Hire & Rental Magazine August 2026

AUGUST 2026 VOLUME 28 NO.1

Haulotte becomes exclusive Faresin telehandler dealer in Australia

FEATURES 05 Putting AI to work 10 Hire Company of the Year - Hire Express

14 Peter Davis' 43 year career at Coates 22 Are contract auto-renewals legal? 28 How to fund fleet expansion

Underperfor ming Assets

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Contents

August 2026 Volume 28 No. 1 HIRE AND RENTAL INDUSTRY ASSOCIATION LTD ABN 70 093 630 847 HRIA BOARD OF DIRECTORS President Jeremy Shaw | 0467 770 331 Past President Mark Burton | 0407 608 420 Chief Executive Officer James Oxenham | 02 9998 2255 NSW President Luke Geelan | 0407 240 400 VIC President Ash Woodcock | 0419 321 128 QLD President Troy Moulder | 07 3376 2888 SA President Ben Quirk | 08 8370 2488 WA President Craig Palmer | 0457 308 066 EVENT DIVISION President Brett O'Hara | 0499 058 988

06

ARTIFICIAL INTELLIGENCE

Microsoft's Katie Scott looks beyond

14

PETER DAVIS

Looking back at 43 years at Coates

HRIA PO Box 1304, Mona Vale, NSW 1660 Tel: 02 9998 2255 Fax: 02 9998 2299 Email: info@hireandrental.com.au Web: www.hireandrentalnews.com.au PUBLISHER Martin Sinclair | 02 9998 2213 Email: martinsinclair@hria.com.au Web: www.hireandrentalnews.com.au EDITORIAL Tel: 02 9998 2207 Email: editorial@hria.com.au

10

HIRE COMPANY OF THE YEAR

Hire Express talk about success

16

INTERNATIONAL EXCHANGE

Shared learnings from the USA

CIRCULATION Circulation Enquiries/ Customer Service Tel: 02 9998 2255 Printer: Bright Print Group Tel: 02 9757 3000 Distribution: D&D Mailing Services Tel: 02 9725 2114

Inside 04 CEO's message 06 Beyond the hype of A.I. 10 From start-up to national standout 14 Peter Davis: His remarkable career 16 From Dot's to Down Under 18 Kate Alcock: Comfortable being uncomfortable 22 Dealing with auto-renewal clauses 24 MST Lawyers: Getting to know HRNet 26 HLB Mann Judd: Funding fleet expansion 30 Point of Rental: Intelligence Suite 36 EWPA President's message 38 Distribution agreement between Faresin and Haulotte in Australia 40 Dig it, lift it, dump it, JLG it

ADVERTISING National Commercial Manager Martin Sinclair | 0417 450 662 Email: martinsinclair@hria.com.au

42 Sany advances site safety with 360 degree detection system 44 Raising the bar in safety training 46 Bobcat targets rental market with new super-compact telehandler 48 Susan Xu: Building trust in Australia's rental market 50 Skyjack's LanyardGo wins Best New Product at HIRE26 52 Events President's message 53 George DiDomenico: Celebrating 40 years 54 Making every season count 56 The hire opporunity of the decade 58 Kasear's new Mobilair M120 Portable Compressor

Opinions published in the Hire and Rental Industry Association magazine — Hire & Rental Magazine — do not necessarily reflect the opinions of the association or the Editor. The HRIA accepts no responsibility for the accuracy of any information contained in this magazine and readers should rely upon their own enquiries in making decisions related to their own interest. The contents of this publication are subject to copyright and cannot be reproduced in any way or form without written consent from the Editor.

All rights reserved. ISSN 1838-1197

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INDUSTRY NEWS CEO’S MESSAGE

James Oxenham HRIA CEO

INSIGHTS FROM THE EUROPEAN RENTAL ASSOCIATION (ERA) CONFERENCE AND GLOBAL HIRE MARKET TRENDS After following the Future of Hire panel closely at HIRE26, it was interesting to see similar market trends through presentations and discussions with industry leaders at the ERA conference the following month.

WITH EUROPEAN GOVERNMENTS

mandating ambitious targets in terms of sustainability, the challenge for manufacturers and hire companies remains the same and the key themes of innovation, electrification, investment and customer acceptance aligned with the Australian market. The pace of change and market acceptance are defining factors in the hire industry’s adoption of new equipment and innovation. Energy transition projects, construction, EV infrastructure and data centres are creating demand for heavier, more specialised and emissions-ready fleets. ESG may not always be the immediate customer priority, but it is both a driver and an 4

“Hire companies are being challenged to be more across data governance.”

opportunity for hire companies as public and private investment flows into lower-carbon infrastructure and more efficient use of assets. In terms of digitalisation and the use of AI, hire companies are being challenged to be more across data governance, secure data flows, digital agents and the development of these within their core operations. Future competitive advantage will come from combining physical assets with data, automation and integrated digital capability in areas such as fleet allocation, business development, maintenance, customer service and product improvement. Making the hire industry attractive for new recruits in a fastchanging technological environment requires people who can manage both human teams and digital agents, understand risk, set technological boundaries and manager data. Hire businesses will need to focus on technical, commercial and service skills as specialty hire, major accounts and integrated solutions expand. Leading in the digital space requires a top-down approach, not incremental technology adoption. Customers are looking for more from hire companies, with a shift from transactional equipment hire toward outcomes, flexibility and solutions. Growth in sectors such as energy, logistics and data-centres is an exciting time for forward thinking hire companies. These customers increasingly value usership over ownership, major account coverage, reliability, compliance, digital integration and end to end solutions. The hire industry is on a journey with its customers, to provide value by solving customer problems, not simply supplying equipment b

AUGUST 2026

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INDUSTRY NEWS AI

BEYOND THE HYPE OF A.I. As AI moves from buzzword to business tool, hire businesses are asking what it means for their people, customers and margins.

ACROSS THE COUNTRY, AI IS

reshaping how quotes are processed, fleets are managed, risks are controlled and staff are onboarded. Microsoft ANZ Director for Customer Success, Katie Scott, talks to Hire and Rental magazine about some practical first steps, common guardrails and why humans will remain in the driver’s seat. Hire & Rental (H&R): Katie, for a typical SME in the hire sector that may not have explored the potential of AI, where do they start? Katie Scott (KS): I’d suggest two very practical first steps and the first costs nothing but time. Get your best branch manager, ops manager or senior coordinator in a room for 90 minutes and list the 10 things that cause the most friction in your business. That might be quote turnaround times, damage disputes, after-hours enquiries, finding the right service manual or safety and compliance paperwork. Rank each by frequency multiplied by pain, and your top three become your AI roadmap. The second step is about everyday adoption. Give your employees access to a simple AI chat tool, such as Copilot chat, and at least 30 minutes 6

of basic training in the first year. You’ll learn far more from your people using a simple tool daily than from a six‑month project nobody asked for. H&R: You’ve described AI as a ‘workplace multiplier’. What does that mean in a hire context? KS: There’s a lot of hands-on, physical work in this industry that is fundamentally human and will remain human. AI is not going to turn up at 6am to hose down a bobcat, load a trailer, diagnose a hydraulic fault by ear or talk a stressed customer down in a damage dispute. What AI can do is handle repeatable, routine tasks. In a hire business that could be quoting, chasing paperwork, hunting for manuals and after-hours triage. None of that replaces a person, but it does increase their capacity to perform other tasks. H&R: Many long-serving staff may be worried AI will replace their jobs. How should leaders address that fear honestly? KS: Be concrete about what’s changing so start with what AI genuinely can’t do. In this industry, that’s the handson skills and hard‑won judgment of experienced people that can’t be replicated by technology. AI can do

Katie Scott: “What AI can do is take the administrative load off the people you already have, so they spend more of their day doing the work only they can do.”

is the ‘admin tax’ which for most people, is a part of the day they’d be happy to give up. So, the message isn’t nothing will change, it’s that their role will evolve towards more of the work they’re good at and less of the grind. It’s also critical that leaders go first. If managers quietly avoid using AI while mandating it for everyone else, trust collapses. When the boss is visibly experimenting, learning and even getting it wrong sometimes, it signals ‘we’re doing this together’. H&R: Beyond invoicing, which admin-heavy processes are you seeing AI transform? KS: Three stand out that share a similar profile: high volume, low judgment and a clear ‘before-andafter’ that employees can feel quickly. • Quote-to-contract automation: by automating email handoffs and routine steps, a mid-size hire operator we worked with in the US cut the time from quote-to-contract from four hours to 11 minutes. Customers notice that speed and your win rate often improves. AUGUST 2026

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INDUSTRY NEWS AI

“The powerful thing is that this technology is now genuinely accessible. A single‑branch operator can stand up an agent in an afternoon using the same foundational models that a multinational uses. That’s a real leveller for the hire industry.”

•

•

Safety and compliance paperwork: think inductions, manuals and maintenance sign-offs where finding information on servicing equipment safely can go from a 10-minute hunt to a five‑second answer. That’s low-friction and improves consistency. Damage assessment: we’ve seen businesses turn a photo of damage into a cost-of-repair estimate in under a minute. That shortens disputes, reduces write‑off and removes some of the emotion from those conversations.

H&R: How can AI agents help with utilisation and pricing in traditional equipment fleets? KS: AI can quietly watch those data points that no human has time to monitor. For example, if a machine has sat idle for days at one branch while another branch has turned away six enquiries for similar gear, an AI agent can flag a redeployment decision immediately. On the pricing side, agents can sense when utilisation on a category is tightening — due to major projects, holiday weekends or wet seasons — and recommend rate adjustments before stock runs out. Pair that with predictive servicing, where utilisation and telemetry data flag a machine for maintenance before it fails on a customer site, and you’re lifting utilisation while protecting revenue. However, this only works if your underlying fleet and hire data is reasonably clean. And always keep a human in the loop, because while the AI agent can make a recommendation, a local decision-maker has to approve. H&R: What should a practical AI usage policy for hire businesses include? KS: We distil responsible AI into six principles: fairness, reliability and safety, privacy and security, transparency, 8

accountability and inclusiveness. For small to mid-sized hire businesses, I’d also call out four non‑negotiables: 1. Data privacy. No sensitive customer, employee or commercial data goes into untrusted public tools. Use only approved tools where you know your data isn’t being used to train public models. 2. Human accountability. AI output is always a draft and a named person checks anything going to a customer or touching safety. The tool assists, the human owns the decision. 3. Transparency. Be clear internally (and where necessary, with customers) about where AI is in the loop. 4. Approved tools and training. Maintain a simple approved tools list and train people on how to use them. A policy no one understands is just shelfware. Your AI usage policy should only be one to two pages max. The longer it is, the less likely anyone is to read it. H&R: What immediate AI-driven change would a hire customer notice at the counter, on the phone or online? KS: There are two big ones: speed of quoting and the speed and reliability of first response, especially after-hours. Instead of a Saturday enquiry sitting in someone’s inbox until Monday, a Copilot Studio agent connected to your fleet data can deliver an accurate availability and rate response in seconds and on the same channels customers already use. In a competitive market, that can be the difference between winning the booking and losing it to the operator who simply replied first. You can read more about Microsoft’s principles and approach to responsible AI at: Microsoft.com/en-qu/ai/ principles-and-approach AUGUST 2026

