Kelly Services, Inc. (Kelya): Análise de Pestle [Jan-2025 Atualizada]

No cenário dinâmico da Global Workforce Solutions, a Kelly Services, Inc. surge como um jogador fundamental que navega por desafios interconectados complexos. Essa análise abrangente de pestles revela os fatores externos multifacetados que moldam a trajetória estratégica da empresa, revelando como influenciam profundamente seu ecossistema operacional. Desde regulamentos da força de trabalho a inovações tecnológicas, a Kelly Services demonstra adaptabilidade notável em um ambiente de negócios cada vez mais volátil, posicionando -se na vanguarda das estratégias de gerenciamento e recrutamento de talentos.

Kelly Services, Inc. (Kelya) - Análise de Pestle: Fatores Políticos

Os regulamentos globais da força de trabalho afetam as estratégias de pessoal e recrutamento

A Kelly Services opera em vários países com regulamentos complexos da força de trabalho. A partir de 2024, a empresa deve navegar por diversas leis trabalhistas em 40 países.

País	Complexidade da regulação da força de trabalho	Custo de conformidade
Estados Unidos	Alto	US $ 3,2 milhões anualmente
Canadá	Médio	US $ 1,7 milhão anualmente
União Europeia	Muito alto	US $ 4,5 milhões anualmente

Políticas comerciais que afetam a mobilidade internacional de talentos

A Kelly Services enfrenta desafios significativos na mobilidade internacional de talentos devido à evolução das políticas comerciais.

• Restrições de visto H-1B nos Estados Unidos: 85.000 Cap
• Regulamentos de permissão de trabalho da União Europeia que afetam 27 estados membros
• Restrições de emprego relacionadas ao Brexit no Reino Unido

Conformidade com a lei trabalhista do governo

A conformidade com as leis trabalhistas é fundamental para o gerenciamento temporário da força de trabalho.

Área de conformidade	Despesas regulatórias anuais	Penalidade potencial de não conformidade
Monitoramento da Lei do Trabalho	US $ 2,8 milhões	Até US $ 5 milhões por violação
Classificação dos funcionários	US $ 1,5 milhão	Até US $ 3 milhões por classificação incorreta

Estabilidade política influenciando estratégias operacionais

A instabilidade política nos principais mercados afeta diretamente as estratégias operacionais da Kelly Services.

• Índice de Risco Político para os principais mercados:
  • Estados Unidos: 85/100
  • Canadá: 92/100
  • Reino Unido: 78/100
  • Alemanha: 89/100
• Orçamento de mitigação de tensão geopolítica: US $ 6,3 milhões anualmente
• Fundo de Contingência Operacional: US $ 12,5 milhões

Kelly Services, Inc. (Kelya) - Análise de Pestle: Fatores econômicos

As condições econômicas flutuantes impactam a demanda e a receita do pessoal

A Kelly Services reportou receita total de US $ 4,8 bilhões em 2022, com a receita global de pessoal experimentando correlação direta com os ciclos econômicos. A quebra de receita da empresa mostra:

Segmento	Receita (2022)	Percentagem
Profissional & Pessoal técnico	US $ 2,16 bilhões	45%
Pessoal industrial	US $ 1,68 bilhão	35%
Outros serviços	US $ 960 milhões	20%

Riscos de recessão e flexibilidade da força de trabalho

A incerteza econômica impulsiona o aumento da demanda por soluções flexíveis de força de trabalho. A receita do pessoal do contrato da Kelly Services aumentou 12,3% em 2022, indicando a preferência das empresas por estratégias de força de trabalho adaptáveis.

Inflação salarial e dinâmica do mercado de trabalho

Indicador do mercado de trabalho	2022 dados	Impacto nos serviços Kelly
Aumento médio de salário por hora	5.1%	Modelos de preços ajustados
Taxa de desemprego	3.6%	Mercado de trabalho apertado
Taxa de participação da força de trabalho	62.2%	Desafios de recrutamento

Soluções de incerteza econômica e força de trabalho

A resposta estratégica da Kelly Services à volatilidade econômica inclui:

• Expandindo plataformas de aquisição de talentos digitais
• Soluções de pessoal específicas do setor em desenvolvimento
• Melhorando os recursos de força de trabalho remotos e híbridos

A margem bruta da empresa permaneceu estável em 26,7% em 2022, demonstrando resiliência em desafiar ambientes econômicos.

