We provide labour hire agreement terms and legal guidance to host employers, labour hire employers and recruitment agencies across Australia.
Our labour hire lawyers help companies to draft, review and negotiate labour hire agreements and get the best workplace legal advice. Recruitment agencies rely on Prosper Law to provide business-friendly legal expertise.
Our legal team have worked with labour hire agencies across Australia to develop labour hire agreement templates. Our experienced team review, draft and negotiate labour hire terms.
We understand that margins are often slim and require contracts that allow for costs to be passed to a host employer. For instance, increases in Award rates, superannuation or workers’ compensation premiums.
Our agency clients benefit from responsive and affordable legal services. Legal advisory services include Modern Award interpretation, employee disciplinary issues, solicitation of employees and other legal issues.
Our clients take comfort knowing they can contact us for urgent help and rely on us for fast legal assistance.
We work with recruitment agencies to develop terms and conditions, enforce legal terms and manage disputes. It is important for recruiters to have a comprehensive privacy policy and understand their obligations regarding the collection, use and storage of personal information.
Our solicitors also provide guidance on replacement guarantees, hiring practices and how the Australian Consumer Law and other laws apply to recruitment practices.
Our workplace legal team help companies manage disputes.
From employee claims to client disputes, our lawyers know how to resolve issues. We are dedicated to getting the best outcomes for our clients.
We provide workplace legal representation for labour hire firms and recruitment agencies.
A labour hire agreement should be a cost-effective way to manage risks. We provide legal services for fixed fees so you have certainty about how much your legal matter will cost upfront.
Contact us for a fixed fee quote today.
Our team has worked with host employers and various labour hire agency firms. No matter which industry workers are engaged in, our experience working in the labour hire industry puts us ahead of the curve. We understand how to manage a tight labour market, high recruitment costs and important industry trends in labour hire agreement terms.
Our employment lawyers identify legal and commercial risks in labour hire contracts and recommend and negotiate amendments. We are the go-to legal resource for contract law advice in Australia.
Our team of lawyers come from different industry backgrounds, and all are experienced when it comes to workplace law.

Meet our team of professional employment lawyers – you’ll be glad you did.
Farrah provides help to host employers and labour hire agents. Her deep knowledge of workplace law helps clients develop cost saving strategies and avoid risk.
Micaela provides personable legal services. She has helped businesses understand the Fair Work Act and their obligations as a labour hire company.
Krystal is a passionate employment lawyer, with experience dealing with intellectual property, health and safety obligations and wages and pay guidance.
Courtney has advised recruitment agencies about data and privacy, email marketing laws and other compliance solutions.
If you would like to contact an online lawyer, you can complete the contact form, email or phone Prosper Law.
If you know you need to speak to an online lawyer, but you’re not sure exactly what your legal problem is – we can help you.
Get in touch today and discover why Australian businesses choose Prosper Law’s team of lawyers.
Proportionate liability means that a person is only responsible for the part of the loss or damage that they caused. In other words, if someone is proportionally liable, they are
Under Australian law, negligence occurs if a person fails to take reasonable care to avoid causing damage to an individual or business to whom they owe a duty of care.
Welcome to The Ultimate Legal Guide to Building Information Modelling. This guide provides an in-depth look at how the law applies to building information modelling, as well as the legal
A labour hire agreement is a contract between an employer who on-hires workers to a host employer. A labour hire arrangement requires licensing, insurance and well-drafted contract terms.
A labour hire agreement should include a number of clauses which may vary depending on the arrangement. For example, prohibiting a host firm from directly engaging workers, insurance obligations, limits on the day-to-day direction and control of workers and limitations of liability.
It is also important to deal with commercial matters to meet the business needs of both parties. For the labour hire agency it is important to have access to the workplace, pass on increases to pay and protect worker safety. Host firms should ensure that a labour hire business engages qualified and licensed workers and adheres to employment laws.
A host employer will need to have appropriate insurance in place in case a worker is injured or if goods or services are defective. Insurance is one of the best ways to protect your business.
A host employer and agency should both have third party liability insurance. In some States and Territories, it is a legal requirement. Even where it is not mandated by law, many companies will require it as part of their vendor acceptance process and in their contract terms.
A labour hire agreement should be in writing so that:
All employers and persons conducting a business or undertaking (PCBU) have a duty to ensure the health and safety of workers while they are at work. This involves complying with health and safety legislation, identifying potential risks in the workplace and taking steps to minimise those risks.
Yes, an agency may hire employees for a specific task or period of time. Generally, an agency will pay an employee’s wages and salary, but a host employer will manage the day-to-day direction and control.
Our workplace lawyers do not recommend agreeing to a liquidated damages clause. There are many things that are outside of the control of the hiring party that can impact the availability of candidates. An employee can resign at any time or there might be a shortage of employees in a particular occupation. Liquidated damages should be reserved for things that are fully within the control of a party.
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