EmployersFor employers6 min read
Temp to Perm Recruitment: An Employer’s Guide for 2026
Hiring someone permanent off the back of one interview is a gamble. Temp to perm lets you see how someone actually works on your shifts before you commit.
- Temp to perm means the worker starts as a temp and moves onto your books if it works.
- You see real performance, attendance and attitude before you commit.
- Transfer fees are allowed under UK rules, but only within set limits and with an extension option.
- Agree the trial period and what good looks like at the start.
What is temp to perm recruitment?
Temp to perm is simple. A worker starts with you on a temporary assignment through an agency. If they are a good fit, you take them on permanently. If not, the assignment ends and you have lost nothing but a few weeks.
It works across engineering, logistics and industrial roles, and it is especially useful where a CV and an interview cannot tell you the things that matter: timekeeping, attitude on a night shift and how someone fits in with the crew.
Why employers use temp to perm
- Less risk. You judge real work, not a polished interview.
- Faster starts. Temps can usually start within days, while a permanent process can drag on for weeks.
- Better retention. People who have already tried the job and chosen to stay tend to stay.
- Flexibility. If demand drops, you are not locked into a hire you no longer need.
Transfer fees: what the rules say
When you take a temp on permanently, the agency may charge a transfer fee. The rules on this are set out in the Conduct of Employment Agencies and Employment Businesses Regulations, and they protect you as the hirer.
- A transfer fee can only apply if you hire the worker within a set window: up to 14 weeks from the start of the assignment, or 8 weeks after it ends, whichever is later.
- The agency must offer you an extended period of hire as an alternative to paying the fee.
- The extension cannot be on worse terms than the original assignment.
- All fees and conditions must be in your contract up front.
Agree the transfer terms at the beginning, not when you have found someone you want to keep. A good agency will be upfront about it.
The 12-week rule
Under the Agency Workers Regulations, once an agency worker has done 12 weeks in the same role with you, they are entitled to the same basic pay and conditions as a comparable permanent employee. Breaks of six weeks or less do not reset the clock.
For temp to perm, this is useful to know. If you plan to keep someone, the 12-week mark is a natural point to make the decision.
No loss of earnings when they move across
One worry candidates have is taking a pay cut when they move from agency to permanent. At DROPP we match whatever the client pays, so the worker has no loss of earnings when they transfer onto your books. That keeps the move smooth and keeps good people from walking.
Temp, temp to perm or permanent?
| Route | Use it when | What you get |
|---|---|---|
| Temporary | You need cover for peaks, holidays or sickness | Fast starts and full flexibility |
| Temp to perm | You want proof before you commit | A trial on real shifts, then a permanent hire |
| Permanent | You know exactly what you need and can wait | A direct hire from day one |
How to make temp to perm work
- Be clear about the role, the shifts and the pay from the start.
- Agree how long the trial will run and what good looks like.
- Give the worker a proper induction, not a hi-vis and a wave.
- Check in at four weeks and again before the 12-week mark.
- Make the decision on time. Good people will not wait forever.
Try before you hire, without the hassle.
Temp to perm works best with a partner who sends the right people and makes the move across painless.
Tell us the role, the shifts and the pay. We will find people worth keeping.
Temp to perm with DROPPTemp to perm: quick answers
What does temp to perm mean?
Temp to perm means a worker starts on a temporary assignment through an agency and, if it works for both sides, moves onto your books as a permanent employee.
Can an agency charge a fee when I take on a temp permanently?
Yes, if the terms are in your contract. Under UK rules, a transfer fee can only be charged if you take the worker on within a set period, and the agency must offer you the option of an extended period of hire instead of paying the fee.
What is the 12-week rule for agency workers?
Under the Agency Workers Regulations, after 12 weeks in the same role with the same hirer, an agency worker is entitled to the same basic pay and working conditions as a comparable directly employed worker.
How long should a temp to perm trial last?
Most employers know within four to twelve weeks. Agree up front what good looks like so the decision is easy when the time comes.
This guide is general information, not legal or financial advice. Rules and pay rates change, so check the current official guidance before you act on it.