How much do temporary workers get paid per hour in the UK?

Temporary work is a significant part of UK employment, with around 1.6 million people on temporary contracts, offering workers flexibility and helping businesses manage fluctuating demand. Before taking on a temp job, most people want to know exactly what they’ll earn per hour, and pay varies by role, sector, location, experience, and the pay model used. This guide breaks down typical hourly rates, legal minimums and entitlements, and practical pay factors, so you can make clear, informed decisions about temporary work.

What determines temporary worker pay rates in the UK?

Role and skill level

Hourly rates are tied to what the job demands. Entry-level retail or hospitality tends to sit near the legal minimum, while specialist work pays more.

Industry sector

Sectors like warehousing, logistics, and industrial work often pay more than retail or hospitality because of shift patterns, physical demands, or required licences (such as forklift). Specialist hospitality (e.g. fine dining) and clinical roles also tend to pay above standard entry-level roles.

Location

Pay is often higher in London and the South East. Many employers add a ‘London weighting’ or a location premium to reflect higher living costs and market competition.

Experience and qualifications

With the right certifications (for example, SIA, food hygiene, forklift, first aid) and a solid track record, you can command higher rates than entry-level colleagues doing similar tasks.

Shift timing and conditions

Night shifts, weekends, bank holidays, and unsocial hours usually come with enhanced rates. Roles that involve heavier lifting, cold environments, or short-notice cover can also carry premiums.

Can temps out-earn permanent staff?

Often, yes — especially on a per-hour basis. That increased rate compensates for fewer long-term benefits and less job security, and it’s common in sectors with high demand for flexible cover.

Legal minimum rates: National Minimum Wage and National Living Wage

All temporary workers must be paid at least the statutory minimum for their age group. Current UK rates (from April 2025) are:

• Check the latest rates here: National Minimum Wage and National Living Wage explained.
• Part-time, zero-hours, and agency workers must all receive at least the applicable minimum for every hour worked: minimum wage for hourly paid workers.

Average hourly rates for temporary workers across key sectors

Worker pay typically falls into these ranges:

• Retail: £13–£14 for sales assistants; £14–£16 for supervisors
• Hospitality: £13–£13.50 for kitchen assistants and bar staff; £13–£15 for waiting staff; £15–£18 for experienced or fine-dining waiting staff
• Industrial and warehouse: £13–£16 for general operatives; £15–£18 for forklift and machine operators; £18–£22 for roles needing specialist licences
• Administration and office support: £13–£16 for general admin; £16–£22 for specialist admin

How temporary worker pay is structured: PAYE vs umbrella company rates

PAYE (Pay As You Earn)

Under PAYE, the agency is your employer. They deduct tax and National Insurance (NI) before paying you, and your payslip itemises everything. This is the most common model for shift-based temp work.

Umbrella company arrangements

Umbrella companies are more typical for longer contracts or specialist roles. The umbrella becomes your employer, handling payroll and tax. The headline ‘assignment rate’ is not the same as your pay rate: the umbrella deducts employer NI and their margin before calculating your pay, so your take-home is lower than the assignment rate. Always ask whether a quoted rate is PAYE or umbrella so you can compare like-for-like.

What should appear on your payslip?

You’re entitled to an itemised payslip showing hours, gross pay, deductions, and net pay. See the official guidance: what a payslip must include.

Agency Workers Regulations and pay parity after 12 weeks

The Agency Workers Regulations (AWR), introduced in October 2011, give you important protections on longer assignments. After 12 continuous weeks in the same role with the same hirer, you’re entitled to the same basic pay and conditions as a comparable permanent employee.

What ‘same basic pay’ covers

• Base hourly rate or salary equivalent
• Overtime rates
• Shift allowances and premiums
• Performance-related bonuses directly tied to the role

What is typically excluded

• Occupational sick pay (statutory sick pay rights still apply)
• Enhanced occupational pension schemes
• Long-service awards and similar benefits
• Share schemes and profit-sharing

If you switch between temp assignments with the same hirer without a break longer than six weeks, your qualifying period can continue. Read more about entitlements in guidance for temps.

Holiday pay entitlements for temporary workers

All temp workers are legally entitled to 5.6 weeks’ paid holiday per year (pro rata). Agencies use two main methods:

1) Accrual method

You build up holiday as you work and either take paid time off or get paid out when you leave.

2) Rolled-up holiday pay

Your holiday pay is included in your hourly rate and paid each time you’re paid, often shown as a separate line. Many employers calculate this at 12.07% of your base rate. For example, a worker on £12.00 per hour might see around £1.45 per hour as the holiday element, giving a total of about £13.45 paid each hour. 

Holiday pay should account for regular overtime and shift premiums, not just your basic rate. Check your payslips to see whether holiday is accrued or rolled-up and track your entitlement.

