This statistic shows the importance of work-life balance among employees in the United States in 2018. During the survey, 72 percent of respondents considered work-life balance a very important factor when choosing a job.

Companies globally offer different initiatives to facilitate work-life balance for their employees, In 2023, remote work was the leading strategy for facilitating work-life balance, with ** percent of IT professionals reporting that their companies offer remote work options. A further ** percent of respondents also reported their companies offer access to wellness programs to their employees.

In 2024, Ireland was the country in Europe with the highest score in the work-life balance index, with **** points out of 100. Following were Iceland and Denmark registering **** and ** respectively. The work-life balance index assigns a score to each country, evaluating the balance between work and well-being. It considers various factors and policies that influence this relationship, including statutory annual leave, minimum statutory sick pay, statutory maternity leave, minimum wage, healthcare quality, happiness index scores, LGBTQ+ inclusivity, and safety standards.

According to this 2021 survey, over ** percent of surveyed doctors disagreed that their work schedule allowed work-life balance. That year, **** percent of U.S. doctors strongly disagreed with having a work-life balance. On the other hand, ** percent stated that they agreed with getting quality family time after work, of which *** percent felt strongly about it.

According to a survey among Chinese paid employees, about ** percent of respondents claimed that their employers expected them to be available outside of working hours. About ** percent of respondents would respond to a work-related message or call immediately in their free time. Chinese employees had relatively poor work-life balance among the ** surveyed countries.

According to a survey conducted in 2021, about ** percent of the female professionals stated that they wanted to quit their current job due to poor work-life balance in India. However, only about ** percent of the male respondents were likely to quit due to the poor work-life balance in the country.

The survey charts Finnish attitudes to work. All respondents were asked on which areas of life they would have liked to spend more and less time. Their opinions on the importance of different factors in their job and preferred employer and employment situation were studied. The respondents were also presented with attitudinal statements about work. The respondents who were in gainful employment were asked whether they wanted to lengthen or shorten their working hours, whether they suffered from burn-out and whether they were able to organise daily work tasks themselves. The respondents' views on the importance of different aspects of a job were examined, such as job security, high income, opportunities for advancement and a job that allows working independently. The respondents were also asked how committed to their job they felt, how easy or difficult it would have been for them to find a new job and how easy or difficult it would have been for their employer to replace the respondent with a new employee. The respondents' opinions on the possibility of finding a new job in another organisation and losing their present job were examined. They were also asked to what extent they used IT equipment at work and whether they had a second job. The respondents who were not in gainful employment were asked whether they had ever been in paid work for over a year, when their last gainful employment had terminated and what the main reason for the termination had been. The respondents' willingness to get a paid job and the likelihood of finding a new job were examined. Job searching methods, participation in further training of professional skills and the main source of income were surveyed. Background variables included respondent's gender, year of birth, marital status, household size, education, economic activity, occupation, industry class, regular weekly working hours, employment type, managerial position, employer type, trade union membership, voting behaviour, religiosity, monthly income, subjective social class and type of location.

Online Micro Job Platform Market Outlook

The global online micro job platform market size was valued at approximately USD 1.8 billion in 2023 and is projected to reach USD 4.5 billion by 2032, growing at a compound annual growth rate (CAGR) of 10.5%. This significant growth trajectory is driven by the increasing demand for flexible work arrangements and the rising prevalence of freelance work. As more individuals seek alternative employment opportunities that offer greater autonomy over their schedules, online micro job platforms are becoming crucial intermediaries, linking freelancers with potential employers across various industries.

One of the primary growth factors for the online micro job platform market is the advancement in digital technology, which has made it easier for freelancers and businesses to connect seamlessly through these platforms. The proliferation of high-speed internet and the widespread adoption of smartphones have further facilitated the accessibility of micro job platforms, allowing users to engage in job opportunities from virtually anywhere. Additionally, the ongoing digital transformation across various sectors has created a demand for specialized skill sets that freelancers and gig workers can fulfill, thereby boosting the utilization of these platforms.

Moreover, the economic disruptions caused by global events such as the COVID-19 pandemic have accelerated the shift towards freelance and remote work. Many individuals who experienced job losses or reduced working hours turned to micro job platforms as a means to generate income. This has not only expanded the user base of such platforms but also increased the volume of transactions and engagements on these sites. Companies, meanwhile, are increasingly recognizing the cost-efficiency and agility that comes with hiring freelancers for specific projects rather than maintaining a large, permanent workforce.

