The Freelance Global Group is a specialist facilitator of engagement models that assists organisations in reviewing their traditional employment thinking by exploring alternative engagement structures. Established in 1990, Freelance has a presence in all Australian capital cities, assisting  organisations to implement workforce engagement models that attract, retain, motivate and reward their resources.

Freelance has provided alternative engagement and remuneration models for contractors for nearly two decades and in doing so, manage the risk and compliance of contract workers. This enables organisations to streamline their administration, maximise productivity, and reduce overhead and head count.

• compliance, corporate governance and risk management with all models, processes and procedures
• reduced workforce overheads, including the reduction or elimination of contingent and statutory liabilities from your  balance sheet
• greater workforce morale, motivation and productivity through engagement models that foster the individual’s ownership of results and outcomes
• greater flexibility over the performance of activities and autonomy to achieve set targets to deliver results
• greater ability to attract and retain skilled professionals through greater flexibility and maximised financial returns
• reduced turnover costs.

Existing Workforce Engagement Methods

Most organisations will, at some point in time, use a number of different engagement methods to constitute their workforce, and this is particularly so when project resourcing or budgetary considerations require flexibility within the terms of engagement.

Too often however this can result in a false economy for the organisation as the administrative burden of managing multiple engagement processes, combined with the expense of statutory compliance (and indeed, the risk of penalty for non-compliance), is counter- productive to the organisation's objective.

The three primary forms of engagement in the Australian workplace today are employment, contract labour and labour hire.

Employment (Full time, Part time and Casual)

This is the most widely used form of personnel engagement and involves the parties entering into an employment arrangement that covers both the common and industrial law aspects of the employment. Traditional employment requires the organisation to meet all statutory costs and accrue employee entitlements.

Under this method the organisation must administer the complex array of statutory payments such as withholding tax, workers compensation insurance and superannuation contributions, as well as award entitlements such as, holiday, sick and maternity and paternity leave accruals. Employment can create considerable restrain and inflexibility and a significant cost burden to the organisation.

Contract Labour (Pty Limited and ABN)

The use of contract personnel has increased dramatically in recent years with many individuals setting up companies or obtaining ABNs as a means of providing services to organisations. These arrangements may carry considerable risk and compliance concerns for organisations engaging contract services. Whilst potentially offering greater financial returns to the individual contractor, the reality is that many of these arrangements may, when considered in the legal context, be found to be one of employment.

Labour Hire / Recruitment (Contract labour)

Many organisations rely on labour hire firms to provide contractors to fulfil certain roles and functions. Many of these arrangements use employment contracts which incorporate all statutory charges and employment on costs plus the on hire charge. Labour hire does not evaluate the assignment or assess the individual with respect to the most appropriate engagement which can lead to inefficiency and potential exposure to the organisation.

Freelance Engagement Models

Freelance’s role is to facilitate the most effective framework within which an organisation and one or more individuals who have already agreed to work together, can establish a commercial relationship that delivers significant benefits for all stakeholders. 

Our engagement models demand mutually beneficial outcomes for both the organisation and the individual, and do so by delivering sustainable cost savings to the organisation and allowing it to concentrate on core business activities and growth, whilst improving the financial position and welfare of existing and proposed personnel.   Freelance provides a workforce management solution that is responsive to the rapidly changing workplace landscape, and one which is tailored to achieve the organisation’s commercial objectives.  

• determine whether each engagement is best structured as an  independent contracting or employment relationship, and
• ensure total compliance with all statutory, taxation and common law requirements applicable to the respective relationship.

Engage Tomorrow's Workforce Today

The Freelance workforce audit and assessment process is, in the first instance, a risk management exercise which provides organisations with the opportunity to consider proposed changes to its existing work environment and remuneration methodology.

The scope of the audit process can be as narrow or wide as the organisation desires, and can be conducted in respect of either or both of the organisation's employee and contracted workforces, as well as any new or proposed engagements.

Freelance can provide a workforce management solution which is responsive to the rapidly changing workplace landscape, and one which is tailored to achieve the organisation's commercial objectives through:

• risk management and corporate compliance
• single point workforce management and administration
• mutual benefits to the organisation and the individual

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