Four industries, four different starting points, achieved the same result: a workforce that’s compliant and productive.
Sales & Incentives
01 Sales & Incentives: Getting Performance Pay Back
A national company had converted incentive driven contractors into traditional employment on their accountant’s advice. Compliance improved, but productivity and profitability both fell.
What we did: Designed a compliant engagement model for volunteers that reinstated performance-based contracting within a genuine third party, arm’s length framework.
Result
Productivity recovered, administrative overhead dropped, and incentives enabled the business to regain its competitive edge.
Allied Health
02 Allied Health: Fixing an ABN Assumption
A large physiotherapy practice had assumed a contractors ABN functioned as business licences, exempting them from WorkCover, super, and payroll tax obligations. This assumption was not correct.
What we did: After a ContractRight industry workshop, the practice recognised its exposure and engaged us to restructure engagements.
Result
Full compliance achieved under PSI legislation, the Fair Work Act, Superannuation Guarantee, WorkCover, and payroll tax.
Engineering
03 Engineering: Closing a $300K Super Gap
A civil engineering firm engaged ABN sole traders as project managers on $300K+ payments, believing super was “bundled” into their rates. An ATO review found otherwise, and the business had to backpay super.
What we did: Built a compliant framework post the retrospective payment.
A major food manufacturer running 24/7 plants relied on sole trader maintenance contractors under outdated agreements. An internal HR review uncovered compliance gaps with significant exposure.
What we did: Ran a change management program that aligned contractors who wanted independence with a business that needed continuity.
Result
Contractors kept their autonomy, the business achieved compliance, and operations continued without interruption.
Ready to Move Faster, Without the Compliance Guesswork?
Every business we work with wanted the same two things: a workforce that can scale when work demands it, and the confidence that it’s built to last under the Fair Work Act, ATO and PSI rules as they stand today.
