Every ticket checked before anyone reaches the gate

A request goes out to everyone in your pool who is available for those dates and whose tickets are current, all at the same time, and acceptances come back through the app. For general labour where the requirement is a ConstructSafe Foundation pass and a site induction, most contractors have a broad enough pool that cover is straightforward. For ticketed trades — a scaffolder with the right Certificate of Competence class, or a practising STMS — the constraint is how many of those people you have in your own pool, which is usually far fewer. The software makes the gap visible immediately rather than after three days of phone calls, but it does not conjure a scaffolder: Aroha Connect is the system you run your workforce in, not a supplier of one.

The same way as every other ticket: as a dated record on the person's profile that the platform monitors. Pre-employment and random drug and alcohol testing is standard practice on most New Zealand sites, and you record the testing status and the date it was carried out, so it is visible before you confirm rather than discovered at the gate. Induction works the same way — Site Safe passport status and your own site-specific induction are tracked separately, and someone who has not completed your induction is flagged as needing it before first entry. Because requirements differ between principals and between sites, you configure your own regime against your account rather than accepting a single industry default. Carrying out the testing and running the induction remain yours to do; the platform is where the evidence lives.

On the trades side, anything you engage: general labourers and hammer hands through to carpenters, formworkers, steel fixers, concreters, scaffolders, traffic controllers and STMS, machine and plant operators, and civil crew. On the ticket side, the platform is preconfigured for ConstructSafe assessments across all tiers, Site Safe passports, SARNZ scaffolding Certificates of Competence including Elementary, Trade and Restricted, HIANZ Silvercard EWP competency, and NZTA F, W, T and R endorsements. Each is recorded with its own expiry rule — including the Restricted CoC's four-year non-renewable term, which is a hard stop rather than a renewal reminder — so a ticket stops counting the day it lapses.

You do, and so does whoever supplies the labour. Under the Health and Safety at Work Act 2015 a PCBU's workers include employees of labour-hire companies, so a worker placed on your site is your worker for health and safety purposes as well as the supplying company's. Section 34 requires PCBUs who share a duty for the same matter to consult, cooperate and coordinate with each other, and engaging a labour-hire provider does not transfer your duty to them. Where Aroha Connect fits is narrow and worth stating plainly: it is software, not a labour-hire company, so it is not a PCBU in respect of your workers and holds none of your duty. What it gives you is the thing the Act actually asks for evidence of — a shared, timestamped record of tickets, induction status and hours that both you and your supplier can see, instead of an assertion in a contract.

Approved timesheets flow straight into a payroll-ready export, which is what makes a weekly pay cycle practical rather than an administrative burden. ACC levies and holiday pay remain the engaging employer's obligations and are handled in your payroll system, not here — but because the platform holds an accurate, approved record of hours by person by week, the figures those calculations depend on are correct at source instead of being re-keyed off a paper timesheet. Note that holiday pay treatment for casual and variable-hours workers is changing; see the retail and hospitality page for detail on the transition, since it applies across every industry.

That is what the shift-posting model is for. Programme dates move, weather closes a window, a consent milestone slips. You can post for eight people on Monday and four on Wednesday without renegotiating anything, and the people who have already been inducted on your site are offered first, so you are not re-inducting a fresh crew every time. The flexibility comes from how you engage your casual workforce; the software is what makes managing it at that tempo practical.