Temporary Contract Guidance for Employers

temporary contract


A temporary contract, also known as fixed-term or short-term contracts, are agreements between an employer and an employee for a specific period or until the completion of a particular project.

Unlike permanent contracts, temporary contracts have a defined end date, making them ideal for addressing short-term staffing needs. These contracts can vary in length, from a few weeks to several months, and are commonly used to manage seasonal workloads, cover for permanent employees on leave, or bring in specialised skills for specific projects.


Prevalence of Temporary Employment Statistic

As of 2023, approximately 1.67 million people in the UK were employed under temporary contracts. This represents about 6.4% of the total employed workforce. This percentage has been relatively stable over the past few years, indicating a consistent reliance on temporary staff to manage fluctuating workloads and specific project needs (Ethnicity facts and figures) (Office for National Statistics) .


Section A: Understanding the Temporary Contract


Temporary contracts are a vital component of modern workforce management, offering employers the flexibility to adapt to changing business needs without the long-term commitments associated with permanent employment. This section delves into the definition of temporary contracts, explores their various types, and highlights the key differences between temporary and permanent contracts.


1. Definition and Types of Temporary Contract


Temporary contracts, also known as fixed-term or short-term contracts, are employment agreements that last for a specific duration or until the completion of a particular project. Unlike permanent contracts, which offer ongoing employment, temporary contracts are designed to address immediate, short-term needs, providing employers with the ability to scale their workforce up or down as required.


Types of Temporary Contracts:


a. Fixed-Term Contracts: These contracts have a predetermined end date, agreed upon at the start of the employment period. They are commonly used for projects with a clear timeline or for covering specific periods, such as maternity leave or seasonal work.


b. Casual Contracts: Under casual contracts, employees work on an as-needed basis without a guaranteed number of hours. This type of contract is ideal for businesses with unpredictable or fluctuating demand.


c. Zero-Hours Contracts: These contracts do not guarantee any minimum working hours, and employees are called to work only when needed. Zero-hours contracts provide maximum flexibility for employers to manage variable workloads.


d. Agency Contracts: Temporary workers are employed by an agency and then assigned to work for different companies. The agency handles payroll and other administrative tasks, while the company benefits from a flexible workforce.


Types of Temporary Contracts Statistic

Temporary employment in the UK includes a variety of contract types, such as fixed-term contracts, agency temping, casual work, and seasonal jobs. Among these, fixed-term contracts are the most common, followed by agency work and casual employment (Ethnicity facts and figures) .


2. Differences Between a Temporary Contract and Permanent Contract


Temporary contracts offer employment for a limited period or until a project is completed. This means job security is lower compared to permanent contracts, as the employment ends once the contract term expires. In contrast, permanent contracts provide ongoing employment with no predefined end date, offering greater job security and stability for the employee.

Temporary contracts often come with fewer benefits compared to permanent contracts. While temporary employees are entitled to certain legal protections and benefits, such as holiday pay and statutory sick pay, they may not receive additional perks like pensions, bonuses, or health insurance. Permanent contracts, on the other hand, typically include a comprehensive benefits package, including pensions, health insurance, bonuses, and other perks that contribute to long-term employee satisfaction and retention.

Temporary contracts offer greater flexibility for employers, allowing them to adjust their workforce size according to business needs. This flexibility is particularly useful for managing seasonal peaks, covering for absent employees, or addressing short-term projects. Permanent contracts provide less flexibility in terms of workforce management, as terminating a permanent employee requires a more formal and often lengthy process. However, they offer stability and continuity, which can be beneficial for long-term business planning and employee development.

Temporary contracts typically involve a faster recruitment process with less extensive onboarding and training. This approach can be cost-effective and time-efficient for short-term needs but may result in higher turnover rates and less organisational knowledge retention. In contrast, permanent contracts involve a more thorough recruitment and onboarding process, with a focus on long-term fit and development. This investment in training and development can lead to higher employee engagement and loyalty, benefiting the organisation in the long run.

You can read our extensive guide to Permanent Contracts for Employers here >>


Section B: Benefits of Temporary Contracts for Employers


Temporary contracts offer a range of strategic advantages for employers, making them a valuable tool for managing workforce needs in a dynamic business environment.


1. Flexibility in Workforce Management

One of the most significant benefits of temporary contracts is the flexibility they provide in managing the workforce. Temporary contracts allow employers to adjust their staffing levels quickly in response to changing business demands. This flexibility is particularly useful in industries with seasonal fluctuations, such as retail, hospitality, and agriculture. For example, a retail company can hire temporary staff during the holiday season to handle increased customer traffic without committing to long-term employment.