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INDUSTRY NEWS HIRE COMPANY OF THE YEAR

FROM START-UP TO NATIONAL STANDOUT

In just 10 years, Hire Express have cemented their position as one of the standout performers in the Australian hire sector. ASK HIRE EXPRESS FOUNDER

Allen Besseling and CEO Andrew Lambert, about being named the 2026 Hire Company of the Year and winner of the People and Culture award and the answer is a mix of delight and pride. “At the end of the day, our customers are the real markers of how our business is doing,” says Allen. “But to be recognised by the industry with not one but two awards is a great accolade and a thrill.” Hire Express is a business that’s been built from the ground up. Allen, a former CEO of Kennards Hire, wanted to create a different style of hire business. “What I enjoy most is building businesses,” he says, “so when this opportunity presented, I took a different approach to what I’d done previously, opting for a business model that was based on centralised distribution centres. This ensures equipment is accessible when and where it’s needed.” It’s an approach that’s worked and 10 years on, Hire Express has grown to three branches located in Blacktown 10

The award-winning Hire Express team: (L-R) Allen Besseling, Cameron Murrin, Chris Cooper and Andrew Lambert.

and Seven Hills in NSW, and Perth, WA, and employs around 30 people. The business operates on a businessto-business wholesale model, servicing a broad mix of trade customers, tier one and two contractors, where specialised and unique assets are required. It’s also a very customer centric business. “We say ‘yes’ when something needs to be done and we make it work for the customer,” says Allen. One of the keys to their success is how they’ve enabled the Hire Express team by giving them autonomy and authorisation to make things happen. That means decisions can be made quickly with senior leaders often on the floor and accessible to the team and customers. “We’re always in one of the branches,” says Andrew. “It’s not because we’re micromanaging the team, it’s that we love being part of the

"At the end of the day, our customers are the real markers of how our business is doing."

AUGUST 2026

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INDUSTRY NEWS HIRE COMPANY OF THE YEAR

business. It’s an orientation to action that bleeds through to the rest of the business and as a result, the team just gets shit done.” There’s little demarcation of duties onsite. Staff move fluidly between tasks, from phones and emails to loading/ unloading and yard work. Andrew recalls a recent visit from a supplier who was surprised to see Allen in the workshop sweeping the floor. “No one is too good to clean the toilets or sign a cheque for a $100,000 bit of kit. You’ve just got to get the job done.” As the business has grown, they’ve formalised their culture through a set of values, developed around 18 months ago in a facilitated team session. Those values are now embedded in recruitment, performance appraisals and development discussions. “We wanted to pin our brand to values that weren’t motherhood statements but something real, tangible and relatable,” Allen explains. “They’re a great tool that are really helping us across all aspects of the business.” One factor highlighted in their People and Culture award was the company’s deep and ongoing involvement with Beyond Bitumen, a fundraising initiative supporting Beyond Blue and mental health. Beyond Bitumen runs car rallies through regional New South Wales, bringing together around 100 cars — many of them older vehicles — over four days to raise money and awareness.

"We are delighted to be the major sponsor of Beyond Bitumen as the rally raises over $500,000 a year with 100 per cent of that money going directly to Beyond Blue,” says Allen. “We’re heavily involved, not just in name, but by attending the events and helping ensure it all happens.” From a business perspective, one of their key values is a simple but powerful idea: a hunger to improve. “Our ambition is to not sit idle but to have a hunger to improve,” says Andrew. “One part of that is the team wanting to improve the business, and the other part is the team wanting to improve themselves.” As a result, cultural fit now ranks above technical skills in hiring decisions. “Culture is more important,” says Allen. “We can teach people to do physical tasks, but it’s hard to teach culture.” Despite previously entering the HRIA’s excellence awards and being successful, this year’s double win comes after significant growth of the business. The decision to enter again was deliberate as a way to benchmark themselves against the industry. “As we’re now a larger organisation, we thought we’d take the opportunity to compare with our peers,” says Allen. “We did it to measure ourselves, for marketing purposes, and if we were successful, we’d be able to share that with our

team and thank them for their contribution.” Allen encourages other businesses to consider entering the Excellence Awards, not just for the outcome, but for the discipline of the submission process. “It’s a healthy process because it gives you time to reflect on your business,” he says. “I you become a finalist or winner, you’ve also got the opportunity to market against that so why wouldn’t you put yourself out there and have a go?” Andrew’s advice is to keep submissions genuine and simple, reflecting the real business rather than a polished facade. “Don’t overcomplicate it,” he said. “We didn’t bring in auditors or accountants or graphic designers, we kept it real. When you sit down and go through what you’ve done, I guarantee you’ll be surprised how much you’ve achieved.” With replicated trophies now on display across all three branches, Hire Express is looking to the future. Growth remains firmly on the agenda with more product, people and sites and continued investment in technology. Yet underpinning that ambition is the same culture that delivered their 2026 awards success: customer-centric, agile and always with the hunger to improve. “Growing is exciting,” says Allen. “We’ll keep doing what we’re doing and keep improving. There’s a lot of scope and still so much to do.” b

“Our ambition is to not sit idle but to have a hunger to improve,” says Andrew. “One part of that is the team wanting to improve the business, and the other part is the team wanting to improve themselves.” Allen Besseling and Andrew Lambert.

12

AUGUST 2026

Hire&Rental

INDUSTRY NEWS PETER DAVIS

FROM WORKSHOP TO BOARDROOM: THE REMARKABLE CAREER OF PETER DAVIS In his 43-years at Coates, Peter Davis rose from apprentice to executive leadership. Now semi-retired but still active in the industry, he looks back on a remarkable career in hire and shares why he’ll ‘bleed orange’ for life.

PETER DAVIS WAS A CURIOUS

teenager who always loved fixing things. “I really didn’t know what I was doing,” says Peter, “but I was very hands-on and loved helping dad around the home.” He was initially at Coates on a work experience placement but was soon offered an apprenticeship. Working with a number of skilled tradespeople, it became a vibrant training ground, instilling discipline and giving the young apprentice the opportunity to maintain and operate a broad range of equipment. The best job in the business After finishing his apprenticeship, Peter and his wife moved to the Gold Coast where he joined the Nerang branch team. After a couple of years, they returned to Sydney where Peter joined the Alexandria branch, then the busiest in Australia. Working in the branches proved pivotal, broadening Peter’s understanding of the hire business. “I saw how many moving parts go into making a good hire business,” he recalls. “That’s when the penny dropped.” By 1994, Peter had moved into field service, a role he now describes as one of the best in his career. As a field service technician, he was on the road across NSW, supporting branches and customers in regional centres, major industrial projects and visiting remote sites, mines and farms. He still believes field service is something every mechanic should experience. “It’s different to working in a workshop or a factory because you’re on your own, problem-solving and seeing how customers use the gear.” Igniting a passion for maintenance and safety After 16 years ‘on the tools’, Peter 14

took on his first management role in a construction hoist business (Conrent) acquired by Coates. Despite not knowing much about hoists or managing people, he jumped in and learnt as much and as fast as he could. He was soon promoted to National Service Operations Manager for Coates Conrent before moving to a new role in the Coates national maintenance and safety team. “The move felt right to me,” he says. “I was looking at how we could improve maintenance, safety and the industry from a technical point of

view, which would in turn, support our sales team and our customers.” During this time Peter helped evolve Coates’ Maintenance Management System to a digital platform, ensuring equipment could be maintained consistently across the country. “Safe and reliable equipment is so important, yet the variety of equipment can make it quite challenging,” says Peter. “It was a great comfort knowing that regardless of the equipment our people were working on, a detailed digital checklist of what needed to be done was available on their devices.” AUGUST 2026

PETER DAVIS INDUSTRY NEWS

Hire&Rental

“Sometimes you’ve just got to say ‘yes’ because you may not get another opportunity.”

He was also instrumental in leading the adoption of secondary guarding and operator protection systems on MEWPs at Coates. “It was quite a large investment but if it has saved one life, it’s been worth it.” Leading the National Fleet In 2017, Peter received a call that would again change the trajectory of his career. “The CEO needed somebody to look after the national fleet for three months and asked if I could do it,” he says. “As I’ve always been one to say AUGUST 2026

‘yes’ and worry about the details later, I accepted.” That temporary assignment turned into nine years as Executive General Manager, Asset Services, with responsibility for national fleet strategy, asset investment, performance and maintenance. Working with the CEO, CFO and the Coates Board, Peter helped frame a five-year investment plan of more than $1 billion to ‘smooth out’ the age profile of the fleet and align investment with customer demand and project pipelines. He explains: “Instead of just saying, ‘we’ve got a defined replacement budget per equipment category,’ we asked: ‘what equipment isn’t performing and what do we need to do to improve it. What’s changing in customer requirements? What types of projects are coming in roads, rail, commercial? And what equipment do they need on those jobs?’” Return on investment became a central discipline helping guide investment decisions across the business. Peter and his team also developed new supplier partnerships to improve value. “It’s relatively easy for a rental business to make money on the equipment, but you’ve also got to consider all the costs,” says Peter. “We optimised the operating model, rightsized the business and improved returns significantly.” Asset management combined Peter’s inherent curiosity with his strong instincts to solve problems. “Thinking through where the economy will be in 12 months or two years’ time and the impact that has on equipment demand, what our customers will need and how we position the fleet was fascinating,” he says. “To then have the opportunity to influence the outcomes of Coates for many years was a privilege.” Having completed his own apprenticeship, Peter also knew the hire industry offered one of the best training grounds for mechanics and in 2019, Coates reintroduced their apprenticeship program. Today, around 40 apprentices have been through the program with up to 20 now employed across the business. Setting the standard in Australia and beyond Beyond Coates, Peter has shared his experience and expertise more broadly in the industry. Since 2005,

he’s served on Standards Australia committees for mobile elevating work platforms, telehandlers and forklifts and participated in international ISO working groups. One of the most important outcomes in his time has been the standardisation of controls on MEWPs, which he describes as a win for the industry. He’s also currently involved in developing an International Standard for operator protective systems, shaping the design and performance expectations for the next generation of safety technology. Evolving leadership Over more than four decades, Peter has also evolved as a leader. Known for being straightforward, he describes his style as authentic, direct and respectful. As he’s progressed from front-line management into executive leadership, his focus has also shifted from personally solving problems to enabling others to do so. “People come to you thinking you’ve got all the answers, but the reality is you don’t. What you can do is listen and help them find the right person or the right way forward.” His advice to emerging leaders is simple: be curious, work hard and say yes. “Sometimes you’ve just got to say ‘yes’ because you may not get another opportunity.” ‘Bleeding orange’ Now in what he calls ‘semiretirement’, Peter says his commitment to the industry remains as he continues to consult and mentor. He’s remained on Standards Committees and will help the EWPA whenever they need. As for Coates, his love for the company and its people runs deep. “When you see Coates equipment on the side of the road or on a construction site anywhere in Australia, you know you’ve played a part in helping build the country.” It's a sense of belonging that ensures he will ‘bleed orange’ for life. “I was lucky to have started here as an apprentice and gained experience on the tools and in management,” he says. “But I still pinch myself: how did that young kid who walked into the Miranda workshop just shy of 17, end up walking out as part of the executive leadership team?” “It’s been an amazing journey.” b 15

INDUSTRY NEWS HRIA | ARA/HRIA LEADERSHIP EXCHANGE

Hire&Rental

FROM DOT’S TO DOWN UNDER It may be long way from Texas to Sydney but for the 2026 recipient of the HRIA/ARA Business Leadership Exchange, Australia felt just like home.

