In 2019, there were immense changes to Australia’s staffing industry including:
Significant challenges with implementation of Labour Hire licensing
Legal and compliance requirements for recruitment owners greater than ever
Global gig worker economy estimated to be valued at $4.5 trillion
Spend on statement of work in Australia is said to be four to five times that of contingent labour
In 2020, we can expect:
Continued influence of procurement on labour supply chain
Burden of complex reporting requirements only set to increase
Expectations of a national labour-hire framework
Maintaining commercial footprint will be more about speed (and accuracy) to market
As we draw closer to year’s end, this time of year certainly provides us a great opportunity
to reflect on the challenges we have faced and conquered this year and prepare for the new “unknowns” that may be forthcoming in 2020.
This year has, not unlike years past, again given rise to significant changes for the staffing industry in Australia.
We have seen the introduction of Labour Hire Licensing in three Australian states, the ATO’s Single Touch Payroll roll out and increased focus on governance and compliance around all industries.
We have seen large enterprises named and shamed for under-payment of wages, some which I’m sure shocked us all. Celebrity chef George Calombaris was arguably the highest profile individual caught up in claims and charges of non-compliance.
The steady emergence of online employee/contractor engagement platforms continue to raise questions around the “what is the way and what is the wrong way” in the way B2B and B2C transactions play out.
Foodora, Deliveroo, Airtasker, Upwork and Uber Eats are common apps we use on a daily basis but there remain questions in this heavily legislated area of our country around how the employment/ employee/ contractor model fits in to our economy?