Questions from employers and drivers

Same-day cover is possible where availability allows and next day is the realistic standard. The answer you get is about your specific shift rather than a blanket promise and a booking we cannot fill is declined early enough for you to act on it.

Charge rates are quoted per booking, in writing, before anyone is confirmed. Rates move with class, region, shift pattern, notice and the nature of the work, so a single published figure would be misleading more often than it was useful.

Next day is the standard and same day is often possible where the pool allows it, particularly for bookings placed before mid-afternoon. You get a confirmation or a straight decline the same working day, in time to plan around it.

We do. Transport Temps is an employment business, so the worker is engaged and paid through us while working under the hirer's direction on their site.

Licence entitlement from a DVLA check code, Driver CPC card, digital tachograph card, right to work, two work-related references and accredited certificates for forklift and specialist work read against the actual job. Licence entitlements are re-checked every 90 days.

No. There are no badges for either on this site. Transport Temps holds no trade-body membership and no ISO certification. If your compliance regime requires one, tell us before the booking rather than after.

Hours are logged against the booking reference as a digital timesheet. You approve or reject each one with a reason and only approved timesheets are invoiced. One consolidated invoice covers the week across every booking you ran.

Equal treatment on pay and basic working conditions applies after 12 calendar weeks in the same role with the same hirer, under the Agency Workers Regulations 2010. We count from the first shift and raise it before the threshold lands.

No. It never will. Under the Employment Agencies Act 1973 an employment business may not demand or receive a fee from a work-seeker for finding them work, apart from narrow prescribed exceptions. Doing so is a criminal offence.

PAYE, weekly, with tax and National Insurance deducted at source. No umbrella company is required, recommended or operated. Holiday accrues on the hours worked.

Almost all workers, including agency workers, are legally entitled to 5.6 weeks' paid holiday a year, which is 28 days for someone on a standard five-day week.

A standalone document showing the type of contract, who pays you, the pay rate and intervals, every deduction, holiday entitlement and a worked example down to take-home pay. It is required by regulation 13A of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 and must be given before you agree terms.

Because it only shows genuinely open assignments and there are none published at this moment. There are no evergreen listings, no repeated adverts across towns and no job posting markup anywhere on this site.

Yes, with the basis set out in the terms of business before the assignment starts. Under the Conduct Regulations 2003 a transfer fee is only chargeable where the terms also give the hirer the alternative of an extended period of hire and where the employment starts within the period those regulations define.