Flexible Employee Handbook
Working For Us
Recording Hours Worked
Before each assignment, you will usually be issued with an individual timesheet renewed weekly. Follow any clocking procedures required by the Client, enter your hours, have them authorised, and return them to us by 10am on the following Monday. Some Clients may use swipe cards, attendance sheets, or electronic systems instead. If so, your hours will be processed automatically.
Important: Failure to follow timesheet or attendance procedures may result in delayed pay.
Hours of Work
Assignment hours will be confirmed before you start. Changes must be approved by us. Under the Working Time Regulations 1998 (updated 2025), you are entitled to:
- A 20-minute break if you work over 6 hours
- 11 consecutive hours' daily rest
- One day off per week (or two days off per fortnight)
If a Client does not provide statutory breaks, contact us immediately.
Timekeeping
Arrive before your scheduled start time. Always call us if delayed. On your first day, allow extra travel time.
Overtime
Overtime must be agreed and confirmed by us. Additional hours are not automatically paid at a higher rate unless agreed.
Absence from Work
Notify us before your start time if you are unable to attend work. Future planned absences (holidays, Jury Service, etc.) must be approved in advance.
Holidays
You are entitled to 5.6 weeks' paid holiday per holiday year (pro-rated for part-time). Rolled-up holiday pay may apply if clearly itemised. All holiday requests must be submitted at least two weeks in advance. Unused holiday cannot be carried over except where otherwise agreed.
Sickness
If sick for more than 3 consecutive days, you may qualify for Statutory Sick Pay (SSP), subject to eligibility. Details are in your Terms of Employment.
Your Pay
Pay is credited directly to your nominated bank account, provided timesheets are submitted correctly. Payday is Friday for the previous week's work.
Pay Advice Slips
Payslips are issued via email. Notify us immediately if your email address changes.
Tax & National Insurance
We deduct PAYE and NIC by law. Please supply a valid P45 or Starter Checklist before your first assignment.
Tax Queries: Contact HMRC online at www.gov.uk/contact-hmrc.
P45s
Submit resignation in writing to receive your P45.
Pensions
You will be auto-enrolled into a workplace pension if:
- Aged 22+ and under State Pension Age
- Earn more than £10,000/year (£192/week)
- Work mainly in the UK
You may opt out within one month of enrolment for a full refund.
More info: www.gov.uk/workplace-pensions
Agency Workers Regulations (AWR) 2010
Day 1 access to facilities (canteen, parking) applies. After 12 weeks with a Client, you may qualify for equal treatment in pay and conditions. Notify us of prior assignments to ensure your rights.
Entitlement to Work in the UK
You must have valid right-to-work documentation. We may verify this using Identity Service Providers (IDSPs) where applicable.
Outside Employment
Inform us of any outside work. It must not interfere with your assignments or breach Working Time Regulations.
Changes to Circumstances
Notify us immediately if your address, contact info, bank details, right-to-work status, licence, health, or availability changes.
Assignment Guidelines
Scope of Assignment: Perform only tasks within the agreed assignment description. Report any changes requested by the Client.
Personal Appearance
Maintain a professional appearance. Follow Client dress codes, including PPE.
Employment by the Client
If offered permanent employment, inform us immediately.
Conduct
- Be professional and courteous.
- Follow Client rules.
- Cooperate with colleagues and supervisors.
- Prioritise safety.
Gross misconduct may result in dismissal without notice.
Property & Resources
Respect Client and Recruitmint Ltd property. Do not use resources (phones, internet, etc.) for personal reasons unless authorised.
Security
Follow all Client security procedures.
Stop & Search
You must comply with random security searches if requested.
Smoking
Smoking is prohibited except in designated areas.
Alcohol & Substance Abuse
Being under the influence of alcohol or illegal substances at work is gross misconduct.
Tools, Equipment & Personal Protective Equipment
You are responsible for any tools, PPE, or uniforms provided. Costs may be recovered for lost or damaged items.
Night –Working
Night workers may request a health assessment.
Driving Fines & Penalties
You are personally liable for any fines incurred while driving a Client vehicle.
Road Traffic Accidents & Accidents in the Workplace
Report all accidents immediately to the Client and Recruit Mint Ltd.
Publicity
Do not make any public comment regarding Recruit Mint Ltd or its Clients without written permission.
Our Policies
- Equality and Diversity: We promote a workplace free from discrimination.
- Dignity at Work: Harassment, bullying, and victimisation are not tolerated.
- Public Interest Disclosure: Concerns of malpractice should be raised confidentially.
- Family Friendly Policies: Maternity, Paternity, Adoption, Parental Leave, and Dependant Care Leave are available. Contact us for details.
- Flexible Working: Available to qualifying employees. Policy available on request.
Discipline & Grievances Procedures
Disciplinary Stages
- Informal Counselling.
- First Written Warning.
- Final Written Warning.
- Dismissal.
Gross misconduct may result in immediate dismissal.
Appeals
Appeals must be lodged within 5 working days of any disciplinary decision.
Grievances
Raise concerns informally first. If unresolved, submit a written grievance.
Health, Safety & Welfare
- Follow Client and Recruit Mint Ltd health and safety policies.
- Report unsafe conditions immediately.
- Attend fire and emergency drills.
- Request eye tests if regularly using Display Screen Equipment (VDUs).
- Follow Manual Handling guidelines.
- Know how to use COSHH substances safely.
Tackling Modern Slavery
Recruit Mint Ltd is committed to preventing hidden labour exploitation and supports workers reporting concerns. Full policy available on request.