WHEN CLAIRE TORRANS LANDED

in Sydney earlier this year, her first impression of Australia was less about the skyline and more about the mindset. “It was very green, sustainable and hospitable,” says Claire Torrans, the Director of Operations at Dot’s Rentals and Sales in Texas. “I was in a place you’ve never been that’s 9,000 miles from home, yet I didn’t feel out of place.” What did stand out to Claire was the relaxed but effective way work was done. “There’s this ‘no worries’ attitude,” says Claire. “It’s not that things aren’t important, and you still get the job done, but there’s a more casual, human way of going about it.” The family business Claire runs is Dot’s Rentals and Sales in Texarkana, Texas which was started by Claire’s grandmother, Dot almost four decades ago with just $500 and a willingness to rent anything. The business now employs around 33 staff across two locations, including Claire’s two brothers. They serve homeowners, subcontractors, general contractors and major industrial clients across Texas, Arkansas, Louisiana and Oklahoma with a broad fleet spanning landscaping, concrete, earthmoving, access and site solutions. Dot still opens the store every day at 5.30am and tells staff and customers alike to “get your ass back to work” when the conversation’s over. She also works the counter, rings up tickets, calls equipment in and out, and merchandises the retail floor. 16

Claire Torrans: “Andy Kennard started where my grandmother started so you never really know where you’re going to take it.”

New staff are told: if you want to understand how the business works, watch Dot. Claire’s mother DeMita also works at Dot’s providing a unique situation where three generations of women are working together in the business. Claire grew up around the yard and riding along on deliveries. She went on to get her degree, leaving the family business to work in the corporate sector, however a return to Dot’s was inevitable. “They took a vote and I was ‘volun‑told’,” says Claire. “I was given 30 days’ notice to get back home.” In 2023, Claire joined the business on a full-time basis as its Director of Operations. She’s also taken an active role in the industry, serving on the board of the Texas Rental Association, the ARA Young Professionals Committee and is soon set to transition onto the Women in Rental board. She was encouraged to apply for the ARA/HRIA exchange program to Australia and on hearing her application was successful, was faced with a difficult decision. “Business-wise, it was a big ask for me to be away so long,” says Claire. “So, we sat down as a family and mom told me that saying ‘no’ was not an option and we’d figure it out.” After making the long journey

Dot’s three generations of rental leaders: Dot, Claire and DeMita.

“Every decision we make, we’re thinking about our employees’ families. Our role is to feed knowledge to our employees and support them; their role is to do the same for our customers.”

AUGUST 2026

from north-east Texas to Australia, Claire had opportunity to spend time at Kennards Hire and Camden Hire. The visits helped reshape her views on safety, customer service and culture, and redefine what’s possible for a regional independent hire business. Professionally, the biggest lesson for Claire was around safety. “Safety is extremely important in Australia,” she says. “We’re not as far along in the US, so to see where we’re headed and how others are tackling it with the processes, documentation, maintenance records and safety records, was invaluable.” At Camden Hire, Claire was also able to share lessons from Dot’s, with the team interested in Dot’s shop inventory and parts processes and how they might be able to implement something similar. Yet it was very much a two-way exchange. “I learned so much from Camden Hire about service, logistics and navigating a family business,” she says. “Their family dynamic was

especially relatable to ours and I really appreciated the opportunity to spend time with Managing Director Mike Scarce and his dad, Mike.” One of the qualities that resonated most with Claire was the authenticity of customer service. “We pride ourselves on great service at Dot’s, but in Australia, I saw an extra level of relationship building,” she says. “You can see how that ethos flows from the business leaders right through to the branches. It reminded me a lot of Dot, but on a much bigger scale.” Being away from Dot’s for an extended period also forced a personal shift. “It’s been good for me as a leader because it’s taught me they can survive without me,” she admits. “I’d call looking for problems and be told that everything was fine.” It’s also reinforced her focus on people and the ripple effect that decisions can have beyond the bottom line. “Every decision we make, we’re thinking about our employees’

families,” she says. “Our role is to feed knowledge to our employees and support them; their role is to do the same for our customers.” Her trip also deepened the sense that Dot’s is part of a global community of entrepreneurial rental businesses, many of which started from the same place: one person, one site, not much money and a lot of determination. “Andy Kennard started where my grandmother started,” she says. “So, you never really know where you’re going to take it.” Meanwhile, back in Texas, there’s a fourth-generation female just biding her time – Claire’s seven-year-old niece Addie who loves going into work and is officially ‘in charge’ of the branch popcorn machine. She’s also asking when her name will be on the store. “I tell her it's Dot's store,” says Claire. “But if we make it to that point where she’s the next generation in line, she can name it whatever she wants.” b

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INDUSTRY NEWS YOUNG PROFESSIONAL OF THE YEAR

Hire&Rental

COMFORTABLE BEING UNCOMFORTABLE: INSIDE KATE ALCOCK’S LEADERSHIP RESET

“I love this industry, its fast pace and the challenge.”

BRANCH MANAGER OF COATES

Wagga Wagga, Kate Alcock doesn’t believe leadership is about becoming tougher or louder, it’s learning to sit in the hard stuff and stay true to who she is. “I don’t want to take the emotion out of leadership,” says Kate. “I want to lead with care and passion, set healthy boundaries and have the hard conversations. That’s where real growth happens, for me and my team.” Her love of hire began as a kid in Adelaide. With her father, Michael, a Branch Manager for Coates, Kate grew up around the industry, yet she didn’t initially set out to build a career in hire. “I didn’t really know what I wanted to do, but I had an interest in business,” Kate recalls. “So, I got a business degree specialising in human resources to see where it could take me.” She then successfully applied to the Coates graduate program, which eventually led to a role in customer service. Ready for the next step in her career and unsure what that would look like, she stepped away from Coates, working in her mother’s 18

business for a short time before moving to Darwin with her partner. Darwin proved to be a turning point in more ways than one when she decided to call the local Coates branch about a job. “I approached Coates because I love this industry, its fast pace and the challenge,” she says. “It turned out to be the best thing because I had the opportunity to make a name for myself without dad’s help. I was doing it on my own.” By September 2019, she was the Assistant Branch Manager in Darwin, a position she held for almost five years. In 2024, her partner was transferred to Wagga Wagga and she started work at the local Coates branch as a Senior Sales Coordinator. In 2025, Kate was promoted to Branch Manager leading a team of 10. The branch supports some major civil infrastructure projects in the area and has a steady stream of defence-related work. Kate’s role spans everything from front counter work — walk-ins, account customers and day-to-

day hires — through to site safety, customer visits and significantly, people leadership. “I’ve always been someone who likes to emotionally connect with people,” she says. “The biggest transition has been understanding how I can use that emotional connection to get the best out of my people.” Her team includes a mix of ages and experience levels, from seasoned operators to an 18-year-old Customer Service Coordinator who joined the team straight from her Year 12 exams. “She’s one of the best decisions I’ve made,” says Kate. “She’s studying to be a teacher but is now considering a future in hire. That’s what I love hearing young women say: this is where I want to work.” Sign me up! In 2025, Kate was approached by her manager to participate in the HRIA’s Young Professionals Development Program. “I said sign me up. I don’t care what it entails, we’ll work it out.” AUGUST 2026

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Hire&Rental

At my performance review, my manager said my leadership capabilities had grown tenfold,” she says. “It was confirmation that the work I’d done on the program was translating into real impact on the ground.”  Kate with her Young Professionals mentor, Jason LeGuier.

Having earlier completed Coates’ in-house leadership acceleration program for women, she arrived on the Young Professionals program with few expectations but hit an immediate stumbling block after the first goalsetting session. “I walked away from that session and sat in my office trying to write down a goal. After trying two or three times I thought I can’t do this.” A one-on-one with program facilitator, Aileen Hiskins, helped her unpack why. Together, they reframed her goal around a very practical personal challenge: learning to say no and reflecting at the end of each day on why she struggled to do so. “I worked out quickly that I was scared of conflict, which is not ideal as a branch manager,” she says. As she progressed through the program, it gave her a language and toolkit to lead. “I thought it was going to completely change me,” she admits. “But it gave me the tools I needed to set boundaries and still be myself as a leader.” Her mentor on the program, Jason LeGuier of Hotline IT, also played a crucial role. “Jason understood me and helped redirect my empathy, rather than telling me to ‘take the emotion out of it’.” By the conclusion of the program, Kate’s growth was tangible. “At my performance review, my manager said my leadership capabilities had grown tenfold,” she says. “It was confirmation that the work I’d done on the program was translating into real impact on the ground.” 20

 Young recruit: visiting her father onsite at Coates

In May 2026, Kate was announced as the HRIA’s Young Professional of the Year. “My first reaction was, ‘Oh my god, I’m going to burst into tears’,” she says. “I was in such a good group of people and remember thinking, ‘really, it’s me?’” In the days that followed, the high of the night gave way to a wave of imposter syndrome. “I got what I needed out of the program without an award,” she says, “so I struggled to accept what I’d achieved.” With the program complete, a theme now plays out strongly in Kate’s approach to leadership: ‘be comfortable with being uncomfortable’. It’s especially relevant to performance conversations with her team, equipping her with the tools to hold firm to her message, even in difficult and emotional conversations. “I was really nervous before doing my first one-on-one reviews because I had to talk about things I’d rather avoid,” she says candidly. “But those reviews didn’t turn into arguments or resignations, instead, it helped make it

clear for both of us where the focus needed to be.” Winning the Young Professionals award also reinforced a deeper sense of purpose about her future. “I get joy out of helping people and making an impact on them,” she says. “It’s what I love about this industry: real competition, good people and everyone lifting the standard together.” It might also mean deeper involvement with the HRIA, including state committees and industry initiatives designed to support women and young professionals. As for what the next chapter might hold, Kate pauses. “There’s a great line in a song by Natasha Bedingfield that stuck with me throughout the program,” she says. “‘Today is where your book begins, the rest is still unwritten.’” “So, the answer is I don’t know yet. Right now, my focus is on managing this branch and ensuring its success. However, the fire has been lit and there are a lot of things I want to do. “But I don’t have to do them all today, I’m just going to sit in it for a bit.” AUGUST 2026

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INDUSTRY NEWS HIRE CONTRACTS

THE AUTO-RENEWAL CLAUSE – WHEN CAN IT BE DEEMED TO BE ‘UNFAIR’? Auto-renewal clauses are commonly found in hire agreements. They effectively roll-over an agreement or master agreement at the end of its term unless notice is given. Notice is usually required in writing and to be given before the end of term.

