Please find below the handbook for temporary workers who are engaged by Contract Labour Solutions Ltd.
Read the policyWelcome to Contract Labour Solutions Ltd. We are delighted to have you on assignment with us and are committed to supporting you throughout your placement. This handbook has been designed to give you all the information you need to start your assignment confidently and compliantly.
We place temporary workers across three specialist sectors:
Each sector has its own regulatory framework and safety culture. This handbook sets out the rules and guidance that apply to all workers, with sector-specific guidance where required. You are expected to read, understand and comply with all sections relevant to your assignment.
Key Contacts
Timesheets, Payroll & Holidays: accounts@cls.ltd | 01302 244 486
Healthcare & Nursing: vanessa@cls.ltd | 01302 244 486
Construction & Industrial: josh@cls.ltd | 01302 244 486
General Enquiries: 01302 244 486 | Website: www.cls.ltd
As a temporary worker placed by Contract Labour Solutions Ltd, you are engaged as a worker (not an employee of the client hirer). This means you are entitled to the following statutory rights from day one of your assignment:
Agency Workers Regulations 2010 (AWR)
After completing 12 continuous weeks in the same role with the same client hirer, you become entitled to the same basic working and employment conditions as if you had been recruited directly — including equal pay, working time, rest periods and access to collective facilities. Contract Labour Solutions Ltd will undertake a comparator check prior to the 12-week date to ensure parity.
As a regulated employment business, Contract Labour Solutions Ltd is bound by these Regulations. This means:
By accepting an assignment, you agree to:
All workers must demonstrate their right to work in the United Kingdom before commencing any assignment. Contract Labour Solutions Ltd is required by law (Immigration, Asylum and Nationality Act 2006) to carry out and retain records of right-to-work checks. Providing false documents is a criminal offence and will result in immediate termination and referral to the relevant authorities.
Important: If your leave to remain in the UK is time-limited (e.g. a visa), you must inform Contract Labour Solutions Ltd at least four weeks before expiry. Failure to do so may result in your assignment being suspended until your status is re-verified.
Student Visa Workers: Workers on student visas may only work 20 hours in total per week during term time, regardless of the number of employers or assignments. Outside of term time, a student timetable may be provided to Contract Labour Solutions Ltd to remove the 20-hour restriction.
Your personal data will be processed by Contract Labour Solutions Ltd in accordance with the UK GDPR and the Data Protection Act 2018. We collect and use your data for the purposes of managing your assignment, processing payroll, meeting regulatory obligations and ensuring site safety. Your details may be shared with third parties. Our Privacy Notice is available on our website at cls.ltd/candidates/policies/privacy-and-data-protection-notice .
Contract Labour Solutions Ltd treats health and safety as an operational priority. All temporary workers must comply with health and safety legislation and with the specific requirements of each work environment from the moment they arrive on site.
Under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999, you are required to:
Site Inductions: Do not begin any work activity until you have been inducted and signed the relevant induction record. If no induction is offered, contact your Contract Labour Solutions Ltd consultant immediately — before starting work.
Where PPE is required for your role, it will be identified during your site induction. The client hirer has a legal duty to provide appropriate PPE at no cost to you. You must wear or use PPE as instructed, report damaged or unsuitable PPE to your supervisor immediately, and never modify PPE or use it for unintended purposes.
Any accident, injury, near-miss or dangerous occurrence must be reported immediately to your on-site supervisor AND to Contract Labour Solutions Ltd. The client hirer’s accident book must be completed before you leave site. Certain accidents must be reported to the Health and Safety Executive (HSE) under RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013).
Healthcare settings carry distinct clinical and non-clinical risks. The following requirements apply to all healthcare workers on assignment:
Important: Healthcare workers must never undertake tasks beyond their stated competency, grade or scope of practice. If you are instructed to carry out a task you do not feel competent to perform safely, you must decline politely, escalate to the senior nurse or manager on duty, and notify Contract Labour Solutions Ltd promptly.
Industrial and manufacturing environments present hazards including moving machinery, chemical substances, noise, manual handling and work at height. The following requirements apply:
Construction and Civil Engineering sites present some of the highest-risk work environments in any industry. Strict compliance with all site rules is mandatory and non-negotiable.
Important: Consumption of alcohol or illegal drugs on any work site is a gross misconduct offence resulting in immediate removal from site and termination of assignment. You may be subject to drug and alcohol testing as required by the client hirer.
