Hiring Staff in 2026: What Commercial Laundry Businesses Can't Afford to Get Wrong.

Running a commercial laundry operation has never been simple. High volumes, tight turnaround times,

physically demanding work and constant pressure on margins make workforce decisions critical to success.

What has changed in recent years is the level of scrutiny around how that workforce is engaged, managed

and paid.

Employment compliance is no longer just a payroll or HR issue in the background. It is now a front-line

business risk that can impact operations, reputation and profitability.

Whether hiring directly or engaging workforce solutions providers, the expectations have shifted, and the

margin for error has narrowed.

Why the stakes are higher

Most operators are already managing competing pressures: production deadlines, staffing shortages and

rising customer expectations.

What often goes unnoticed is how quickly small compliance gaps can compound.

Incorrect classifications, missed allowances or poor record-keeping may seem minor in isolation. Over time,

they can become a significant financial and legal liability.

Regulators are also becoming more proactive and more sophisticated in how they identify issues.

Compliance is no longer about best effort. It is about being able to clearly demonstrate that you are doing

the right thing at all times.

Where businesses get caught out

For businesses employing staff directly, the biggest risks are often the most fundamental ones.

Modern awards are complex, particularly in shift-based environments like commercial laundry.

Common risks include:• Incorrect classification levels

• Inconsistent application of overtime and penalty rates

• Overlooked allowances

There is also increasing focus on casual employment. Businesses must ensure roles are genuinely casual

and that rostering practices do not unintentionally create permanent employment patterns.

A newer and often overlooked obligation is the right to disconnect.

Employees now have the right to refuse to engage with work-related communication outside of working

hours, unless it is reasonable.

In a laundry environment, where shifts can start early, finish late and change quickly, this requires more

discipline around how and when staff are contacted.

Labour Hire or Workforce Solutions: shifting the risk, not removing it

Engaging a workforce solutions provider can reduce administrative burden, but it does not remove risk

completely.

In many cases, it shifts the nature of that risk.

Recent changes around “same job, same pay” obligations mean businesses need to be aware of whether

externally engaged workers are performing the same work as direct employees, particularly where

enterprise agreements apply.

The workforce may not sit on your payroll, but they are still operating inside your business.

Choosing the right workforce partner

Not all providers operate to the same standard.

If you operate in Victoria or Queensland, your provider must be licensed. In South Australia and the ACT,

requirements have changed, so it is important to verify the current position rather than assume.

Beyond licensing, look for alignment with the Recruitment, Consulting & Staffing Association (RCSA), which

indicates a commitment to ethical and professional standards.

A compliant provider should be able to produce clear records, including:

• Work rights checks

• Candidate screening and references

• Rostering, timesheets and payroll data

• Superannuation payment evidence

• WorkCover, public liability, professional indemnity and cyber insurance

Just as importantly, they should properly assess candidates for suitability, including physical capability,

communication skills and experience.

In a commercial laundry environment, placing the wrong person is not just inefficient. It can slow

production, impact team morale and create safety risks.After-hours support is also critical. Your provider should be able to communicate absences in real time,

manage roster changes and assist with shift coverage.

Safety is broader than physical risk

Health and safety has always been a priority in commercial laundry environments.

These workplaces involve high heat, repetitive manual handling, heavy loads and fast-moving equipment.

A compliant workforce is not just one that is paid correctly. It is one that can perform the job safely.

This requires proper inductions, confirmation that workers are physically capable, clear safety procedures

and effective incident reporting.

However, there is a growing area of risk that is often overlooked.

Psychosocial risk and mental health

Mental health and psychosocial risk are becoming a significant part of workplace compliance. Safe Work

Australia's Model Code of Practice: Managing Psychosocial Hazards at Work (2022) provides a practical

framework for identifying and controlling these risks. It applies to all workers on your premises including

labour-hire staff and has legal standing across most Australian states and territories. For commercial

laundry operators, this is not an HR issue. It is a WHS obligation.

