Banner Default Image

Your job search made easy

Our Divisions

We recruit for a broad range of roles across our four specialist sectors: Engineering, HVACR, Logistics, and Health. Each division is made up of recruiters who are excellent at their job and experts in their respective markets. We know what clients and candidates value, which gives us the edge when making the recruitment process as smooth and effective as possible.

Who we are

We’re an agency with a mission: to help candidates grow and businesses evolve.

When people are happy at work – they succeed – and so do the companies that employ them. By effectively connecting job seekers and employers, we make this happen.

We deliver a range of recruitment services: contingent, exclusive, and our brand new retained model – WR Search.

The WR Search offering provides cutting edge insight, behavioural assessments and comprehensive on-boarding to save clients time and money, and advanced tools to help candidates land their dream job. In fact, we’re so proud of it, we offer a 12-month replacement guarantee should a candidate leave – for any reason.

Whether you’re looking for a new role, or hiring for a vacancy, we’ll make your job or talent search as seamless as possible.

Want to know more? Give us a call on 0330 333 5074 today

Are Smart

Whiteonians are smart. By constantly learning about our sectors, we can think strategically, present solutions that our competitors can’t, and keep an eye on the long game.

Show Grit

Whiteonians show grit. That means displaying courage, character, persistence – and a passion for success.

Work Together

Whiteonians work together. By providing positive, honest and reliable experiences, we form beneficial partnerships with clients, candidates and each other.

Act Fearless

Whiteonians act fearless. We’re daring in pursuing clients, confident about delivering results, and unafraid of challenging the status quo.

  • Icons / Generic / Food Created with Sketch.

    £5

    Our employees save a day with free lunches

  • Icons / Generic / Founded Created with Sketch.

    2007

    Year we were founded

  • Icons / Generic / High Five Created with Sketch.

    10,164

    Applicants lives changed

  • Icons / Generic / Commission Created with Sketch.

    £18,826

    Average yearly commission our recruiters earn

White recruitment

We're Hiring

We’re always on the hunt for enthusiastic, ambitious individuals to join us.

If you’re entrepreneurial, determined, and working in an environment full of perks and incentives appeals to you – why not apply?

  • Trainee Recruiter

    Portsmouth, Hampshire

    £20000.00 - £25000.00 per annum + 30k ote 1st 12 months

    At White Recruitment our Health and Social team are on a mission to grow with their thriving demand, so we need to create more specialist recruiters. If you're in the hospitality industry - manager, team leader or supervisor looking for a new career, with new challenges - office hours and no weekends then this is for you. You'll deliver first class customer service to our valued clients and candidates, to help achieve our aim to be the number 1 recruiter of choice with a highly talented, career driven team at the forefront - could you be our next specialist recruiter in our Health and Social team? THE COMPANY WR founded in 2008 and have been growing year on year. We develop managers from within, our team are highly ambitious and driven with excellent business acumen. Some of our best team members have come from team leaders, supervisors and managers in the hospitality industry. You'll work with the best systems, best managers and have extensive and dynamic training. We work strategically and proactively, giving you the freedom to build your business your way. Does this describe you? THE POSITION With your growth mindset and dedication to achieving your absolute potential, you'll confidently and naturally manage and create relationships with clients and candidates. Building your professional reputation and positioning yourself as a specialist in the industry. You'll need to be self motivated and not deterred easily.  Predominantly office based but encouraged to outwardly meet clients  360 recruitment process  Secure and manage exclusivity relationships  Using social media to hunt and place appropriate candidates  Business Development Management  Consult your candidates through their interview and onboarding process Recruitment is a tough business, you'll need to be a goal setter and relentless to achieve. No day is the same, persistence and commitment is key! Team leader, supervisors and managers in the hospitality industry - this is the next step you are looking for. WHY SHOULD YOU APPLY  Office Hours  Free lunch, fruit and refreshments daily  Career Development  1st year OTE of £30K  Comprehensive training and e-learning  Company incentives such as employee of the month and High Flyers Club corporate hospitality days out  Pension scheme and health cash plan If your experience matches please forward your CV immediately. WR is acting as an Employment Agency in relation to this vacancy

