If you think that contract or temporary work is a last resort, think again.
According to a new research by web-based employment screening solutions provider, WorkPro, such work is a positive alternative to permanent work for many Aussies who find the flexibility and variety of work appealing.
Not only that, many also feel that they are well-treated and have a good understanding of their rights at work, hence the job satisfaction.
WorkPro’s quarterly Workplace Pulse surveyed more than 2,300 contractors and agency-employed workers – also known as “contingent” workers, revealed that 86% of the workforce prefer temping and contract work as a lifestyle choice, and not as a last resort.
The survey further revealed that:
• 65% of the workforce are willing to accept permanent work if the right job came along
• 65% of the workforce enjoy the flexibility and variety of temping or contracting
• 21% say it suits their current lifestyle due to study commitments (9%), a career break (5%) or a reduced workload (7%)
• 14% said contracting or temping was all they could find at the time
• 14% also cited that pay is a key attraction.
WorkPro Manager, Tania Evans, said that the research sheds new light on the typical stereotype of contractors and temps, and their willingness to do this type of work.
The findings paint a picture of a workforce that favours flexible hours, autonomous working conditions and stimulating content.
“They have specific skill sets and want a work/ life balance that is sometimes hard to find in a full-time permanent position,” Ms Evans said.
“It is increasingly clear that the way Australians are working today is different to any other time in history. Modern workplaces include a mix of “traditional” permanent employees, as well as contractors, consultants and on-hire workers. People who choose to work this way do so for a number of reasons, often because it suits their lifestyle at the time,” she said.
While flexible work attracts Aussies for a myriad of reasons, the research found these employees are highly informed and have been accepted into the modern Australian workplace – 70% of workers say they are fully aware of their employment rights and responsibilities, and 88% say they feel welcomed by their permanent colleagues upon starting a new role.
It also found that this type of work is no longer confined to its traditional demographic of school leavers and university students. WorkPro’s survey found almost half (49%) of respondents were thirty years of age or older.
“We are now seeing a new breed of contingent workers who are assuming greater responsibility for themselves and their rights and obligations as ‘free-agents’,” Ms Evans said.
“Employees of all ages are using contingent work to fit in with their lifestyle, not just while studying, but parenting and even those who are not quite ready to retire completely,” she said.
Ms Evans said the demand was also coming from employers, as they look to service sudden growth spurts or projects, where temporary or specialist skills can be called in relatively quickly to get the job done.
“It’s the new normal for a variety of white and blue collar industries and Australians are making the most of it,” she said.
However, with new Work Health and Safety harmonisation laws set to come into effective as of 1st January 2012, WorkPro warns employers need to be ready to manage a more diverse workforce and be aware of their new obligations.
“The new laws will impose greater responsibility on all employers to be liable for the health and safety of their ‘total’ workforce – this will include permanent staff as well as temps, contractors and even voluntary workers operating on their premises,” Ms Evans said.
“More importantly, regulators will require tangible evidence of a plan, system or process in place that prevents any potential workplace hazards and addresses the needs of all types of ‘staff’ at any one time,” she said.
Other findings:
Despite feeling empowered, contract/ temp workers are still hungry for information. The following tips were cited as most helpful for them before starting a new job:
• Upfront briefing on what’s expected of them
• Manual instructions/guidelines on how to conduct required work
• Information regarding the likely OHS hazards of the workplace and procedures
• Introduction to other staff around the office
• Having pay clearly explained