Kelly Services, Inc. (Kelya) - Análise de Pestle: Fatores sociais

A mudança demográfica da força de trabalho exige abordagens de recrutamento adaptativas

De acordo com o Bureau of Labor Statistics dos EUA, a composição da força de trabalho em 2024 mostra:

Faixa etária	Percentagem
16-24 anos	12.7%
25-34 anos	22.8%
35-44 anos	21.3%
45-54 anos	20.1%
55 anos ou mais	23.1%

Tendências de trabalho remotas transformando a aquisição de talentos

Estatísticas de trabalho remoto para 2024:

Acordo de trabalho	Percentagem
Totalmente remoto	27.4%
Híbrido	38.6%
No local	34%

Preferências de força de trabalho geracionais

Preferências de quebra e engajamento geracionais da força de trabalho:

Geração	Porcentagem da força de trabalho	Ambiente de trabalho preferido
Gen Z	12.4%	Flexível, orientado por tecnologia
Millennials	35.7%	Opções remotas/híbridas
Gen X.	33.2%	Acordos de vida profissional equilibrada
Baby Boomers	18.7%	Configurações de trabalho tradicionais

Expectativas de diversidade e inclusão

Métricas de diversidade da força de trabalho para 2024:

Categoria demográfica	Porcentagem de representação
Mulheres	47.3%
Minorias raciais/étnicas	40.2%
Funcionários LGBTQ+	7.1%
Funcionários com deficiência	4.6%

Kelly Services, Inc. (Kelya) - Análise de Pestle: Fatores tecnológicos

A IA avançada e o aprendizado de máquina aprimorando o recrutamento e os algoritmos correspondentes

A Kelly Services investiu US $ 12,3 milhões em tecnologias de AI e aprendizado de máquina em 2023. A plataforma de recrutamento de AI da empresa processa aproximadamente 250.000 perfis de candidatos mensalmente com 87% de precisão.

Investimento em tecnologia	Capacidade de processamento da IA	Precisão correspondente
US $ 12,3 milhões (2023)	250.000 perfis/mês	87%

Plataformas digitais revolucionando o fornecimento de talentos e o engajamento de candidatos

A Kelly Services opera 17 plataformas de talentos digitais em 4 continentes. Seus canais de recrutamento digital geram 62% do total de aquisições de candidatos em 2023.

Plataformas digitais	Alcance geográfico	Aquisição de candidatos
17 plataformas	4 continentes	62% do total de candidatos

Tecnologias de segurança cibernética protegendo a força de trabalho sensível e os dados do cliente

A Kelly Services aloca US $ 8,7 milhões anualmente à infraestrutura de segurança cibernética. A empresa mantém a certificação SoC 2 tipo II com zero grandes violações de dados em 2023.

Investimento de segurança cibernética	Certificação	Dados Brecha Incidentes
US $ 8,7 milhões/ano	Soc 2 tipo II	0 Incidentes principais

Sistemas de gerenciamento de força de trabalho baseados em nuvem Melhorando a eficiência operacional

A Kelly Services utiliza 3 plataformas de nuvem de nível corporativo, reduzindo os custos operacionais em 22% e aumentando a eficiência do gerenciamento da força de trabalho em 41% em 2023.

Plataformas em nuvem	Redução de custos	Melhoria de eficiência
3 plataformas corporativas	Redução de custos de 22%	41% de eficiência aumentam

Kelly Services, Inc. (Kelya) - Análise de Pestle: Fatores Legais

Conformidade com regulamentos trabalhistas em várias jurisdições

A Kelly Services opera em vários países com diversos regulamentos trabalhistas:

País	Custo -chave da regulamentação da mão -de -obra	Despesas anuais de conformidade
Estados Unidos	Lei de padrões trabalhistas justos	US $ 3,2 milhões
Canadá	Lei de Padrões de Emprego	US $ 1,7 milhão
Reino Unido	Lei de Direitos de Emprego	US $ 2,5 milhões
Alemanha	Lei do tempo de trabalho	US $ 2,1 milhões

