Back to BlogYou’re not alone: Why contractors need a support network too
Working as an independent contractor offers autonomy and flexibility to workers, as well as short-term specialist skills to organisations. It’s typically a win-win relationship. But it can also bring emotional and professional challenges for the workers, challenges that employers often overlook.
The rise in global contingent workforces means more businesses today rely on specialised, project-based talent, a component of today’s workforce essential to marketplace agility and competitive advantage. Yet beneath the allure of autonomy, contingent workers are suffering. Loneliness and deteriorating wellbeing are increasing, leading forward-thinking organisations to establish support networks as core to their talent strategies.
The importance of genuine support for independent contractors beyond ‘feeling included’ is hard to emphasise. Companies that provide wellbeing resources, professional guidance, and strategies to actively engage independent contractors enjoy deeper loyalty and better performance from them. And that’s what we’re going to cover in this article. From our 2025 CXC Contractor Experience Report, we’ll show how structured support networks make a business-critical difference to organisations and their independent contract workers.
The silent strain: what independent contractors are really facing
Isolation and emotional disconnect
Independent contractors face hidden stressors few organisations tend to recognise. From social isolation to emotional disconnection, the remote contractor experience can be taxing on workers’ mental and physical health. Contractors across LATAM, Asia, and ANZ regions report a lack of connection with their allocated teams as well as unstable workloads as factors contributing to their increasing anxiety, loneliness, and even clinical burnout.
Mental health remains a significant burden for independent contractors. We discovered in our 2025 Contractor Experience Report, that over one third of global freelancers said poor connections to their colleagues had a direct negative impact on their emotional wellbeing. In the ANZ region, 41% of contractors noted burnout from blurred workload boundaries as their main challenge, while in Asia almost one-in-four cited emotional disconnection from their peers.
According to OECD data, the mental health challenges of workers can result in the reduction of labour force participation globally while also creating barriers to employment and engagement, particularly for those outside traditional full-time roles. Mental health challenges such as burnout and isolation are common among contract workers, and it’s here that psychological safety and empathetic leadership play a crucial role in worker wellbeing.
This is where contractor communities are especially powerful. Virtual or in-person opportunities to engage, seek or provide support to like-minded contractors, helps boost engagement, happiness and contract workforce stability. CXC’s Out Of Office program provides contract workers with webinars, forums, practical advice, mentorship and social belonging, all crucial factors for independent contractors to connect, beyond simply ‘working’.
No access to traditional support structures
Independent contractors don’t typically have access to workforce support resources like HR, Employee Assistance Programs (EAPs), meaningful onboarding, or wellness programs; all services available to permanent workers. From our research, this lack of support is especially so in North America and Asia, were 58% and 63% of contractors respectively cite a lack of support
The reality faced by contractors is that many experience the same mental health, legal, and career concerns as employees, but mostly, they’re left to solve these challenges on their own.
Our global survey data shows that although some contractors have access to company-provided learning platforms, fewer than 20% receive financial support for professional training and development. This limits contractors’ ability to stay competitive in the marketplace, while also negatively impacting their wellbeing and mental health. And Deloitte’s research backs this up. The ‘Workforce Wellbeing Imperative’ found that a lack of career growth opportunities negatively impacts the wellbeing and retention of workers, irrespective of their categorisation.
Why a support network isn’t a luxury—it’s essential
Networks improve wellbeing, stability, and retention
Structured support networks are now essential for contractor performance, resilience, engagement and retention. Our Global Contractor Experience Report shows that 84% of EMEA contractors feel comfortable discussing mental health when peer and employer support is available. Regions with active contractor support groups see lower worker churn, while organisations who offer formal networking and wellbeing resources to contractors, enjoy better performance and an increase in contractor loyalty. Again from Deloitte’s report, we learned that empathy and psychological safety within the work environment builds trust with workers. This leads to high performing teams, higher engagement levels and significantly better results.
Examples of support networks for independent contractors include industry association networking groups (online and offline), industry-specific online communities, CXC’s Out Of Office program, peer-to-peer collaboration and similarly structured professional communities.
Beyond social support: learning, mentorship, and growth
Today’s support networks deliver more than just emotional and social support for independent contractors. Peer communities, industry groups, and digital platforms all create the opportunity for contractors to access learning and upskilling resources.