THE AUTO-RENEWAL CLAUSE IS

convenient for hire companies, but can ‘catch out’ a customer if they have not noticed the clause or set a reminder to review the contract in time to see if they do not wish to continue with it. There are pros and cons to using an auto-renewal clause for both parties. However, in what circumstances can it potentially be deemed to be an unfair contract term? The Pros The auto-renewal clause: • reduces the need to renegotiate agreements • locks in a long-term customer • ensures continuity in the agreement.

22

The Cons The same clause may: • lock a hire company into outdated pricing • be deemed unfair under Australian Consumer Law when the customer is a consumer or small business (ie, businesses with fewer than 100 employees or turnover under $10 million) and this term appears in a standard form agreement • result in the hire of the equipment being deemed to be a PPS Lease under the Personal Property Securities Act 2009 (Cth) (PPSA), particularly if that was not the intention.

Is it an unfair contract term? The auto-renew clause may be found to be an unfair contract term by a court or tribunal if it: • creates a significant imbalance between the parties’ rights and obligations • is not reasonably necessary to protect the legitimate interests of the party advantaged by it • lacks transparency (ie is hidden, unclear or difficult to understand) • causes detriment (financial or otherwise) to the affected party if enforced.

AUGUST 2026

HIRE CONTRACTS INDUSTRY NEWS

Hire&Rental

Case study: ACCC v JJ Richards & Sons Pty Ltd

“Auto-renewal clause reduces the need to renegotiate agreements [but can] be deemed unfair under the Australian Consumer Law” Rebecca Hegarty, Partner at Bartier Perry

In this case, the Court found that the auto-renew clause in JJ Richards & Sons Pty Ltd’s (JJR) standard form contract was unfair. The majority of contracts had durations that ranged from one year (with one-year renewal periods to five years with five-year renewal periods) and indicated the contract would continue unless terminated by either party giving written notice within 30 days prior to the end of the initial or renewed term. The court found that the limited termination window for JJR customers, combined with the lack of requirement for JJR to provide notice to a customer of an impending renewal, may result in JJR customers missing the opportunity to terminate and therefore remaining contracted JJR for extensive periods. In the context of the whole contract, the clause was found

to create a significant imbalance. JJR would have been more aware of the contract renewal dates than small business customers, who may have limited resources and competing priorities. The clause was found to be exacerbated by other clauses in the contract such as price variation, exclusivity and termination clauses. Further, contracts with JJR customers were usually low value, with a low marginal cost to JJR, so it was found the auto-renewal clause was not reasonably necessary to protect JJR’s legitimate interests.

Careful drafting and whole context

An auto-renew clause can be useful but needs to be carefully drafted and balanced with other clauses in a standard form contract that provides a consumer or small business with an opportunity to change suppliers in time and be made aware of when a contract is coming up for renewal. b

FORMIT ACCESSIBLE UNIT

AUGUST 2026

23

Hire&Rental

INDUSTRY NEWS HRNET

GETTING TO KNOW HRNET The Hire and Rental Industry Association (HRIA) partners with MST Lawyers to deliver and manage HRNet, a dedicated employment law advisory service exclusively available to HRIA members. AUTHOR: Micheal Niu, MST Lawyers

HRNet is a complimentary hotline and email support service operated by a team of expert employment lawyers at MST Lawyers. In addition, there are various factsheets and templates available on the HRNet website, which can be accessed 24/7. This service has been designed to provide practical and timely employment law advice to all HRIA members and their management teams Australia-wide. Below are a few examples of the many types of employment law enquiries that HRNet receives and advises on each month: • hiring new employees • modern award obligations • minimum rates of pay • workplace safety or injuries within the workplace 24

• • • •

workplace investigations employee dismissals genuine redundancies employee misconduct/poor performance.

Most recently, HRNet participated in the Business Growth and Essential Panel at HIRE26, where discussions were held on the considerations and risks associated with hiring senior staff for a growing business. Making the leap to hire a senior manager or salesperson can be a significant milestone achievement for a small business, but it represents a substantial gambit from a cost and expense perspective. To maximise recruitment success rate, below are some important issues: • conduct reference checks • verify licences and qualifications purported to be held • use a properly drafted written employment agreement • design a clear position description that set proper expectations and performance goals

•

ensure that prospective employees are requested to disclose any preexisting injuries that may be affected by the nature of the proposed role • dedicate a substantial part of induction to workplace safety and other workplace policies • where commissions or bonuses are offered, outline eligibility, disqualification and payment rules in a written employment contract • take steps to protect your valuable tangible and intangible assets. In circumstances where a decision is made to end the employment, members are recommended to contact HRNet for legal advice. Finally, one of the critical points made during the Business Growth and Essentials Panel discussion was that the most effective way to reduce legal risk is to conduct fair and respectful meetings that preserve the dignity of participants, even in the most trying circumstances. The team at HRnet will aim to give holistic, pragmatic and commercial legal advice at all times.

Members who have not already used the HRnet service are invited to call the complimentary HRNet hotline service on 1800-HRIA-HR (1800 474 247) any time during standard business hours (AEST), Monday to Friday. AUGUST 2026

Are you really covered? Hire Insurance Brokers are the new preferred insurance provider for HRIA Insurance.

HRIA Insurance is specifically designed to provide HRIA members with tailored insurance products for their business. As the preferred insurance provider of the HRIA, Hire Insurance Brokers provide added value to members by leveraging expert industry knowledge through direct input from the HRIA and their members, coupled with specialist insurance advice.

For more details or to contact HRIA Insurance visit www.hriainsurance.com.au The information provided is to be treated as General Insurance Advice only. Your individual personal and financial circumstances have not been taken into account when compiling this information. To obtain a full insurance risk review please contact our office. Please also refer to our Financial Services Guide (FSG) and/or the appropriate Product Disclosure Statement (PDS) if required. The Insurance Broker (NSW) Pty Ltd (TIB) trading as Hire Insurance Brokers takes no responsibility if the information provided here is used inadequately or incorrectly.

Hire&Rental

INDUSTRY NEWS FINANCE

FUNDING FLEET EXPANSION Getting the funding right is a key part of any asset purchasing decision, so it’s worth taking the time to get it right from the start.

AUTHOR: Nicholas Guest HLB Mann Judd

EXPANDING AND REFRESHING

your fleet is one of the most critical decisions a hire and rental business make. It’s not just about adding more equipment, it’s about making sure every investment aligns with your goals, your customers’ needs and the realities of the market. Why expand? Before you commit to expanding your fleet, it’s essential to ask: what’s driving this expansion? Is it a response to immediate customer demand, the availability of new products in the market or part of a broader strategy to capture new types of clients or geographic area? Successful businesses align fleet growth with both short-term opportunities and long-term vision. This means looking beyond the next quarter or customer contract and considering how today’s investment will position your business for the next five years. • Start with robust market research. What equipment is in highest 26

Successful businesses align fleet growth with both short-term opportunities and long-term vision

•

demand? Are there emerging trends and demands, such as lower emission requirements, increased safety standards or digital integration, that could shape future needs? Assess your current fleet utilisation. If for say, your utilisation rate is consistently above 80%, or you are turning away business, it may be time to scale up.

Funding options Once the case for expansion is clear, the next step is funding. This is not a one-size-fits-all exercise, but understanding your options, can help drive your growth. • Cash purchases: using available cash reserves can be cost-effective, but it may limit your ability to respond to other business opportunities or challenges. • Asset-specific finance: leasing or asset finance spreads the cost and can offer tax advantages. It also allows you to match repayments to AUGUST 2026

Hire&Rental

INDUSTRY NEWS FINANCE

Return on investment is more than a buzzword; it’s the foundation of any sound business decision.

the income generated by the new assets. • Broader funding solutions: consider lines of credit or business loans for greater flexibility, especially if you’re planning a significant expansion or diversification. Each option has its pros and cons, and the right choice depends on your business’s cash flow, risk appetite and growth ambitions. Calculating return on investment Return on investment is more than a buzzword; it’s the foundation of any sound business decision. To get a true understanding of the impact of an asset addition you should consider: • Revenue projections: estimate the additional income each new asset will generate, based on historical data and market trends. • Full cost of ownership: factor in not just the purchase price, but also maintenance, insurance, downtime and eventual resale value. • Lifecycle planning: how long will the asset remain profitable? When will it need to be replaced or upgraded? By tracking these metrics, you can identify which assets deliver the best returns and make informed decisions about future investments. Understanding your customers’ needs Fleet expansion isn’t just about meeting today’s demand; it’s about anticipating tomorrows. Who are your current customers and how might their needs evolve? Are there new segments you could serve with a different mix of equipment? • Balance immediate opportunities with a long-term strategy. For example, investing in energy efficient or technologically 28

•

advanced equipment may open doors to new markets and futureproof your business. Use data analytics to track customer preferences and rental patterns, helping you stay ahead of the curve.

Technology The pace of technological change in the equipment market is accelerating. When expanding your fleet, consider not just what’s popular now, but what will remain relevant in the years ahead. • Evaluate whether new equipment integrates with your existing systems and supports digital workflows. • Look for assets that offer flexibility and adaptability, including compatibility with emerging platforms. • Consider technology-enabled features such as telematics and remote diagnostics, which provide real-time performance data and visibility. • Don’t overlook the costs and potential value of integrated data analytics in managing a larger, more diverse fleet. Looking ahead Fleet renewal and expansion is a business imperative and significant commitment, but with the right approach it can drive growth and resilience. Robust accounting, finance and taxation advice can support you make confident decisions. The HLB Mann Judd team has many years of experience working with hire and rental businesses. We bring deep accounting and advisory expertise and commercial insight, and a genuine commitment to your success, reach out to start a conversation on how we can support your strategic plans. b AUGUST 2026

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Hire&Rental

INDUSTRY NEWS RENTAL SOFTWARE

POINT OF RENTAL'S RENTAL INTELLIGENCE SUITE TURNS RENTAL DATA INTO BETTER BUSINESS DECISIONS Hire businesses generate vast amounts of data through contracts, asset movements, service records, and customer interactions. The challenge is not collecting information—it's turning that information into decisions that improve performance.

POINT OF RENTAL'S RENTAL

Intelligence Suite was developed to bridge that gap, transforming operational data into practical insights that help businesses make faster, more informed decisions. From Data to Visibility Many businesses already have access to extensive reporting, but information is often spread across multiple systems, reports, and spreadsheets. Rental Intelligence Suite brings this data together in a single platform, providing owners and managers with a clearer picture of business performance. The platform highlights critical operational trends, including underutilised assets, changing demand patterns, and potential risks to fleet availability or profitability. Rather than waiting for end-of-month reports, users can view current performance and respond in real time. The result is not simply more reporting, but greater visibility and confidence in decision-making.

Built Specifically for Hire and Rental Unlike generic business intelligence tools, Rental Intelligence Suite has been designed specifically for rental operations. It provides visibility across fleets, locations, and teams while remaining accessible to nontechnical users. Owners, general managers, fleet managers, and regional leaders can quickly identify performance trends, understand operational challenges, and make decisions based on reliable data without needing specialist analytics expertise. Turning Insight into Action The value of business intelligence is measured by outcomes. Clear utilisation data helps businesses maximise fleet performance. Early identification of maintenance trends can reduce downtime. Faster access to information removes guesswork and enables more confident operational decisions.

