For all types of workers existing in an organisation, there are labour laws guiding their employment which employers and organisations must comply with.
In Nigeria and other countries of the world, we find contingent workers who exist for projects, assignments, and other duties assigned to them. These workers are not just recruited without following or adhering to stipulated laws.
As an organisation or employer, this article will guide you in how to utilise strategies for ensuring compliance with labour laws for contingent workers.
Who is a Contingent Worker?
A contingent worker is a temporary employee who is also referred to as a non-permanent worker hired to work on a specific project, assignment, or period of time. In identifying contingent workers as touching the role they take up in organisations, it includes freelancers, independent contractors, temporary or seasonal workers, and contract workers.
Organisations often use contingent workers to supplement their workforce during peak periods, fill skill gaps, or work on specific projects.
While they are found carrying these activities, they are not entitled to the same benefits permanent employees get. This is a major difference between contingent and permanent employees. Benefits, such as health insurance, paid time off, retirement plans, are not included in the job benefits allocated to contingent workers.
Compliance with Labour Laws for Contingent Workers
For any organisation to maintain its reputation and continuity, complying with relevant laws and regulations, especially that which relates to employees, must be followed to the letter. Ensuring compliance with labour laws, such as the labour laws in Nigeria, which guides the employment of workers in organisations must be abided by. So, whether it is a freelancer, contract worker, or temporary employee, these individuals are entitled to rights and protection as found in each labour laws existent in different countries.
Strategies to Adopt
In order to ensure that compliance with labour laws for contingent workers is in place, organisations must be willing to conduct risk assessment to identify potential areas of non-compliance. This process also includes reviewing the contracts, policies, and procedures that are already existing for proper alignment with labour laws and regulations.
Another strategy is established by providing training and education to managers and supervisors charged with the responsibility of overseeing contingent workers. The training would include organisational policies and procedures, covering areas of relevant laws and regulations. This can be effectively carried out with a proper system in place for monitoring and tracking compliance. It is no wonder companies adopt innovative human resources software platforms to carry out this task.
Having an established system that clearly states policies and procedures for hiring, and terminating contingent workers rids all forms of complexities that may arise in the future. This helps to ensure that contingent workers are properly classified, paid, and provided with required benefits.
Effective communication, carrying contingent workers along with matters related to their rights and responsibilities, including all that is needed from them is critical to maintain a good reputation.
Ensuring compliance with labour laws and regulations for contingent workers is easy when thorough risk assessment is in place, clear policies and procedures are established, monitoring and tracking compliance is utilised, and training and education is carried out.