Most frequent questions and answers

All employees of Tempus are entitled to Statutory Sick Pay.

Self Employed sub-contractors are not entitled to any Statutory Sick Pay.

All employees of Tempus are entitled to Holiday Pay with a minimum of 28 days per year.

Self Employed sub-contractors are not entitled to any Holiday Pay.

Any employee is entitled to SMP, SPP or Shared Parental Leave, please ask us for more information on calculating entitlement.

Self Employed sub-contractors are not entitled to any Maternity, Paternity or Shared Parental Leave whilst you are not on Assignment.

Yes, Tempus covers you with a £10m insurance package, including Professional Indemnity and Public Liability cover.

Remittances, and Payslips for our employees,  are issued every week, once we have processed your payroll. These are emailed to you each week. If you would like more copies please contact the team on

To cover the costs of running our business and the relevant insurances, we retain a small margin depending on how much we invoice for. This is done on a weekly basis and will only apply on weeks where you are on an Assignment.

Contractors starting their first contract, or starting a new contract with a new agency, will find one of the first questions the agency asks is whether they want to ‘opt-out’ from the Conduct Regulations.

The Conduct Regulations, or to give the legislation its full title, The Conduct of Employment Agencies and Employment Businesses Regulations 2003, were introduced by the Department of Business, Innovation and Skills (BIS) to provide workers and hirers with minimum standards they could expect from private sector recruitment agencies and employment businesses.

The regulations are designed to apply to workers who are controlled by the client, which means that not only do the vast majority of contractors simply not require the protection which the regulations bring, but also as skilled professionals in business in their own right are not controlled by their clients and so technically the regulations will not apply. When the regulations came into force in 2004 an ‘opt-out’ provision was introduced. Although technically highly skilled contractors not controlled by their clients should not be covered by the regulations, most agencies still request that their contractors formally opt out. If a contractor is considered to be controlled by the client and does not opt out, then the agency is required to work through a series of steps. These include creating paperwork about the client’s requirements and contractor’s suitability for the role, possibly checking the contractor’s qualifications and completing a CRB (Criminal Record Bureau) check for certain roles.

The Tempus office is open Monday to Friday from 08:30 am to 17:30 pm.

Our team will do our very best to answer any questions or concerns you have. Please do not hesitate to contact us.

Control and the Right of Control is important to how you are paid whilst on any Assignment. For those contractors who are on an Assignment where control exists, or the right of it, any and all payments relating to that engagement must be paid deemed.

Deemed Income is where all income received is subject to the same deductions as an Employee.



This Policy sets out the obligations of Tempus Services regarding data protection and the rights of the data subject under GDPR.


This Policy sets out the obligations of Tempus Services regarding data retention and the rights of the data subject under GDPR.


This is a notice to inform you about all information that we record about you. It sets out the conditions which we may process any information that we collect.



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