Labour hire supporting flexible resourcing and apprenticeship opportunities

Trade businesses across New Zealand are juggling fluctuating workloads while trying to secure reliable labour on site. ATT supports host employers with paid labour hire placements, providing job-ready workers who can add capacity quickly and contribute alongside your team. It’s a practical way to keep projects moving, cover peaks, and build continuity on site when longer-term opportunities arise.

ATT employs the worker and invoices the host business for hours worked, while the host provides day-to-day site direction. This gives the business flexible resourcing without the admin load of employing directly. If an apprenticeship opportunity arises later, workers can apply when roles are available, but apprenticeship placements are subject to availability and are not guaranteed.

Up N Atom Electrical recently used this pathway to bring in three trainees on labour hire placements for projects at Auckland Airport. Over time, the trainees gained experience on site, and when apprenticeship opportunities became available, all three applied and were successful.

Flexible resourcing when workloads change

Many contractors hesitate to commit to a four‑year apprenticeship when project volumes can shift. ATT’s labour hire pathway provides flexibility by enabling businesses to scale their workforce in line with demand while trainees gain practical experience and build confidence on site. For Up and Atom, the additional support helped maintain productivity across a major project.

On-site support that lifts productivity

Labour hire placements give trainees exposure to real work environments, across different tasks and supervisors. This helps trainees understand site expectations, safety practices, communication norms, and the pace of work, while contributing alongside the team. As trainee Nga Moetaua put it, “Labour hire was a period where you get to build confidence and learn how work runs on site.”

Workers arrive with foundational skills

Each of the trainees who transitioned to apprenticeships had already completed Level 3 Electrical pre‑trade training, enabling them to contribute from day one. Over time, supervisors saw how well they absorbed information and adapted to the work environment. “When the boys realise you have a good understanding, they’ll go up to the big boss and let them know what they can see,” said Nga.  That on-site communication helped support day-to-day coordination and learning.

Straightforward transitions when opportunities arise

For Neleta Lanyon, the move from placement to apprenticeship felt simple. “The boss just came up to me and said, ‘Do you want to keep doing this for the next few years?’ I said, ‘Oh yeah.'” Having already worked together on site, both the team and the trainees had a clear understanding of the work and expectations.

Less admin, more support

ATT manages administrative and compliance elements, including payroll, pastoral support and regular check‑ins with workers and employers. ATT Area Manager Willie Toelau said the pathway supports both workforce flexibility and skills development. “This model supports businesses to respond to changing workloads, while also helping trainees build real on-site capability. If an apprenticeship opportunity comes up later, both sides already understand the work and the environment.”

A pathway with mutual benefit

All three workers who began on labour hire with Up and Atom have now commenced four‑year apprenticeships. Their progress shows how the model can support both immediate operational needs and longer-term workforce development, with trainees gaining experience that helps them contribute effectively on site.

Talk to us about your labour hire needs. Tell us what you’re working on and when you need support, and we’ll help you keep projects moving with flexible resourcing.