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SavethedateforEmerge2026

We’re returning to NSW Parliament House on Tuesday July 28, 2026 for APSCo Australia’s full-day conference, Emerge.

After an unforgettable 2025 event - where industry leaders, innovators, and changemakers explored the future of work - Emerge returns in 2026, bigger, bolder, and more future-focused than ever. We’ll go even deeper - to explore the opportunities (and challenges) shaping our next chapter. SAVE THE DATE now!

What'sinside?

Recruitment & Co is published by the Association of Professional Staffing Companies Australia (APSCo Australia).

Editorial submissions: jessica@apscoau.org

Advertising enquiries: jessica@apscoau.org

Membership enquiries: kevin@apscoau.org

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It’s a transformative period, no matter your profession It’s a transformative period, no matter your profession

I’m often asked what’s happening in the market — and this year, that question has felt like it’s been on continual loop.

There’s no doubt this has been an exceptionally challenging year Pressure has come from all sides: slowing demand, protracted decision-making, margin compression, reduced government spending, the rise of new technologies, and widespread redundancies across the private sector all against a backdrop of complex compliance requirements and rising operating costs. With so many forces in play, I believe the likelihood of the market emerging unchanged is slim.

Lesley Horsburgh Managing Director APSCo Australia

While my ability to predict the future is no better than anyone else’s, I’m confident that over the next five years, the staffing market will contract. Those who endure will be genuine specialists operating in niche markets, sourcing hard-to-find skills, and working in a hightouch, high-value way with clients who are willing to pay a premium for real expertise.

Digital labour platforms are likely to gain significant market share, posing perhaps the greatest challenge to traditional high-volume agencies. At the same time, MSP, SOW, and true consultancy models will continue to expand rapidly across all sectors And those who embrace the opportunity to diversify now may well emerge as the market favourites

As clients focus on transforming their own approaches to hiring, those who simply “wait it out” hoping for the cycle to turn and the billings room to reignite may face a rude awakening. It’s a transformative period, no matter your profession, and certainly leading an industry association means change for us too .

With that in mind, APSCo needs your help to share how you are preparing for the future via the following short survey. Not only will your contribution help us to shape our own services, but it will also enable us to share real insights back to you as to how firms in the recruitment and staffing arena are readying for the next 5 to 10 years.

Start Survey

APSCo Australia Managing Director

Unlocking the power of the over-50 workforce

Australia’s unemployment rate climbed to 4 5% in September - the highest since late 2021 - while job ads grew by less than 1%. When the market tightens like this, employers can no longer afford to fish from the same shallow talent pool. Yet across the corporate landscape, a quiet prejudice still lingers. Too often, hiring managers overlook older professionals due to outdated assumptions about adaptability or longevity.

Steve Smith Director, Sirius.

APSCo Australia Chair

The truth tells another story: millennials are three times more likely to change jobs within a year than their older peers. As someone who has just turned 50 myself, I see the incredible value and balance this demographic brings. The over-50s contribute depth, mentorship, and calm under pressure traits every team needs, especially in uncertain times.

That’s why APSCo and Sirius have proudly partnered with Age Inc to shine a light on this issue and to support employers in creating more inclusive workplaces Through Age Inc’s Age Inclusive Endorsed Employer program, organisations can demonstrate their commitment to building age-inclusive cultures where diversity, equity, inclusion, and belonging are truly embedded The Age Inclusive badge symbolises that commitment—proving to current and prospective employees that age inclusion is more than a statement; it’s a core value

At Sirius People, we recently reviewed our placements and found that nearly one-third of successful hires were professionals aged 50 and over These aren’t candidates winding down - they’re experienced, adaptable, and consistently among the most reliable performers in the workforce That data reinforces exactly why age inclusion must be more than a conversation; it should be an intentional hiring strategy.

As we approach Christmas, it’s a time to reflect, rest, and plan for the year ahead. The recruitment markets are still slowly repairing, and while demand is returning, many organisations are still rebuilding confidence. The new year offers a moment to reset - to rethink what “ideal talent” looks like and to open the door wider to experience.