Over time, this allows businesses to move from a reactive approach to a proactive one—identifying risks sooner, uncovering growth opportunities earlier, and continuously improving performance. The impact is already being demonstrated by early users. During a fleet expansion assessment, one beta customer used insights from Rental Intelligence Suite to validate purchasing plans and ultimately increase the size of their acquisition. Rather than relying on instinct alone, the business was able to make a confident decision supported by operational data. A Competitive Advantage for the Future Across Australia and the wider APAC region, data visibility is increasingly becoming a competitive advantage rather than an operational luxury. Businesses that can quickly interpret performance data are often better positioned to improve utilisation, manage costs, and respond to changing market conditions. Rental Intelligence Suite is currently being rolled out to selected customers. For hire operators considering their next stage of growth, the most valuable insights may already exist within their own business data— the key is being able to see them clearly and act on them with confidence.

For more information about Rental Intelligence Suite, contact Point of Rental at salesau@pointofrental.com. 30

AUGUST 2026

ASSOCIATION MEMBER REFERRAL INCENTIVE Refer a new member get a

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HRIA Referral program – Help build a stronger hire industry and earn a $200 gift card The greatest asset the HRIA has is in the strong sense of community and support among its members. Over nearly six decades, members of the industry have consistently encouraged other companies to become involved, to draw advantage from the connections and advice from other members. Through its members, the HRIA has a reach that extends across every sector of Australian industry. $200 Bonus for bringing in a new member.

To take advantage of the offer, first provide the details of the business you come across, and we’ll do the rest. Email through to membership@hria.com.au with the subject heading: HRIA Referral Program.

www.hria.com.au/member-services/hria-referral-program

Supporting and advancing a safe and strong access industry in Australia through EWPA Membership

EWPA Stationery

EWPA Yellow Card Program

EWPA Safety Resources

EWPA Accredited Trainers The EWPA provides a united voice for the industry, promoting the industry as the safest choice for carrying out work at height.

Visit www.ewpa.com.au to find out more or join today

AUGUST 2026 VOLUME 28 NO.1

Shoalhaven Hire submitted this image from a stunning project location in Huskisson, NSW. Photo of the Year 2026 entries open soon.

Xxxxxxxxxxxxxxxx Xxxxxxxxxxxxxxxxxxxx

FEATURES 38 Haulotte signs distribution deal with Faresin 40 JLG expands its range

42 Sany introduces Pedestrian Recognition System 44 EWPA Accredited Trainer of the Year 46 Bobcat launches super-compact telehandler

Contents

August 2026 Volume 28 No.1

ELEVATING WORK PLATFORM ASSOCIATION LTD ABN 32 545 830 419 EWPA BOARD OF DIRECTORS President John Glover Tel: 0419 663 863 Past President Doug Rawlings Tel: 08 9350 570

40

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Chief Executive Officer James Oxenham Tel: 02 9998 2222 Vice President Luke Schubert Tel: 0458 770 002 NSW President Brad Halliwell Tel: 0413 992 401 VIC President Keith Clarke Tel: 0400 369 900 QLD President Richard Gannon Tel: 0437 477 279 SA President Ray Green Tel: 0473 217 310

42

44

TECHNICAL DIRECTOR: ENGINEERING Robbie Wilkinson Tel: 0405 449 633 Director Tony Fish Tel: 0427 115 711

Inside

Director Dawnie Pieper Tel: 0488 534 561 Director Beka Dickson Tel: 0405 435 279

36 Raising standards together 38 Distribution agreement between Faresin Industries and Haulotte in Australia 40 Dig it, lift it, dump it, JLG it 42 SANY advances site safety with 360° detection system 44 Raising the bar in safety training 46 Bobcat targets rental market with new supercompact telehandler 48 Building trust in Australia's rental market 50 Skyjack LanyardGo wins Best New Product at HIRE26

TELESCOPIC HANDLER ASSOCIATION LTD PRESIDENT Bob Mules 0402 982 999

AUGUST 2026 VOLUME 28 NO.1

ON THE COVER

Shoalhaven Hire submitted this image from a stunning project location in Huskisson, NSW. Photo of the Year 2026 entries open soon.

One of our submissions from the 2024 Photo of the Year competition. Keep an eye out for this year’s competition submissions criteria and deadline in the coming weeks. Xxxxxxxxxxxxxxxx Xxxxxxxxxxxxxxxxx xxx

FEATURES

38 Haulotte signs distribution deal with Faresin 40 JLG expands its range

34

WA President Alex Greisdorf Tel: 0408 927 867

42 Sany introduce s Pedestrian Recognition System 44 EWPA Accredite d Trainer of the Year 46 Bobcat launches super-compact telehandler

EWPA & TSHA PO Box 1304, Mona Vale NSW 1660 Tel: 02 9998 2222 Email: info@ewpa.com.au Web: www.ewpa.com.au Opinions published in Hire & Rental Magazine do not necessarily reflect the opinions of the association or the Editor. The HRIA accepts no responsibility for the accuracy of any information contained in this magazine and readers should rely upon their own enquiries in making decisions related to their own interest. All rights reserved. ISSN 1838-1197

AUGUST 2026

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Access in Action

PRESIDENT'S MESSAGE

John Glover EWPA President

Raising standards together THE ACCESS INDUSTRY CONTINUES TO EVOLVE THROUGH CHANGES IN EQUIPMENT, TECHNOLOGY, STANDARDS AND REGULATORY EXPECTATIONS. AS THE PEAK BODY FOR THE AUSTRALIAN ELEVATING WORK PLATFORM INDUSTRY, EWPA HAS A CLEAR RESPONSIBILITY: TO HELP OUR INDUSTRY REMAIN SAFE, SKILLED AND PREPARED FOR THE FUTURE.

ONE AREA RECEIVING

significant attention is technician development. As electric and batterypowered equipment becomes more prevalent, the skills required to inspect, maintain and repair this technology continue to evolve. Nicolas Chiew, EWPA's National Training Consultant, is leading a range of initiatives focused on lithium battery safety, inspection practices and broader technical upskilling to ensure technicians remain competent and confident as equipment technology advances. EWPA also continues to invest in practical resources that support safer outcomes across the industry. Recent toolbox talks have provided members with accessible guidance on key risk areas, while new technical resources are addressing emerging operational challenges. With an increase in specialist machines in the market, the EWPA has released its safe use guidance document. This online resource was developed in collaboration with industry to help businesses better understand and manage associated risks Training remains a cornerstone of our industry's safety culture. 36

The updated Yellow Card® training program reflects EWPA's commitment to continuous improvement and industry leadership. Developed in consultation with manufacturers, hire companies, regulators, standards committee members and experienced trainers, the refreshed program incorporates recent changes to Australian Standards, advances in equipment technology and an increased focus on training quality. With over 500,000 EWPA-trained operators, the Yellow Card® program remains one of the most influential safety initiatives in industry. Its continued success is built on a simple principle: quality-assured, industryled training that evolves alongside the sector it serves. Recent powerline incidents also serve as a timely reminder that safety requires constant vigilance. I encourage all members to make use of practical tools such as the Look Up and Live app, which helps identify overhead powerline hazards before work begins. Safety is not achieved by any one organisation acting alone. It is the result of collaboration between members, manufacturers, regulators, contractors, trainers and operators. By working together, we can continue to raise standards, strengthen capability and ensure the Australian access industry remains a leader in safe work at height. c

“If we’re serious about safety outcomes, operator training must be consistent and high quality — and our Accredited Trainers are central to delivering that on site.” Nic Chiew – National EWPA Training Consultant AUGUST 2026

Access in Action

TELEHANDLERS

Distribution agreement between Faresin Industries and Haulotte in Australia FARESIN INDUSTRIES AND HAULOTTE AUSTRALIA PTY LTD HAVE ANNOUNCED THE SIGNING OF AN AGREEMENT FOR FARESIN TELEHANDLERS IN AUSTRALIA.

From August, Haulotte Australia becomes the exclusive distributor for the construction and rental sectors, marking the long-awaited return of Haulotte to this segment. The distribution agreement brings together two industry leaders with complementary strengths: Faresin's excellence in engineering and innovation in telehandler design is paired with Haulotte's established presence in the Australian rental sector. The partnership leverages Haulotte's expertise and its distribution and after-sales infrastructure to provide comprehensive support for Faresin telehandlers across the entire region. Giulia Faresin, Vice President of Faresin Industries, and Keith Clarke, General Manager of Haulotte Australia, commented on the agreement, explaining what it means for the local construction and rental sector.

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38

"We are thrilled to collaborate with Haulotte, a company that shares our vision for innovation and quality. By joining forces, we will ensure customers receive cutting-edge solutions backed by excellence in after-sales service," stated Giulia Faresin. "Faresin is a quality brand and integrates perfectly into the Haulotte range. We have received exceptional support from the Task Force at the Faresin factory, and our team is truly excited to seize this new opportunity to expand the product portfolio, as well as to guarantee support to all customers who already own a Faresin telehandler," affirmed Keith Clarke. Faresin Industries further strengthens its position as a leader in international markets with a highly qualified partner that has proven experience in the Hire sector. With this move, Haulotte Australia returns to the telehandler market, a segment they covered until 2019, to meet the demand from Australian rental companies and contractors. "Telehandlers are among our customers' preferred machines, and we can't wait to serve the market again with innovative products that integrate with the rest of our range," added Keith. A complete range of state-of-the-art, multifunctional telehandlers: from compact models to heavy-duty units, with the possibility of customization and the addition of options designed to maximize performance. Haulotte Australia's commitment to the Faresin telehandler range goes beyond distribution, extending to comprehensive customer support, including field services and support tailored to the needs of the Australian rental market. These foundations ensure that operators can maximise uptime and productivity from day one.

(L-R) Giacomo Bordignon, Area Manager Faresin Industries S.p.A., Giulia Faresin, Vice President Faresin Industries S.p.A., and Keith Clarke, General Manager of Haulotte Australia Pty Ltd.

AUGUST 2026

HS21 E & E PRO Working height : 21,2 m

Load capacity : 4 people 750 kg 4-wheel steering Driveable at full height 72V Lithium-ion batteries

haulotte.com.au

Non contractual document. We reserve the right to modify the technical specifications of this document without prior notice. Credits: @LionelSouci @Haulotte. 08/2025

ELECTRIC ROUGH TERRAIN SCISSOR LIFT

Access in Action

TELEHANDLERS

Dig it, lift it, dump it, JLG it JLG HAS BROADENED ITS RANGE TO INCLUDE TELEHANDLERS AND ROUGHTERRAIN FORKLIFTS AND A RANGE OF DUMPERS), OPENING UP NEW OPPORTUNITIES FOR EXISTING AND NEW CUSTOMERS.

