Managing Temporary Staff

Know Your your labour Laws; Understanding Gratuity Entitlements & Compliance Under Zambia’s Employment Code Act, 2019🇿🇲 The Employment Code Act No. 3 of 2019 introduced key reforms to Zambia’s labor laws, with mandatory gratuity payments for employees on fixed-term contracts being one of the most impactful provisions. Yet, many businesses and employees remain unaware of their obligations and rights under this law. Are you in compliance? 🔹 What does the law say? Section 73 of the Act states that employees engaged on fixed-term contracts exceeding 12 months are entitled to a gratuity payment of at least 25% of their total basic pay earned during the contract period. This entitlement applies whether or not the contract is renewed and must be paid within one month of contract expiration. 🔹 Compliance Matters: What Employers Must Do Failure to comply with gratuity provisions can result in legal penalties, financial liabilities, and reputational risks. Here’s how employers can ensure compliance: 🔹Review Contracts: Ensure all fixed-term contracts clearly state the gratuity entitlement. 🔹Budget Accordingly: Gratuity obligations should be accounted for in financial planning to avoid last-minute challenges. 🔹Timely Payouts: Payments must be processed within the legally required timeframe to avoid disputes or legal action. 🔹 HR & Payroll Integration: HR teams must align employment contracts and payroll systems with the Act’s requirements. For Employees; 🔹Check Your Contract: Ensure your employment contract reflects gratuity provisions if you’re on a fixed-term agreement. 🔹Stay Informed: Awareness of your rights helps in ensuring fair treatment in the workplace. 🔹Seek Redress If Needed: If gratuity is not paid as required, employees have the right to seek legal recourse. The Bigger Picture: Building a Culture of Compliance Beyond legal requirements, adhering to labor laws promotes trust, employee satisfaction, and a fair work environment. Compliance is about creating ethical, transparent, and sustainable workplaces. Have you encountered challenges or best practices in handling gratuity payments? Share your insights in the comments!

Many of you know that #office #CRE holds a special place in my ❤️. The true arbiter of office demand is the labor market. In both 2023 (-217,000) and 2024 (-38,000), the national office labor market lost jobs, and it is very likely that office job growth will be revised lower (or losses more negative), as the preliminary benchmark revisions suggest. In 2025 YTD, only 14,000 office jobs have been added, but this has oscillated month-to-month. Without temp employment, office-using jobs have performed better (but still would have had other challenges -- I will post about tech soon.) One key aspect of the decline in office jobs nationally has been the change in temporary help services (often viewed as a "canary"): 💡 In 2022, about 100,000 temp jobs were lost. 💡 In 2023, 286,000 temp jobs were lost. 💡 In 2024, 159,000 temp jobs were lost. 💡 YTD 2025, 53,000 temp jobs have been lost. 💡 In Dec 2019, there were 2.9 million such workers, which peaked at 3.18 million in Mar 2022 and is now at 2.5 million. 💡 This is a stunning 21% (-677,000) decline in the last 3.5 years. 💡 The cities most impacted by these declines have been: Louisville, Memphis, Kansas City, Silicon Valley, Detroit, Greenville, San Antonio, Cincinnati, Sacramento, Cleveland, Chicago, Atlanta, Charlotte, Minneapolis, Salt Lake City and Portland. All of these markets had at least 10,000 temp workers and have recorded 20%+ declines since 2022. 📢 However, not ALL temp jobs are done in office buildings despite being part of NAICS 56. About 42% are manufacturing, warehousing or transport jobs (this was 50% in 2019). About 10% are healthcare (this was 5% in 2019). In fact, "office" workers are only about ~28% of temp workers (then and now). What does this tell us? ➡️ Weakness in the industrial economy started in 2022, and we had forecasted a soft CRE market for some time, which was (very) accurate and materialized in late 2022 to today. ("Soft" means absorption levels well below historical norms. Vacancy came into this period wildly low.) ➡️ While employment tied to the industrial sector (like manufacturing, transportation and warehousing) grew by 763,000 in 2022, the "office" temp job market was telling us loud and clear that softness was creeping in. ➡️ In 2023 and 2024, industrial sector jobs grew by 55,000 and 80,000 while still the "office" temp job market told us something else. ➡️ Hours have also pulled back as firms lean on the levers of temp workers and fewer hours to navigate a tougher economic backdrop. ➡️ This started in 2022, before the ratcheting up in trade tensions. Trade tensions today only add a new layer to what is a segment of the economy that had gone through quite a hangover after a COVID high. ➡️ A part of the temp pullback has been affecting the office-using labor market. Temp workers are TEMP, but also may work remotely more frequently than their non-temp colleagues (some research suggests this), so it's not one-to-one for office demand.