Your agreed rate of pay will be set out in your Assignment Schedule for each assignment. Your rate may vary per assignment but will always be at least the applicable National Minimum Wage or National Living Wage for your age band. NLW and NMW rates are reviewed by the Government each April — visit www.gov.uk/national-minimum-wage-rates for the latest figures.
Unless otherwise agreed, pay is processed weekly, one week in arrears, by BACS transfer to your nominated bank account. You will receive a payslip for each pay period itemising gross pay, deductions (income tax, National Insurance, pension contributions) and net pay.
Accurate and timely timesheet submission is essential — timesheets are the basis of your pay and the invoice raised to the client. The following rules apply without exception:
Important: Falsifying timesheets — including recording hours not worked or obtaining an unauthorised signature — is gross misconduct and may constitute fraud. This will result in immediate termination of your assignment and may be referred to the police.
Overtime must be pre-authorised by the client hirer before it is worked. Overtime rates (where different from your standard rate) will be stated in your Assignment Schedule. Unauthorised overtime may not be paid.
The only deductions made from your pay will be those required or permitted by law or that you have expressly consented to in writing:
We will never make deductions for PPE, uniforms, training or recruitment fees.
With effect from 6 April 2026, Statutory Sick Pay (SSP) is payable from the first day of incapacity (the previous three waiting days have been abolished). To be eligible you must be classed as an employee or worker, earn at least the lower earnings limit and be unable to work due to sickness or injury.
To ensure your SSP entitlement is not delayed, you must:
SSP will be paid at the prevailing statutory rate via the normal weekly BACS payroll run. Contract Labour Solutions Ltd does not operate an enhanced sick pay scheme. SSP is only payable in respect of days on which you are contracted to work and will not be paid for any day on which no shift has been confirmed and accepted.
PAYE Workers - You are entitled to a maximum of 28 days statutory paid annual leave per year which accrued pro-rata at a rate of 12.07% of total hours worked. Holiday pay is calculated on average earnings over the 52 weeks preceding the leave. Full details are available in your contract which is seperate to this Handbook. Request holiday in advance and obtain approval from Contract Labour Solutions Ltd before taking any leave. Holiday may not be taken during a notice period unless agreed in writing. Workers who are employed as Self-Employed contractors do not accrue paid leave.
Ordinary travel to and from your assignment is not reimbursable. Where client-specific expenses are agreed, they must be pre-approved in writing, submitted on the company expenses form with supporting receipts, and submitted within four weeks of the expense being incurred. Claims without receipts or prior approval may be declined.
Contract Labour Solutions Ltd expects all temporary workers to conduct themselves professionally at all times.
You are expected to:
The following are examples of misconduct that may result in a formal warning or other disciplinary action:
The following are examples of gross misconduct, which may result in immediate removal from assignment and termination of engagement without notice:
Important: This list is not exhaustive. Any behaviour that fundamentally undermines the trust and confidence placed in you may be treated as gross misconduct at Contract Labour Solutions Ltd’s reasonable discretion.
Where a concern arises, Contract Labour Solutions Ltd will investigate the matter promptly and fairly before taking any formal action. You will be informed in writing of the concern and invited to a meeting to discuss it. You have the right to be accompanied at any formal meeting by a work colleague or trade union representative. The outcome will be confirmed to you in writing.
The procedure operates across the following stages. Not every case will begin at Stage 1 — the starting point will depend on the seriousness of the concern.
Stage 1 — Informal Discussion
Where a concern is minor and has not previously been raised, a consultant will address it through an informal discussion. No formal record will be placed on your file. If the matter is not resolved or recurs, the formal procedure will apply.
Stage 2 — First Written Warning
Where informal discussion has not produced the required improvement, or the matter warrants a formal response, a disciplinary meeting will be arranged. If the concern is upheld, a First Written Warning will be issued in writing, setting out the improvement required and the consequences of further misconduct. A First Written Warning will normally remain active for six months.
Stage 3 — Final Written Warning
Where a First Written Warning is active and a further concern arises, or where the initial concern is serious enough to warrant it, a Final Written Warning will be issued following a formal meeting. This will make clear that any further misconduct or failure to improve may result in termination of your assignment. A Final Written Warning will normally remain active for twelve months.
