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Tag: workforce

  • Revolut Set to Triple Singapore Workforce: Spearheading Fintech Innovation and Regional Expansion

    Revolut Set to Triple Singapore Workforce: Spearheading Fintech Innovation and Regional Expansion

    Revolut, a leading fintech company based in London, has announced its intention to triple the size of its workforce in Singapore over the next few years. This decision is primarily aimed at bolstering product innovation and facilitating regional expansion.

    The fintech giant is collaborating closely with the Singapore Economic Development Board (EDB) and its investment division, EDBI. This partnership has been instrumental in the company’s growth, with the number of employees in Singapore having doubled between 2024 and 2025.

    Revolut’s expansion initiatives extend beyond Singapore. The firm recently established its global tech hub in Manila, and it is currently studying the possibility of venturing into several other markets across Asia.

    Revolut is highly optimistic about its long-term prospects in Asia, viewing Singapore as a pivotal point for its regional activities. Victor Stinga, Revolut’s Chief Financial Officer, lauded the strategic investment from EDBI. According to Stinga, this investment validates Revolut’s ambitious plans in Asia and emphasizes Singapore’s crucial role in these plans.

    Furthermore, the backing from EDBI enhances Revolut’s ability to invest with both ambition and discipline. By doing so, the company aims to escalate its product capabilities, deepen its regional presence, and build robust operations to support its steady growth.

    Questions & Answers

    What are Revolut’s plans for its Singapore workforce?
    Revolut intends to triple its workforce in Singapore within the next few years to support product innovation and regional expansion.

    How has the partnership with the Singapore Economic Development Board (EDB) and EDBI impacted Revolut’s growth?
    The partnership has been instrumental in Revolut’s growth, helping it to double its headcount in Singapore between 2024 and 2025.

    What are Revolut’s expansion plans in Asia?
    In addition to tripling its workforce in Singapore, Revolut has recently launched a global tech hub in Manila and is evaluating the possibility of expanding into several other markets across Asia.

  • Singapore Injects $466,000 Lifeline Into Workforce: Relief for Workers Stranded by Company Liquidations

    Singapore Injects $466,000 Lifeline Into Workforce: Relief for Workers Stranded by Company Liquidations

    Between 2023 and 2025, the Singapore government allocated SGD600,000 (US$466,000) from its short-term relief fund to provide financial aid to 260 employees who were left without pay when their companies went into liquidation. The relief fund aims to support employers who genuinely cannot meet their salary obligations due to business failure, according to Manpower Minister Tan See Leng.

    Regulations and Protections

    Companies that intentionally refrain from paying wages despite having the resources to do so will potentially face legal consequences for violating employment laws when their businesses are liquidated, Minister Tan pointed out. While his ministry does not actively monitor the total count of workers left unpaid as a result of corporate liquidations, he highlighted the government’s understanding of the crucial nature of employees’ salary claims during such circumstances.

    Support Beyond Financial Aid

    Apart from offering aid via the short-term relief fund, the government also assists impacted workers in finding and securing new opportunities with promising long-term prospects through career-matching services and training programs.

    The SkillsFuture Jobseeker Support scheme provides eligible workers who lose their jobs involuntarily with up to SGD6,000 over a six-month period. For lower-income households that require assistance with basic expenses, they can seek financial support from their local social service office.

    Minister Tan emphasized the government’s encouragement and support for Singaporeans to maintain their career health and remain relevant in their professional roles.

    Labour Market Outlook

    Minister Tan also shared insights about the labour market. The financial and insurance services, professional services, and information and communications sectors have been actively hiring and seeing wage growth for professionals, managers, executives and technicians.

    As of September 2025, these sectors had 14,200 job openings, a rise from 12,600 in the previous year. The roles within these sectors are suitable for fresh graduates, according to Tan. He further noted that real median incomes in these sectors in 2025 grew at a rate that exceeded the overall median income increase of 4.3%.

    Questions & Answers

    What is the purpose of the Singapore government’s short-term relief fund?
    The fund is designed to assist employers who genuinely cannot pay their employees’ salaries due to business failure.

