<p>As part of our commitment to keeping hiring managers informed and compliant, we&rsquo;re sharing the latest updates from the Fair Work Commission that will take effect in Australia from 1 July 2025. These changes will impact pay rates and superannuation obligations across many workforce segments.</p>
<h4><br>National Minimum Wage increase</h4>
<p>The Fair Work Commission has announced a 3.75% increase in the National Minimum Wage effective from 1 July 2025. This adjustment raises the minimum hourly rate from $24.10 to $25.00, and the weekly minimum for full-time workers to $950.00 based on a 38-hour week.</p>
<p><br><strong>Which employees are affected</strong><br>All employees not covered by an award or enterprise agreement are affected. Most Modern Awards will also see a similar percentage increase in minimum award wage classifications. Final award rates will be published by the Fair Work Commission. Hiring managers should confirm the applicable rate for each classification before 1 July to ensure accurate application.&nbsp;</p>
<h4><br>Superannuation Guarantee increase</h4>
<p>The Superannuation Guarantee (SG) rate will rise from 11.5% to 12% on 1 July 2025, completing the legislated incremental increases aimed at enhancing retirement savings for Australians. Employers must apply the new 12% SG rate for all eligible workers. In total remuneration arrangements, the increase must be directed to the super component and not absorbed into the base salary, unless the contract expressly allows this and is compliant with relevant employment legislation and award provisions.</p>
<p><br><strong>What this means</strong><br>Employers must increase SG contributions to 12% for all eligible workers.&nbsp;Contractors or PAYG temps engaged via labour hire or contractor management providers should ensure suppliers have accounted for this change in their remuneration models. For independent contractors (eg. ABN holders), SG obligations may still apply if the individual is deemed an employee for superannuation purposes under the ATO&rsquo;s extended definition.</p>
<p>&nbsp;<br><strong>Key actions for hiring managers:</strong></p>
<ul>
<li>Review current award or minimum rate aligned engagements to ensure compliance from 1 July.</li>
<li>Ensure suppliers adjust pay rates for contingent labour hire arrangements to maintain compliance with award and minimum wage requirements.</li>
<li>Confirm contingent workforce recruitment suppliers are aware of this change and have updated their payroll settings for all workers accordingly.</li>
<li>Ensure the increase is applied to the super component and not absorbed into the base rate unless contractually agreed and compliant.</li>
</ul>
<h4><span style="color: #4a0d86;">How Comensura can help:</span></h4>
<p>These changes apply to all employees including labour hire and contingent workers. As your Managed Services Provider or Contractor Management Solution provider, Comensura will ensure compliance across all engagements, which we manage through regular audits and robust control processes.</p>
<ul>
<li>We proactively <strong>audit supplier pay rate and superannuation compliance</strong> proactively on behalf of our customers across all engagements.</li>
<li>Our platform provides <strong>real-time visibility into contingent worker costs</strong>, helping you manage budget impacts.</li>
<li>We <strong>work closely with suppliers</strong> to ensure payroll and superannuation settings are updated in line with legislative changes.</li>
<li>Through our proprietary Vendor Management System (VMS), c.net, we <strong>uncover off-contract or unmonitored spend</strong> and bring it into view for compliance purposes - a crucial step toward achieving full compliance and spend transparency.</li>
</ul>
<p>Find out if these changes affect your workforce, reach out to your Program Manager or <span style="color: #4a0d86;"><a style="color: #4a0d86;" href="https://www.comensura.com/contact">contact us</a></span> for a compliance check.&nbsp;</p>
<p>If you&rsquo;re not yet working with Comensura, <span style="color: #4a0d86;"><a style="color: #4a0d86;" href="https://www.comensura.com/contact">get in touch with our team</a></span> to find out how we can support your organisation.</p>
<p>For more information:&nbsp;<br><span style="color: #4a0d86;"><a style="color: #4a0d86;" href="https://www.fairwork.gov.au/">Fair Work Ombudsman</a></span><br><span style="color: #4a0d86;"><a style="color: #4a0d86;" href="https://www.ato.gov.au/businesses-and-organisations/small-business-newsroom/the-final-sg-rate-increase-is-coming-on-1-july">ATO-Super Guarantee Increase</a></span></p>
<p>&nbsp;</p>

