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Join Workoola as a Temporary Worker and Start Your Next Assignment!

Are you looking for flexible, temporary work opportunities across various sites? Workoola provides a simple and efficient way to connect with a wide range of temporary job placements that match your skills and availability.

By joining Workoola, you can benefit from:

  • Variety of Job Locations: Choose from a range of work sites and roles to fit your schedule and preferences.
  • Flexible Assignments: Whether you’re looking for short-term or longer-term work, we have opportunities to suit your needs.
  • Supportive Recruitment Process: Our team is here to guide you through every step, from registration to placement, ensuring a smooth and hassle-free experience.

How to Get Started:

  1. Complete the Online Registration Form Below: Fill in the quick registration form with your basic details and work preferences.

  2. Submit Your Application: After you submit the form, our team will review your information and contact you regarding the next steps.

  3. Attend an Interview and Induction: Once you’ve registered, we will get in touch to arrange an interview and induction session. Please make sure to bring all necessary Right to Work in the UK documents and valid Identity Documents to the induction.

 

Get started today by filling in the registration form below!

Acceptable Documents for UK Employment Registration:

  • Passport: A valid passport from the candidate’s home country. For British citizens, a passport with an expired date may also be accepted as proof of identity.
  • National Identity Card: For EU citizens, a national identity card from their home country.
  • Birth Certificate with National Insurance Number: Birth certificate along with the candidate’s National Insurance Number (NIN), issued by the UK government.
  • Proof of National Insurance Number: Documents like P60, Official GOV letter.
  • Proof of Address: Documents like utility bills, bank statements, or a tenancy agreement to verify the candidate’s current address in the UK.
  • Biometric Residence Permit (BRP) Card: For those who hold one, this card verifies immigration status and entitlements while living in the UK.
  • EU Settlement Scheme Status: For EU citizens living in the UK, settled or pre-settled status granted through the EU Settlement Scheme.
  • Evidence of Right to Work Checks: Any other documents requested by the employer during the right to work check process, such as a letter from the Home Office confirming permission to work.
Provide your full first name, and if you have a middle name, include it exactly as shown on your official document.
Provide your surname exactly as shown on your official document.
When you are invited for an induction, you will need to provide us with your documents for verification.
DD/MM/YYYY
Gender
When you are invited for an induction, you will need to provide us with your documents for verification.
Are you authorised to work in the UK?
How to Get a Share Code Online and Prove Your Right to Work In the UK go to the www.gov.uk/prove-right-to-work
DD/MM/YYYY
Please provide details of the bank account into which you would like your salary to be paid. Please note: - We cannot be held responsible for incorrect bank details provided to us.
Passport
When you are invited for an induction, you will need to provide us with your documents for verification.
Please provide the requested details or mark them as N/A if they are not applicable.
Please provide the requested details or mark them as N/A if they are not applicable.
National ID (For European Union UE citizens only)
When you are invited for an induction, you will need to provide us with your documents for verification.
Please provide the requested details or mark them as N/A if they are not applicable.
Please provide the requested details or mark them as N/A if they are not applicable.
Biometric Card
When you are invited for an induction, you will need to provide us with your documents for verification.
Please provide the requested details or mark them as N/A if they are not applicable.
Please provide the requested details or mark them as N/A if they are not applicable.
Birth Certificate (only for British citizens)
When you are invited for an induction, you will need to provide us with your documents for verification.
Please provide the requested details or mark them as N/A if they are not applicable.
Do you have any unspent criminal convictions?
We are asking you to complete this section in relation to job roles which are not exempt from the Rehabilitation of Offenders Act 1974. For this reason, you are only required to disclose information about unspent convictions. You are not required to disclose spent convictions on this form. Additionally, you are not required to declare any information about ‘protected’ offences – (offences to which the filtering rules apply). If you are unsure as to whether a conviction is unspent/spent or protected (filtered) you can contact organisations such as NACRO or Unlock for further information. If you wish to be put forward for/if any role is identified which may be suitable for you but which is exempt from the Rehabilitation of Offenders Act 1974, meaning that you are required to disclose spent convictions, we will ask you to complete an additional criminal disclosure form. You are not required to complete that additional form if you do not wish to be put forward for that type of work.
