Don’t let IR35 push you into distant leadership.

The rules are about contractual arrangements, not about withholding clarity, context or care. If you wouldn’t leave a permanent employee in the dark, don’t do it to a contractor.

I often hear leaders say that freelancers or casual staff aren’t bothered about the bigger picture—or worse, that sharing it could create risk. Yes, some people may not want every detail. But speaking from experience as someone who has joined organisations on a short-term basis, being shown the “why” behind the work makes a real difference. Even a temporary role can feel purposeful when you understand the impact you’re helping to create.

A few simple practices go a long way:

• Explain the why: share context, customers and outcomes.

• Give a point of contact: someone they can turn to quickly.

• Keep them in the loop: add them to relevant updates and stand-ups.

• Feedback matters: acknowledge contributions in the moment.

• Show the impact: close the loop so they see the result of their work.

IR35 isn’t an excuse to disengage; it’s a reminder to lead with intention. If your casual workers appear detached, ask yourself whether that’s because of who they are—or because of the signals they’re taking from you.

👉 Where in your organisation might contractors be getting less communication than they need?