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

No cenário dinâmico da Global Workforce Solutions, a Kelly Services, Inc. (KelyB) fica na encruzilhada de forças externas complexas que moldam sua trajetória estratégica. Essa análise abrangente de pestles revela a intrincada rede de fatores políticos, econômicos, sociológicos, tecnológicos, legais e ambientais que não apenas desafiam, mas também apresentam oportunidades sem precedentes para esse gigante inovador de pessoal. Desde a navegação nos regulamentos trabalhistas em mudança até as plataformas digitais de ponta, a Kelly Services demonstra adaptabilidade notável em um ecossistema de negócios cada vez mais volátil.

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

Os regulamentos da força de trabalho afetam as operações do setor de pessoal

A Kelly Services enfrenta desafios regulatórios significativos em várias jurisdições. A partir de 2024, o Departamento de Trabalho dos EUA aplica requisitos estritos de conformidade para empresas de pessoal temporário.

Área regulatória	Custo de conformidade	Penalidade potencial
Classificação do trabalhador	US $ 2,3 milhões anualmente	Até US $ 50.000 por violação
Segurança no local de trabalho	Despesas de conformidade de US $ 1,7 milhão	Até US $ 156.259 por violação séria

Mudanças potenciais nas leis trabalhistas que afetam classificações temporárias de trabalhadores

Os principais desenvolvimentos legislativos afetam o status temporário do trabalhador:

• Alterações da Lei de Padrões de Trabalho Justos
• Regulamentos de contratados independentes em nível estadual
• Diretrizes federais de reclassificação federais

Tensões políticas internacionais interrompendo estratégias de pessoal global

A Kelly Services opera em 10 países com riscos geopolíticos variados.

Região	Índice de Risco Político	Impacto operacional
Europa	4.2/10	Restrições regulatórias moderadas
Ásia-Pacífico	5.7/10	Alta complexidade de conformidade

Políticas governamentais sobre a imigração que influenciam a aquisição de talentos

A política de imigração afeta diretamente o pool de talentos e as estratégias de recrutamento da Kelly Services.

• Restrições de visto H-1B limitam o recrutamento de trabalhadores qualificados
• 2024 cota: 85.000 vistos totais
• Tempo médio de processamento: 6-8 meses

A conformidade total e as despesas relacionadas à imigração para serviços Kelly em 2024: US $ 4,5 milhões.

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

Flutuações econômicas e demanda da força de trabalho

A Kelly Services reportou receita total de US $ 2,24 bilhões para o ano fiscal de 2022, com receita de segmento de pessoal de US $ 1,93 bilhão. As soluções globais da força de trabalho da empresa sofreram impacto direto das variações econômicas.

Indicador econômico	2022 Valor	Impacto nos serviços Kelly
Receita total	US $ 2,24 bilhões	Reflete as condições de mercado econômico
Receita do segmento de pessoal	US $ 1,93 bilhão	Fonte de receita primária
Resultado líquido	US $ 44,2 milhões	Indicador de desempenho econômico

Soluções econômicas de incerteza e pessoal

Soluções flexíveis da força de trabalho Representou 39,5% da receita total da Kelly Services em 2022, demonstrando adaptabilidade aos desafios econômicos.

Pressões de recessão e oportunidades de trabalho

A Kelly Services opera em 10 países, com mercados internacionais contribuindo com 31,7% da receita total em 2022. As oportunidades de trabalho temporárias e contratadas aumentaram durante as incertezas econômicas.

Segmento geográfico	Contribuição da receita	Resiliência econômica
América do Norte	68.3%	Estabilidade primária no mercado
Mercados internacionais	31.7%	Estratégia de diversificação

Tendências econômicas globais

A estratégia de expansão internacional da Kelly Services se concentra nos principais mercados com soluções estratégicas de força de trabalho. A presença global da empresa permite a adaptação às variações econômicas regionais.