Similarly, a manufacturing firm can bring in temporary workers for a specific production run or project, ensuring that labour costs align with operational needs.


2. Cost-Effectiveness

Temporary contracts can lead to substantial cost savings for employers. By hiring temporary staff, companies can avoid the long-term financial commitments associated with permanent employees, such as pensions, health benefits, and other perks. Additionally, temporary workers often require less extensive onboarding and training, reducing initial hiring costs. Employers also save on costs related to severance pay and other termination expenses, as temporary contracts have a predefined end date. This cost-effectiveness makes temporary contracts an attractive option for businesses looking to manage their budgets more efficiently while meeting their staffing needs.


3. Access to Specialised Skills for Short-Term Projects

Temporary contracts enable employers to access specialised skills and expertise on a short-term basis. This is particularly beneficial for projects that require niche skills or technical knowledge that may not be available within the existing workforce. For instance, a tech company developing a new software application might hire a temporary software engineer with specific programming expertise to accelerate the project’s completion. Similarly, a marketing firm could bring in a temporary graphic designer for a high-profile campaign. By leveraging temporary contracts, employers can tap into a broader talent pool, ensuring that their projects are completed efficiently and to a high standard without the need for long-term commitments.


4. Ease of Scaling Workforce Up or Down

Temporary contracts provide employers with the ability to scale their workforce up or down with ease, aligning staffing levels with current business needs. This scalability is crucial for managing periods of growth or contraction. For example, a construction company working on multiple projects can quickly increase its workforce by hiring temporary laborers and skilled tradespeople. Conversely, if business slows down or a project is completed, the company can reduce its workforce without the complications associated with laying off permanent staff. This ease of scaling helps businesses maintain operational efficiency and cost control, ensuring they can adapt to market conditions and client demands swiftly.


Demographics of Temporary Workers Statistic

Temporary employment is more common among younger workers, with a significant proportion of temporary employees aged between 16 and 24 years. This age group often engages in temporary work while pursuing education or as a transition into the permanent job market. There is also a notable presence of temporary workers among older age groups, particularly those aged 50 to 64, who may opt for temporary roles as a flexible approach to semi-retirement (Ethnicity facts and figures) (Office for National Statistics) .


Section C: Legal Considerations for Temporary Contracts in the UK


Employers in the UK must navigate a complex legal landscape when employing temporary workers. Ensuring compliance with employment laws and regulations is crucial to avoid legal pitfalls and maintain fair treatment of temporary staff.


1. Overview of UK Employment Laws on Temporary Contracts


In the UK, employment laws governing temporary contracts are designed to protect the rights of temporary workers while ensuring fair and equitable treatment. The primary legislation includes the Employment Rights Act 1996, the Agency Workers Regulations 2010, and the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002. These laws outline the responsibilities of employers and the rights of temporary workers, ensuring that temporary employment arrangements are both fair and transparent.


a. Employment Rights Act 1996: Sets out the minimum standards for employment contracts, including temporary contracts. Requires employers to provide written statements of employment particulars within two months of the start date.

Read our extensive guide to the Employment Rights Act for Employers here >>


b. Agency Workers Regulations 2010: Ensure that agency workers receive the same basic working and employment conditions as permanent staff after a 12-week qualifying period. They cover pay, working hours, annual leave, and rest periods.


c. Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002: Prevent employers from treating fixed-term employees less favorably than comparable permanent employees. They ensure equal access to training and benefits.


2. Rights and Protections for Temporary Workers


Temporary workers in the UK are entitled to several rights and protections to ensure fair treatment during their employment. These include:


a: Equal Treatment: After a 12-week qualifying period, agency workers must receive the same basic working and employment conditions as permanent employees, including pay, working hours, and annual leave.

b. Holiday Entitlement: Temporary workers are entitled to paid annual leave, calculated on a pro-rata basis according to the hours worked. The statutory minimum is 28 days per year, inclusive of bank holidays.

c. National Minimum Wage: Temporary workers must receive at least the National Minimum Wage or National Living Wage, depending on their age.

d. Health and Safety: Employers are responsible for ensuring a safe working environment for temporary workers, including providing necessary training and protective equipment.

e. Protection Against Unfair Dismissal: Temporary workers have the right to protection against unfair dismissal if they have worked continuously for the same employer for at least two years.

f. Redundancy Pay: Temporary workers may be entitled to statutory redundancy pay if they have been employed for two years or more and are made redundant.


