Keep your casuals.
Hand us the employment.
Already have casual workers you trust? Transfer them to MyGig as their Employer of Record. They keep working with you, on your sites, on your rosters. We take on the employment contracts, payroll, superannuation, workers comp, payroll tax, and Fair Work award compliance.
One flat 15% service fee on wages and on-costs, estimated upfront. Your people get daily payroll, proper payslips, and 12% super. You get one invoice and zero employment admin.
Three steps, usually inside a week.
Invite your workers
Send your casuals an invite from your MyGig dashboard. They complete a ~30 minute onboarding: ID, right to work, and their existing tickets.
We employ them
Each worker signs a casual employment agreement with MyGig. Award classification, pay rates, and entitlements carry across correctly, with the clause cited.
Roster as usual
Post shifts to your Pool: your transferred workers see them first. Time and attendance, payroll, and compliance run automatically from the first shift.
Eight casuals or three hundred. Same engine, different amount of help.
The mechanics of a transfer do not change with size. What changes is how much of the mapping you want to do yourself. Every tier ends in the same place: MyGig is the employer, your rosters are unchanged, and you get one invoice.
- Invite by email or phone number, in bulk
- Worker onboarding is about 30 minutes each
- Award and classification chosen in the dashboard
- Your transferred workers see your shifts first
- We map each of your roles to an award classification
- Sites, shift templates and inductions set up for you
- Rate comparison against what you pay today, before you commit
- A named person through the migration, not a queue
- Enterprise agreement and instrument mapping, scoped with your advisers
- Procurement and security pack, insurance certificates on request
- Site-by-site rollout so nothing goes live everywhere at once
- Named transition lead and an agreed go-live date
The tiers describe how much help you get, not what you pay. Every one of them is the same flat 15% service fee on wages and on-costs, with no setup fee, no transfer fee and no minimum. Assisted and enterprise support are included because a transfer that is mapped wrongly is a problem we would rather not inherit.
The conversation with your team is the whole transfer.
A transfer only works if your people say yes to it, and they will ask what changes for them. Here is the honest answer, in the order they usually ask.
Do I still work for you?
They work the same sites, the same rosters, for the same supervisor. Legally MyGig becomes their employer, which is what moves the payroll and compliance obligations off your business. Day to day, the job is the job.
When do I get paid?
The day after every shift, at no cost to them. Not the following Thursday, not a fortnight later. For casual workers this is usually the single most persuasive thing on the list.
What about my super?
12% superannuation, paid with their wages rather than held and remitted quarterly. They can see each contribution against each shift.
How do I know I am being paid correctly?
Every hour is priced against the correct Modern Award with the clause cited on the payslip line, including casual loading, evening and weekend penalties and overtime. They can check the reasoning rather than trusting a total.
Am I covered if I get hurt?
Workers compensation is carried by MyGig from their first shift. So is the rest of the employment obligation: payslips, record keeping, PAYG.
Can I pick up other work?
Yes. Once onboarded they can see shifts from other MyGig businesses too. In practice this makes your roster easier to fill, not harder, because a worker who can top up their week stays available instead of leaving for a job with more hours.
The full worker side of the product, including the app and the wallet, is on for workers.
What moves, and what stays with you
A transfer is a change of employer, not a change of operation. The split is worth being precise about before you start, because the value is entirely in the left column and the reassurance is entirely in the right one.
Moves to MyGig
- The employment contract with each worker
- Award interpretation, and the risk of getting it wrong
- Payroll, PAYG withholding and Single Touch Payroll lodgement
- 12% superannuation, paid with wages
- Workers compensation cover and payroll tax
- Payslips, record keeping and Fair Work obligations
- Chasing timesheets and reconciling them to pay
Stays with you
- Who works, and when: you build the roster
- Day to day direction and supervision on site
- Your sites, your equipment, your standards
- Site induction content and site-specific training
- Work health and safety duties as the host business
- The relationship with your people, which is the point
Work health and safety duties are shared and are not removed by a change of employer. Both the host business and the employer carry duties under the model WHS laws. For what applies to your operation, see Safe Work Australia and your state regulator, and get advice on your own circumstances.
Transfer questions, answered plainly
Can I move casual workers I already employ to MyGig?
Yes, and it is the most common way businesses start. Your existing casuals are invited from your dashboard, complete about 30 minutes of onboarding, and are then employed by MyGig Workforce Pty Ltd. They keep working your sites on your rosters. What changes is who carries the employment: contracts, payroll, PAYG, 12% superannuation, workers compensation and award interpretation move to MyGig.
Do my workers have to reapply or be interviewed?
No. A transfer is not a rehire process. You nominate the people you want to keep and they are onboarded directly. There is no matching step, no vetting queue, and no risk of losing someone to another business during the move. Their existing tickets and certifications are captured during onboarding so nothing has to be re-earned.
What does a transfer cost?
There are no setup fees and no transfer fees. You pay the same flat 15% service fee on wages and on-costs that every MyGig client pays, and only on shifts that are actually worked. If a transferred worker does no shifts in a week, that week costs you nothing.
What happens to accrued entitlements and existing agreements?
This is the part to work through before anything changes, and it depends on your instrument and your arrangements rather than on a general rule. We map it with you during setup: what your workers are currently paid, under which classification, and what is outstanding. For what the law requires of you in a transfer, check your own circumstances with Fair Work rather than relying on a summary from a supplier.
How long does a workforce transfer take?
A self-serve transfer of a small pool is usually live within days: invite, onboard, roster. Larger pools take longer because the classification mapping and site inductions are done properly rather than quickly. Multi-site operations with an enterprise agreement in play are scoped to an agreed go-live date rather than an estimate.
Will my workers be worse off?
They should not be, and the transfer is worth making attractive to them or it will not land. Transferred workers are paid the day after every shift at no cost to them, get 12% superannuation paid with their wages rather than quarterly, receive proper payslips with the award clause cited on every line, and are covered by workers compensation. Those are usually improvements on an in-house casual arrangement, and they are what makes the conversation with your team an easy one.
What the Employer of Record model is in general terms lives on employer of record. To put numbers on a transfer before you talk to anyone, run your current casual spend through the Savings Calculator. Running 100 or more casuals across several sites? Start at enterprise.
Your team, minus the paperwork.
Transfer your casual workforce to MyGig and get back to running the operation.