  • Trainee Recruiter

    Portsmouth, Hampshire

    £20000.00 - £25000.00 per annum + 30k ote 1st 12 months

    WR Transport & Logistics, a division of White Recruitment is growing and so recruiting staff for Recruiter positions. WR employ around 50 staff, our mission is to make our customers job search easier. We are specialists in our markets and with the goal of becoming the #1 recruiter of choice. We offer 3 service levels of permanent recruitment, Contingent, Exclusive and Retained to our customers who are UK wide. Our vision is to become the best agency to work for in the area and so our employee proposition focuses on; our culture and working environment, benefits package, career and learning opportunities and our values. We always promote from within - all our leaders joined as trainee recruiters. YOU are career driven and work hard to achieve your absolute potential. You take work seriously and are interested in a sales career. You are naturally confident building relationships easily and comfortable dealing with people at all levels. You achieve your personal goals; college, graduate at university, sport, work promotions and when you commit to something, you complete it. You are self-motivated, organised and can manage multiple tasks and changing priorities. If this describes you, then we'd love to teach you recruitment. APPLY NOW! and become our next Trainee Recruitment Consultant. Our top recruiters joined us from diverse backgrounds including; B2B and B2C sales, hospitality/retail management, leadership roles in administration. RECRUITMENT is fast paced, varied, sometimes challenging and when successful is very rewarding. Our Recruitment Consultants work Monday to Friday, 08:30-17:30 and some flexibility is given and sometimes required. You will be predominately office based, however we will encourage you to meet your clients too. You will use a great database, modern recruitment methods and be trained to become a reputable specialist recruiter. You'll work to specific targets that clearly show what activity you need to do to achieve your sales target. BENEFITS - salary to £25k DoE 1st year OTE of £30K Free daily lunch Comprehensive training and e-learning Company incentives such as employee of the month and High Flyers Club corporate hospitality days out Pension scheme and health cash plan If your experience matches please forward your CV immediately. WR is acting as an Employment Agency in relation to this vacancy

  • Trainee Recruiter

    Portsmouth, Hampshire

    £20000.00 - £25000.00 per annum + 30k ote 1st 12 months

    At White Recruitment our Health and Social Care team are on a mission to grow with their thriving demand, so we need to create more specialist recruiters. If you're in the hospitality industry - manager, team leader or supervisor looking for a new career, with new challenges - office hours and no weekends then this is for you. You'll deliver first class customer service to our valued clients and candidates, to help achieve our aim to be the number 1 recruiter of choice with a highly talented, career driven team at the forefront - could you be our next specialist recruiter in our Health and Social Care team? THE COMPANY WR founded in 2008 and have been growing year on year. We develop managers from within, our team are highly ambitious and driven with excellent business acumen. Some of our best team members have come from team leaders, supervisors and managers in the hospitality industry. You'll work with the best systems, best managers and have extensive and dynamic training. We work strategically and proactively, giving you the freedom to build your business your way. Does this describe you? THE POSITION With your growth mindset and dedication to achieving your absolute potential, you'll confidently and naturally manage and create relationships with clients and candidates. Building your professional reputation and positioning yourself as a specialist in the industry. You'll need to be self motivated and not deterred easily. Predominantly office based but encouraged to outwardly meet clients 360 recruitment process Secure and manage exclusivity relationships Using social media to hunt and place appropriate candidates Business Development Management Consult your candidates through their interview and onboarding process Recruitment is a tough business, you'll need to be a goal setter and relentless to achieve. No day is the same, persistence and commitment is key! Team leader, supervisors and managers in the hospitality industry - this is the next step you are looking for. WHY SHOULD YOU APPLY Office Hours Free lunch, fruit and refreshments daily Career Development 1st year OTE of £30K Comprehensive training and e-learning Company incentives such as employee of the month and High Flyers Club corporate hospitality days out Pension scheme and health cash plan If your experience matches please forward your CV immediately. WR is acting as an Employment Agency in relation to this vacancy

Testimonials

I had hit the ceiling in my previous role and the work life balance was just not there. I came into recruitment as it offered a challenging, yet rewarding opportunity for people who are willing to work hard. I loved the idea of ‘you get out as much as you put in.’  
The social side of the company is like nothing I know of anywhere else. I talk to my friends in numerous industries: trade, hospitality, accountancy. None have anything like we do! The office culture at WR is great! The atmosphere is always positive and relaxed, with the music playing and an open plan setup really helping this.
Here at WR I feel completely valued from my manager and both directors which makes me want to go to work each day. Enjoying what you do cannot be understated.
For anyone willing to work hard and put in the effort I would definitely recommend joining WR!

Jack Loydd

Testimonials

The company took on a few other people and I expressed an interest in training and managing those people, so in my second year in recruitment I took over managing the team and drove it forward. It went quite quickly from a team of 2 or 3 up to a team of 17 in a few years.

