Staffing & Security Services
Compliance follows both the employer and deployment model, with contractor documentation and wage evidence under continuous scrutiny.
Discuss your workforce modelWhere the compliance pressure usually sits
Deployment across client establishments
Workers deployed at client sites remain the staffing firm's compliance responsibility even when the client controls the day-to-day work.
Contract labour and licence controls
Licence coverage has to match actual deployment headcount at every client site, not just the number on the original application.
High-volume wage evidence
Large, fast-moving payrolls need wage and attendance evidence that can be produced client-by-client on demand, not reconstructed after a notice.
Principal-employer coordination
Clients increasingly want visibility into the staffing firm's own compliance position before they will accept the deployment.
What an engagement usually covers here.
- Client-site deployment mapping against licence coverage
- Contract labour licence renewal and headcount reconciliation
- Client-wise wage and attendance evidence packs
- Principal-employer coordination and compliance visibility
- Large-payroll statutory reconciliation across deployments
Where engagements in this sector usually start.
Most programmes combine two or three of these, sequenced by what carries the most exposure first.