Industry Distribution Statistic

Temporary contracts are particularly prevalent in sectors such as healthcare, retail, education, and construction. These industries often face variable demand and require flexibility in staffing levels to manage peaks and troughs in workload (Office for National Statistics) .


3. Key Legal Requirements on Employers


Employers must adhere to several key legal requirements when employing temporary workers to ensure compliance with UK employment laws:


a. Written Statement of Employment: Employers must provide temporary workers with a written statement of employment particulars within two months of starting work. This statement should include key terms such as job title, working hours, pay, and contract duration.

b. Equal Pay and Conditions: Ensure that temporary workers receive equal pay and working conditions as permanent staff after the 12-week qualifying period, in accordance with the Agency Workers Regulations 2010.

c. Pro-rata Benefits: Provide temporary workers with access to benefits on a pro-rata basis, including holiday entitlement, sick pay, and pension contributions where applicable.

d. Health and Safety Compliance: Conduct risk assessments and provide necessary health and safety training to temporary workers. Ensure compliance with health and safety regulations to protect temporary staff.

e. Avoiding Less Favourable Treatment: Ensure that temporary workers are not treated less favorably than comparable permanent employees, particularly in terms of access to training, promotion opportunities, and other employment benefits.

f. Record Keeping: Maintain accurate records of temporary workers’ employment terms, hours worked, and payments made. These records are essential for demonstrating compliance with employment laws and for resolving any disputes that may arise.


Section D: Best Practices for Managing Temporary Staff


Managing temporary staff effectively requires careful planning and execution to ensure they are productive, engaged, and aligned with your company’s goals.


1. Effective Onboarding Strategies


A well-structured onboarding process is essential for temporary staff to quickly understand their roles and become productive members of the team. Effective onboarding strategies include:


a. Pre-Arrival Preparation: Before the temporary staff’s first day, ensure that all necessary paperwork is completed, and their workspace is ready. Provide them with an agenda for their first week, including any orientation sessions and key meetings.

b. Welcome Orientation: Conduct a comprehensive orientation session to introduce temporary staff to the company’s mission, values, policies, and procedures. This session should also cover essential information about their specific role and team.

c. Role-Specific Training: Provide detailed training on the tasks and responsibilities associated with their position. This training should be tailored to their role and include hands-on practice where possible.

d. Assign a Mentor or Buddy: Pair the temporary staff with a mentor or buddy who can guide them through their initial days and answer any questions they may have. This support helps them acclimate faster and feel more connected to the team.


2. Ensuring Clear Communication of Job Roles and Expectations


Clear communication is critical to ensuring that temporary staff understand their responsibilities and can perform effectively. Here are some practices to ensure clarity:


a. Detailed Job Description: Provide a detailed job description that outlines the specific tasks, responsibilities, and objectives of the role. This document should be given to the temporary staff before they start and reviewed during their onboarding.

b. Set Clear Goals and Objectives: Establish clear, measurable goals and objectives for the temporary staff. Discuss these goals during their initial meetings and provide regular updates on their progress.

c. Regular Check-Ins: Schedule regular check-ins with the temporary staff to review their progress, address any challenges, and provide feedback. These check-ins help ensure that they stay on track and feel supported.

d. Open Communication Channels: Encourage open communication and ensure that temporary staff know who to contact with questions or concerns. Providing multiple channels of communication, such as email, phone, and in-person meetings, can be beneficial.


3. Providing Necessary Training and Resources


To perform their duties effectively, temporary staff need access to the right training and resources:


a. Access to Tools and Systems: Ensure that temporary staff have access to all necessary tools, systems, and software from day one. Provide them with any login credentials and ensure they know how to use these tools.

b. Role-Specific Training Programmes: Develop role-specific training programs that cover essential skills and knowledge required for the job. These programs should be concise yet comprehensive enough to equip temporary staff with the necessary competencies.

c. Ongoing Training Opportunities: Offer ongoing training opportunities, such as workshops or online courses, to help temporary staff stay up-to-date with any new developments or skills needed for their role.

d. Resource Availability: Ensure that all necessary resources, such as manuals, guides, and documentation, are easily accessible to temporary staff. This access will enable them to find information quickly and perform their tasks efficiently.