Martin Doig

Testimonials

If I could to sum up my time at White Recruitment so far it would be challenging, rewarding and enjoyable

Steph Wood

Testimonials

We asked our consultants what three words they would use to sum up their time at White Recruitment - here’s what they had to say.

The Team at WR

Testimonials

‘People should apply to be a Whiteonian because there’s hundreds of different opportunities to progress. Whether you want to be a leader, or key account manager, it’s all there. Most importantly, if you’re self-driven and motivated, you’re free to reach your potential’

Dexter Way, Lead Recruiter

Dexter Way

white recruitment, bricks building your career

Let's be social

Photo 1558358235 A0a93f68a52c

@WhiteRecruitmentBlogs

​WR HVACR: What were the biggest trends of the 2010s?In HVACR, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take a look back at the last 10 years, and ask our consultants about the biggest HVACR shifts and trends that they’ve observed. Here’s what they had to say:HVACR trends: legislationOne growing HVACR trend has been the raft of new legislation affecting the sector. In order to address rising CO2 levels, many laws have been created to cut carbon emissions. While some of these have had mixed success – such as the Renewable Heat Initiative (RHI) – the shift towards increased legislation doesn’t look like it’s slowing down. As an industry that plays such a vital role in reducing the UK carbon footprint, any changes will undoubtedly affect HVACR.  There are two recent notable changes to beaware of:Gas boiler ban - In March 2019, Phillip Hammond announced new standards as part of the UK’s growing movement towards sustainability, with fossil-fuel heating systems no longer to be installed in new homes after 2025. F Gas ban – Strict regulations around F-gas refrigerants were introduced to control the use of fluorinated greenhouse gases in Europe. As a result, any owners and manufacturers of refrigeration and air conditioning systems located in the EU d UK need to ensure these are compliant with these regulations. Skills shortages Another trend witnessed across the HVACR sector is a growing skills shortage. With record employment driving up salaries and a notable lack of interest from young workers, companies are finding it harder than ever to fill vacancies. There is also a lack of trainingand development being offered to workers – something that was strongly reflected in our employee satisfaction whitepaper. According to the 5,548 HVACR professionals we surveyed, just 39% believed they have the opportunity to develop with their employer, while just 43% said they received sufficient training.Ultimately, if companies are to address the current skills shortage they will need to produce more talent from upskilling and promoting from within. While there is understandably some reluctance towards this, with companies being hesitant to invest in talent after suffering due to RHI – it is essential for the health of the sector.AutomationThere has also been a trend towards increased automation across HVACR. This is mostly as a result of sustainability and energy management becoming important to the public as well as being required by law. ​WR HVACRThe 2010s have seen a huge amount of changes – and the next 10 years are likely to see further industry-wide developments. However, while some areas have advanced remarkably, in many other aspects the market has remained the same. At WR HVACR, regardless of the external situation, we’ve continued to source and place high quality talent. We have specialist expertise in all aspects of HVACR, assisting small enterprises all the way through to large blue-chip corporations.Our recruiters are highly-regarded in their field: they know the industry inside out and keep pace with developments to stay on top of their game. We deliver timely, stress-free recruitment, and pride ourselves on attracting and placing the best talent.To make your job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This service saves businesses time and money, providing state-of-the-art insight, behavioral analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contact us today 

