An official response from Bestcare Manpower Services
Temporary and seasonal roles occupy a unique space in the outsourcing landscape — they are short in duration but full in responsibility. The employee must be legally employed, properly compensated, and genuinely productive, even if the assignment lasts only a few weeks. Bestcare Manpower Services has built a specialised model for managing temporary and seasonal outsourced roles that does not cut corners on quality or compliance.
Defining the Role Clearly
Even for a two-week assignment, a clear job description matters. Bestcare works with clients to define the scope, skills, and expected output of every temporary role before recruitment begins. Cutting this step short leads to mismatched placements — costing more time than it saves.
Temporary roles are documented in a fixed-term employment contract issued by Bestcare, which specifies the exact assignment dates, remuneration, working hours, and statutory entitlements applicable for the period.
Recruitment and Vetting
Temporary roles do not receive a lighter recruitment process. Bestcare applies the same screening standards — skills verification, reference checks, and where applicable, background checks — to short-term placements as to long-term ones. A temporary employee who turns out to be unsuitable is a disruption no client can afford, especially during a peak operational period.
Statutory Obligations for Temporary Staff
Even the shortest outsourced assignment carries statutory obligations. Bestcare ensures that temporary staff are registered for NSSF and NHIF for the period of employment, are paid at or above the minimum wage for their role category, receive a payslip for every pay period worked, and have their PAYE calculated and remitted correctly.
Leave entitlements are pro-rated for the length of the assignment and paid out at the end of the contract where they have not been utilised.
Renewal and Extension
If a temporary role performs well and the client wishes to extend the assignment, Bestcare manages the contract extension straightforwardly. If the client wishes to convert the role to a longer-term or permanent position, our conversion process applies.
End of Assignment
At the conclusion of a temporary assignment, Bestcare manages the exit process including final pay calculation, statutory deductions reconciliation, issuance of a certificate of service, and offboarding from client systems. The employee receives all dues promptly — usually within five working days of the assignment end date.
“Temporary does not mean disposable. Every person we place — for two weeks or two years — deserves a proper contract, a fair wage, and a professional experience. That is the Bestcare standard, and it does not flex based on the length of the assignment.”
— The Director and Team, Bestcare Manpower Services
Temporary and seasonal roles are managed through outsourcing at Bestcare Manpower Services with the same rigour, respect, and compliance consciousness we apply to every engagement. Clients get reliable, ready staff. Employees get fair, lawful employment. That is the promise — every time.
End of the Bestcare Manpower Services Outsourcing FAQ Article Series — 30 Articles
For enquiries about any of the topics covered in this series, contact Bestcare Manpower Services directly. We are your trusted partner in professional outsourced workforce management.