Finally, a warm thank-you to Lesley, Carly, and the entire APSCo team for an outstanding Gala Dinner - a celebration of excellence, connection, and community. Events like this remind us that our industry is stronger when it leads with inclusion and purpose. Unlocking the over-50 workforce isn’t just a matter of inclusion - it’s smart business. In 2026, the companies that embrace capability over age will be the ones that thrive.

From all of us at APSCo, we wish our members, partners, and colleagues a safe, joyful, and restorative festive season May the new year bring renewed energy, opportunity, and a continued commitment to building a more inclusive future of work

AI and the shifting shape of work in APAC AI and the shifting shape of work in APAC

As we head into 2026, Artificial Intelligence (AI) is no longer a distant concept, it’s actively reshaping how organisations engage talent. In the Asia Pacific region, particularly across Australia, Singapore, and Japan, AI is accelerating a shift in workforce composition that’s especially visible in the contingent labour market.

Mark Coyle CEO, Impellam APAC APSCo Director

Organisations are increasingly relying on AI to manage sourcing, selection, and supplier performance This has led to a rise in hybrid workforce models where automation complements human expertise. AI-powered tools now handle CV parsing, predictive benchmarking, and even Statement of Work (SOW) drafting, tasks once reserved for skilled professionals

This transformation is also influencing team structures As noted in the Everest Group’s mid-2025 report, generative AI is embedded within operations teams, reshaping traditional managed services roles and enabling productivity gains of up to 50% in some functions. These efficiencies are not just technical, they’re strategic, allowing organisations to reallocate human capital to higher-value tasks.

In contingent workforce management, the rise of Explainable AI (XAI) ensures that automated decisions, such as candidate matching or rate analysis, are transparent and auditable, which is critical in regulated industries like finance and healthcare

At Impellam, Comensura’s c net technology continues to support clients with data-driven decisionmaking and ethical sourcing, hallmarks of responsible AI use. Under our Guidant Global brand, we were proud to be named MSP of the Year, a recognition of our commitment to vendor-neutral, transparent workforce solutions

As AI continues to evolve, workforce composition will reflect a blend of machine precision and human experience. The challenge for leaders is not just to adopt AI, but to design workforce strategies that are inclusive, ethical, and future-ready

The future of work will be shaped by how we navigate this intersection of technology and trust. Let’s lead with purpose.

Balancing core and growth in a people business Balancing core and growth in a people business

Stepping into the role of Chief Growth Officer this year has given me the opportunity to think deeply about what drives a people business forward, and more importantly what keeps it strong.

Kristan De Sousa Chief Growth Officer

Six Degrees Executive APSCo Director

At Six Degrees Executive, we’ve intentionally separated our core and growth verticals of the business. Core representing what we know best; the proven, high-performing parts of the organisation that drive productivity and profit. Growth is where we invest ahead of profitthe spaces of potential, experimentation, and belief. Both are essential, but they require different decision making, energy, and mindset.

When everything sits under one umbrella, it’s easy for the needs of one to pull against the other By creating distinction, we’ve given each the focus it deserves, protecting the stability of our core, while allowing growth to move with freedom and pace

In recruitment, it’s easy to view leadership through a commercial lens, growth, revenue, results. But what often gets overlooked is how diverse leadership styles shape decisionmaking, resilience, and culture. You need leaders who think differently, challenge constructively, and bring varied perspectives to the table.

That takes courage and sometimes, vulnerability. I’ve learnt that being honest about what’s working - and what’s not - is part of strong leadership. Growth involves experimentation, and not every idea lands as planned. I feel knowing when to pause or pivot shouldn't be seen as failure; it’s progress.

Having leaders dedicated to our growth vertical gives a business the permission to evolve while staying true to its core identity. Because in the end, it’s people, their energy, resilience, and curiosity that will turn ambition into sustainable success.

Age Inclusive Recruiter Program

The Age Inclusive Recruiter program in partnership with AgeInc is a practical initiative that helps recruiters and hiring managers attract, assess, and advocate for talent at every stage of life.