Australian Minimum Wage & Superannuation Changes from 1 July 2025

<h2>Implications for Local Government, &nbsp;Workforce Engagement, and Compliance</h2>
<p>Recognised for their links to the labour movement, trade unions and dedication to social equity, Labor's return to power is poised to bring about changes in employment law and the contingent workforce. Historically, the Labor Party has been a strong advocate for community-focused policies, and their renewed mandate is likely to result in a series of initiatives aimed at empowering local councils and enhancing community services.</p>
<p><strong>Focus on Infrastructure Development</strong><br>A key component of Labor's agenda is infrastructure development, which will have a direct and positive impact on local communities. By investing in projects such as public transportation, renewable energy, and affordable housing, the government aims to stimulate economic growth and create employment opportunities. These investments will not only improve the quality of life for residents but also enable local councils to enhance their services and infrastructure.</p>
<p><strong>Changes in Employment Law</strong><br>Labor's re-election is set to bring about significant changes in employment law, which will have implications for local councils and the contingent workforce. For local councils engaging contingent labour via panel arrangements or direct contracts, these changes will likely require a review of how employment classifications, supplier relationships, and compliance reporting are managed. Key anticipated changes include:</p>
<ul>
<li>Stricter regulations on casual employment</li>
<li>Expansion of Same Job, Same Pay laws to ensure fair wages and conditions, including in publicly funded or council-aligned engagements - Councils may need to ensure alignment across panel suppliers and casual labour classifications, increased penalties for wage theft, with a commitment to criminalising such practices and imposing stricter penalties for non-compliance</li>
<li>Enhanced mechanisms for resolving workplace disputes</li>
</ul>
<p><strong><em><span style="color: #4a0d86;">How Comensura can help</span></em></strong><br>Comensura&rsquo;s MSP model is designed to support councils in adapting to legislative changes. We provide supplier audits, real-time workforce visibility, and streamlined compliance checks that help councils:</p>
<ul>
<li>Track contingent worker classifications</li>
<li>Identify and manage off-panel or non-compliant engagements</li>
<li>Ensure award and agreement alignment under Same Job, Same Pay legislation</li>
<li>Minimise misclassification risk and improve governance</li>
</ul>
<p><strong>Adjustments to Minimum Wage</strong><br>It is expected that the re-elected government will push for higher minimum wages to help bridge the gap between earnings and the cost of living, supporting better living standards for lower-income workers across various sectors.</p>
<h2>Impact on the Contingent Workforce</h2>
<p>Temporary, part-time, and contract workers are likely to experience notable changes under Labor's governance. These workers, who often lack the security and benefits of permanent employment, stand to gain from Labor's focus on job stability and improved working conditions.</p>
<ul>
<li><strong>Access to Benefits</strong><br>Labor's re-election could lead to reforms that extend benefits such as paid leave &nbsp;to part-time and contract workers, ensuring they receive the same entitlements as their full-time counterparts.<br><br></li>
<li><strong>Workplace Health and Safety</strong><br>Labor is also expected to focus on improving workplace health and safety standards. This may involve introducing stricter safety regulations, increasing the frequency of inspections, imposing higher penalties for non-compliance, and providing greater support for workers' compensation claims.&nbsp;Local councils engaging contractors and temporary staff will also need to ensure that WHS systems extend to external workers. <br><br>Through Comensura, councils can centralise WHS documentation, pre-engagement risk assessments, and incident reporting &mdash; helping to fulfil host obligations and support contractor safety.<br><br></li>
<li><strong>Increased focus on Job Security</strong>&nbsp;<br>Labor's policies are expected to place a strong emphasis on job security for the contingent workforce. This could involve stricter regulations on the use of temporary contracts and incentives for employers to offer permanent positions. By fostering a more stable employment environment, Labor aims to reduce the uncertainty faced by many contingent workers.</li>
</ul>
<h2>Additional Reforms</h2>
<ul>
<li>Expanded rights for unions and multi-employer bargaining: Local government may see increased &nbsp;unions engagement, &nbsp;with implications for enterprise bargaining and workforce planning.</li>
<li>Regulation of gig and platform work: Councils using gig platforms for events or auxiliary services may need to ensure engagements meet new minimum standards.</li>
<li>Tightened casual and contractor definitions : Reforms will increase scrutiny of casual and contractor status, requiring councils to work with partners like Comensura to ensure &nbsp;compliance with definitions and obligations.</li>
</ul>
<h2>Economic Implications</h2>
<p>With a focus on the cost of living, Labor's approach to taxation aims to ensure that corporations and high-income earners contribute fairly by closing tax loopholes, increasing corporate tax rates, and introducing new taxes on wealth and capital gains. Labor plans to invest heavily in infrastructure, funding projects like public transportation, renewable energy, and affordable housing to stimulate economic growth and create jobs. Increased funding for education, healthcare, and social welfare programs reflect their commitment to social justice. Local communities will realise this benefit through access to essential services and fostering a more inclusive society.</p>
<p>Comensura supports councils in managing this broader economic shift by enabling cost transparency across contingent workforces and helping align resource planning with project funding under Labor&rsquo;s new investment strategies.</p>

How Labor's re-election will influence local councils in Australia

<p class="MsoNormal"><strong>The Fair Work Commission (FWC) has announced significant amendments to 37 modern awards in Australia</strong></p>
<p class="MsoNormal">The pay rate amendments primarily affect employees in Australia at the lowest classification levels. The majority of these changes took effect 1 January 2025, with some exceptions commencing 1 April 2025.&nbsp;<a href="https://www.fairwork.gov.au/about-us/workplace-laws/award-changes/changes-to-entry-level-classifications-in-awards">Find a list of affected awards here.</a><sup> 1</sup></p>
<p class="MsoNormal"><strong>Key changes:</strong></p>
<p class="MsoNormal" style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="font-family: 'Arial',sans-serif; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">&bull;<span style="font: 7.0pt 'Times New Roman';"> &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</span></span></span><strong>Progression from Entry-Level Classifications:</strong>&nbsp;Employees can only remain at the lowest classification level for a specified period (typically six months), after which they must progress to the next classification level.<sup> 1</sup></p>
<p class="MsoNormal" style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="font-family: 'Arial',sans-serif; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">&bull;<span style="font: 7.0pt 'Times New Roman';"> &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</span></span></span><strong>Increased Minimum Pay Rates:</strong>&nbsp;Minimum pay rates for some of the lowest classification levels will increase, ensuring alignment with or exceeding the National Minimum Wage.<sup> 1</sup></p>
<p class="MsoNormal" style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="font-family: 'Arial',sans-serif; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">&bull;<span style="font: 7.0pt 'Times New Roman';"> &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</span></span></span><strong>Classification Progression:&nbsp;</strong>Workers under the lowest classification levels will need to transition to higher levels within the prescribed timeframes.<sup> 1</sup></p>
<p class="MsoNormal" style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="font-family: 'Arial',sans-serif; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">&bull;<span style="font: 7.0pt 'Times New Roman';"> &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</span></span></span><strong>Payrate Adjustments:</strong>&nbsp;Workers under the affected awards may require pay rate adjustments to meet the updated minimum wage requirements.<sup> 1</sup></p>
<p class="MsoNormal"><strong>If you are partnering with us as your Managed Service Provider, our MSP team will complete the following for you:</strong></p>
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Review classifications to identify workers at the lowest levels.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Update the c.net Vendor Management System (VMS) to reflect the new rates and progression requirements.</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo2; tab-stops: list 36.0pt;">Communicate changes to impacted workers regarding their new classification and/or pay rate adjustments.</li>
</ol>
<p class="MsoNormal">Please feel free to <a href="mailto:support@comensura.com.au">reach out to our team</a> with any questions and for guidance.</p>
<hr>
<p class="MsoNormal"><a href="https://www.comensura.com/contact">Contact Comensura</a> if you are interested in our vendor neutral MSP services and having details like the above completed for you, we'd be happy to discuss how our team can support your organisation.</p>
<p class="MsoNormal" style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l2 level1 lfo3; tab-stops: list 36.0pt;"><span style="font-size: 7.0pt; line-height: 107%; mso-bidi-font-family: Aptos; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span><span style="font-size: 7.0pt; line-height: 107%;">Fair Work Ombudsman. </span><a href="https://www.fairwork.gov.au/about-us/workplace-laws/award-changes/changes-to-entry-level-classifications-in-awards"><span style="font-size: 7.0pt; line-height: 107%;">Changes to entry-level classifications Nov 2024</span></a></p>

