Why advocating for the remote work model will help freelance creatives globally
As the gig economy expands, creatives increasingly seek opportunities that capitalize on their talents. These opportunities span industries such as film, television, music, design, and digital media. Many professionals, including writers, photographers, directors, and graphic designers, work as freelancers or contractors, embracing the flexibility of self-employment.
As the gig economy reshapes the creative workforce, freelancing has emerged as a prominent source of income. For many creatives, the gig economy offers flexibility and independence. It provides an opportunity to broaden their portfolios. They can also build connections across industries. In response, companies that once relied on traditional employment are increasingly adopting freelance models to meet their demands. Yet, some of these companies, driven by exploitative motives, are crafting roles that impose full-time work expectations on independent contractors. Self-employed freelancers value autonomy in managing their schedules and working in different time zones, making such demands particularly problematic.
Creatives value the flexibility and freedom that the gig economy provides. Remote work has emerged as a central point of discussion. Freelancers increasingly demand the ability to work from anywhere, a key distinction separating freelancing from traditional onsite-based employment.
Freelancers like Luxury Art Director Vanille Villain started a conversation on LinkedIn. They called out companies for their high expectations of freelancing onsite. Sharing a statement from the company implying challenges in finding creative freelancers to meet their onsite work demands. As a remote freelancer, she openly asks why companies ignore the growing trend of remote work in the creative industry. “Why can’t they help companies understand that the future of the creative industry is predominately remote? Why choose to limit themselves to a geographic area when talent is everywhere in the world? Why assume that creative inspiration starts at 9 a.m. and ends at 5 p.m.?”
Interestingly, this issue is not isolated. Creative Developer and Digital Designer, Jan Kohlbach, commented on the LinkedIn post echoed his sentiment, saying, “100% with you. Either they had (too many) bad experiences with remote people (we have to admit that there are black sheep, and it is difficult for clients to spot them), or they want to control and micro-manage…” Their comment also raises an important point. While the freelance model offers flexibility, there are concerns about remote workers who don’t meet expectations. Clients struggle to distinguish between high-performing freelancers and those who fail to deliver. This struggle can lead to hesitation around fully embracing remote work.
The comment emphasizes that resistance to remote work sometimes comes from a desire to control the process. There is an inclination to micromanage their freelancers. This is rather than from a genuine concern about the quality of work.
Also on LinkedIn, Fractional Marketing Director, Sue Fisher, shared her frustration, stating, “Enough is enough. Fake freelance roles are a scam.” They argue that companies are exploiting freelancers, with full-time job expectations. Yet, they do not offer benefits like sick pay leave, holiday, and job security that full-time employees typically get. Highlighting flawed hiring practices, she warns that such actions violate employment laws. “Let’s be crystal clear. If a company is dictating when, where, and how you work, that is not freelancing. It’s a job. And if they are not offering the legal rights that come with it, they are not just bending the rules. They are smashing them.”
Freelancers are concerned about the tendency to impose full-time commitments. These commitments do not acknowledge that such practices break labour codes. These practices also undermine the true value of freelancing. The solution for both clients and freelancers is finding reliable ways to assess performance. Ensuring performance is critical. This is especially true in a remote setting where physical oversight isn’t possible.
Navigating the complexities of the freelance gig economy requires clear communication and well-defined contracts to set expectations and prevent misunderstandings. Regular check-ins and performance metrics guarantee that freelancers and clients stay aligned and meet high standards. Shifting the focus from strict processes to results-driven outcomes provides freelancers with the flexibility they seek while upholding accountability. The use of project management tools and time-tracking software further helps reduce micromanagement.
Flexible freelance models, like part-time or project-based work, help balance consistency and freedom. Moreover, creating networks for vetting talent and offering onboarding for remote workers can enhance success for both sides. Ultimately, embracing remote work as the future of the creative industry opens doors to a global talent pool. It also gives freelancers the freedom they value. The time has come for companies to adapt, fostering a collaborative, flexible, and progressive-thinking freelance ecosystem that benefits all involved.