Contingent workers, those non-permanent staff

 who work for a company without being direct employees are making up an ever-increasing proportion of the country’s workforce, as they offer many discernible benefits to employers.

Not too many years ago, contingent workers may have been primarily office ‘temps’ or manual workers but today this category covers every conceivable position, even up to the level of CEO, as many contingent workers are hired for specific, time bound projects. Saving time and money in recruitment, flexibility of hiring from a pool of candidates with a broad experience and very specific abilities and qualities, without many of the commitments of employing full time permanent workers are the driving forces behind the surge in numbers of contingent workers, but of course there are factors which require attention to ensure contingent workers remain a positive influence for your company.

Your HR department is likely to spend a disproportionate amount of time administering your contingent workforce – failure to do so efficiently and accurately can have devastating effects upon your business. Payroll and tax related matters will be your first concern but in addition you will need to ensure that all of your non-permanent contingent workers are appropriately classified as such, errors can have serious repercussions with not only your staff but the ATO.

To ensure full compliance with all obligations for your contingent workforce management in Australia, the smart solution is to outsource this aspect of your enterprise to a highly efficient, specialised team of experts, such as those at PayPartners.


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The role of the business consultant may at first glance appear to be fairly straightforward