Amendments to 37 modern awards in Australia

<p>Under a proposed overhaul of workers' rights, millions will be eligible for more rights in statutory sick pay, parental and bereavement leave, and greater protection in unfair dismissal.&nbsp;</p>
<p>Most of the proposed changes are set to come into effect two years after a consultation period.&nbsp;</p>
<p><a href="https://www.gov.uk/government/news/government-unveils-most-significant-reforms-to-employment-rights">The government described the bill as the "biggest upgrade to rights at work for a generation,"</a> which aims to balance pro-worker and pro-business interests, with many details still under deliberation.&nbsp;</p>
<p>Ministers have indicated that this change would benefit approximately nine million workers who have been employed by their current employer for less than two years.&nbsp;</p>
<h4>What will change?&nbsp;</h4>
<ul>
<li><strong>Flexible working:</strong> Employers must consider all flexible working requests from the first day and grant them unless they can prove it's unreasonable.</li>
<li><strong>Zero contract hour regulations:</strong> Employers must provide workers with a guaranteed-hours contract reflecting hours worked over a 12-week span. Zero-hours contract workers will also receive "reasonable" notice for shift changes and compensation for cancelled or shortened shifts.</li>
<li><strong>Statutory sick pay (SSP) with lower earning threshold:</strong> Employees will be eligible for SSP starting from the first day of illness, instead of from the fourth day. In addition, where at present, workers earning under &pound;123 weekly are ineligible for SSP, this restriction will be lifted, with the bill introducing a reduced sick pay rate for lower earners.</li>
<li><strong>Paternity leave and unpaid parental leave:</strong> Fathers are to be eligible for paternity leave from day one of employment, instead of at 26 weeks. Parents are to be eligible from day one of employment, instead of after a year</li>
<li><strong>Unpaid bereavement leave:</strong> This is also to become right for workers from day one.</li>
<li><strong>Unfair dismissal protections: </strong>The removal of the current two-year qualifying period for unfair dismissal protections. However, there will be a proposed nine-month probation period during which workers could be dismissed without a full process.&nbsp;</li>
</ul>
<p>Approximately 30,000 fathers or partners will qualify for paternity leave due to this change, and 1.5 million parents will gain the right to unpaid leave from the first day.&nbsp;</p>
<p><em>"Too many people are drawn into a race to the bottom, denied the security they need to raise a family while businesses are unable to retain the workers they need to grow," </em>said Deputy Prime Minister Angela Rayner.&nbsp;</p>
<p><em>"We&rsquo;re raising the floor on rights at work to deliver a stronger, fairer and brighter future of work for Britain."&nbsp;</em></p>
<h4>Find out more in upcoming webinar&nbsp;</h4>
<p>Join upcoming joint webinar with Impellam UK and DWF (UK and Ireland) on the changes to employment law under the new Labour government. This session we will discuss upcoming changes on the horizon and what employers can do now to prepare. &nbsp;</p>
<p><a href="https://dwfgroup.com/en/news-and-insights/events/what-does-a-new-labour-government-mean-for-employment-law">Sign up to attend&nbsp;</a></p>
<p>For details on improving efficiency and adhering to worker rights legislation for your contingent workforce, <a href="https://www.comensura.com/contact">contact us.</a>&nbsp;</p>
<p>&nbsp;</p>

Government announces new workers’ rights bill ‘upgrade’ 

<h3>What&rsquo;s changing with the Fair Work Legislations amendments?</h3>
<p>Since December 2023, amendments to Australia's Fair Work Act have been introduced, aimed at enhancing workplace fairness and closing loopholes. In 2024, there are several changes the amendments are going to bring forward, including:</p>
<table style="border-collapse: collapse; width: 100%; height: 152px;" border="0"><colgroup><col style="width: 49.9507%;"><col style="width: 49.9507%;"></colgroup>
<tbody>
<tr style="height: 152px;">
<td>
<ul>
<li>Criminalising wage theft</li>
<li>Regulating labour hire agreements</li>
<li>New protections for delegates</li>
<li>Industrial manslaughter (plus increased penalties for other offences)</li>
<li>Right of entry to assist health and safety representatives</li>
<li>Definition of Employment</li>
<li>Changes to Penalty amounts</li>
</ul>
</td>
<td>
<ul>
<li>Casual Employment</li>
<li>Gig Economy</li>
<li>Unfair Contract terms</li>
<li>Right to Disconnect</li>
<li>Redundancy</li>
<li>Increased Protection Against Discrimination&nbsp;</li>
</ul>
</td>
</tr>
</tbody>
</table>
<h3>&nbsp;</h3>
<h3>When does it come into effect?</h3>
<p><strong>1 July</strong></p>
<ul>
<li>Workplace delegates rights terms for employees in modern awards, workplace determinations and enterprise agreements</li>
<li>Exemption certificates for entry to investigate suspected underpayment&nbsp;</li>
</ul>
<p><strong>26 August</strong></p>
<ul>
<li>Changes to definition of casual employee and pathway to full-time and part-time employment</li>
<li>Right to disconnect</li>
<li>Provisions for &lsquo;employee-like&rsquo; workers and the road transport industry</li>
<li>Collective agreements and workplace delegates rights for regulated workers</li>
<li>Determining whether a relationship is employment</li>
<li>Independent contractor &lsquo;unfair contracts&rsquo; disputes</li>
</ul>
<p><strong>1 November</strong></p>
<ul>
<li>Regulated labour hire arrangement orders can commence operation.</li>
</ul>
<p>&nbsp;</p>
<h3>Two key pieces of this legislation pertaining to contingent workers</h3>
<p><strong>1. Same Job Same Pay &ndash; labour hire</strong></p>
<p>Under the legislative amendments, labour hire employees must be paid at least the minimum wage, or the &lsquo;protected rate of pay&rsquo;, which is the same rate they would receive if working directly for their &lsquo;host employer&rsquo; or in a public sector, doing the same job.</p>
<p>The fundamental principle of the amendment is equal pay for equal work, which dictates that employers need to guarantee that labour hire employees receive equal pay to their permanent colleagues for equivalent tasks.</p>
<p><strong>2. Casual Employment</strong></p>
<p>The definition of casual employment will be amended to ensure that the entire relationship is considered (as opposed to just the written contract).&nbsp;<br>The Bill also introduces a new right for a casual employee to request a conversion to more permanent employment after 6 months (or 12 months for small business employers). This replaces the existing regime where the predominant onus is on the employer to offer conversion to permanent employment to qualifying employees.</p>
<p>Many of these workers are hired through recruitment agencies that do not provide transparency regarding individual worker pay or tenure. Organisations will benefit from implementing a robust system to ensure compliance with this legislation.</p>
<h3>&nbsp;</h3>
<h3>What can you do to help mitigate risk?</h3>
<p>To start, investigate what data your organisation has in place to report on rates of pay and tenure of your employees.</p>
<p>Companies in countries like the UK and USA, where such legislation is currently in effect, have already turned to Managed Service Providers (MSPs) to oversee their contingent workforce and ensure full compliance.</p>
<p>Here's how our MSP solution can assist you:</p>
<ol>
<li>Provide Clear Guidelines and Templates with Full Visibility &amp; Reporting</li>
<li>Regular Compliance Audits and Monitoring with Expert Risk Mitigation</li>
<li>Proactive Communication and Education with Ongoing Support&nbsp;</li>
</ol>
<p>If you are interested in learning how our MSP solution can help your organisation comply with this legislation and protect against its ramifications, please <a href="https://www.comensura.com/contact">get in touch</a>.</p>
<p><span style="color: #ffffff;"><a class="primaryBtn" style="color: #ffffff;" href="https://www.comensura.com/contact">Contact us</a></span></p>
<p>&nbsp;</p>
<p><em>This update is comment of a general nature only. It is not, nor is it intended to be, advice (whether legal or otherwise) on any specific professional matter. The accuracy and/or effectiveness of any professional advice will depend on the particular circumstances of the relevant case. Neither Impellam Group, any of its entities or any individual author of or contributor to this update accepts any responsibility whatsoever for your reliance on this update. To understand how these changes may affect you or your business, we recommend that you consult your professional adviser.</em></p>

