Your Pathway to a Flexible & Long-Term Recruitment Solution
Temp to Perm: The Recruitment Trend of 2024-2025
At Quad Recruitment we really believe in offering employers the chance to have flexible recruitment solutions, that comply with the latest employment law changes within the UK, including first day rights.
Temp to perm allows for businesses to reduce risk whilst also ensuring the employees have access to fair employment rights.
What is Temp to Perm?
Temp to Perm is a recruitment model used by many organisations to offer a non committal period of employment to both employer and employee.
For an agreed time frame (typically 3-6 months) you will hire an employee on a temporary contract with a mutual agreement to employ the employee permanently upon end of the contract.
Temp to Perm has become increasingly popular in the UK, as it allows business to adapt to changes whilst providing their employees more certainty about their future.
Benefits of Temp to Perm Employment in the UK
For Employers
- Quad Recruitment remove all the pressure off you employing a candidate permanently, for at least 12 weeks.
- You still get to choose who you'll employ for your business through our shortlisting and interview process.
- We employ the candidate for the first 12 weeks on your behalf, whilst complying with UK employment law standards.
- Easier workforce management during periods of economic uncertainty
- Provides a period of 12 weeks where you and the employee can decide if it's a right fit, without being tied to any legalities.
For Employees
- Security of first day right in line with UK employment law
- Opportunity to assess company culture and job fit prior to committing
- The choice of weekly or monthly pay
- Access to excellent benefits from day one
- Transparent path to full-time employment
Why Choose Quad Recruitment for Temp to Perm for your Organisation
Here at Quad Recruitment we have extensive experience working with UK pharmacy, audiology, optometry and dental employers. Our expertise in the UK job market and compliance including latest legislations, first day rights and many others, makes us a trusted partner for temp to perm recruitment solutions.
With nearly a decades experience with this trialled and tested method. We know it works, and it works very well for both employer and employee.
How Does Our Temp to Perm Process Work for Medical Organisations
Our Consultants at Quad Recruitment are meticulous at ensuring a smooth and compliant temp to perm recruitment solution for all of our medical employers- in five simple steps.
Step 1: Consultation & Job Posting
- We asses your recruitment desires, and identify any changes to your recruitment strategy to make you an attractive employer
- An agreed time-frame for your temp to perm model will be solidified
- Your role will be taken to market, complying with any or all UK Employment Law
Step 2: Candidate Shortlisting & Interviews
- We shortlist only the relevant candidates and vet their compatibility to your organisation
- The shortlisted candidates will be submitted to you the employer, where you will decide if you'd like to interview them
- It's at this stage a mutual agreement to employ the candidate on a temp to perm model will be made
Step 3: Temporary Placement Begins
- The employee received their employment contracts through Quad Recruitment from day one
- Your chosen temporary employee begins their temp contract
Step 4: Evaluation Period
- Following the agreed timeframe (3-6 months) You will assess if the temporary employee is job fit
Step 5: Temp to Perm Transition
- A smooth shift to a permanent contract, ensuring compliance with UK Law
- With the employees consent Quad can provide you with all compliance documents to speed things up for you and them
Temp to Perm Success Stories
Temporary to Permanent FAQ
How long is a typical temporary to permanent contract in the UK?
The candidate will typically be employed by the Agency (Quad Recruitment) for a minimum period of 12 weeks. However you the employer can make this as long as you see fit.
What are the rights of a temp to perm worker in the UK?
The temporary worker will be employed PAYE through Quad Recruitment for a minimum of 12 weeks. During this time, we the agency will comply with any or all UK employment laws.
As they are contractually a temporary worker for the first 12 weeks there is no legal obligation for you or the employee to continue to permanent employment.
However they are entitled to the following legislations: AWR, Paid Holiday Entitlement, Right to a Safe Working Environment, Protection Against Unfair Dismissal and Discrimination, National Minimum Wage, The Right to become Permanent After the Temporary Period, Rights to Information About the Role and the Employer, Statutory Sick Pay (SSP)
How Does the First Day Rights Legislation Effect my Temp Staff?
Don't worry, it's a positive for everyone!
The first day rights legislation levels the playing field for temporary workers, offering them immediate transparency and protection that was not previously guaranteed. It helps temp workers:
- Understand their roles and responsibilities from the start
- Ensure they are receiving fair treatment and entitlements
- Resolve disputes more easily if their rights are not being respected
For temp employees, especially those navigating shorter contracts or temp-to-perm positions, the first day rights offer peace of mind and clear legal standing in the UK workplace.
How does temp-to-perm recruitment lower hiring risks for my business?
Temp-to-perm recruitment offers a great way for businesses to evaluate a candidate’s performance and fit before committing to a permanent hire. This method gives you the flexibility to see how well a temporary employee integrates into your team and handles the demands of the role over a trial period, usually between 3 to 6 months. It reduces the chances of making a costly hiring mistake because you’re able to thoroughly assess their skills and work ethic on the job.
This approach also ensures you remain compliant with UK employment regulations, like first day rights, which provide clarity on terms and conditions from the outset. By the end of the temp period, if the candidate proves to be a good fit, they can transition smoothly into a permanent role, saving your business both time and recruitment costs.