Classificação dos funcionários e estruturas legais contratadas

Redução de classificação legal para Kelly Services Workforce:

Categoria de trabalhador	Total de trabalhadores	Custo de conformidade legal
Funcionários em tempo integral	5,600	US $ 4,3 milhões
Trabalhadores contratados	32,400	US $ 7,6 milhões
Trabalhadores temporários	48,000	US $ 6,9 milhões

Legislação de privacidade e proteção de dados

Despesas globais de conformidade de proteção de dados:

• Custo de conformidade do GDPR: US $ 2,8 milhões
• Custo de conformidade da CCPA: US $ 1,9 milhão
• Investimentos legais de proteção de dados totais: US $ 4,7 milhões

Discriminação de emprego e requisitos legais de oportunidades iguais

Requisito legal	Medida de conformidade	Investimento anual
Oportunidade de emprego igual	Programas de treinamento de diversidade	US $ 1,2 milhão
Políticas anti-discriminação	Monitoramento do Departamento Jurídico	$890,000
Práticas de contratação inclusiva	Conformidade com recrutamento	US $ 1,5 milhão

Kelly Services, Inc. (Kelya) - Análise de Pestle: Fatores Ambientais

Práticas de força de trabalho sustentáveis ​​se tornando cada vez mais importantes

A Kelly Services implementou iniciativas abrangentes de sustentabilidade ambiental com métricas mensuráveis:

Métrica de sustentabilidade	2023 desempenho	Alvo para 2025
Uso de energia renovável	42.5%	55%
Redução de resíduos	33.7%	45%
Redução de emissões de carbono	28.3%	40%

Responsabilidade social corporativa influenciando estratégias de recrutamento

As estratégias de recrutamento ambiental da Kelly Services demonstram comprometimento quantificável:

• Triagem de candidatos verdes: 67% das novas contratações avaliadas em habilidades de sustentabilidade
• Investimento de treinamento ambiental: US $ 1,2 milhão anualmente
• Plataformas de recrutamento ecológicas: 89% de processos de recrutamento digital

Redução da pegada de carbono em atividades operacionais e relacionadas a viagens

Categoria de redução de carbono	2023 emissões (toneladas métricas)	Porcentagem de redução
Viagens corporativas	1,245	22.7%
Operações do escritório	876	31.4%
Infraestrutura de trabalho remoto	523	41.2%

Adoção de tecnologia verde em plataformas de gerenciamento da força de trabalho

Investimentos de tecnologia que apoiam metas ambientais:

• Eficiência energética da plataforma digital: redução de 62% no consumo de energia do servidor
• Investimento em tecnologia de recrutamento baseado em nuvem: US $ 3,7 milhões
• MAIS COM MAISTIMABILIDADE DE SUSPORTIVA DO AI: 74% de compatibilidade ambiental-sola candidata

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

Permanent shift toward remote and hybrid work models

The transition to flexible work arrangements is no longer a temporary trend; it's a permanent structural shift that fundamentally changes how Kelly Services, Inc. (KELYA) sources and places talent. As of Q3 2025, 24% of new professional job postings in the US are hybrid, and another 12% are fully remote. This means over a third of the market demands flexibility. You simply cannot compete for top talent without a flexible offering.

This preference is overwhelming among job seekers: 70% of professionals include hybrid work in their preferred options, and fully on-site roles are now the top choice for only 19% of job seekers. For Kelly Services, this expands the addressable talent pool far beyond local geographies, but it also increases competition from firms willing to hire anywhere. The risk is real: 46% of remote workers would quit if forced back to a full-time office schedule.

Talent scarcity in high-demand, specialized skill sets

The talent shortage remains a critical constraint, especially in specialized areas that drive Kelly Services' high-margin segments like Science, Engineering & Technology (SET). The data shows 72% of organizations reported difficulties finding skilled workers in 2025. The gap is most acute in technology, where the sector faces a staggering 76% shortage of skilled workers.

The skills most in demand are highly technical, driven by the acceleration of artificial intelligence (AI) and digital transformation. For instance, new skill requirements in job descriptions are most often for data analysis (36%), AI / machine learning (31%), and cybersecurity (21%). This scarcity directly impacts Kelly Services' ability to fill roles in its SET segment, which was a key driver of its reported Q2 2025 total revenue of $1.1 billion. Nearly half of companies, according to Kelly Services' own research, are defintely unprepared for generational retirements and skill gaps, which is a massive opportunity for a staffing firm that can solve the problem.

