Extending Mental Health Support to Gig, Contract, and Informal Workers

By Ilse Heine

May marked Mental Health Awareness Month, spotlighting an issue that continues to receive growing global attention, and which is driven in part by profound shifts in how we live and work. The connection between mental health and human rights is further validated by the World Health Organization which declared mental health as a core element of the right to health, as affirmed in the Universal Declaration of Human Rights (Article 25) and the International Covenant on Economic, Social and Cultural Rights (Article 12). Mental health also intersects with many other human rights, including the ability to work and care for families, among others. 

Several characteristics of today’s modern work environment are associated with growing mental health risks. For instance, the rise of remote and hybrid work has blurred the line between personal and professional settings, exacerbating risks of burnout and chronic stress. The uncertainty around the economy and rapid changes in the job market (e.g., introduction of artificial intelligence) are also leading to feelings of job insecurity and anxiety. Additionally, the rise of gig work and contract-based employment, while providing significant advantages, including increased flexibility and autonomy, has also led to fewer protections, less stability, and reduced access to benefits compared to traditional full-time jobs of the past. 

In response, many large companies are increasingly recognizing their responsibility to support workers’ mental well-being by expanding resources and services tailored to their needs. The link between workers’ mental health and overall business performance is clear. The American Psychiatric Association (APA) estimates that mental health challenges cost the U.S. economy approximately $210.5 billion annually. The APA attributes this to reduced productivity, higher medical expenses, and increased absenteeism. 

However, mental health remains largely overlooked when it comes to small and medium enterprises (SMEs), particularly in supply chains, as well as for informal, platform, and gig workers. These workers are more likely to belong to marginalized groups, and often lack access to protections, benefits, or consistent support. In the United States alone, while exact figures vary, one study finds that nearly half of gig workers find their access to health insurance negatively affected by deciding to engage in freelance work.   

 To help address this gap, companies can take meaningful action to better support the mental health and well-being of these essential, but often underserved workers. 

I. Extend Benefits & Resources  

Access to mental health benefits and resources remains a significant challenge for workers in temporary or precarious employment. SMEs often lack the financial capacity to extend benefits to their employees, while informal workers may be excluded from state sponsored care and support. There are meaningful efforts underway to close this gap at the international level, including the recent agreement by the International Labor Organization (ILO) to adopt binding global standards on decent work in the platform economy. At the same time, there is also a critical opportunity for large companies to take the lead in providing support and protections for these workers.  

Despite legal and logistical concerns, companies are increasingly seeing the need to extend benefits and resources to their contracted and temporary workforce. In the US, for example, Google now offers mental health and wellness benefits (including counseling and therapy) to temporary and contract workers who previously lacked access to those benefits. Another example is Zomato, an Indian online food ordering and delivery service, which has launched a “Delivery Partner Well-being Framework” to address the needs of its delivery partners, encompassing financial needs, social support, physical well-being, mental health, and professional growth.  

Companies are even taking steps across their supply chain. Since 2018, for example, Microsoft has required its U.S. suppliers and contractors to offer at least 12 weeks of paid parental leave at two-thirds of salary. Policies like this can play a critical role in supporting mental health. Without adequate leave, new parents can face heightened stress and sleep deprivation, which are all risk factors for depression, anxiety, and other mental health challenges. Studies show that women who aren’t able to take as much time off, especially those who return in under 2 months, face more depressive symptoms. As such, providing paid leave helps alleviate these pressures, and Microsoft’s step to extend this support to its supply chain sets a strong precedent for supplier responsibility. 

II. Form Partnerships 

Local civil society organizations, industry groups, and community initiatives are often better positioned than private companies to understand and address the nuanced mental health challenges within their communities. By partnering with these stakeholders, companies can more effectively reach and support vulnerable segments of the workforce, such as informal or contract workers, who might otherwise be overlooked. 

For example, the construction industry experiences one of the highest suicide rates worldwide, driven by factors such as intense physical demands, job instability, substance abuse, and mental health stigma. Young workers are at particularly high risk. To combat this, Lendlease, a leading Australian property and infrastructure firm, supports an industry-backed charity focused on suicide prevention. Lendlease extends the MATES programs beyond their own employees to include all workers on their projects, including subcontractors and suppliers. 

Similarly, DAT Freight & Analytics, a top technology company in freight and logistics, partnered with the St. Christopher Truckers Relief Fund, a nonprofit dedicated to assisting over-the-road and regional truck drivers facing financial hardship. Many drivers are independent contractors dealing with unpredictable earnings, unpaid wait times, and the costs of truck maintenance. These factors can increase stress and anxiety. Some turn to illicit substances as a coping mechanism in the absence of adequate mental health support. To address these challenges, the Relief Fund provides wellness programs, addiction recovery resources, and mobile-accessible mental health counseling tailored specifically for truckers. 

III. Support Worker Voice  

Traditional avenues for worker representation, such as labor unions or formal worker committees, are often inaccessible or ill-suited for informal, contract, and gig workers due to the fragmented or informal nature of their employment. This lack of access means their voices risk being marginalized or entirely unheard, perpetuating vulnerabilities and unmet needs. For companies to understand and address the potential risks faced by these workers, it is crucial that they have access to platforms, forums, and other channels where they can safely and effectively voice their needs, concerns, and grievances.  Creating tailored and accessible feedback mechanisms is essential to ensure these workers are included in decision-making processes and receive adequate protection. 

For instance, the Fair Circularity Initiative is actively working to establish dedicated mechanisms where waste pickers can report their experiences and challenges. Waste pickers often operate in hazardous environments, exposed to health risks, and excluded from social protections and formal employment benefits. These reporting platforms are designed to be user-friendly and accessible, giving waste pickers a direct channel to communicate issues such as unsafe working conditions, discrimination, or lack of access to healthcare and social safety nets. Tearfund, in collaboration with the First Mile, developed a toolkit supporting companies in implementing in the Fair Circularity Principles, including guidance on how to collect direct feedback from waste pickers. 

Additionally, there is a rising number of non-traditional channels dedicated to addressing mental health and well-being for informal and gig workers. Digital innovation has led to the development of apps and online platforms specifically tailored to the unique challenges faced by gig workers. For instance, Amazon Flex has a dedicated team focused on ensuring that the voices of delivery partners within the program are heard. They deploy in-app forms and surveys where drivers can flag general pain points. Ultimately, building and supporting diverse feedback and support mechanisms not only amplifies the voices of vulnerable workers but also enables companies to respond more effectively and responsibly to their workforce’s complex needs.  

As the nature of work and employment relationships evolves, companies will need to adapt to the changing needs of the workforce, especially when it comes to supporting workers’ mental well-being. While mental health is a complex, multi-faceted issue deeply rooted in systemic challenges, this should not deter businesses from taking practical and meaningful actions to support the contractors, gig workers, and/or informal workers who often form the backbone of their businesses.  

 To learn more and explore what steps you and your company can take to provide meaningful support to workers in your value chain, please reach out at hello@articleoneadvisors.com.