    What kind of support does the government provide for workers affected by corporate liquidations, apart from financial aid?
    The government offers career-matching services and training programs to help these workers find and secure new jobs with promising long-term prospects.

    What are the job prospects in Singapore’s labour market according to Manpower Minister Tan See Leng?
    According to Minister Tan, the financial and insurance services, professional services, and information and communications sectors are actively hiring and seeing wage growth, making them promising sectors for job seekers.

  • Japan Bolsters Benefits to Retain Vietnamese Workforce Amid Economic Shifts

    Japan Bolsters Benefits to Retain Vietnamese Workforce Amid Economic Shifts

    Yoshihisa Tawara, a Japanese business owner, is taking measures to improve benefits for his Vietnamese employees in order to secure their continued employment. Tawara’s concerns arise from the fear that rapid economic development in Vietnam, combined with an increasing yen, may discourage Vietnamese workers from seeking employment in Japan.

    On the Frontline of Japan’s Canning Industry

    At the Choshi fishing port in Chiba Prefecture, Ho Thi Thuy Nhung begins her shift at eight in the morning. In a display of raw skill and concentration, she deftly cuts off fish heads and tails and sends them down the grill line. Initially, she found the intricacy of the process overwhelming but has since fully adapted.

    Nhung is one of 16 Vietnamese employees who work alongside 64 others at the canning factory. Tawara, the factory’s general director, asserts the indispensable role of migrant workers in the functioning of leading industries in Chiba – particularly within the canning sector. They tackle a vast range of tasks, from fishing to unloading and processing.

    The Complexity of Migrant Work

    Nonetheless, Tawara is increasingly concerned about whether employees like Nhung will choose to continue working in Japan. His worries are not baseless. Japan’s population is aging, and Southeast Asian nations, notably Vietnam, are making leaps in economic advancement and offering increasingly competitive salaries.

    Nhung moved to Japan for work last summer, leaving behind her family in Vietnam. Despite working strenuously for 14 hours each day in Vietnam, she was only earning US$500 a month, barely managing to cover her family’s living expenses. Her husband was also struggling financially.

    The decision to take a $3,800 loan and relocate to Japan for work was a significant risk for Nhung. Despite the challenges, she felt compelled to secure a better future for her son. Today, she earns approximately $830 a month (after taxes and other deductions) and sends $510 back home.

    Improving Conditions for Migrant Workers

    Recognizing the importance of migrant workers such as Nhung, Tawara has initiated significant changes to his business. He transformed a three-story townhouse into a fully furnished dormitory for his employees and furnished it with all necessary amenities, including cooking appliances. Over the past three years, he has prioritized hiring women over 30, valuing their resilience and professional dedication.

    In light of the current situation, Japanese authorities are planning to overhaul the existing technical internship program, criticized for labor exploitation, with a new scheme in 2027 that will offer more benefits to workers.

    Nhung hopes to achieve financial stability and return to Vietnam within the next three years. In contrast, her colleague, Nguyen Thi Kim Thuan, has decided to stay longer to support her two children through college.

    According to Tawara, migrant workers don’t just come to Japan for work – they have lives and the right to make their own decisions. If they elect to stay, he believes employers have a duty to offer support and companionship on their journey.

    Questions & Answers

    What does Yoshihisa Tawara attribute the success of his canning factory to?
    Tawara believes that the significant contribution of migrant workers is fundamental to the smooth functioning of his canning factory.

    What are the main factors causing concern about Vietnamese migrant labor in Japan?
    The rapid economic growth in Vietnam and the weakening yen in Japan are the main factors causing concern about the future of Vietnamese migrant labor in Japan.

    What steps has Yoshihisa Tawara taken to improve the conditions for his Vietnamese workers?
    Tawara has provided a fully furnished dormitory for his workers, equipped with all necessary amenities. Additionally, he has prioritized hiring women over 30, recognizing their perseverance and professional commitment.

