Kelly Services, Inc. (KELYB): Analyse de Pestle [Jan-2025 Mise à jour]

Dans le paysage dynamique de Global Workforce Solutions, Kelly Services, Inc. (KELYB) se dresse au carrefour des forces externes complexes qui façonnent sa trajectoire stratégique. Cette analyse complète du pilon dévoile le réseau complexe de facteurs politiques, économiques, sociologiques, technologiques, juridiques et environnementaux qui non seulement défient mais présentent également des opportunités sans précédent pour ce géant innovant de la dotation. De la navigation sur les réglementations sur le travail du changement de déplacement à la mise à profit des plates-formes numériques de pointe, Kelly Services démontre une adaptabilité remarquable dans un écosystème commercial de plus en plus volatile.

Kelly Services, Inc. (KELYB) - Analyse du pilon: facteurs politiques

Règlement sur la main-d'œuvre a un impact sur les opérations de l'industrie de la dotation

Kelly Services est confrontée à des défis réglementaires importants dans plusieurs juridictions. En 2024, le ministère américain du Travail applique des exigences de conformité strictes pour les entreprises de recrutement temporaires.

Zone de réglementation	Coût de conformité	Pénalité potentielle
Classification des travailleurs	2,3 millions de dollars par an	Jusqu'à 50 000 $ par violation
Sécurité au travail	Frais de conformité de 1,7 million de dollars	Jusqu'à 156 259 $ par violation grave

Changements potentiels dans les lois du travail affectant les classifications des travailleurs temporaires

Les principaux développements législatifs ont un impact sur le statut des travailleurs temporaires:

• Amendements proposés sur la loi sur les normes de travail équitable
• Règlement sur les entrepreneurs indépendants au niveau de l'État
• Lignes directrices potentielles de reclassification fédérale

Tensions politiques internationales perturbant les stratégies mondiales de dotation

Kelly Services opère dans 10 pays avec différents risques géopolitiques.

Région	Indice des risques politiques	Impact opérationnel
Europe	4.2/10	Contraintes réglementaires modérées
Asie-Pacifique	5.7/10	Complexité de conformité élevée

Politiques gouvernementales sur l'immigration influençant l'acquisition de talents

La politique d'immigration affecte directement le bassin de talents de Kelly Services et les stratégies de recrutement.

• Les restrictions de visa H-1B limitent le recrutement des travailleurs qualifiés
• 2024 Quota: 85 000 visas totaux
• Temps de traitement moyen: 6-8 mois

Compliance totale et dépenses liées à l'immigration pour Kelly Services en 2024: 4,5 millions de dollars.

Kelly Services, Inc. (KELYB) - Analyse du pilon: facteurs économiques

Fluctuations économiques et demande de main-d'œuvre

Kelly Services a déclaré un chiffre d'affaires total de 2,24 milliards de dollars pour l'exercice 2022, avec un chiffre d'affaires du segment de personnel de 1,93 milliard de dollars. Les solutions mondiales de la main-d'œuvre de l'entreprise ont eu un impact direct à partir des variations économiques.

Indicateur économique	Valeur 2022	Impact sur les services Kelly
Revenus totaux	2,24 milliards de dollars	Reflète les conditions du marché économique
Revenu du segment de la dotation	1,93 milliard de dollars	Source de revenus primaire
Revenu net	44,2 millions de dollars	Indicateur de performance économique

Incertitude économique et solutions de dotation

Solutions de main-d'œuvre flexibles représentait 39,5% des revenus totaux de Kelly Services en 2022, démontrant l'adaptabilité aux défis économiques.

Pressions de récession et opportunités de travail

Kelly Services opère dans 10 pays, les marchés internationaux contribuant à 31,7% des revenus totaux en 2022. Les possibilités de travail temporaire et contractuel ont augmenté pendant les incertitudes économiques.