4. Strategies for Integrating Temporary Staff into the Company Culture


Integrating temporary staff into the company culture helps them feel valued and part of the team, which can enhance their performance and satisfaction. Strategies to achieve this could include:


a. Inclusive Team Activities: Involve temporary staff in team activities, meetings, and social events. This inclusion helps them build relationships with their colleagues and understand the company culture better.

b. Recognition and Feedback: Recognise the contributions of temporary staff and provide regular feedback. Acknowledging their efforts and offering constructive feedback can boost their morale and engagement.

c. Cultural Orientation: Include cultural orientation as part of the onboarding process. Explain the company’s values, traditions, and behavioural expectations to help temporary staff integrate smoothly.

d. Encourage Participation: Encourage temporary staff to participate in company initiatives, projects, and discussions. This participation can help them feel more involved and invested in their work.

e. Create a Welcoming Environment: Foster a welcoming and inclusive environment where temporary staff feel comfortable and supported. This approach includes being approachable and available for any assistance they might need.


Section E: Common Challenges and How to Overcome Them


Employing temporary staff can bring numerous benefits, but it also comes with its own set of challenges. Addressing these challenges proactively can ensure a smooth integration of temporary workers and maintain high productivity levels.


1. Potential Issues with Temporary Staff and Solutions


a. Lack of Commitment and Engagement: Temporary staff might feel less committed to the organisation due to the short-term nature of their contract. Foster a sense of belonging by integrating them into team activities, providing regular feedback, and recognising their contributions. Clearly communicate the importance of their role and how it impacts the overall success of the organisation.

b. Knowledge and Skill Gaps: Temporary workers might not have the same level of knowledge or skills as permanent employees, leading to potential performance issues. Provide comprehensive onboarding and role-specific training to ensure they have the necessary skills and knowledge. Pair them with mentors or buddies for additional support and guidance.

c. Limited Understanding of Company Policies and Procedures: Temporary staff may be unfamiliar with company policies, procedures, and culture, leading to compliance issues. Include a thorough orientation session that covers key policies, procedures, and cultural norms. Provide easy access to resources and documentation that they can refer to as needed.

d. Higher Turnover Rates: Temporary employees may leave before their contract ends if they find a better opportunity or if they feel dissatisfied. Maintain open communication to address any concerns or issues early. Offer incentives, such as completion bonuses or the possibility of permanent employment, to encourage them to stay for the full contract period.


2. Managing Team Dynamics with a Mix of Temporary and Permanent Employees


a. Integration and Team Cohesion: Integrating temporary staff into teams with permanent employees can create tension and impact team cohesion. Facilitate team-building activities and encourage collaboration between temporary and permanent staff. Promote an inclusive culture where all team members feel valued and respected, regardless of their contract type.

b. Clear Role Definition: Confusion about roles and responsibilities can arise when managing a mixed workforce. Clearly define and communicate the roles and responsibilities of both temporary and permanent staff. Ensure that each team member understands their tasks and how they contribute to the team’s goals.

c. Managing Expectations: Permanent employees might have different expectations regarding the contributions and involvement of temporary staff. Set clear expectations for both temporary and permanent employees regarding performance, collaboration, and conduct. Regularly review and adjust these expectations to ensure alignment and mutual understanding.

d. Addressing Bias and Perception Issues: Permanent staff might perceive temporary workers as less committed or competent, leading to bias and exclusion. Educate permanent employees on the value and importance of temporary staff. Encourage an open and supportive work environment where everyone’s contributions are recognised and appreciated.


3. Ensuring Temporary Staff Remain Motivated and Productive


a. Providing Meaningful Work: Temporary staff may feel demotivated if they are given only menial or low-impact tasks. Assign meaningful and challenging tasks that align with their skills and interests. Show them how their work contributes to the organisation’s success to enhance their sense of purpose.

b. Offering Development Opportunities: Lack of professional growth can lead to decreased motivation and productivity among temporary staff. Provide opportunities for skill development and learning, such as training sessions, workshops, or mentorship programs. Encourage them to take on new challenges and expand their skill set.

c. Recognising and Rewarding Efforts: Temporary workers might feel undervalued if their efforts go unrecognised. Implement a recognition program to acknowledge the achievements and contributions of temporary staff. Regularly provide positive feedback and consider offering incentives, such as performance bonuses or public recognition.

d. Ensuring Fair Treatment: Perceived unfair treatment can demotivate temporary employees and affect their productivity. Treat temporary staff with the same respect and consideration as permanent employees. Ensure they have access to the same facilities, resources, and support systems, and address any issues of unfair treatment promptly.