  • Singapore Workforce Trends 2026: Job Hugging, Emotional Salaries and the Death of 9-to-5

    Singapore Workforce Trends 2026: Job Hugging, Emotional Salaries and the Death of 9-to-5

    Recent data from the international payroll and HR platform, Deel, has highlighted five emerging trends that are set to significantly influence Singapore’s work culture and employee decision-making processes by 2026. These findings present a significant shift in the current landscape, challenging employers to rethink strategies surrounding talent retention, workspace design, and compensation.

    Decrease in Job Switching

    Singapore’s workforce has recently observed a notable decline in the frequency of job switching. This rising preference for maintaining a steady career, termed “job hugging,” is not fueled by employee loyalty but rather by a careful approach to career stability. Given the current state of economic unpredictability, workers are beginning to prioritize job security over swift career progression.

    Increasing Importance of Emotional Salary

    With the growing strain on standard pay packages due to inflation and budget constraints, employers are starting to focus on “emotional salary” to attract and retain talent. This concept encompasses various aspects such as recognition, flexibility, autonomy, purpose, and opportunities for personal development. Statistics highlight this trend, showing that only 13% of employees believe their salary has maintained pace with inflation, while 79% desire more flexible payment schedules, and 54% seek greater control over their compensation structure. This data indicates a workforce that values emotional and financial well-being as much as monetary compensation.

    Adoption of Microshifting

    Traditional 9-to-5 workdays are evolving into a more adaptable model through the concept of “microshifting.” This model allows employees to segment their workday into shorter, concentrated periods of work that align with their energy levels and personal needs, ranging from rest to exercise to caregiving. The outcome is a more flexible, productivity-centered work rhythm.

    Shift Towards Conscious Unbossing

    “Conscious unbossing” is a new trend where employees, particularly Gen Z, are consciously moving away from managerial roles to prioritize balance, autonomy, and wellness. This gradual shift is leading employers to reconsider their leadership succession plans as fewer employees express interest in climbing the corporate ladder.

    Rising Career Pressures

    The surge of polished success narratives on professional networks is amplifying what is known as “LinkedIn envy,” a phenomenon where employees grapple with feelings of inadequacy by constantly comparing themselves to others. As career achievements become more public, the emotional pressure escalates, reminding employers of the increasing correlation between psychological well-being and career contentment.

    Forecast for Singapore’s Talent Landscape in 2026

    These emerging trends suggest that employees are reshaping their definition of success and adjusting their expectations of employers. Organizations can seize this opportunity by accommodating these changing priorities through enhancing emotional and financial support, modernizing payroll systems, and overhauling the employee experience from its very foundation.

    Karen Ng, the Regional Head of Expansion, Enterprise, North and South Asia at Deel, explains, “In Singapore, the traditional career path is undergoing a transformation process as employees navigate not only economic turbulence but also evolving personal priorities. The trend of employees ‘hugging’ their current roles due to a yearning for stability is on the rise. When employees feel financially stable and emotionally supported, they are not only more likely to stay but also more likely to positively contribute to organizational growth.”

    Questions & Answers

    What is “job hugging”?
    Job hugging refers to the trend of employees opting to remain in their current roles rather than seeking new opportunities. This trend is driven by a desire for stability and predictability in uncertain economic times.

    What is “emotional salary”?
    Emotional salary refers to non-monetary benefits used to attract and retain talent. This can include recognition, autonomy, purpose, flexibility, and personal development opportunities.

    What is “conscious unbossing”?
    Conscious unbossing is a trend where employees, particularly from Gen Z, are intentionally stepping away from management tracks in pursuit of balance, autonomy, and well-being.

  • WorkJam Brings Next-Gen AI to the Frontline Workforce with Google Cloud

    WorkJam Brings Next-Gen AI to the Frontline Workforce with Google Cloud

    WorkJam Brings Next-Gen AI to the Frontline Workforce with Google Cloud

    WorkJam, the world’s leading digital frontline workplace, today announced an expansion of its strategic collaboration with Google Cloud to deliver enterprise-ready AI solutions built specifically for frontline teams. WorkJam already offers AI Agent, powered by Google’s Gemini models and cloud infrastructure, which is revolutionising how frontline organisations operate—bringing intelligent automation, productivity, and engagement to a new level and this feature will be the first of an innovative road map that will be AI-driven.