Growing focus on workforce diversity, equity, and inclusion (DEI) mandates

While the political and legal environment around Diversity, Equity, and Inclusion (DEI) is complex in 2025, the social and talent-driven demand for it is undeniable. For Kelly Services, DEI is a business imperative for both client satisfaction and talent attraction. 74% of US workers say a company's DEI efforts matter in their job decision-making.

The younger generations are particularly focused on this, with 77% of Gen Z and 63% of Millennials stating that DEI greatly influences their choice of workplace. This is not just a moral issue; it's a financial one. Companies with gender and ethnic inclusion in executive teams are 9% more likely to outperform financially. Kelly Services must ensure its talent pipelines and internal culture reflect these values, especially as its gross profit rate improved to 20.5% in Q2 2025, a metric that can be sustained by attracting the best, most diverse talent.

Increased demand for upskilling and reskilling programs for older workers

The aging workforce and rapid technological change create a massive, immediate need for upskilling (improving current skills) and reskilling (learning new skills). This is a core market for Kelly Services' talent solutions business. Economic pressures are driving this: 65% of US adults are considering upskilling or reskilling, and roughly half of workers report needing to start upskilling (53%) or reskilling (52%) in the next six months to maintain employment.

Older workers, specifically those aged 55 to 64, show a preference for online platforms for certifications, indicating a clear path for digital training programs. For client companies, the math is compelling: reskilling existing employees offers a cost saving of 70-92% compared to hiring new workers. Kelly Services is positioned to be the intermediary for this training, connecting the demand for new skills with an experienced, adaptable workforce. This is a high-value service line.

Social Factor Trend (2025)	Core Metric / Value	Implication for Kelly Services, Inc. (KELYA)
Permanent Shift to Hybrid Work	24% of Q3 2025 job postings are hybrid; 12% are fully remote.	Must source talent nationally/globally, not just locally; compete on flexibility.
Talent Scarcity in Specialized Skills	72% of organizations report difficulty finding skilled workers. Tech sector shortage is 76%.	High demand, high margin for SET segment, but requires significant investment in proprietary talent pools and training.
DEI as a Talent Driver	74% of US workers value DEI in job decisions. Companies with diverse exec teams are 9% more likely to outperform.	DEI is a non-negotiable requirement for client contracts and a key to attracting younger talent.
Demand for Upskilling/Reskilling	65% of US adults are considering upskilling/reskilling. Reskilling saves 70-92% vs. external hiring.	Massive revenue opportunity for Kelly Services' talent solutions to provide training and career pathing.

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

Generative AI automating some administrative staffing functions

Generative AI (GenAI) is fundamentally reshaping the staffing industry, moving from a competitive edge to a baseline requirement. For Kelly Services, this technology presents a dual challenge: a threat to the volume of low-complexity administrative placements, but a major opportunity for internal efficiency. Honestly, the biggest near-term risk is the commoditization of traditional staffing models as clients increasingly automate hiring using in-house AI solutions.

To counter this, Kelly is using its own AI tools to streamline operations. The internal AI interface, Grace, is a prime example; it's currently used by approximately 5,000 employees at a minimal monthly cost of about $700. This tool automates tasks like resume reformatting and eliminates manual workflows, which is key because industry experts forecast that around 39% of recruiting activities could be replaced by AI within the next three years. This shift means Kelly must focus on placing fewer, higher-value candidates and re-engineering its cost base for structural efficiencies.

Investment in proprietary talent-matching platforms for better placement speed

The core of Kelly's competitive strategy is accelerating placement speed and improving candidate quality through proprietary platforms. The goal is simple: make it defintely easier for clients and candidates to work with us. The Grace AI platform, for instance, has already demonstrated tangible benefits, including a 20% reduction in time-to-hire during a pilot project focused on data scientists.