Stage 4 — Dismissal
Where a Final Written Warning is active and a further concern arises, or where the nature of the misconduct makes a lesser sanction inappropriate, termination of your assignment will be considered. A formal meeting will be held before any decision is reached. You will be informed of the outcome in writing and retain the right of appeal.
Stage 5 — Gross Misconduct / Summary Dismissal
Where gross misconduct is alleged, Contract Labour Solutions Ltd reserves the right to suspend you from your assignment pending investigation. If gross misconduct is established following investigation and a formal hearing, your assignment may be terminated with immediate effect and without notice. Examples of gross misconduct are set out in Section 5.3 of this handbook.
Appeal
You have the right to appeal against any formal disciplinary outcome, including dismissal. To appeal, submit your grounds in writing to Stewart Olsen at compliance@cls.ltd within five working days of receiving the written outcome. An appeal meeting will be arranged and you retain the right to be accompanied. The appeal decision will be final and confirmed to you in writing.
A client hirer may request the removal of a temporary worker from their site. Where this occurs, Contract Labour Solutions Ltd will consider whether an alternative assignment is available and appropriate. We will always treat any such request fairly and provide you with an explanation of the reasons given.
Contract Labour Solutions Ltd aims to ensure that all employees and workers have a clear and fair procedure for resolving grievances. All grievances will be handled promptly, fairly and consistently, with respect for the confidentiality of those involved.
If you have a complaint or concern about your assignment, the conduct of a client, a colleague, or Contract Labour Solutions Ltd itself, the following procedure applies.
Stage 1 — Informal Discussion
Most grievances can be resolved quickly and informally. As a first step, you are encouraged to raise the matter directly with your Contract Labour Solutions Ltd consultant. This approach is preferred wherever possible and allows issues to be addressed promptly without the need for formal proceedings.
Stage 2 — Formal Grievance
If the matter cannot be resolved informally, you should submit your grievance in writing to Stewart Olsen at compliance@cls.ltd. Your written grievance should set out the nature of your concern and any supporting information. A formal grievance meeting will then be arranged within a reasonable timescale. You have the right to be accompanied at this meeting by a work colleague or a trade union representative.
Stage 3 — Investigation and Outcome
Following the grievance meeting, Contract Labour Solutions Ltd will investigate the matter and respond to you in writing with a decision, normally within five working days. If further time is required for investigation, you will be informed of the delay and given an estimated response date. Notes of the meeting will be taken and the outcome clearly communicated to you in writing.
Stage 4 — Appeal
If you are not satisfied with the outcome of the formal grievance, you may appeal the decision in writing to a more senior manager. An appeal meeting will be arranged, and the decision reached at the appeal stage will be final. You retain the right to be accompanied at the appeal meeting by a work colleague or trade union representative.
Contract Labour Solutions Ltd is committed to equality, diversity and inclusion across all aspects of its business. We will not tolerate any form of discrimination, harassment or victimisation — whether in our own offices, on client sites or in any setting connected with an assignment.
Under the Equality Act 2010, the following are protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or belief, sex, and sexual orientation. Any direct or indirect discrimination, harassment or victimisation related to a protected characteristic will be treated as misconduct and may result in termination of assignment.
Harassment is unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. This includes conduct in person, by telephone, in writing and online, including via social media. Any experience of harassment or bullying should be reported promptly through the grievance procedure in Section 5.6.
Contract Labour Solutions Ltd is committed to acting ethically and with integrity in all its business dealings. We have a zero-tolerance approach to modern slavery and human trafficking in all its forms.
Modern slavery is a crime and a violation of fundamental human rights. The Modern Slavery Act 2015 defines the following offences:
As a worker on assignment, you must not engage in, facilitate or turn a blind eye to any act of modern slavery or human trafficking. You are required to:
Reporting Modern Slavery: If you suspect modern slavery or human trafficking, report it to Contract Labour Solutions Ltd immediately at compliance@cls.ltd. You can also contact the Modern Slavery Helpline in confidence on 08000 121 700 (24 hours a day, 7 days a week) or visit www.modernslaveryhelpline.org. In an emergency always call 999.
Contract Labour Solutions Ltd is committed to conducting all business honestly and with the highest standards of integrity. We have a zero-tolerance policy towards bribery, corruption and fraud in all their forms.