JLG has been supplying world-class equipment to Australia and New Zealand’s construction, mining, transport and logistics industries for over four decades, gaining an enviable reputation for quality products and exceptional service. With the introduction of their new range, there’s a JLG telehandler to suit every requirement. JLG 3010 Telehandler: with a max height of 12.8 metres and max reach of 8.86 metres, the JLG 3010 Telehandler delivers enhanced operator comfort and smart technology for efficient material handling on demanding sites. JLG 660SJ Telescopic Boom Lift: designed for high reach applications, the 60-ft JLG 660SJ Telescopic Boom Lift comes in two models, each equipped with a fuel-efficient Tier 4 engine and easy-to-use platform controls that reduce operator training time. Great inclusions across the range: offering fully-glazed, air-conditioned allweather cabs with top brick guards, each telehandler features single joystick controls, digital load charts and reversing cameras. The telehandlers can be tailored to suit local requirements with fit options quickly and reliably organised and actioned by your local JLG service centre. Lifting the game, whatever the terrain: JLG’s rough terrain forklifts range from 1.5 to 5 tonne capacity, with standard inclusions of semi-closed cabs with front, rear and upper windshields, seat belts with fasten sensors, LED rotating beacons and white noise (squawker) alarms. JLG’s service centres also have the range and knowledge of local fit applications to ensure the forklift is accessorised to the exact specifications required to deal with the unique and ever-changing demands. Dumpers for jobs of all sizes: the JLG Dumper range includes tracked minidumpers and articulated wheel dumpers. The mini-dumpers include the compact TD1500H hi-tip that can handle up to half-tonne loads, to the TD2500H hi-tip and TD2500R rotating dumper with its one-tonne capacity which is perfect for tackling jobs in areas where space is at a premium. The articulated dumpers range from 1.5 tonne up to 10 tonne models.

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technicians and field service mechanics across capital cities and regional areas to support customers in maintaining their equipment. When you deal with JLG, you automatically gain access to the nationwide network of JLG service centres for spares and workshop facilities, as well as the expert mobile mechanics who can assist on site as required. Arron Cooper, JLG Product Manager, explains: “We’re as people-focused as we are results-driven. Having a strong team of skilled people is just as important as having the right equipment. We’re committed to making sure our customers get the best service possible, whether it’s new machinery, maintenance, spare parts or technical support.” A one-stop-shop across the industry “Our customers can access even more great products, backed by the industry-renowned JLG support network,” says Arron. “They’ll enjoy the reassurance and efficiency of having just the one supplier that’s able to manage more of their favourite premium products, to ensure they get the job done!” “We want to be easy to do business with, and make our customers lives easier as a result. By expanding our range and strengthening our service capabilities, we’re making sure it’s easy for customers to choose and rely on JLG as their total solutions provider.” JLG offers a range of equipment and support services designed to assist customers throughout the lifecycle of their machines.

JLG continues to invest heavily in after-market support

Interested to learn more? Visit www.jlg.com.au and www.ausa.com/en-au/

Expert support, wherever you are JLG continues to invest heavily in aftermarket support, expanding its team of in-house 40

AUGUST 2026

SUPPORTING THE PAST - FOCUSED ON THE FUTURE

At JLG we’re proud of our reputation for being straight shooters, delivering the best end-to-end solutions to you and your customers, ethically and responsibly for over four decades. And we have no plans to change that. If you’re looking for world-class products backed by the top-quality, nationwide support that JLG is renowned for, you know who to call.

For service you know you can rely on, don’t chance it – JLG it.

Australia 131 JLG www.jlg.com.au

www.ausa.com/en-au/

Access in Action

TELEHANDLERS

SANY advances site safety with 360° detection system ACROSS A RANGE OF VARYING INDUSTRIES INCLUDING CONSTRUCTION, INFRASTRUCTURE, AND MATERIAL HANDLING, THE TELEHANDLER IS AN INDISPENSABLE WORKHORSE. HOWEVER, ITS VERSATILITY OFTEN BRINGS A DISTINCT SET OF OPERATIONAL CHALLENGES.

By design, a telehandler’s boom can create blind spots, particularly on the rear and passenger sides, creating significant risks on busy jobsites. As Australian workplace safety requirements tighten, demand for proactive engineering controls continues to grow. Enter SANY telehandlers, equipped with the 360° Pedestrian Recognition System. Distributed nationwide by CEA, this intelligent safety feature is setting a new benchmark for contractors and rental fleets. Rather than relying on backup beepers or radar systems that can trigger false alarms from barriers or bins, SANY’s system uses AI-powered cameras to identify the human form. When a pedestrian enters the designated risk zone, the operator receives real-time visual and audible alerts, enabling immediate corrective action. Greg Sealey, CEA Group Wholesale Manager, said the technology responds directly to the needs of Australian worksites. "SANY’s telehandlers have been engineered to deliver high performance, intelligent safety and exceptional operator comfort. The 360-degree Pedestrian Recognition System is a major step forward. Australian customers demand uncompromising safety and productivity, and this AI-driven technology 42

provides greater awareness and confidence that people on site are protected." The system also delivers operational and cost benefits. Traditionally, meeting strict site-safety requirements often meant expensive aftermarket camera and sensor installations that added complexity and risked affecting warranties. SANY removes that burden with a fully integrated, factory-fitted solution, enabling machines to be deployed immediately on highly regulated projects. By reducing false alerts, the system also helps minimise operator alarm fatigue. When the alarm sounds, operators know a genuine hazard has been detected. As Australia’s civil construction and materials handling sectors demand increasingly sophisticated equipment, SANY’s combination of robust engineering and intelligent safety technology is proving hard to beat. Backed by CEA’s national support network, the SANY telehandler range is not only moving materials but helping make Australian worksites safer.

“The technology specifically isolates and identifies the human form [when] a pedestrian enters the designated risk zone around the machine”

Find out more from the team at CEA today: CEA SANY Telehandlers AUGUST 2026

SANY TELEHANDLERS

EXPECT MORE SANY telehandlers are powerful all-rounders that stand out for their agility, speed and versatility while being the ideal solution for demanding jobs and precision work. Thanks to their compact design and a selection of three different steering modes, they can be perfectly positioned in even the tightest of spaces and can bring heavy loads up to a lifting height of between 6 -18 metres.

LIFTING CAPACITY

The highly efficient and powerful hydraulics allow operators to work with precision in short cycle times.

SAFETY

The load management system monitors the load of the machine to prevent instability when carrying loads, and limits speeds for safety and improved load retention.

EFFICIENCY

The Deutz or Cumms electronic engine control (EMR) ensures optimum engine performance and low fuel consumption, while the Dana hydrostatic transmission offers precision and manoeuvrability for improved material handling applications.

ANTY

WARR

MORE SAFETY FEATURES AS

MORE CONTROL OF YOUR

STANDARD

• • • • • •

AI 360O Camera (Stage V only) 360O LED Work Lights Distace Sensor Load Control System Operator Present Seat Switch Auto Park Brake

MORE RELIABILITY

FLEET

• • • • •

SANY Owner Telematics System Over the Air Software Updates Driver Safety System (Stage V only) Remote Enable/Disable Machine Features In-Cab Machine Diagnostics

1300 788 757 www.cea.net.au/sany

• • • •

Premium Components Extended Testing and Endurance Program Modern Ground Up Design 3 Year / 3,000 Hour Warranty

BRISBANE - MACKAY - ROCKHAMPTON- MELBOURNE SYDNEY - NEWCASTLE - ADELAIDE - PERTH

Access in Action

EWPA / TSHA ACCREDITED TRAINERS OF THE YEAR

Raising the bar in safety training TWO LONG-STANDING INDUSTRY TRAINERS HAVE BEEN RECOGNISED FOR THEIR OUTSTANDING CONTRIBUTION TO SAFETY AND SKILLS DEVELOPMENT WINNING THE EWPA YELLOW CARD® ACCREDITED TRAINER OF THE YEAR AND TSHA GOLD CARD ACCREDITED TRAINER OF THE YEAR.

Jason Whitelaw and David Fraser know the critical role that committed, experienced trainers play in lifting safety industry standards, building operator confidence and strengthening the professional reputation of the access and materials handling industry. For Jason, this year’s winner of the EWPA Yellow Card® Accredited Trainer of the Year, it’s about giving young apprentices the knowledge and skills they need to operate EWPs safely. He has a background in roof tiling, including 21 years on the tools, and owned his own business for 15 years. After his body ‘started to wear’, he was looking for other options which eventually led him to training. Jason brings this extensive industry experience to every Yellow Card course he now delivers for Murray Mallee Training in regional Victoria and New South Wales. “We visit the apprentices on site because it's better to give them a real- world experience when they're using the machines.”

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He says the bonus of completing the Yellow Card® course is that it’s a fully recognised license across the board in the industry. Winning the award was an honour and a privilege for Jason. It was also a great accolade for Murray Mallee Training who first gave him the opportunity to become an accredited trainer and member of the EWPA. The TSHA’s Gold Card Accredited Trainer of the Year, David Fraser, has been working with the TSHA and EWPA for around 30 years. He’s trained telehandler and EWP operators across Sydney and the Illawarra, and over three decades, has seen technology evolve and expectations around safety rise. Yet his core passion remains the same: engaging with customers and making training genuinely enjoyable and effective. David’s courses are interactive, up to date and tailored to the needs of each group. He focuses on providing the latest safety advice and building relationships with participants so that they feel comfortable asking questions and sharing their experiences. It’s an approach that draws consistent feedback with many attendees describe his courses as the most enjoyable training they’ve done in a long time. He says the importance of training is to provide benchmarks across the industry and ensure the safety of operators. “We want everyone to go home safely and the courses that come out of the EWPA and the TSHA are worldclass training.” Winning the TSHA’s Gold Card Accredited Trainer of the Year also validated the confidence of many OEMs who engage David as a trusted training partner and meaningful recognition among his peers.

(top left) Jason Whitelaw (centre) with the EWPA’s Nicolas Chiew and Tempel Matterson.

(bottom left) David Fraser (centre) with the EWPA’s Nicolas Chiew and Tempel Matterson.

Learn more: • EWPA Yellow Card® https://ewpa.com.au/yellow-card/ • TSHA Gold Care https://tsha.com.au/gold-card/ 44

AUGUST 2026

Access in Action

TELEHANDLERS

Bobcat targets rental market with new super-compact telehandler BOBCAT HAS EXPANDED ITS R-SERIES TELEHANDLER RANGE WITH THE LAUNCH OF THE TL25.60, A SUPER-COMPACT MODEL DESIGNED FOR CONSTRUCTION, RENTAL AND AGRICULTURAL APPLICATIONS.

With a maximum lift height of 5.8m, a lift capacity of 2.5 tonnes and an operating weight of 4.46 tonnes, the TL25.60 fills an important gap in Bobcat’s telehandler line-up. Clark Equipment national telehandler product manager Donald Goodall said the machine is expected to appeal strongly to rental companies. “There’s a market for a telehandler of this size,” he said. “Rental companies represent about 30 per cent of overall telehandler sales and around 60 per cent of the market for machines of this size, so we expect them to deploy the TL25.60 across many construction sites.” Goodall described telehandlers as machines that are often among the first on site and the last to leave, handling material movement throughout a project.

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Versatility across applications

A key feature of the TL25.60 is its ability to operate a wide range of attachments. The machine comes standard with a quick-attach manual hitch, with a hydraulic quick-hitch option available. Compatible attachments include pallet forks, buckets, augers, trenchers and sweepers, enabling the telehandler to perform multiple roles traditionally handled by separate machines. “This telehandler can do anything a skid steer is capable of, plus extra because of the lifting height capabilities,” Goodall said. Its compact dimensions and 3.23m turning radius also make it suitable for operating in

confined spaces, including construction sites, warehouses and landscaping environments.