Section F: Case Studies


Temporary contracts can be a powerful tool for companies seeking to navigate fluctuating workloads and access specialiseds skills without long-term commitments. The following generalised case studies illustrate the benefits and best practices of temporary contracts, offering valuable lessons for other employers.


1. Case Study 1: Retail Industry – Seasonal Staffing

A large UK-based retail chain with multiple stores nationwide experiences significant fluctuations in customer demand, particularly during the holiday season.

The company needed to handle increased customer traffic and sales during the Christmas period without overburdening their permanent staff or committing to long-term hires.

The company implemented a strategic temporary staffing plan, hiring additional retail assistants, cashiers, and stock handlers on fixed-term contracts from November to January.

The temporary staff managed the holiday rush efficiently, ensuring high levels of customer service and satisfaction. By using temporary contracts, the company avoided long-term financial commitments and benefited from the flexibility to scale down after the holiday season.

Effective planning and early recruitment are crucial for securing quality temporary staff. Providing comprehensive training and integrating temporary workers into the team culture significantly enhanced performance and engagement.


2. Case Study 2: IT Industry – Project-Based Hiring

A UK-based IT consulting firm specialising in software development and digital transformation projects for various clients.

The firm secured a large project requiring specific technical expertise in blockchain technology, which their current team lacked.

The company hired temporary IT professionals with blockchain expertise on six-month contracts to work on the project.

The temporary hires brought the necessary expertise to complete the project successfully and on time. Temporary staff trained permanent employees, leaving a lasting impact on the company’s capabilities.

Leveraging temporary contracts for project-based needs ensures access to specialized skills without long-term commitments. Encouraging knowledge sharing between temporary and permanent staff can enhance the company’s overall skill set.


3. Case Study 3: Healthcare Industry – Temporary Medical Staff

A private healthcare provider operating several clinics and hospitals across the UK.

The provider faced a staffing shortage due to permanent staff taking extended leave and an unexpected surge in patient numbers.

The company hired temporary nurses, doctors, and administrative staff through an agency to cover the shortfall.

The temporary medical staff ensured that patient care and service levels remained high despite the staffing challenges. The ability to adjust staffing levels quickly helped the provider manage the fluctuating demand efficiently.

Partnering with a reputable staffing agency can streamline the recruitment process and provide reliable temporary staff. Maintaining open communication with temporary staff about their roles and expectations ensures smooth integration and high performance.


4. Case Study 4: Manufacturing Industry – Production Peaks

A UK-based manufacturing company producing consumer electronics with variable production demands.

The company needed to ramp up production quickly to meet a large order from a major retailer, without the long-term commitment of hiring additional permanent staff.

The company brought in temporary assembly line workers and quality control inspectors on three-month contracts to handle the increased workload.

The temporary workforce enabled the company to meet its production targets and fulfil the order on time. By scaling the workforce up and down based on production needs, the company optimized its resources and managed costs effectively.

Clear communication of job roles and expectations, along with proper training, is essential for temporary staff to perform efficiently. Regular check-ins and feedback help maintain motivation and productivity.


Economic Impact and Trends Statistic

The use of temporary contracts has been instrumental in maintaining workforce flexibility, especially during economic uncertainties such as the COVID-19 pandemic. Temporary employment helped businesses adapt quickly to changing economic conditions without the long-term commitment of permanent hires.

Despite the benefits, there is ongoing discussion about the job security and benefits provided to temporary workers compared to permanent employees, with calls for better protections and equitable treatment in the workplace (Office for National Statistics) .


Section G: Summary


Temporary contracts are a versatile and valuable tool for UK employers, offering numerous benefits such as flexibility, cost-effectiveness, and access to specialised skills. By leveraging temporary contracts strategically, UK employers can enhance their operational efficiency, respond adeptly to changing market conditions, and maintain a competitive edge in today’s dynamic business environment.


Section H: FAQs


What is a temporary contract?

A temporary contract, also known as a fixed-term or short-term contract, is an employment agreement that lasts for a specific period or until the completion of a particular project. Unlike permanent contracts, temporary contracts have a defined end date.


How do temporary contracts differ from permanent contracts?

Temporary contracts differ from permanent contracts in several ways. Temporary contracts have a fixed end date, while permanent contracts do not. Temporary workers have less job security compared to permanent employees Temporary employees may receive fewer benefits than permanent staff. Employers can adjust temporary staffing levels more easily than permanent staffing.


