世界の派遣労働市場規模：タイプ別、エンドユーザー別、地域範囲別、予測

派遣労働市場の規模と予測

派遣労働市場規模は、2024年に5,373億7,000万米ドルと評価され、2026～2032年にかけてCAGR 6.38%で成長し、2032年には8,813億6,000万米ドルに達すると予測されます。

派遣労働者とは、特定の雇用要件やプロジェクトを満たすために短期的に雇用される労働者を指します。正社員とは異なり、派遣労働者は企業の正規の給与支払名簿には載っておらず、人材派遣会社を通じて、または契約ベースで直接雇用されることが多いです。これらの労働者は、仕事量の一過性の増加、季節的なニーズ、または産休や長期的な病気などのスタッフの欠勤の空白をカバーするために雇われます。

臨時労働者は、派遣労働として知られることもあるが、短期的な需要やプロジェクト固有の要件を満たすために、さまざまな産業で採用されています。一般的な用途としては、小売業や接客業など、仕事量が変動するビジネスが挙げられます。祝祭日や特別なイベントなどの繁忙期には、企業は増加する顧客トラフィックを管理し、余分な在庫を処理し、通常のスタッフを補うために臨時労働者を雇用します。

労働力の動態の変化と技術の向上により、将来の派遣労働の利用は大幅に変化すると予想されます。企業は、需要の変動を管理し、経費を削減し、長期的なコミットメントをすることなく専門的なスキルを利用するために、派遣労働に頼るようになってきています。このような柔軟性は、小売業、接客業、技術など、人材需要が季節やプロジェクトによって変動するセグメントで特に有効です。

世界の派遣労働市場力学

世界の派遣労働市場を形成している主要市場力学は以下の通りです。

主要市場促進要因

柔軟性と拡大性：派遣労働市場の基本的な原動力は、柔軟性と拡大性を企業に提供することです。企業は、業務量が変動したり、季節的な需要が発生したり、予期せぬ欠勤が発生したりして、業務に影響を及ぼすことが頻繁にあります。企業は、長期的なコミットメントを必要とする正社員とは対照的に、派遣労働者を採用することで、現在のニーズに合わせて従業員規模を迅速に変更することができます。

コスト効率：もう一つの重要な要素は、派遣労働者の費用対効果です。企業にとっては、正社員を雇用するよりも派遣労働者を雇用する方が費用対効果が高い場合があります。企業は、福利厚生（ヘルスケア、退職金制度など）、有給休暇、長期給与など、正社員に関連するさまざまなコストを削減できます。派遣社員は契約期間中のみ給与が支払われることが多く、企業はこうした短期雇用のための採用や研修にかかるコストを節約できることが多いです。

専門スキルと知識：派遣労働者は、現在の労働力にはない専門的なスキルや知識を利用することができます。多くのプロジェクトや仕事では、限られた期間しか必要とされない専門的な能力を身につける必要があります。必要な能力を持つ派遣労働者を雇用する企業は、既存の従業員の長期的なトレーニングに費用をかけることなく、専門的な知識や経験の恩恵を受けることができます。

主要課題

質とスキルのギャップ：派遣労働の重要な課題の1つは、労働者が仕事を適切にこなすための適切なスキルと資格を有しているかどうかを確認することです。正社員とは異なり、派遣労働者は緊急の人材不足に対応するために急遽雇用されることが多いため、審査が厳格でない可能性があります。その結果、派遣労働者には専門業務に必要な独自のスキルがないため、組織は品質に懸念を抱く可能性があります。

統合とチーム力学：派遣労働者を既存のチームに加えることは、問題となる可能性があります。派遣労働者は、新しい業務状況に迅速に適応する必要がある場合が多く、これにより確立されたチーム力学が損なわれる可能性があります。正社員は、会社の文化や手順を完全に理解したり、それに沿ったりしていない派遣社員と働くことに慣れるのに時間を要するかもしれません。

トレーニングと監督コスト：派遣社員は、特定の職務や会社のシステムに精通するためのトレーニングを頻繁に必要とします。企業は、研修やモニタリングに必要なリソースを確保するため、多額のコストが発生する可能性があります。派遣労働は短期的なものであるにもかかわらず、研修に費やされる時間とリソースは、派遣社員を採用する費用対効果を低下させる可能性があります。

主要動向

各産業で高まる需要：派遣労働市場では、さまざまな企業からの需要が高まっています。短期的な需要に対応し、変化する業務量に対応し、季節的なピークや不測の欠勤によるギャップをカバーするために、派遣労働者を利用する企業が増えています。この動向は、ヘルスケア、小売、技術など、専門的なスキルや人手不足の需要が年間を通じて大きく変動する産業で特に顕著です。

