The Staffing Edge Blog

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Karen McMullen

Recent Posts by Karen McMullen

What’s in Store for the Staffing Industry in 2019?

Posted by Karen McMullen


Mar 20, 2019 9:00:00 AM

Whats in Store for the Staffing Industry in 2019With two months of the new year now behind you, you may already be seeing some trends forming in your agency. What you encounter could be part of larger, industry-wide trends for 2019.

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What are experts predicting for the staffing industry during the remainder of 2019? If the first two months are anything to go by, it’s going to be an interesting year.

Continued Staffing Industry Growth

The staffing industry has been growing at an exceptional rate for several years now, and the trend is predicted to continue. The key difference is there could be a slowdown in the rate of growth.

Why is the industry going to keep growing? The trend towards temporary and contract employment is projected to continue apace. The gig economy is in full swing in the United States and Canada, and most experts don’t see this changing any time soon.

Changes in the market could also contribute to staffing agency growth. There are some concerns about an economic slowdown, which could translate to higher unemployment rates. Temporary and contract staffing is likely to expand in this scenario, which could mean more clients for staffing agencies.

Low Unemployment Introduces New Challenges

For the moment, however, unemployment is relatively low in Canada and the United States. This creates a more challenging environment for staffing agencies. Employers may still be on the hunt for new employees, but there are fewer job seekers.

This generates more difficulties for recruiters to successfully locate and place qualified candidates.

Two things could change this narrative for 2019. An economic slowdown could increase the number of people looking for jobs. This would make more candidates available.

A number of people aren’t counted in unemployment statistics because they’ve stopped looking for work. These people may now re-enter the market on account of low unemployment. This would create an influx of candidates, again making the recruiter’s job easier.

Investments in Technology

Another growing trend for 2019 is the increasing investment in technology. Many industry leaders believe technology has now become make-or-break for staffing agencies seeking optimal operations. Those who adopt new technologies will become leaders, while those who don’t will get left behind.

It’s probably the reason many experts suggest those in the staffing industry should increase their budgets for technology. Adopting new technology, such as chatbots and AI, could be the difference between growing your business and losing out to your competition.

A Shift to Service Orientation

One interesting trend to watch in 2019 is the shift to a service orientation within the staffing industry. Already, industry leaders are talking about the need to focus more on both the client and candidate experience.

Sustained growth over the last several years in the industry has increased the number of staffing firms. Competition is fiercer than ever, which means agencies like yours need a way to differentiate themselves and compete.

The experience you offer your clients and candidates is one way to offer something different. Candidates who have a good experience are likely to return for more assignments. They’ll also be more likely to recommend your agency to others. Clients who have a good experience are likely to continue working with you and even increase the services they purchase from you.

Rising Concerns for Compliance

Another industry trend to keep an eye on will be the increasing concern about compliance, especially in the Canadian market. In the last two or three years, a number of provinces have introduced new rules and regulations aimed at tightening the staffing industry.

New employment laws, like increased minimum wages and more paid and unpaid leave for employees, also affect your compliance efforts.

The staffing industry will continue to evolve through 2019. Although the road ahead isn’t without its challenges, there are also many positive trends to look forward to.


Topics: Staffing Industry

6 Things to Know about Alberta Payroll, Taxes, and Regulations

Posted by Karen McMullen


Feb 18, 2019 9:00:00 AM

6_Things_to_Know_about_Alberta_Payroll_Taxes_and_RegulationsDoes your staffing firm have operations in Alberta? Maybe you’re hoping to expand your operations to Canada’s Wild Rose country in the near future. If so, you should be aware of the rules and regulations surrounding employment, payroll, and taxes.

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Here are a few of the basics to get you started.

1. Alberta Has Canada’s Highest Minimum Wage

On October 1, 2018, Alberta surpassed Ontario by increasing minimum wage to $15 per hour. Since Ontario rolled back legislation increasing the minimum wage to $15 in January 2019, Alberta now maintains Canada’s highest minimum wage.

Employers are required to pay this amount to any employee, and many positions will need to start above it.

2. Legislation Governs Working Hours and Breaks

Like most of the other provinces, Alberta has employment legislation that governs employee scheduling and breaks. For example, if you send workers home early, you must pay them for a minimum of three hours’ time. If you require an employee to be present, you must pay them. If you want employees to report 15 minutes early, then you must pay them for the extra 15 minutes.