    Built on Google Cloud’s Industry-Leading AI Infrastructure

    WorkJam’s AI roadmap is engineered on Google Cloud, providing unmatched scalability, performance, and global reliability. With built-in enterprise-grade security and compliance, it is ready to meet the demands of complex industries such as retail, healthcare, logistics, and manufacturing.

    Powered by Google’s Gemini Models: Multimodal Intelligence for Real-World Impact

    Leveraging Google’s Gemini models, WorkJam delivers intelligent and conversational AI that understands text, voice, and visual inputs—creating more natural, intuitive user experiences for frontline employees. From task automation and knowledge retrieval to in-the-moment support, WorkJam’s AI Agent supercharges productivity and reduces friction in everyday operations.

    An AI Vision for the Future of Frontline Work

    WorkJam’s vision is to continue to transform the frontline experience by integrating Google’s Gemini models to deliver real-time intelligence, automation, and intuitive support directly into daily workflows. By combining voice, text, and visual understanding, WorkJam empowers frontline employees with instant access to knowledge, adaptive training, and seamless task execution—regardless of language or role. This reduces friction, streamlines operations, and unburdens managers to focus on high-value work. AI will enable intelligent labour utilisation, and ensure the right people are deployed at the right time, maximising productivity, engagement, and customer impact for every customer.

    A Collaboration Driving Innovation

    This collaboration enables WorkJam to co-innovate alongside Google Cloud, gaining early access to AI advancements and accelerating delivery of cutting-edge capabilities to global customers.

    Steven Kramer, CEO, WorkJam said, “By integrating the powerful reasoning capabilities of Google’s Gemini models into the WorkJam platform, we’re redefining labour utilisation for frontline teams across the APAC region. This isn’t just about smarter scheduling—it’s about giving managers and employees real-time support to make better decisions, balance workloads, and drive productivity. With Gemini models, WorkJam ensures the right people are in the right place at the right time, improving operational efficiency while creating a more engaging and productive work environment.”

    About WorkJam

    WorkJam was founded in 2014 to improve the lives of frontline workers. As the world’s leading digital frontline workplace, WorkJam combines communication, task management, scheduling tools, learning, and more – all on one app. It is the only complete and unified system designed to revolutionize the way HQs and their frontline work together, boosting efficiencies and productivity. Available in 50 languages with in–line translations, the app helps organizations bridge language barriers and create a more inclusive working environment for all. WorkJam introduces Total Workforce Orchestration®. To learn more, visit WorkJam.com or follow us on LinkedIn.

  • Workplace Technology Critical to Positive Customer Service Outcomes, Research Shows

    Workplace Technology Critical to Positive Customer Service Outcomes, Research Shows

    Only four percent of workers believe that technology did not play a role in their ability to serve customers today 

    Research by Humanforce, a provider of intelligent workforce management solutions, has shown seventy-four percent of frontline workers in Australia, including retail staff, believe that technology plays a critical role in customer service today.

    Alarmingly, while technology is being recognised as increasingly important to meeting customer needs, only twenty-eight percent of Australian retail workers feel that the technology they use in their workplace is advanced, with thirteen percent identifying that the technology in their workplace was either poor or limited.

    “Part-time and casual workers are at the frontline of customer service in Australia, making them commonly the first point of contact for customer queries and taking the lead for any issue resolution. Importantly, these workers rely on technology to connect with their employers and colleagues, assist in their roles and meet customer needs,” said Clayton Pyne, CEO, Humanforce.

    Workers themselves identify that they need advanced technologies to do their jobs, with only four percent of people surveyed saying that technology did not play a role in their ability to serve customers.

