How to Support Contingent Workers During Natural Disasters 

A Strategic Approach to Emergency Preparedness, Inclusion, and Real-Time Response.

In today’s dynamic labor landscape, a contingent workforce program is often what gives companies the edge to stay nimble and scalable. From independent contractors and gig workers to contractors and temps, these professionals represent a wide range of skill sets and flexibility that power modern organizations.

Key Objectives: 

1. Make Emergency Planning Inclusive of All Worker Types
2. Prioritize Real-Time Communication Across All Channels
3. Expand Support Services and Mental Health Resources
4. Address Income Stability and Remote Work Flexibility
5. Demonstrate Inclusive Culture During Crisis Recovery
6. Align With Vendors and Partners on Risk Management
7. Why It Matters 
8. TCWGlobal: Your Partner in Contingent Workforce Resilience 

But when a natural disaster strikes—wildfires, hurricanes, floods, or outages—these workers may not have the same safety nets as full-time employees. Businesses that prioritize inclusive emergency preparedness and response not only reduce operational risk but also show leadership in a rapidly evolving gig economy.

Make Emergency Planning Inclusive of All Worker Types

Your organization’s emergency preparedness strategy should be designed to protect your entire talent pool, including those brought in through contingent workforce agencies or managed service providers (MSPs). 

Best practices: 

• Align evacuation procedures, emergency shelters, and communication plans across your full workforce 

• Document roles and expectations for remote work options during crises 

• Ensure access to platforms for video calls and video conferencing for critical check-ins 

You know your onsite operations best. When creating an emergency plan, consider all aspects of your workforce, including your regular staff and any contingent workers. Organizations should ensure that all emergency protocols, such as evacuation procedures, safety contacts, and communication plans, include clear guidance for all workers. Creating inclusive emergency plans ensures everyone on-site knows what to do, where to go, and how to stay informed.

Prioritize Real-Time Communication Across All Channels

When disaster hits, real-time communication becomes a cornerstone of your contingent workforce management strategy. Your ability to send updates quickly, regardless of a worker’s employment status, impacts safety, operations, and morale. 

Steps to take: 

• Partner with your contingent workforce agency or VMS (vendor management systems) to maintain updated contact info 

• Use text alerts, emails, or dedicated apps to ensure all workers receive timely messages 

• Include contract and remote workers in emergency drills or notifications
  

Expand Support Services and Mental Health Resources

During emergencies, people are more than roles—they are individuals with unique needs. For gig workers or those outside your benefits plan, having access to support services and mental health support is crucial. 

Consider: 

• Collaborating with your vendors to provide temporary access to health care benefits or employee assistance programs 

• Sharing links to emergency shelters, community support, and hotlines 

• Providing a centralized resource hub for information on local aid, stress relief, and post-crisis guidance 

Contingent workers may have access to different resources than the rest of your staff, such as employee assistance programs. Organizations can work with their contingent workforce agency to ensure workers have access to these resources during and after a crisis and by providing short-term assistance where possible. Sharing guidance on local emergency shelters, food services, and mental health support can also make a meaningful difference.

Address Income Stability and Remote Work Flexibility

A disaster can disrupt shifts, close offices, or cancel projects, leaving contingent labor without income. Build resilience by proactively offering workforce solutions that promote stability. 

Key actions: 

• Offer hardship stipends or discuss emergency pay options with your staffing vendor 

• Transition on-site workers to remote work or reassign tasks using virtual tools 

• Extend contracts when feasible to provide long-term reassurance 

Supporting continuity for independent contractors and temp workers strengthens your business and builds goodwill.

Demonstrate Inclusive Culture During Crisis Recovery

In a time of disruption, your organizational culture is on full display. Leaders should reach out with empathy, showing contingent workers they are essential, not peripheral. 

Suggestions: 

• Thank contingent staff in team meetings or via company-wide messages 

• Include them in video calls and daily check-ins 

• Invite feedback to assess how they were supported and what can be improved 

Creating an inclusive culture pays off in terms of retention, performance, and trust.

Align With Vendors and Partners on Risk Management

A fragmented response can slow recovery. Align your risk management and emergency preparedness plans with those of your MSP, VMS, or other workforce partners. 

Vendor checklist: 

• Confirm mutual emergency planning protocols 

• Align real-time messaging and post-disaster workflows 

• Clarify responsibilities for worker outreach, support, and pay decisions 

Strong collaboration helps minimize disruption and strengthens your entire contingent workforce program. 

Why It Matters 

Disasters expose weaknesses in operations, but also opportunities to lead. By strengthening your approach to contingent labor during emergencies, you show resilience, inclusivity, and foresight. 

The future of work depends on your ability to respond in real time, safeguard your talent pool, and apply adaptive managed services strategies that protect your people, no matter how they’re classified. 

TCWGlobal: Your Partner in Contingent Workforce Resilience 

At TCWGlobal, our workforce solutions are built for real-world emergencies. From emergency preparedness and response planning to active crisis communication, we help clients support their entire workforce, whether full-time or contingent. 

• Assistance with vendor coordination 

• Disaster planning that includes all worker types 

• Post-crisis reporting, documentation, and compliance 

Want to talk through your current contingent workforce management plan? 

Contact us at hello@tcwglobal.com or 858-810-3000. We’re here when you need us most! 

Need Help?

Need help managing your contingent workforce? Contact TCWGlobal today to learn more.

Whether you need expertise in Employer of Record (EOR) services, Managed Service Provider (MSP) solutions, or Vendor Management Systems (VMS), our team is equipped to support your business needs. We specialize in addressing worker misclassification, offering comprehensive payroll solutions, and managing global payroll intricacies. 

From remote workforce management to workforce compliance, and from international hiring to employee benefits administration, TCWGlobal has the experience and resources to streamline your HR functions. Our services also include HR outsourcing, talent acquisition, freelancer management, and contractor compliance, ensuring seamless cross-border employment and adherence to labor laws. 

We help you navigate employment contracts, tax compliance, workforce flexibility, and risk mitigation, all tailored to your unique business requirements. Contact us today at tcwglobal.com or email us at hello@tcwglobal.com to discover how we can help your organization thrive in today's dynamic work environment. Let TCWGlobal assist with all your payrolling needs!