You also need to give workers 24 hours’ notice if you want to change their shifts. Overtime pay kicks in at 44 hours or if a worker works a shift longer than eight hours in a single day.

Breaks are also legislated. Employees cannot work more than five hours without a break. After five hours, they’re entitled to 30 minutes of rest. This can be paid or unpaid, and you can give it out in blocks of 10 minutes or 15 minutes, or as one 30-minute break.

3. Overtime, Holiday, and Vacation Pay

Alberta’s updated labour standards revised the formulas for vacation pay, holiday pay, and overtime.

Overtime hours can now be banked for up to six months, at a rate of 1.5 hours for each hour of overtime worked. This generally allows the employee to trade overtime hours for time off.

General holiday pay is calculated as five percent of wages, general holiday pay, and vacation pay earned in the four weeks before the holiday. There’s also no requirement to have worked 30 days in the past year to be eligible for pay.

Vacation pay must be equivalent to four percent, or two weeks, of total wages until an employee has been employed for five years. After five years, the rate increases to 6 percent.

The revised standards also allow employees to take half-days as vacation.

4. Terminations and Layoffs

Alberta’s revisions to labour standards also introduced some changes to how employers must handle terminations and layoffs. One example is that indefinite temporary layoffs are no longer allowed.

Employers also can’t force employees to use vacation or overtime entitlements during a termination notice period. Termination notices for large groups were increased.

5. Small Businesses Have a Tax Reduction

In recent years, Alberta reduced the burden of tax on small businesses. This was achieved by lowering the small business tax rate to two percent, from three percent. The Small Business Deduction (SBD) was increased from nine percent to 10 percent.

Businesses in Alberta must collect GST from their clients.

Employers are also expected to deal with payroll taxes. Most of the regulations around this are federal, although the rates of income tax withholding will vary with provincial rates. EI and CPP payments may also vary by province and worker salary.

6. Improved Leaves

Like other Canadians provinces, Alberta also made changes to leave entitlements for workers in its updated standards. The new personal and family responsibility leave provides five unpaid days per year for employees to take leave.

There are many new unpaid leaves employers need to be familiar with, offering up to 52 weeks in some cases.

If you’re planning to operate a staffing firm in Alberta, you need to know these regulations and more. A back office provider can help.


Topics: Payroll

5 Client Retention Strategies for Staffing Agencies

Posted by Karen McMullen


Jan 7, 2019 9:00:00 AM

5_Client_Retention_Strategies_for_Staffing_AgenciesCompetition in the staffing industry is heating up. As the industry continues its steady growth, more people have become aware of the opportunities in this area. The result has been a growing number of staffing agencies offering a growing number of services.

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The good news is the number of clients has also been on the rise. More companies are looking for workforce flexibility, which includes increased requests for temporary and contract workers. Many companies are also turning the process of finding permanent employees over to the staffing firms they work with to find other types of workers.

The question for many staffing agency owners is how to keep clients once they bring them on board. It’s five times more cost effective to keep an existing customer than it is to try to gain a new one. Once you’ve brought someone on as a client, you don’t want them to leave for another agency.

Try one or more of these client retention strategies. Your customers will likely be happier and stick around longer.

1. Staffing Agencies Must Focus on Good Customer Service

At the end of the day, a staffing agency is reliant on its clients. You want your clients to be happy with the services you provide, which means you must provide top-notch customer service.

While your primary goal is placing the right job candidates with the right clients to fill roles, customer service goes beyond this. Ask your clients for their feedback. Check in with them often. If there’s an issue, respond to it promptly.

Providing stellar customer service is the easiest way to keep clients happy and coming back for more.

2. Expand Your Service Offerings

Have you talked to your clients about their staffing needs lately? Someone who came to you looking for temporary staffing services may be looking to make more permanent hires. Others might be interested in contract staffing.

You could also offer other services if your clients demand them. By expanding your menu of offerings, you can keep your clients satisfied. In turn, they will be less likely to go looking for those same services elsewhere.

3. Reward Loyalty

Businesses often focus on getting new customers to sign up, sometimes at the risk of neglecting their existing clients. Think about bank adverts enticing new customers with iPads or free cash in their new accounts. What are their existing customers getting for sticking with them?

