Working with agencies and recruiting internally

Using agencies wisely

Agencies can speed up recruitment and open access to niche or temporary talent. But employers still carry legal responsibilities.

Agency Workers Regulations entitle workers to equal pay and conditions after 12 weeks.

Pregnant agency workers may be entitled to antenatal leave and paid time off.

You’re responsible for determining IR35 status and tax treatment when using intermediaries.

The upcoming Employment Rights Bill will clamp down on exploitative zero-hours contracts – agency workers included.

Using agencies wisely

Poor compliance can cost you!

Dismissing agency workers for asserting their rights can lead to automatic unfair dismissal claims, even without 2 years’ service.

If agencies aren’t up to speed on employment law, you could be exposed to reputational and legal risk.

Build relationships with agency partners who understand your values, policies, and the latest legislation.

Internal recruitment

The person you're looking for might already be on the payroll!

Benefits of recruiting internally

Internal candidates understand your systems, culture, and expectations.
It shows employees that development is valued and rewarded.
Helps with succession planning and employee engagement.

Make internal routes clear and fair

Internal recruitment should be visible and accessible.
Use a range of communication channels such as intranet, emails, noticeboards and team meetings.
Don’t rely on word-of-mouth or informal nudges as these can lead to bias.
Encourage all eligible employees to apply, especially those who may not put themselves forward.

Don't rely on internal hiring alone

Solely recruiting internally can limit diversity and fresh perspectives.
It can create talent gaps elsewhere in the business.
You may miss out on candidates with new ideas, skills, or sector insights.
Balance is key to innovation and diversity.