Tips for choosing a temping agency

Amendments to the Labour Relations Act (LRA), which were finalised earlier this year, give wider protection to staff employed through Temporary Employment Services (TES) providers or labour brokers and have had a major impact on the way local businesses approach staffing.

16 Nov 2015

"In light of the stricter, more regulated temporary staffing environment, the uncertainty around the new regulations and the joint liability risks that already exist in this field, it is imperative for companies to seek out a dependable TES provider to assist in navigating this new and potentially risky environment," explains Arlene Boing, Managed Talent Solutions business unit manager at Datacentrix.

The first requirement of a TES provider is that it is registered with the Department of Labour and in possession of a Private Employment Agencies (PEA) certificate.

"It is also important that the service provider is registered with a professional, recognised industry body, such as the Federation of African Professional Staffing Organisations (APSO), to demonstrate that it is fully compliant with labour legislation, as well as best practice and regulations governing all aspects of the TES sector."

The labour broker must also be able to show that it is registered (and in good standing) with SARS, when it comes to employee deductions, such as PAYE, VAT, UIF, SDL and other employment benefits.

Finally, it is crucial that a TES provider has the internal policies and procedures in place to ensure that it follows fair labour practice.

For more information, go to www.datacentrix.co.za.