Across Australia, mental health claims are increasing and tend to be more costly and longer in duration

than physical injuries.

Common drivers include work pressure, poor communication, lack of support and workplace conflict.

In high-pressure, shift-based environments like commercial laundry, these risks can build quickly if not

managed.

This shifts the focus of compliance.

It is no longer just about physical safety. It also includes how work is structured, how teams are managed

and how employees are supported day to day.

Safe Work Australia’s Model Code of Practice: Managing Psychosocial Hazards at Work (2022) provides a

practical framework for identifying and controlling these risks. It applies to all workers on your premises —

including labour-hire staff — and has legal standing across most Australian states and territories. For

commercial laundry operators, this is not an HR issue. It is a WHS obligation.

Compliance as a commercial advantage

Compliance is often viewed as a cost or obligation. Increasingly, it is becoming a competitive advantage.

Businesses that demonstrate:

• Workforce stability

• Strong safety practices

• Transparent and compliant employment practicesare more attractive to customers and better positioned for long-term growth.

A compliant workforce is not just about avoiding risk. It is about building trust and reliability.

Technology and enforcement

Another major shift is how compliance is being monitored.

Regulators are now using data matching and AI-driven systems to identify inconsistencies across payroll, tax

and superannuation.

This means non-compliant employers are more exposed than ever before.

Issues that may have previously gone unnoticed are now far more likely to be detected.

What is coming next

One of the key changes on the horizon is payday super, scheduled to commence on 1 July 2026.

Superannuation will need to be paid at the same time as wages.

For businesses, this means:

• Greater payroll accuracy

• Stronger systems and processes

• Less flexibility around cash flow timing

It is a change that will require preparation, not reaction.

Final thoughts

Employment compliance in the commercial laundry industry is becoming more complex, more visible and

more important.

The businesses that navigate this well are the ones that stay informed, ask the right questions and put

structure around their workforce decisions.

There is also a clear shift in expectation. Workforce solutions should go beyond supplying staff and provide

confidence that workers are compliant, capable and properly supported.

If you are unsure where your current approach stands, or simply want a second opinion, I am always happy

to have a conversation.

If we can help, we will. If not, we will point you in the direction of someone we trust who can.

References

• Fair Work Ombudsman, Legislation changes, including rules for labour hire workers and the right to disconnect:

https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes

• Fair Work Ombudsman, Right to disconnect guidance for employers and employees:

https://www.fairwork.gov.au/newsroom/news/start-right-disconnect-and-casual-changes-small-businesses

• Fair Work Ombudsman, Small business and the Fair Work Act best practice guide: https://www.fairwork.gov.au/tools-and-

resources/best-practice-guides/small-business-and-the-fair-work-act

• Australian Taxation Office, About Payday Super: https://www.ato.gov.au/businesses-and-organisations/super-for-employers/payday-

super/about-payday-super

• Australian Taxation Office, Payday Superannuation legislative update: https://www.ato.gov.au/about-ato/new-legislation/in-

detail/superannuation/payday-superannuation

• Victorian Government, Labour Hire Licensing Scheme: https://business.vic.gov.au/news-and-updates/2019/labour-hire-licensing-

scheme-comes-into-effect-29-april

• Queensland Labour Hire Licensing, licence register and licensing portal: https://ols.oir.qld.gov.au/

• SafeWork SA, Labour hire responsibilities and employment agent licensing information: https://www.safework.sa.gov.au/workers/types-

of-workers/labour-hire and https://www.safework.sa.gov.au/licence-and-registration/apply-renew/employment-agent-licence

• Access Canberra, employment agent licences update: https://www.accesscanberra.act.gov.au/business-and-work/employment-agent-

licences

• Recruitment, Consulting & Staffing Association, Code of Professional Conduct and membership information: https://www.rcsa.com.au/

and https://www.rcsa.com.au/Site/Site/Our_Members/code-of-professional-conduct.aspx