<p>Are you aware of the potential implications of the amendments to Australia's Fair Work Act Closing Loopholes Legislation for your organisation?</p>
<p>Any business employing a significant number of contingent workers under various arrangements in Australia should be aware of the full details and be prepared to take steps towards mitigating any risk.</p>

How are you preparing for the Closing Loopholes legislation in Australia?

<p>Even before COVID-19 and the extension of IR35 into the private sector, procurement professionals were already reassessing how they approach resourcing challenges amid an increasingly complex landscape - and adapting their workforce plans in response.</p>
<p>Today, the need for full visibility and maximum efficiency across contingent workforce management has never been more acute. However, when making rapid adjustments amid the coronavirus pandemic, many businesses realised they had a less than complete picture of their external workforce. One solution that decision makers have found is to centralise their outcome-led <a href="../../../../../../solutions/statement-of-work-management">statement of work (SOW)</a>&nbsp;engagements to simplify what had become a complex category of spend.</p>
<p>SOW contracts have many major advantages over alternative workforce management methods - not least streamlined project management, consistent quality, and associated cost savings. However, at a time when organisations are open to so much risk when recruiting and managing people, the greatest statement of work benefit of all is arguably increased compliance - both with regulatory requirements and with their own internal procurement processes.</p>
<p><strong>Mitigating against risks</strong></p>
<p>For work packages that lend themselves to SOW contracts, procurement professionals can mitigate risk in several areas - not least worker classification. Dawn Adams, Service Manager for Commercial and Procurement at Dorset Council, has relied on Comensura to source temporary staff for several years. More recently, though, the two organisations have extended this collaborative relationship to include SOW through Comensura&rsquo;s vendor management system (VMS), <a href="../../../../../../technology">c.net</a>.&nbsp;</p>
<p>While Dawn is still relatively early on in her c.net SOW journey, she is already enjoying the benefits of this way of working. &ldquo;It&rsquo;s given us much more assurance, particularly around IR35. Having one arrangement for temporary staff and SOW allows us to have that assurance. If somebody tries to misclassify a job role or project, c.net and Comensura will stop them going through that wrong door,&rdquo; she says.</p>
<p>Aside from help with worker classification, Dawn also notes the other advantages she has seen. She adds, &ldquo;It also gives us full visibility, so if we pick up somebody else&rsquo;s project (if somebody leaves or goes off sick, for example), we can go on c.net and see exactly where that project is. It gives us transparency, which is vital for public sector organisations that may be under scrutiny for their use of resources.&rdquo;</p>
<p><strong>Statement of work benefits for the public sector</strong></p>
<p>Any business that procures services based solely on existing relationships between managers and their favoured suppliers is taking unnecessary risks &ndash; and could well be overspending in the process. However, for local authorities and other public sector organisations, choosing and managing suppliers in an objective and transparent way is absolutely vital.</p>
<p>The formal process for evaluating, approving and engaging suppliers under a statement of work through a VMS provides a full audit trail of decision making to demonstrate that public money is being spent ethically. What&rsquo;s more, projects can be monitored closely and easily throughout their entire lifecycle, from inception to various milestones and deliverables, right through to completion.</p>
<p><strong>Automated audit trail</strong></p>
<p>Outputs, timelines and costs are all clearly defined, approved, updated and tracked within the system, creating a single source of truth that&rsquo;s available at the touch of a login button. At a glance, users can see exactly where they are with any given project: no more chasing individual project owners or managers. If you need to know how much time or budget is left to run, it&rsquo;s all right there in the system.</p>
<p>As well as creating an automated audit trail, today&rsquo;s systems also provide added benefits to boost efficiencies and productivity. Our &nbsp;VMS, for example, becomes more powerful the more it is used. As you populate it with information about your statement of work projects and suppliers, it gives you deeper insight into spending trends, service categories and engagement patterns.</p>
<p><strong>Beginning your SOW journey</strong></p>
<p>Recent global events have brought into sharp focus the need to bring full visibility and control to workforce management. As a result, commercial and public sector organisations are increasingly using statement of work to engage suppliers, while more procurement leaders are looking for ways to improve and manage their SOW processes.</p>
<p>For those who have yet to begin their SOW journey, Dawn Adams at Dorset Council has one piece of advice: &ldquo;Have a conversation, find out what the solution is and how the provider can tailor it to your needs. If you have these grown-up conversations, you will feel confident they can give you what you are not currently getting. This is how you will match your goals to the solutions, benefits and outputs &ndash; which is crucial when you are building a business case.&rdquo;</p>
<p>Want to learn more? Get the full guide</p>
<p>In our guide, <a href="../../../../../../gated-content/transform-your-sow-and-services-procurement-with-the-right-vms-and-msp">Transforming SOW procurement with a VMS and MSP partner</a>,&nbsp;Comensura&rsquo;s services procurement specialists dive deeper into the full benefits of centralising your statement of work engagements.</p>
<p><a href="../../../../../../gated-content/transform-your-sow-and-services-procurement-with-the-right-vms-and-msp">Get the guide</a> to find out how to bring greater visibility, control, and cost savings with SOW - and how to make better purchasing decisions as a result.</p>

