Temporary staffing solutions

Establishing the right temporary staffing solution is key to an employer's success. This guide outlines the current legislation and takes an in-depth look at the temporary, interim, fixed-term contractor and temp-to-perm options.

Legislation

Introduced on 1 October 2002, the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations prevent fixed-term workers from being treated 'less favourably' than permanent workers. Unless any difference can be reasonably justified, employers are obliged to offer both fixed-term and permanent staff the same:

• Overall pay and benefits package
• Training resources
• Information about available vacancies

Equal opportunities

Converting fixed-term contractors to an agency timesheet basis is becoming more popular, as temporary workers hired through recruitment consultancies are exempt from the legislation. They hand in timesheets to the recruitment consultancy and are not deemed to have a contract directly with an employer.

Temps on timesheets

The traditional route to temping is still the most cost-effective and flexible way for organisations to take on temps. The timesheet route means the employer hires the temp's services and does not carry direct employer liability.

The recruitment consultancy looks after all payroll issues. The employer simply pays the fixed hourly charge rate, taking into account the temp's pay rate, holiday/sick pay and NI. The number of hours worked can mean the amount may vary from week to week, according to what has been authorised, and an overtime rate can be agreed with the consultancy.

The advantages

• Employers only pay the hourly rate 
• No notice period 
• No employer liability for NI
• Hays offers a free, four-hour 'working interview' for all temps
• All Hays temps are carefully reference-checked 

Interim managers  

There has been a phenomenal growth in the number of senior, qualified professionals proactively seeking work on a temporary basis, as more people have the confidence and experience to pursue careers as 'professional temporaries'.

Employees are seeking flexible hours in exchange for their highly sought-after skills. Many employers like the idea of taking professional talent onto their payroll without the long-term commitment or the burden of potential redundancy costs.

The majority of our interim managers have already carried out assignments at other Hays clients - they are all interviewed and thoroughly referenced, including having all their professional qualifications verified.

The advantages

• Hit the ground running 
• No long-term overheads
• Highly specialist skills
• Often act as internal 'management consultant' 
• See projects through to the end

Fixed-term contractors  

By taking the contractor onto your payroll, the company secures individual loyalty. Paid by the employer (not the consultancy), typical assignments include maternity or long-term sickness cover. 

Temps are increasingly given responsibility - sometimes even for staff - and regarded as professional equals by permanent employees. 'Portfolio workers' are in vogue and there is no longer any stigma attached to temping.

Employers often ask Hays for advice on how to retain their best temps, even if unable to put them onto the permanent payroll. There are, however, issues created by the new legislation.

The advantages

• Ability for employer to budget as the assignment has a definite ending - but hidden costs such as NI, holiday/statutory sick pay must be taken into account
• 'Sense of belonging' for employee - but would that be lost by hiring on an agency timesheet basis? 

Temp-to-perm 

Working interview

In times of headcount freezes, it is vital for the employer to take on individuals who not only match the person specification but also fit into the finance department culture.

When a new permanent post is sanctioned, the recruiting manager will often first turn to immediately available candidates, with a view to taking them on a timesheet basis to see how they work out, before committing to a permanent contract.

The advantages

• 'Try before you buy' - opportunity for employer to see what new person is capable of
• Gives candidate the chance to find out if they enjoy the job and working environment 

What is best for you

Your local Hays temporary manager has the experience and expertise to provide advice to help you decide which option is most appropriate for your staffing needs. Factors to take into account include:

• Budget
• Availability of requisite market skills
• Urgency of the work
• Scope/length of assignment
• Long-term aims of the position
• Likelihood of work extending beyond initial period

Hays has been providing temporary recruitment solutions to employers, large and small, for over 30 years. No-one has a larger database of temporary and contract workers with specialist professional skills. And that is why employers turn to Hays first.

For your nearest Hays office, click here.