Hiring temporary staff can be a smart, flexible solution for businesses facing seasonal demand, project-based work, or unexpected absences. Whether you're new to temp hiring or looking to refine your approach, this guide answers key questions and shows how partnering with a trusted temporary recruitment agency such as ISE Partners can streamline the process.

Can I Employ Someone Temporarily?

Yes, UK businesses can legally employ someone on a temporary basis. Temporary contracts are ideal for short-term needs and can range from a few days to several months. You can hire directly or through a temp recruitment agency, which often simplifies compliance and payroll.

What Is the 12-Week Rule for Temporary Workers?

Under the Agency Workers Regulations 2010, temporary workers gain additional rights after 12 weeks in the same role at the same company. These could include:

• Equal pay to permanent staff doing similar work
• Same holiday entitlement
• Rest breaks and working patterns
• Paid time off for antenatal appointments

This rule ensures fair treatment and encourages ethical hiring practices.

How Much Do Agencies Charge for Temp Staff?

Temp agencies typically charge a markup of 15% to 25% on the worker’s hourly wage. This fee covers:

• Candidate sourcing and screening
• Payroll and compliance
• Employer contributions (NI, pension)
• Statutory Sickness Pay

The fee will often depend on whether the agency is a specialist business, the volume of hires, and the level of support they provide to a business.

How to Pay a Temporary Worker

If you hire through an agency such as ISE Partners, we handle payroll, tax, and pension contributions. The temp is technically employed by the agency, which simplifies your admin. If hiring directly, you must:

• Register for PAYE
• Deduct tax and NI
• Provide payslips and P45/P60 forms

ISE Partners ensures all temps are paid correctly and on time, with full legal compliance.

Why Businesses Hire Temp Staff

Temporary staff offer:

• Flexibility during peak periods
• Cover for sickness or maternity leave
• Specialist skills for short-term projects
• A trial period before permanent hire

Hiring temps can reduce pressure on your team and keep operations running smoothly.

What Steps Do I Need to Take to Hire Temp Staff?

Hiring temporary staff doesn’t need to be complicated. Whether you’re managing the process yourself or working with a temp recruitment agency such as ISE Partners, here’s a step-by-step guide to help you navigate the process smoothly:

1. Define the Role and Requirements

Start by clearly outlining what you need. It can be helpful to discuss where appropriate with the individual already in the position to get a full understanding of the duties and expectations of someone in this role. You should consider:

• Why are you hiring? (e.g. maternity cover, seasonal demand, project support)
• What skills are essential? (e.g. deal team experience, IR exposure, language abilities)
• How long is the assignment? (fixed term or open-ended)
• What’s your budget? (including hourly rate and agency fees)

This clarity helps agencies match you with the right candidate quickly.

2. Choose Your Hiring Method

You can either:

• Hire directly, managing advertising, contracts, and payroll yourself
• Use a temporary recruitment agency, which handles sourcing, vetting, contracts, and payroll, streamlining the process

ISE Partners offers a full-service solution, saving you time and ensuring compliance.

3. Create a Clear Job Description

Whether you’re advertising yourself or briefing an agency, a job description should be well thought out and crafted to entice the best talent to the position. Your job description should include:

• Role responsibilities
• Required skills and experience
• Duration of the contract
• Working hours and location
• Pay rate and benefits

A great temporary recruitment agency can help craft compelling job briefs that attract top-tier candidates.

4. Screen and Interview Candidates

If working with ISE Partners, you’ll receive a shortlist of pre-vetted candidates who our consultants have personally interviewed. Each candidate on the shortlist will have been tested on their skills, ability to hit the ground running, as well as their suitability for the role. In many instances the candidates have temped on behalf of ISE Partners before at our other clients, ensuring their reliability and commitment to each of their bookings.  

The interview process is the point at which you and your team can then assess the candidate’s skills, as well as their cultural fit.

5. Confirm Legal Compliance

If you are hiring your temp directly, before onboarding it is important to ensure all legal compliance is completed. This includes:

• Checking and recording the candidate’s right to work in the UK
• Any required background checks have been completed, this may include credit checks, DBS checks, social media checks, and employment and education references
• Contracts are in place and signed by all parties
• GDPR and health & safety policies are shared

If you are utilising a temp recruitment agency such as ISE Partners all compliance, including contracts, eligibility checks, and onboarding documentation will be handled by the agency, easing strain for the business.

6. Onboard the Temp Effectively

It is important to make the onboarding process as smooth as possible, ensuring your temp feels prepared and welcomed. Just a few things you should do are:

• Share company policies, dress code, and expectations
• Assign a point of contact for support
• Provide access to necessary tools or systems
• Introduce them to their executives and colleagues
• Provide a handover where possible
• Set up payroll and timesheets

7. Monitor Performance and Consider Temp-to-Perm

Many businesses use temp roles as a trial for permanent hires. If the candidate is a great fit, where possible you can explore a temp-to-perm transition.

The temp to perm approach helps reduce any risks made when hiring, you have already tested the candidate’s performance and fit first-hand. Additionally, temporary candidates will be immediately available or available with one weeks’ notice, streamlining and saving time on the recruitment process.

Understanding Temp to Perm

Temp to perm means a role starts as temporary but may become permanent. It’s a great way to assess fit before committing long-term. Many ISE Partners placements begin this way, offering flexibility for both employer and candidate.

Hire Temp Staff with ISE Partners

ISE Partners is a specialist temporary recruitment agency in London, known for placing high-calibre EAs, PAs, Receptionists, and more. We offer:

• Fast access to pre-vetted talent
• High compliance standards
• Seamless onboarding and payroll
• Temp-to-perm flexibility

Whether you need cover for a day or a year, we tailor our service to your business needs, explore how we can help you hire temporary staff or speak to one of our team today.