What legal considerations should employers be aware of when using temporary contracts in the UK?

Employers must comply with several legal requirements when employing temporary staff in the UK, including providing a written statement of employment particulars within two months of starting work, ensuring equal pay and working conditions for agency workers after a 12-week qualifying period, treating fixed-term employees no less favorably than permanent employees and complying with health and safety regulations.


What rights do temporary workers have in the UK?

Temporary workers in the UK are entitled to several rights, including equal treatment in terms of pay and working conditions after a 12-week qualifying period, paid annual leave on a pro-rata basis; receiving at least the National Minimum Wage or National Living Wage, protection against unfair dismissal if employed continuously for at least two years and statutory redundancy pay if employed for two years or more and made redundant.


Section I: Glossary


Temporary Contract: An employment agreement that lasts for a specified period or until the completion of a specific project. Temporary contracts are used to meet short-term staffing needs without long-term commitments.

Fixed-Term Contract: A type of temporary contract with a predetermined end date. It is often used for covering absences (like maternity leave) or completing projects with set deadlines.

Casual Contract: An employment arrangement where the employee works on an as-needed basis without guaranteed hours. Common in industries with fluctuating demand.

Zero-Hours Contract: A type of casual contract where the employer is not obliged to provide any minimum working hours, and the employee is not obliged to accept any work offered. Provides maximum flexibility for both parties.

Agency Contract: Temporary workers are employed by an agency and then assigned to work for various companies. The agency handles administrative tasks like payroll, while the company benefits from a flexible workforce.

Employment Rights Act 1996: UK legislation that outlines the basic rights and protections for all employees, including those on temporary contracts. It includes provisions for written statements of employment particulars, notice periods, and unfair dismissal.

Read more about the Employment Rights Act 1996 here >>

Agency Workers Regulations 2010: UK regulations ensuring that agency workers receive the same basic working and employment conditions as permanent employees after a 12-week qualifying period. Covers pay, working hours, annual leave, and rest periods.

Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002: Legislation aimed at preventing employers from treating fixed-term employees less favorably than permanent employees. Ensures equal access to training and benefits.

National Minimum Wage: The minimum hourly rate that employers must pay workers in the UK. The rate varies depending on the age of the worker and whether they are an apprentice.

Statutory Sick Pay (SSP): A legal requirement for employers in the UK to pay a set amount to eligible employees who are unable to work due to illness, after a qualifying period of illness.

Pro-Rata: A method of calculating wages or benefits proportionately based on the number of hours worked or the portion of the period worked. Often used for part-time and temporary employees.

Onboarding: The process of integrating new employees into an organisation. For temporary staff, effective onboarding includes providing essential training, introducing company policies, and ensuring they understand their roles and responsibilities.

Employee Benefits: Additional perks and compensations provided to employees, which can include health insurance, pension contributions, bonuses, and paid leave. Temporary employees might receive fewer benefits compared to permanent staff.

Equal Treatment: The principle that temporary workers should receive the same basic working conditions as permanent employees, particularly after a qualifying period. Ensures fairness in pay, working hours, and benefits.

Mentorship Programme: A structured programme where experienced employees (mentors) provide guidance and support to newer employees (mentees). Can be beneficial for temporary staff to help them integrate and perform effectively.

Employee Engagement: The level of commitment and involvement an employee has towards their organisation and its values. High engagement typically results in better performance and job satisfaction, even for temporary staff.


Section J: Additional Resources


Acas Guidance on Temporary Contracts


Acas offers detailed advice on managing temporary contracts, including legal considerations and employee rights.


GOV.UK Employment Contracts and Conditions 


The UK government’s official website provides an overview of different types of employment contracts, including temporary contracts, covering key aspects such as employee rights, contract terms, and legal obligations.


GOV.UK Casual or Temporary Employment Contracts


Specific guidance on the nuances of casual or temporary employment, including pay, working hours, and termination.


Citizens Advice Bureau


Temporary Employment: Citizens Advice provides practical advice on the rights and responsibilities of temporary workers, including entitlements to benefits and protections.


4. CIPD (Chartered Institute of Personnel and Development)


Temporary and Fixed-Term Workers: CIPD offers resources and guidance on the management of temporary and fixed-term workers, including legal aspects and best practices.





Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.

Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.

Legal disclaimer

The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.