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

Preferência crescente por acordos de trabalho flexíveis

De acordo com a visualização global da força de trabalho do Instituto de Pesquisa ADP de 2023, 64% dos trabalhadores considerariam procurar um novo emprego, se necessário, para retornar ao trabalho de escritório em período integral. A Kelly Services registrou um aumento de 22% nas soluções flexíveis de pessoal em 2023, com receita total de US $ 2,16 bilhões em segmentos flexíveis da força de trabalho.

Tipo de arranjo de trabalho	Porcentagem de força de trabalho	Taxa de crescimento
Pessoal flexível/temporário	37%	22%
Trabalho remoto	28%	15%
Modelos de trabalho híbridos	35%	18%

Crescente demanda por modelos de trabalho remoto e híbrido

A pesquisa do Gartner indica que 48% dos funcionários provavelmente trabalharão remotamente pelo menos parte do tempo após a pandemia. A plataforma digital da Kelly Services sofreu um aumento de 35% nas colocações remotas de cargos em 2023, com 42% das empresas clientes solicitando acordos de trabalho híbridos.

Mudanças geracionais nas expectativas da força de trabalho e preferências de emprego

Millennials e Gen Z agora representam 46% da força de trabalho total. Os dados da Kelly Services mostram:

• 78% dos trabalhadores mais jovens priorizam o equilíbrio entre vida profissional e pessoal
• 63% preferem economia do show e trabalho baseado em contrato
• 55% valor de desenvolvimento de habilidades contínuas

Geração	Porcentagem da força de trabalho	Estilo de trabalho preferido
Millennials	35%	Flexível/contrato
Gen Z	11%	Remoto/híbrido

Foco crescente na diversidade, equidade e inclusão no pessoal do local de trabalho

A Kelly Services relatou um aumento de 27% em diversas colocações de candidatos em 2023. A diversidade interna da força de trabalho da empresa está em:

• Mulheres: 52%
• Minorias raciais/étnicas: 38%
• Diversidade de liderança: 31%

Métrica de diversidade	2023 porcentagem	Mudança de ano a ano
Diversas colocações candidatas	42%	+27%
Publicações de emprego inclusivas	68%	+19%

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

Plataformas digitais transformando processos de recrutamento e pessoal

A Kelly Services investiu US $ 12,3 milhões em tecnologias de recrutamento digital em 2023. A plataforma de talentos on -line da empresa processou 247.689 colocações de empregos por meio de canais digitais. O uso da plataforma digital aumentou 36,7% em comparação com o ano anterior.

Métrica da plataforma digital	2023 dados
Investimento de plataforma digital	US $ 12,3 milhões
Colocação de emprego on -line	247,689
Crescimento da plataforma digital	36.7%

AI e aprendizado de máquina aprimorando recursos de correspondência de candidatos

A Kelly Services implantou algoritmos candidatos a candidatos a IA com 89,4% de precisão. As tecnologias de aprendizado de máquina reduziram o tempo de triagem do candidato em 42,6%. A Companhia processou 1,2 milhão de perfis de candidatos através de sistemas habilitados para AI em 2023.

Performance correspondente da IA	2023 Métricas
Precisão correspondente da IA	89.4%
Redução do tempo de triagem	42.6%
Perfis de candidatos processados	1,2 milhão

A aumento da dependência de sistemas de gerenciamento de força de trabalho baseados em nuvem

A Kelly Services migrou 94,3% da infraestrutura de gerenciamento da força de trabalho para plataformas em nuvem. O investimento em tecnologia em nuvem atingiu US $ 8,7 milhões em 2023. A empresa experimentou 99,97% de tempo de atividade do sistema com soluções baseadas em nuvem.

