Labour hire can be a great way to get work quickly, build experience, and access opportunities you might not find through direct hiring.
If you’ve never worked through a labour hire provider before, it’s normal to have questions like: who is my employer, how do I get paid, how do rosters work, and what happens when an assignment ends?
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Key takeaways
- You’re usually employed and paid by the labour hire provider, while the host site manages day-to-day work.
- Pay is based on approved hours (timesheets) plus any applicable penalties/allowances.
- Most delays happen from missing documents or late timesheet approvals—get organised early.
- Ask clear questions upfront (rate, roster, start date, PPE, induction, medicals/checks).
What is labour hire (in plain English)?
Labour hire is when a business needs workers and engages a provider to supply people to work at their site.
In many arrangements:
- You are employed by the labour hire provider, and
- You perform work at a host client’s site, under that site’s supervision and safety rules.
The provider supports the employment side (placement, pay, paperwork). The host site manages the day-to-day work.
Who is your employer?
Typically, the labour hire provider is your employer and pays your wages (not the host site). Your exact engagement type can vary by role and arrangement, so it’s worth confirming this in writing before you start.
Why do some jobs use labour hire? This explainer covers the difference: Labour hire vs permanent recruitment
Pay, rates, and allowances (what to confirm)
Before you start, confirm the details that affect your pay and take-home amount:
- Pay rate: hourly base rate and what it’s based on (role, experience, site).
- Penalties and overtime: when they apply and how overtime is approved.
- Allowances: travel, tools, meals, site allowances (if relevant).
- Pay cycle: weekly/fortnightly, and the cut-off for timesheets.
- Superannuation: whether it’s included or paid on top (confirm on your payslip).
- Timesheets: how to submit them and who approves them.
Important: pay and conditions vary by role, location, and site requirements. Always check the details in your contract and any applicable workplace instrument.
Rosters, shifts, and timesheets (what to expect)
Your roster depends on the host site and the role. Common patterns include:
- Standard day shift (Mon–Fri)
- Rotating shifts (days/nights)
- Compressed rosters (longer shifts, more days off)
- Project or shutdown rosters (short-term, intensive work)
Most labour hire roles require timesheets. A common process is:
- You work the shift(s) on site.
- You submit your hours (timesheet) by the agreed cut-off.
- A supervisor approves your hours.
- You’re paid on the next pay cycle (assuming approvals are completed).
Tip to avoid pay delays: submit timesheets on time, confirm the correct approver, and keep your own record of hours (especially in the first few weeks).
Onboarding and compliance (what you’ll usually need)
Every site is different, but common onboarding requirements include:
- Right-to-work documents
- Driver licence and role-relevant tickets/licences
- Bank details and tax file number
- Emergency contact information
- Site induction and safety briefing
- Role-specific training (as required)
Depending on the work, you may also need:
- Police check
- Medical/fitness assessment
- Drug and alcohol screening
- Trade qualification evidence
Simple way to speed things up: keep a digital folder with scans of your tickets, licences, and key documents, plus a current resume.
What happens when an assignment ends?
Labour hire is often assignment-based. Some assignments are short (days/weeks), like shutdowns or peak periods. Others can run for months, and some can become ongoing if the site need continues.
When an assignment ends, your provider may:
- Move you to another role, or
- Place you back into the available pool while they find the next assignment.
To keep work consistent, it helps to communicate availability early, keep tickets current, maintain strong attendance and safety performance, and build a good reputation with supervisors and site contacts.
Questions to ask before you accept a role
- What are the shift times and roster pattern?
- What is the pay rate, and what penalties/allowances apply?
- Is overtime likely, and how is it approved?
- What is the start date and expected assignment length?
- What tickets/licences are mandatory vs preferred?
- What onboarding steps are required (induction, checks, medicals)?
- What PPE is required and who supplies it?
- How do timesheets work, and who approves them?
- Who is my main contact if I have questions or issues?
- What happens at the end of the assignment (extension, redeploy, standby)?
Red flags to watch for
- The role details are vague (hours, location, rate, start date).
- There’s pressure to start without proper induction or safety briefing.
- PPE and safety requirements are unclear.
- The pay process is unclear (timesheet approvals, pay dates, contact person).
- You’re asked to work outside your competency or without the right tickets.
Next step
Search current roles and apply: Programmed jobs search
General information only: this article provides general information and is not legal advice. Employment conditions vary by role, location, and site requirements.