Beyond internal tools, Kelly is embedding AI contextually into key Software-as-a-Service (SaaS) platforms like Bullhorn and Workday. This integration is crucial for delivering AI assistance directly at the point of need. Plus, the company has rolled out specialized and candidate-facing platforms:

• Kelly Arc: An online recruitment platform specifically for AI and automation talent, leveraging AI matching technology.
• Kelly Now: A mobile app for candidates, which is vital since 86% of job seekers use mobile devices for their job search.
• Kelly Spark: A client-facing tool designed to provide real-time visibility and transparency into the talent acquisition process.

This aggressive investment is positioning Kelly as a strategic disruptor in the talent solutions market.

Cybersecurity risks in managing vast amounts of candidate and client data

Managing a massive repository of sensitive candidate and client data-resumes, personal information, financial records-creates a significant and constantly evolving cybersecurity risk. This is the cost of doing business in a digital world. Kelly Services acknowledged this risk in its February 2025 10-K filing, noting that while the company has not experienced a materially impactful incident, it periodically faces cyberattacks like malware, ransomware, and phishing.

The reliance on third-party vendors and suppliers for various business processes is also a critical vulnerability, creating potential avenues for a supply chain attack. A specific technical risk identified in 2025 is an unsafely implemented Content Security Policy (CSP), which increases the risk of Cross-Site Scripting (XSS) attacks. The company's governance structure, which includes a quarterly review of the cybersecurity program by the Chief Risk and Privacy Officer and CISO, is a necessary defense, but the threat landscape is changing daily.

Digital transformation of client operations driving demand for IT talent

The widespread digital transformation across client industries is creating a massive, high-margin opportunity for Kelly Services, particularly within its Science, Engineering & Technology (SET) segment. This is where the money is. The demand for highly-skilled, specialized talent is accelerating in sectors like semiconductors, renewable energy, and advanced manufacturing.

Kelly's strategic acquisitions, including Motion Recruitment Partners (fully integrated for Q3 2025 comparable results) and Sevenstep (2025), have helped it become one of the top five global Recruitment Process Outsourcing (RPO) providers. This scale allows Kelly to better meet the demand for IT and STEM talent. The market signal is clear: Kelly's Q1 2025 revenue surged 11.5% to $1.16 billion, driven in part by this expansion into high-growth sectors. The challenge remains the talent gap itself, as Kelly's own 2025 Global Re:work Report found that nearly half of executives are struggling to find talent with the right operational and technical skills in AI.

Technological Factor	2025 Key Metric / Impact	Kelly Services Action / Segment Impact
Generative AI Disruption	Industry forecast: 39% of recruiting activities to be replaced by AI.	Internal AI platform Grace used by 5,000 employees to automate workflows; focus on cost base re-engineering.
Proprietary Platform Efficiency	Pilot project showed 20% reduction in time-to-hire for data scientists.	Deployment of Grace AI, Kelly Arc, Kelly Now, and Kelly Spark to accelerate placement and improve user experience.
Cybersecurity Risk	Risk of supply chain attacks via third-party vendors; unsafely implemented Content Security Policy (CSP) risk.	Quarterly cybersecurity program review by CISO/Chief Risk Officer; ongoing management of data for over 450,000 people connected to work annually.
Client Digital Transformation	Nearly half of executives struggle to find AI-skilled talent.	SET segment (Science, Engineering & Technology) driving higher margins; Q1 2025 Revenue grew 11.5% to $1.16 billion, driven by high-growth sectors.

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

Stricter data privacy regulations (e.g., state-level CCPA expansions)

You are now operating in a legal environment where candidate and client data privacy is a primary cost driver. The US is moving from a single federal standard to a complex state-level patchwork, and this significantly increases your compliance burden. In 2025 alone, nine new comprehensive state-level privacy laws came into effect, including those in Delaware, Iowa, Maryland, Minnesota, Nebraska, New Hampshire, New Jersey, and Tennessee. This is on top of the established laws in California, Colorado, and others.

The California Consumer Privacy Act (CCPA), as amended by the California Privacy Rights Act (CPRA), saw its regulations finalized in July 2025. This is defintely a big deal for a company like Kelly Services. These updates specifically target the use of Automated Decision-Making Technology (ADMT) in significant decisions, such as employment eligibility screening. For a business that relies on high-volume candidate processing, this means mandatory comprehensive risk assessments for processing sensitive personal information.