Furthermore, the cultural shift towards valuing work-life balance and the pursuit of multiple income streams are significant factors promoting the growth of the online micro job platform market. As more people prioritize flexibility over traditional work structures, micro job platforms offer an attractive alternative by enabling users to choose projects that align with their skills and availability. This has led to a burgeoning gig economy where micro jobs play a pivotal role in providing employment opportunities to a diverse range of individuals, from students to retirees.

Regionally, North America is currently the largest market for online micro job platforms, driven by the high adoption rate of digital technologies and the mature freelance culture in the United States and Canada. The Asia Pacific region, however, is anticipated to witness the highest growth rate during the forecast period, fueled by the increasing internet penetration and the growing number of tech-savvy individuals in countries like India, China, and Southeast Asia. Europe also represents a significant market, with countries like the UK, Germany, and France contributing to the growth due to their robust economies and strong emphasis on digital innovation.

Job Type Analysis

The job type segment within the online micro job platform market encompasses several categories, including data entry, graphic design, writing and translation, digital marketing, web development, and others. Data entry jobs are typically the most sought-after due to their relatively low skill requirement and the high volume of such tasks available. Many businesses outsource data entry work to freelancers to manage their operational costs effectively. As companies increasingly rely on data for decision-making and analytics, the demand for data entry professionals is likely to remain steady, contributing significantly to the market’s growth.

Graphic design is another critical segment, where freelancers are hired for tasks ranging from logo creation to complete branding projects. The demand for graphic designers is driven by businesses seeking to enhance their visual identity and improve their marketing efforts. As digital marketing continues to evolve, the need for compelling visual content has never been higher, making graphic design a lucrative category within the micro job market. Freelancers skilled in tools like Adobe Photoshop and Illustrator find ample opportunities on these platforms, catering to clients across various industries.

Writing and translation jobs are also a substantial part of the micro job platforms, with freelancers providing a range of services from content creation to linguistic

Gig Based Business Market Outlook

The global gig-based business market size was valued at approximately $204 billion in 2023, and it is projected to reach an astounding $455 billion by 2032, growing at a compound annual growth rate (CAGR) of 9.4%. This remarkable growth can be attributed to increasing digitalization, evolving work preferences including the desire for flexible work hours, and technological advancements facilitating easy access to gig opportunities. The gig economy has revolutionized the traditional job market, providing a plethora of short-term, flexible jobs across various sectors.

One of the primary growth factors driving the gig-based business market is the changing perception of employment and work-life balance. With an increasing number of millennials and Gen Z workers seeking flexibility and autonomy in their professional lives, the demand for gig-based jobs has surged. This demographic prefers the freedom to choose their work hours and projects, rather than committing to long-term employment contracts. Additionally, the COVID-19 pandemic has accelerated this shift as remote work and freelancing became more prevalent, further solidifying the gig economy’s foothold.

Technological advancements and the proliferation of digital platforms have significantly contributed to the growth of the gig-based business market. The rise of smartphones and high-speed internet has facilitated the creation and expansion of various gig platforms, allowing workers to find and complete jobs seamlessly. These platforms offer sophisticated algorithms that match gig workers with appropriate tasks, ensuring a steady stream of opportunities. Furthermore, advancements in artificial intelligence and machine learning are enhancing the efficiency of these platforms, making gig work more accessible and appealing.

Economic factors and cost advantages are also pivotal in propelling the gig-based business market. For businesses, hiring gig workers presents a cost-effective solution to meet fluctuating demand without the overhead costs associated with full-time employees. This labor model allows companies to scale their workforce up or down based on current needs, leading to better resource management and cost savings. On the workers' side, gig jobs often provide a higher earning potential compared to traditional roles, especially for those with specialized skills.

Regionally, North America continues to dominate the gig-based business market, driven by a high concentration of tech-savvy individuals and a strong culture of entrepreneurship. However, other regions such as Asia Pacific are rapidly catching up, powered by a booming digital economy and a large pool of freelancers. Europe is also experiencing considerable growth, particularly in countries like the UK and Germany, where the gig economy is being increasingly recognized and regulated. The diverse regulatory landscapes across different regions are shaping the market dynamics and influencing the adoption rates.

Service Type Analysis

The gig-based business market is segmented by service type into ride-sharing, delivery services, freelancing, home services, and others. Ride-sharing services, exemplified by companies like Uber and Lyft, have seen significant growth due to urbanization and the increasing demand for convenient and affordable transportation. These platforms connect drivers with passengers through mobile apps, offering a flexible income source for drivers and an efficient transportation option for users. The rise of electric vehicles and autonomous driving technologies is expected to further revolutionize this segment.