How centralised statement of work improves compliance

<p>Since March 2020, procurement teams have had urgent new reasons to engage with <a href="../../../../../../solutions/vendor-neutral-managed-services">Managed Service Providers</a>&nbsp;(MSPs). The challenges of remote working and the rapid on- and off-boarding of workers are two of the more obvious examples.</p>
<p>On top of this, organisations continue to seek more from their MSPs: greater strategic value, efficiency, compliance and control from their supplier relationships and contingent workforce management.</p>
<p>So, how are MSPs evolving to meet these changing business needs?<br><br>In this webinar, part of the<a href="https://www.espo.org/"> ESPO</a> HR Webinar Event, I join my colleague Charles Austin to discuss new and emerging contingent workforce models, the rise of statement of work, direct sourcing options, and the impact of innovative talent technology.<br><br><strong>Watch the recording</strong> of the session below to learn:</p>
<ul>
<li>Why the statement of work (SOW) model is rapidly gaining in popularity</li>
<li>How Comensura&rsquo;s SOW offering works in <a href="../../../../../../technology">our c.net proprietary VMS</a></li>
<li>How direct sourcing and talent pools can be used for maximum benefit</li>
<li>Where talent tech is having the biggest impact - and some key tech providers</li>
<li>+ an insightful Q&amp;A between me, Charles and the live webinar attendees</li>
</ul>
<p><iframe title="YouTube video player" src="https://www.youtube.com/embed/lDwyYeBOivY" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture"></iframe></p>
<h3>Get part one of our Statement of Work guide</h3>
<p>Statement of work is becoming an increasingly popular, value-for-money alternative to time and materials services procurement. But SOW only represents better value for money when it&rsquo;s efficiently and centrally managed.<br><br>In this guide, <a href="https://www.comensura.com/insights/transform-your-sow-and-services-procurement-with-the-right-vms-and-msp">Statement of work: a smarter way to work with services procurement</a>, we look at the issues caused by decentralised, hidden procurement - and why a smarter way to work with SOW relies on the application of intelligent tech.<br><br><a href="https://www.comensura.com/insights/transform-your-sow-and-services-procurement-with-the-right-vms-and-msp"><strong>Download your copy now</strong></a>.</p>

Video: How MSPs are meeting post-pandemic workforce needs with SOW, direct sourcing and more

<p>In the first of a series of spotlight articles on contingent staffing we offer some tips and guidance for organisations looking to gain greater value from their use of agency staff through the effective control of demand. In some cases this has seen us help our customers to realise savings of up to 75% on annualised expenditure, and is arguably the best way to reduce cost in this category.&nbsp;</p>
<p>Agency staff are for many organisations an essential component of their workforce, providing amongst other things scalability, flexibility and expertise. It is very easy however to let the costs associated with them spiral out of control without an appropriate level of governance.</p>
<p><strong>The agency staff cost profile</strong></p>
<p>If you take a close look at the total charge rate for an agency worker you will see 5 main component parts:</p>
<ul>
<li>pay rate&nbsp;&nbsp;</li>
<li>holiday pay</li>
<li>employers national insurance</li>
<li>pension auto enrolment fee and</li>
<li>agency margin.&nbsp;</li>
</ul>
<p>Using a worked example of &pound;15 per hour pay rate to the worker, and &pound;1.50 in agency margin, the total cost for the worker equates to about &pound;20.30 per hour once the statutory costs have been applied.</p>
<p>The agency margin element therefore constitutes a mere 8% of the total charge. 92% of cost in this instance is attributed to an agencies cost of sale.</p>
<p>Extrapolated over expenditure of say &pound;10m per annum, you can see that the agency margin &ndash; the amount that is traditionally negotiated within a procurement exercise and then controlled by contract &ndash; is &pound;800,000. So if you want to make 10% savings or more on total spend, you have to start thinking out of the box.</p>
<p><strong>How this cost profile can get out of control</strong></p>
<p>Temporary workers should be just that, workers that are engaged for a temporary period. Why then, is it that some workers are engaged for 9 months or longer?</p>
<p>We carried out some analysis for a manufacturing organisation recently that had had the same temporary worker engaged since 1981, and another since 1987. Whilst this is an extreme example, it is certainly not isolated. Carrying out the same analysis with a bank, we identified several workers who had been engaged for 3 years or more &ndash; the customer actually thought they were permanent employees!</p>
<p>Placing this into a financial context, let&rsquo;s say that the &pound;20.30 pay rate described above has been agreed for a 3 month business case. The cost for this, assuming a 40 hour week across 12 weeks is &pound;9,744 (&pound;20.30 x 40 x 12). Now let&rsquo;s say that the same worker is in place for 12 months &ndash; the cost rises to &pound;42,224 (&pound;20.30 x 40 x 52). The difference of &pound;32,480 therefore represents an eye-watering 330% increase to the committed cost.</p>
<p>Within your own organisation you may feel that this cost risk is under control, but is it really? Going back to the bank that we spoke with, they certainly did. Any PO approvals for &lt;&pound;50k financial commitment required executive board sign off. The majority of contractors engaged cost the business over &pound;50k, but every time the PO approached the magical sign off figure, the cunning line manager would simply create a new PO, and then repeat the process ad infinitum. Approvals are in any case, only effective if someone is prepared to say &lsquo;no&rsquo;, and as discussed above, the real damage is done thought stealth.</p>
<p><strong>How to take control back</strong></p>
<p>Within our managed service models we approach demand management in two way: at a transactional level, and strategically.</p>
<p>Transactional demand management is as it sounds &ndash; best practice controls that place governance over the order approval process, channel opportunity to replacement channels (internal agency, employability provider and so on) and effectively manage tenure.</p>
<p>Strategic demand management refers to the analysis of usage and the implementation of affirmative action to eliminate waste, such as; challenging hiring behaviours; converting workers from temporary to permanent status where pertinent to do so; exiting workers that have become part of the furniture; reviewing controls, and changing these controls where required.</p>
<p>In order to implement both approaches, you will need:</p>
<ol>
<li>A robust system through which contingent staff can be ordered, time-sheeted and invoiced, with flexible approval mechanisms, order allocation controls, tenure controls and detailed management information capability. The system will also need to replicate your organizational structure so that the appropriate permissions and reporting are put into place.</li>
<li>Access to an expert resource that fully understands the contingent recruitment market, can interpret management information and who can use their expertise to advise on opportunities to reduce demand.</li>
<li>A managed supply chain, where the agency&rsquo;s inherent interest in actively stimulating demand is firmly shackled and under control.</li>
<li>An internal contract manager who is prepared to challenge line manager behaviour and implement change where a business case dictates.</li>
<li>A firm, senior level mandate.&nbsp;</li>
</ol>
<p><strong>The benefits</strong></p>
<p>Working with our customers, we have helped them to realise up to 75% in savings on their total spend on temporary workers, and importantly, helped them to maintain their expenditure at this level without compromising the quality of worker provided.</p>
<p>For example, one of our local authority customers spent &pound;12,500,000 in 2012/2013, and through the implementation of a number of the measures discussed above had reduced annualised expenditure to &pound;3,500,000 by 2014/2015, a level which is still maintained in 2017.</p>
<p>More recently we have helped another customer to reduce their annual spend from peak levels of &pound;18m to a steady &pound;5.8 over an 18 month transition period. We have been repeated this pattern across a number of customers - &pound;43m per annum to &pound;19m, &pound;34m to &pound;18m, &pound;7m to &pound;3m and so on, albeit with different metrics applied and over varying time periods.</p>
<p>The overall opportunity within your organisation depend on your own circumstances and the tools available to you to combat demand effectively; either way, it is likely that if you spend in excess of a million on agency staff there will be money to be saved.</p>

