A new survey has found that 47% of U.S. workers now hold more than one job, suggesting the “polyworking” trend is growing as workers continue to face mounting financial pressures and broader economic uncertainty.
According to Monster’s 2025 Polyworking Survey, which tapped into the views of about 800 U.S. workers, polyworking is far from a “side hustle” for many. Just under half hold a full-time job alongside part-time roles; 12% even have more than one full-time job.
Workers say juggling different roles has become a financial necessity. In fact, 51% of polyworkers say their added income is “absolutely essential” to cover basic monthly costs.
And the momentum isn’t likely to slow: Fifty-nine percent say they’d be willing to take on more than one full-time job if needed and 38% plan to keep working multiple jobs for the long term; about 31% say they turned to polyworking as a temporary solution.
Why are so many polyworking?
While workers’ immediate financial needs are the top factor driving most toward polyworking—68% use the extra money to help cover basic living expenses—for others, it goes beyond meeting short-term expenses. About 47% cite a desire for financial independence and flexibility, and 46% use the extra income to pay down debt.
According to Vicki Salemi, Monster’s career expert, polyworking isn’t simply a gig economy fad; it’s a signal that workers are rethinking what financial stability means.
“When nearly half of employees are managing multiple roles, employers should pay attention: This reflects deep-seated concerns about income, opportunity and career security,” she explains.
Employers, in response, she says, need to rethink how work, pay and job design must shift to meet broader economic realities.
See also: As gig workers become more common, how can HR meet their financial needs?
Org and individual impacts of too much juggling
It’s clear workers are feeling economic strain as they make ends meet, but juggling multiple jobs means they’re more prone to burnout and stress. This can lead to poorer health and absenteeism, plummeting productivity, decreased job satisfaction/engagement, low morale—which Salemi notes can be contagious—and, ultimately, turnover.
According to Salemi, the result can be catastrophic for employers on the retention front. Plus, workers who don’t leave will be tasked with additional work and often, no additional pay.
“Word will spread fast about the culture,” she says. “This could be devastating to the recruiting life cycle to attract, hire, onboard and retain new hires.”
To get ahead of the negative impacts of polyworking, she says, employers should consider immediately adjusting salaries to market values. If that’s not possible, she adds, get creative in providing quarterly adjustments, bonuses and more.
“If companies don’t adjust, they will ultimately see polyworking employees inevitably impacting their bottom line,” she says.
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