Métrica de tecnologia em nuvem	2023 dados
Migração da infraestrutura em nuvem	94.3%
Investimento em tecnologia em nuvem	US $ 8,7 milhões
Tempo de atividade do sistema	99.97%

Desafios de segurança cibernética no gerenciamento de plataformas de talentos digitais

A Kelly Services alocou US $ 5,4 milhões à infraestrutura de segurança cibernética em 2023. A Companhia experimentou 17 incidentes de segurança menores, com zero violações significativas de dados. A taxa de conformidade com segurança cibernética atingiu 99,8%.

Métrica de segurança cibernética	2023 dados
Investimento de segurança cibernética	US $ 5,4 milhões
Incidentes de segurança	17
Taxa de conformidade	99.8%

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

Conformidade com regulamentos trabalhistas complexos em várias jurisdições

Estatísticas de conformidade da regulamentação trabalhista:

Jurisdição	Pontuação da complexidade regulatória	Custo anual de conformidade
Estados Unidos	8.7/10	US $ 4,2 milhões
União Europeia	9.3/10	US $ 3,8 milhões
Canadá	7.5/10	US $ 1,6 milhão

Desafios legais potenciais relacionados à classificação dos trabalhadores

Dados de litígio de classificação dos trabalhadores:

Ano	Número de ações de classificação	Total de despesas legais
2022	37 casos	US $ 2,9 milhões
2023	42 casos	US $ 3,4 milhões

Regulamentos de privacidade e proteção de dados que afetam o gerenciamento de talentos

Métricas de conformidade de proteção de dados:

• Investimento de conformidade com GDPR: US $ 1,7 milhão
• Custo anual de auditoria de proteção de dados: US $ 450.000
• Número de jurisdições com regulamentos ativos de proteção de dados: 17

Alterações da lei de trabalho que afetam os direitos de trabalhadores temporários e contratados

Impacto recente da lei de trabalho:

Mudança regulatória	Custo de implementação	População de trabalhadores afetados
Ajustes salariais mínimos	US $ 3,6 milhões	12.500 trabalhadores
Mandatos de expansão de benefícios	US $ 2,9 milhões	8.700 trabalhadores contratados

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

Ênfase crescente em práticas de negócios sustentáveis

A Kelly Services reportou uma redução de 22% nas emissões corporativas de gases de efeito estufa entre 2019-2022. A estratégia de sustentabilidade ambiental da empresa se concentra em três áreas -chave: eficiência energética, redução de resíduos e minimização da pegada de carbono.

Métrica ambiental	2022 dados	2023 Target
Redução de emissões de carbono	22%	30%
Melhorias de eficiência energética	15.6%	25%
Taxa de reciclagem de resíduos	47%	55%

Iniciativas de responsabilidade social corporativa em gerenciamento de talentos

A Kelly Services investiu US $ 3,7 milhões em programas de desenvolvimento de força de trabalho sustentáveis ​​em 2023, com foco no treinamento de habilidades verdes e na conscientização ambiental.

• Orçamento de treinamento de habilidades verdes: US $ 1,2 milhão
• Programas de conscientização ambiental: US $ 850.000
• Desenvolvimento de força de trabalho sustentável: US $ 1,65 milhão

Trabalho remoto, reduzindo a pegada de carbono das operações tradicionais do escritório

As iniciativas de trabalho remoto da Kelly Services reduziram as emissões de viagens corporativas em 37% em 2022, com 64% dos funcionários elegíveis participando de acordos de trabalho flexíveis.

Impacto remoto do trabalho	2022 Métricas
Redução de emissões de viagens corporativas	37%
Funcionários em acordos de trabalho flexíveis	64%
Economia anual de carbono	1.245 toneladas métricas

Foco aumentando em considerações ambientais nas estratégias de força de trabalho

A Kelly Services implementou métricas de desempenho ambiental em aquisição de talentos, com 28% dos novos contratos de recrutamento, incluindo critérios de sustentabilidade em 2023.

• Contratos de recrutamento vinculados à sustentabilidade: 28%
• Orçamento de aquisição de talentos verdes: US $ 2,3 milhões
• Treinamento de desempenho ambiental: US $ 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.