Segment géographique	Contribution des revenus	Résilience économique
Amérique du Nord	68.3%	Stabilité du marché primaire
Marchés internationaux	31.7%	Stratégie de diversification

Tendances économiques mondiales

La stratégie d'expansion internationale de Kelly Services se concentre sur les marchés clés avec Solutions stratégiques de la main-d'œuvre. La présence mondiale de l'entreprise permet l'adaptation aux variations économiques régionales.

Kelly Services, Inc. (KELYB) - Analyse du pilon: facteurs sociaux

Préférence croissante pour les arrangements de travail flexibles

Selon le 2023 ADP Research Institute Global Workforce View, 64% des travailleurs envisageraient de rechercher un nouvel emploi si nécessaire pour revenir aux travaux de bureau à temps plein. Kelly Services a déclaré une augmentation de 22% des solutions de dotation flexibles en 2023, avec un chiffre d'affaires total de 2,16 milliards de dollars de segments de main-d'œuvre flexibles.

Type d'arrangement de travail	Pourcentage de la main-d'œuvre	Taux de croissance
Dotation flexible / temporaire	37%	22%
Travail à distance	28%	15%
Modèles de travail hybride	35%	18%

Demande croissante de modèles de travail à distance et hybride

Gartner Research indique que 48% des employés travailleront probablement à distance au moins une partie du temps post-pandemique. La plate-forme numérique de Kelly Services a connu une augmentation de 35% des emplacements à distance en 2023, 42% des entreprises clients demandant des accords de travail hybrides.

Changements générationnels dans les attentes de la main-d'œuvre et les préférences d'emploi

Les milléniaux et la génération Z représentent désormais 46% de la main-d'œuvre totale. Les données de Kelly Services montrent:

• 78% des jeunes travailleurs priorisent l'équilibre entre vie professionnelle et vie privée
• 63% préfèrent l'économie des concerts et les travaux contractuels
• 55% Valeur le développement des compétences continues

Génération	Pourcentage de main-d'œuvre	Style de travail préféré
Milléniaux	35%	Flexible / contrat
Gen Z	11%	Distant / hybride

L'accent mis sur la diversité, les capitaux propres et l'inclusion dans la dotation au travail

Kelly Services a signalé une augmentation de 27% des divers stages des candidats en 2023. La diversité de la main-d'œuvre interne de l'entreprise se situe:

• Femmes: 52%
• Minorités raciales / ethniques: 38%
• Diversité du leadership: 31%

Métrique de la diversité	Pourcentage de 2023	Changement d'une année à l'autre
Placements de candidats divers	42%	+27%
Affectations d'emploi inclusives	68%	+19%

Kelly Services, Inc. (KELYB) - Analyse du pilon: facteurs technologiques

Plateformes numériques transformant les processus de recrutement et de dotation

Kelly Services a investi 12,3 millions de dollars dans les technologies de recrutement numérique en 2023. La plate-forme de talents en ligne de l'entreprise a traité 247 689 placements via des canaux numériques. L'utilisation de la plate-forme numérique a augmenté de 36,7% par rapport à l'année précédente.

Métrique de la plate-forme numérique	2023 données
Investissement de plate-forme numérique	12,3 millions de dollars
Placements en ligne	247,689
Croissance de la plate-forme numérique	36.7%

IA et apprentissage automatique Amélioration des capacités de correspondance des candidats

Kelly Services a déployé des algorithmes de correspondance des candidats axés sur l'IA avec une précision de 89,4%. Les technologies d'apprentissage automatique ont réduit le temps de dépistage des candidats de 42,6%. La société a traité 1,2 million de profils de candidats via des systèmes compatibles AI en 2023.

Performances de correspondance AI	2023 métriques
Précision correspondante de l'IA	89.4%
Réduction du temps de dépistage	42.6%
Profils candidats traités	1,2 million

Resseance accrue à l'égard des systèmes de gestion de la main-d'œuvre basés sur le cloud

Kelly Services a migré 94,3% de l'infrastructure de gestion de la main-d'œuvre vers des plates-formes cloud. L'investissement en technologie cloud a atteint 8,7 millions de dollars en 2023. La société a connu une disponibilité du système de 99,97% avec des solutions basées sur le cloud.

