Contract and temporary staffing
Trained staff deployed for an agreed duration, on our payroll. You get the headcount and the output; we carry the
payroll, the statutory compliance and the replacement obligation.
What we take off your plate
Third-party payroll managed end to end, including wage disbursement and payslips
Shops & Establishment registration and Contract Labour (Regulation & Abolition) Act obligations
Rapid replacement to protect plant,
site or service uptime
PF, ESI, gratuity, minimum wages and bonus obligations on every deployed resource
Attendance, leave and shift record-keeping, reported on an agreed cadence
Contract-to-permanent conversion whenever you decide to absorb a resource
Commercials
You pay a monthly rate per deployed resource, covering wages, statutory contributions and a transparent service
margin. The rate card is agreed before mobilisation, and the margin is stated openly rather than buried in a blended
figure.
Where contract staffing fits
Seasonal and festive peaks
Retail, logistics, hospitality and BPO volumes that rise for a defined window and then fall back.
Project cycles
EPC, infrastructure and solar projects that need site teams for the duration of the build, not
beyond it.
Plant ramp-ups
New lines and shifts that must be staffed before the permanent headcount budget is approved.
O&M contracts
Operations and maintenance teams whose tenure is tied to the contract term.
Headcount discipline
Any role you need delivered but do not want to add to permanent headcount.
Roles we deploy
CNC operators, welders and fitters, solar and EV technicians, plant and field operators, warehouse associates and
forklift operators, delivery executives, site supervisors and surveyors, housekeeping and F&B service staff, customer
support and back-office executives, lab and OT technicians, sales and collections executives.
Contract staffing FAQs
Who is the legal employer of contract staff?
minimum wages and Contract Labour (R&A) obligations are managed by us, which is what removes the principal-
employer compliance exposure from your side.
What compliance is included in the monthly rate?
PF, ESI, gratuity, minimum wages, bonus where applicable, Shops & Establishment registration and Contract Labour
(R&A) obligations on every deployed resource, together with attendance and payroll record-keeping.
Can contract staff be made permanent later?
Yes. Contract-to-permanent conversion is a standard option. The conversion terms — notice, any conversion fee
and the effective date — are agreed in the original engagement rather than negotiated afterwards.
How quickly can a replacement be deployed?
Replacement timelines are agreed in writing at the briefing stage and vary by role scarcity and location. For volume
and frontline roles we maintain standing pipelines so that substitution does not wait on a fresh sourcing cycle.