This program is about ensuring every candidate, regardless of age, has the opportunity to contribute, grow, and thrive; and to ensure consultants, and the clients they recruit for, are actively contributing to a more equitable workforce. This program is designed to create a competitive advantage for APSCo members, as hiring inclusively isn’t just the right thing to do, it’s smart business.

THE COMPLETE RECRUITER TRAINING PROGRAM

The Complete Recruiter has been specifically curated alongside 2 of the market’s well-known coaching and training faces: Sophie Robertson and Russell Webb.

APSCo members enjoy team-wide access—no need to spend thousands per recruiter.

1.How to be successful in the recruitment industry

2 Building your market through candidates

3.Introduction to business development

4.Relationship building with clients

5.Taking an effective job brief

6.Managing the temp process

7.Managing the perm process

8.Keeping the business on your terms

Nearly 300 recruiters already registered!

BECOME A MEMBER TODAY TO ACCESS THE PROGRAM

RUSSELL WEBB TRAINER

SOPHIE ROBERTSON TRAINER

to

Talent International Lotus People Tradewind Australia

Z Staffing Solve By Talent The Network

the Winners

Guidant Global Six Degrees Executive Calleo Resourcing

Preacta Bullhorn

Leadership Recognition

We believe leadership is showing up in all kinds of ways - through resilience, generosity, grit, and quiet consistency.

That’s why this year, rather than naming a single winner, we recognised individuals across two categories - Leader and Future Leader.

We celebrated those who are stepping up, standing out, and setting the tone for what’s next.

Congratulations to those recognised: Simon Hemsley (1Medical), Tahlia Schalch (Australian Medical Placements), John Caldwell (RWR Group), Danielle Johnson (Sirius.), Martin Sharman (The Network), Ty Barclay (ManpowerGroup), Kristan de Sousa (Six Degrees Executive), Laura Capstick (1Medical), Nathan Thomas (Thomas Executive), Michelle Mallaney (The Network) and Jade Hinder (TORRA).

PreDDinner rinks

Sponsoredby

Our MC - Nath Valvo

Solve By Talent

Six Degrees Executive

Preacta Bullhorn

Z Staffing

Highly Commended

Preacta

Thank you to our Sponsors

ampagne veaway

BLet'soogie!

Bullhorn Amplify: AI that empowers recruiters Bullhorn Amplify: AI that empowers recruiters

Recruitment is moving faster than ever, and Bullhorn Amplify is designed to help you keep pace Built exclusively for recruitment firms, Bullhorn Amplify is a new kind of AI recruiting software that automates sourcing, screening, and submissions so your team can fill roles faster, hire smarter, and scale without growing headcount Bullhorn writes

Across the globe, Bullhorn customers are already seeing results. Recruiters using Amplify’s AI Screening Agent can engage with candidates overnight, automatically reviewing applications, responding in real-time, and surfacing the most qualified talent for action the next morning. The outcome: a faster hiring process, happier candidates, and recruiters who can focus on building relationships rather than sorting through resumes.

At Peoplebank, one of Australia’s leading recruitment firms, Amplify has been a game-changer. Candidates using Amplify have given their experience a 4 2 out of 5 rating and where a traditional recruitment process would have only allowed capacity for callbacks to one-third of candidates, Peoplebank estimates that they've been able to triple the number of candidates given an opportunity to progress their application with automated screening That means better candidate experiences, stronger talent pools, and fewer missed opportunities

Laura Byrne, Digital Transformation Lead at Peoplebank, described the impact best:

“At Peoplebank, we’ve always prided ourselves on being early adopters of transformative technology, and implementing Bullhorn’s Amplify platform was a natural continuation of that legacy. We weren’t just looking for an out-of-the-box product; we needed a platform that was flexible enough to create impact across multiple lanes and empower us to build custom experiences tailored to our business. Amplify has delivered exactly that. ”

Byrne adds that from day one, Bullhorn’s partnership approach made the difference:

“The results from our initial use cases have already exceeded expectations, both in terms of candidate engagement and experience. We’ve seen firsthand how Amplify can unlock new possibilities, and we’re genuinely excited about what comes next ” Bullhorn Amplify is helping recruitment firms transform their operations today and preparing them for what’s next

Want to see Amplify in action? Join us at the Bullhorn Australian Roadshow Series, where we’ll showcase Amplify and explore how AI is redefining the future of recruitment Seats are limited register now.