Staffing agencies should take the opposite approach. Remember, it’s more costeffective to keep a customer than to get a new one, so reward client loyalty. If someone has been with you for a while, why not send them a gift card and a thank-you note? You might consider offering a discount or another type of reward.

This helps your clients see value in sticking with you instead of setting out for greener pastures.

4. Become More Collaborative

You may believe your clients came to you because they wanted a “hands-off” approach to hiring. At the end of the day, however, they still have some say over who works for them. They’ll decide who’s the right fit and who isn’t.

By becoming more collaborative, staffing agencies can create a more inclusive hiring process for clients. This can eliminate poor hires for the client. It also helps them feel as though you’re responding to their needs, and that you really do care about helping them succeed in hiring.

5. Get the Right Candidates

This is easier said than done. Staffing agencies put quite a bit of emphasis on finding the right candidates to meet their clients’ hiring needs, so you may believe you’re already doing this.

Your clients may think otherwise. If some of your candidates haven’t been the right fit, your client may seek services elsewhere Listen to their feedback and refine your candidate search and hiring process. Your clients will believe their needs are being better served when you show you can bring in the right people every time.


Topics: Staffing Agency

5 Tips for Pricing Your Services as a Startup Staffing Agency

Posted by Karen McMullen


Dec 31, 2018 9:00:00 AM

5_Tips_for_Pricing_Your_Services_as_a_Startup_Staffing_AgencyStarting your very own staffing agency is both an exciting task and an exhausting one. You’ll need to make decisions on almost every minute detail, and every decision you make will affect how the business performs.

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You have the skills after years of working in the staffing industry and developing expertise. Nonetheless, there are many tasks you’ve likely never considered. For example, how will pricing work at your startup staffing agency?

Figuring out pricing is actually one of the more difficult tasks facing new staffing agency owners. You don’t want to go too high and scare off potential clients, but you also don’t want to go too low and undermine your operations. How can you figure out what pricing will be just right?

These five tips will help you determine the right prices for your startup staffing agency. By using them, you’ll have an easier time finding prices that work for both you and your clients.

1. Remember You’re a Startup Staffing Agency

The first thing you need to consider when you’re thinking about pricing is that you’re new to the scene. Clients and candidates don’t yet have a reason to trust you. Working with you is a bit of a gamble.

The right price will help them weigh the risk of working with a new, untested agency. For this reason, you shouldn’t price your services too high. This gives new clients an incentive to work with you.

2. You Must Account for Your Costs

You don’t want to go high, but you also don’t want to set your prices so low that you can’t cover all of your costs. As a startup staffing agency, however, it’s difficult to know what’s going to be “too low.”

You haven’t yet had a full year of operation, so predicting exactly what your costs will be is difficult. Even large companies can struggle with this task, particularly if something changes in the market or they’re undergoing growth.

3. Don’t Use the Lowest Possible Price

One good thing to do when you’re working on pricing for your startup staffing agency is to model a few scenarios and find the lowest possible pricing for your services. This may be the break-even point. Under this price point, you’d actually be losing money.

Once you’ve discovered this number, set your prices above it. Using a higher price point will give you leeway if things don’t work out quite the way you thought they might in your break-even model.

4. Look at Pricing Used by Similar Agencies

Another thing you can do is research how other staffing agencies are pricing their services. You might look at the large agencies, but also take a look at other smaller and startup agencies in your area.

These companies are your direct competitors, so you don’t want to be priced too much higher without offering much more in the way of service and value. Their pricing may also indicate something about their overhead costs, which could give you a ballpark figure for your own costs.

Finally, don’t forget to factor in how the company is doing. It can be difficult to find this information, but if the agency isn’t doing well, you probably don’t want to copy its pricing model.

5. Consider Sliding Scales for Your Clients

Different clients have different needs, and the pricing offered at your startup staffing agency should reflect this. You might want to consider using sliding scales for pricing. This gives you more leeway to find pricing that truly works for both you and the client.

Determining a pricing model for your startup staffing agency isn’t always a walk in the park. These tips can make it easier to find the right prices for your new agency.

Things You Need to Know When Starting a Temp Staffing Agency

Topics: Staffing Agency

5 Signs It’s Time to Expand Your Staffing Agency

Posted by Karen McMullen


Nov 19, 2018 9:00:00 AM

5_Signs_It_s_Time_to_Expand_Your_Staffing_AgencyYou’ve been running your staffing agency quite successfully. Whether you’re in your first year of operation or you’ve been operating for several years now, your clients are happy and job seekers keep coming back for more work.

