RESPONSIBLE RECRUITMENT STANDARD/PILLAR
8. EMPLOYMENT STATUS IS RECOGNISED & REGULAR WORK IS OFFERED | LP*
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What's Required:

WORKERS ARE EMPLOYED/ENGAGED IN A FORMAL AND LAWFULLY RECOGNISED RELATIONSHIP APPROPRIATE TO THEIR WORKING ARRANGEMENTS AND THEY ARE OFFERED REGULAR WORK.

Why it Matters:

Employing or engaging workers in a formal, appropriate and lawfully recognised relationship and offering them regular work is:

  • Good for workers: by providing appropriate entitlements, and job and income security
  • Good for clients and recruiters: because it supports worker job satisfaction.

Labour Users may require workers on a temporary, contingent and flexible basis depending on the type of work and sector they operate in; workers may be needed at short notice and requirements may change frequently. To accommodate for this, recruitment businesses/teams may employ or engage workers in a relationship that is informal, illegal or does not reflect the actual working arrangements. This limits workers’ rights, entitlements, protections and job security. For example, workers may:

  • Not be given a formal employment/engagement contract
  • Be working (or be offered) less work than they are able, available and willing to work (referred to as underemployment)
  • Be notified of available shifts at very short notice and/or when they do arrive, the work may be cancelled altogether without pay.

The impacts on workers can be severe, for example, workers may:

  • Be unable to earn a living wage
  • Be unable to make financial decisions/investments (for example, they may be ineligible to apply for a mortgage)
  • Be unable to plan their time and sustain a healthy work-life balance
  • Feel less able to report issues and access remedy and therefore be more vulnerable to unethical practices.

As a result, workers may feel stressed and less valued and therefore less motivated, less productive and could be more likely to quit. A business may also find it more difficult to attract the quantity and quality of workers required.

To ensure workers employment status is recognised and appropriate, a Labour Provider should have an effective management system to ensure that their employment relationship for all workers is legally recognised and work collaboratively with Labour User clients to ensure that, as far as is practicable, workers are offered regular work in a fair and non-discriminatory way.

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