Spotlight on Benefits – Temporary & Contract Market (May 2025)

Discover how to attract and retain high-quality temporary staff – and how working with a temporary recruitment agency such as VWA can make all the difference.

With more companies choosing to hire initially on a temporary basis after the introduction of Day One Rights, the pool of candidates keen to temp and contract is ever-increasing as the market shifts.

With around 1.5 million people currently working in temporary roles in the UK – equivalent to the population of Liverpool (ONS, May 2025) – candidates in this space are increasingly looking beyond the basics, assessing not just pay, but also the wider benefits, working culture and overall experience on offer.

While “benefits” and “temporary work” may not traditionally go hand-in-hand, that perception is increasingly outdated. Today’s temporary workforce is more discerning than ever, and clients offering a broader value proposition are seeing tangible results – including stronger retention, a larger candidate pool, and greater loyalty.

As a specialist temporary recruitment agency, in this update, we highlight the latest expectations, best practices and points of differentiation in the current market.

Benefits for Each Temporary Recruitment Type

Here at VWA, as an expert temporary recruitment agency, we focus on four broad categories:

• Ad hoc temps (typically short-term covers, with or without breaks)

• Ongoing temps (longer assignments without confirmed end dates)

• Temp-to-perm candidates

• Fixed-term contractors

Ad Hoc Temps

Ad hoc temps remain a vital part of many teams – stepping in at short notice to support during peak periods, holiday cover or illness. While their assignments may be brief, the impression made by an employer can have a lasting impact.

Beyond statutory entitlements under the Agency Workers Regulations (which include equal treatment in certain areas after 12 weeks), many companies are recognising the value of offering small, thoughtful perks from the outset.

Whether it’s extending a lunch allowance, inviting temps to join team socials, or simply fostering a welcoming culture, these actions increase the likelihood of temps returning for future assignments – or recommending your company to others.

Ongoing Temps

Whether it’s to do with headcount issues, longer-term sick leave or just help with a project, temps are often required to help on an ongoing basis. Some of these candidates choose temping as a lifestyle, while others hope for a permanent opportunity. Regardless of motivation, engaging this population effectively means going beyond pay.

Things to consider in 2025:

• Enhanced hourly/daily rates to reflect the lack of traditional benefits.

• Discretionary annual payments, where appropriate, can foster loyalty and boost morale – especially if tied to specific contributions.

• Hybrid and remote working parity – aligning temp working patterns with permanent staff or offering even greater flexibility helps retain top talent.

Treating temps like they’re permanent staff – invitations to parties, trips or even just team lunches have a big impact on how valued these temps feel. While some firms have policies that may limit participation in certain activities, taking the time to explain these and involving temps wherever possible, goes a long way in fostering a sense of inclusion and appreciation.

Contract Roles (Fixed-Term)

Contractors generally expect parity with permanent employees when it comes to benefits – but how this is interpreted can vary widely. While access to pension schemes, private healthcare and paid leave remain standard expectations, contractors are increasingly evaluating softer benefits too.

• Bonuses remain a key draw – in addition to prorated annual bonuses, completion bonuses tied to project delivery or contract end are a proven method of ensuring continuity.

• Inclusion matters – similar to ongoing temps, inclusion really does matter!

Temp-to-Perm

This group remains highly engaged – often viewing their temporary role as a pathway to long-term employment. However, uncertainty can lead to attrition if not carefully managed.

Best practices for 2025:

• Clear conversion timelines – and transparency around headcount approvals.

• Early integration – including them in team meetings, performance check-ins and informal catchups from day one.

• Regular feedback – positive reinforcement helps candidates stay motivated while awaiting conversion.

A little structure and communication can go a long way in reducing the risk of losing talent just before making a permanent offer.

Planning Ahead: Summer Cover

As the summer months approach, we encourage clients to start thinking early about holiday cover. Many of the outstanding temps VWA has worked with for a number of years – or who have been referred more recently – are often included on one or multiple client rosters and can be requested in advance.

Whilst we’ll always find you someone fantastic at short notice, booking early helps secure your favourite – especially as many temps will also have some annual leave themselves!

Looking For a Temporary Recruitment Agency?

If you want to take the headache out of the temporary recruitment process, look no further. At VWA, we have a wealth of experience sourcing high-quality temps for our clients, and you can count on our dedicated team to find the right person for your role.

Here at VWA, we work with clients across a range of industries including financial services, executive search, consultancy, property, private households, and the creative sectors. Plus, we also recruit for a variety of temporary roles, from Executive Assistants to Personal Assistants and operations staff.

So, whether you’re looking for holiday cover, need extra help with a project, or are keen to find top-quality contract staff, we’re here to help. Please don’t hesitate to get in touch – we’re here to partner with you, call or email for a chat!