In energy and telecommunications, hiring has never just been about skills.
It’s about delivery. Timelines. Regulation. Reputation.
And in 2026, it’s also very clearly about compliance.
Across Europe, scrutiny around contractor engagement, labour leasing and worker classification is increasing. What used to sit quietly in HR or finance conversations is now firmly on the radar of operational leaders and programme directors.
Because when compliance goes wrong, it doesn’t stay contained. It affects projects.
Why Compliance Is Now a Board-Level Topic
Regulatory frameworks in Germany and Switzerland have always been structured. But enforcement and awareness have grown significantly in recent years.
In Germany, AÜG governs labour leasing.
In Switzerland, SECO licensing regulates workforce supply.
None of this is new. What’s changed is how closely it’s being monitored - particularly in sectors that rely heavily on contractors and cross-border talent.
Energy transition programmes and telecoms rollouts sit right in the middle of that scrutiny.
Why Energy and Telecoms Face More Risk
Both sectors share a few defining characteristics:
• Large-scale infrastructure programmes
• High volumes of contract professionals
• Multi-year timelines
• Cross-border workforce movement
That combination creates complexity.
A fibre rollout across several German states.
A Swiss grid expansion requiring specialist engineers.
In each case, the question isn’t just “Can we find the talent?”
It’s “How are we engaging them - and is that structure defensible?”
When engagement models are unclear or incorrectly structured, consequences can include:
– Worker reclassification
– Backdated tax and social contributions
– Equal pay claims
– Fines or licence issues
– Disruption to critical delivery schedules
And in infrastructure projects, disruption is expensive.
What Risky Hiring Actually Looks Like
Risk rarely starts with bad intentions. It usually starts with urgency.
A project needs to scale quickly.
A specialist becomes available.
A manager wants to move fast.
Risky hiring often looks like:
• Engaging freelancers without reviewing local labour law
• Assuming a contractor model works the same across borders
• Ignoring equal treatment thresholds
• Relying on unclear umbrella structures
• Focusing on speed without confirming compliance
At the start, everything looks fine.
The exposure only becomes visible later - during an audit, a dispute, or a project extension.
What Compliant Hiring Looks Like Instead
Compliant hiring isn’t complicated. It’s structured.
It means:
• Determining the correct engagement model before onboarding
• Using licensed labour-leasing structures where required
• Clear contracts and documentation
• Monitoring assignment length and equal pay thresholds
• Aligning workforce planning with local regulation
It requires foresight rather than reaction.
And importantly, it protects not just the organisation - but the professionals delivering the work.
Compliance as a Competitive Advantage
There’s a shift happening in the market.
Forward-thinking energy and telecoms employers no longer see compliance as a box-ticking exercise. They see it as part of their operational strength.
Large operators and infrastructure vendors increasingly expect workforce partners to demonstrate:
• Proper licensing
• Clear documentation
• Audit readiness
• Regulatory understanding across jurisdictions
In other words, compliance has become part of brand credibility.
Hiring correctly signals maturity. It signals control. It signals stability.
The Questions Employers Should Be Asking in 2026
If you’re scaling teams across regulated markets, it’s worth asking:
– Are our contractor classifications defensible?
– Are we aligned with AÜG or SECO where required?
– Are assignment durations being actively monitored?
– Is equal pay benchmarking documented?
– Do we understand where the liability sits?
If the answers are unclear, the exposure likely sits with the employer.
Hiring Correctly Matters More Than Hiring Quickly
In infrastructure-driven sectors, speed matters. But speed without structure introduces risk.
The organisations that will scale successfully in 2026 won’t simply be the fastest to hire. They’ll be the ones who hire correctly from the start.
Compliance isn’t an obstacle to growth in energy and telecommunications.
It’s what allows growth to happen without disruption.
At RIZE, compliant workforce structuring is built into every solution we deliver - across freelance, labour-leased and permanent models - because in regulated markets, how you hire matters just as much as who you hire.