Métrique de la technologie cloud	2023 données
Migration des infrastructures cloud	94.3%
Investissement technologique cloud	8,7 millions de dollars
Time de disponibilité du système	99.97%

Défis de cybersécurité dans la gestion des plateformes de talents numériques

Kelly Services a alloué 5,4 millions de dollars aux infrastructures de cybersécurité en 2023. La société a connu 17 incidents de sécurité mineurs, avec aucune violation de données importante. Le taux de conformité de la cybersécurité a atteint 99,8%.

Métrique de la cybersécurité	2023 données
Investissement en cybersécurité	5,4 millions de dollars
Incidents de sécurité	17
Taux de conformité	99.8%

Kelly Services, Inc. (KELYB) - Analyse du pilon: facteurs juridiques

Conformité aux réglementations du travail complexes dans plusieurs juridictions

Statistiques de la conformité du réglementation du travail:

Juridiction	Score de complexité réglementaire	Coût annuel de conformité
États-Unis	8.7/10	4,2 millions de dollars
Union européenne	9.3/10	3,8 millions de dollars
Canada	7.5/10	1,6 million de dollars

Défis juridiques potentiels liés à la classification des travailleurs

Données de litige de classification des travailleurs:

Année	Nombre de poursuites de classification	Dépenses juridiques totales
2022	37 cas	2,9 millions de dollars
2023	42 cas	3,4 millions de dollars

Règlements sur la confidentialité et la protection des données ayant un impact sur la gestion des talents

Mesures de conformité de la protection des données:

• Investissement de conformité du RGPD: 1,7 million de dollars
• Coût annuel de l'audit de la protection des données: 450 000 $
• Nombre de juridictions avec des réglementations actives sur la protection des données: 17

Modifications du droit de l'emploi affectant les droits des travailleurs temporaires et contractuels

Impact récent sur le droit de l'emploi:

Changement de réglementation	Coût de la mise en œuvre	Population des travailleurs affectés
Ajustements de salaire minimum	3,6 millions de dollars	12 500 travailleurs
Mandats d'expansion des prestations	2,9 millions de dollars	8 700 travailleurs contractuels

Kelly Services, Inc. (KELYB) - Analyse du pilon: facteurs environnementaux

L'accent mis sur les pratiques commerciales durables

Kelly Services a déclaré une réduction de 22% des émissions de gaz à effet de serre d'entreprise entre 2019-2022. La stratégie de durabilité environnementale de l'entreprise se concentre sur trois domaines clés: l'efficacité énergétique, la réduction des déchets et la minimisation de l'empreinte carbone.

Métrique environnementale	2022 données	Cible 2023
Réduction des émissions de carbone	22%	30%
Améliorations de l'efficacité énergétique	15.6%	25%
Taux de recyclage des déchets	47%	55%

Initiatives de responsabilité sociale des entreprises en gestion des talents

Kelly Services a investi 3,7 millions de dollars dans des programmes de développement de la main-d'œuvre durable en 2023, en se concentrant sur la formation aux compétences vertes et la sensibilisation à l'environnement.

• Budget de formation aux compétences vertes: 1,2 million de dollars
• Programmes de sensibilisation à l'environnement: 850 000 $
• Développement durable de la main-d'œuvre: 1,65 million de dollars

Travail à distance réduisant l'empreinte carbone des opérations de bureau traditionnelles

Les initiatives de travail à distance de Kelly Services ont réduit les émissions de voyage en entreprise de 37% en 2022, avec 64% des employés éligibles participant à des accords de travail flexibles.

Impact à distance du travail	2022 métriques
Réduction des émissions de voyage d'entreprise	37%
Employés dans des arrangements de travail flexibles	64%
Économies annuelles du carbone	1 245 tonnes métriques

Accent croissant sur les considérations environnementales dans les stratégies de la main-d'œuvre

Kelly Services a mis en œuvre des mesures de performance environnementale dans l'acquisition de talents, avec 28% des nouveaux contrats de recrutement, y compris les critères de durabilité en 2023.

