Businesses that contract a labour hire worker can be presented with different health and safety challenges than that of a permanent worker. Whether an employer hires directly or engages a host employer, there are important facts to remember and practices that can be followed to reduce the risks faced with seasonal hiring.
Under the model WHS Act, all labour hire PCBUs and host PCBUs have a primary duty of care for the health and safety of a labour hire worker. Labour hire employees have the same legal rights as any other employee so its key that workplaces are diligent in risk, safety and injury management.
Liability for workers compensation claims is judged case by case therefore liability can fall on one party or shared between a labour hire employer and a host employer. An example of shared liability and contribution was highlighted in the legal case of Stavrakijev v Ready Workforce & Anor VSC 69 (13.11.2018) where the plaintiff was awarded damages of $890,000.00.
REDUCE THE RISKS
Here are a few considerations to help workplaces reduce the risks that come with short term workers and to help your Seasonal Hiring.
How will this approach benefit your business?
By doing some groundwork before a recruitment drive, your business experience some great results, including:
As a WHA Onsite Healthcare Provider you can enjoy:
– A competitive salary
– Laptop, Phone & Work Vehicle
– A generous training allowance
– Access to a full time training manager to coach you in your professional development
We welcome applications from Chiropractors, Physiotherapists and Osteopaths, unless otherwise specified in the job description.