    Today, frontline retail workers not only prefer employers that offered workplace technologies that support their work but sought out companies that used technologies that empowered workers to manage their own shifts. Eighty-three percent of those surveyed would be more likely to join a company if they used automated technology to help better manage their work – including tasks, shift availability and pay. Conversely, twenty-three percent of frontline workers would consider leaving an employer if they did not offer technologies in the workplace that helped employees plan and manage their work.

    After mobile phones, tablets, and computers. the workplace technologies reportedly most used by frontline workers in Australia were:

    • Scanners – thirty-six percent
    • Point of sale (POS) systems – twenty-three percent
    • Wearable technologies – eleven percent

    “One bad experience or poor customer service interaction today can lead to customers abandoning a purchase and forming a negative perception of a brand, that may never subside. To meet Australian consumers’ expectations, businesses need to step up their customer service game and support workers with the right technologies,” said Pyne. “Solutions that can speed purchase processes, instantly surface a customer’s purchase history, or provide background on a product issue or complaint, equip frontline workers with invaluable tools and information to better meet customer needs, while in the flow of work.”

    Training was identified as a priority by retail workers to help them adapt to new workplace technologies, with hands-on training provided by a manager or colleague and online training accounting for 49% of respondents’ preferred training metholodogies.

    “In a competitive hiring environment, businesses need to focus on the employee experience by offering workers technologies that support positive customer service outcomes and enables them to better manage their work; while allowing businesses to optimise costs, improve productivity and realise compliance. Workforce management solutions can help simplify workplace processes and empower employees to manage their working lives through automating shift management, onboarding, training and more, while ensuring business objectives are met,” said Pyne. 

    Methodology

    • Humanforce contracted Zoho Survey to survey 500 Australian frontline workers (part-time and casual worker respondents) on technologies used in their workplaces in Q4 2021.

    About Humanforce

    The intelligent platform for your shift-based workforce.

    Almost every shift has its no-shows, late arrivals, and special requests, but you’ve also got to stay up to date with the big shifts in how people work – everything from new employee expectations to new technologies, new regulations and more. Humanforce brings a whole new approach to managing your teams by simplifying the process, giving you complete visibility and allowing you to stay ahead of the curve. That’s why thousands of businesses of all sizes – from hotels to hospitals, resources to recreation, stadiums to shops and more – use Humanforce to get ready for the next shift. www.humanforce.com

    Media Contact:

    Sarah Park

    Mulberry Marketing Communications

    +613 9023 9110

    [email protected]

  • How LVMH plans to reshape Tiffany

    How LVMH plans to reshape Tiffany

    French luxury goods group LVMH LVMH.PA plans to overhaul Tiffany & Co’s vast merchandise lineup to focus more on gold and precious gems while going more upmarket with its silver bangles after closing the $15.8 billion takeover of the U.S. jeweller this month.

    Six sources including two people with inside knowledge of Tiffany’s operations told Reuters the owner of Louis Vuitton would also likely revamp the appearance of the jeweler’s stores and boost its presence in Europe and Asia.

    More than a third of Tiffany’s 320 shops are in the United States and two sources described some of them as out-of-date, shoddy and in need of refurbishing.

    “LVMH can give Tiffany the kind of time and money needed to make some big investments in the product range and in stores worldwide, and wait for those to pay off in the medium term,” one of the sources said.

    At a town hall in New York for Tiffany’s 14,000 employees on Jan. 8 – a day after LVMH installed a new leadership team – the group’s new bosses laid out their initial plans to focus on high-end, sparkling jewelry, said one person who attended it. The group is also considering building out Tiffany’s lineup in watches, another source familiar with its thinking said.

    Unlike such rivals as Richemont-owned CFR.S Cartier and Van Cleef & Arpels, as well as fellow LVMH brand Bulgari, Tiffany’s products range from $150 silver pendants to diamond necklaces priced in the tens of millions.

    Silver jewelry has gross margins of around 90% and offers a perfect entry point for younger, less wealthy shoppers, but top industry names also need the medium- to the high range – with a price tag above $100,000 – to create an aura of exclusivity, experts say.

    In a video message to employees during the town hall, LVMH boss Bernard Arnault, who is also France’s richest man, said he wanted to elevate Tiffany’s standing, even if that took time.