Additional pay elements: Overtime, bonuses, and premiums

Overtime

Overtime can be paid at enhanced rates — often time-and-a-quarter, time-and-a-half, or double-time — depending on the employer. Some assignments only pay overtime rates after a weekly threshold (for example, after 40 hours), while others pay a premium for any hours beyond your scheduled shift. After 12 weeks with the same hirer (AWR), you should receive the same overtime terms as comparable permanent staff.

Bonuses and other extras

• Performance-related bonuses tied to the role should be included after 12 weeks under AWR.
• Company-wide profit-sharing or discretionary schemes are usually excluded for temps.
• Some employers offer attendance or completion bonuses, travel or mileage allowances, uniform or equipment allowances, and meal allowances on long shifts.

Comparing temporary vs permanent worker pay rates

On a per-hour basis, temps often earn more than permanent staff in the same role. That uplift balances fewer benefits and less security. When you compare total compensation, make sure you factor in paid leave, sick pay, pensions, and other benefits.

A simple worked comparison

• Permanent retail supervisor: £24,000 salary ≈ £12.31 per hour (based on 37.5 hours per week, 52 weeks).
• Temporary retail supervisor: £14.50 per hour, averaging 30 hours per week for 48 weeks = £20,880 a year.

Here the permanent role has a lower hourly rate but potentially higher total earnings if it guarantees full-time hours and includes paid leave and benefits. The ‘better’ option depends on your priorities: flexibility and a higher hourly rate, or security and a benefits package.

Payment frequency and methods for temporary workers

Who pays me, and when?

Your agency (not the hiring company) is responsible for paying you and issuing your payslip. Compared to permanent jobs, temps are paid more frequently:

• Daily: Indeed Flex offers same-day access to earnings after shifts, which helps with cash flow between regular pay runs.
• Weekly: most common for shift-based work; timesheets are processed and paid within a few days.
• Fortnightly: used for longer assignments to cut admin while keeping cash flow regular.
• Monthly: less common, but used for some contract roles.

What the process usually looks like

1. Complete your shift and record hours (app or timesheet).
2. Client confirms hours.
3. Agency processes payroll and applies deductions.
4. Payment sent to your bank; itemised payslip issued.

You’re entitled to a payslip that clearly shows hours, gross pay, deductions (tax, NI, pension), and net pay. Check this guidance: what must be on your payslip.

Other benefits and entitlements for temporary workers

Temp work comes with statutory protections and, in many cases, extra perks.

Statutory benefits

• Statutory Sick Pay (SSP): payable after three qualifying days of sickness (for those earning above the lower earnings limit). Current weekly rate is £116.75. See the latest rate here: Statutory Sick Pay.
• Family leave pay: Statutory Maternity Pay, Paternity Pay, and Shared Parental Pay (subject to qualifying conditions).
• Workplace pension: Auto‑enrolment applies if you meet the criteria. Minimum total contribution is 8% (5% employee, 3% employer). 

Your rights under AWR

You have access to facilities such as canteens, childcare, and transport from day one. After 12 weeks, you should receive the same basic pay and conditions as permanent staff. See more on GOV.UK: agency workers’ rights.

Extra perks some employers offer

• Staff discounts
• Free or subsidised meals on shift
• Uniforms and PPE provided
• Training and certification support
• Referral bonuses

For a quick overview of typical benefits and on-site facilities, see this guide for temps: benefits of temporary work.

Practical tips for maximising your temporary worker earnings

• Build a strong profile: reliability and high ratings lead to better shifts and higher rates.
• Be flexible on timing: evenings, weekends, nights, and bank holidays usually pay more.
• Pick up in-demand certificates: SIA, food hygiene, forklift, and first aid often open doors to higher-paying shifts.
• Mix sectors: working across hospitality, retail, and industrial can reduce gaps between assignments.
• Know your 12-week rights: ask about pay parity as you approach the threshold.
• Track your hours: keep your own log to cross-check timesheets and payslips.
• Negotiate on longer stints: if you bring proven skills, there’s sometimes room to adjust rates.
• Be location‑smart: consider shifts in higher-paying areas if travel is realistic.
• Use transparent platforms: choose agencies that display pay, shift details, and premiums up front so there are no surprises.

Key takeaways on temporary worker pay

Temporary worker pay in the UK depends on factors such as role, sector, location, experience, and the way pay is structured, with hourly rates ranging from the legal minimum to significantly higher amounts for specialist or in-demand positions. Legal protections — including minimum wage, holiday pay, and pay parity after 12 weeks —help ensure fair treatment and transparency for all temporary staff. By understanding pay structures, entitlements, and practical ways to maximise earnings, workers can make confident decisions and find opportunities that fit their financial goals and personal priorities.

Get started with transparent, flexible temp work

With Indeed Flex, you can see pay rates up front, choose shifts that fit your schedule, and access same-day earnings — all with clear information about your rights and entitlements. Discover how easy it is to find your next temporary role by downloading the Indeed Flex app.