Navigating the Canadian Labour Market with Data-Driven Insights

2026 will be a defining year for Australia’s #ContingentWorkforce. Between Fair Work reforms, skills shortages and rising contractor expectations, organisations will need strategies that are faster, smarter, compliant and more flexible than ever. I’ve summarised the 5 biggest shifts that will shape contingent workforce strategy in #Australia next year and what #HR, #TalentAcquisition and #Procurement leaders need to plan for now. 👉 Swipe through the carousel #FutureOfWork

Title: The HR Paradox: Who Do We Serve in the Gig Economy? The workforce is split between the flexibility of Gig Workers and the stability of Permanent Staff. This massive shift presents a critical challenge for HR: If the team is mostly gig talent, who designs the policies?🤔 The HR Dilemma, Simplified: Policies: Who are they for—core staff, project-based talent, or a hybrid? Culture: How do we build a unified culture when many workers aren't "employees"? ✏️Compliance & Benefits: What are our legal duties for non-traditional workers? ✏️Talent: How do we attract and retain skills when talent is fluid? The old HR rulebook 📚 is obsolete.The traditional HR playbook 📖 needs a serious update🚀 We must shift from an employer-only focus to a blended workforce strategy. This isn't just managing contractors; it's redefining the entire employee experience.🌐 What's your take? How should HR adapt to support both permanent and gig workers effectively? #HR #FutureOfWork #GigEconomy #TalentManagement #WorkforceStrategy #HRParadox

Economic Uncertainty and Pay Strategy: A Shift in Mindset for HR-leaders and Rewards professionals Economic uncertainty is now a major factor in shaping pay and benefit decisions. Organizations are becoming more risk-averse, shifting from aggressive talent acquisition to prioritizing financial sustainability. This means:.-> Higher approval thresholds: HR professionals must build stronger business cases. Market data alone is no longer enough to justify budget increases. Post-pandemic changes: During talent shortages, fear of losing talent drove higher pay approvals. Now, decisions face more scrutiny. With most organisations working within similar budget constraints, success in 2026 won't come from having more to spend - it will come from spending what you have more effectively. The challenge: you can't simply outspend competitors to secure talent. The opportunity: organisations that excel at non-financial rewards, pay transparency, building career pathways and clear communication can outperform those still trying to compete on base pay alone.Flat budgets don't have to mean flat results. The winners in 2026 will be those who recognise that when everyone has similar resources, strategy matters more than spending. This means better allocation, clearer communication, and a broader definition of reward that goes beyond base pay. If you need help in the Nordics with cost containment or new benefit strategy focusing on better allocation or communication, please drop me a line and we can discuss. #HR #söderbergpartners #Nordics #benefits

Many employers focus on pay, but employees are looking for more. They want flexibility, growth and a sense of belonging. To retain top talent, organizations need to align their strategies with what truly matters. Read our blog to learn how to close the gap: https://lnkd.in/gEAmrAFH #EmployeeRetention #HRConsulting #EmployeeEngagement #PeopleStrategy #FutureOfWork

💡 A Retention Crisis is Brewing, and It's Hiding in Plain Sight. HR Leaders, that quiet disengagement you might be sensing? New UK data suggests it's a significant issue. A recent survey just revealed that a staggering 42% of UK employees feel undervalued at work. The report connects this sentiment directly to a: 📉 57% drop in motivation; 📉 50% decline in morale; 📉 47% fall in enthusiasm. The biggest red flag for HR? Retention. While a third of all workers are considering leaving their jobs, that number skyrockets for the undervalued group: 54% of them are planning to seek new opportunities in 2026. This is a massive flight risk that you can't afford to ignore. The report calls this the "action gap" - Leaders are aware of the problem, but that awareness isn't yet translating into meaningful change. So, how do you bridge this gap and make your people feel seen? The research shows what employees truly value: ✔️Recognition: 53% of employees cited recognition as the top driver of feeling valued, yet only 30% of workplaces currently have a formal programme. ✔️Tailored Benefits Work: 79% said a tailored benefits package would make them feel more valued, and 68% said it would directly boost their productivity. This data gives us a clear mandate: to champion the strategic initiatives from recognition platforms to flexible benefits that not only combat attrition but actively build a more motivated, engaged, and loyal workforce. Read the full piece on HR Magazine: https://lnkd.in/df8-hRiG #HRUK #EmployeeEngagement #Retention #PeopleAndCulture #HRLeaders #EmployeeExperience #WorkplaceCulture

Want strategic insights from leading UK organisations? 💡 Last year's survey revealed the following key workforce trends: • 55% of respondents planned to be more transparent about pay • Only 6.4% of organisations offered fully flexible, customisable benefits • 51% of organisations cited benefit costs as their top challenge What will 2026 show? Benchmark your benefits strategy today: https://lnkd.in/e27YgD2k

Want strategic insights from leading UK organisations? 💡 Last year's survey revealed the following key workforce trends: • 55% of respondents planned to be more transparent about pay • Only 6.4% of organisations offered fully flexible, customisable benefits • 51% of organisations cited benefit costs as their top challenge What will 2026 show? Benchmark your benefits strategy today: https://lnkd.in/gNYHFNdf

Want strategic insights from leading UK organisations? 💡 Last year's survey revealed the following key workforce trends: • 55% of respondents planned to be more transparent about pay • Only 6.4% of organisations offered fully flexible, customisable benefits • 51% of organisations cited benefit costs as their top challenge What will 2026 show? Benchmark your benefits strategy today: https://lnkd.in/eVb_XYAU

Still struggling to find and retain employees? 📈 Nearly half of Canadian businesses are facing labour shortages, forcing them to increase work hours, delay orders, and risk employee burnout. With no quick fix in sight, how can companies adapt? ➡️ From automation and digitalization to HR strategy reform and workplace reorganization, businesses must rethink the way they operate to stay competitive. ✅ Discover expert insights and actionable solutions to tackle the labour shortage head-on https://lnkd.in/ezyDuRmm #LabourShortage #HRStrategy #Automation #DigitalTransformation #WorkforceManagement #BusinessGrowth