Some economy watchers follow employment in "temporary help services" as an indicator of where the labor market is going. Yet this metric is often misunderstood. A common perception of temporary employment is that's it's a "last in, first out" source of labor. In other words, businesses bring in temps when they need extra workers at the margin, and they let them go as soon as demand drops. There's some truth to this, but it's not the whole story. As with any kind of labor, temporary work has both supply and demand. When the labor market is extremely tight, the supply of temporary work can fall. This is because workers who might otherwise do temporary work have found full-time jobs. In this situation, the actual quantity of temporary employment can fall, but its price – the wage – will rise. By contrast, when the demand for temporary work dips, both the quantity *and* the price can fall. So there's an easy way to see whether a decline in temporary employment reflects economic weakness: look at the price. Temporary work was in high demand during the pandemic, and average earnings rose steeply relative to earnings across the private sector as a whole (see chart). But the ratio in the chart dropped steadily starting in 2022. The small uptick at the end of last year probably had to do with the resolution of uncertainty and expectations for pro-business policies. If the labor market weakens, we may actually see what happened in 2009: a decrease in the price of temporary work with a spike in the quantity of temporary employment. This happened because so many workers lost their full-time jobs that the supply of temporary labor surged. So what's happening right now? Unfortunately, the data for February won't be released for several weeks. Until then, the best signals will probably come from the temp labor providers themselves. #labormarket #economy #temps

Work is evolving. The data show us where to focus: => Remote workers aren't thriving. => FIXED ONSITE employees are struggling. New Gallup Global Workplace: 2025 Report shares data to guide where to improve employee experiences and achieve better results. Remote workers need more support--better management and sense of belonging through culture and connection. Hybrid employees are clearly also experiencing high stress which needs addressing. However, notice the data for fixed onsite workers: - Only 19% are engaged - the lowest by far - Only 30% are thriving - the lowest by far FLEXIBILITY is essential for EVERY worker. More autonomy is necessary and possible for ALL onsite workers with different options depending on the role. Flexibility for onsite workers means more: - Shift patterns and options; - Staggered start and end times; - Rotating shifts and compressed workweeks; - Shift swapping; - Floaters and part-time schedules; - Job-sharing to fulfill a full-time role; - Phased retirement and on-demand labor; - Choice of vacation timing. Manufacturing, retail, and hospitality examples: - Land O'Lakes, Inc.: Introduced “flex work” program in 60 of 140 facilities, allowing factory workers to set their schedules vs rigid 12-hour shifts. - RICK STEIN RESTAURANTS: Flexible careers scheme allows staff (all ages and experience levels)to work as little as one shift per week. -Pets at Home (UK): Offers job-sharing and part-time options for store managers supported by manager training and explicit policies. Humans thrive with more autonomy, wherever they work. What greater workplace flexibility can your company offer every worker so that your workforce and business can thrive more?

Three workplace predictions for 2026 with the frontline front of mind. As a CEO building technology for frontline teams, I spend a lot of time looking ahead. Not at hype cycles, but at what frontline workers and operators are actually experiencing day to day. Here’s what I’m confident we’ll see in 2026: 1️⃣ Workforce management becomes predictive, not reactive Scheduling tools will stop just tracking hours and start anticipating demand. AI-driven labor forecasting, real-time adjustments for no-shows or spikes, and prescriptive recommendations will become standard. Labor won’t just be managed, it will be optimized in motion. 2️⃣ The “flexible work contract” replaces rigid job models The line between full-time and part-time continues to blur. Workers will increasingly choose shifts, earn skill-based premiums, and access benefits tied to hours worked, not job titles. Flexibility won’t be a perk; it will be the operating model. 3️⃣ AI assistants become part of everyday frontline work Not dashboards. Not reports. Embedded AI copilots that help with shifts, compliance, training, and decision-making, in real time, on mobile, at the point of work. The goal isn’t to replace people, but to remove friction from the work they were hired to do. The common thread: The future of work isn’t human vs. AI. It’s human + AI, especially for the 2.7 billion shift workers who keep the global economy running. 2026 won’t reward companies with the most features. It will reward those with the clearest intelligence, the most flexible systems, and the deepest respect for frontline work. Curious: which of these shifts are you already seeing in your business? #FutureOfWork #FrontlineWork #AIatWork #WorkforceManagement #Leadership #ShiftWork

