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10 June, 2024
Legal Considerations When Hiring Temporary Staff for the Holidays

Hiring temporary office support during the school holidays can be a strategic move for many businesses in Yorkshire. However, it's essential to navigate the legal landscape carefully to ensure compliance with UK employment law. Here, we delve into the key legal considerations every employer should be aware of when hiring temporary staff for the holidays, and the advantages of partnering with a recruitment agency like Mpeople Recruitment.

Understanding Temporary Contracts

Temporary staff are typically hired on fixed-term contracts or as agency workers. It's crucial to define the terms of employment clearly. A fixed-term contract should outline the start and end dates, job role, and working conditions. For agency workers, Mpeople Recruitment usually handles the contract, but the end user (your business) still has legal responsibilities.

Compliance with the Agency Workers Regulations 2010

The Agency Workers Regulations 2010 ensure that agency workers receive the same basic working and employment conditions as if they had been recruited directly, after a 12-week qualifying period. This includes pay, working hours, and annual leave. Ensure you keep detailed records of the duration of assignments to comply with this regulation.

Right to Work in the UK

It's a legal requirement to check that all employees have the right to work in the UK. This includes temporary staff. Employers must verify original documents, such as passports or residence permits, and keep copies for your records. Failure to do so can result in significant fines and legal penalties. Mpeople Recruitment takes this commitment very seriously and ensures all workers fulfill all legal requirements prior to being submitted for consideration.

National Minimum Wage and Holiday Entitlement

Temporary staff are entitled to the National Minimum Wage (NMW) or National Living Wage (NLW), depending on their age. Ensure you are up-to-date with the current rates and apply them correctly. Additionally, temporary workers accrue holiday entitlement from their first day of work. The statutory entitlement is 5.6 weeks per year, (28 Days including Bank Holidays) pro-rated for the duration of their employment.

Health and Safety Regulations

Employers are responsible for the health and safety of all workers, including temporary staff. Conduct a thorough risk assessment and provide necessary training and protective equipment. Temporary workers should be made aware of emergency procedures and any specific risks associated with their role. When using a Recruitment Agency like Mpeople, we would do an onsite inspection to complete all this for you prior to the worker starting their assignment.

Working Time Regulations

The Working Time Regulations 1998 govern the working hours and rest periods for all employees. Temporary staff should not work more than 48 hours a week on average, unless they opt out in writing. They are also entitled to rest breaks: 20 minutes for every 6 hours worked, 11 hours of rest between working days, and 24 hours of rest each week.

Equal Treatment and Anti-Discrimination Laws

Under the Equality Act 2010, temporary workers are protected against discrimination based on age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Ensure that your hiring practices and workplace policies promote equality and prevent discrimination.

Data Protection and Privacy

The General Data Protection Regulation (GDPR) applies to the personal data of all employees, including temporary staff. Employers must ensure that personal data is collected, processed, and stored securely. Inform temporary workers about how their data will be used and obtain their consent where necessary.

Payroll and Taxation

Temporary employees must be added to your payroll, and you are responsible for deducting Income Tax and National Insurance contributions through the PAYE system. For agency workers, Mpeople Recruitment handles these deductions, along with other compliance obligations

Termination of Employment

When the temporary contract ends, ensure that the termination process is handled fairly and in accordance with the contract terms. Provide the necessary notice period, pay any outstanding wages, and issue a P45 form. For fixed-term contracts, if the contract is terminated early, ensure there is a clause in the contract that allows for this, or you may face a breach of contract claim.

Advantages of Using a Recruitment Agency Like Mpeople Recruitment

Navigating these legal considerations can be time-consuming and complex. This is where partnering with a recruitment agency like Mpeople Recruitment offers significant advantages:

  • Compliance Assurance: Mpeople Recruitment ensures all legal requirements are met, from verifying the right to work to adhering to the Agency Workers Regulations 2010.
  • Payroll Management: We handle all payroll responsibilities, including tax and National Insurance contributions, saving you time and reducing administrative burden.
  • Expertise in Recruitment: Our team is skilled in attracting and vetting high-quality temporary staff, ensuring you get the best candidates for your needs.
  • Risk Mitigation: By managing contracts and compliance, we help mitigate risks associated with temporary hiring, protecting your business from potential legal issues.
  • Efficient Onboarding: We streamline the onboarding process, providing necessary training and ensuring temporary workers are well-prepared for their roles.

Hiring temporary office support during the school holidays can be beneficial for businesses in Yorkshire, but it’s vital to comply with UK employment law to avoid legal pitfalls. By understanding and adhering to the legal requirements, you can ensure a smooth and lawful temporary hiring process.

For Yorkshire employers, partnering with a recruitment agency like Mpeople Recruitment not only ensures compliance but also simplifies the hiring process, allowing you to focus on your core business operations. By leveraging our expertise, you can confidently hire temporary staff during the school holidays, ensuring both compliance and a productive work environment.

Written By: Lisa Emsley-Jones