Flexible Employee Handbook

Flexible Employee Handbook

Recruit Mint Ltd

Version 3.0 – Updated April 2026



Introduction

Welcome to Recruit Mint Ltd.

This handbook outlines your key rights, responsibilities, and entitlements as a flexible (temporary) worker. It is designed to support you throughout your assignments and ensure you have clear guidance on how we work together.

Please read this alongside your Contract for Services, Key Information Document, and Assignment Confirmation.

If you have any questions, please contact your Recruit Mint representative or email compliance@recruitmint.com.

You are engaged as a flexible worker unless otherwise stated.

This means you benefit from important statutory protections, including:

• Holiday pay
• Statutory Sick Pay (where eligible)
• Agency Worker Regulations (AWR) rights 

Your working hours will be outlined in your Assignment Confirmation.

To ensure accurate pay and compliance:

• Please record and submit your working hours using the approved system or timesheet
• Ensure submissions are accurate and completed on time

You are entitled to rest breaks in line with the Working Time Regulations:

• 20 minutes for shifts over 6 hours
• 11 hours between working days
• 24 hours weekly rest (or 48 hours across 14 days)

You are not expected to work more than an average of 48 hours per week unless you have chosen to opt out. You can withdraw this at any time with one week’s written notice.

Where clock-in systems are used, any data collected is handled securely and only for legitimate business purposes such as payroll and compliance.

We understand that occasional delays can happen; however, consistent lateness or inaccurate time reporting may be reviewed. 

Pay & Payroll

We aim to make payment clear and straightforward.

• Pay is processed weekly in arrears
• Payments are made directly to your nominated bank account
• Payslips are provided electronically (or upon request)

Standard deductions such as PAYE tax, National Insurance, and pension contributions (where applicable) are applied automatically.

Recruit Mint does not charge any fees for work-finding services.

Holiday Entitlement & Pay

You are entitled to 5.6 weeks of paid annual leave per year, inclusive of bank holidays.

Key points:

• Holiday accrues at 12.07% of hours worked
• Payment is made when leave is taken or at the end of your engagement
• Holiday requests should be submitted in advance (typically 2 weeks’ notice)
• Pay is calculated using a 52-week average, in line with UK legislation

We encourage you to take your holiday entitlement regularly, as unused leave may not always be carried forward.

Sickness & Statutory Sick Pay (SSP) - Commencing 6th April 2026

Statutory Sick Pay (SSP) applies from Day 1 of sickness (subject to eligibility), with no minimum earnings threshold, and may be payable for up to 28 weeks. SSP only applies to accepted shifts that you are unable to attend due to sickness; general availability for work does not qualify.

To be eligible for SSP, you must meet all of the following criteria:

• Have accepted a shift in advance
• Have worked at least one shift within the last 8 weeks
• Be genuinely unfit for work
• Have a sickness period typically lasting 4 or more consecutive days
• Report sickness correctly and on time

You are required to report sickness via Deploy Mint (preferred) or an approved method at least 90 minutes before your shift start time, ensuring it is linked to the accepted shift. Failure to follow this process may delay or prevent SSP and may result in your case being reviewed or additional evidence being required.

When reporting sickness, you must:

• Confirm you are unable to work
• Provide the reason for your sickness
• Provide supporting evidence if requested
• Confirm that the information provided is accurate

Incomplete or incorrect information may affect your eligibility.

Each case will be assessed based on:

• Shift acceptance
• Timing of your report
• Your recent work pattern and activity
• Your earnings based on actual worked shifts
• Any patterns of absence
• Any supporting evidence where required

You must only report sickness for accepted shifts and follow the correct process at all times. SSP is assessed based on your actual work and earnings history.

False or misleading sickness reporting may result in removal from assignments, suspension of work opportunities, or termination of engagement. 

Conduct & Professional Standards

We ask all workers to:

• Act professionally and respectfully
• Follow client guidelines and instructions
• Maintain appropriate behaviour and presentation

Serious breaches of conduct may be addressed in line with our procedures.

Health & Safety

Your safety is a priority.

Please ensure you:

• Take reasonable care of yourself and others
• Follow all safety procedures  Use provided PPE where required
• Report any risks, hazards, or incidents promptly

If something does not feel safe, you should stop work and raise it immediately.

Equality & Dignity at Work

We are committed to creating a respectful and inclusive working environment.

Discrimination, harassment, or bullying of any kind is not acceptable.

Agency Worker Regulations (AWR)

Your rights include:

• Day 1: Access to facilities and job opportunities
• After 12 weeks: Equal treatment in pay and working conditions (where applicable)

Pensions (Auto-Enrolment)

If you meet the eligibility criteria, you will be automatically enrolled into our workplace pension scheme (currently NEST).

You can choose to opt out at any time directly through the provider.

Data Protection

Your personal data is handled in line with UK GDPR.

We use your information responsibly for:

• Employment and payroll processing
• Legal and compliance requirements

You have the right to access or update your information at any time.

Outside Employment

If you undertake additional work, please let us know.

This helps ensure:

• There are no conflicts with assignments
• Working time limits are respected
• Your wellbeing and performance are supported 

Disciplinary Process

If concerns arise, we follow a fair and structured approach, which may include:

• An initial review
• A meeting to discuss the situation
• A clear outcome and opportunity to respond

You will always have the right to be accompanied and to appeal decisions.

Grievance Process

If something isn’t right, we encourage you to speak up.

• Raise concerns informally where possible
• Submit a formal grievance if needed
• Attend a meeting to discuss the issue
• Receive a clear outcome and next steps

Whistleblowing

We encourage openness and transparency.

You can raise concerns about:

• Illegal activity
• Unsafe practices
• Misconduct

All concerns raised in good faith will be treated seriously and confidentially.

Modern Slavery Commitment 

Recruit Mint operates a zero-tolerance approach to:

• Forced labour
• Exploitation
• Human trafficking



Any concerns should be reported immediately.

Notice & Ending Assignments 

Assignments may end depending on business needs or circumstances.

Where applicable:

• Notice periods will be communicated
• Final pay will include outstanding wages and accrued holiday

General Responsibilities

To help assignments run smoothly, we ask that you:

• Carry out authorised tasks only
• Keep your personal details up to date
• Respect client property and confidentiality
• Return any equipment or PPE when required