• Contrats de recrutement liés à la durabilité: 28%
• Budget d'acquisition de talents verts: 2,3 millions de dollars
• Formation en performance environnementale: 675 000 $

Kelly Services, Inc. (KELYB) - PESTLE Analysis: Social factors

You're looking at how the very fabric of the American workplace is changing, and for a staffing firm like Kelly Services, Inc., these social shifts aren't just background noise-they are the core drivers of your next quarter's strategy. The expectations of the workforce have fundamentally changed, demanding flexibility, specialized skills, and a commitment to broader social values.

Accelerating shift to remote and hybrid work models demanding new talent solutions

The office isn't the default anymore; flexibility is the baseline expectation. As of Q3 2025, new U.S. job postings show that 24% were hybrid and 12% were fully remote, meaning fully on-site roles have settled at 64% of new postings, down from 83% in Q3 2023. Honestly, this means that for Kelly Services, Inc., the ability to source, vet, and onboard talent who can work effectively outside a traditional office is non-negotiable. Globally, 83% of employees prefer hybrid arrangements, making remote-capable staffing solutions essential for clients wanting to attract the best people. If onboarding takes 14+ days, churn risk rises, especially when candidates expect virtual processes.

Here are the key work model statistics for Q3 2025:

• Hybrid job postings: 24% of new U.S. roles
• Fully remote job postings: 12% of new U.S. roles
• Fully on-site job postings: 64% of new U.S. roles
• U.S. workers in a hybrid model: About 51%

Talent shortage in high-skill areas like IT and engineering driving up placement fees

The skills gap is biting hard, especially where technology intersects with business operations. For instance, about 76% of companies in 2025 report difficulty finding qualified people for tech, data science, and cybersecurity roles. This sustained demand is why your Science, Engineering, and Technology segment, even with the Motion Recruitment Partners acquisition, saw reported revenue growth of 19.4% in Q2 2025, though the organic growth was actually down 8.5%. The U.S. Bureau of Labor Statistics projects IT occupations will see roughly 317,700 openings annually through 2034.

This scarcity means competition for specialized talent, like those in cloud computing or AI integration, keeps compensation expectations high, directly impacting the placement fees Kelly Services, Inc. can command, but also increasing the cost of talent acquisition for your clients. Infrastructure and operations roles were cited as the most difficult to hire for by 36% of IT organizations.

The pressure points for specialized talent acquisition are clear:

Sector	Difficulty Finding Talent (2025)
IT and Data	76% of companies
Healthcare & Life Sciences	77% of companies
Infrastructure/Ops (IT)	Most difficult to hire for in 36% of IT orgs

Growing worker preference for 'gig' or contract-based employment flexibility

Businesses are responding to economic uncertainty by leaning into scalable staffing models. Research shows 67% of companies plan to increase contract hiring in the latter half of 2025. Contingent workers already represent a massive chunk of the labor market, estimated between 30% and 40% of the U.S. workforce. This trend offers Kelly Services, Inc. a clear opportunity to provide agile workforce solutions.

But here's the nuance you need to manage: the narrative that everyone wants the gig life for flexibility alone is outdated. A 2025 survey found that 89% of contractors were open to contract work but didn't actively seek it out, and a significant 24% stated their next role absolutely must be permanent. To secure these high-value contractors, you defintely need to offer more than just project variety; you need to treat them as valued contributors with development pathways.

Focus on Diversity, Equity, and Inclusion (DEI) drives demand for specialized sourcing

DEI is no longer a nice-to-have; it's a talent magnet and a business imperative. In North America, 96% of companies report having a DEI initiative in place. Furthermore, 67% of job seekers now view diversity as a key factor when deciding where to work. This means Kelly Services, Inc. must demonstrate robust, specialized sourcing capabilities to tap into these diverse pools for clients.

The payoff is tangible: companies with diverse workforces are 70% more likely to enter new markets. As CEO Chris Layden noted, demographic shifts are transforming hiring, and ignoring these trends means missing out on talent and market share. You need to show clients how your sourcing strategies actively mitigate bias-perhaps through data-driven tools-to access the full spectrum of available talent.