@WhiteRecruitmentBlogs

​With roles in healthcare being relatively stagnant for some time, recent years has seen the rise of some new roles within the sector to bridge gaps, increase accessibility and reduce strain on NHS services. A decade ago we saw the introduction of the Physician Associate (PA) role in the UK, inspired by the US model to help ease the workload of doctors, PA’s work across primary and secondary care and play a vital role in providing continuity of care for patients with around 600 qualified PA’s as of 2018 and numbers enrolling to study continuing to increase year on year.Last year we saw the first group of qualified Nursing Associates join the NMC register in January. By September 2019 nearly 1000 more had joined bringing the total number up to 1488. This made up just over 12% of the increase of professionals on the register in 2019, a record year for the NMC with over 706,000 registrants able to practice in the UK. But just how much of an impact will the newly established Nursing Associates have on the UK social care sector?The qualification was originally developed in 2015 by Health Education England as a way to bridge the gap of knowledge between care assistants and registered nurses. For the first batch of students in January 2017, 11 NHS trust test sites were chosen to lead the 2 year training programmes with a further 24 sites joining later that year and even more now incorporating the programme. A range of settings are covered across these sites to represent the variety of work places that students could move into once qualified including hospices, community, care homes, acute care and mental health trusts. Although accountable for their own practice and conduct, it’s important to remember nursing associates won’t be a substitute for registered nurses and instead will act as a support for them within the workplace. The list of skills that nursing associates will have includes;-         taking and interpreting vital signs such as pulse, blood pressure and pulse oximetry-         collect and observe sputum, urine stool and vomit samples-         undertake neurological observations-         maintenance of skin integrity-         assisting with personal care-         manage wounds and undertake wound care-         support with hydration and nutritional needs-         make suggestions about appropriate hygienic care-         recognise bowel and bladder patterns to identify problems-         recognise and manage the risk of falls-         administer oxygen, injections and medications through various routes-         support at end of life care Although the number of active nurses on the NMC register has hit a record high, so have nursing vacancies – there are currently estimated to be approximately 12% of nursing posts empty which means a shortage of over 43,000 members of staff in the sector! As the nursing associate programme is much more accessible; needing to obtain level 9 to 4 (A-C) in English and Maths at GSCE level to meet entry requirements, hopefully this pathway will gain more traction later offering those qualified to undertake a nursing degree of approximately 18 months compared to the usual 3 years. Will this help to increase the number of active registered nurses? With nursing associates being able to take on some clinical duties, this will in turn free up nurses time to deal with more complex cases which should if nothing else reduce some of the pressures nurses are currently facing every day.​The nursing associate programme has also coincided with a massive change in the UK – the hot topic of Brexit! Although overall figures on the NMC register have grown by over 8000 nurses, midwifes and nursing associates throughout 2019, figures of EU/EEA qualified staff registered in the UK has hit a worrying low figure, falling by over 1000. What will this mean for the future of our diverse work force in the NHS? Whilst this fact is definitely concerning, it is worth noting that those overseas registering from outside of the EU/EEA to work in the UK has actually grown dramatically by 4065 (a 5.5% increase).​As we enter 2020, there are many questions and debates around the current situations within healthcare.Will the new nursing associate pathway lead to more qualified nurses in the long run? Will they be used to substitute nurses rather than supplement them as intended? There is definitely still skepticism about how it will all pan out but in teams that have integrated nursing associates so far, feedback has been extremely positive so it’s definitely an exciting time to watch the changes coming in the future and hopefully make a dent in improving an overworked (and often unappreciated!) workforce.Most of this information has come from the NHS, so I’d love to hear from managers within social care with your thoughts on the nursing associate pathway, particular in nursing homes.  Have you adopted workers with this qualification in to your services or look to do so in the future?What impact do you think this will have on the sector? Is it going to help?

2d7f9a08

@WhiteRecruitmentBlogs

​In transport and logistics, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take look back at the last 10 years, and ask our consultants about the biggest shifts and trends that they’ve observed. Here’s what they had to say:​Logistics trends: DigitalisationDigitalisation has been the major logistics trends of the last 10 years. As the nature of roles and operations have changed – companies are now looking to bring in talent with technical experience. While past operations could be managed with an excel spreadsheet and whiteboard, technological advancement is now making this impossible.However, this sea-change risks leaving an older, more experienced generation behind, with some companies preferring to engage emerging talent. Ironically, though, this group is showing very little interest in the sector. Currently, only 8% of people aged between 11-20 years old consider logistics to be an attractive career option.To combat this, industry figures need to get in front of young audiences to talk about the benefits of working in logistics. Careers advice will also need to be improved, and students should be given exposure to the industry at key decision making stagesin their lives.AIClosely tied in with increased digitalisation is the rise of AI and automation in the sector. While this logistics trend is only just gathering pace, many large firms are automating large swathes of their workforce, with an eventual view towards driverless vehicles and automated warehouses. This will undoubtedly have a huge effect on the talent landscape. For example, some clients we work with have introduced innovations such as voice picking in warehouses. At Ocado, the company has spent the last few years designing highly automated fulfilment centres. One such operation in Andover is set to process 3.5 million items, or around 65,000 orders a week. Whether this trend will extend out to SMEs and smaller operation remains to be seen. BrexitFinally, like almost all other sectors, Brexit has had an effect on logistics. The prevailing impact of Brexit has been to introduce widespread uncertainty to the sector. As transport and logistics relies on large numbers of EU talent, companies could potentially befaced with a murkier picture when it comes to hiring.However, on the whole, organisations have been holding fire on making change to their talent strategies, as uncertainty has been so high. Despite this, one area where we have seen increased demand is for workers with customs experience. Our own data has shown a 183% rise in demand since last year. WR LogisticsThe 2010s have seen a huge amount of changes and trends in logistics – and as technology gathers pace – the next 10 years are likely to see further industry-wide developments. However, at WR Logistics, regardless of the situation, we’ve got the expertise to ensure both business and workers thrive. Our consultants possess an in-depth understanding of the sector and the needs of clients and candidates. We’ve managed staffing requirements for some of the largest organisations in the UK, covering positions of all levels. We connect the best talent in the logistics industry with exciting career opportunities at fantastic organisations.To make your logistics job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This retained service saves businesses time and money, providing state-of-the-art insight, behavioural analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contactus today  

