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10 warning signs about your temporary labour supplier

July 14, 2017 by Jon Pinkney

10 warning flags to watch for in your temporary labour supplier

Temporary labour, specifically in the agricultural and food industries, is a minefield of legislation & red tape. And rightly so.

 

Human trafficking is an enormous issue, not just in the UK, but around the world. As the industries are attacked with anti-slavery legislation which gets tougher year on year, it’s becoming increasingly difficult to identify legitimate, genuine labour suppliers from Cowboys and illegal traffickers.

Here, we’ve rounded up our top 10 warning flags which can easily identify the dishonest from the genuine:

1. GLA License

The first major red flag should be raised if your provider cannot evidence a current & valid GLA License. You can check your suppliers Gangmasters Licensing Authority License by visiting this website & searching for them.

2. Evidence of Minimum Wage Pay

Your provider should easily be able to prove minimum wage payments to you on your request. Of course, minimum wage should be just that, the minimum. If you haven’t received proof ask for it but allow no time for fabrication of evidence.

3. Evidence of PAYE

Similar to evidence of minimum wage is PAYE. If your supplier does not run payroll through PAYE, they are breaking the law. Staff (and the supplier) should have national insurance and tax deductions through HMRC and records should easily be produced on request.

4. Evidence of Holiday Pay

All temporary workers accumulate holiday pay (and sick pay, maternity, paternity and such) through every hour they work. This allowance should be paid as and when the candidate requests to receive it and it should be evidenced with each payroll.

5. Evidence of NI Applications

For non-British staff, it is key that each staff member has, at the very least, a temporary National Insurance number prior to working for the supplier. A supplier who does not assist the candidate in sourcing an NI number should be avoided at all costs.

6. Evidence of Right To Work Checks

Similar to NI registration, every supplier has a duty to operate thorough Right to Work (RTW) checks before beginning a candidate induction. RTW checks are complicated, it’s easy to find out if your supplier does them by asking for details of their process.

7. Evidence of 48-hour opt in/out

Each candidate should personally opt into, or out of, a 48-hour maximum working week agreement. This is a choice for each candidate and they should not be penalised for opting one way or the other. Ask for evidence of your teams 48 Hour Agreement today.

8. Evidence of Induction Training

Every worker moving through a supplier and into work with you should have basic training before they start. This could include English training, grading training or health and safety training. Look for the most thorough training from suppliers as these staff will be worth their weight in gold.

9. Evidence of ETI Compliance

A Best Practice measure, the Ethical Trading Initiative exists to add an extra layer of safety & welfare to temporary staff. It is an anti-slavery measure which is strongly upheld by the best suppliers and a pre-requisite for supplying to the supermarkets.

10. Evidence of Staff Turnover

How often is it that you receive the exact same staff members for a full season? What about year after year? Probably unlikely, right!? Not only is this costing you efficiency, training time, stress and frown lines, but it also can be a sign of a poor labour supplier…

Click here to hire well trained staff now

Filed Under: Tips

Derek Cornforth & Amanda Cornforth-Smith

July 26, 2015 by Jon Pinkney

There is so much legislation surrounding the labour provision market today. Any business searching for temporary labour in this industry has to be vigilant and careful who they source their staff from. Over the years that we have used Evolve, they have adapted and improved their processes to fit the continually changing market. This means that when we need additional staff, we know the staff we receive are compliant, competent and also cost effective.

– Derek Cornforth & Amanda Cornforth-Smith, F&D Cornforth

Filed Under: Testimonial

Jon Rooke, HZPC UK Ltd

July 20, 2015 by Jon Pinkney

Continuity and productivity are very important, but what I find of great value is the versatility and the initiative that the staff show. You have such a limited window of opportunity in this industry and the changeable weather conditions are a challenge in their own right. Having the assistance from Evolve makes the tasks that little bit easier and manageable. Evolve are both willing and ready to go that little bit further.

– Jon Rooke, HZPC UK Ltd

Filed Under: Testimonial

Philip Clappison, CEO, TB Clappison Ltd

July 20, 2015 by Jon Pinkney

We harvest at some remote sites in and around North and East Yorkshire. Evolve have extremely good local knowledge and understand the challenges of our industry. This is a massive advantage for us as not only do they supply good productive staff, but equally importantly they arrive onsite, on time and are flexible when our British weather takes a turn for the worse.

– Philip Clappison, CEO, TB Clappison Ltd

Filed Under: Testimonial

About Evolve

The truth is we aren’t a high street agency with constant staff turnover.

Our staff stick with us year after year, they are experienced and hard working. Our clients ask for the same staff year after year too.

They value our consistency.

They value our staff.

They value us.

Legal Info

Evolve Agricultural is a trading name
for Evolve Employment LTD


Company Number:
7947002


Vat Number:
144742316


Registered Office Address:
Suite 1, Driffield Business Centre, Driffield, York, YO25 6EF

Contact Info

Evolve Employment Ltd

Suite 1, Driffield Business Centre

Skerne Road, Driffield

East Yorkshire, YO25 6EF

+44 (0)1377 259 215

info@evolveemployment.com

www.evolveemployment.com

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