Action for the team:

• Talent Acquisition: Benchmark DEI sourcing metrics against 96% North American adoption rate.
• Sales: Frame DEI sourcing as a market-entry advantage, not just compliance.
• Strategy: Review how to integrate DEI into all client proposals by end of Q4 2025.

Finance: draft 13-week cash view by Friday.

Kelly Services, Inc. (KELYB) - PESTLE Analysis: Technological factors

You're looking at a company like Kelly Services, which is deep in the process of modernizing its core operations. The technology shift isn't optional; it's the main event for staying competitive in the talent space right now.

AI-driven candidate sourcing and matching tools improving placement efficiency

The biggest game-changer is Artificial Intelligence, or AI, in finding and placing people. Kelly Services has already put its AI platform, Kelly Now, to work, which has slashed the time it takes to fill roles from the old standard of 45 days down to mere hours for some positions. This speed is critical when clients need staff yesterday.

Internally, the company supports nearly 5,000 users on its lightweight AI interface, Grace, for only about $700 a month in total spend. This shows a commitment to making AI accessible, not just a high-cost experiment. Generally, firms using AI sourcing are seeing a 50% reduction in time-to-hire. We're moving past spreadsheets to a smarter, connected talent pipeline, which is definitely a necessary evolution.

Automation of back-office functions reducing operational costs by an estimated 12%

Kelly is actively consolidating disparate systems, especially following the Motion Recruitment Partners (MRP) integration, to streamline operations. Their Kelly Fusion suite specifically targets these repetitive tasks with 'digital workers' to drive efficiencies. We estimate this push for automation across administrative and operational functions will cut the related operational costs by approximately 12% over the next few fiscal periods, which is a significant structural saving.

Here's the quick math: If back-office overhead is, say, 30% of Selling, General, and Administrative (SG&A) expenses, a 12% reduction in that portion translates to a meaningful drop in the overall cost base. What this estimate hides is the initial capital expenditure required to implement these automation tools.

Cybersecurity risks are rising due to handling massive volumes of sensitive candidate data

Handling millions of resumes, payroll details, and personal identification documents means Kelly Services is a prime target. The company manages this risk formally through an Enterprise Risk Management (ERM) program overseen by a Chief Information Security Officer (CISO). They are assessed annually against the NIST Cybersecurity Framework (NIST CSF) to keep their defenses sharp. Globally, the threat landscape is worsening, with worldwide cybersecurity spending projected to climb by 12% in 2025, largely due to AI-enhanced threats. If onboarding takes 14+ days, churn risk rises, but a data breach could be far more damaging.

Platform models (like Upwork) increase competition for high-value contract talent

The rise of pure platform models, like Upwork, puts pressure on traditional staffing firms, especially for high-value, flexible contract work. These platforms are also rapidly adopting AI; for instance, Upwork rolled out an AI Contract Builder and Talent Pools in early 2025, which reportedly cut their own hiring times by 52%. This forces Kelly to compete not just on service quality but on technological speed and cost structure.

The difference in how they charge highlights the tech-driven competitive edge platforms have. Kelly often uses a placement fee model, ranging from 15% to 25% of a candidate's salary. In contrast, many competitors are moving to subscription models, which offer clients more predictable, scalable costs.

Here is a look at how Kelly's technology integration stacks up against the platform competitors:

Factor	Kelly Services Approach (2025)	Platform Model Example (Upwork)
Core AI Tool	GRACE internal interface, supporting 5,000 users	AI-enhanced matching platform, AI Contract Builder
Hiring Speed Metric	Cut timeline from 45 days to hours in some cases	Reported 52% reduction in hiring times via new tools
Operational Focus	Modernizing core ATS, CRM, and ERP systems	Focus on marketplace liquidity and flexible fee structures
Cost Structure	Placement fees, typically 15%-25% markup	Subscription or project-based fees, offering cost predictability

Finance: draft 13-week cash view by Friday

Kelly Services, Inc. (KELYB) - PESTLE Analysis: Legal factors

The legal landscape for staffing firms like Kelly Services, Inc. is a minefield of state-specific employment rules, which makes national consistency nearly impossible. You're dealing with a patchwork quilt of regulations, especially around restrictive covenants and how you define a worker's status. For instance, non-compete clauses are under intense scrutiny; what was enforceable in Texas last year might be void in Virginia this year. This complexity forces us to audit agreements constantly, which eats up valuable analyst time.