The Importance of Managing Demand

<p>By implementing the following measures on pay rates and costs, organisations can minimise costs incurred by a temporary workforce:</p>
<p><strong>Ensure transparency</strong></p>
<p>Recruitment agencies inform you on the pay rate for each temporary worker, and it&rsquo;s important that you make this information visible to managers within your organisation. Look at the pay rates for temporary workers across the organisation and ensure they are consistent with those of workers performing similar tasks, and align them with that of permanent workers. This will help reduce any anomalies that might exist, and standardise pay rates to prevent workers demanding a raise based on how others are paid.<br><br></p>
<p><strong>Benchmark against local employers</strong></p>
<p>Probe into the pay of temporary roles in the area. Local sources such as recruitment agencies, competitors or Job Centre Australia may give you access to how much people are typically paid in the types of temporary jobs that you provide. This will give you a better idea of suitable pay rates and prevent you from paying over the odds.<br><br></p>
<p><strong>Align with your employer brand and strategy</strong></p>
<p>Your organisation may look for specific traits in candidates to fill certain roles, which you should abide by when procuring temporary staff. Vacancies are then more likely to be filled by a type of worker that has previously performed well in a similar role. Ensure that you&rsquo;re offering a pay rate that will attract this kind of person.</p>
<p><strong>Implement authorisation processes for inflation</strong></p>
<p>It&rsquo;s inevitable that you&rsquo;ll need to uplift pay rates from time to time, particularly as a response to changes in the job market. The most efficient way of doing this is by using an approval process that consults all the relevant people and ensures that the rise is reasonable.</p>
<p><strong>Standardise expenses</strong></p>
<p>Temporary worker expenses such as travelling costs and accommodation can sometimes be forgotten about, even though it collectively amounts to a considerable cost. Determine what constitutes acceptable expenses for your organisation and apply it as a standard rate for every temporary worker.<br><br>There are many benefits to reap from the use of temporary workers, such as flexibility and the ability to cover permanent worker absences. But without maintaining the overall costs, you risk it being a drain of resources. By putting processes into place that determine acceptable pay rates and costs, you can ensure that you&rsquo;re getting value for money when procuring temporary staff and that you&rsquo;re carrying out the process cost-effectively.<br><br>To find out more about how to manage your costs of supply effectively <a href="../../../../../../gated-content/a-practical-guide-to-msp-costs">download our Supply Costs practical guide.</a></p>

Top tips for getting value for money from your temporary worker costs

<h2>A perfect match?</h2><p>With 100+ employees split between the UK and Australia, we’re a tight-knit team that feels more like a family - a place where all contributions are important and valued. Here’s what we look for in new team members. Here’s what we look for in new team members:</p>

<h1>Join us</h1><p>At Comensura, hiring isn’t just about getting you through the door; it’s about us <strong>growing together</strong> and helping our <strong>customers succeed</strong>. See what it’s like to be part of the Comensura team and view our vacancies.</p>

<h3>Join Team Comensura</h3><p>With 100+ employees split between the UK and Australia, we’re a tight-knit team that feels more like a family - a place where all contributions are important and valued.</p>

<h2>Book a demo</h2><p>Book a demo of our c.net platform with our workforce experts and find out the art of the possible. They’ll show you exactly how Comensura’s leading technology can work for you.</p>

<h1>What makes us different</h1><p>We’re an experienced, reliable pair of hands – with the <strong>passion</strong>, knowledge, and a hard-earned reputation to give you the <strong>confidence</strong> that Comensura is the <strong>smart choice for your organisation</strong>. But what makes us stand out from the crowd?</p>

<h2>We take ESG seriously</h2><p>We use recruitment and the power of work to build better futures for our colleagues, clients, communities, and planet. We are committed to operating responsibly, sustainably, and ethically, and choose to partner with customers and suppliers who share these guiding principles.&nbsp;Below are just a few of the initiatives we are delivering as part of Impellam Group to play our part in cultivating a better world.&nbsp;&nbsp;</p>

