Workforce & legal FAQ

Short answers for procurement and counsel. This is not legal advice. Customer-specific terms sit in your MSA / order form / SOW.

What does “managed workforce” or “managed field delivery” mean here?

In enterprise materials we use these phrases to mean coordination, compliance evidence, and governance (accreditations, job packs, audit trails) — not a claim about who employs field staff. Who directs work on site, who sets rates, and how subcontractors are approved are set out in your MSA / SOW for that programme. Patterns differ; this page is not legal advice.

How is Riggr different from a staffing agency?

Riggr is built for managed field delivery: accreditation, job-pack discipline, evidence, and governance — not CV forwarding alone. What we optimise for in each programme is set out in contract, not on this page.

Why “hybrid”?

Frameworks and programmes differ. Riggr may use different commercial patterns (including how work is directed and invoiced). The legal relationship is defined in the agreement for that customer. The website describes typical patterns; it does not replace bespoke terms.

How are crews engaged?

A common pattern is engagement with limited companies and PSCs, subject to competency checks and programme fit. Off-payroll / IR35 considerations depend on the specific engagement — your deal desk and counsel should confirm documentation and storage per internal policy.

Subcontractors

For enterprise customers, Riggr uses an approved subcontractor approach: named parties where agreed, with notification of material changes per contract. Flow-down obligations (safety, confidentiality, data protection) follow the customer agreement.

Health, safety, and CDM

Allocation of duties on site is contract-specific. The platform supports RAMS, method statements, certifications as-of deployment, and audit trails — the legal split between client, Riggr, and supply chain follows your agreement and statute.