Delivery services, including food and package delivery, have experienced exponential growth, particularly during the COVID-19 pandemic. Companies like DoorDash and Instacart have capitalized on the surge in demand for contactless delivery options. The convenience offered by these services has led to sustained customer adoption, even post-pandemic. Strategic partnerships with restaurants and retailers, coupled with advancements in logistics and delivery technologies, are driving the expansion of this segment.

Freelancing encompasses a broad range of jobs, from graphic design and software development to content writing and consulting. Platforms like Upwork and Fiverr have become integral to the gig economy, connecting freelancers with clients worldwide. The flexibility and diversity of opportunities in freelancing make it an attractive option for professionals seeking varied projects and work-life balance. As businesses continue to outsource specialize

According to Cognitive Market Research, the global Gig Economy market size will be USD 561245.2 million in 2024. It will expand at a compound annual growth rate (CAGR) of 17.20% from 2024 to 2031.

North America held the major market share for more than 40% of the global revenue with a market size of USD 224498.08 million in 2024 and will grow at a compound annual growth rate (CAGR) of 15.4% from 2024 to 2031.
Europe accounted for a market share of over 30% of the global revenue with a market size of USD 168373.56 million in 2024 and will grow at a compound annual growth rate (CAGR) of 15.7% from 2024 to 2031.
Asia Pacific held a market share of around 23% of the global revenue with a market size of USD 129086.40 million in 2024 and will grow at a compound annual growth rate (CAGR) of 19.2% from 2024 to 2031.
Latin America had a market share of more than 5% of the global revenue with a market size of USD 28062.26 million in 2024 and will grow at a compound annual growth rate (CAGR) of 16.6% from 2024 to 2031.
Middle East and Africa had a market share of around 2% of the global revenue and was estimated at a market size of USD 11224.90 million in 2024 and will grow at a compound annual growth rate (CAGR) of 16.9% from 2024 to 2031.
The transportation-based services category is the fastest growing segment of the Gig Economy industry

Market Dynamics of Gig Economy Market

Key Drivers for Gig Economy Market

Changing work approach driving the gig economy

The shift in work approach, particularly among younger generations, is a key driver of the gig economy. Millennials and Gen Z are prioritizing work that aligns with their passions and interests, seeking flexibility and autonomy over traditional career paths. The shift is majorly driven by the desire for work-life balance, alternate income sources and ability to work remotely, from anywhere. This shift has been on the rise particularly since the global pandemic that had pushed people to work from their homes and across various digital platforms. Businesses are embracing the flexible work arrangements to reduce costs and access specialized skills.

For instance,

Global research from the World Employment Confederation (WEC) finds that 83% of senior executives say that, since the pandemic, workers place as much value on flexibility in terms of when and where they work as on compensation.
A 2022 LinkedIn survey found that Gen Z workers were the cohort most likely to have left a role because of a perceived lack of flexibility (72% fell into this category, compared with 69% of Millennials, 53% of Gen X and 59% of Baby Boomers).
53% of Gen Z workers who freelance are moving away from traditional 9-to-5 jobs in favor of full-time freelancing.

(Source:https://insights.wecglobal.org/the-work-we-want/home/workplace-policy-younger-generations#:~:text=For%20example%2C%20new%20global%20research,the%20priorities%20of%20younger%20people. )

(Source: https://www.upwork.com/resources/gig-economy-statistics )

The digitalization of work is fueling demand for more gigs

Driven by technological advances and the increasing digitalization of skills and processes, the gig economy has expanded rapidly, by making work accessible to more people around the globe. The rise of online marketplaces like Upwork, Uber and Fiverr have made it easier for freelancers to find work and for companies to access a more flexible workforce. Improved technology and digital infrastructure have further made it easier and cheaper to connect with gig workers. The rise of e-commerce platforms and on-demand services such as ride-sharing, food delivery rely majorly on gig workers, contributing significantly to the growth of gig economy. Digital tools like instant messaging and video conferencing along with collaborative platforms like slack, MS Teams make it easy for employees to communicate from anywhere at any time.

With Artificial intelligence (AI) becoming one of the fastest-growing sectors and skill sets for independent professionals, AI has contributed to the growth of gig economy. AI is significantly impacting the gig economy by automating tasks, improving matching of workers and jobs. AI powered platforms also help streamline the recruitment process for businesses, by matching candidates with suitable projects based on skills, experience and availability.

For instance,

95% of respondents said generative AI makes them more competitive an...