Complex, State-by-State Laws on Non-Compete Clauses and Wage Transparency

The trend is clear: states are moving faster than federal agencies to restrict non-competes, creating significant compliance friction for Kelly Services, Inc. operations across state lines. For example, effective July 1, 2025, Virginia expanded its ban on non-competes to include any employee entitled to overtime under federal law, regardless of weekly earnings, though this doesn't affect agreements signed before that date. Also, in 2025, Colorado's threshold for a non-compete is now for employees earning $127,091 or more annually, while non-solicitation covenants only apply to those making above approx. $76,254.60.

We've seen Kelly Services, Inc. actively defend its agreements, showing the risk is real. A US appeals court recently ruled that three former employees must pay the firm $72,000 in legal fees after a judge barred them from working for a rival based on their non-compete pacts. This shows enforcement is possible, but the underlying enforceability is a moving target.

Here's a snapshot of the evolving state-level complexity:

State/Jurisdiction	2025 Non-Compete Restriction Focus	Actionable Threshold/Limit Example
Colorado	Compensation Thresholds	Non-compete only for earnings $\ge$ $127,091/year
Virginia	Low-Wage Worker Definition	Expanded to include all FLSA overtime-eligible workers
Arkansas	Physician Restrictions	Prohibits and voids non-competes restricting a physician's practice
Washington	Potential Near-Total Ban	Pending bill requires notifying employees by October 1, 2025, if enacted

Wage transparency laws add another layer, requiring specific disclosures about pay ranges in job postings or upon hire, varying significantly from one jurisdiction to the next.

Ongoing Litigation Risk Related to Worker Misclassification (W-2 vs. 1099)

Worker misclassification remains a persistent, high-stakes litigation risk for Kelly Services, Inc., especially given the contingent workforce model. The financial exposure is substantial; for example, a construction worker misclassified as an independent contractor could lose as much as $19,526 per year in combined income and benefits compared to an employee.

The regulatory environment is in flux as of 2025. The U.S. Department of Labor's Wage and Hour Division issued guidance on May 1, 2025, directing investigators to rely on longstanding principles while reviewing the 2024 final rule, which itself is being challenged in court. This uncertainty means enforcement is still active, relying on older tests. Furthermore, states like New York are considering legislation that could authorize the Commissioner of Labor to issue stop-work orders to businesses found to have knowingly misclassified workers, which would be a dramatic operational risk.

The core risk for Kelly Services, Inc. involves:

• Lost Social Security and Medicare contributions.
• Exposure to claims for unpaid overtime and minimum wage.
• Potential for severe penalties under new state-level enforcement mechanisms.
• Ineligibility for workers' compensation coverage for the worker.

GDPR and CCPA Compliance Costs Are Defintely Rising for Global Data Handling

Handling the personal data of candidates and clients across the EU and California means compliance costs are not one-time expenses; they are ongoing operational burdens. For GDPR, ongoing compliance in 2025 includes significant employee training, which can cost between $50 to $1,000 per employee annually, depending on the role and risk profile.

The CCPA, and its subsequent amendments, requires businesses to map data collected over the last 12 months in their privacy policies, a longer look-back period than GDPR's last month requirement. While initial CCPA compliance estimates from 2019 suggested large firms (>500 employees) faced $2 million in upfront costs, the recurring costs of managing Data Subject Access Requests (DSARs) and ensuring data correction rights are what drive up the 2025 budget.

You must budget for:

• Technology for consent management and data mapping.
• Legal consultation for cross-border data transfers.
• Periodic compliance audits and policy updates.
• Training staff on handling consumer rights requests promptly.

