What Modern Workers Actually Want: More Access to Work, Not Less
Hospitality workers want more access to shifts, more flexibility, and more earning opportunities — not fewer hours.
By Alexander Batson, Founder, Event Staff NYC ·
Workers in hospitality and events increasingly want more earning opportunities, more flexible scheduling, and access to additional shifts across trusted employers.
Workers Are Actively Seeking Additional Income Streams
A growing number of employees no longer rely on a single source of income. Workers in hospitality and events participate in freelance shifts, gig work, short-term contract work, event-based employment, and secondary part-time roles. The motivation is simple: financial mobility — the ability to increase income when opportunities arise.
Across our W-2 bench in NYC, the most common request from staff is access to additional shifts at trusted venues — not fewer hours. Workers want optional work availability: the ability to pick up additional shifts without locking into a second fixed schedule.
Traditional Employment Structures Limit Income Potential
Historically, employment was structured around predictable schedules and long-term stability. In industries where demand fluctuates — such as hospitality or events — employees may experience weeks where their employer simply does not have enough hours available. Instead of remaining idle, workers seek other opportunities to stay productive.
Gig platforms offer access to work but typically classify workers as 1099 contractors, removing payroll taxes, workers' comp, and benefits. Optional-shift access through a W-2 employer keeps those protections intact while still providing the flexibility workers want.
The Real Workforce Trend: Optional Work
What many workers actually want is optional work availability: the ability to take additional shifts, the freedom to work with multiple venues, and the opportunity to increase income when demand exists. Workers want the ability to increase income when opportunities arise — not fewer hours, but more access to work.
In practice, many workers are already doing this informally — bar staff picking up weekend shifts at a second venue, servers working a regular Tuesday and adding corporate events through an agency. The opportunity is to formalize these arrangements with payroll infrastructure and insurance coverage.
What This Means for Operators
Operators who build flexible access into their staffing model — a vetted on-call bench they can draw from when their own roster has gaps — align with how workers already want to engage. Staff who can pick up additional shifts stay engaged and available; operators who can't offer flexibility lose their bench to competitors who can.
Conclusion
Workers are increasingly seeking flexible ways to earn more income, particularly in industries with fluctuating demand. Understanding this shift is essential for employers, operators, and policymakers who want to build systems that align with how people actually work today.
Frequently asked questions
- Do hospitality workers really want more shifts?
- Yes. Across our W-2 bench in NYC, the most common request is access to additional shifts at trusted venues — not fewer hours.
- Is this the same as gig work?
- No. Gig platforms typically classify workers as 1099 contractors. Optional-shift access through a W-2 employer keeps payroll, workers' comp, and benefits intact.
- What does 'optional work' mean in practice?
- It means a worker holds a primary job and picks up additional shifts when they want extra income, without locking into a second fixed schedule.
- Why isn't this already the norm?
- Most operators still build static rosters. Inter-venue shift sharing requires payroll, insurance, and scheduling infrastructure that traditional employment models don't provide.
Related services: bar staff · wait staff