Services — Contract Workforce (TES)
Temporary Employment Services, stripped of the jargon: RiseUp employs, pays, manages and replaces the contract workers your operation runs on — at the scale your demand actually moves.
Volumes swing with seasons, contracts, promotions and absenteeism. A contract workforce converts labour from a fixed cost sized for the trough — or an overtime bill sized for panic — into capacity that tracks demand.
The catch: it only works when the provider genuinely carries employment, payroll, replacement and compliance. When they don't, you've just added an intermediary to your problems.
The difference between a workforce partner and a labour broker is who carries what — and whether it's contracted.
01
Sourcing, vetting, reference checks and contracting against your roles, shifts and sites — from standing regional pools first, targeted recruitment second.
02
Every contract worker is employed by RiseUp: written contracts, statutory registrations, UIF, COIDA, PAYE. You get labour capacity without employer administration.
03
Time-and-attendance feeds payroll directly. Correct rates, premiums, deductions and payslips — every cycle, with a full audit trail behind them.
04
No-shows, attrition and non-performance trigger a defined replacement protocol, drawing from the same inducted pool so cover arrives site-ready.
05
Section 198 posture, bargaining council alignment, discipline, disputes and CCMA processes — handled by RiseUp, coordinated with your site management.
06
Attendance, headcount and cost visibility on an agreed cadence, so the contract workforce is managed like any other operational input: with numbers.
The same sequence runs at every scale. Each step has an owner, an output and a date.
Choose the model that fits →We map your roles, shift patterns, sites, volumes and start dates — plus the compliance context: sector, bargaining council, rate structures.
You get a workforce plan: the engagement model, the cost structure, the supervision arrangement, and the replacement protocol. No ambiguity about who does what.
Sourcing, vetting, contracting, induction and PPE coordination run as one sequence. Workers arrive site-ready, not just hired.
Attendance control, on-site supervision where the model includes it, weekly reporting, and same-cycle payroll — every cycle.
Scale up for peaks, down after them. Replace non-performers fast. The contract flexes with your operation, not against it.
A recruiter fills the role and hands over — work RiseUp also does through permanent placements and executive search. In a TES engagement, RiseUp remains the employer: we carry contracts, payroll, statutory obligations, discipline and replacement for the life of the assignment. You direct the day-to-day work; we carry the workforce.
RiseUp is the employer of record for the contract workforce. Labour legislation — including section 198A of the LRA — allocates certain joint responsibilities to clients, and we structure every engagement so you know exactly where those lines sit before anyone is deployed.
It depends on roles, volumes and region — standing pools move fastest, certified and specialist roles take longer. The honest answer arrives in the scoping conversation as a mobilisation date, and it's a date we plan backwards from.
Yes. Conversion terms are agreed in the engagement up front, so absorbing a strong performer into your permanent structure is a planned move, not a negotiation.
Pricing follows the model: a rate per hour worked for supply engagements, structured fees where supervision or output accountability is included. The workforce plan puts the full cost structure in writing before you commit.
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One conversation to scope what you need — a contract workforce, permanent hires or an executive search — followed by a written plan with the approach, the mechanics and the numbers.