Other-Operating-Expenses Time Series for Sodexo SA. Sodexo S.A. provides food services and facilities management services worldwide. It offers a collection of tailor-made food, venue marketing and event ticketing services in cultural destinations, stadiums and arenas, conference and convention centers, airport lounges, and international events; healthcare and seniors; and learning solutions to schools and universities. The company also provides food services comprising retail service, food delivery, and meal and food vouchers, as well as digital food ordering services; savings and purchase solutions, data and digital tools, and advisory services and client support; and work-life balance and employee experience solutions. In addition, it offers facility management services, including technical service management, assets management, building maintenance, access control, deep cleaning, energy management, space planning, project management, front-of-house services, grounds maintenance, waste management, HVAC systems, mail management, commercial cleaning, workspace management, and pest control services. The company was formerly known as Sodexho Alliance and changed its name to Sodexo S.A. in 2008. Sodexo S.A. was founded in 1966 and is headquartered in Issy-les-Moulineaux, France.

The global freelance website market is experiencing robust growth, driven by the increasing demand for flexible and specialized talent across various industries. The market, estimated at $150 billion in 2025, is projected to exhibit a Compound Annual Growth Rate (CAGR) of 15% from 2025 to 2033, reaching an estimated $450 billion by 2033. This expansion is fueled by several key factors. The rise of the gig economy, empowering businesses to access a global talent pool for project-based work, is a major contributor. Technological advancements, such as improved communication tools and project management software, further facilitate seamless collaboration between freelancers and clients. Moreover, evolving work preferences, with many individuals seeking work-life balance and entrepreneurial opportunities, are driving the growth of the freelance workforce and the platforms that support them.
Several segments contribute to this market's dynamism. Platforms specializing in specific skill sets, like graphic design (99designs, Dribbble Hiring), writing (WriterAccess, Skyword), or software development (Toptal, Guru.com), cater to niche demands. Generalist platforms such as Upwork and Fiverr offer broader service options, appealing to a larger client base. Regional variations in market penetration and adoption rates also shape the overall growth trajectory. While North America and Europe currently dominate the market, emerging economies in Asia and Latin America are showing promising growth potential, expanding the overall market size and diversifying the freelance talent pool. Restraints on growth primarily involve maintaining platform security, combating fraudulent activities, and ensuring fair compensation practices for freelancers. The ongoing evolution of regulations surrounding freelance work also represents a dynamic challenge and opportunity for market players.

The COVID-19 pandemic, a global health crisis, was acutely felt in the labour market for many young workers. Importantly, precarious employment, identified as an emergent social determinant of health, may negatively affect the mental health and well-being of young workers. To this end, we engaged with young workers to understand their workplace needs and challenges in the COVID-19 era and hear their recommendations for action. Semi-structured interviews and a graphic recording focus group were conducted with 33 young workers aged 18–26 years old in Manitoba, Canada, who had worked a minimum of 30 hours per week prior to COVID-19 onset and were living independent of their parents. Analysis involved delineating units of meaning from the data, clustering these to form thematic statements and extracting themes. Second-level analysis involved applying themes and sub-themes to a social determinants of health framework. The multifaceted, compounding realities of young workers’ pre-COVID-19 employment situations were amplified by the COVID-19 pandemic, adversely impacting young worker’s mental health. Unique findings from this study highlight the generational differences in this cohort, who are opposed to participating in fragmented systemic structures (neoliberalism) and inequitable employment conditions, and who yearn for social inclusion and work-life balance. Their recommendations for government and employers call for permanent and stable employment opportunities, economic and mental health supports, and space to be heard and valued, as they navigate the many life course challenges as emerging adults. Societies are dependent on young workers to develop and support the Canadian economy for future generations. Thus, it is a critical that recommendations proposed by young workers in this study be acted upon and implemented to provide an equitable, stable, and supportive future for young workers in Canada and beyond.

