Experience of Contract, Gig, and Third-Party Staff: Extending Culture Beyond Payroll

In Indian organisations, a significant portion of the workforce comprises contract, gig, or third-party staff. Yet, these employees often feel disconnected from the organisation’s culture because they are outside the formal payroll, excluded from recognition, communication, and engagement practices.

Creating a consistent culture for all workers is not just a compliance or HR formality—it directly affects productivity, quality, and employer reputation. This article explains how HR can extend culture to non-permanent staff in a practical and inclusive way.

Why Contract and Gig Workers Often Feel Disconnected

Common challenges include:

• Limited access to onboarding and training

• Exclusion from team communications or cultural activities

• Minimal visibility in recognition and feedback loops

• Unclear understanding of organisational values and expectations

• Inconsistent treatment across vendors and contractors

This disconnect can lead to disengagement, attrition, and poor alignment with organisational goals.

HR’s Role in Extending Culture Beyond Payroll

HR must intentionally include non-permanent staff in cultural initiatives:

• Onboarding and Induction: Provide a concise orientation that communicates values, expectations, and norms.

• Communication: Include contract and gig workers in relevant updates, announcements, and team communications.

• Recognition and Feedback: Acknowledge achievements, provide feedback, and include them in reward programmes where feasible.

• Behavioural Expectations: Clearly communicate codes of conduct, safety standards, and workplace ethics.

• Integration with Teams: Encourage team inclusion in meetings, social interactions, and collaborative activities.

Cultural alignment improves engagement, quality, and retention, even for temporary staff.

Practical Approaches in Indian Context

Indian workplaces can implement cost-effective, high-impact measures:

• Include contract workers in induction videos or orientation sessions

• Share core values through accessible posters, emails, or mobile apps

• Allow gig staff to participate in team recognition initiatives

• Conduct periodic check-ins to understand challenges and engagement

• Rotate contractor assignments to encourage interaction with permanent teams

Even small, consistent steps make culture tangible for everyone.

Challenges and Solutions

• Perceived “outsider” status: Include non-permanent staff in key communications and meetings

• Recognition gap: Extend peer and manager recognition where appropriate

• Limited learning opportunities: Provide access to online learning or skill development sessions

• Vendor misalignment: Set expectations in contracts and monitor compliance

• Disconnection from team: Encourage shared team activities and informal interaction

HR must act as the bridge between permanent and non-permanent workforce.

Conclusion

Culture is experienced, not just communicated. For Indian organisations with diverse workforce models, ensuring that contract, gig, and third-party staff feel included is a strategic priority. HR’s role is to design systems and practices that extend culture beyond payroll while maintaining fairness and operational efficiency.

Inclusion of all workers strengthens engagement, performance, and organisational reputation.

HR Checklist: Extending Culture Beyond Payroll

🗹 Include contract and gig workers in onboarding and induction
🗹 Share organisational values and behaviour expectations
🗹 Include in team communication and recognition initiatives
🗹 Conduct regular engagement check-ins
🗹 Provide access to relevant learning opportunities
🗹 Encourage participation in team-building and social activities
🗹 Ensure vendor compliance with cultural standards
🗹 Monitor engagement and act on gaps

Inclusion of Non-Permanent Staff: Practices and HR Actions

Conclusion--

Effective labour law compliance depends on how well HR operations, payroll, and business processes work together. When compliance is embedded into everyday workflows, organisations reduce risk, improve accuracy, and build sustainable governance systems. HR teams that prioritise integration over isolation are better positioned to manage compliance confidently and consistently.