Who gets an employment contract? In the US, which non-union jobs typically come with employment contracts? ⸻ 1. Executive and Senior Leadership Roles • CEOs, CFOs, COOs, VPs, and other senior leaders are often hired under contracts. • These contracts typically spell out salary, bonuses, stock options, severance, non-compete or non-solicit clauses, and “cause” vs. “no-cause” termination terms. • Even in non-union companies, executives almost always negotiate contracts. ⸻ 2. Highly Specialized Professionals • Physicians, surgeons, dentists, and other healthcare providers (outside of unionized hospitals). • University faculty in private institutions (especially tenure-track or research-heavy roles). • Scientists, engineers, or technologists in niche fields where poaching risk is high. • Contracts ensure clarity on workload, non-competes, research rights, and intellectual property. ⸻ 3. Entertainment, Media, and Sports • TV anchors, journalists, producers, radio hosts, and creative talent often work under contracts. • Professional athletes (outside of unionized leagues) sign individual contracts too. • Contracts set compensation, exclusivity, and control over creative output. ⸻ 4. Sales Roles with Complex Compensation • High-level sales executives or business development leaders. • Their contracts often include base pay plus commissions, revenue-sharing, and “draw” agreements. • Having a contract protects both the company (from disputes about clients/accounts) and the salesperson (from arbitrary commission changes). ⸻ 5. Tech and Startup Leadership • Founders, early-stage startup hires, or critical technical staff may get employment contracts. • Contracts often include equity/stock options, vesting schedules, and IP ownership terms. • Even though startups rely heavily on at-will employment, they carve out exceptions for critical roles. ⸻ 6. Creative and Consulting Professionals • Fashion designers, creative directors, advertising executives, architects, and other high-visibility creatives. • Independent consultants who become employees sometimes negotiate hybrid contract terms to secure flexibility and protect their intellectual property. ⸻ ✅ Key takeaway: Outside of unions, contracts are the exception, not the rule, but they show up whenever (a) the job is highly visible, specialized, or competitive, or (b) the stakes are too high to leave the relationship entirely at-will.

Understanding the Contract Labour (Regulation & Abolition) Act, 1970 – A Must for Every HR & Compliance Professional! The Contract Labour (R&A) Act, 1970 is a vital piece of legislation ensuring the rights and welfare of contract labourers, and every organization engaging contract workers must adhere strictly to its provisions. Here’s a quick checklist of key compliance requirements: Applicability: Establishments and contractors employing 20 or more workers (varies by state – e.g., 50 in Rajasthan & MP). Registration & Licensing: Mandatory for both Principal Employers and Contractors (Forms I & IV). Welfare Measures: Canteens, first-aid, restrooms, clean drinking water, and sanitation facilities. Registers & Returns: Form XII – Register of Contractors (Principal Employer) Forms XIII to XXV – Worker-related registers and returns (Contractor) Wage Payment: Timely wages in presence of employer rep, wage slips (Form XIX), Muster Rolls (Form XVI/XVII), deductions, fines, overtime – all to be documented. Display of Notices: Abstracts of Act, wage details, work hours, inspector contacts. Penalties: Obstruction of inspector: up to 3 months’ imprisonment or fine (Sec. 22) Violation of provisions: up to 3 months’ imprisonment/fine of ₹1,000, plus ₹100/day on continued default (Sec. 23) Why this matters: Non-compliance not only attracts penalties but also reflects poorly on the organization’s ethical and social commitments. Let’s uphold the spirit of fair employment practices and ensure our contractors do the same. #LabourLaws #ComplianceMatters #ContractLabourAct #HRInsights #IndustrialRelations #LabourWelfare #WorkplaceCompliance #LabourLawIndia #HumanResources #KnowledgeSharing