Why every recruitment agency needs a specialist finance broker Why every recruitment agency needs a specialist finance broker

Whether your agency is growing fast or well established, having a specialist finance broker on your side is no longer optional - it’s essential Without one, you may be missing out on better finance options, improved cash flow, and stronger governance

The Finance Consultancy writes

1. Save Time and Money

You and your finance team have better things to do than chase lenders A broker handles that legwork, comparing banks and non-bank lenders nationwide to find the best deal for your working capital, fit-out, or acquisition needs. We make lenders compete for your business, not the other way around.

2. Strengthen Board Oversight

Regularly reviewing finance structures shows your board is fulfilling its duty of care We help ensure your funding arrangements still fit your business strategy and that security requirements remain appropriate for directors and shareholders.

3. Manage ATO Debt Proactively

ATO debt is no longer tax-deductible, which means the cheapest rate isn’t always the smartest The right facility can give you more flexibility and protect your ability to borrow We help you keep tax debt under control and secure finance quickly when needed

4. Prepare for Super Changes

From 1 July 2026, super must be paid as it’s earned not quarterly. Lenders already have zero tolerance for unpaid super, so it’s vital to stay ahead. We can help you manage cash flow and ensure compliance before it becomes a barrier to finance

5. Build a More Saleable Business

With tighter ACCC oversight and more complex acquisition rules, smart agencies are planning succession earlier. The right finance strategy improves business value and makes ownership transitions smoother when the time comes.

At The Finance Consultancy, we specialise in supporting recruitment businesses through every stage - growth, acquisition, or exit. We understand the pressures of the industry and the importance of having the right finance partner in your corner.

Review your options now, speak to a finance broker who understands recruitment businesses to ensure your finance is working as hard as you are For some, waiting until 2026 may be too late

How AI helped insite unlock hidden Talent — and

boost revenue by 20%

How AI helped insite unlock hidden Talent — and boost revenue by 20%

For recruitment agencies navigating an increasingly competitive market, standing out requires both speed and smarter sourcing. UK and US-based staffing firm Insite— specialists in accounting and CPA recruitment—found a way to do both by adopting LinkedIn’s Hiring Assistant, an AI-powered tool that helped them uncover hidden talent and achieve stronger business results. LinkedIn writes.

The challenge: Engaging passive talent in a saturated market

Insite’s recruiters faced a familiar dilemma: most high-quality candidates weren’t actively looking, while top professionals were already being approached by multiple agencies. The team needed a faster, more effective way to reach relevant talent without compromising their relationship-driven approach

The solution: AI-driven sourcing at scale

Insite turned to Hiring Assistant, part of LinkedIn’s suite of Talent Solutions. The platform uses artificial intelligence to surface candidates who match a role even those who may not appear in standard searches and helps recruiters engage with them through scalable, personalized messaging. Crucially, the tool integrates seamlessly into recruiters’ existing workflows, enhancing productivity rather than replacing the human touch.

The results: Faster placements, stronger relationships

The impact was immediate Within months of implementation, Insite recorded a 20% increase in revenue attributed directly to placements made via Hiring Assistant. Recruiters reached six times as many candidates, achieved a 2.15× higher InMail response rate, and reduced time-to-fill by 7%.

Half of the placements came from candidates previously unknown to the team proof that AI can open doors to entirely new talent pools The result? Happier clients, more engaged recruiters, and a stronger market reputation as a forward-thinking agency.

What this means for your agency

For professional staffing firms, Insite’s success highlights three key takeaways:

Act early: Early adopters of AI sourcing tools reach top talent faster. Empower recruiters: Let AI handle the heavy lifting so your team can focus on relationships. Show measurable value: Faster placements and higher response rates strengthen client trust

Insite’s story proves that the combination of human expertise and AI technology can elevate recruitment performance to new heights.