BackgroundThe unprecedented rapid re-deployment of healthcare workers from different care pathways into newly created and fluid COVID-19 teams provides a unique opportunity to examine the interaction of many of the established non-technical factors for successful delivery of clinical care and teamwork in healthcare settings. This research paper therefore aims to address these gaps by qualitatively exploring the impact of COVID work throughout the pandemic on permanent and deployed personnel’s experiences, their ability to effectively work together, and the effect of social dynamics (e.g., cohesion, social support) on teamwork and mental health.MethodsSeventy-five interviews were conducted across the UK between March and December 2021 during wave 2 and 3 of COVID-19 with 75 healthcare workers who were either permanent staff on Intensive Care/High Dependency Units used as COVID wards, had been rapidly deployed to such a ward, or had managed such wards. Work Life Balance was measured using the WLB Scale. Interview transcripts were qualitatively coded and thematic codes were compared using network graph modeling.ResultsUsing thematic network analysis, four overarching thematic clusters were found, (1) teamwork, (2) organizational support and management, (3) cohesion and social support, and (4) psychological strain. The study has three main findings. First, the importance of social factors for teamwork and mental health, whereby team identity may influence perceptions of preparedness, collaboration and communication, and impact on the collective appraisal of stressful events and work stressors. Secondly, it demonstrates the positive and negative impact of professional roles and skills on the development of teamwork and team identity. Lastly the study identifies the more pronounced negative impact of COVID work on deployed personnel’s workload, mental health, and career intentions, exacerbated by reduced levels of social support during, and after, their deployment.ConclusionThe thematic network analysis was able to highlight that many of the traditional factors associated with the successful delivery of patient care were impeded by pandemic constraints, markedly influencing personnel’s ability to work together and cope with pandemic work stressors. In this environment teamwork, delivery of care and staff well-being appear to depend on relational and organizational context, social group membership, and psycho-social skills related to managing team identity. While results hold lessons for personnel selection, training, co-location, and organizational support during and after a pandemic, further research is needed into the differential impact of pandemic deployment on HCWs mental health and teamwork.

A survey of employees in the United States in 2022 found that being overworked was the most common cause of work-related stress followed by a lack of work-life balance. This statistic shows the percentage of employees in the United States who stated the following caused them the most work-related stress.

In a survey conducted in New Zealand in 2022, around 60 percent of respondents who reported having a poor work-life balance indicated that their workload is high. Almost half of the respondents reported financial pressures as a key factor affecting their work-life balance satisfaction.

This graph shows a ranking of the happiest companies to work for in the United States as rated via employee generated reviews collected through the website Career Bliss. In 2011, Hilton Worldwide was ranked as the happiest company to work for with a bliss rating of 4.360. The highest possible score would be 5 and the lowest, or unhappiest, would be 1. To calculate the bliss rating the following points were considered: work-life balance, relationship with boss/co-workers, work environment, job resources, compensation, growth and promotion opportunities, company culture, company reputation, daily tasks, and independence.

In 2023, improved work-life balance was the greatest benefit to hybrid work according to a staggering 75 percent of employees in the United States. Moreover, less burnout or fatigue at work was the greatest benefit to 61 percent of respondents. Other important benefits included more time efficiency, freedom to choose when or where to work, and higher productivity.

This graph shows a ranking of the unhappiest jobs in the United States as rated via employee generated reviews collected through the website Career Bliss. In 2012, the position of security officer was ranked as the unhappiest job with a bliss rating of 3.510. The highest possible score would be 5 and the lowest, or unhappiest, would be 1. To calculate the bliss rating the following points were considered: work-life balance, relationship with boss/co-workers, work environment, job resources, compensation, growth and promotion opportunities, company culture, company reputation, daily tasks, and independence. The unemployment rate of the U.S. states can be accessed here.

In June 2025, approximately 12 percent of workers in Great Britain worked from home exclusively, with a further 26 percent working from home and travelling to work, while 43 percent only travelled to work. During this time period, the share of people only travelling to work was highest in March 2022, at 60 percent of respondents, with the peak for only working from home occurring in June 2020. In general, hybrid working has become steadily more popular than fully remote working, with the highest share of people hybrid working in November 2023, when 31 percent of people advising they were hybrid working. What type of workers are most likely to work from home? In 2020, over half of people working in the agriculture sector mainly worked from home, which was the highest share among UK industry sectors at that time. While this industry was one of the most accessible for mainly working at home, just six percent of workers in the accommodation and food services sector mainly did this, the lowest of any sector. In the same year, men were slightly more likely to mainly work from home than women, while the most common age group for mainly working from home was those aged 75 and over, at 45.4 percent. Over a long-term period, the share of people primarily home working has grown from 11.1 percent in 1998, to approximately 17.4 percent in 2020. Growth of Flexible working in the UK According to a survey conducted in 2023, working from home either on a regular, or ad hoc basis was the most common type of flexible working arrangement offered by organizations in the UK, at 62 percent of respondents. Other popular flexible working arrangements include the ability to work flexible hours, work part-time, or take career breaks. Since 2013, for example, the number of employees in the UK that can work flextime has increased from 3.2 million, to around 4.2 million by 2024. When asked why flexible work was important to them, most UK workers said that it supported a better work-life balance, with 41 percent expressing that it made their commute to work more manageable.