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Things may not be running quite as smoothly as you’d like, however, but you shouldn’t take the following signs as indicators of failure. In fact, if you notice any of these five signs around your business, it’s time to take the initiative and expand your agency.

1. Your Staffing Agency Clients Aren’t Finding the Talent They Need

There’s a difference between clients who are unhappy with the candidates you place, and those who are unhappy because some of the roles they have open remain unfilled.

In the latter case, there could be a few factors at work. You may not have the right people to fill these roles, or you may not have a large enough pool of job seekers to fill all the open roles your clients present to you.

In either case, it’s time to expand your staffing agency, so you can optimally fill these roles for your clients.

2. Your Clients Are Expanding Their Operations

Another sign it’s time to consider expanding your staffing agency is when your clients are expanding their operations. If your clients have more roles opening up, they may have more work for you in the coming months.

This also applies when your clients move into new locales. Is someone opening a branch office in another city, another province, or into the US? It might be time for you to expand as well.

3. Your Client Pool Keeps Expanding

You find yourself receiving queries from people your clients have recommended you to. They might be located in different parts of the province or country. You just may not have the capacity to serve them at this time.

As you add more clients and receive more recommendations, the chance you’ll need to expand the agency’s operations grows as well.

4. Your Clients Want More Services

Smaller staffing agencies, particularly independent recruiters, often provide permanent staffing services. They may not provide fixed contract services, in part because of the additional administrative workload that comes with it.

If your clients keep telling you they’d love to work with you or hinting they’d purchase fixed contract recruiting services from you as well, it might be time to expand the agency in this direction. This can help you expand the agency overall as well. You’ll be able to reach more clients with more diverse needs. In turn, you can better serve the market.

5. You’re Falling Behind on Administrative Work

Internally, as you’ve taken on more clients and need to fill more roles, you’ve started to see some strain in the office. Your staff members have too much on their plates. You can’t find enough candidates to fill all of the positions you have open. Important activities are being pushed to the wayside.

It’s time to consider expanding the agency. In this sense, it could mean bringing on additional help, or it may be time to hire and add to your own team. If the office is feeling a little cramped already, it might be time to expand into a new office space as well.

How Can You Streamline Expansion?

One reason you might be hesitating about expansion is that you know it can be a painful process. At the end of the day, a growing business is a good thing, but the “growing pains” can cause headaches.

One easy way to streamline your staffing agency expansion activities is to partner with a back office service provider. They can help you manage the administration, so you can get back to the other important tasks involved in growing your business.


Topics: Staffing Agency

4 Keys to Survive the Ebbs and Flows of the Staffing Industry

Posted by Karen McMullen


Oct 10, 2018 9:00:00 AM

4_Keys_to_Survive_the_Ebbs_and_Flows_of_the_Staffing_IndustryWith the rise of the gig economy in Canada, the staffing industry has seen a huge upswing. That said, however, anyone who has been involved in the staffing industry for some time knows it experiences ebbs and flows like any market.

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Some of the ebbs and flows happen over long periods of time, while others will happen on a weekly or monthly basis at the level of the individual firm. At certain points in the year, business will be booming. At other points, things may seem to slow down.

Why is improving cash flow important?

Improving your cash flow is important if you want to survive these ebbs and flows. By planning your cash flow more effectively and ensuring you have coverage when a dry spell hits, you can more easily weather any ups and downs. Use these tips to survive the changing tides of the industry.

1. Secure the Right Financing Options for Staffing Industry Businesses

If you were short on cash to pay your bills or do payroll, what would you do? You might think about turning to the bank for a loan.

This isn’t always the right option for businesses in the staffing industry. It certainly doesn’t help if you get a one-time loan and burn through the money. There are ups and downs in this industry, just like any other, and a loan can quickly become just another financial obligation.

Think about alternate options for funding your business during downturns in your cash flow. Think outside bank loans, turn to lines of credit, use credit cards, or even think about payroll factoring as possibilities.

2. Work with the Right Partners

Another thing you can do to help you weather the ups and downs of the staffing industry is ensure you have the right partners in your corner. You’ll need partners who are flexible, able to increase their support during busy months and enabling you to scale back when things get slow.