Focus on operator comfort

The TL25.60 shares the same cab design found throughout Bobcat’s R-Series range. Operators can control boom functions, machine speed, direction and attachments through an integrated joystick, while an interactive display provides access to steering modes and a reverse camera. Bobcat’s load management indicator improves visibility by sitting in the operator’s line of sight. Despite its compact size, the machine features a spacious cab and excellent visibility.

New engine and simplified servicing

The TL25.60 is the first Bobcat telehandler fitted with the company’s 75hp (55.2kW) D24 Stage V diesel engine. The engine does not require AdBlue and delivers improved efficiency, lower emissions and reduced noise levels. Servicing is simplified through easy component access, while a load-sharing hydraulic pump allows multiple boom functions to operate simultaneously.

Backed by national support

The TL25.60 is supported by Clark Equipment’s nationwide dealer network, which spans 20 locations across Australia. Goodall said Bobcat’s reputation has been built on designing machines around operator needs while ensuring maintenance and servicing remain straightforward.

“Once people sit in this machine, they’ll be sold,”

46

AUGUST 2026

BRAND-NEW TL25.60

OUR MOST

COMPACT

MODEL YET!

TELEHANDLERS

1.99% FINANCE OVER 36 MONTHS *

*1.99% over 36 month finance is offered on new Bobcat telehandlers on a chattel mortgage with 10% deposit required, followed by equal monthly repayments and no balloon. Finance is subject to credit approval and is only available to approved ABN holders. Not available in conjunction with any other offers. Terms and conditions apply. For further details, contact Clark Equipment.

2,500kg lift capacity 5,800mm lift height Distributed by

www.bobcat.com.au | 1300 736 848

POWER, RELIABILITY AND NOW, FREQUENCY CONTROL. You no longer have to choose between rugged reliability and precision control. Now featuring Sigma Frequency Control (SFC), the electric M 50 E delivers quiet, emissions-free power that adapts to your flow and pressure needs. Combined with IE3 efficiency and optional Telematics, it’s the complete package your fleet has been waiting for. Because at KAESER, we have your back. au.kaeser.com

Access in Action

SUPER BOOMS

Building trust in Australia's rental market WHEN SUSAN XU, ADDRESSED DELEGATES AT THE EWPA GLOBAL ACCESS MEETING DURING HIRE26 IN SYDNEY, SHE SHARED A STORY THAT EXTENDED WELL BEYOND PRODUCTS, TECHNOLOGY OR GLOBAL EXPANSION.

The Sinoboom founder and CEO reflected on the company's Australian journey, a journey that began in 2017 with an unknown brand entering one of the world's most mature and demanding rental markets. Australia is widely recognised as a benchmark market for the access industry. Customers understand the true cost of downtime and expect reliability, strong aftersales support and accountability from their suppliers. For a new manufacturer, earning trust in such an environment is never easy. "We had no brand recognition or established trust," Xu told delegates. "The question we heard most often was very simple: 'Who are you?'" Sinoboom's Australian story began with one person on the ground — Jeffrey Woo — tasked with introducing an unfamiliar Chinese manufacturer into a market built on longstanding relationships and proven performance. Those early years were challenging. Securing meetings was difficult and many customers understandably questioned whether a relatively

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Sinoboom's Susan Xu

new manufacturer could genuinely support the Australian market over the long term. The turning point came during COVID-19. As global supply chains tightened and equipment shortages impacted rental fleets across Australia, rental companies were forced to reassess suppliers, support networks and long-term partnerships. Equipment availability became critical, but so did responsiveness, parts support and service capability. For Sinoboom Australia, the disruption became an opportunity to demonstrate its commitment to customers. "Customers were not just evaluating machines," Xu explained. "They were evaluating supplier support levels, responsiveness and commitment." Slowly, relationships strengthened. Conversations became partnerships and partnerships became long-term customers. Today, Sinoboom Australia has grown from those startup years into a recognised supplier with a national presence. Yet Xu made it clear that trust remains the foundation of the business.

"What really matters is utilisation, serviceability, lifecycle performance and long-term support.”

48

MAY 2026

ire and ental ndustry ssociation

WHY HIRE?

LATEST EQUIPMENT

Hiring gives you access to a huge range of the latest equipment. Trial new equipment and ensure you are always using the right equipment for your job.

ENSURE EFFICIENCY

When you hire you are speaking to experts who can help you choose the right equipment for your job. Once the job is complete the equipment can be returned, no need to worry about whether that piece of equipment will ever be used again.

CONTROL COSTS

Don’t worry about machine maintenance costs or tying up your capital. Hiring equipment is also fully tax deductable which makes good business sense.

ENSURE SAFETY

When you hire, the equipment comes inspected and ready to go, ensuring it always up to standard and meets regulations.

PROTECT YOUR STAFF

All hired equipment is thoroughly checked prior to each hire and electrically tested and tagged as required.

SERVICE

When you hire you don’t need to worry about delivery, spare parts, accessories and more – you just want the equipment to be there on time and to work.

SAVE TIME

Hiring means you don’t have to spend time updating and maintaining machinery. Get instant access to the equipment you need when you need it.

SAVE MONEY

Owing equipment is expensive. By hiring you will always have access to the latest equipment without worrying about repairs, upgrades and borrowing costs.

SAVE SPACE

No need to worry about storage sheds, yards or equipment sitting idle. Hiring means you can return the equipment as soon as you are finished using it.

SAVE THE ENVIRONMENT

Equipment that is purchased often sits idle for long period of time. People are increasingly conscious of their carbon footprint therefore hiring makes sense for the environment as well as your business.

Visit www.hireandrental.com.au

Access in Action

She referenced a philosophy often shared by Australian General Manager Mitch Ely: "Give the customer no reason to go back to other suppliers." It is a simple statement that reflects the realities of a mature rental market. Equipment alone is never enough. Customers expect uptime, fast support, parts availability and dependable service whenever challenges arise. Success is measured not simply by the machine delivered, but by the value created throughout its working life. "What really matters is utilisation, serviceability, lifecycle performance and longterm support," said Xu. While reflecting on Sinoboom's Australian journey, Xu also highlighted broader trends reshaping the global rental industry, including increasing competition, electrification, digital diagnostics and the growing role of telematics

in improving fleet performance and reducing downtime. But despite the pace of technological change, her central message remained firmly focused on people, partnerships and trust. For many attending the EWPA Global Access Meeting, Xu's presentation was ultimately a reminder that trust is not built through marketing claims or short-term transactions. From its beginnings in Australia to its current position within the local access industry, Sinoboom's journey reinforces a lesson familiar to every rental business: long-term success comes from supporting customers, delivering on commitments and building relationships over time. In Australia's demanding rental market, those fundamentals remain as important as ever.

Skyjack LanyardGo Wins Best New Product at HIRE26 PART OF SKYJACK’S ACCESSORYZERS RANGE, LANYARDGO IS DESIGNED TO IMPROVE SAFETY WHEN OPERATING BOOM LIFTS BY ENSURING OPERATORS ATTACH THEIR HARNESS LANYARDS BEFORE MACHINE MOVEMENT IS POSSIBLE.

The system is compatible with Skyjack’s articulating and telescopic boom lifts and is available both as a factory-fitted option and as an aftermarket upgrade for rental companies and contractors across Australia, Europe and North America. The technology uses a proximity sensor to detect whether the operator’s lanyard is connected to the designated attachment point on the platform. Coloured LED indicators and an audible alarm provide a clear status signal, while machine functions remain disabled until the lanyard is correctly attached. Once connected, normal machine operation is restored. 50

LanyardGo forms part of Skyjack’s Accessoryzers portfolio, a range of accessories designed to enhance safety, functionality and equipment utilisation across a variety of construction, maintenance and industrial applications. The Best New Product Award recognises innovation, design quality and practical value to the hire and rental industry. Winners are selected through a combination of judging by the HRIA Board, an expert industry panel and voting by HRIA members attending HIRE26. Entries are assessed on their ability to deliver tangible benefits to hire and rental businesses while advancing technology and industry capability. Commenting on the award, Skyjack Regional Sales and Operations Director Jason Cranmer said the recognition reflected the company’s ongoing commitment to developing equipment and accessories that support safer worksites and meet real-world jobsite requirements. AUGUST 2026

AUGUST 2026 VOLUME 28 NO.1

Harry the hirer's multi-level Highline temporary structure built for the Australian Open 2026. Overlooking courtside 6 with great views to all the action, the team brought it to life with custom facade, signage and walling.

FEATURES 52 Events President's message 53 Forty Years at Salters Hire

54 Understanding Seasonal Uncertainty on Phillip Island

Events

PRESIDENT’S MESSAGE

Brett O’Hara HRIA Events Division President

A new approach to seasonal talent

The events sector runs on people power and right now, we have an opportunity to get smarter about how we attract, retain and develop seasonal talent. In October 2025, I joined a small group from the HRIA and the event industry — James Oxenham and Sally Cannon, Jarrod Nation from Salters Hire and Michele Marks from Expo Event Services — for an event-focused discussion on staffing. Our brief was simple but pressing: is there an opportunity to better share resources across this industry? In events, the season shapes everything. From September to May, event activity is concentrated in Tasmania, Victoria, South Australia, New South Wales and Western Australia. From May to September, it’s Queensland and the Northern Territory’s time to shine. That cycle creates a familiar pattern: by April or May, the workload of most event hire businesses in the southern states tapers off, just as they’ve built up a pool of highly capable casual staff, often backpackers on two-year working holiday visas who’ve spent six to eight months delivering event infrastructure. These workers have hands-on experience, understand safety and site protocols and know how to operate in high-pressure, time-critical environments. Yet, because of the cyclical nature of events, many businesses simply can’t retain them year‑round and as winter approaches, most head north chasing warmer weather and new opportunities. Naturally, most companies would love to encourage this pool of trained workers back and on the job once business picks up — and many likely want to return – however the reality is, most are lost to the business and sometimes the industry, as priorities change and other work options are accepted. 52

So, this year, we decided to try something different. Instead of letting that seasonal talent disperse at random, we connected those looking for work with Michele Marks at Expo Event Services on the Gold Coast. The feedback received from Michele at the HRIA Conference was unequivocal: they were fantastic. We’ve stayed in contact with them, and as work picks up again in September, they’ll be back in our businesses down south, already trained and ready to work. That’s a quiet success story — but it raises bigger questions. As an industry, how do we scale this? How can we expand the benefits for other members, and how do we consistently record and recognise the skills of these workers so they can move seamlessly between employers and regions? At Harrys, we go a step further by sponsoring standout backpackers who want to make Australia home and have the right skills and attitude. Currently, across the business we’ve sponsored six team members who all started as labourers, discovered they loved the industry — and the country — and chose to build a career here. We can’t do this for everyone, but for the standouts, if it’s viable and they have the capabilities, we’re all for it. We think the next phase is clear: build simple, industry-wide mechanisms to track skills, share talent and reward commitment. If we can coordinate better, we won’t just fill roles, we’ll build careers, strengthen businesses and lift the professionalism of the entire sector.  AUGUST 2026

MEMBER SPOTLIGHT

Events

George (5th from the left) with Salters’ Hobart team.