The Bribery Act 2010 makes it a criminal offence to offer, promise, give, request or accept a bribe. You must not offer or give any financial or other advantage to induce improper conduct; request or accept any advantage as a reward for performing your role improperly; or use your position to obtain personal gain, gifts or favours beyond what is customary and approved. Gifts of a token and proportionate nature are not prohibited but must be declared. If in any doubt, contact compliance@cls.ltd before acting.
The Fraud Act 2006 creates criminal liability for dishonestly making a false representation, failing to disclose information, or abusing a position of trust. Examples of fraudulent conduct resulting in immediate termination and potential referral to the police include:
Contract Labour Solutions Ltd encourages all workers to speak up if they have genuine concerns about wrongdoing, illegal activity, health and safety risks, or any breach of legal or regulatory obligations. The Public Interest Disclosure Act 1998 (PIDA) provides protection for workers who make a qualifying disclosure in the public interest, including concerns about criminal offences, failure to comply with a legal obligation, a miscarriage of justice, danger to health or safety, damage to the environment, or the deliberate concealment of any of the above.
If you have a whistleblowing concern, report it as soon as possible:
Protection for Whistleblowers: Contract Labour Solutions Ltd will not subject any worker to a detriment or take any adverse action against them for making a whistleblowing disclosure in good faith. Concerns raised maliciously or in bad faith may themselves be subject to disciplinary action.
This section applies to all workers placed in healthcare settings, including hospitals, care homes, community services and any environment involving vulnerable adults or children.
You have a duty to safeguard the adults in your care. You must:
Where your assignment involves working with or near children (those under 18), additional obligations apply. You must:
Raising Safeguarding Concerns: If you have a safeguarding concern that you cannot raise with your immediate supervisor, contact the client’s Safeguarding Lead directly. Contract Labour Solutions Ltd’s own safeguarding contact is Vanessa Ogden, available on 01302 244 486 (Opt. 6) or at vanessa@cls.ltd.
Good attendance is essential to the smooth running of every site and care team. If you are unable to attend work for any reason, you must:
Important: Failure to report absence by the required deadline, or a pattern of persistent short-term absence, may result in disciplinary action and could lead to termination of your assignment. We retain discretion in respect of our conduct and capability procedures to take account of your length of service. If you have a short amount of service, you may not be in receipt of any warnings before dismissal.
Any access granted to client IT systems is for legitimate work purposes only. You must never share passwords or access credentials; never access records, files or data beyond what is necessary for your role; log out of all systems when not actively using them; and never copy, remove or transmit data from client systems without authorisation.
The use of personal mobile phones during working hours is governed by the client hirer’s policy. Generally the use of personal mobile phones is not allowed and rules will be communicated during your site induction. In healthcare settings, mobile phones are generally prohibited in clinical areas. Always comply with the client’s policy — failure to do so may result in termination of assignment.
You must not post, share or comment on social media about your assignment, the client hirer, their staff, patients, residents, products or commercial activities — whether negatively or in any way that could identify the client without their written consent. Breaches of client confidentiality via social media may constitute gross misconduct and could expose you to personal legal liability.
Confidential information accessed during your assignment (commercial, operational, clinical or personal) must be kept strictly confidential. This obligation continues after your assignment has ended. Unauthorised disclosure may result in disciplinary action and civil or criminal proceedings against you personally.
Either party may terminate a worker’s engagement with Contract Labour Solutions Ltd (acting as the Employment Business) by giving not less than one week’s written notice. During any notice period, Contract Labour Solutions Ltd is under no obligation to offer, find or procure any work, assignments or work-finding services for the worker. For the avoidance of doubt, where a worker is not on an active and confirmed assignment at the time notice is given or during the notice period, no remuneration shall be payable in respect of the notice period. Nothing in this clause affects Contract Labour Solutions Ltd’s right to terminate a worker’s engagement with immediate effect and without notice in cases of gross misconduct or other repudiatory conduct.
On the final day of your assignment, you must return all client and Contract Labour Solutions Ltd property including access cards, uniforms, PPE (where returnable), IT equipment and any other materials issued to you. Failure to return property may result in a lawful deduction from your final pay or legal action.
Contract Labour Solutions Ltd will provide factual employment references upon request, confirming dates of assignment, job title and hours worked. Additional information will not be disclosed without your written consent.
This handbook is guidance for our temporary workers and should be used alongside our contract to provide more detailed infromation about your engagement. It is provided as a guide and may be updated periodically. The most current version is always available from www.cls.ltd.