If you have declared any convictions, you are welcome to provide us with any additional information that you think may be relevant and which will help us to determine your suitability to be put forward for roles with our clients. This could include for example information about the circumstances of the offence, any work (paid or voluntary) or training that you have undertaken since, change in your circumstances etc. We will seek to put forward/supply the best possible candidates to our clients. Having a criminal conviction will not necessarily exclude you from the process. The information given will be treated in the strictest of confidence and only considered where, in our reasonable opinion, the offence is relevant to the post to which you are applying. Failure to declare a conviction may require us to exclude you from our register if the offence is not declared but later comes to light. If you are working in an assignment with a client at the time that we are made aware of a conviction that have not disclosed to us, we may be legally required to inform our client of that information and your assignment may be terminated.
Do you have any health issues or a disability relevant to the role which may make it difficult for you to carry out functions which are essential for the role you seek?
For example if you are seeking to work in a warehouse do you have any health conditions which affect your ability to lift or be on your feet for long periods of time?
Are you a student?
Do you have a student letter?
Do you have a Student Loan which is not fully repaid?
NB - if you answer Yes to this question we will require you to provide some further information. When you are invited for an induction, you will need to provide us with your documents for verification.
Employee Statement. From statements A, B and C below, please select the one which applies to you.
A "Next of Kin Emergency Contact" refers to the full name of the person you designate as your closest living relative, who should be contacted in case of an emergency, allowing them to access information and potentially make decisions on your behalf if needed; essentially, your primary emergency contact person. Next of kin refers to a person's closest living relative(s). Individuals who count as next of kin include those with a blood relation, such as children, or those with legal standing, such as spouses or adopted children.
Next of kin relationship
Please provide a description of any additional skills you possess, particularly those related to areas such as FLT (Forklift Truck) operation or food production. Include specific details about your experience and expertise in these areas. If you do not have any relevant additional skills, please indicate this by marking the section as N/A.
Name
I hereby confirm that the information given is true and accurate. I can confirm that I authorize my salary to be paid into the bank account details which I have provided and that I give my permission for payslips to be sent to me via email.
Signed by Candidate / Temporary Worker Check the box to indicate your agreement. This will serve as your signature proof:
Workoola Ltd Terms of Engagement with an Agency Worker (Contract for Services). Data Protection Statement Workoola Ltd provides work-finding services to its clients and work-seekers. We must process personal data (including sensitive personal data) to provide these services and act as a data controller. This is why we have asked for your personal data on this form. When we process your personal data, we must comply with data protection laws, which require us to give you a Privacy Statement explaining how we manage your personal data. Please see our Privacy Notice in Annex A. Annex A - Privacy Notice Workoola Ltd (‘the Company’) is a recruitment business that provides work-finding services to clients and work-seekers. The Company must process personal data (including sensitive personal data) to provide these services and acts as a data controller. You may give your personal details directly to the Company via an application or registration form, or we may collect them from another source such as a job board. The Company must have a legal basis for processing your personal data. For the purposes of providing you with work-finding services and/or information related to roles relevant to you, we will only use your personal data in accordance with the terms of the following statement. Collection and Use of Personal Data a. Purpose of Processing and Legal Basis The Company will collect and process your personal data (which may include sensitive personal data) for providing work-finding services. This includes contacting you about job opportunities, assessing suitability, updating databases, arranging payments, and managing services and relationships with you and our clients. In some cases, we may use your data for investigating, reporting, and detecting crime, and to comply with applicable laws. Our legal bases for processing your data include: Legitimate interest (e.g., holding your CV on file to provide work-finding services) Fulfillment of a contractual obligation (e.g., paying you for temporary assignments) Compliance with a legal obligation (e.g., verifying identity as required by regulations) Consent (e.g., holding sensitive personal data such as health information or unspent criminal convictions) b. Legitimate Interest This is where the Company has a legitimate reason to process your data provided it is reasonable and expected. Our legitimate interests include holding your details on file to provide work-finding services. c. Recipients of Data The Company will process your data with the following recipients: Firefish & Bullhorn (CRM system) Propaye and associated SICs (payroll services) Firefish and 1234 Reg (internet and website services) Organisations (Clients) to which we provide services Number Crunchers (accountancy) If you work with us on a PAYE or Limited Company Contractor basis: Secure Signing & Esign (document signing), In-house accountancy (accountancy), Propaye (payroll), We do Finance (factoring), Barclay’s Bank (company bank account) d. Statutory/Contractual Requirement Your personal data is required