Celebrating 40 years After 40 years at Salters Hire in Tasmania, George DiDomenico still loves his job, his industry and the people he works with.

George DiDomenico is the first to admit he never planned a lifelong career in the industry. As a 20-yearold, he was simply looking for steady work in Hobart when he heard there was a job going at Salters Hire. “I thought I’d have a crack and that was it,” recalls George. That was 1986. At the time, Salters Hire had evolved from a catering business into a hire company, repurposing existing equipment into a fledgling rental operation. George joined as a general hand on full-time hours, loading and delivering tables, chairs, crockery, cutlery and basic marquees, as well as cleaning and turning around equipment between jobs. “It wasn’t as exciting back then, but as the business grew, I had the opportunity to grow with it,” he recalls. Over the decades and through periods of accelerated growth and new owners, George remained at Salters. In the 1990s, under the leadership of the Lyons family, the company introduced Hoecker structures — aluminiumframed clearspan structures — to Tasmania, changing the scale and sophistication of events. In 2017, the business was acquired by the Nation family and today, Salters offers the largest range of marquees and hire furniture in Tasmania. “Every new owner has brought something different and taken the business to another level,” says George. Over the years, he’s watched Salters expand from a single depot in Hobart to a second branch in Launceston, where he and his wife spent more than eight years before returning to AUGUST 2026

Hobart. He’s now the statewide Hoecker and Fleet Manager and the Health and Safety Representative (HSR). George says that one of the most satisfying aspects of his career has been the continuity of people at Salters Hire. “In Launceston alone, there’s over 80 years of experience in the team,” he says. “Given we work in an industry that relies so heavily on seasonal workers, it’s extraordinary how many people have stayed long term.” As the HSR, he’s acutely aware of the importance of safety on-the-job and over the years has seen safety shift from an after-thought to a core part of operations. “You’ve always got to be looking for better ways of doing things,” he says. “Our aim is simple: everyone comes to work happy and goes home safe.” With long days on-site, shared problem-solving and tough physical work, George is also thankful for the deep friendships he’s forged, many of which have lasted well beyond the depot gates. “When the events market shut down due to COVID, our people had to scatter to find interim work,” he says. “Yet when business returned, so did the team. We got our crew back and that says a lot about the company and the owners because despite the challenges, our culture held firm.” Forty years on and George has no immediate plans to hang up his high-vis vest just yet.

“It’s always been a great industry to work in and a great company to work for.” “I love my job and I don’t know what I’d do if I went somewhere else now. I’d be lost.”

 53

EVENT SPOLIGHT

Events

Making every season count Phillip Island business Over The Top Events have adapted their business model to withstand economic uncertainty, shifting customer demands and a quiet winter season.

On Phillip Island, seasonality isn’t just a challenge, it’s a defining feature of doing business. For a decade, Over The Top Events has been designing and delivering events across Phillip Island and in Gippsland (Victoria), with two dedicated sites — one focused on furniture, crockery, cutlery and catering equipment, and another housing marquees, flooring, lighting and infrastructure. At their peak, they were doing around 100 weddings a year. Today, the business is leaner and more diversified, balancing boutique weddings with major events, venue styling and with a complementary farm contracting arm. It’s a direct result of a tighter economy, soaring fuel costs and shifting customer expectations forcing owners Kristie and Dugald Cameron to adapt how — and where — the business makes money to stay sustainable. While Phillip Island’s event season used to run from September until mid‑May, it’s now more likely to kick-off in October, effectively reducing their ability to earn income and keep their team and equipment working year-round. The solution? Focus on the family’s and agricultural contracting business during the winter months to provide a separate income stream. “The business model is unusual, but it works for us,” says Kristie. “You’ve got to be a jack-of-all-trades so when the event business goes quiet, the team go farming, and when farming slows down, Dugald shuts it down and everyone is back to building marquees.” The farming business provides fencing for farms and larger agricultural projects, temporary fencing for major motorsport events such as the MotoGP, World Superbikes, and the Formula One Grand Prix, and manage hobby farms and local properties on an ongoing basis. Their work typically peaks when events are quiet and softens when the marquees and trucks need to roll. The dual‑business allows Kristie to keep a core winter crew of around six that then expands to 15 during peak event season. So instead of losing good staff every year, she can move them between businesses. It’s an approach that helps them retain skills in a region with a limited, and not always reliable, labour pool. They can also offer core employees continuity of work rather than just short, intense bursts, and spread the cost and use of vehicles, equipment and storage across both operations. It also gives Kristie a more realistic staffing base. While offering a full‑time events manager package is difficult when the events calendar stops abruptly for several months, a combined events‑and‑farming model makes that option more feasible. However this year, they’ve also had to absorb another shock with news that the Island’s biggest events – the MotoGP and World Superbikes Championships — are moving to Adelaide in 2027. As the supplier of marquees on the main street and at the circuit, plus temporary fencing and supporting works, they’re deeply embedded in both events. “Across both businesses we’re looking at losing about half our income,” says Kristie. “Once we’ve done next year’s MotoGP, we’ll have to make a very big decision: do we sell, downsize, or completely reshape the business again?” Yet despite the economic headwinds and facing an uncertain future, Kristie credits the HRIA, through HIRE26 and the Women in Hire program (which she completed earlier this year), for having reignited her motivation for the industry. “I went to HIRE26 thinking we needed to sell and get out,” she admits. “But I came back inspired. It feels like I’ve suddenly got a team of people around me who get what I’m going through and that’s been invaluable.” Now, with the right people in her corner, she’s confident they can find a way through. “Hire is a pretty great industry to be in, and it would be a shame to lose that.” 54

AUGUST 2026

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Equipment

PUMPS

THE HIRE OPPORTUNITY OF THE DECADE WITH THE FEDERAL GOVERNMENT'S LATEST BUDGET MAKING DEVELOPERS, CONTRACTORS AND ENTREPRENEURS THINK AGAIN ABOUT THEIR CAPEX BUDGETS, IT MAKES SENSE FOR DEVELOPERS AND BUILDERS TO RECONSIDER INVESTING IN CAPITAL EQUIPMENT.

It's at times like this where Hire comes into its own; providing top class products at reasonable prices, avoiding the need to go to the bank to try and get the finance for a lease. For end users, the beauty of Hire is that you can get the goods that you want, when you want it, without having to go through the evaluation of equipment to make decisions on your requirements. Quoting the Hire mantra “owning equipment is expensive”, the industry's customers can hire the product that they need and, get the latest gear without worrying about repairs, upgrades and borrowing costs.

Hire: An Essential Industry

One company that has supported the Hire Industry for the last 30 years is Australian Pump Industries. Aussie Pumps won their first big breakthrough with pressure cleaners to Kennards Hire, back when pressure cleaners were considered to be niche, exotic tools for the Hire Industry. Today the company is building machines, with pressures of up to 500 bar, in heavy duty stainless steel ergonomic frames and powering them with the best of either petrol or diesel engine. “HIRE has done a lot for us. When we get new ideas from either positive or sometimes negative requests and comments, we listen”, said Aussie Pumps Chief Engineer John Hales. The company doesn't just make pressure cleaners or hydrostatic testers. Their program for self-priming centrifugal pumps is a gift to the industry with the machines available in commercial, DIY configurations, or in big diesel jobs that can dewater a quarry at the rate of 56

The Kennards Hire team visits Aussie Pumps' factory in Norwest, Sydney.

6,000 litres a minute. Those same big six-inch pumps, wet self-primers don't need either compressors or vacuum pumps, to prime. “Our principles are to build machines with a simple self-priming design that does away with any priming device," said Hales. The company also builds firefighting pumps, fire trailers, and also has a great range of hot wash machines for big plant wash down even in mine sites. “Aussie Pumps owes a big debt to the Hire industry. Many of our designs are inspired and improvements are based on information we've received in terms of comments from hire products that are abused on site," said Hales. Aussie Pumps are working on their new catalogues and provide free safety training for Jetters, their highpressure water blaster. “We try to keep people safe!”

For more information: aussiepumps.com.au

Aussie Pumps factory in action, running 4 production lines.

AUGUST 2026

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COMPRESSORS

KAESER TARGETS HARSH AUSTRALIAN CONDITIONS WITH NEW MOBILAIR M120 PORTABLE COMPRESSOR KAESER COMPRESSORS AUSTRALIA HAS UNVEILED THE MOBILAIR M120, A HEAVY-DUTY PORTABLE COMPRESSOR ENGINEERED TO DELIVER RELIABLE PERFORMANCE IN SOME OF THE COUNTRY'S MOST DEMANDING OPERATING ENVIRONMENTS.

Designed for construction, mining, infrastructure and industrial applications, the M120 provides up to 460 cfm (12.2 m³/min) of compressed air while maintaining performance in ambient temperatures of up to 50°C. The machine is also capable of operating on highsulphur diesel fuel, making it particularly well suited to Australian conditions and other regions where fuel quality can vary. Powered by a 97kW Cummins QSF 3.8 engine certified to European Emissions Stage IIIA / Tier 3 standards, the M120 has been developed with durability, simplicity and operational reliability in mind. Safety is a standout feature, with every unit supplied as standard with a certified spark arrester and automatic engine shut-off valve. The compressor also introduces a redesigned oil separator system incorporating two spin-on cartridges, helping to reduce residual oil content in the compressed air while simplifying servicing and maintenance. 58

Equipment

The M120 features KAESER's pV Control technology, enabling operators to select between two pressure ranges – up to 10.3 bar (150 psi) or up to 14 bar (200 psi). The system automatically optimises airflow to match the selected pressure, delivering greater operating flexibility across a range of applications. Operation is managed through the company's Sigma Control Smart controller, which provides maintenance scheduling and operating data via an intuitive display. Automatic unloaded start-up and warm-up functions help ensure reliable cold-weather starts while protecting engine and compressor components. To meet different site requirements, the M120 can be configured with an aftercooler or microfilter combination to deliver technically oil-free compressed air. Condensate generated during compression is evaporated using engine exhaust heat, eliminating the need for discharge and supporting environmentally responsible operation. The compressor is available in multiple configurations, including a site chassis with parking brake, a road-tow version equipped with braking and lighting systems, and a stationary skid-mounted model. Integrated forklift pockets and lifting points are fitted as standard to simplify transport and handling. With its combination of high airflow, extremetemperature capability and site-focused safety features, the MOBILAIR M120 expands KAESER's portable compressor range for Australian operators working in challenging conditions. With its combination of high airflow, extremetemperature capability and site-focused safety features, the MOBILAIR M120 expands KAESER's portable compressor range for Australian operators working in challenging conditions.

AUGUST 2026

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HRIA Insurance is specifically designed to provide HRIA members with tailored insurance products for their business. As the preferred insurance provider of the HRIA, Hire Insurance Brokers provide added value to members by leveraging expert industry knowledge through direct input from the HRIA and their members, coupled with specialist insurance advice.

For more details or to contact HRIA Insurance visit www.hriainsurance.com.au

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