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What is the earning potential as a Temporary worker?

‘Temporary work is risky business’. Have you heard that phrase before? We’re sure you have. Whilst sometimes hailed an unreliable form of work, this notion is quickly flying out of the window with the reprise of the Temporary worker.

Why? It’s simple, Temporary work offers flexibility, options, and often immediate employment. But first and foremost is the earning potential. There is a common misconception that Temporary workers are paid the bare minimum as they fit an empty slot in a corporation until the real deal comes along. This is most certainly not the case and here’s why.

Hourly pay or reasonable salary (pro rata)

The vast majority of agency workers are paid by the hour. Although this is not the bottom line, and some are paid a pro rata salary, Temporary workers are protected by the National Minimum Wage, just as Permanent workers are, which is set to increase in 2019 by 38p per hour (for over 25’s), improving the earning potential per hour.

Also announced in the 2018 budget, the Real Living Wage increased to £9 an hour setting a standard for all businesses in the UK. Whilst this is at the Employer’s discretion, the earning potential has increased by 2.8% for those working for an Employer who has agreed to these guidelines.

When hired through a Recruitment agency, Temporary workers are often paid weekly and this can prove really useful for those in between jobs or not in a financial position to wait it out to receive their first full pay upon starting a new job.

Increased protection

After 12 weeks of Employment in a Temporary work placement that is not considered a ‘pay between assignments contract’, your rights will align with the Permanent workers in the organisation. This means access to equal pay comparable to anybody else doing the same role as you.

On top of this you will be offered paid annual leave and automatic pension enrolment. These systems are put in place to protect Temporary workers and offer you the remuneration rewards desired by most. It is important to take into account that this 12-week period begins again at the start of each Temporary placement but any sick days taken during that period will not count towards your three months.

When it comes to maternity leave, you may be entitled to statutory pay but not statutory leave. Of course, every workplace differs slightly, so before beginning a new position it is important for you to know your rights.

Scrutiny of the gig economy

There is still some work to be done with regards to the pay of the Temporary worker. As the gig economy grows rapidly due to the introduction of corporations such as Uber and Deliveroo, higher scrutiny is being placed on these companies to improve the rights for their workers. Recently Uber was involved in a high-profile case as the government fought to introduce holiday pay for their drivers who, according to Uber are not ‘workers’.

This time Uber won but this case was high-profile and pressure groups are really aiming their focus to improve the rights and earning potential of these more vulnerable Employees.

The Government is intently focused on improving rights for workers in the UK, particularly the fast-growing Temporary and gig economy.

Over the last 20 years, we have grown as a business to become one of the leading independent Recruitment agencies in Oxfordshire, and in 2018 have opened our first London office, to service Clients in the capital.    

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Kate Allen

Kate Allen

Kate founded Allen Associates in 1998 out of a determination to build a recruitment business which delivered a bespoke service centred on the needs of clients and candidates.

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