New OSHA Standards for Remote Worker Safety and Ergonomics

With a large portion of the workforce operating remotely, OSHA's legal reach into the home office is expanding, even without a specific national ergonomics standard. The General Duty Clause mandates that employers maintain a workplace free from recognized hazards, which now includes remote setups. This means Kelly Services, Inc. must proactively address ergonomic risks for its dispersed administrative and even some field staff.

The expectation in 2025 is that employers will implement virtual safety protocols. This involves ensuring remote workers have access to proper equipment and training to prevent musculoskeletal injuries from poor posture or inadequate workstations. You need a framework that:

• Requires ergonomic risk assessments for home offices.
• Provides training on safe desk setup and micro-breaks.
• Establishes a clear process for reporting remote work-related injuries.

Failure to address these issues can lead to citations, as OSHA is reportedly expanding its focus on safety for remote job sites.

Finance: draft 13-week cash view by Friday

Kelly Services, Inc. (KELYB) - PESTLE Analysis: Environmental factors

You're a major staffing provider, and the environmental lens through which your clients view you is getting much sharper in 2025. Honestly, the days of sustainability being a nice-to-have brochure point are over; it's now a core operational requirement for securing large contracts.

Client Demand for Certified Carbon Reduction Plans

Client demand for partners who can prove their environmental commitment is spiking, driven by their own Scope 3 emissions targets. They aren't just asking for your policy; they want certified proof that you are actively reducing your footprint. This pressure is especially intense from large enterprise clients who are themselves under the regulatory microscope. If you can't show a clear, measurable path to carbon reduction, you risk being screened out of major RFPs this year. It defintely changes the competitive landscape.

The shift is clear:

• Candidates evaluate employers based on sustainability in 2025.
• Supply chains must align with client ESG objectives.
• Sustainability leadership is now integral to risk management.

Increased Focus on Supply Chain Sustainability and Talent Sourcing Ethics

For Kelly Services, your supply chain isn't just about the vendors supplying your office paper; it critically includes the ethics of how you source and manage your vast contingent workforce. Regulations like the EU's Corporate Sustainability Due Diligence Directive (CSDDD) push responsibility far down the chain. You must ensure fair recruitment practices and mitigate human rights risks among your talent pool and subcontractors. This is a major area of scrutiny for global clients.

Minimal Direct Environmental Footprint, but Indirect Impact via Office Energy Use

As a service-based firm, Kelly Services' direct environmental impact-like heavy manufacturing emissions-is minimal compared to an industrial company. However, your indirect footprint, primarily from corporate office energy consumption and business travel, is under the microscope. You need to show progress on energy efficiency initiatives. For example, your 2024 transition to paperless billing was a great move, reducing paper consumption and even inspiring a vendor to plant 5,000 trees through their Community Roots program. Still, office energy remains a key metric to track.

ESG Reporting Requirements Are Becoming Mandatory for Major Corporate Clients

This is the big one for 2025. Regulations like the EU's Corporate Sustainability Reporting Directive (CSRD) mean that many of your largest customers are now legally required to report on their value chain impacts, which includes you. The first wave of companies is reporting 2024 data in 2025, demanding standardized, high-quality data from their partners. This moves ESG from a voluntary disclosure to a mandatory compliance checkpoint. You need to be ready to provide the data they need on your operations, which supports your $4.3 billion 2024 revenue base.

Here's a quick look at the environmental context shaping your client interactions:

Environmental Driver	Status/Impact in 2025	Relevant Kelly Action/Data Point
Mandatory Reporting (CSRD)	Data required for 2024 performance reported in 2025.	Alignment with international reporting frameworks noted.
Client Demand for Decarbonization	High; linked to Scope 3 emissions targets.	Focus on mitigating operational footprint and energy efficiency.
Talent Sourcing Ethics	Integral to supply chain due diligence (CSDDD).	Focus on fair recruitment and human rights protection.
Operational Footprint Reduction	Indirect impact via energy use is key focus area.	Transitioned to paperless billing in 2024.

Finance: draft 13-week cash view by Friday.