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The casual employment rules that apply in 2026 come from changes that commenced on 26 August 2024. A person is a casual only if, when they start, there is no firm advance commitment to ongoing work and they are entitled to a casual loading or casual pay rate, and that

Labour hire places workers on your site who remain employed by the agency, so the agency carries payroll, superannuation and workers compensation while you direct the day-to-day work. In Sydney warehouse and manufacturing settings you are charged an hourly on-charge covering the worker’s award rate, casual loading, superannuation, workers compensation,

Choose a manufacturing recruitment agency on four things: whether they have placed people into your specific environment before, whether they screen for the physical and shift realities of the role rather than just the résumé, what their replacement guarantee actually covers, and who carries the WHS and workers compensation obligations

Factory jobs in Sydney cover process work, production operating, machine operating, assembly, packing and warehouse support, and most sit in Western and South Western Sydney: Smithfield, Wetherill Park, Ingleburn, Prestons, Silverwater and Seven Hills. Under the Storage Services and Wholesale Award, casual rates start at $33.85 an hour from 1

Casual conversion is the process that allows an eligible casual employee to change to permanent full time or part time employment. Under the current rules, this happens through the employee choice pathway in the Fair Work Act. Eligible casuals can give their employer written notice that they want to convert,

Labour hire is an arrangement where a business gets workers from a labour hire agency instead of employing them directly. The agency recruits, employs, and pays the workers, then supplies them to your business, where they work under your day to day direction. You pay the agency a single hourly

Sydney runs on its industrial workforce. Every product on a supermarket shelf, every parcel at a front door, and every item on a production line passed through the hands of manufacturing and warehouse workers first. These industries offer some of the most accessible and dependable career paths in the city,

Every business that hires people eventually runs into the same question. Should we treat recruitment for our warehouse team the same way we treat recruitment for our finance team? The short answer is no. Blue collar recruitment and white collar recruitment target different candidate markets, use different sourcing methods, and

The cheapest agency option can be the most expensive decision you make all year. When budgets are tight, it is tempting to choose the lowest fee and hope for the best. The problem is that the fee is only a fraction of what a hire actually costs you, and a

The new financial year forces a decision that many managers put off. Do you commit to permanent headcount, or do you keep your staffing flexible? Choose wrong in either direction and you either overspend on idle capacity or scramble to cover demand you did not plan for.  The truth is

You raised the pay rate, improved the roster, and still the new starters leave within weeks. If that pattern sounds familiar, the problem is rarely money. In manufacturing and production, the most common reason good people walk out the door is a mismatch of values, pace, and expectations. This is

Recruitment process outsourcing, usually shortened to RPO, is an arrangement where an external partner runs all or part of your hiring function as an extension of your business: sourcing, screening, interview coordination, offer management and onboarding, generally under your employer brand. It differs from using a recruitment agency in both