Number of US workers with side hustles reaches all-time high as economic worries rise

As concerns around the economy have risen in the US, the number of full-time employees doing side work or gig jobs has reached record highs.

According to the US Bureau of Labor Statistics, about 8.9 million Americans, or 5.4% of the civilian workforce, now hold more than one job, an all-time high.

A new survey by global HR tech firm Remote placed the percentage of those working more than one job even higher. The survey of 2,000 full-time, desk-based US employees revealed that 18% have already taken on a second job or side hustle, and another 57% are considering one.

The survey also found that only 17% of full-time office workers say their employer is giving them the resources and support they need to feel stable and motivated at work.

Additionally, 79% of those surveyed by Remote indicated that they’re more concerned about the economic direction of the nation compared to last year. The top concerns driving those sentiments include retirement savings and financial preparedness (60%), followed by layoffs (45%) and job security (44%).

Side gigs more common, but problems remain

Gig workers, earning through short-term, flexible jobs via apps or platforms, are in high demand, according to career site JobLeads.

JobLeads analyzed data from the Online Labour Observatory and the World Bank Group to reveal the countries dominating online gig work. The United States is leading in the number of online freelancers, with 28% of the global online freelance market. Software and tech roles dominate in the US, representing 36.4% of freelancers, followed by creative/multimedia (21.1%) and clerical/data entry jobs (18.2%).

Emily Rose McRae, a senior director analyst at Gartner Research, said a new normal has emerged within organizations where employees working side gigs isn’t necessarily considered a problem. Prior to the pandemic in 2020, employers were much more sensitive to employees performing work for secondary companies.

The real issue isn’t fraud — it’s poor performance, McRae said. If someone isn’t meeting expectations and it goes unnoticed, that’s a failure of management, not the fact that they have two jobs.

“[Employers] are actually saying, ‘Well, if this starts to be a problem, let me know,’” she said. “You have to more actively manage the issue, instead of trying to prevent the problem.”

Another issue with side gigs: “What if they’re doing a side hustle where they do work as a contractor that’s quite similar to the work they do for you as an employer?” McRae asked. “What if they’re doing it for a competitor? Where is the line there in terms of what you are comfortable having shared and not shared?”

The other problem that has arisen is workers contracting out their jobs to cheap overseas labor — a practice known as “shadow stand-ins.” This trend has gained traction with the rise of remote work and online platforms like Fiverr and Upwork.

To address these concerns, organizations should be actively monitoring their employees to ensure they’re holding to work standards and not burning out due to their self-imposed workloads across multiple gigs, McRae said. The bottom line is they need to not only pay attention to potential employees during the hiring process but continue to check in on employees regularly once they’re on board.

“At a minimum, they need to pay much more active attention to potential intellectual property and other international informational security issues, and it also requires that managers be a little bit more attentive,” she said.

Stress is up

Remote’s survey also showed that 62% of those surveyed reported higher work-related stress than a year ago. Motivation is an issue as well: just 24% describe themselves as ‘very motivated’ at work, 31% say they are only slightly motivated, and 8% report being not at all motivated.

“People are showing up, doing the work, and carrying real pressure, but the data shows they’re not hearing directly from leadership, and they’re not seeing action that matches the moment,” said Barbara Matthews, Chief People Officer at Remote. “That gap doesn’t close with simple perks or surface-level fixes. It takes real attention and follow-through.”

According to Remote, employers need to acknowledge and accommodate employees’ lives outside work. By doing so, companies can better retain talent, while also expanding the talent pool to potential employees who can’t meet the rigid requirements of a traditional 9-5, fully in-office job.

Employers should also:

Prioritize regular, transparent communication about business performance and future plans. 

Offer development pathways and mentorship to help employees grow and adapt. The ability to chart a clear path forward can make employees feel more secure in their role. 

Check in on financial wellness and offer support (e.g., planning resources, education, or benefits) where possible. 

Create a space for honest feedback, especially when the conversations are likely to feel tough.

“The findings serve as a reminder that people-first leadership isn’t about guesswork; it’s about listening, responding, and proactively creating environments where employees can maintain stability and productivity even in uncertain times,” Matthews said.