Photo 1524678714210 9917a6c619c2

@WhiteRecruitmentBlogs

​What were the biggest health and social care trends of the 2010s?In health and social care, the 2010s have seen a lot of change. As we settle into a new decade, we decided to take a look back at the last 10 years, and ask our consultants about the biggest trends that they’ve observed. Here’s what they had to say:​Health and social care trends: Nurse shortagesThe most notable health and social care trend over the last decade has been a vast increase in vacancies, as the staffing situation has become a crisis. With reports projecting that there will be a shortage of 108,000 full-time nurses in 10 years this demand looks set to continue in this area.  While the creation of the nursing associates’ role has taken some of the burden off of hospitals, it’s a sticky plaster that won’t fix the current issue. Ultimately, there will need to be innovative solutions to solve the crisis. Studying nursing must be made more attractive, and there must be viable ways to recruit nurses from overseas. BrexitWhile most of us are sick and tired of it – Brexit has had a large effect on the industry. EU nurses play a huge role in the sector – making up 65,000 of the 1.2 million healthcare workforce in England. Therefore, a restriction to the availability of EU professionals is far from ideal.However, over the last couple of years, uncertainty over Brexit has led to almost 5,000 nurses and midwives from EU27 countries quitting the UK. The number of EU-trained nurses and midwives fell from a record high of 38,024 in March 2017 to 33,035 in March 2019. In fact, in 2018/19, only 968 nurses and midwives from the EEA joined the Nursing and Midwifery Council’s (NMC) register, a decrease of 91% since 2015/16.DementiaIn the last decade there has been a phenomenal increase in demand for dementia nurses. At WR, we’ve seen a shift from hirers seeking more generalist adult nurses to mental health nurses with experience in dementia care. In fact, our own data shows that vacancies for workers specialising in this area has skyrocketed by a staggering 304% in the past year alone. While government plans include an increase of 4,000 nurses, 5,000 support workers and 600 social workers – the mental healthcare workforce has barely grown since 2009. Unfortunately, this has created a situation where demand has gone up, yet funding has gone down.Care Homes There has also been a vast number of care homes closing down, with 400 operators shutting their doors in the last five years, buckling under the pressure of funding cuts, debt and rising costs. In fact, according to industry analysis, a staggering four in 10 home care workers leave their roles every year.​WR HealthUltimately, the 2010s were definitely eventful!  While these were the biggest health and social care trends that we’ve seen – please get in touch if you feel like we’ve missed anything – we’d love to hear your thoughts. While there may seem like a lot of doom and gloom, regardless of the situation in the sector, we’ve helped many organisations address talent shortages and plenty of individuals find their dream jobs.  With a client base of over 6,000 organisations, we’ve placed experts in elderly care, mental health,dementia care, brain injury nursing and rehabilitation, pre & post-operative care and residential care.All of our consultants possess an in-depth understanding of the sector and the needs of our clients and candidates. Responsiveness and commitment to best practice are at the foundation of our approach in building strong relationships.To make your health and social care job search as seamless as possible, we offer a range of services: contingent, exclusive, and our brand new model, WR Search. This retained service saves businesses time and money, providing state-of-the-art insight,behavioural analysis, and advanced tools for candidates to land their dream jobs.If you’re seeking a new position, or are an organisation with vacancies in this area, contactus today 