Learn more about Insite’s results and how your agency can achieve similar outcomes: Read the case study or request a demo

gets a shake-up: What the new payday super legislation means for employers

Super gets a shake-up: What the new payday super legislation means for employers Super

Following much anticipation, on 9 October 2025 two Bills were introduced into Parliament the Treasury Laws Amendment (Payday Superannuation) Bill 2025 and the Superannuation Guarantee Charge Amendment Bill 2025. On the same day, the Australian Taxation Office (ATO) released Draft Practical Compliance Guideline PCG 2025/D5 outlining its first-year compliance approach.

Paul Masters Managing Director, Sovereign Private

These developments mark a major shift in how employers will manage superannuation From 1 July 2026, under the proposed Payday Super reforms, employers will be required to pay super contributions within seven business days of each payday a significant change from the current quarterly system Contributions will be calculated on new Qualifying Earnings (QE), which broadly align with existing Ordinary Time Earnings.

Why the Change?

The new rules are designed to address chronic delays and unpaid super. Under the quarterly system, some workers waited months for contributions, missing valuable investment growth. By aligning payments with each pay cycle, the Government aims to improve fairness, ensure timely payments, and enhance transparency across the system.

Key Legislative Updates

A key modification since the March 2025 draft is that the original seven calendar day payment rule has been replaced by a more practical seven business day requirement. The ATO’s draft PCG also introduces three compliance “risk zones” low, medium, and high to guide enforcement during the first year Employers who make reasonable efforts to comply and correct errors quickly will fall into the low-risk category, reducing the likelihood of penalties

What This Means for Employers

While the change is welcome, employers should note that delays by clearing houses or super funds may still expose them to compliance risk. Cash-flow management will also need to adjust, as funds will flow out more frequently. Payroll systems and clearing house arrangements must be updated to ensure contributions are processed within the new timeframe.

Employers should now:

Review onboarding processes for employees and contractors to prevent rejected contributions.

Update payroll systems and configurations for the new QE definitions and annual contribution base.

Review clearing house agreements and remittance processes.

Ensure Single Touch Payroll (STP) data aligns with Payday Super reporting requirements.

How Sovereign Private Can Help

Payday Super represents the most significant rewrite of the superannuation guarantee regime in decades Sovereign Private can assist with reviewing pay codes, payroll configurations, and governance processes to ensure compliance and strengthen wage integrity frameworks ahead of 1 July 2026.

cmr expands doctor division with acquisition of your doctor jobs cmr expands doctor division with acquisition of your doctor jobs

cmr (Cornerstone Medical Recruitment), one of Australia’s leading healthcare recruitment agencies, has completed its first strategic acquisition, welcoming award-winning doctor recruitment agency Your Doctor Jobs (YDJ) into the cmr family.

The partnership combines cmr’s scale with YDJ’s boutique, high-touch approach to deliver even greater reach and service across Australia It marks cmr’s first acquisition and a confident first step for both organisations.

Together, they bring decades of experience and a shared commitment to trusted relationships, personalised service, and supporting Australia’s healthcare community.

“For our first acquisition, we couldn’t be more excited. This isn’t about one brand absorbing another. It’s about amplifying what makes each of us great. Together, we’re building a happier healthcare workforce with heart, expanding our capacity, reach, and impact in the doctors division, and unlocking new ways to serve our communities even better ” Samantha Miklos, CEO of cmr

“We’re excited to join the cmr family, whose family-run approach and people-first values mirror our own. This partnership allows us to build on YDJ’s boutique service legacy while expanding opportunities, support, and resources for our doctors and clients nationwide. ” Justin Smith, Director of Your Doctor Jobs.

The integration will:

➢ Broaden access to healthcare opportunities across metro, regional, and rural Australia

➢ Expand consultant support, delivering faster, high-quality placements

➢ Enhance systems and infrastructure, including payroll, HR and compliance support.

Stronger Together

YDJ will continue to deliver its signature boutique service through its existing consultants, ensuring continuity for clients and candidates while gradually aligning with cmr’s framework. This “Stronger Together” approach blends YDJ’s warmth and legacy with cmr’s scale and creates one unified brand that leads with both expertise and heart.

