You have an office team and a placed workforce, and they need completely different approaches.
Recruitment businesses have a split problem. Internal consultants sit in an office and are straightforward. The temporary and contract workers you place are scattered across client sites, may be on assignment for weeks rather than months, and raise a genuine question about who is responsible for their occupational health.
Standard office clinic at your own premises.
The only practical way to reach workers spread across dozens of client sites. Billed on redemption, so you pay only for the ones who use it.
Where you have twenty or more workers placed with a single client, a clinic at that site can be arranged, subject to the client's agreement.
Where the assignment carries an occupational exposure requiring vaccination, responsibility depends on the contractual arrangement between agency and hirer. Worth settling before the season, not during it.
Under the Agency Workers Regulations and general health and safety law, duties towards temporary workers are shared between agency and hirer in ways that depend on the specific arrangement. Where a placement involves occupational exposure that triggers a vaccination obligation, such as hepatitis B for a healthcare placement, someone has to fund it and it is not the worker.
We are not employment lawyers and this is not legal advice. It is worth taking a view with your own advisers before the season rather than resolving it case by case in November.
From £11.99 per person, reducing with team size. Quadrivalent vaccine, individual clinical screening, pharmacist administration, anaphylaxis cover and uptake reporting within 48 hours, all included. No setup fee, and you pay only for vaccinations actually given.
See how a clinic day runs for the full sequence, or corporate flu vaccination for pricing and programme options.
Vouchers are the practical route. Where you have twenty or more workers at one client site, an on-site clinic can be arranged with that client's agreement.
It depends on the contractual arrangement between agency and hirer, and on whether the assignment carries an occupational exposure requiring vaccination. Take a view with your own advisers. It should not fall to the worker.
No. Billing is on redemption only.
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