by law and/or a contractual requirement. Failure to provide the data may result in the Company being unable to provide you with work-finding services. Overseas Transfers The Company will not transfer your information outside the European Economic Area (‘EEA’) for providing work-finding services. Data Retention Data will be retained for no more than 6 years from the last engagement or as required by legal or contractual obligations. Data may be retained longer if it identifies specialist skills or for legal reasons. Your Rights You have the following rights: The right to be informed about the personal data processed The right of access to your personal data The right to rectification The right to erasure in certain circumstances The right to restrict processing The right to data portability in certain circumstances The right to object to processing based on public or legitimate interest The right not to be subjected to automated decision-making and profiling The right to withdraw consent at any time To exercise these rights, contact us using the details provided. We will inform you if we need to process your data for legal reasons. Additional Information if Data Was Not Collected Directly a. Categories of Data Data collected includes CV details, work history, and contact information. b. Source of Data Data may be sourced from job boards (e.g., CV Library, Reed) or LinkedIn. Complaints or Queries For complaints or queries, contact Miss Rana Rihan (Director) at dataprotection@Workoola.co.uk or write to Business HQ, 1200 Thorpe Business Park, Century Way, LS15 8ZA. You can also raise concerns with the Information Commissioner’s Office. I have read and understand the Workoola Ltd privacy policy and have reviewed all registration details regarding the Workoola Recruitment candidate registration. By checking “YES”, you confirm your understanding and agreement with the terms outlined below. Check the box to indicate your agreement. This will serve as your signature proof: [ ] I have read and understand the Workoola Ltd Terms of Engagement with an Agency Worker
Signed by Candidate / Temporary Worker Check the box to indicate your agreement. This will serve as your signature proof:
Definitions: Actual Rate of Pay: Pay rate for work performed during an Assignment, as detailed in the Assignment Details Form. Actual QP Rate of Pay: Pay rate after completing the Qualifying Period, as stated in any updated Assignment Details Form. Agency Worker: A worker provided by the Employment Business to the Hirer. Agreed Deductions: Deductions agreed upon by the Agency Worker from their pay. Assignment: Temporary work performed for the Hirer under the Employment Business’s supervision. Assignment Details Form: Written confirmation of assignment details provided upon acceptance. AWR: Agency Workers Regulations 2010. Calendar Week: A 7-day period starting from the first day of the First Assignment. Conduct Regulations: Conduct of Employment Agencies and Employment Businesses Regulations. Confidential Information: Any confidential information related to the Hirer or Employment Business. Control: Ownership or influence over more than 50% of the share capital or management. Data Protection Laws: Includes Data Protection Act 2018 and GDPR (EU 2016/679). Deductions: Legal deductions, including PAYE and National Insurance. Emoluments: Pay in addition to the Actual QP Rate of Pay. Employment Business: Workoola Limited. Engagement: The use of the Agency Worker by the Hirer or any third party. First Assignment: The initial assignment or any similar prior assignment with the same Hirer. Hourly Rate: £11.44 per hour, the minimum gross rate of pay. Leave Year: Period for accruing and taking statutory leave. Period of Extended Hire: Additional period for which the Agency Worker may be supplied beyond the original Assignment. Qualifying Period: 12 continuous Calendar Weeks of work for the same Hirer in the same role. Relevant Period: 8 weeks after the last day worked or 14 weeks from the start of the most recent Assignment. Temporary Work Agency: Defined in the Terms Schedule. Terms: These terms of engagement and any attached schedules. Transfer Fee: Fee payable by the Hirer for directly hiring the Agency Worker. Type of Work: Includes Industrial, Driving, Engineering, Logistics, Production, Manufacturing, Retail, and Commercial. WTR: Working Time Regulations 1998. Contract and Terms: These Terms govern all Assignments and are effective from the start of the First Assignment. No contract exists between Assignments. The Agency Worker is not an employee but is engaged on a contract for services. Variations to these Terms must be agreed in writing and provided to the Agency Worker within 5 business days. Assignments and Information: The Employment Business will seek suitable Assignments but the Agency Worker is not obligated to accept. Information about the Assignment, including the Hirer’s details, pay rate, and job conditions, will be provided via an Assignment Details Form. By checking “YES”, you confirm your understanding and agreement with the terms outlined below. Check the box to indicate your agreement. This will serve as your signature proof: I have read and understand the Workoola Ltd Terms of Engagement with an Agency Worker (Contract for Services).
Signed by Candidate / Temporary Worker Check the box to indicate your agreement. This will serve as your signature proof:
1. Agency Worker’s Obligations General Duties: The agency worker must follow the hirer's instructions, abide by their rules, and ensure health and safety. Conduct: The worker must not act detrimentally towards the hirer or the Employment Business, must not discriminate, and must keep confidential information private. Return of Property: Upon completion of the assignment, the worker must return any property provided by the hirer or Employment Business. Disclosure: The worker must inform the Employment Business of any prior or concurrent assignments with the hirer that might affect the Qualifying Period under the AWR. 2. Payment and Deductions Timesheets: The worker must submit a weekly timesheet to be paid for hours worked. If the timesheet is not properly authenticated, payment may be delayed. Pay Rates: Payment is made weekly in arrears, subject to deductions for overpayments or losses. Equipment: If equipment or clothing is provided, it must be returned in good condition or the cost will be deducted from the worker's pay. 3. Annual Leave Entitlement: Workers are entitled to statutory annual leave (5.6 weeks). This accrues based on hours worked. Requesting Leave: Leave requests should be made with notice, and some restrictions may apply. Holiday Pay: Holiday pay is calculated based on hours worked. 4. Sickness Absence Sick Pay: Workers may be eligible for statutory sick pay (SSP) if they meet statutory criteria. Notification: Proof of sickness (self-certificate or doctor’s note) must be provided. 5. Termination Termination of Assignment: Either party can terminate the assignment without notice. If the hirer's contract with the Employment Business ends, the assignment ends immediately. Absences: Failure to report absences may be treated as termination by the worker. Non-availability: Not notifying availability for 3 weeks will automatically terminate the contract. 6. Intellectual Property Rights Ownership: All intellectual property rights from the worker’s services during the assignment belong to the hirer. 7. Confidentiality Confidential Information: Workers must not disclose or misuse confidential information or materials from the hirer or Employment Business. 8. Data Protection Processing Personal Data: The Employment Business will process personal data in accordance with Data Protection Laws for administrative and payroll purposes. 9. Severability Validity: If any part of the agreement is deemed unenforceable, the rest of the terms remain valid. 10. Notices Communication: Notices must be in writing and can be delivered by hand, post, or email. 11. Rights of Third Parties Exclusions: The terms are not intended to benefit or be enforceable by third parties. 12. Governing Law Jurisdiction: The agreement is governed by the laws of England & Wales, and disputes are subject to the exclusive jurisdiction of their courts. Schedule: Qualifying Period and Temporary Work Agency Qualifying Period: Defines how breaks in assignments affect the calculation of the Qualifying Period. Temporary Work Agency: Defines what constitutes a Temporary Work Agency under the AWR. I have read and understand the Workoola Ltd privacy policy and have reviewed all registration details regarding the Workoola Recruitment candidate registration. By checking “YES”, you confirm your understanding and agreement with the terms outlined below. Check the box to indicate your agreement. This will serve as your signature proof I have read and understand the Workoola Ltd AGENCY WORKER’S OBLIGATIONS
Signed by Candidate / Temporary Worker Check the box to indicate your agreement. This will serve as your signature proof:
1. DEFINITIONS 1.1. In this Agreement the following definitions apply: “Agency Worker” “Assignment” means the period during which the Agency Worker is supplied to provide services to the Client. “Client” means the person, firm or corporate body using the services of the Agency Worker. “Employment Business” Work00la Recruitment (registered company number) of 91200, Thorpe Business Park, LS15 8ZA; and “Working Week” means an average of 48 hours each week calculated over a 17- week reference period. 1.2. References to the singular include the plural and references to the masculine include the feminine and vice versa. 1.3. The headings contained in this Agreement are for convenience only and do not affect their interpretation. 2. RESTRICTION The Working Time Regulations provide that the Agency Worker shall not work on an Assignment with the Client in excess of the Working Week unless s/he agrees in writing that this limit should not apply. 3. CONSENT The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment. 4. WITHDRAWAL OF CONSENT 4.1. The Agency Worker may end this Agreement by giving the Employment Business one months’ notice in writing. 4.2. For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Agency Worker of an Assignment with a Client. 4.3. Upon the expiry of the notice period set out in clause 4.1 the Working Week limit shall apply with immediate effect. 5. THE LAW This Agreement is governed by the law of England & Wales and is subject to the exclusive jurisdiction of the Courts of England & Wales By checking “YES”, you confirm your understanding and agreement with the terms outlined below. Check the box to indicate your agreement. This will serve as your signature proof: I have read and understand 48 HOUR OPT OUT AGREEMENT
Signed by Candidate / Temporary Worker Check the box to indicate your agreement. This will serve as your signature proof:
Type your full name
DD/MM/YYY
Workoola Quiz English + Math
What is the correct spelling?
Which sentence is grammatically correct?
What is 102 + 22?
How many sides does a triangle have?
What is the plural form of "child"?
What is 50% of 80?
If today is Wednesday, what is the day after tomorrow?
If a clock shows 8:45, what will the time be 30 minutes later?
How many minutes are there in 1 hour and 30 minutes?
If the clock shows 7:30 AM, which part of the day is it?
A worker has a night shift starting at 10:00 PM and ending at 6:00 AM. How long is the shift?
A worker is late for their 6:00 AM shift and arrives at 6:45 AM. How much time have they missed?
If a warehouse worker feels unwell and needs to take a sick day, what should they do first?