Over and under, under an of set-off clauses in emp

Justice Perram of the Federal Court of Australia issued a significant judgment in proceedings against Coles and Woolworths dealing with alleged breaches of the Fair Work Act 2009 (Cth) (Act), Fair Work Regulations 2009 (Cth) (Regulations), and the General Retail Industry Award 2010. Gadens explains

Relevantly, key aspects of the judgment addressed the application of contractual set-off clauses and record-keeping obligations for award-covered employees paid annualised salaries.

Set-off clauses for award-covered employees

Employers often pay an all-inclusive ‘annualised salary’ in satisfaction of ordinary hours and other award entitlements. These arrangements rely on carefully drafted contractual clauses allowing overpayments to offset award underpayments.

However, a key issue in this case was whether the employers could apply the contractual set-off across pay periods, or only within each pay period Justice Perram held that, under the Act, entitlements must be paid ‘in full’ and ‘at least monthly’ (or more frequently if required by an award), noting Coles and Woolworths utilised fortnightly pay cycles.

Justice Perram ultimately held that set-off could only occur within the same pay period, aligning with the Fair Work Ombudsman’s approach to underpayments.

Record-keeping obligations

Justice Perram also held that Coles and Woolworths breached the Regulations by failing to maintain records of award entitlements (e.g. penalty rates), noting that paying an annualised salary does not remove the obligation to record these entitlements based on actual work performed

Louise Rumble Partner, Gadens

Diana DIaz Special Counsel, Gadens

Robert McIntyre Graduate, Gadens

Significantly, roster records and clocking data alone were deemed insufficient to satisfy overtime record-keeping obligations under the Regulations, as they were not considered to be ‘in a form readily accessible to an inspector’

Practical steps for employers

While we expect the judgment will be appealed, in the interim some of the steps that employers should take include:

·reviewing annual salary arrangements for award and enterprise agreement-covered employees to ensure payments satisfy entitlements on a pay period basis;

·reviewing time-keeping and payroll systems to ensure they can produce data showing award/agreement entitlements by reference to actual hours worked;

·training managers and staff on working requirements, particularly regarding overtime, to ensure compliance.

For a detailed look at this decision and what this means for employers, please visit Gadens’ website.

What our Members say

“ ... As an APSCo member, we have gained invaluable industry insights and support, bolstering our commitment to excellence. The recruiter certification programs and engaging webinars have notably enhanced our team's expertise. We eagerly anticipate exploring new growth opportunities with APSCo.”

- Peoplebank

NSW workers compensation reforms In doubt NSW workers compensation reforms In doubt

The NSW Government’s proposed overhaul of workplace injury laws has been left in doubt following a rejection by the NSW Upper House Public Accountability and Works Committee

Whilst all stakeholders agree that reform is needed in the NSW Workers Compensation Scheme the recommendation to address financial issues by cutting off compensation payments to psychologically injured workers with a degree of permanent impairment between 21% to 30% was not supported. Safe Scope writes.

Committee Chair, Abigal Boyd commented that “leaving injured workers with serious mental health issues without support carries a risk of self-harm and death by suicide. This is blatantly unacceptable. ”

The report primarily focuses on recommendations centred around improving the current Workers Compensation scheme without harming injured workers

A pivotal and unanimously agreed recommendation was for the establishment of a formalised injured workers advisory committee.

The committee would be responsible for overseeing consultation with icare and SIRA regarding both the reform and ongoing operation of the scheme

The proposed reforms by the NSW Government also included a focus on both physical and psychological injury prevention, early intervention and expanding the numbers of SafeWork NSW inspectors.

The Workers Compensation Legislation Amendment Bill 2025 will now move to debate in the NSW Upper House, where the Public Accountability and Works Committee report is expected to be front and centre.

Detecting reference check fraud before it costs you a bad hire Detecting reference check fraud before it costs you a bad hire

Reference check fraud is a growing concern for employers. In Australia, 42 percent of job seekers admit to lying during the application or interview process. Fraudulent referee activity, such as impersonation, fake identities, or collusion with friends, undermines the reliability of reference checks and exposes businesses to compliance risks. WorkPro explains.

