Hundreds of casuals.
Dozens of sites. One employer.
At scale, casual workforces stop being a staffing problem and become an exposure problem: several agencies on different rate cards, award interpretation happening in spreadsheets, and no single view of who worked where. MyGig becomes the Employer of Record for all of it, across every site, under one agreement and one invoice.
The same flat 15% service fee applies at any volume. There is no enterprise tier and nothing to negotiate, which means the number your procurement team sees is the number every other MyGig client pays.
What changes when it is one employer instead of five agencies
Consolidation is the value, and it is worth being specific about what consolidates.
One rate, published
Flat 15% on wages and on-costs at every site and every volume. No site is quietly paying more because it was onboarded by a different buyer in a different year.
One employer of record
Every casual across every site is employed by MyGig Workforce Pty Ltd. Contracts, payroll, PAYG, 12% super, workers compensation and award interpretation sit in one place.
One audit trail
Every hour priced against the correct Modern Award with the clause cited on the line. When someone asks how a rate was arrived at two years later, the answer exists.
One invoice per day of shifts
Itemised by site and cost centre, so finance codes it without chasing five agencies for five formats. CSV export into any general ledger.
One view of the workforce
Who worked, where, under which classification, at what cost, across every site. Consolidated or filtered to a single location.
One number to call
A named transition lead through rollout and a named contact after it, rather than a support queue shared with every account.
For procurement, risk and legal
The questions a supplier onboarding process asks, answered here so the pack can be requested rather than discovered. Ask and we send the documents; nothing below needs a sales conversation first.
Insurance
Certificates of currency for workers compensation and public liability, issued to your entity on request. MyGig carries workers compensation for every worker on your sites because MyGig employs them.
The contracting entity
MyGig Workforce Pty Ltd, ABN 20 692 462 856. One agreement covers every site; adding a site does not need a new contract.
Employment status
Workers are employees of MyGig on compliant casual contracts. There are no ABN or independent-contractor arrangements, which removes the sham-contracting exposure that sits behind a lot of contingent supply.
Payroll and tax
PAYG withheld and Single Touch Payroll lodged directly from MyGig’s own payroll system as a registered Digital Service Provider with the ATO. 12% superannuation is paid with wages rather than held quarterly.
Data and security
Where your data is held, who can reach it, retention, and the privacy position. Available as a written pack for your security review.
Subcontracting
MyGig does not on-hire your work to another supplier. The workers on your sites are MyGig employees, sourced and vetted by MyGig.
Work health and safety
WHS duties are shared and are not removed by a change of employer: as the host business you keep duties for your sites. See Safe Work Australia and your state regulator, and confirm your own position rather than relying on a supplier summary.
Work health and safety obligations are set by the model WHS laws and your state regulator. See Safe Work Australia. For employment obligations including enterprise agreements and casual conversion, see Fair Work and get advice on your own circumstances.
How a multi-site rollout runs
Nothing goes live everywhere at once. A rollout that breaks at one site should not be able to break the roster at twenty.
1. Scope
Sites, roles, volumes and instruments. Which of your locations sit in states where MyGig operates, and which do not yet. You get that answer before you commit, not after.
2. Map
Every role mapped to an award classification, or to your enterprise agreement where one applies, with a rate comparison against what you pay today.
3. Pilot
One site goes live. Existing casuals transfer across with no gap in their shifts. Everything gets measured against what the site was doing before.
4. Expand
Site by site to the agreed go-live, with a named transition lead throughout and reporting consolidating as each one joins.
Moving an existing casual pool across is a workforce transfer and is usually where a rollout starts. What the Employer of Record model means in general is on employer of record, and how the award engine prices an hour is on compliance.
Enterprise questions
Can MyGig handle a workforce across multiple sites?
Yes. Sites are modelled separately, each with their own rosters, induction requirements, supervisors and cost centres, while employment, payroll and compliance stay consolidated under MyGig. Reporting rolls up across every site or drills down into one, and rollout is done site by site rather than everywhere at once.
What does MyGig cost at enterprise volume?
The same flat 15% service fee on wages and on-costs that every MyGig client pays. There is no enterprise tier, no volume discount, no minimum commitment and no setup fee, and the number is published rather than negotiated. Scale changes how much help you get during rollout, not what you pay per hour.
What can you provide for our procurement and risk teams?
Certificates of currency for workers compensation and public liability, our security and data-handling posture, the privacy position and where data is held, subcontracting position, and the standard services agreement for your legal team to review. Ask and we will send the pack rather than making you assemble it from the website.
We have an enterprise agreement. Does that work?
It is scoped before anything moves, with you and your advisers, rather than assumed. Where a registered agreement or other instrument applies to the work, the rates and conditions in the engine are mapped to it rather than to the underlying award. What an instrument requires of your business is a question for Fair Work and your own advisers, not for a supplier, so we work from what you tell us it says.
How does a large rollout actually run?
As a project with an agreed go-live date rather than an estimate: scoping and classification mapping, a pilot at one site, then site-by-site expansion with a named transition lead throughout. Existing casual workers can transfer across with no gap in their shifts, which is usually the piece that decides whether a rollout lands.
Where does MyGig operate?
MyGig operates as the authorised Employer of Record in NSW, WA, TAS and NT, with Victoria and Queensland planned for 2027. For a national operation that means some of your sites can run on MyGig now and some cannot, and we will say which before you commit rather than after.
Want the numbers before the meeting? Put your current casual spend through the Savings Calculator, or price a specific shift in the Shift Cost Calculator.
Every site. One employer.
Bring your sites, your volumes and your procurement questions. We will tell you what can run on MyGig today and what cannot.