技術とデジタルプラットフォームの普及：技術とデジタルプラットフォームは、派遣労働市場に大きな影響を与えています。オンライン求人サイト、人材派遣専門アプリ、デジタル採用ツールは、派遣労働者と仕事の見込みを結びつける方法を変革しています。これらのプラットフォームは、企業と求職者の双方に合理化されたプロセスを提供し、より迅速で効率的な採用活動を実現しています。

スキルの専門性の重視の高まり：特定の専門知識を持つ派遣労働者を採用する傾向が顕著になっています。業種が拡大し、雇用市場がよりダイナミックになるにつれ、企業は難しい仕事やプロジェクトに対応できる特定のスキルを持つ派遣社員を求めるようになっています。この傾向は、企業が一般的な人材よりも特定のスキルや専門知識を持つ人材を好む、スキルベースの人材採用への幅広いシフトを反映しています。例えば、技術産業では、サイバーセキュリティ、データ分析、ソフトウェア開発などの能力が臨時のポジションで必要とされることがあります。

目次

第1章 イントロダクション

• 市場の定義
• 市場セグメンテーション
• 調査手法

第2章 エグゼクティブサマリー

• 主要調査結果
• 市場概要
• 市場ハイライト

第3章 市場概要

• 市場規模と成長の可能性
• 市場動向
• 市場促進要因
• 市場抑制要因
• 市場機会
• ポーターのファイブフォース分析

第4章 派遣労働市場：タイプ別

• 非熟練職
• 事務職
• 管理職
• 技能職
• 専門職

第5章 派遣労働市場：エンドユーザー別

• ヘルスケア
• 製造業
• BFSI
• FMCG・小売
• IT・通信
• 建設
• 物流
• その他

第6章 地域分析

• 北米
• 米国
• カナダ
• メキシコ
• 欧州
• 英国
• ドイツ
• フランス
• イタリア
• アジア太平洋
• 中国
• 日本
• インド
• オーストラリア
• ラテンアメリカ
• ブラジル
• アルゼンチン
• チリ
• 中東・アフリカ
• 南アフリカ
• サウジアラビア
• アラブ首長国連邦

第7章 市場力学

• 市場促進要因
• 市場抑制要因
• 市場機会
• COVID-19の市場への影響

第8章 競合情勢

• 主要企業
• 市場シェア分析

第9章 企業プロファイル

• ManpowerGroup
• Randstad
• Adecco
• Allegis Group
• Robert Half International
• Hays
• Kelly Services
• Express Services
• Persol Holdings
• Yoh

第10章 市場展望と機会

• 新興技術
• 今後の市場動向
• 投資機会

第11章 市場展望付録

• 略語リスト
• 供給源と参考文献

Temporary Labor Market Size and Forecast

Temporary Labor Market size was valued at USD 537.37 Billion in 2024 and is projected to reach USD 881.36 Billion by 2032, growing at a CAGR of 6.38% from 2026 to 2032.

Temporary labor refers to workers employed on a short-term basis to fill certain employment requirements or projects. Unlike permanent employees, temporary workers are not on a company's regular payroll and are frequently hired through staffing agencies or directly on a contract basis. These workers are hired to cover transitory increases in workload, seasonal needs, or gaps in staff absences such as maternity leave or long-term illness.

Temporary labor, sometimes known as temp work, is employed in a variety of industries to meet short-term demands or project-specific requirements. One common application is in businesses with variable workloads such as retail and hospitality. During peak seasons such as holidays or special events, businesses engage temporary labor to manage increased client traffic, handle extra inventory, and supplement regular staff.

Changes in workforce dynamics and technological improvements are expected to drastically alter the future use of temporary labor. Companies are increasingly resorting to temporary labor to manage demand swings, cut expenses, and gain access to specialized skills without making long-term commitments. This flexibility is especially useful in areas such as retail, hospitality, and technology where the demand for personnel varies seasonally or by project.

Global Temporary Labor Market Dynamics

The key market dynamics that are shaping the global temporary labor market include:

Key Market Drivers:

Flexibility and Scalability: The fundamental driving force behind the temporary labor market is the flexibility and scalability it provides to enterprises. Companies frequently experience variable workloads, seasonal demands, or unexpected absences which can affect operations. Businesses can swiftly modify their workforce size to meet current needs by recruiting temporary workers, as opposed to permanent recruits, who require a longer commitment.

Cost Efficiency: Another important factor is the cost-effectiveness of temporary workers. Employing temporary workers might be more cost-effective for businesses than hiring full-time employees. Businesses save on a variety of costs associated with permanent employees including benefits (healthcare, retirement plans, etc.), paid leave, and long-term salary. Temporary workers are often paid solely for the duration of their contracts, and businesses frequently save costs associated with recruitment and training for these short-term positions.