The Limitations of Traditional Checks

Traditional reference checks often rely on trust without proper verification. Manual methods make it difficult to identify digital inconsistencies such as shared IP addresses, unverifiable identities, or suspicious email domains These gaps can leave hiring teams vulnerable to deception and poor hiring outcomes

The Cost of Undetected Fraud

The consequences of reference fraud can be significant. A candidate may appear qualified and provide seemingly credible references, only for their performance to fall short once hired Employers may later discover that referees were falsified or misrepresented This leads to wasted time, increased recruitment costs, and damage to an organisation’s reputation.

Common Forms of Reference Fraud

Reference fraud can include self-authored references, impersonation over phone or email, the use of fake referees, redirected communication to personal inboxes, or collusion with acquaintances posing as professional contacts. These tactics are often hard to detect without the right technology in place.

Technology-Driven Solutions

Employers can reduce risk by using automated tools to verify referee identity. Technology can match contact details with corporate domains or LinkedIn profiles, flag irregular patterns or mismatched timelines, and detect duplicate surnames or unusually fast response times that may indicate suspicious behaviour.

WorkPro’s new Reference Check solution includes fraud detection features that work at the system level. These include IP address matching between candidates and referees, secure authentication links sent via SMS or email, and alerts that highlight suspicious referee data. These checks are built into a broader compliance workflow, which also manages work rights checks, eLearning, and credentials management. This integration ensures a consistent and efficient hiring process

Limited-Time Offer

First-time WorkPro Reference Check customers can access 10 free reference checks* with an annual subscription. You receive 20 checks (10 paid and 10 free), full feature access, and a streamlined experience *Offer valid for first-time WorkPro Reference Check customers only. Terms and conditions apply.

A Smarter Way to Hire

By embedding fraud detection directly into your reference checks, WorkPro helps protect your hiring decisions, ensure compliance, and build trust with every new hire.

What our Members say

“APSCo provides invaluable support through SME seminars, training sessions, and expert advice, ensuring our compliance with industry standards and regulations. Their inclusive approach covers legislative updates and best practices, helping us stay ahead of regulatory changes and industry trends.

APSCo's lobbying efforts help us stay actively engaged with government bodies, addressing critical industry issues...”

- Keane Consulting

Payday Super and labour hire: three big headaches and how agencies can deal with them

Australia’s upcoming Payday Super reform will require employers to pay super contributions within days of payday. While this is a positive move for workers’ retirement savings, it poses serious operational and cash-flow challenges for labourhire and recruitment agencies. Astute Payroll writes.

What’s

changing

From 1 July 2026, employers will need to ensure super contributions reach employees’ funds within seven business days of payday, replacing the current quarterly cycle. The ATO’s Small Business Superannuation Clearing House will also close on 1 July 2026, removing a free, convenient payment option for many employers Penalties for late payments will increase, with compounding interest applied for each breach

The three biggest challenges

1. Much shorter timeframes

What was once a quarterly task will now occur every pay cycle across potentially thousands of casuals and clients, so each pay run becomes a compliance event, with very little margin for error. Missed payments could trigger penalties or audits under the revised Superannuation Guarantee Charge rules.

2. Data accuracy pressure (and a myth to correct)

There’s concern employers will need perfect super details for new hires on day one. In fact, draft guidance allows a 20-business-day grace period for brand-new employees. However, incorrect or missing fund details still cause rejections and late payments. Labour-hire firms should prioritise accurate onboarding, including validated digital forms, fund membership uploads, stapled fund checks, and TFN verification, to avoid delays

3. Cash-flow squeeze

Payday Super means employers must fund both wages and super at the same time, removing the buffer that quarterly payments allowed For agencies that invoice clients on terms, this creates a significant timing mismatch, and, some SMEs believe, a potential insolvency risk.

What agencies can do

Automate payroll and super: Choose systems and clearing houses that support rapid payment files and error alerts.