We are excited to welcome you to Workoola and help you find temporary work opportunities that match your skills and availability. 

Next Steps:

Thank you for completing the form. We will contact you soon to arrange an interview and induction with Workoola Recruitment.

Please bring the following documents to your interview and induction:

  • Passport: A valid passport from the candidate’s home country. For British citizens, a passport with an expired date may also be accepted as proof of identity.
  • National Identity Card: For EU citizens, a national identity card from their home country.
  • Birth Certificate with National Insurance Number: Birth certificate along with the candidate’s National Insurance Number (NIN), issued by the UK government.
  • Proof of National Insurance Number: Documents like P60, Official GOV letter.
  • Proof of Address: Documents like utility bills, bank statements, or a tenancy agreement to verify the candidate’s current address in the UK.
  • Biometric Residence Permit (BRP) Card: For those who hold one, this card verifies immigration status and entitlements while living in the UK.
  • EU Settlement Scheme Status: For EU citizens living in the UK, settled or pre-settled status granted through the EU Settlement Scheme.
  • Evidence of Right to Work Checks: Any other documents requested by the employer during the right to work check process, such as a letter from the Home Office confirming permission to work.

 

 

These documents are required for verification and to complete your registration process. Please ensure you bring all the necessary documents with you when you are invited for induction.

Haigh Park Road, Stourton
Leeds, West Yorkshire LS10 1RT 

07535 262044

info@workoola.co.uk

Workoola LTD© All Rights Reserved.

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