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Temporary & Interim Recruitment

FINDING THE BEST TALENT: THE IMPORTANCE OF SPEED

We have successfully navigated the journey of securing the best temporary talent by combining a strategic approach with a commitment to excellence.

We start with a clear understanding of our client’s needs, allowing us to pinpoint the specific skills and qualities required for temporary roles.

We then check our database and simultaneously create targeted job postings to attract new top-tier candidates.

Our thorough screening and interviewing procedures ensure that we identify individuals who not only possess the requisite qualifications but also align with our client’s cultures.

We prioritize open communication and continuous feedback to maintain strong relationships with our temporary talent pool, fostering a positive working environment that benefits both our clients and the skilled professionals we connect them with. Our commitment to excellence and our holistic approach has been key in navigating the recruitment of the best temporary talent.

We pay our temps promptly and fairly and then stay-in-weekly touch

THE TEMP DESK

Temporary staff speaking and working in English

years of experience
language candidates placed
languages spoken by our consultants
registered active candidates in DB
countries we have recruited from
candidates in our network

TEMPORARY & INTERIM FAQs

All you need to know about temping with us, you can find here. Please click on the information you require.

  • You will receive your payslip on the Wednesday and your pay on a Friday for the preceding week’s work.
  • Your pay-slip will be emailed to your preferred email.

  • You will need to provide us with your National Insurance number. If you don’t have this initially, your date of birth will be sufficient, and you will still get paid.

  • We accrue holiday from the start of your assignment with our client.
  • We accrue 28 days pro-rated for the term of each of your assignments (20 days + 8 public bank holidays)

  • Two weeks’ notice to the client is required
  • You can only take holiday pay for holiday; absences for other reasons are covered by other elements of UK law or are at the client’s discretion.
  • Holiday pay must be taken on a day you would usually work.
  • Our holiday year runs from the first week of the calendar year. If you leave mid-year with holiday entitlement owing, this will be paid out to you and your P45 will follow shortly afterwards.
  • If you have any queries regarding your holiday pay or holiday entitlement, then please contact our payroll on 020 7092 3911

  • As a PAYE candidate, you are eligible for Statutory Sick Pay, Statutory Maternity Pay, Statutory Paternity Pay and Statutory Adoption Pay, subject to you having made the correct National Insurance contributions.
  • These schemes are government run and are in line with UK legislation. Should you have any questions regarding this subject, please contact our payroll on 020 7092 3911

We will ask you for your identification to show you are eligible to work in the UK. We can only represent you if you have a British or EU passport, If you are travelling and plan to work during your stay and you do not have a British or EU passport, you will need to obtain a requisite visa dependent on your individual circumstances.

  • If you have left employment, you should have been given a P45. This document prompts our payroll team to inform HMRC that you are now working through us, ABL Recruitment.
  • It is extremely important that you submit your P45 as soon as you receive it. Until this is submitted, you may find that you need to temporarily pay more tax until our payroll department has a tax code for you.
  • Tax adjustments are determined by HMRC and can be made throughout the year and any excess tax paid will be returned to you

  • This is sent to you at the end of each tax year. It will show how much you have earned throughout the year, alongside how much tax and National Insurance you have paid. You will receive only one of these per year, issued by the organisation you are working for at tax year end.

Agency Worker Regulations (AWR) 2010 are there to ensure that agency workers, such as yourself, receive the same consideration as someone carrying out the same role on a permanent basis. Under these regulations, we will :

  • Confirm your day-one rights with the client prior to your start date, such as access to the client’s communal facilities and the right to access current client vacancies.
  • If you work over twelve weeks in the same or similar role within the same organisation, then you also have the right to equal pay, holiday entitlement etc.
  • Any changes to your contract at this stage will also be confirmed by your consultant ahead of these rights becoming effective. If you feel you are not receiving your full rights at any point of the assignment, or have any questions regarding how AWR affects you, please contact your consultant

The main purpose of IR35 is to determine whether a contractor or freelancer should be classified as an employee for tax purposes. If IR35 applies to a contract, it means that the contractor will need to pay similar levels of tax and National Insurance contributions as an employee, instead of taking advantage of tax benefits available to businesses.

Temp downloads

Documents for temp staff and employers, download those you require.

Register a Temp Vacancy Search Jobs

Timesheet

Download File

IR-35 Changes

Download File
info@ablrecruitment.com +44 (0) 207 092 3911

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