    “We will also prioritize Tiffany’s long-term desirability over short-term constraints,” Arnault said, according to a person who attended. At one point brandishing one of Tiffany’s signature robin’s egg blue boxes, Arnault underscored the label could count on cash-rich LVMH’s resources.

    The world’s biggest luxury goods group, also home to Moet Chandon champagne, was shaken by the COVID-19 pandemic and sales in airport stores plunged, but its biggest labels have stayed the course.

    The mood among some of Tiffany’s workforce is anxious nonetheless.

    A senior store employee in Europe said the jeweler would benefit as a more sophisticated, exclusive brand under LVMH, but also worried about the group’s reputation as a demanding owner.

    “If a store doesn’t quite work, they just shut it down,” this person said, speaking on condition of anonymity.

    Arnault is known for dropping in on stores unexpectedly – including at a Tiffany store in Seoul after the deal was announced in late 2019, where he pointed out blips such as a cleaning product that had been left out on a stand and a pink Post-It note saying “not available” that had been put up on a product, people familiar with the group said.

    LVMH and Tiffany declined to comment. LVMH is due to report full-year 2020 results later on Tuesday.

    After a bruising court battle midway through the acquisition process, which ended with Tiffany and LVMH renegotiating the price tag slightly downwards, Arnault had soothing words for the U.S. jeweler.

    He told the town hall Tiffany’s resilience in recent months had exceeded LVMH’s expectations, one of those presents said.

    The group had previously called Tiffany’s prospects “dismal” due to poor management during the COVID-19 crisis.

    Tiffany regained some ground through online sales and in China in its last quarter. Jewelry as a whole, one of the fastest-growing luxury sectors in recent years, has resisted more than other areas during the pandemic.

    Tiffany is less exposed than rivals to Asia-Pacific – a major driver for luxury sales – which accounted for 28% of its worldwide sales of $4.4 billion in 2019. Europe stood at 11%.

    LVMH will scrutinize store performance and locations and could use its clout to get better leases or find better showcases freed up by other brands within the group.

    New York-based Tiffany, founded in 1837, achieved world fame with the 1961 movie “Breakfast at Tiffany’s” starring Audrey Hepburn, but a fresh marketing push could help the brand.

    Alexandre Arnault – one of four Arnault children with roles at LVMH and now Tiffany’s executive vice president, in charge of product and communication – told the town hall he would focus on advertising campaigns and luring young customers.

    The 28-year-old helped LVMH acquire luggage maker Rimowa and gave it a hipster edge while CEO there, through collaborations with Dior that made it sexy for the runway.

    The young Arnault will work alongside new CEO Anthony Ledru, who ran Vuitton’s global commercial activities but is also known for rolling out its high-end jewelry line and had a previous stint at Tiffany and also at Cartier.

    He takes over from Alessandro Bogliolo, who had already overseen a multi-year renovation of Tiffany’s flagship New York store on Fifth Avenue, and the purchase of an 80-carat-plus oval diamond to be set in a necklace that will become its most expensive piece of jewelry.

  • AirAsia to shed 30% of workforce

    AirAsia to shed 30% of workforce

    AirAsia India is expected to let go of several of its employees as its part-owner, AirAsiaBerhad struggles to maintain its group operations across regions following the outbreak of coronavirus.

    AirAsia Berhad is set to reduce up to 30 percent of its workforce across regions including its Indian operations which it part-owns with Tata Sons as the group struggles to maintain its operations following the Covid-19 outbreak.

    Sources in the airline said that apart from salary reduction up to 75 percent, the group is seriously considering plans to let go between 25 percent and 30 percent of its entire workforce of about 20,000 across regions.

    An AirAsia India spokesperson, however, declined to comment on the possible measures being taken to retrench employees. As of December 2019, AirAsia India had a market share of 7 percent. It has a total fleet size of 30 aircraft and flies to 21 destinations across India.

