Platform Companies: Your Workforce is in the News. Get Compliant With CXC

Platform service providers are in the news on a regular basis, especially this year, as employment definitions, union participation, and business classifications come under scrutiny.

Union Lodges Claim for the right organise at DeliverooThe Best and Worst UK delivery companies for Black Friday and Christmas 2016 Hermes

Uber Drivers face $780,000 Fines as Taiwan lawmakers get tough.

Uber, Hermes, and Deliveroo are all in the spotlight, facing legal action and regulatory challenges in a number of Countries in relation to how workers are engaged, paid, and managed.

It may be difficult to plan and keep moving, with all the legal hurdles and obstacles that are cropping up, but it is critical to your platform business to ensure you don’t fail to act while you await verdicts in the territories that are disputing your business practices.

Keep your Platform Moving on Demand by Improving Global Workforce Compliance.

From country to country, contingent workers are categorized and taxed differently, and the laws governing employment vary. Because of this, platform companies are guaranteed to be in the news, with regularity and a seemingly never-ending slew of new and exciting problems.

While this is happening, you can focus on building a strong base for your workforce by applying good contractor employment practices to your workforce management cycle.


A Breakdown of the Contingent Workforce: Where your Employees Fit In.

Ardent Partners breaks down the contingent workforce umbrella like this:

  1. Traditional temporary talent sourced via staffing vendors, agencies, and suppliers
  2. Complex contract talent, which is comprised of SOW-based projects, professional services, consultants, etc.
  3. Independent contractors (ICs)

In each region or country of operation, your brand of contractor fits into a different section of this breakdown.

Managing these segments in-depth, under one system, gives you multiple benefits:

  • Cost transformation across your global business.
  • Reduction in legal costs and fines for non-compliance.
  • Salary or wage consistency for contractors, resulting in improved sentiment in your workforce.
  • Reduction in strikes, protests, and union complaints across your contingent factor.

The Workforce Management Cycle: CXC’s Approach

CXC duplicates this cycle across your global operation. For each country, the process will differ and the spend, compliance, demand, and service levels will need to be adapted. You can manage each stage in each country from one central location.

*This process will differ in each region and country due to different rules, legislation, and employment laws.

CXC assists multiple companies in the global economy with the management and optimization of their workforce.

  • Maintains global compliance with ongoing updates based on country policies.
  • Manages remuneration of contractors based on country-specific categorization.
  • Handles administration of employment contracts based on country-specific employment law.
  • Provides a single platform for analytics of the workforce compliance and performance.
  • Aids in cost-reduction by accurately tracking contractors and spend and reducing legal costs and fines for non-compliance.

As a platform or app-based service provider, you cannot afford to put a hold on growth and set aside your business objectives while you wait for a verdict.