Strengthen data capture: Require validated fund and TFN details before a worker’s first shift.

Plan for rejected payments: Build fast correction processes to meet the seven-day window.

Revise client terms: Align invoicing with pay cycles or negotiate faster payment arrangements

Explore liquidity options: Consider short-term finance or adjust pricing to cover new admin and compliance costs

The bottom line

Payday Super increases complexity but also improves fairness in Australia’s super system. Agencies that act early by automating systems, tightening onboarding, and revising contracts, will not only stay compliant but gain an edge when the new rules arrive.

What our Members say

“APSCo has been instrumental in providing us with unparalleled access to industry insights, legal expertise, and professional development resources. This has not only empowered us to stay ahead of market trends but also to navigate the complex regulatory landscape with confidence.

... The networking opportunities presented through APSCo events have led to some of our most fruitful partnerships. These connections have been vital in fostering innovation and collaboration within our business....”

- Infinite Consulting

Recite Me releases inclusive hiring report: Breaking barriers in recruitment

In today’s competitive job market, organisations across Australia are striving to attract and retain diverse talent. Yet, despite good intentions and growing awareness, hidden online barriers are preventing many candidates from engaging fully in the recruitment process. Recite Me explains.

Recite Me’s newly released report, Breaking Barriers: Inclusive Hiring for All, explores these challenges in depth Drawing on industry insights, research, and user data, the report examines the key obstacles that diverse candidates encounter, from inaccessible job application platforms to poorly designed digital communications, and outlines practical solutions for creating a more inclusive recruitment journey.

While diversity, equality, and inclusion (DEI) remain central topics in recruitment, many businesses continue to fall short when it comes to implementing tangible change The report highlights that a significant number of job seekers, including those with disabilities, neurodiverse individuals, and those for whom English is not a first language, face ongoing difficulties accessing and interacting with recruitment content online.

The findings encourage recruiters and employers to rethink digital accessibility as an essential part of their DEI strategy, not an optional add-on Practical steps outlined in the report include reviewing website accessibility standards, offering assistive technology tools, and training teams to recognise and address potential online barriers.

By embracing inclusive design and technology, organisations can open their digital doors to everyone, ensuring that diverse talent pools are not just reached, but genuinely welcomed

Download the full Breaking Barriers: Inclusive Hiring for All report.

Workplace gender equality targets – A brief overview

The Federal Government passed the Workplace Gender Equality Amendment (Setting Gender Equality Targets) Bill 2024 in March 2025. This introduces amendments to the Workplace Gender Equality Act 2012 and aims to hold employers more accountable towards improving gender equality. (Source: Parliament of Australia) Let’s look at what the changes are and what actions employers must take in more detail below. Certex explains.

What has changed?

The new legislation requires employers to select three gender equality targets from a defined list of numeric and action-based targets. Once targets are selected, employers must then ensure that they are met or action has been taken for improvement by the end of three years. (Source: Workplace Gender Equality Agency)

Who does this apply to?

This legislation will apply to Designated Relevant Employers (DSE), which are defined as employers with 500 or more employees. This includes subsidiaries of foreign companies that have 500 or more employees directly employed with them in Australia. (Source: Workplace Gender Equality Agency).

DSEs will be required to select their targets starting from 2026 The below image from the WGEA website shows the timeframe for the target lifecycle

What are the targets?

19 different types of targets have been listed, of which 9 are numeric targets and 10 are action-based targets. Each of these targets falls under one of the six gender equality indicators (GEI) The list of 19 targets and their defined scope can be found on the resources published by the Workplace Gender Equality Agency (WGEA). Access it here.

How can I select targets?

DSEs will be provided with a Baseline Report based on the Gender Equality Reports they submit to the WGEA in 2025 They can then select their targets based on this report for the upcoming 3-year cycle commencing 2026. (Source: Workplace Gender Equality Agency) What happens if I fail to comply?

Organisations that fail to select targets or fail to show improvement on the selected targets at the end of their three-year cycle will be ineligible for Commonwealth procurement above $80,000

For more information and further clarifications, visit the WGEA website.

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