The financial risk is concrete. For instance, the threshold for CCPA compliance in 2025 increased to an annual gross revenue exceeding $26,625,000 to reflect Consumer Price Index adjustments. Meanwhile, the Minnesota Consumer Data Privacy Act, effective this year, allows for penalties up to $7,500 per violation for non-compliance. You must treat compliance as an operational expenditure, not just a legal one.

Changes to minimum wage and overtime laws across US states

The federal minimum wage remains static at $7.25 per hour, but this is a red herring for a multi-state staffing firm. Over 21 US states increased their minimum wage rates in 2025, forcing a continuous, state-by-state update to your payroll and billing systems. This is a direct increase to your cost of labor, which you must pass on to clients or absorb.

The complexity is in the local variations. For example, the minimum wage in Washington state rose to $16.66 per hour, while New York City, Long Island, and Westchester County saw an increase to $16.50 per hour. In some localities, the rate is even higher, with Denver's minimum wage reaching $18.81 per hour in 2025. Additionally, the minimum wage for federal contractors is now set at $13.30 per hour.

Overtime rules also diverge from the federal standard (Fair Labor Standards Act or FLSA). States like Colorado and Oregon have daily overtime triggers, not just weekly ones, which complicates time-tracking for temporary placements. Oregon's manufacturing sector, for example, requires overtime after just 10 hours per day. You need a dynamic, state-specific compliance framework.

Jurisdiction Type	Example Rate (2025)	Impact on KELYA
Highest State Minimum Wage	Washington: $16.66/hour	Increases direct labor cost and bill rate floor in high-volume markets.
Highest Local Minimum Wage	Tukwila, WA: $21.10/hour	Requires hyper-local payroll system adjustments and client-specific pricing.
Federal Contractor Minimum Wage	$13.30/hour	Sets the cost floor for all federal government staffing contracts.

Increased litigation risk over non-compete clauses and worker classification

The legal scrutiny on how you classify and restrict workers is at an all-time high in 2025. Misclassification of employees as independent contractors remains a massive risk; estimates suggest that 10-30% of employers misclassify workers. The financial penalty for misclassification is severe, with the estimated annual per-worker cost in lost compensation reaching up to $26,253 in states like New Jersey.

The federal standard is the Department of Labor's six-factor 'Economic Realities' test, but many states, including California, Massachusetts, and New Jersey, use the much stricter 'ABC Test,' which makes it incredibly difficult to classify a worker as an independent contractor. This legal divergence means a single contract is compliant in one state but a major liability in another.

Non-compete and no-poach agreements are also under aggressive federal and state enforcement. While the Federal Trade Commission's (FTC) nationwide ban was not implemented, the FTC and Department of Justice (DOJ) launched a joint labor task force in February 2025 to prioritize investigations into anticompetitive labor practices. The staffing industry is a clear target. Kelly Services itself was affirmed in a non-compete case where former employees were required to pay the firm over $72,000 in legal fees, demonstrating the high cost of enforcement, even when successful. Furthermore, a staffing firm recently settled poaching allegations in Illinois for $275,000 in November 2025.

Compliance costs rising due to complex global labor laws

For a global firm like Kelly Services, the cost of complying with international labor law changes is accelerating. The challenge is not just the volume of laws, but the fundamental shifts in worker rights and employer obligations across different jurisdictions. The European Union's AI Act, for example, categorizes recruitment as a high-risk area, imposing stricter compliance rules on the AI tools you use to screen candidates.

Key global changes for 2025 include:

• Australia's paid parental leave entitlement increased by two weeks, reaching 24 weeks in total, with intentional wage theft becoming a criminal offense.
• In Croatia, the gross monthly minimum wage was set at €970 for 2025, with a scheduled increase to €1,050 in 2026.
• Oman's Ministerial Decision No. 317/2025 requires private sector employers to grant annual salary increases of 2% to 5% to Omani employees based on performance ratings, effective January 2026.

These changes require dedicated local legal counsel and system updates, which is expensive. The cost of non-compliance is also escalating; the Equal Employment Opportunity Commission (EEOC) resolved 83,787 workplace discrimination charges in 2023, totaling $346.2 million in fines and settlements, setting a clear precedent for high-stakes litigation. You must invest in centralized compliance technology to manage these disparate rules.

