Why Temp Recruitment is Becoming More Important for Thames Valley Employers

For many Thames Valley businesses, the question is no longer "should we hire?" but "how do we get the work done without over-committing?"

Rising employment costs, a cautious economy and the biggest shake-up of employment law in a generation are changing how employers plan their workforce. Permanent headcount is being scrutinised more closely than ever, while the work itself has not gone away. Month-end still needs closing, projects still need delivering and absences still need covering.

That is why temporary and interim recruitment is moving from a stopgap to a core part of workforce planning. Here is why it matters more now, and how to make it work for your business.

1. Employers are cautious about adding permanent headcount

Business confidence is fragile. The CIPD's Summer 2026 Labour Market Outlook found employer confidence close to record lows outside the pandemic, with most employers focused on maintaining staff levels rather than growing them (CIPD).

Cost is a big part of the picture. Employers named the rise in employer National Insurance contributions as the single biggest financial pressure on their business in 2025, and 74% expect the Employment Rights Act 2025 to increase their employment costs further (CIPD Labour Market Outlook, Winter 2025/26).

When every permanent hire carries a long-term cost, temporary and interim staff give employers a way to keep work moving while they wait for more certainty.

2. Employment law is raising the stakes on permanent hires

From 1 January 2027, the qualifying period for unfair dismissal claims falls from two years to six months, and the cap on compensation is removed (Mills & Reeve). In practice, anyone hired from 1 July 2026 onwards will have that protection once they pass six months' service. Day one Statutory Sick Pay has applied since April 2026.

These changes are already shaping hiring plans. CIPD research found that 37% of employers plan to hire fewer permanent staff because of at least one of the Act's key reforms, and the CIPD itself expects this could lead to a rise in temporary employment (CIPD Labour Market Outlook, Winter 2025/26).

Temporary workers are not outside employment law. Agency workers have their own rights, and the government is still consulting on how new rules for zero-hours and low-hours work will apply to them, with final rules expected in 2027. But a temporary assignment gives employers a clear, flexible arrangement while they decide whether a role is needed long term.

3. Covering peaks, projects and absence

Most workloads are not flat across the year. Finance teams face month-end, quarter-end, year-end and audit. Office teams face seasonal peaks, office moves and system changes. Every business faces sickness, holidays and parental leave.

Temporary staff let you match resource to demand. An experienced temp can step into a credit control backlog, cover a payroll administrator on maternity leave or support a finance team through a new ERP rollout, then leave when the work is done.

This matters more now that day one Statutory Sick Pay and tighter budgets put extra pressure on small teams. Having reliable cover ready means absences do not turn into missed deadlines or burnt-out colleagues.

4. Try before you hire

An interview tells you how someone presents. A few weeks in the role tells you how they work.

Temp-to-perm gives both sides the chance to test the fit before committing. You see the person's technical ability, reliability and how they work with your team in real conditions.

They see your culture, systems and management style. If it works, you make the role permanent with far more confidence. If it does not, the assignment ends without a difficult conversation.

With a shorter window before unfair dismissal protection applies, getting the hire right first time matters more than ever. Temp-to-perm is one of the simplest ways to reduce that risk.

5. Speed and access to specialist skills

A permanent hire can take weeks or months from brief to start date, especially once notice periods are factored in. A temporary or interim professional can often start within days.

Temp and interim work also gives you access to people you might not reach through permanent recruitment. Thames Valley has a deep pool of experienced professionals who choose temporary and interim work for the variety and flexibility it offers. Many have worked across several businesses and systems, so they settle in quickly and bring ideas from elsewhere.

For specialist or short-term needs, such as a systems implementation, an audit or a restructure, an interim expert can deliver skills you do not need permanently, without the long-term cost of a senior salary.

Getting the most from temporary staff

1. Plan ahead. Map your known peaks, such as year-end, audits and holiday periods, and talk to your recruiter early so the right people are ready.

2. Write a clear brief. Be specific about the systems, tasks and outcomes you need, even for a short assignment.
    
3. Onboard properly. System access, a named contact and a short induction on day one help a temp add value from the start.
    
4. Treat temps as part of the team. People who feel included work better and are more likely to stay for longer assignments or accept a permanent offer.
    
5. Think temp-to-perm from the start. If a role might become permanent, say so. It helps attract stronger candidates.

Talk to Huntress

The businesses that will handle the next few years best are the ones that build flexibility into their workforce now, not when a crisis hits.

Our Thames Valley team, based in Bracknell, places temporary, contract and permanent staff across accountancy and finance, business support, HR and procurement. Whether you need cover next week or want to plan a more flexible workforce for 2027, we can help.

Get in touch with Sarah McKechnie

Sources

Labour Market Outlook, Summer 2026, CIPD, 16 August 2026
Labour Market Outlook, Winter 2025/26, CIPD, February 2026
Employment Rights Act 2025: updated implementation timetable, Mills & Reeve, 3 February 2026