Employee or Contractor?

From changes to unfair dismissal to migration law, added .25% on the superannuation contribution and then the 2.6% increase in minimum wages adding to the high costs of employing staff, the time has never looked more attractive to outsource and have contractors.

Why add expenses to your budget that can be accommodated within the contractor’s fee and only pay for the time you actually use?

Are you paying for ‘babysitting’ the phones in your absence? Are you paying for the non-performance periods of the day/week/year? When you contract out some of the work that doesn’t need to be contained within your business i.e. IT, bookkeeping, marketing and special admin projects then you start to see the shift in the way you run the business and your bottom line. As an employer, it is your duty to be aware of these changes in legislation and beware, there are more changes on the way. It’s becoming an absolute legal mindfield and in some cases, beyond the realm of the pay officer.

When you outsource you can reduce and control operating costs therefore improve company focus. By doing this, you can also free up internal resources for other purposes  thus make capital funds available for growth. You save money, regain the focus and forget the headaches of employment obligations. You may need to be mindful that the contractor can only receive 80% of their income from one source so it’s not about converting existing staff to full time contractors. Find out your obligations that have changed this financial year. 

As an outsourcing specialist, my business runs on assisting businesses that recognise the benefits of keeping their focus on the skills they have and the savings created by outsourcing. Why not have a confidential chat with me to see what a difference it could make?