Be sure the people you’re working with are the right fit for your business.

3. Build Your Network and Market

One of the best things you can do in the staffing industry is build a robust network of contacts, including both job seekers and clients. The more effort you put into building your network, the more likely it is you’ll face less downtime.

Marketing can also be key for businesses in this industry. It helps you build your network of contacts and get the word out about your business. A good marketing strategy can be insurance against the ups and downs of the industry. It may not eliminate all the downtime you face, but it can help you create a steadier flow of work.

4. Create a Budget and a Forecast

Nobody has a crystal ball, although it often feels like that could help you weather the ebbs and flows of the industry a little better. You can do the next best thing and create a forecast for your cash flow.

This will allow you to visualize when you’ll have money and when you may need to tighten up spending. Having this guide can help you weather the inevitable changes in cash flow throughout the course of the fiscal year.

A budget helps you stay on course and meet your goals as you continue to grow your business.

Weathering the ups and downs of the staffing industry is a challenge every firm faces. With these tips, you can work on improving your cash flow and be better prepared to face whatever the market tosses your way.


Topics: Staffing Industry

Managing Bookkeeping on Your Own? 4 Mistakes You May Be Making

Posted by Karen McMullen


Aug 13, 2018 9:00:00 AM

Managing-Bookkeeping-on-Your-Own-4-Mistakes-You-May-Be-Making-compressorMany small business owners decide to handle their bookkeeping on their own. After all, how difficult can it be? You record the credits and debits and keep track of ins and outs.

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As most small business owners often discover, managing the books is often more complicated than they initially assume it’s going to be. While you may have the basics down pat, it might be more difficult than you initially thought. Here are some of the most common mistakes people make when they manage their books on their own.

1. Overlooking Tax Credits

This is perhaps one of the most common bookkeeping mistakes, and it’s one that can add up. Many staffing agency owners like yourself overlook tax credits they may be eligible to claim.

This is usually because the person doing the bookkeeping isn’t aware of the credit. It’s very difficult to claim a credit you don’t know exists. This could mean you end up paying more in taxes than you should or need to.

How can you make sure you’re taking advantage of all the tax credits you’re entitled to? One way would be to study up on the tax regime in the province you operate in. Another way is to hire a knowledgeable bookkeeper or third-party firm to assist you.

2. Not Leaving Enough Time

Running a staffing firm is no small task, and you probably find yourself wearing many different hats. Your to-do list is almost never empty, and many tasks get carried over day after day, week after week.

You’re often pressed for time, and bookkeeping is one thing that seems like it can easily be left for tomorrow. When you do sit down to look after the books, you find yourself in deep. Straightening everything out takes more time than you thought it would.

You end up missing deadlines because you just couldn’t get to the accounting in time or you thought it would take less time than it did.

3. Incorrectly Categorizing Expenses

You’re inputting your expenses, but you’re not putting them into the correct categories. This may not seem like a huge issue, but it could cause problems later down the line. How?

Incorrectly categorized expenses could mean you don’t meet the requirements for certain tax credits or that you do claim a credit you shouldn’t be eligible for. Another issue could be within your own budgeting, as you begin to incorrectly allocate expenses or try to pare back budget items.

Incorrectly categorized expenses may not seem like they could cause much trouble, but they could result in penalties from the CRA or even an audit. A bookkeeper could help you avoid these outcomes.

4. Mixing Business and Personal Spending

This is a problem many small business owners eventually run into. They use business funds for their personal spending, or try to justify personal purchases as a business expense. At first, this may not seem like a big deal. Unfortunately, it can cause big problems, especially if the CRA decides to audit your books.

Mixing business and pleasure isn’t a recommended course of action, and it’s certainly not a good plan for your finances. Keep everything on the straight and narrow by correctly separating business expenses and personal expenses. There are several ways to do this, including using a small business account. A bookkeeper can also help keep you on the right track.

There are many other errors staffing agency owners often make when they manage their bookkeeping themselves. Let the experts help you and avoid some of these mistakes.


Topics: Back Office Service Provider

6 Tips to More Strategically Source Candidates

Posted by Karen McMullen


Jul 18, 2018 9:00:00 AM

6-Tips-to-More-Strategically-Source-Candidates-compressorBuilding a staffing agency is a challenge. Competition is stiffer than ever before. Canadian unemployment has hit a 40-year low, and many industries are experiencing talent shortages, which means qualified people are harder to find.