Specialized Skills and Knowledge: Temporary labor can provide access to specialized skills and knowledge that are not currently available in the workforce. Many projects or jobs necessitate the acquisition of specialized abilities that are only required for a limited time. Companies that hire temporary workers with the necessary abilities might benefit from professional knowledge and experience without spending on long-term training for existing employees.

Key Challenges:

Quality and Skill Gaps: One key challenge with temporary labor is ensuring that the workers have the appropriate skills and qualifications to do the job properly. Unlike permanent employees, temporary workers are frequently employed hastily to address urgent gaps which may result in less rigorous screening. As a result, organizations may have quality concerns since temporary workers lack the unique skills required for specialized operations.

Integration and Team Dynamics: Adding temporary workers to existing teams might be problematic. Temporary workers frequently need to swiftly adjust to new work situations which might undermine established team dynamics. Permanent employees may need time to adjust to working with temporary employees who may not completely comprehend or align with the company's culture and procedures.

Training and Supervision Costs: Temporary employees frequently require training to become acquainted with certain job duties and company systems. Organizations may incur large costs as a result of the resources required for training and monitoring. Even though temporary labor is intended to be short-term, the time and resources spent on training might diminish the cost-effectiveness of recruiting temporary employees.

Key Trends:

Growing Demand across Sectors: The temporary labor market is witnessing increased demand from a variety of businesses. Businesses are increasingly relying on temporary workers to meet short-term demands, react to changing workloads, and cover gaps caused by seasonal peaks or unforeseen absences. This trend is especially noticeable in industries such as healthcare, retail, and technology where the demand for specialized skills or extra hands can fluctuate dramatically throughout the year.

Rising Adoption of Technology and Digital Platforms: Technology and digital platforms are having a growing impact on the temporary labor market. Online job boards, specialist staffing apps, and digital recruitment tools are transforming the way temporary workers are connected with job prospects. These platforms provide streamlined processes for both businesses and job seekers resulting in faster, more efficient recruiting.

Growing Emphasis on Skill Specialization: There is a significant trend of recruiting temporary workers with specific expertise. As sectors grow and the employment market becomes more dynamic, businesses are looking for temporary personnel with specific skills to handle difficult jobs or projects. This tendency reflects a broader shift toward skill-based recruiting, in which businesses prefer people with specific skills and expertise over general availability. For example, in the technology industry, temporary positions may necessitate competence in cybersecurity, data analysis, or software development.

Global Temporary Labor Market Regional Analysis

Here is a more detailed regional analysis of the global temporary labor market:

Europe:

The temporary labor market in Europe is primarily driven by the demand for workforce flexibility and cost-effective staffing options. This dominance is due to changing economic conditions and company models which necessitate flexible human resource methods.

Demographic shifts, economic swings, and technology improvements are all major drivers of the European temporary labor market. An aging workforce is a big problem with Eurostat projecting that 20.6% of the EU population was 65 or older in 2020, rising to 30.3% by 2100.

These swings cause organizations to seek flexible staffing choices. Another significant factor is technological improvement with the European Commission estimating that 42% of EU firms will adopt cloud computing in 2021, up from 36% in 2020. This rapid digital change raises the need for temporary skilled professionals in IT and related disciplines. The gig economy's expansion also contributes considerably with the European Parliament noting that platform work in the EU doubled in size between 2000 and 2020, now accounting for approximately 11% of the EU's working population.

Asia Pacific:

Asia Pacific's temporary labor market is expanding rapidly with Japan emerging as the fastest-growing market. This is mostly due to an aging population and labor shortages, which are pushing up demand for flexible workforce solutions. Demographic shifts, economic growth, and changing job preferences are all key drivers of the Asia Pacific temporary labor market. An aging population in Japan and South Korea has resulted in labor shortages, forcing firms to rely on temporary workers. According to Japan's Ministry of Health, Labour and Welfare, the number of temporary workers in Japan will reach 2.68 million in 2023, a 3.2% increase over the previous year.

Additional drivers include technical developments, legislative changes, and increased worldwide competitiveness. The increased adoption of digital platforms and AI-powered matching systems has simplified the process of linking temporary workers and employers. China's Ministry of Human Resources and Social Security claimed that internet platforms assisted 18% of temporary employment postings in 2023, up from 12% in 2022. Regulatory improvements in nations such as Singapore have made it simpler for businesses to hire temporary workers, with the Ministry of Manpower predicting a 15% increase in temporary work permit approvals by 2023.

Global Temporary Labor Market: Segmentation Analysis

The Global Temporary Labor Market is segmented based on Type, End-User, and Geography.

