An official response from Bestcare Manpower Services
One of the most practical questions a client can ask is: “If this outsourced employee works out really well, can we hire them permanently?” The short answer is yes — and at Bestcare Manpower Services, we have a clear, professional process for making that transition as smooth as possible.
Conversion Is a Legitimate and Common Outcome
Staff conversion — moving an outsourced worker onto a client’s direct payroll — is a recognised and legitimate outcome of many outsourcing arrangements. In fact, some clients specifically use outsourcing as a structured trial period before committing to a permanent hire. This model reduces the risk associated with permanent recruitment by allowing both sides to assess fit before making a long-term commitment.
How the Conversion Process Works
Promotions for outsourced staff can take two forms:
Step 1: Formal Request The client submits a written conversion request to Bestcare, indicating the employee they wish to absorb, the intended role, and the proposed start date for permanent employment.
Step 2: Review of Contract Terms Bestcare reviews the original outsourcing agreement to confirm whether a conversion clause exists, what the minimum tenure before conversion is, and whether a conversion fee applies.
Step 3: Employee Consultation The employee is consulted independently to confirm they are willing to transition to direct employment. Bestcare ensures no pressure is applied and that the worker fully understands the implications for their terms and benefits.
Step 4: Exit from Outsourcing Arrangement Once all parties are aligned, Bestcare formally closes the outsourcing placement and issues the necessary documentation for the employee’s records.
Key Considerations
Not all outsourcing contracts allow immediate conversion. Most agreements include a minimum assignment period — typically six to twelve months — before a conversion is permissible without a fee. This protects Bestcare’s investment in recruitment, onboarding, and administration.
Clients should also be mindful that converting outsourced staff to permanent employment carries statutory obligations, including recalculation of leave, notice periods, and employment history continuity under local labour legislation.
“The best outcome for any placement is one where the employee thrives to the point that the client wants to keep them forever. We welcome that. Our conversion process is designed to make that transition dignified, legally sound, and professionally handled for everyone involved.”
— The Director and Team, Bestcare Manpower Services
Yes, outsourced staff can absolutely be converted to permanent employees — and Bestcare Manpower Services supports that journey. With clear contractual terms, transparent processes, and respect for all parties involved, conversion can be a rewarding outcome for the employee, the client, and the partnership as a whole.