How It Works

You may wish to recruit on an interim basis or you may seek a temporary position. The temporary and contract solution can offer huge advantages and benefits to both organisations and individuals.

Whilst it is a straightforward process, the administration can be handled in different ways and it is important to be aware of relevant legislation and regulation and to opt for the arrangement that best suits your needs. 
 

Temporary Assignment or Fixed-Term Contract?

Temporary

An organisation can recruit an individual as a ‘temporary’ worker.  This individual will engage in a contract with LAW Absolute and receive payment for the hours she works (for the organisation) from LAW Absolute each week. LAW Absolute then invoices the organisation.

Both parties to a ‘temporary’ assignment have maximum flexibility on every level. The organisation must pay only for the hours that have been worked and both parties may terminate the assignment on short notice. 

All the administration including tax related matters is handled by LAW Absolute and the organisation’s headcount is unaffected.

Fixed-Term Contract

An organisation may opt to recruit the individual directly. That is, to enter into a fixed-term employment contract with the individual.

The individual receives an annual salary (pro rata for the period during which he works) from the organisation and will frequently receive other some of the other benefits given to the organisation’s permanent staff. 

LAW Absolute invoices the organisation at the start of the fixed-term contract for a fee which is calculated as a percentage of the pro rata salary.
 
A fixed-term contract may be preferable if it is known from the outset that a specific period of time is required (e.g.  in a maternity leave cover) and both parties are keen to make a commitment for this period.