Temporary Labor Market, By Type

• Unskilled
• Clerical
• Management
• Skilled
• Professional

Based on the Type, the Global Temporary Labor Market is bifurcated into Unskilled, Clerical, Management, Skilled, and Professional. In the global temporary labor market, the skilled category is dominant. This dominance arises from the increasing need for specific technical skills and expertise across various industries. Businesses are increasingly seeking temporary workers with specialized knowledge to handle complex tasks and projects such as IT development, engineering, and healthcare services. Skilled temporary labor provides companies with flexibility and expertise without the long-term commitment of permanent hires.

Temporary Labor Market, By End-User

• Healthcare
• Manufacturing
• BFSI
• FMCG and Retail
• IT and Telecom
• Construction
• Logistics
• Others

Based on the End-User, the Global Temporary Labor Market is bifurcated into Healthcare, Manufacturing, BFSI, FMCG and Retail, IT and Telecom, Construction, Logistics, and Others. In the global temporary labor market, healthcare is currently the dominant end-user sector. This is largely due to the sector's high demand for flexible staffing solutions to manage fluctuating patient volumes, seasonal health crises, and specialized roles. The healthcare industry often requires temporary professionals such as nurses, medical technicians, and administrative staff to address urgent needs, cover shifts, or provide expertise in specialized areas. Additionally, the ongoing shortage of healthcare workers and the need for rapid responses in emergencies further drive the reliance on temporary labor.

Temporary Labor Market, By Geography

• North America
• Europe
• Asia Pacific
• Rest of the World

Based on Geography, the Global Temporary Labor Market is classified into North America, Europe, Asia Pacific, and the Rest of the World. In the global temporary labor market, Europe holds a dominant position due to several key factors. The region's robust economic environment, strong labor regulations, and well-established temporary staffing frameworks contribute to its leadership. Europe benefits from a high level of workforce mobility and a diverse range of industries relying on temporary labor including finance, healthcare, and manufacturing.

Key Players

The "Global Temporary Labor Market" study report will provide valuable insight with an emphasis on the global market. The major players in the market are Randstad, Adecco, Robert Half, ManpowerGroup, TheLadders, Kelly Services, Yoh, Aerotek, Hays, Reed, Michael Page, Groupe Adia, Randstad Sourceright, Recruit Holdings, Daiichi Kangyo Staffing, and Corporation Staff Service.

Our market analysis also entails a section solely dedicated to such major players wherein our analysts provide an insight into the financial statements of all the major players, along with product benchmarking and SWOT analysis. The competitive landscape section also includes key development strategies, market share, and market ranking analysis of the above-mentioned players globally.

Global Temporary Labor Market Key Developments

• In February 2022. The Adecco Group will complete the acquisition of Akka Technologies' majority stake. The Adecco Group now owns 64.72 percent of AKKA Technologies after acquiring 59.91 percent from the Ricci Family Group and SWILUX S.A, a subsidiary of Compagnie Nationale & Portefeuille SA.
• In July 2023, Akkodis, a global digital engineering company and Adecco Group's technology business was awarded a contract by the Canadian Department of National Defence (DND) to provide professional support services for modernizing and transforming software systems. The company got this award through a joint venture with Thales Canada and KWESST Micro Systems.

TABLE OF CONTENTS

1. Introduction

• Market Definition
• Market Segmentation
• Research Methodology

2. Executive Summary

• Key Findings
• Market Overview
• Market Highlights

3. Market Overview

• Market Size and Growth Potential
• Market Trends
• Market Drivers
• Market Restraints
• Market Opportunities
• Porter's Five Forces Analysis

4. Temporary Labor Market, By Type

• Unskilled
• Clerical
• Management
• Skilled
• Professional

5. Temporary Labor Market, By End-User

• Healthcare
• Manufacturing
• BFSI
• FMCG and Retail
• IT and Telecom
• Construction
• Logistics
• Others

6. Regional Analysis

• North America
• United States
• Canada
• Mexico
• Europe
• United Kingdom
• Germany
• France
• Italy
• Asia-Pacific
• China
• Japan
• India
• Australia
• Latin America
• Brazil
• Argentina
• Chile
• Middle East and Africa
• South Africa
• Saudi Arabia
• UAE

7. Market Dynamics

• Market Drivers
• Market Restraints
• Market Opportunities
• Impact of COVID-19 on the Market

8. Competitive Landscape

• Key Players
• Market Share Analysis

9. Company Profiles

• ManpowerGroup
• Randstad
• Adecco
• Allegis Group
• Robert Half International
• Hays
• Kelly Services
• Express Services
• Persol Holdings
• Yoh

10. Market Outlook and Opportunities

• Emerging Technologies
• Future Market Trends
• Investment Opportunities

11. Appendix

• List of Abbreviations
• Sources and References