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How can you source more candidates for your agency to build the talent pipeline? You’ll want to be strategic about the methods you choose. Here are a few tried and true methods you can incorporate into your candidate sourcing strategy.

1. Focus on Diversity

Some industries draw on particular talent pools, and it’s easy for a staffing agency to fall into a similar pattern. If your clients demand the same kind of person to fill a role each and every time, you’ll likely look for candidate pools that meet the criteria. 

Begin to think outside the box and look to other candidate pools. There are likely communities of workers you haven’t been reaching yet. Are these workers and areas underserved? Chances are they could be. By focusing on diversity, you could open up a new source of qualified candidates for a number of different jobs. 

Diversity should be looked at as a strength. Some employers don’t see it that way, which may be why you’ve been hesitating to diversify your candidate pool. You’ll find more people and help your clients find more of the right people too when you diversify.

2. Be Active on Social Media

If your clients are looking for summer students, part-time workers, or recent university graduates, you’ll want to make sure you are where these workers are. Younger people make up the largest share of social media users. If you’re not using social media yet, you’re basically invisible to these job candidates. 

Social media also helps you promote your brand and increase awareness of the business. The next time someone is looking for a job, they may think of your agency over a competitor.

3. Think about Passive Candidates

Passive candidates are often more difficult to reach than those actively searching for a job. They don’t look at job sites and they don’t attend job fairs. How can you find them?

You can usually find them on social media networks or by calling or emailing them. Practice reaching out to potential candidates, especially those who are professional-level talent. If you offer the right job opportunity, they might surprise you.

4. Use the Right Tools

Technology has changed the way people look for jobs. It should also change the way you find candidates. Different tools can help you locate and source more qualified candidates faster. Tools such as email and browser extensions can help you gather additional contact information for potential candidates.

Other tools can also help you assess potential candidates with more ease. An applicant tracking system (ATS) is invaluable. Look for staffing agency software that combined multiple tools to offer a better solution for your firm.

5. Utilize Your Existing Candidates’ Networks

Did you know you might be able to expand your candidate pool simply by asking your existing candidates for referrals?

If your candidates are satisfied with their experience, they’re more likely to tell their family and friends. If you’re looking for more qualified candidates, a quick and easy way to recruit is to ask your current workers.

6. Focus on Reducing Turnover

One of the reasons you may feel pressure to source more candidates is because people keep leaving. Although there are many reasons someone may not return for another job with you, there are steps you can take to reduce this turnover. Like any other employer, you want to keep turnover to a minimum.

Reduce turnover by providing a better candidate experience. In turn, your candidates will be more likely to return. They may even tell a friend about you.

Using these tips, you can successfully source your candidates more strategically for better results.

A CEO’s Guide: Online Marketing for Staffing Firms

Topics: Recruiting

Everything You Need to Know about Ontario's Changes to Public Holiday Pay

Posted by Karen McMullen


Jul 9, 2018 9:00:00 AM

Everything-You-Need-to-Know-About-Ontario's-Changes-to-Public-Holiday-Pay-compressorAs you head into the summer season, you likely have long weekends on your mind. After all, Ontario has four of them, one each month from July until October. Things kick off with Canada Day on July 1. The Civic Holiday, or Simcoe Day, falls on the first weekend of August and, although it’s not a statutory holiday, it is a day off for many Ontario workers. September brings Labour Day, and Thanksgiving is always the second Monday of October. 

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While your workers may be thinking about summer vacations, day-trip holidays, and long weekends at the cottage, you probably have another concern on your mind. With four holidays in the next four months, you need to know about Ontario’s changes to public holiday pay.

A Proposed Formula

With the passage of Bill 148 last November, the Ontario government introduced a new formula for calculating public holiday pay. The formula made its way into law with the passage of the bill, despite many stakeholders voicing concerns about the effect of the new formula. 

The new formula appeared to complicate public holiday pay calculations, and there were some concerns it could lead to confusion, particularly in the temporary staffing industry. It appeared that, under the new formula, workers could be paid multiple times over for the same holiday.

Out with the New, in with the Old

Responding to concerns, the Minister of Labour reviewed the new formula and considered options. In early May 2018, the government opted to return to the previous public holiday pay calculation. The previous policy came back into effect on June 1, 2018. It will be in place until December 31, 2019. 

