are you paid by a temporary help agency?

    For example, Elsa works for a staffing company. Since she was hired, Elsa has been working for a single client to fill in for an accountant on maternity leave.

    Elsa was paid by a temporary help agency and thus is a temporary help agency worker.

14. How does the Contingent Work Supplement (CWS) measure workers provided by contract firms? ►

    Workers provided by contract firms are those who are employed by a company that provides them or their services to others under contract. They are usually assigned to only one customer and usually work at the customer's worksite.

    This category includes workers who answer "yes" to the question:

    • Some companies provide employees or their services to others under contract. A few examples of services that can be contracted out include security, food service, medical care, health services, or computer programming. Did you work for a company that contracts out you or your services last week?

    These workers also responded "no" to the question:

    • Are you usually assigned to more than one customer?

    Finally, these workers responded "yes" to the question:

    • Do you usually work at the customer's worksite?

    For example, Alex works for a company that supplies security guards on a contract basis. He has been placed with a single client and guards the same building every workday.

    Alex is a worker provided by a contract firm.

15. Can workers in alternative employment arrangements also be in a contingent job? ►

    Although contingent status and alternative employment arrangements are measured separately, they can overlap. A person's job can be both contingent and an alternative arrangement, but that is not necessarily the case.

    For example, Julio was working for a temporary help agency last week. He has been placed at a law firm preparing legal documents. The firm has told him that if his work is satisfactory, he can be assigned to work for them by the temporary help agency for as long as he wants.

    Julio is a temporary help agency worker. However, he is not a contingent worker because his job is not temporary—he can work at his job as long as he wishes.

    Nic was hired through a temp help agency to work at a car assembly plant for a short period of time to help address a new car shortage. When inventories are restored, Nic will be let go.

    Nic is both a temporary help agency worker and a contingent worker.

16. How are alternative work arrangements measured for people who have more than one job? ►

    The 2023 Contingent Work Supplement (CWS) collected data on alternative work arrangements for the main job and second job of multiple jobholders. For multiple jobholders, the work arrangement of their main and second job is determined separately. Multiple jobholders could be in an alternative arrangement on either their main or second job, both jobs, or neither job. For example, a multiple jobholder could be an independent contractor on their main job and a temporary help agency worker on their second job.

    Information was not collected for additional jobs beyond the second job. In July 2023, about 5 percent of employed people were multiple jobholders. The vast majority (more than 90 percent) of multiple jobholders only have two jobs. However, for the small share of multiple jobholders with more than two jobs, the alternative arrangement status of jobs beyond the second job is unknown.

17. Can I calculate the total number of workers in a particular alternative employment arrangement by adding the number of employed people who are in that arrangement on their sole or main job and the number who are in that arrangement on their second job? ►

    No. There are two reasons this will not produce an accurate number of workers in a given alternative arrangement.

    First, adding these numbers together will inflate your result by double counting workers who are in an alternative arrangement on both their first and second job.

    Additionally, some multiple jobholders have more than two jobs. However, multiple jobholders are only asked questions about alternative employment arrangements on their main and second jobs. Thus, the sum would not include multiple jobholders whose main and second jobs are not in that arrangement, but whose third (or fourth or fifth) job is in that arrangement. In July 2023, about 5 percent of employed people were multiple jobholders. The vast majority (more than 90 percent) of multiple jobholders only have two jobs. However, for the small share of multiple jobholders with more than two jobs, the status of jobs beyond the second job is unknown.

18. Are the data on workers in contingent jobs and workers in alternative employment arrangements available for states, cities, or local areas? ►

    No. Because of the relatively small sample sizes in most states, BLS does not plan to tabulate subnational estimates for workers in contingent jobs and workers in alternative employment arrangements.

19. Will data on contingent work and alternative employment arrangements be available on CPS public use microdata files? ►

    Yes. Data about contingent work and alternative employment arrangements from the July 2023 Contingent Work Supplement (CWS) will be available from the U.S. Census Bureau. As with all CPS microdata, personally identifiable information is removed.