<h2>Book a demo</h2><p>Arrange a demo of our c.net system with one of our supply chain management specialists. They&rsquo;ll show you exactly how Comensura&rsquo;s leading technology can work for you.</p>

<h2>We save companies money and time</h2>
<p>We bring simplicity to the complex process of acquiring contingent and permanent talent, workforce management, and people-based services procurement. All of this is made possible by our proprietary, adaptive tech, as well as data-driven insights and a team of experts dedicated to making a difference.</p>

<h1>About Comensura</h1>
<p>Since 2001 we&rsquo;ve been helping organisations plan, build and manage their workforces. We <strong>save companies money</strong> and time, ensuring <strong>full compliance</strong> and quality at every step.&nbsp;</p>
<p>We&rsquo;re way more than just a vendor-neutral MSP. We provide <strong>access to essential talent</strong> - through <strong>bespoke CWM solutions</strong>, <strong>Statement of work</strong> management, superior<strong> supply chain management</strong>, <strong>direct sourcing</strong> and the fullest capability of our parent group, Impellam.&nbsp;&nbsp;</p>

<h3>Join Team Comensura</h3>
<p>With 100+ employees split between the UK and Australia, we&rsquo;re a tight-knit team that feels more like a family - a place where all contributions are important and valued.</p>

<h2>We take ESG seriously</h2>
<p>We use recruitment and the power of work to build better futures for our colleagues, clients, communities, and planet. We are committed to operating responsibly, sustainably, and ethically, and choose to partner with customers and suppliers who share these guiding principles.&nbsp;</p>
<p>Below are just a few of the initiatives we are delivering as part of Impellam Group to play our part in cultivating a better world.&nbsp;&nbsp;</p>

<h2>Book a demo</h2>
<p>Book a demo of our c.net platform with our workforce experts and find out the art of the possible. They&rsquo;ll show you exactly how Comensura&rsquo;s leading technology can work for you.</p>

<h2>Award winning workforce solutions and technology</h2>

<h2>Insights to drive workforce performance</h2>

<h3>Generating employer brand-led, technology-enabled communities of talent, managed by experts</h3>

<h2>Unique in the market</h2><p>Our approach is not reliant on technology alone. It’s a holistic, integrated solution that includes talent marketing and talent delivery expertise - underpinned by the latest technology. We work in partnership with you to develop a bespoke direct sourcing strategy and build talent communities.</p>

<h2>Book a Demo</h2><p>Arrange a demo of our c.net system with one of our supply chain management specialists. They&rsquo;ll show you exactly how Comensura&rsquo;s leading technology can work for you.</p>

<h2>Book a Demo</h2><p>Arrange a demo of our c.net system with one of our supply chain management specialists. They’ll show you exactly how Comensura’s leading technology can work for you.</p>

<h1>Award winning workforce solutions and technology</h1><p>Our <strong>smarter workforce solutions</strong> and proprietary, <strong>adaptive technology</strong> have received multiple awards, accreditations, and <strong>outstanding analyst rankings</strong>.</p>

<h2>Get in touch</h2><p>We’d love to hear about your resourcing needs, and discuss ways that we can help you meet them. Use the details below or the form to get in touch.</p>

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<h2>We’ve been recognized for our CWM, DE&amp;I &amp; direct sourcing capabilities</h2>

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<p>We simplify workforce acquisition and management with smart tech, enabled by smart people, streamlining people-based procurement. We save companies money and time, while ensuring full compliance and better access to talent.</p>

<div class="m-5"><h2>Answer the questions below to understand if SoW management can help you get work done better and more efficiently!</h2></div>

<h1>Smarter workforce solutions</h1>
<p>We <strong>simplify workforce acquisition</strong> and management with smart tech, enabled by smart people, streamlining people-based procurement. We <strong>save companies money and time</strong>, while ensuring <strong>full compliance</strong> and <strong>better access to talent</strong>.</p>

<h2>Our smarter solutions</h2>
<p><span style="background-color: #ffffff;">Our flexible, adaptive VMS platform, c.net, and our team of experts work seamlessly together to solve your complex, workforce management and people-based procurement challenges. Our solutions bring a vast pool of contingent workers, permanent candidates, and service providers straight to your fingertips.</span></p>

<h1>Our smart people become your smart people</h1><p>Our people are the <strong>heart of our business</strong>. From our experienced strategists and supply chain management experts to our account managers and system developers, our brilliant people <strong>set us apart</strong> from the rest. It’s our determination to do even more and to always be ambitious and <strong>brave for our customers</strong>.</p><p>At Comensura and Impellam Group <strong>we call it Virtuosity</strong> and you’ll see it every day in the way we are innovative and creative, using our decades of global experience to <strong>unleash potential</strong>.</p>

<h2>Book a Demo</h2><p>Book a demo of our c.net platform with our workforce experts and find out the art of the possible. They’ll show you exactly how Comensura’s leading technology can work for you.</p>

<h2>We&rsquo;ve been recognized for our CWM, DE&amp;I &amp; direct sourcing capabilities</h2>

<h2>Book a Demo</h2>
<p>Arrange a demo of our c.net system with one of our supply chain management specialists. They&rsquo;ll show you exactly how Comensura&rsquo;s leading technology can work for you.</p>

<h3>Forward thinking temporary labour management and permanent workforce management driving innovative improvement and boosting social value.&nbsp;</h3>

<h2><strong>A vendor neutral MSP contracting with local authorities in the Northeast</strong></h2>
<p><span data-teams="true">Innovative temporary labour management, a robust vendor management system (VMS) technology platform, deep market insights, and a commitment to driving both continuous improvement and&nbsp;enhancing social value</span></p>

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<h3>Source and pay staff from your own network with our end-to-end payroll solution</h3>

<h2>Payroll</h2><p>Our easy-to-use payroll solution does the hard work for you, removing the administrative burden associated with non-employee payroll and providing outstanding candidate experiences.</p>

<h1>Our smart people become your smart people</h1>
<p>From <strong>vendor neutral and hybrid </strong>contingent and permanent staffing supply chains to services procurement, our flexible, <strong>adaptive VMS platform</strong>, c.net, and our team of specialist experts work seamlessly together to solve your complex, people-based <strong>procurement challenges</strong>.&nbsp;</p>