What does this mean for you? From now until the end of next year, you can continue using the old formula. While there were a few public holidays that had to be calculated under the new formula in 2018, you don’t need to continue using it for the rest of this year or next year.

A New Policy Is Coming

The Minister of Labour said the government would use the period July 1, 2018, to December 31, 2019, to study the issue of public holiday pay and develop a new formula to address the concerns of stakeholders. Chances are what will be enacted will not be the same as the formula in Bill 148.

As the government studies the issue and makes recommendations about solutions, employers and staffing agencies can continue to use the old formula.

What Is the Old Formula?

Since employers had to begin using the new public holiday pay formula on January 1, 2018, most will need to change their payroll to use the previous formula again. Be sure to advise your HR and payroll teams, or your payroll provider. While many will take steps on their own, a gentle reminder will help you avoid any mistakes.

In case you need it, here’s what the old formula stated. The employee’s public holiday pay for a given public holiday shall be equal to the total amount of regular wages earned and vacation pay payable to the employee in the four work weeks before the work week in which the public holiday occurred, divided by 20.

You can find many examples on the government’s website, along with other sites. A public holiday pay calculator may also be a useful tool. Just be sure to find one that’s up to date and reflects the recent changes the Ontario government has made.

Stay Tuned

While going back to the previous formula is helpful for now, a new formula will eventually be passed into law. You’ll want to keep an eye on this situation as the government may make additional changes to public holiday pay in the near future. Maintaining compliance is a tall task, but it doesn’t have to be with the right back office support.


Topics: Compliance and Legislation

6 Thriving Sectors in the Staffing Industry

Posted by Karen McMullen


Jun 13, 2018 9:00:00 AM

6-Thriving-Sectors-in-the-Staffing-Industry-compressorThe Canadian economy has remained strong in recent years. Many companies have expanded their operations, which has led to an increased demand for specialized personnel. The employment outlook remains rosy with the economy firing on all cylinders.

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The rate of unemployment fell to 5.7 percent in December, which is the lowest level in the past 40 years. And the positive job outlook will likely continue in 2019 and beyond. Jobs are popping up at an expedited rate.   

So, what are the in-demand roles and sectors in the staffing industry in Canada? Here, you will learn about six thriving professions in the staffing industry.

1. Fulfillment Associate

Fulfillment associates obtain and process orders from customers at distribution centres. They are in demand at the moment due to an increasing number of consumers ordering goods online. The popularity of online sales has led many warehouses to pop up in the country, thereby increasing demand for fulfillment associates.

2. Construction

Construction has picked up steam lately, driven by the housing boom. An expanding population has resulted in increased demand for residential houses. In addition, increased corporate activities have also led to increased demand for commercial buildings.

The construction industry in Canada has continued to grow in the past two years. Urban areas including the GTA are driving the construction sector. This has resulted in an increased demand for construction workers.

3. Alternative Energy

The alternative energy sector is also driving demand for specialized professionals. Interest in renewable energy has increased over the years. There are already many job openings, mainly in the province of Alberta. The number of skilled workers is far below the demand, which is something that staffing firms should consider when creating a recruitment strategy.

4. Business Analyst

Business analysts are also in demand in the country. They play an important role in ensuring efficient business operations. They make sure the business makes the best use of resources and technology, resulting in increased operational efficiency and profitability. With businesses keen on improving operational efficiency, the demand for business analysts will remain strong.

5. Software Engineering

The demand for software engineers will continue to rise in the coming years. They are needed to build applications for different industries. From banking to the pharmaceutical sector, every business today relies on software engineers to keep them a step ahead of competitors and increase profitability.

 6. Project Management Engineer

Project management engineering positions also remain strong in Canada. The booming housing sector has resulted in increased demand for project management engineers. Staffing firms need to develop a strong strategy to solve the shortage of engineers in the country and effectively meet client demand.

With the improving Canadian economy, industries will demand additional labour. Staffing firms should go the extra mile to ensure employers’ demands are met in the most efficient manner. Improving your agency’s operational efficiency through the use of technology and outsourcing non-core tasks to a back office services provider will help your team focus on recruiting the best talent that will effectively meet client needs in the staffing industry.

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Topics: Staffing Industry

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