Service for employers

Contract and temporary staffing

Cover, surge capacity and project specialists on daily rates or agency contracts, compliant and ready to start.

Brief us on a roleTalk to a consultant
Two fully gowned operators working at a filling line in a pharmaceutical cleanroom

What it is

Contract and temporary staffing is for the gap you cannot leave open: a nurse or healthcare assistant for a roster, a validation engineer for a capital project, an interim finance or quality manager while you recruit, extra hands for a seasonal peak. Directors of nursing, site leads and operations managers usually need two things at once, someone suitable quickly and no compliance surprises afterwards.

We agree the charge rate and terms in writing before anyone starts, complete right to work, registration and vetting checks, and handle contracts, payroll and timesheets. One named consultant looks after the assignment, and you pay only for time worked. We also tell you plainly when a permanent hire would cost you less.

What you get

  • An hourly or daily charge rate agreed in writing before anyone starts
  • A named sector consultant as your single contact for the whole assignment
  • Right to work, identity, qualifications and references checked before the first shift or day
  • Professional registration confirmed with NMBI, CORU or the relevant body for regulated roles
  • Contracts, payroll and timesheets handled by us, with one clear invoice for time worked
  • Written notice, extension and transfer terms, so moving someone to your payroll holds no surprises
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How it runs

Four steps, one consultant.

  1. 01

    Brief and rate

    Tell us the role, hours, location, duration and what a comparable direct employee is paid. We advise on realistic rates and availability, then confirm the charge rate and terms in writing before any work begins.

  2. 02

    Match and check

    We put forward people who are available, interested and suited to the setting. Before anyone starts we complete right to work, reference and registration checks, and any vetting the role requires, and send you written confirmation.

  3. 03

    Start and support

    The worker or contractor starts with a clear assignment schedule. We run timesheets, payroll and invoicing, and your consultant checks in with you both during the first days so small problems are dealt with early.

  4. 04

    Extend or finish

    Before the end date we ask whether you want to extend, finish or offer a permanent job. Notice and any transfer terms are already in your written agreement, and the worker is told the outcome in good time.

Questions

What employers ask us.

Everything here is confirmed in writing before any work begins.

How is contract and temporary staffing charged?

You pay an agreed hourly or daily charge rate for time worked and approved on a timesheet. The rate covers the worker's pay, the employment costs that go with it and our margin. There is no charge for sourcing or screening anyone who does not start. The charge rate, any premium for overtime, nights or weekends, the notice period on each side and any transfer fee are confirmed in writing before any work begins. If your requirement changes, the new rate is confirmed in writing before it applies.

How quickly can someone start?

It depends on the role and on which checks are already in place. Cover can often start within days where the person is available and their registration and vetting are current. Specialist contractors usually have notice to give elsewhere. For context, in the Employment and Recruitment Federation's Irish Labour Market Monitor for the second quarter of 2026, published on 14 August 2026, 40% of recruiters reported contract roles taking longer to fill. We tell you at the brief what is realistic, and nobody starts before their checks are complete.

What rights do agency workers have, and what does that mean for us?

In general terms, and as summarised in a Maples Group guide dated 31 August 2026, the Protection of Employees (Temporary Agency Work) Act 2012 gives temporary agency workers the right to equal treatment on basic working and employment conditions, such as pay and working time, compared with someone you hired directly to do the same job. In practice we ask what a comparable employee of yours receives so that pay is set correctly. This is a summary, not legal advice. The Workplace Relations Commission publishes guidance, and you should take your own advice on your obligations as a hirer.

What checks do you complete before someone starts with us?

Identity, right to work in Ireland, qualifications and references for every worker, plus registration with the relevant body for regulated roles, for example NMBI for nurses and midwives and CORU for health and social care professionals. Where a role needs Garda vetting or mandatory training, we agree with you in writing who arranges it and confirm it is in place before the start. Agencies must themselves hold a licence under the Employment Agency Act 1971, according to Workplace Relations Commission guidance read in October 2026, so it is reasonable to ask any agency for its licence details.

What if the person is not right, or we want to hire them permanently?

If someone is not working out, tell your consultant straight away. You pay only for time already worked and approved, and we aim to put a replacement forward quickly. If it goes the other way and you want to offer a permanent job, you can. A Maples Group guide dated 31 August 2026 notes that an agency may not charge the worker a fee for moving to direct employment with the hirer. Any transfer fee payable by you is set out in your written terms before the assignment begins, never raised afterwards.

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A specialist consultant will call you within one working day to agree the plan, the timeline and the terms.

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