<h2>Solution benefits</h2>
<p>We make things simple &ndash; with one place for all your people-based procurement needs. Forget the chaos of multiple hiring managers juggling multiple systems and invoices from multiple suppliers.</p>

<h2>Our Smarter Solutions</h2>
<p>From contingent and permanent staffing supply chains to services procurement, our flexible, adaptive VMS platform, c.net, and our team of specialist experts, work seamlessly together to solve your complex, people-based procurement challenges.</p>

<h2>Book a demo</h2>
<p>Book a demo of our c.net platform with our workforce experts and find out about the art of the possible. They&rsquo;ll show you exactly how Comensura&rsquo;s leading technology can work for you.</p>

<h1>Understanding and using SoW management from Comensura</h1><p>Welcome to Statement of work (SoW) management from Comensura! If you have not used the solution - or indeed a structured way or tech platform in which to manage your services or project SoWs - then this page is for you.</p>

<h2>Award winning workforce solutions and technology</h2><h2><br></h2>

<h3>Optimise your services procurement with ultimate visibility and control</h3>

<h2 class="MsoNormal">Top 4 SoW management questions answered</h2><p>We know that for someone new to using SoWs or managing an SoW in a new tech platform, there are questions. But don’t worry, it’s quite simple once broken down into bitesize chunks. Our experts have detailed what we believe are the top 4 questions for users new to SoW management from Comensura.&nbsp;</p>

<h2>Speak to our SoW experts</h2><p>Get support, advice or demo of our c.net technology platform with our SoW experts and get started managing your first SoW. Our experts will show you exactly how Comensura&rsquo;s leading SoW managed solution and c.net technology can work for you.</p>

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<h1>Suppliers</h1><p>Working with Comensura gives suppliers, the potential to supply temporary, consultant, interim and permanent staff to <strong>more than 133</strong> large public and private sector organisations. We manage <strong>over £1 billion of workforce spend</strong> globally – so it’s no surprise that our recruitment suppliers see Comensura as a key route to market and have seen <strong>significant growth</strong> as a result.</p>

<p><strong>Free yourself from sales and marketing costs&nbsp;</strong></p><p>Orders come directly from our c.net VMS platform. There’s no selling or marketing involved, saving suppliers both time and money and allowing them to devote more resources to what they do best: outstanding sourcing, candidate management and customer service.&nbsp;</p><p><strong>Keeping our suppliers happy&nbsp;</strong></p><p>Comensura can only provide the best service for our clients if our suppliers are happy. And that means making sure our suppliers get real benefits from being part of our network.&nbsp;</p><p><strong>Access wider opportunities&nbsp;</strong></p><p>Suppliers can respond to opportunities from organisations which they wouldn’t be able to reach any other way. In our UK and Australia regions, we have wide coverage of some of the largest private sector companies and a public sector organisations.&nbsp;&nbsp;</p><p><strong>Compete on a level playing field&nbsp;</strong></p><p>We’re independent and don’t supply workers ourselves. What matters to us is a supplier’s expertise and ability to fulfil our client’s requirements. Small or large, every supplier competes for business on equal terms, each able to maximise opportunity on their own specific strengths.&nbsp;&nbsp;</p><p><strong>Build a track record and get greater opportunities&nbsp;</strong></p><p>We rank suppliers using a mixture of quantitative measures and customer feedback. The better client needs are met, the more opportunities a supplier gets. Suppliers can see exactly how they rank and compare with competitors.&nbsp;</p><p><strong>Get paid sooner&nbsp;</strong></p><p>Our automated payment process includes online timesheets and gives clients an accurate single weekly invoice covering all their Comensura workers. This makes it quick and easy for clients to check and process payments, so suppliers get paid sooner - which is great for cashflow.&nbsp;&nbsp;</p><p><strong>Save admin time&nbsp;</strong></p><p>Our c.net software streamlines workflow and saves suppliers time. The technology is simple to use, and we help suppliers make the most of it. Initial training gets suppliers up and running, and there’s 24/7 support from our Customer Service Centre with dedicated supplier support.&nbsp;</p>

<h2>Become a supplier</h2><p>We only work with the best recruitment suppliers. Like-minded partners that share our candidate-centric approach. If you would like to join the Comensura supplier network, get in touch.</p>

<h2>Talent bank</h2><p>Our Talent bank solution provides real-time access to a pool of high quality, pre-screened contingent workers, ready to go – for any unexpected or last-minute positions you need to fill fast.</p>

<h1>Technology</h1><p>Make <strong>efficient and informed decisions</strong> with our intuitive and adaptable VMS technology platform c.net.</p><p><span style="background-color: rgb(255, 255, 255);">Based on customer feedback to </span><strong style="background-color: rgb(255, 255, 255);">overcome staffing challenges</strong><span style="background-color: rgb(255, 255, 255);">, c.net helps you to recruit better workers objectively, </span><strong style="background-color: rgb(255, 255, 255);">saving time and money</strong><span style="background-color: rgb(255, 255, 255);"> without compromising on technology that fits around your organisation.&nbsp;&nbsp;</span></p>

<h2>Technology benefits</h2><p>We make things simple – with one place for all your people-based procurement needs. Forget the chaos of multiple hiring managers juggling multiple systems and invoices from multiple suppliers.</p>

<h2>Book a demo</h2><p>Arrange a demo of our c.net system with one of our supply chain management specialists. They’ll show you exactly how Comensura’s leading technology can work for you.</p>

<p>Award winning workforce solutions and technology</p><h2><br></h2>

<h3>Vendor neutral contingent workforce management solutions for <strong>finding and keeping great talent, time and cost effectively</strong></h3>

<h2>Vendor neutral managed services</h2><p>We will <strong>change the way you manage your contingent workforce</strong> &ndash; removing the challenges&nbsp;and simplifying working at scale.&nbsp;Our MSP solutions <strong>evolve with you</strong> and can be infused with Impellam&rsquo;s extensive expertise for <strong>improved access to talent</strong>.</p>

<h3>Effective and consistent pre-employment and governance checks</h3>

<h2>Vetting and screening</h2><p>We deliver effective and consistent application vetting and screening regardless of assignment type. This covers a variety of pre-employment and governance checks.</p>