It is free to create an account on Supp as a Business or a Worker. Workers don't pay fees for work they find using Supp. Fees to Supp are never deducted from a Workers’ pay rate.
Different fees apply for Businesses depending on whether an ad is for a temporary shift (Temp Ads for Temp Shifts) or a permanent role (Perm Ads for Perm Roles).
Both Workers and Businesses can access Supp Pro for $10 a month. Supp Pro covers training and extra privileges including the ability for Workers to use Supp in multiple cities.
Temporary (or Temp) Shifts on Supp are advertised by Businesses using Temp Ads.
Businesses can post unlimited Temp Ads for free, with no fees if a Temp Ad doesn’t result in a filled shift.
Supp's Service Fee is included in the total shift cost when a Business submits a Worker’s timesheet in the payment step after a shift.
See: Paying for Shifts via Timesheet
Supp’s Service Fee is payable by the Business (not the Worker) and is calculated at 12% of the Worker’s total shift pay. This is a separate fee, in addition to the Worker's pay. It covers service tax, insurance and platform fees.
For more about Temp Ads including how to post, see:
Businesses can use Supp to post Perm Ads to recruit for permanent or ongoing roles.
For a 7 day listing, the fee is $70 payable up front. The fee includes the ability to hire an unlimited number of candidates from a single Perm Ad.
The low fee is priced specifically with the budget of small to medium sized hospitality businesses in mind.
For how to post Perm Ads, see: Posting Perm Ads
A Business can easily create a Perm Ad from the home screen of the app by tapping the + button. Once tapped, select 'Perm' to open the 'create' screen. From here, complete the required fields and tap 'continue'. Now the ad is ‘pending’ and an invoice is emailed to the Business’ inbox.
To publish the ad, the Business should visit their inbox and find the invoice from Supp. Immediately after paying, the ad is published and the listing period begins.
Once the ad is published, Supp sends suitable Workers push notifications inviting them to apply via the ad.
As applicants come through, the Business receives push notifications which can be tapped on to inspect candidates' profiles - including their community Reputation. A shortlist feature enables Businesses to flag which Workers they wish to contact or interview. The Perm Ad can be edited any time before the ad expires.
Businesses can contact and interview candidates during the ad listing period or any time after the ad has expired.
To hire for a similar role, Businesses can draft a new ad via the Repost button found on all expired Perm Ads. This is an excellent time saver for busy managers.
After Setting up Supp Payments - Businesses can easily create a Temp Ad from the home screen of the app by tapping the + button. Once tapped, select ‘Temp’ to open the 'create' screen. From here, complete the required fields.
A shift must be for a minimum duration of 2 hours. The minimum pay rate is coded in-app for shifts according to days (not including public/bank holidays). For public/bank holidays, Businesses must add the relevant loadings/penalties onto the pay rate or risk the ad being removed.
Once complete, tap ‘continue’. After the Business submits the ad, it is immediately published for free.
Once the ad is published, Supp sends suitable Workers push notifications inviting them to apply via the ad.
As applicants come through, the Business receives push notifications which can be tapped on to inspect the candidates' profiles, including their community Reputation. Businesses should offer the shift to their preferred Workers.
Once a Worker accepts the shift, the shift is filled and will appear in the app under the ‘booked’ tab. When a Worker accepts the Business’ offer, a Shift Contract is made between the Business and the Worker.
The multi-offer function allows Businesses to offer the shift to multiple Workers at once.
Once the shift is filled, Businesses and Workers communicate directly with each other via text or email. Before the start of the shift, it’s a good idea to discuss relevant shift details, for example:
If after a shift is filled, the Worker cancels the shift in the app, the Business will receive a push notification, and the shift ad will be reposted automatically by Supp. The Business should return to step 3 above to repeat the steps from ‘Offer Preferred Candidates the Shift’ onwards.
See also: Cancellation Policy & Guide
Once the shift has ended and within 48 hours, the Business must Pay for Shifts via Timesheet in line with the Shift Payments Policy. After timesheets are submitted, both Businesses and Workers are prompted to rate and review the shift.
To hire for a similar role, Businesses can draft a new ad via the 'repost' button found on all expired Temp Ads. This will be an excellent time saver for busy managers.
