One3 Ecosystem · Module
Staffing & Contract Labour
Placements, contract attendance, wages and statutory evidence per site
Staffing & Contract Labour will run the contract workforce lifecycle for staffing contractors and principal employers on one data model. It covers demand, placements, deployments, attendance, wage handoff, client invoicing and statutory compliance evidence.
Staffing & Contract Labour is an add-on planned for W5 (Years 4–5), after Payroll GA and Attendance maturity. It is software for tenants. One3 does not provide staffing services and does not act as employer of record.
Two tenant types, one model
- Staffing contractors recruit, deploy and pay contract workers and bill their clients.
- Principal employers use contract workers at their sites and need to see that contractors meet statutory obligations.
The cycle
- A client raises a demand order under a master service agreement and rate card: headcount, skills, site, shift pattern, start date and bill rate.
- Candidates come through Recruit; the client accepts placements.
- Workers are onboarded with KYC and bank verification, statutory identifiers where applicable, documents, consent records and safety induction.
- Workers are deployed to a site and roster, with transfer history.
- Attendance is captured by supervisor muster or mobile check-in, with biometric devices and WhatsApp later. Geofence or selfie capture only with privacy review and consent.
- At period close the principal employer approves attendance per site.
- Approved attendance and rate components hand off to Payroll, with minimum-wage checks from state, zone and category rule tables.
- Client invoice requests go to Billing with markup, statutory reimbursements and GST (verify treatment).
- The contractor uploads statutory evidence (challans, return acknowledgements, wage payment proofs, registers and licences) per obligation, site and period.
- The principal employer sees a completeness score, gaps and a holdback recommendation. The principal employer decides.
Guardrails
State rule packs activate only after domain-expert sign-off with effective dates. AI assistance (gap detection, attendance anomalies, wage variance explanations, roster suggestions) stays at draft level. Workers get self-service and a grievance channel in Hindi, Tamil and other launch languages. Every statutory item is a pointer to verify with counsel, not legal advice.
Features
What Staffing & Contract Labour includes
Staffing clients and agreements
Clients as organisation roles; MSAs with services, SLAs and replacement terms; rate cards with pay components, markup and statutory cost loading.
Demand orders
Client requisitions for headcount, skills, site, shift pattern, start date, duration and bill rate, including client portal submission.
Sourcing and placement
Candidate pipeline through Recruit, placement proposals, client acceptance and worker offers.
Deployments
Workers deployed to client sites with role, shift, dates and supervisor; transfers keep history.
Contract worker onboarding
KYC and bank verification, statutory identifiers where applicable, documents, emergency contacts and consent records.
Sites and rosters
Client sites with state, zone and category attributes and shift rosters through Attendance.
Contract attendance capture
Supervisor muster and mobile self check-in, later biometric connectors and WhatsApp check-in.
Client attendance approval
Principal employer approves attendance per period and site and can dispute specific days.
Wage handoff to Payroll
Approved attendance and rates hand off to Payroll wage runs with minimum-wage checks from rule tables.
Statutory compliance tracker
Obligations per establishment, site and period, with a registers and returns calendar.
Compliance evidence and principal employer view
Challans, acknowledgements, wage proofs and licences linked to obligations, with completeness scoring and holdback recommendations.
Client invoicing
Invoice requests to Billing from approved attendance and rate cards with markup, reimbursements and GST.
Worker self-service and grievances
Roster, attendance, payslips and documents, plus a grievance channel with SLA, in launch languages.
Audit pack export
Per site, period and client: deployments, attendance, wages, evidence, licences and grievance summary.
Workflow
Demand to compliance cycle
- 1
Client raises a demand order under the MSA and rate card
- 2
Candidates are sourced through Recruit and placements accepted
- 3
Workers are onboarded with KYC, bank, statutory IDs and induction
- 4
Workers are deployed to a site and roster
- 5
Daily attendance is captured
- 6
Client approves attendance at period close
- 7
Wages hand off to Payroll with minimum-wage checks
- 8
Client invoice request goes to Billing
- 9
Contractor uploads statutory evidence per obligation and site
- 10
Principal employer reviews completeness and certifies the period or raises gap tasks
AI
AI skills and Digital Employees
Statutory obligation explanation
Explains obligations per site and state from the signed-off rule tables.
Evidence completeness check
Finds which documents are missing for a site and month.
Attendance anomaly detection
Flags impossible shifts, geofence exceptions and duplicate captures.
Placement matching
Ranks worker profiles against demand orders.
Grievance triage
Routes multilingual and voice grievances by urgency.
Wage-to-invoice reconciliation explainer
Explains differences between wages paid and amounts invoiced.
Digital Employees that use this module
They act through the same governed Actions as people; risky steps wait for approval.
Frequently asked questions
Does One3 act as employer of record?
No. Staffing & Contract Labour is software for tenants. One3 does not provide staffing services or employer-of-record roles.
Who uses it?
Staffing contractors who deploy and pay contract workers, and principal employers who need to see contractor compliance evidence per site.
Are statutory rules built in?
Rule tables per state are planned, but each activates only after domain-expert sign-off with effective dates. Treat them as pointers and verify with counsel.
When is it planned?
W5 (Years 4–5), after Payroll and Attendance are mature.
See Staffing & Contract Labour in your workflow
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