Frequently Asked Questions

You can register through our online Induction Portal. The process takes about 15 minutes and involves providing your personal details, uploading copies of your tickets, licences, and qualifications, and completing a brief compliance questionnaire. Once submitted, our team reviews your application — usually within one business day — and if everything checks out, you are added to our active candidate pool and eligible for immediate placement.

All HBG workers are paid weekly via our JWHB-managed payroll system. You submit your hours through a digital timesheet, which is approved by the site supervisor or client. Once approved, pay is processed and lands in your nominated bank account every week. Payslips are available digitally through the payroll portal. Super is paid on top of your hourly rate in accordance with current legislation.

At a minimum, you need a valid General Construction Induction Card (white card) for any construction site work. Depending on the role, you may also need a high-risk work licence (for rigging, scaffolding, dogging, crane operation, forklift, or elevated work platform operation), a traffic controller ticket, a working at heights certificate, or trade-specific qualifications such as a Certificate III. Our recruitment team will advise you on exactly what is required for each role.

You can update your availability through the HBG Availability form on our website or by contacting your coordinator directly. Letting us know your preferred days, locations, and shift types means we can match you to the right jobs faster. We recommend updating your availability every week, especially if your schedule changes.

Yes. Many of our labour hire placements lead to permanent offers from the host employer. If you perform well on site, the client may choose to convert you to a permanent employee. We also have a dedicated permanent recruitment division that fills roles across construction, manufacturing, logistics, real estate, and civil infrastructure. Let your recruiter know if you are interested in permanent opportunities.

Contact your HBG coordinator immediately. We take workplace safety and wellbeing seriously. If it is a safety issue, you have the right to stop work and report the concern. For any disputes, pay queries, or general concerns, our team is available during business hours and our 1300 HBG 24/7 line is staffed for after-hours emergencies. We will work with the client to resolve any issue as quickly as possible.

Most sites require you to bring your own basic PPE — steel-capped boots, high-visibility clothing, safety glasses, and a hard hat. Some sites provide specific PPE such as harnesses or respirators. Your HBG coordinator will confirm the PPE requirements before your first shift on any new site. If you are unsure, ask before you arrive.

HBG is a fully licensed labour hire provider in every state where licensing is mandatory. We hold licences in NSW (SLJ: 02939), QLD (LHL-05861-F7S5Z), VIC (VICLHL07487), WA (EA3008), and ACT (ACTLHL00000654). These licences are regulated by each state's labour hire licensing authority and require ongoing compliance with workplace health and safety laws, workers compensation obligations, and payroll regulations.

All labour hire workers are paid through our JWHB-powered managed payroll platform. Workers submit digital timesheets which are sent to your nominated approver for sign-off. Once approved, pay runs are processed and workers are paid weekly. You receive a consolidated invoice for all approved hours, broken down by worker, site, and cost centre. There are no hidden charges.

Potentially, yes. Host employers can face penalties for using unlicensed labour hire providers (in QLD, VIC, SA, and ACT), and can be held liable for underpaid super, sham contracting arrangements, and unsafe work practices. Under modern slavery and supply chain legislation, ignorance of your provider's practices is increasingly not accepted as a defence.

A compliant provider pays all statutory obligations in full and on time, holds the required licences, correctly classifies workers under the relevant Modern Awards and workers compensation schemes, and maintains transparent, auditable records. A non-compliant provider does some or none of these things — and passes the risk to you.