Managing a fluctuating workforce in the construction industry can be a challenging task, especially in Australia where the industry is known for its dynamic nature.

With a high demand for skilled labour, it's not uncommon for construction companies to experience rapid changes in their workforce, with employees coming and going due to sickness, holidays, and even death or disability. In this blog, we'll explore how employers in the Australian construction industry can effectively manage these situations and ensure business continuity.

Planning for sick days

Sickness is inevitable, and it's important for employers to have a plan in place for when an employee falls ill. In the construction industry, this can be particularly difficult as most workers are on-site, making it challenging to find replacements at short notice. To mitigate this, it's essential to have a pool of casual labour that can be called upon when needed, or to engage a labour hire company where, simply, these balls are juggled by them. This is especially important in industries with high rates of absenteeism, such as construction, where the average rate of sick leave taken is 10.8 days per employee per year, according to the Australian Bureau of Statistics (ABS).

Employers can also encourage workers to take care of their health by providing access to health and wellbeing programs, as well as promoting a healthy work-life balance. This can reduce the number of sick days taken and improve overall employee morale and productivity.

Planning for holidays

Like sickness, holidays are another unavoidable aspect of the workforce. In the construction industry, it's common for workers to take extended breaks during the holiday season, which can leave employers short-staffed. To manage this, it's important to have a clear understanding of when employees plan to take leave and to plan accordingly.

One effective strategy is to implement a rostering system that ensures that there are always enough workers on-site, which includes allowing for additional staff to cover the expected days off for staff sick, on leave, on holiday, or on disability or workers comp. Employers can also offer incentives to workers who are willing to work during peak holiday periods, such as higher pay rates or additional time off in lieu.

Planning for death or disability

While not a pleasant topic, it's important for employers to have procedures in place for when an employee passes away or becomes disabled. This can be particularly difficult in the construction industry, where accidents and fatalities are more common than in other sectors. According to Safe Work Australia, there were 157 fatalities in the construction industry in 2020 alone.

To manage the impact of death or disability in the workforce, employers should have a clear and compassionate policy in place and a clear set of procedures around workers compensation claims that provides support for affected employees and their families. This can include access to counselling services and financial support, such as funeral expenses and bereavement leave. Employers should also have a contingency plan in place to ensure that work can continue without disruption. Check out our blog on ‘How Does Workcover Actually Work When You Need It” at:-

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Conclusion

Managing a fluctuating workforce in the construction industry can be a challenge, but it's essential for employers to plan and prepare for situations such as sickness, leave, holidays, death and disability. By having a reliable pool pool of talent like we provide at SiteForce Recruitment, implementing a rostering system, and having clear policies and procedures in place, employers can mitigate the impact of these events and ensure business continuity.

In a dynamic industry like construction, it's also important to promote a positive workplace culture that encourages employees to take care of their health and wellbeing. This can reduce the number of sick days taken, improve employee morale and productivity, and ultimately lead to a more successful business.

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