HR Contract Recruitment

The primary difference between a fixed-term contract and a permanent HR role is that a fixed-term contract typically is only for a specified period and covers what is needed, such as filling in for someone on maternity leave.

Permanent HR roles, however, are roles that offer ongoing employment with no determined end date, this provides stability and a steady income for those seeking a permanent role.

The process of hiring a contracted HR professional for a permanent position is quite straightforward. Simply approach the individual you are looking to hire on a permanent basis and find out whether they’d be interested in a permanent position in your company.

Assuming they are happy to join you on a permanent basis, we can assist with this transition and guide you through the transfer of contract to permanent.

HR contracts typically vary in length depending on the needs of the company or organisation, however, typically range from a few months to a year or even, in some cases, longer.

HR roles are often offered on a contract basis to provide businesses with flexible, specialised support for specific needs or temporary situations. Contract HR professionals allow organisations to scale up expertise quickly without long-term commitments, making it easier to respond to immediate challenges, implement projects, or fill gaps when core team members are unavailable. Here are some common reasons businesses engage HR roles on a contract basis:

Project-Based Needs: For specialised projects like HR systems implementation or compliance audits, a contract HR expert can bring in the required skills without diverting the core team from their daily responsibilities.

Short-Term Coverage: Maternity or parental leave cover, extended illness, or sabbatical replacements often require bringing in HR professionals temporarily to ensure continuity and stability.

Talent Acquisition Surges: During periods of rapid growth or seasonal hiring peaks, contract recruiters or technical recruiters can help manage the increased demand for recruitment without necessitating permanent hires.

Change Management and Transformation: For restructures, mergers, or culture initiatives, organisations often hire contract specialists in change management or organisational development to guide teams through transitions.

Here’s some examples of the types of HR contracts we recruit at Peeq:

Interim / Fractional HR Director | HR Business Partner (Contract) | Technical Recruiter | HR Systems Implementation Specialist | Reward Consultant | Learning and Development (L&D) Specialist | Compensation and Benefits Analyst | Diversity, Equity, and Inclusion (DEI) Consultant | Change Management Specialist | Interim Talent Acquisition Manager

If a contractor placed by Peeq doesn’t meet your expectations, we have a structured and client-focused process to resolve the situation promptly:

Initial Review and Feedback: We start by understanding the specific concerns and clarifying expectations. This helps us assess whether there’s an opportunity for improvement or if a replacement is necessary.

Replacement for Day Rate Contractors: If the contractor is being paid on a day rate and a replacement is the best solution, Peeq will work to provide a suitable alternative candidate at no additional cost. You will serve notice to the current contractor in line with our Terms of Business (typically a 7-day notice period). You would only be billed for the days the initial contractor worked (plus any days worked by the replacement contractor), ensuring you are not charged for time not served.

Fixed Term Contract (Salaried) Contractors: For contractors on a fixed-term contract (salaried), our standard sliding scale rebate procedure applies. This means you would be entitled to a partial refund if the candidate left within a 10 week period from starting their contract. Alternatively, you might want to use our replacement guarantee option instead, which provides a free replacement if your hire leaves within a certain timeframe. This is dependent on the package you have chosen 2 months = Identify | 3 months = Enhance | 6 months = Elevate.

Ongoing Communication: Throughout the process, we maintain open communication to ensure that any concerns are addressed efficiently and that you are fully satisfied with the replacement or other solutions.

Our goal is to provide continuity and high-quality support, so if any issues arise, Peeq will act swiftly to resolve them and uphold our service standards.

At Peeq, we prioritise compliance with IR35 and other UK employment laws to ensure that all interim positions align with legal requirements. Our approach includes:

Partnering with Qdos and their Assessment Tool: We employ the Qdos Status Review, a comprehensive IR35 assessment tool, to evaluate each interim role. This tool involves a detailed questionnaire covering key status tests, such as the right of substitution, control, and mutuality of obligation, and is reviewed by expert IR35 consultants.

Collaborating with Clients and Contractors: We work closely with both clients and contractors to gather accurate information about the working relationship and contractual terms, ensuring that all parties understand their obligations under IR35 and other employment laws.

Staying Informed on Legal Developments: We continuously monitor changes in UK employment legislation to ensure our processes and guidance reflect the latest legal standards.

By integrating the Qdos assessment tool and maintaining open communication with all parties, Peeq ensures that interim positions are compliant with IR35 and other relevant UK employment laws.

At Peeq, we’re dedicated to providing comprehensive support throughout the duration of your contractor’s placement, ensuring a smooth experience for both you and the contractor. Here’s what you can expect:

Onboarding Support: From the start, we help onboard your contractor by managing all compliance and logistical details. This includes setting up payroll, handling necessary documentation, and ensuring all compliance requirements are in place, so your contractor is ready to contribute from day one.

Monthly Check-Ins: We check-in with our contractors on monthly basis to help address any concerns, monitor progress, and ensure a positive working relationship.

Payment Reminders and Calendar Updates: To ensure a seamless payroll experience, we send timely reminders about payment schedules, helping contractors stay informed, organised and most importantly paid on time! This proactive approach minimises potential delays or confusion around payment dates.

Responsive Support for Questions: We’re here to answer any questions that you or the contractor might have throughout the contract. Our team is readily available to provide clarity on contract terms, payroll, compliance, and more.

Managing Extensions and Paperwork: If you wish to extend the contract, we handle all associated paperwork and formalities, making it a simple and efficient process for you. Our goal is to ensure continuity without disruption, so you can retain valuable talent without administrative hassle.

With Peeq’s ongoing support, you’ll experience a truly hands-off approach, knowing that every aspect of your contractor’s placement is being managed carefully and professionally.