Free self-assessment · Australian labour hire · ~2 minutes
Labour Hire Exposure Check: see where your firm carries risk.
Payday Super lands 1 July 2026. Licensing rules differ by state. Records that can’t survive a dispute cost firms in a claim. This check shows you, in plain English, where you’re exposed — and the one next step that closes each gap.
~2 minutes · free · no sign-up to start
- Built by an admitted NSW solicitor, former PwC.
- General information, not legal advice.
- Verifies hours — not wages, tax or super.
Free · about 2 minutes · no sign-up to start
Are you exposed?
A short, plain-English self-assessment of where a labour hire firm carries risk — Payday Super, licensing, records, Fair Work and chain-of-responsibility. You'll see your result on screen, free, before anyone asks for your details.
Indicative self-assessment only. General information, not legal advice — no solicitor–client relationship is formed. See the full disclaimer below.
Short answer
The Labour Hire Exposure Check is a free, two-minute self-assessment for Australian labour hire firms. It maps your current setup to five risk areas — Payday Super, state licensing, worked-hour records, Fair Work exposure and chain-of-responsibility — and returns an indicative profile of where you may be exposed, with a concrete next step for each. It is general information, not legal advice.
What the check looks at
The check is deliberately short and asks only about how your operation works today — not what you intend to do. Each answer maps to one of five risk areas.
- Payday Super readiness — from 1 July 2026, super is paid every pay run and must reach the fund within 7 business days; unpaid super can reach a director personally.
- Labour hire licensing — QLD, VIC, SA and the ACT run mandatory schemes; NSW, WA, TAS and the NT do not. The obligation follows where work is supplied.
- Records & evidence — whether your worked-hour records would survive a disputed pay claim. Records must be kept for seven years.
- Wage-claim & Fair Work exposure — dispute history and record-keeping obligations that drive underpayment risk.
- Chain-of-responsibility — exposure carried up the chain through head-contractor and principal relationships.
Why "exposure", not "audit"
This is a self-assessment you run on yourself, not a formal audit or a legal opinion. It gives you an honest, indicative read so you can see what's worth attention before it becomes a problem — and decide whether a short conversation is worth your time. Every flagged area links to the rule it's based on, so you can see exactly why.
Want the full report?
The check is free and your on-screen result is yours to keep. Complete it and we’ll email your full report as a PDF — the step-by-step for every gap, your gaps in priority order, and, if it’s useful, a short, no-obligation walkthrough. No sales scripts.
Frequently asked questions
What is the Labour Hire Exposure Check?
It is a free, indicative self-assessment for Australian labour hire firms. In about two minutes it asks how you operate today — which states you supply into, how you record hours, how super is paid — and returns a plain-English profile of where you may carry risk across Payday Super, licensing, records, Fair Work and chain-of-responsibility. It is general information, not legal advice.
Does Payday Super affect labour hire?
Yes. From 1 July 2026, employers must pay super every pay run rather than quarterly, and contributions must be received by the employee’s fund within 7 business days of payday. For labour hire running weekly payroll that means weekly super exposure, and unpaid super can attach to a director personally through the Super Guarantee Charge and Director Penalty Notices.
Which Australian states require a labour hire licence?
Queensland, Victoria, South Australia and the ACT operate mandatory labour hire licensing schemes. New South Wales, Western Australia, Tasmania and the Northern Territory do not. The obligation follows where workers are supplied, not where the business is based — so a firm based in a no-scheme state still needs the destination state’s licence to supply there.
How long do I have to keep worked-hour records?
Australian employers must keep time-and-wages records for seven years. They must be legible, in English, and not altered except to correct a genuine error. If a required record is not kept, the employer can carry the burden of disproving an underpayment claim — so records that would survive a dispute matter.
Is this legal advice?
No. The check provides general information and an indicative self-assessment only. It is not legal, financial or tax advice, and using it does not create a solicitor–client relationship. It was built by an admitted solicitor and former PwC adviser as a credibility resource, but FLOSMOSIS does not provide legal services. Obtain professional advice for your circumstances.
Sources: Australian Taxation Office, Payday Super; Fair Work Ombudsman, Record-keeping and Labour hire and supply chains. Indicative only; confirm current requirements at the source.