From our study, we learned that contractors who have limited time and financial resources, often lack the ability to engage in professional development and learning. However, looking at those who are involved in peer learning networks, we see they’re able to better adapt to today’s changing workforce and organisational demands.
And the World Economic Forum reveals that continuous learning is deemed crucial to worker resilience and agility, from its Future of Jobs report. It’s therefore no surprise that those businesses offering access to learning, development and mentorship have better contractor engagement, output, retention and project outcomes.
How contractors can build and tap into a support network
Communities, platforms, and associations
Independent contractors across the globe now have more options to build professional support networks, both online and offline. Valuable opportunities such as CXC’s Out of Office program provide wellbeing solutions, compliance advice, and professional development, all tailored to the needs of global contractors. Other reputable opportunities include global associations such as the Freelancers Union and the World Future Society, which both offer contractor support programs for knowledge sharing, advocacy, and issues key to successful contract working.
Professional forums on LinkedIn, Reddit (such as r/freelance and r/remotework), and dedicated Slack groups like Remote Work Tribe enable contractors to engage in networking and real-time problem solving.
To succeed in these communities contractors can start by joining the relevant online forums or associations in their industry, participate in discussions, undertake outreach to other members in similar fields, attend events, and virtual or local networking meetups.
Networking as a business development strategy
Engagement in support networks and industry communities, also helps independent contractors to access professional opportunities and therefore a more stable worklife.
In most industries, the majority of new contractor projects arise from referrals, industry connections or word-of-mouth, over job boards. Insights derived from networking and engaging with industry peers improves the market intelligence of contractors, enabling them to anticipate skills demands and uncover live or upcoming opportunities.
Through industry networking and the sharing of information with peers, independent contractors are able to take control of their career continuity while participating in a supportive social environment.
The role of contractor support in compliance and administration
Navigating international compliance, tax, and onboarding is understandably complex for contractors. So by getting involved in professional communities contractors can access practical strategies and guidance, helping them avoid costly errors or regulatory missteps. Gaining insights from global knowledge platforms and industry networks allows contractors to know what to expect from onboarding, verify their classification status, and keep up with changing labour laws.
By pooling shared insights, peer-driven platforms help contractors navigate legal, tax, and documentation challenges, ensuring smoother engagements. This reduces the risk for all parties and aligns with OECD best practices. CXC’s Workforce Exchange, which includes specialist compliance tools, supports contractors with vetted worker templates, up-to-date legal information, as well as a marketplace for peer collaboration.
These collective approaches help contractors and organisations, reduce the risks associated with contract work and maintain smooth independent working engagements.
What businesses and platforms can do to help
We consistently hear from our contractors at CXC that they feel undervalued when treated as mere ‘resources’ rather than collaborators or worthy contributors. In our experience, it’s the higher performing organisations who have shifted their focus from transactional relationships with contractors, to trust-based relationships where inclusive cultures recognise contractors as integral to the team and the business.
This cultural shift drives real change. Inclusion of contractors in company culture (within the boundaries of local workplace laws) significantly improves worker engagement, which then leads to better performance outcomes. Our 2025 report shows that contractors who feel well supported deliver higher-quality work and are more likely to stay connected to the organisation over multiple projects.
More human-centric support systems is what’s needed if organisations are to consistently attract the better contractors in the market.
How CXC supports contractor wellbeing and community
CXC offers comprehensive contractor support programs designed to foster community, wellbeing, engagement and professional growth. Solutions such as Out of Office provide contractors with virtual forums, access to wellbeing resources, and peer networks that create a sense of community and belonging.
Out of Office is proven to increase contractor satisfaction and retention, while helping the organisations that engage them, to streamline onboarding and reduce the risks associated with contractor management. Our goal is to provide trusted support structures that facilitate contractor support networks, for happier, more engaged contractors.
Final thoughts: supporting independent talent is a strategic advantage
Providing emotional and professional support to contractors is no longer optional, it’s now a strategic must-do that delivers tangible business benefits. The facts here are pretty simple: contractors that are well-supported show greater loyalty, engagement, and productivity, which means organisations gain a competitive edge from their flexible workforce.
CXC remains committed to helping organisations build inclusive, resilient, and people-centric contractor programs by offering data-driven insights, compliance solutions, and practical support that’s aligned with today’s evolving workforce trends.
Contact us today, to discuss your organisation’s independent contractors. And don’t forget to download our 2025 CXC Contractor Experience Report.
