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Freelance/Temporary vs Contract
Freelance or temporary employment is exactly as it sounds
– not permanent. Candidates supplied on this basis
will generally be paid through EMR’s
payroll and will be quoted on a daily rate. This method
is most appropriate where the time that the skills and
services of the individual are required for is indefinite
or critically where there is a headcount freeze. In
the latter situation, candidates can be employed without
appearing to do so in management accounts/reports. Temporary
workers may also be required for seasonal demand peeks,
to cover shortages created by long term sickness or
perhaps to “try before you buy”, i.e. test
out some new way of working or bring in a new skill
without the risks of making a full time permanent hire.
A typical assignment can be anywhere from a few days
to several months.
Contract
Contracts are usually used where there is a fixed period
of employment. Typically this could be to cover maternity
leave, an internal secondment or perhaps a sabbatical.
Equally it could be to manage a project that has a fixed
completion date, e.g. a product launch, a re-branding
exercise, an asset disposal/acquisition, marketing activity
surrounding an event e.g. The World Cup or The Edinburgh
Festival or perhaps to adapt products and services in
the light of changes to prevailing legislation. Candidates
are usually taken onto the client’s own payroll. |