    BLS intends to publish additional estimates from this supplement in the future, with the exact release date to be determined. The public use microdata file will be available after BLS has completed all releases of data from this supplement. Please see our contingent and alternative employment arrangements page for notification of upcoming releases from this supplement.

20. What changed in the 2023 CWS questionnaire? ►

    Although the overall concepts of contingent work and alternative employment arrangements were the same as used in previous supplements, the questionnaire was modified for the 2023 CWS. Despite the slight modification from questions used in earlier years and the different time of year in which the data were collected, the 2023 estimates of contingent work and alternative work arrangements on the main or sole job are broadly comparable to data from previous supplements.

    The 2023 CWS included questions about the second job of multiple jobholders. These questions were added to address requests from data users for additional information not obtained in prior supplements. Questions to identify digital labor platform employment (app-based work) were also added. (This new content replaced the previous items on electronically mediated employment from 2017.) Questions were also added about whether workers have advance notice of their work schedules and how much control they have of their schedules.

    The 2023 CWS questionnaire was streamlined to make space for these new questions. The 2023 CWS removed some questions asked in the past—including questions about day laborers, pensions, job history, tenure and expected duration in some arrangements, and job search activity of the employed.

    For example, questions about how long people had been employed or how long they expected to be employed were retained only for the self-employed and independent contractors and were eliminated for other workers. (Previously, these questions also had been asked of wage and salary workers and were used to produce additional estimates of contingent work that were narrower in scope and are no longer available from the 2023 CWS.)

21. Are 2023 concepts of contingent work and alternative employment arrangements comparable to those for earlier years?►

    Yes, the estimates are broadly comparable over time. The concepts of contingent work and alternative employment arrangements did not change.

    The estimates of contingent and alternative work arrangements collected in surveys from 1995 through 2017 referred only to a person's sole or main job. (For individuals with more than one job, this is the job in which they usually work the most hours.) Estimates for these years presented three increasingly-broad definitions of contingent work, although analysis was generally focused on the estimate associated with the broadest definition. (The narrower definitions included criterion based on how long people had been and expected to be in their jobs.)

    The 2023 CWS included questions to produce only one estimate of contingent work, rather than the three estimates available from prior supplements. The 2023 estimate of contingent work on the sole or main job is equivalent to the broadest of the three definitions used in earlier years.

    The 2023 CWS data include estimates of contingent and alternative work arrangements on the second job of multiple jobholders. Prior supplements did not include information about second jobs.

22. What factors affect the comparability of estimates over time?►

    One factor that could affect the comparability of estimates over time is seasonality. The earliest CWS data were collected in February, the 2017 data were collected in May, and the 2023 data were collected in July. The seasonality of contingent jobs and alternative employment arrangements is not known. If contingent jobs or those in alternative work arrangements are more likely during some months or parts of the calendar year, the timing of collection could affect the number and composition of these types of jobs. For example, a seasonal job that is only available at a certain time each year counts as a contingent job. People who work on-call as substitute teachers may not work during the summer. Both the number and types of seasonal jobs might differ in February, May, and July.

    As with all data from the CPS, other factors that affect the comparability of estimates over time include population control adjustments and changes in classification of occupation and industry.

23. How did BLS decide what to change in 2023?►

    BLS constantly seeks to improve data quality and availability, and we used input from our stakeholders to help us update the CWS. After the 2017 CWS, BLS commissioned the Committee on National Statistics—part of the National Academies of Sciences, Engineering, and Medicine—to convene an expert panel and provide recommendations on how to improve the CWS. The panel delivered its final report in 2020.

    In evaluating the report recommendations and developing new questions, BLS gathered feedback from our Data User Advisory Committee and other members of our data user community. In accordance with Office of Management and Budget guidelines, questions were reviewed and tested by survey methodologists, and the public had the opportunity to comment on them in the Federal Register.

Last Modified Date: November 7, 2024