Mint carried the Oped headlined "The temporary staffing model beats gig employment hollow". India's gig economy is booming, but temp staffing offers a better path for workers, businesses, and the government. Unlike gig work, temp staffing provides structured pay (10-15% higher), statutory benefits like provident fund and health insurance, and skill development opportunities, with 23% of temp workers transitioning to permanent roles annually. With 6.2M temp workers in 2024, projected to hit 12M by 2030, this model supports India’s goal to formalize 50% of its 400M+ informal workforce by 2047. Transparent platforms reduce exploitation, unlike the opaque gig ecosystem. Read more https://lnkd.in/gUuNe9FR #GigEconomy #TempStaffing #LaborLaws #SocialSecurity #Upskilling #IndianWorkforce #staffingisgood

Calculating manpower for civil (CIIL) work and MEP (Mechanical, Electrical, Plumbing) for planning involves several steps. Here's a general guide on how to do it: 01) Scope Identification: Understand the scope of work for both CIIL and MEP projects. This includes reviewing project plans, specifications, and drawings to determine the tasks involved. 02) Work Breakdown Structure (WBS): Create a detailed WBS for both CIIL and MEP projects. Break down the work into smaller, manageable tasks. This helps in identifying the specific manpower requirements for each task. Resource Requirements: Identify the resources needed for each task, including labor, materials, and equipment. For manpower planning, focus on labor requirements. 03) Manpower Estimation: Estimate the number of workers required for each task based on factors such as: Task duration: How long each task will take to complete. Skill level: Determine the skill level required for each task (e.g., skilled labor, semi-skilled labor, unskilled labor). 04) Productivity rates: Use historical data or industry standards to estimate the productivity rates for different types of labor. Availability: Consider the availability of labor resources, including any constraints or limitations. 05) Labor Productivity Rates: Determine the productivity rates for different types of labor based on past project data or industry standards. Productivity rates can vary depending on factors such as the complexity of the task, site conditions, and experience level of the workers. 06 )Manpower Allocation: Allocate manpower resources to different tasks based on the estimated labor requirements. Ensure that the allocation is realistic and takes into account factors such as concurrent activities, resource constraints, and project schedule. 07) Contingency Planning: Include a contingency factor in the manpower calculations to account for unforeseen events, delays, or changes in the project scope. 08) Review and Adjustment: Regularly review and adjust the manpower plan as the project progresses. Monitor actual manpower usage against the planned estimates and make adjustments as necessary to ensure that the project stays on track. 09) Communication and Coordination: Ensure effective communication and coordination between different stakeholders involved in the project, including project managers, subcontractors, and labor suppliers. This helps in managing manpower resources efficiently and addressing any issues or challenges that may arise. By following these steps and considering the specific requirements of your CIIL and MEP projects, you can develop a comprehensive manpower plan for planning purposes.

India's Staffing Industry: Navigating a Transformative Growth Trajectory in 2025 India's staffing industry is on the brink of a transformative phase, with 2025 poised to be a year of remarkable growth fueled by technological innovation and shifting workforce paradigms. A recent survey reveals a 40% surge in fresh graduate hiring within the tech sector, with starting salaries climbing as much as 30% above industry norms. This surge reflects the urgent demand for expertise in artificial intelligence (AI), machine learning, and cloud technologies—critical drivers of today’s digital economy (Source: SIA). Beyond technology, India's broader job market is set to expand by 9% in 2025, propelled by robust growth in IT, retail, telecom, and BFSI sectors. This optimistic outlook is shared by 84% of hiring managers, who predict workforce growth across their organizations (Source: Economic Times). As one HR leader aptly observed, "Exploring talent in smaller cities has allowed us to tap into a pool of dedicated professionals who bring fresh perspectives and a strong work ethic." Skill-based hiring is increasingly becoming the cornerstone of recruitment strategies, driven by the dual forces of hybrid work models and the burgeoning gig economy. These trends are reshaping India’s employment landscape, presenting both challenges and opportunities for businesses. To thrive, organizations must pivot to embrace flexibility, prioritize upskilling, and leverage technology to bridge the talent gap. India’s staffing industry, therefore, is not just responding to change but actively shaping the future of work. Companies that can align with these dynamic trends will not only secure the talent they need but also gain a competitive edge in an increasingly globalized market.