Tl

@WhiteRecruitmentBlogs

At WR Logistics we love rewarding hard work and celebrating success! That why we decided to create the WR Candidate of the Year Awards. This years winner was Matt Francis from KTL Europe , we decided to pop down to their office to say well done to Matt in person, give him his trophy and his voucher, and give KTL their voucher for money off their next placement with us. Here's what they both had to say...A Quick chat with Matt our Candidate of the Year​How was your job search going before using WR? Pretty awful I wasn’t getting anywhere when I decided to leave my last place. Why were you looking for a new job? Relocation and better hours, because I was just working every hour imaginable before this job. I'd moved from the Heathrow area and so I was commuting twice every day, so i'd had enough and I didn’t even finish before 7pm at the earliest. Where do you live now? I live in the center of Southampton now, so much nearer, about 5 miles away, I get the train in now so I don’t even need to drive, it’s lovely. And your hours are better now? Much better, stable business hours.How was the support after the placement from WR? Yeah, it was very good, I had emails and phone calls to make sure I was alright. Matt, my recruiter, emailed me on my first day and then Lisa, from your on boarding team, checked on me a couple of times.How has your time been at the company so far? Very good very positive, we’ve grown, we’ve already been busier than we thought we would be. I think when I started we were doing like 1 or 2 jobs a day now today we’ve got 20-30. So yeah we're growing, and growing in a very difficult time, so its very promising. What’s been your highlight there so far? I think that would be my highest scoring sale, I made 1K profit in 1 hour.Would you recommend us to a friend? Yes, I have done!A few questions for Myles Daly the Managing Director...How How long had you been looking to fill this position before using WR? I had just started to try and find someone using LinkedIn and the job websites, but had no luck so when Matt from WR called and said he could help I thought it was worth a try.Were there any special requirements for this job? I wanted someone keen to learn and grow, with a good basic understanding of the industry.How would you describe Matt’s performance since working for you? Matt has helped to develop our EU Road departments and has been adaptable and learned very quickly and is a great guy to have in the office.Would you use WR when hiring again? I most certainly would yes!​If you’re seeking a new position, or are an organisation with vacancies in this area, contact us today

Ir35

@WhiteRecruitmentBlogs

​What does IR35 mean for nurses?At WR Health, many of our nurses have been in touch with us to ask about the upcoming changes to the IR35 legislation and how they will affect the way they work. Here’s what you need to know...IR35: What is it?IR35 legislation, is a set of rules that help determine the tax and National Insurance a nurse should pay based on the nature of their working arrangement.Your tax statusTo figure out whether you fall inside IR35, you have to be categorised by HMRC as ‘employed’ or ‘self-employed’. This is determined by various factors such as your responsibilities, or the degree of control you have over what work you do and how you do it.This means that nurses may not always be seen as ‘self-employed’ if they work through a PSC. However, if you are not deemed to work ‘within IR35’, no additional taxes should be deducted. We recommend that all nurses read governmentguidelines and seek advice to correctly determine your own employment status. What is changing?So, from April 2020, IR35 will be rolled out to the entire private sector - but only for companies that are large or medium sized; these are companies – meaning most care homes and private hospitals which are part of a larger organisations will fall into this category. Here are some of the various scenarios nurses face and the IR35 implications that will go with them:Working in a large or medium sized companyFrom April 2020, it will be the responsibility of the ‘end user’ (e.g. the care home) to determine your employment tax status if they are part of a large or medium sized company.Working as a PSCIf you are working through a PSC but the care home determines that you are employed by them, you will need to pay your own tax and National Insurance out ofyour received pay as if you are a PAYE worker.If you are working through a PSC and the care home determines you are self-employed, you will be paid as normal, but the company will need to report any payments to HMRC.Working as a PAYE employeeIf you are working as a PAYE worker, you will continue to be paid as normal.Working in a small homeAfter the April 2020 rollout, the responsibility for determining the tax status will still remain with the individual workers.Seek the right partnerI know, boring stuff right? All of this new legislation can be a real headache.We know that working agency via your own company can have its benefits and although it might not affect you personally – this is a great opportunity to ask yourself “is agency still working for me?”As a recruitment company that solely works on permanent vacancies, we’ve seen the private sector take note of who their work force are and what they need in a career.Flexibility, good salaries and work life balance (it doesn’t have to be a myth!).WR Health have over 10 years’ experience in recruiting nurses for the private sector and over that time we have created an incredible client base of employers that are looking to provide jobs that suit their staff – not just their pocket!Our consultants know these companies back to front and are more than happy to share any knowledge they have about the healthcare sector with you.If you’re a nurse looking for a company that can offer you permanent hours, holiday pay, company pensions and their own added benefits, get in touch with us, we’re here to listen and find you something that suits you.