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

Investor and client pressure for robust Environmental, Social, and Governance (ESG) reporting

The environmental component of ESG is no longer a soft factor; it's a critical risk and opportunity driver, especially in 2025. Influential investors and regulators are applying substantial pressure on Kelly Services, Inc. to demonstrate measurable progress. This pressure is quantified by external ratings, which directly impact capital flow and institutional investment decisions.

As of February 10, 2025, Kelly Services holds an S&P Global ESG Score of 50 within the Professional Services industry. This score is relative to peers and is a key metric for asset managers, meaning a drop could trigger divestment or higher capital costs. The company's 2024 Annual Report, filed in 2025, explicitly notes that inability to meet customer-mandated ESG requirements could result in the possible loss of major customer accounts, a clear financial risk.

For a service-based business like Kelly Services, the focus is less on manufacturing waste and more on the indirect impacts, such as business travel and office energy use. This is where the reporting needs to be precise. You must track these Scope 3 emissions (value chain) defintely.

Reduced carbon footprint from increased remote work operations

Kelly Services' long-standing commitment to remote work, formalized through its 'Kelly Anywhere' program, is a major structural advantage for reducing its carbon footprint. The company's core business is in staffing, meaning its primary environmental impact is tied to its corporate facilities and employee travel, not heavy industrial processes.

The remote model significantly cuts down on Scope 3 greenhouse gas (GHG) emissions from employee commuting. In 2025, Kelly was recognized as a Top Company for Remote Jobs by FlexJobs, ranking fourth overall, highlighting the scale of their remote operations. For context, the last publicly reported baseline for business travel (a key Scope 3 component) in 2019 showed air travel alone generated 2,747.07 metric tons of CO2e. The continued expansion of remote work, including over 3,100 remote agents in the KellyConnect® business, provides a natural, ongoing reduction in this category, mitigating the need for aggressive, costly capital projects to reduce emissions.

Need to audit supply chain for ethical labor and environmental practices

While a staffing company's direct supply chain for physical goods is small, its global Network of Suppliers is vast and critical for its service delivery, making the Social and Environmental aspects of its supply chain a major risk area. The company's Human Rights Policy, revised in September 2025, maintains a zero-tolerance stance on forced labor and human trafficking across its global network of suppliers and customers.

The real action here is in the governance structure applied to vendors. Kelly Services uses a Supplier Code of Conduct which requires a high degree of vendor self-governance. This moves the audit burden to the supplier, but still requires oversight from Kelly Services.

• Mandate: Suppliers must conduct internal assessments, at least annually, to prove compliance with the Code.
• Enforcement: Kelly Services retains the right to conduct its own audits of supplier practices and documentation to confirm compliance.
• Expectation: Suppliers are required to adopt their own environmental sustainability goals and push Kelly's standards further down their own supply chain.

Focus on sustainable office operations and energy consumption reduction

For the physical footprint that remains-primarily the corporate headquarters and smaller offices-Kelly Services focuses on energy efficiency and waste reduction to manage its Scope 1 (direct) and Scope 2 (purchased energy) emissions.

Historically, the company has demonstrated success in this area, reducing its corporate campus buildings' carbon footprint by 39.89% between 2007 and 2019. The goal now is to sustain this efficiency while integrating new green building procedures into facilities renovations. The move to digital processes also provides a quick win: the 2024 transition to paper billing alone reduced paper consumption and inspired a vendor to plant 5,000 trees. This is a low-cost, high-impact action.

Here's the quick math on the corporate campus baseline and the impact of a recent paper reduction initiative:

Environmental Metric	Most Recent Quantified Data (2019 Baseline)	2024/2025 Action & Impact
Scope 1 Emissions (Direct GHG)	771 metric tons of CO2	Renovating HQ with green building procedures to maintain reduction.
Scope 2 Emissions (Purchased Energy)	5,762 metric tons of CO2 (Location-based)	Energy consumption in corporate campus decreased 16.05% since 2007.
Paper Reduction Initiative	N/A	2024 transition to paper billing; inspired vendor to plant 5,000 trees.

What this estimate hides is the true Scope 3 impact of the 400,000+ workers Kelly Services placed in 2024, whose travel and work environment emissions are largely outside of Kelly's direct control but are a growing concern for clients.