Your managers want contractors. Your compliance team wants answers. You're in the middle.
Line managers need talent fast. They've found someone perfect and they want them yesterday. But classification determinations slow things down, rates get complicated, and suddenly you're the obstacle. There's a better way: give managers a path that works, and give compliance the evidence they need.
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Caught Between Speed and Compliance
Every contractor request comes with pressure.
Managers don't care about classification rules. They care about getting work done. When they find the right person, they want them engaged and they don't want tax legislation slowing them down.
But you know what happens when things go wrong. Contractors who should have been classified as employees. Workers who've been "temporary" for three years. Rates that made sense as contractor engagements but don't work on payroll. And when regulators come asking, it's your processes under the microscope.
The dynamics we see:
- Managers answering determination questions to get the outcome they want
- Contractors refusing employee classification and managers refusing to lose them
- "Temporary" workers becoming permanently embedded with no exit plan
- HR managing workers they didn't hire and can't see
The HR Leader's Classification Dilemma
| Risk | Impact |
|---|---|
| Process Ownership Without Control | HR owns the contingent workforce process, but doesn't control who gets engaged or how work is structured. When things go wrong, you're accountable for decisions you didn't make. |
| Manager Relationships | Push back too hard on contractor requests and you're "blocking the business." Don't push back enough and you're "not managing risk." There's no winning position. |
| The Emotion Factor | Contractors have expectations about how they'll be engaged. Managers have relationships to protect. Classification conversations get personal and HR absorbs the friction. |
| Visibility Gaps | Workers coming through procurement, service providers managed by business units, there's a whole contingent workforce HR never sees until something goes wrong. |
"What I tend to see is the backlash of the emotions from managers who will say, well I'm being told I can't work with this person in the way that I've always worked with them, why? We need this person. There isn't anybody else who can do this particular piece of work."
Make the Right Path the Easy Path
The goal isn't to slow down hiring. It's to make compliant engagement the path of least resistance.
CoComply gives HR the tools to guide managers through contractor requests, capturing the information needed for accurate determination, surfacing rate implications early, and creating an audit trail that satisfies compliance. Managers get their talent. Tax gets their evidence. And you get to stop being the bottleneck.
What HR & Talent Leaders Get from CoComply
Classify this worker based on their engagement terms.
Guided Workflow
Make Assessments Easy for Managers
Walk managers through the assessment process with questions they can actually answer. No more assessment confusion, just clear, structured information capture.
What Changes
Managers have a path. Instead of fighting the process, they follow it because it's faster than the alternative.
You're not the bottleneck. The system captures what's needed; you're not chasing information.
You can see your whole workforce. Not just the contractors you hired, all the external workers across the organisation.
When tax, HR, and procurement are aligned, you're not fighting separate battles. You're presenting one clear path to the business.