Temporary Work evaluates how a company utilises fixed-term, seasonal, casual, agency and gig-platform arrangements - any employment relationship with a defined end date or no guarantee of ongoing hours - and safeguards the rights and well-being of those workers. It covers:

• workforce planning & justification – clear criteria for when temporary contracts are necessary (e.g., project peaks, seasonal demand) versus permanent hires, and policies that prevent the use of rolling short-term contracts to avoid social-protection obligations;
• equal treatment & integration – parity in wages, overtime premiums, health-and-safety protections, training access, and grievance-mechanism eligibility compared with comparable permanent employees;
• contract transparency & compliance – written agreements in a language the worker understands, stating job duties, pay, hours, benefits and contract duration, compliant with national laws and ILO Convention 175;
• agency & platform labour safeguards – due diligence on labour brokers and digital-labour platforms, including freedom from recruitment fees, timely wage payments, insurance coverage and data-privacy protections;
• pathways to permanence – policies that enable high-performing temporary workers to transition to secure roles and that cap the maximum duration of consecutive fixed-term contracts;
• monitoring & disclosure – tracking of temporary-worker headcount, percentage of total workforce, conversion rates to permanent roles and audit findings - reported in line with GRI 401, SA8000, OECD Due-Diligence Guidance and forthcoming EU ESRS S1 requirements.