    The airline sector is one of the most-affected industries since the outbreak of coronavirus across the countries. According to airline consultancy firm CAPA, most airlines in the world could file for bankruptcy soon. “As the impact of the coronavirus and multiple government travel reactions sweep through our world, many airlines have probably already been driven into technical bankruptcy, or are at least substantially in breach of debt covenants.”

    As far as the airlines operating in India are concerned, CAPA said they are expected to incur a total loss of $3.6 billion during the first quarter of the current financial year. Cash reserves are running down quickly as fleets are grounded and what flights there are operate much less than half full, it said.

    Surprisingly, AirAsia India recently received its board’s clearance for increasing its borrowing limit by 1,000 crore to ensure it continues to pay leasing and parking charges for its grounded aircraft. AirAsia India is learned to be the first domestic airline to formally increase the borrowing limit. The decision to increase the limit from 500 crore to 1,500 crore was taken at a meeting of the shareholders in April.

    AirAsia India is a joint venture between Tata Sons, which owns 51 percent in the airline, and AirAsia Berhad. The special resolution was approved to carry out “existing and future financial requirements to support its business operations”

    AirAsia India, which has been struggling since it began its operations in June 2014, recorded a fourth-quarter net loss of 123.3 crore in FY19, which was 26 percent lesser than the same quarter in the previous year. It recorded revenues of 1,057.6 crore, a 65 percent increase from Q4 of FY18 on the back of a 38 percent increase in capacity, and a 19 percent increase in average fare.

  • 80% of Casual Workers Say Negative Media Coverage Influences Their Job Choices

    80% of Casual Workers Say Negative Media Coverage Influences Their Job Choices

    Humanforce, a Sydney based global provider of workforce management solutions, has revealed that negative media coverage can impact Australian retailers’ ability to attract casual workers.

    Eighty percent of respondents in Humanforce’s casual worker survey stated that media coverage of a company underpaying staff would influence if they would work with that employer.

    Humanforce Founder and MD, Bruce Mackenzie, said the survey highlighted how negative media coverage can have long-lasting and costly effects on retail businesses.

    “There have been a number of cases recently involving local businesses underpaying their casual workers,” Bruce said. “Negative media attention makes it harder for any business to attract the best casual workers. This comes at a substantial cost considering a reliable and talented casual worker pool is what supports the success of many Australian retailers.”

    The survey also showed that there’s no hiding negative media coverage from potential casual workers, with 66 percent of respondents stating they would conduct an online search to research a new casual employer. And a further 64 percent said they would ask for word of mouth recommendations from current or previous employees before taking a casual job.

    From March 1st, new clauses aimed at reducing wage-theft come into effect for casual employees covered by a Modern Award with an annualised salary clause, that will require more stringent record-keeping and overtime control measures.

    “By international standards, Australia’s workforce awards and regulations are incredibly complex, which leads to errors,” Bruce said. “And, with the introduction of new practices for payroll aimed at minimising underpayments and non-compliance with awards, retailers operating without workforce management solutions will face increasing challenges in this area.”

    Workforce management solutions can help retailers navigate the complexities of managing casual workers. They help to automate and remove errors when it comes to time and attendance, rostering and scheduling, payroll, as well as managing awards and compliance.

    “While workforce management solutions can support retailers to meet award requirements, it is critical the systems are configured and customised to specifically meet Australia’s workforce awards and regulations. Off-the-shelf solutions from global software vendors are not positioned to interpret Australian awards.  Humanforce, as an Australian-based workforce management solutions provider with local expertise, knowledge and a development and support team on the ground here, is uniquely placed to assist local business with fully customisable solutions for the Australian market.”

    Beyond an employer’s media reputation, the casual worker survey highlighted some incentives that retailers can offer to attract causal staff. When assessing casual jobs and employers, respondents prioritised businesses that offered guaranteed shifts (60%), a positive and fun work culture (54%), wage incentives (52%), flexibility (47%), employee rewards (45%) and premium wages (41%).

    Find out more about Humanforce.

    Methodology

    Humanforce surveyed 500 Australians on their perspectives on casual work in the Q4 period of 2019 via the Zoho Research Platform.