Stripe is a secure payment processing platform used by Supp to facilitate all shift payments from Businesses to Workers, see: Setting up Supp Payments for Businesses.
Workers on Supp must provide their bank details and have their identities verified before they can receive payouts via Supp Payments for completing Temp Shifts, see: Setting up Supp Payments For Workers.
Before offering shifts on Supp, Businesses must link a valid payment method (credit card) on their venue’s in-app profile.
This is the payment method used by Stripe when transferring shift payments to Workers via the in-app timesheet.
If issues arise with a payment method, the Business should provide an alternative credit card while they contact their bank. This means payment disruptions are avoided/minimised for Workers who have completed shifts for the Business.
Businesses may also link a billing email to their profile to receive a copy of each paid invoice.
New Workers setting up to receive payments on Supp must first complete their in-app Supp profiles including both sections, ‘Identity’ and ‘Bank Details’. This will minimise delays with the first shift payment.
The timeframe for Stripe to complete a new Worker's ID verification process can mean a Worker's first payout may be delayed by up to 7 days.
Supp is where hospitality businesses (Businesses) and independent contractors (Workers) connect and where Workers can:
With Temp Shifts, Workers choose:
Read our Terms for more on working as an independent contractor and Shift Contracts.
Businesses Posting Temp Ads must set a pay rate that at least matches the minimum according to local workplace standards. The minimum may depend on job type and when the shift is.
For Australian Supp users, we consider the local minimum standard to be the casual rate according to the Restaurant Award as published by Fair Work. For US Supp users, we refer to the Minimum Cash Wage for Tipped Employees in each State, as published by the U.S. Department of Labor.
Supp has pre-coded most local minimums into the app to assist Businesses with Posting Temp Ads. However - for public/bank holiday shifts - Businesses must add on extra holiday loading to the hourly pay rate themselves.
Supp routinely removes shift ads not complying with public/bank holiday minimums. To report a shift ad, please contact Supp’s Support Team at: customersupport@suppapp.com
While the minimum is expected of Businesses, Workers ultimately select their hourly rate. Workers may state their minimum pay rate in their profiles, and can filter shift ads based on that rate.
As per Supp's Shift Payments Policy no cash equivalents or offline payment arrangements are allowed in lieu of paying for shifts via Supp Payments.
Once the Worker accepts a shift offer, the pay rate in the shift ad becomes part of the Shift Contract (unless that rate is below the minimum).
All Supp shifts are a minimum of 2 hours.
The shift duration is agreed to between the Worker and Business in the Shift Contract. This may be the same as the hours described in the shift ad, although changes are also allowed (although the shift hours must remain above the minimum hours).
For more about shift hours, see Confirming Final Shift Hours For Correct Pay contained within Supp's Shift Payments Policy.
Supp promotes fair working conditions. Businesses must ensure Workers take breaks in accordance with local workplace laws.
The duration and frequency of breaks depends on the actual shift duration and should be discussed and agreed to by both Worker and Business at the start, or during the shift.
In deciding what breaks are appropriate, its expected that Businesses and Workers refer to local industry standards for guidance. In Australia, Fair Work publish a guide. In the U.S., the Department of Labor also offer guidance.
Breaks must be accounted for when Confirming Final Shift Hours for Correct Pay and Paying for Shifts via Timesheet.
In line with Supp's Shift Payments Policy, if tips are part of a Business’ process and policy - then Workers can receive tips outside of Supp and Supp Payments.
Any tips paid to Workers must be on top of the hourly pay rate agreed to in the Shift Contract.
Independent contractors have more independent financial responsibilities compared to employees.
Workers on Supp receive everything they earn for completed shifts ie: the shift hours multiplied by the Shift Contract pay rate. Receiving the full payout means Supp doesn't withhold amounts from a Worker for things like income tax, insurance, or Supp Service Fees.
With the full payout, Workers meet their own financial obligations for shifts. This includes complying with local tax obligations. Read: Tax to learn more, including about claimable expenses.
To help Workers complete their own financial administration, Supp provides:
A helpful summary for Workers after accepting a Temp Shift on Supp:
