Company resources

Are you working in the human resources industry and want to keep in touch with the flexible employment law and trends? In this section you will find research articles that will give you some insights on the latest trends and the legal aspects of the flexible work sphere.

We are open for business and have qualified retail, warehouse and call centres staff

We are open for business and have qualified retail, warehouse and call centres staff

Are you looking for staff to help you fill shelves or answer calls? Or is your business shifting away from Central London and you now need hospitality staff in other areas? Our flexible work platform with more than 100,000 registered workers might be the solution for you. Coople is still open for business! 

We have qualified and motivated staff in the retail, logistics, hospitality and office sectors. 

Here are just some examples:

  • Coople is working with a large supermarket chain in Switzerland on their contingency planning for the exceptional demand during March and April 2020.
  • Several well-known e-commerce and food delivery companies in London rely on Coople staff to provide outstanding customer service all year round. We are currently working hard to help them manage an increase in inbound calls and online chat enquiries.
  • Coople is working with restaurant chains and operators of delivery kitchens to provide cover while their chefs and other staff are away with their family or unable to attend work.

What’s Coople?

Find out more about how the Coople platform works once you’ve signed up.

Choose the role

Whether you’re looking for experienced chefs, warehouse staff or office assistants, the Coople platform can find the right workers for your job. All you have to do is select the role and the experience level to get started.

Set the wage

With Coople, you’re always in control over how much you pay. When you create a job, you set the hourly wage. There are no set up costs or admin costs.

Add the shift details

Creating the shifts and adding the times can be done in seconds. Then it’s just a case of publishing the job.

Review and hire applicants

As soon as there are any applicants, you’ll receive a notification and can view all the candidates’ CVs and previous ratings. Hire via the desktop version, or if you’re away from your desk you can use the Coople Hire app.

Watch the video on how to hire a Coopler.

What you need to know about the off-payroll working (IR35) rules’ change

What you need to know about the off-payroll working (IR35) rules’ change

What is IR35?

IR35 is the new UK tax legislation designed to combat tax avoidance by companies and contractors who could use the set-up of an intermediary company in order to pay less tax.

It specifically targets situations where a contract exists between two companies, the contractor’s intermediary and the end client, when, in reality, the work relationship would be classed as employment for tax and National Insurance purposes.

The IR35 rules make sure that contractors, who could be classed as direct employees of the end client, pay broadly the same amount of tax and National Insurance contributions as all other employees.

Who do the IR35 rules apply to?

You may be affected by IR35 rules if you are:

  • An independent contractor who provides their services through their intermediary (e.g. Limited Company or a personal service company)
  • A company who receives services from a contractor through their intermediary
  • An agency providing contractors’ services through their intermediary

From 6 April 2020, the rules will apply to medium and large-sized private sector companies, including charities, that meet two or more of the following conditions:

  • You have an annual turnover of more than £10.2 million
  • You have a balance sheet total of more than £5.1 million
  • You have more than 50 employees

What you need to do as a company

The good news is that, as long as you hire your flexible staff through Coople, you don’t need to do anything! We, Coople, are the employer of our flexible workers. You are our customer.
For your other temporary workers and contractors, you’ll need to determine the employment status of each one. You’ll need to:

  • pass your determination and the reasons for the determination to the worker and the person or organisation you contract with
  • make sure you keep detailed records of your employment status determinations, including the reasons for the determination and fees paid
  • have processes in place to deal with any disagreements that arise from your determination

If you are also the fee-payer and the off-payroll working rules apply, you will need to deduct and pay tax and National Insurance contributions to HMRC. Small-sized companies in the private sector will not have to decide the employment status of their contractors. This will remain the responsibility of the contractor’s intermediary.

More background

What is changing as of April 2020?

The off-payroll working rules have been in place since 2000. In 2017 the government added a reform of the operation of the rules in the public sector which extends the rule to all medium and large organisations as of April 2020. This change will make the organisation that engages the contractor responsible for operating the rules, meaning the organisation must deduct taxes and National Insurance contributions from fees and pay them to HMRC.

As part of a review into these changes, on the 7th January 2020, HMRC made an announcement to give businesses more time to prepare. Changes to the operation of the off-payroll working rules will only apply to payments made for services provided on or after the 6th April 2020, HMRC announced on the 7th February 2020. It means organisations will only need to determine whether the rules apply for contracts they plan to continue beyond the 6th April 2020, supporting businesses as they prepare.

On 28th February a ‘light-touch approach’ was announced. HMRC will not place penalties on any person or company with inaccuracies relating to off-payroll working rules during the first year of the roll-out. If anyone deliberately fails to comply, then they can still be charged.
Is Coople for you?

Overwhelmed by the IR35 rules’ changes? A lot of companies are deciding to let companies like Coople deal with the admin and extra work of hiring staff directly.

Coople, Europe’s largest on-demand staffing platform gives you access to more than 100,000 staff in the UK to fulfil the vacancies you need when you need them without any setup- fee, from receptionists and telesales to hospitality staff and warehouse assistants.

Coople’s platform matches your jobs with skilled workers. You can also build a pool of favourites and hire them whenever you need them.

Unlike other agencies, Coople puts you in charge of hiring the right workers at the right time. Using an online account or the app, you can create jobs that reach thousands of fully vetted workers with the skills you need. That means you get:

  • Staff to cover large bookings or covers
  • Skilled staff for last-minute absences
  • Efficiencies, don’t lose revenue due to overstaffing/understaffing
Here are some government resources to find out more
Maintaining quality with your flexible workforce

Maintaining quality with your flexible workforce

A common misconception when it comes to flexible and temporary workers is that they are unable to produce the same standard of work as you would expect from permanent employees. A flexible workforce can prove that incorrect.

It’s easy to see why plenty of hirers in the event industry have come to this conclusion; permanent employees know the processes of the businesses, they’re usually familiar with various venues and, in some cases, have even developed good relationships with repeat clients.

Flexible workers however, come with a number of tangible benefits, such as enabling event companies to cover peaks in demand and manage absenteeism. With that in mind, more and more event companies are tapping into the growing flexible marketplace to get the cover they need.

Increasing numbers of workers are choosing to work flexibly too, and event companies are finding that rather than the quality decreasing with flexible hires, they are able to access skills and experience that they have been unable to access with permanent hires. Quite often, even flexible workers without event experience will have transferable skills, such as the experience of working in fast paced hospitality environments.

These kinds of assets allow workers to hit the ground running, meaning there’s very little time lost with on-boarding, and as soon as flexible workers have done one or two events, they can be added to ‘pools’. That means the event company has access to reliable workers any time they need them.

To help ensure you make the most of temporary workers for your events, it’s a good idea to follow these easy to implement tips…

Clear communication

Clearly communicating with your temporary or flexible workers will go a long way towards ensuring quality. Simply setting out the expectations at the start of the shift will avoid confusion and if you working with an on-demand platform – rather than an agency – you will have you greater control over who you hire, meaning you will be communicating with people who have event experience and are used to the standards required.

Show them around

Knowledge of the location is particularly important with events, so taking the time to show them around is vital. The less time your flexible workers spend trying to find their way around will increase the amount of time they spend working. For large scale events, this can obviously be delegated to a permanent worker, or a flexible worker you have previously hired.

Expect the same standards

Having an even playing field is vital when working with a temporary or flexible workforce. If you set standards for them that are higher or lower than the permanent staff, you run the risk of making them feel less valued. With the numbers of skilled flexible workers within the event industry higher than ever, flexible workers are having more choice over which events they choose to work.

If you ensure favouritism doesn’t exist at your events, you’ll go a long way towards making it a pleasant experience, meaning the most reliable workers are more likely to choose to work at your events in the future.

Advantages of using flexible workers in your business

Advantages of using flexible workers in your business

Did you know that 2.8 million Brits have worked in the gig economy in the last 12 months? As people seek control over their working life or extra supplemental income, more flexible part-time work has become increasingly desirable. In addition, 73% of employees feel that flexible working has increased their job satisfaction whilst 78% of flexible workers believe it has made them more productive. It is clear that the way people want to work is changing.

Similarly, the world of work is constantly evolving. The on-demand economy continues to grow and drastically change consumer expectations. Everything from a cab ride to a weekly shop is now available at a speed and frequency that was not possible even 5 years ago. In response, many companies are beginning to embrace flexible workers to cope with changes in demand. These flexible workers offer a range of benefits to their employers:

Smoothing peaks in demand with flexible workers

During busy holiday seasons like summer and half-term, businesses need to find staff to cope with the increase in traffic. Whilst these peaks can be forecast, many companies simply do not have the staff on their books. This forces them to rely on traditional agencies with limited talent pools. 

In addition, an unexpectedly warm weekend or a one-off local event can leave a business struggling to cope. In these situations companies need staff quickly and these workers need to be skilled enough to quickly adapt to a new environment. 

A flexible workforce can be the ideal solution. Many workers in the gig economy are highly skilled and in search of autonomy over their careers or extra revenue. Therefore having a contingent workforce allows you to cope with demand without compromising quality of service. 

Managing absenteeism

Whether a company is a modern-start-up or a long-established brand, businesses need to manage unpredictability. If a waiter calls in sick. If your receptionist has a family emergency. There needs to be a cost-effective solution to ensure these roles are covered without being detrimental to the current workforce. You don’t want your CEO covering the phones!

These absences are also not always small scale. If a whole team comes down with the flu during the winter, companies need to be able to get skilled temporary staff with only a few hours notice. 

Having a pool of contingent workers that have worked with your business before can help to fill gaps in your regular workforce. These workers are already trained. They know the way your company works. They most likely already have a working relationship with other team members and customers. Absenteeism is covered without significant time and cost investments.

Reducing cost and time inefficiencies

The majority of businesses have a team that is at work for set hours in a given week. This often means that during less busy times, staff are under-utilised and the business is incurring costs with limited gain. Conversely, when a busy period occurs, staff may have to be called in at short notice or asked to work overtime. Both of these scenarios waste time and money.

Introducing flexible workers allows you to clearly define your staffing needs. You will only have staff at work when they are required. These changes allow a business to optimise their overheads and significantly lower costs that they incur on a regular basis.

This all sounds great, but where do I find these flexible workers?

A vast range of roles are suitable for on-demand recruitment. From waiters and bartenders to telesales and administration, many positions can be filled flexibly as and when demand requires. But the question is, where do businesses find these more flexible workers? 

Most recruitment agencies fail to offer the fast and reliable service that on-demand businesses need. The situation is no easier if a company wants to source the workers themselves. They must invest significant time and money on recruiting, on-boarding and managing their new temporary staff. Many managers simply do not have the time to carry out these processes effectively. 

Businesses need a solution. The benefits of on-demand recruitment are too large to ignore. But many cannot invest the time to make it work. They need a comprehensive platform where they can recruit, on-board and pay temporary staff in a simple and efficient manner.

That’s where we come in!

Here at Coople we have taken a completely different approach to the recruitment process. We take a more modern outlook that improves organisational flow and reduces friction throughout businesses. Our powerful algorithm, peer-driven community and intuitive interface allows us to connect businesses with available and qualified part-time staff. We have over 350,000 workers who are available to 18,000 registered companies.

We focus on recruitment so your business can focus on what it does best.

How Coople simplifies on-demand recruitment for businesses

Easy for employers and employees

Everything is done online. Potential employees create profiles with their previous experience, relevant skills and availability. Employers upload wages, dates and hours when they need flexible staff. Our software does the matching and you can have potential candidates in a matter of minutes!

No paperwork

We know you’re busy. We also know there are lots of bits and pieces that come with hiring temporary staff. That’s why we take care of everything from right to work requirements to contracts and payroll.

No more searching

Coople does all the searching for you – or at least, our algorithm does! We match employers’ requirements with the best available people. We get the right people in the right job, just when they’re needed.

Quality control

Employees are held to a high standard in our peer-driven community. Our right to work sessions assess potential workers for their character and work ethic as well as their skills. In addition, every business rates its employees, so the best employees get more work.

Maximum flexibility

Employers can book employees on the same day or weeks in advance. They set their own hourly rates and only hire the people they need. Employees accept the job before the final offer to reduce wait times.

Retain skilled people

Employers can save their best employees in their ‘favourites pool’. This makes it easy to rehire those who perform well. Businesses can keep the best talent within their workforce, without compromising flexibility.

We work with some of the world’s most recognisable brands from Deliveroo and Just Eat to Regus and Gett. By supporting their flexible staffing needs, we support these businesses in their growth and evolution.

Join Coople today to recruit the best part-time staff and revolutionise the way you work.

Flex work is firmly rooted – here’s why it matters to you

Flex work is firmly rooted – here’s why it matters to you

I want you to take a moment to think about a job, any job. No matter what the function or job title is, chances are you were thinking of a full-time, 9-5 job, right? What about flex work?

We tend to consider fixed contracts and full-time roles to be the norm. Yet, Staffing Industry Analysts (SIA) discovered in a recent study that 34% of large companies’ workforces were flexible workers. That’s right, over a third of these people are not employed by the organisation they work for. This includes temps, freelancers, contractors, consultants, interim workers and those working under statement-of-work contracts.

Why is this happening? Well, a flexible workforce can not only help businesses manage challenges like peaks in demand and absenteeism; it also has the potential to help companies scale, outperform, and outcompete in the new world of work. However, organisations will only realise these benefits if they take a smart approach to integrating, nurturing and retaining flexible workers.

Is flexible working a trend that is likely to continue? And, if so, what should HR leaders be doing about this phenomenon?

From a business perspective, leaders are recognising that they can only win in today’s hyper-competitive market if they have better talent and skill than their competitors. At the same time, they also need to remain efficient, lean, and agile. This – coupled with a shortage of quality workers — is driving business leaders to seek help from the flexible workforce. The ability to adapt human resources around fluctuating customer demands and deal with unexpected short-term change without losing work culture has become essential.

On the other side of the coin are the workers. In the UK alone, close to 5 million people have made an active choice to work as temps, contractors, or freelancers. This phenomenon isn’t unique to the UK, the trend is similar across Europe and in the US.

Why do workers choose more unpredictable working conditions? The most obvious answer is simple: it fits into the rest of their lives. One of the main advantages flexible work brings is that it’s adaptable and convenient for the individual. Flexible workers are in control of the hours or days they work.

But flexibility isn’t the only reason: many also find professional fulfilment in the diversity of flex work. Pursuing a variety of jobs is not only interesting, it can make the act of work more meaningful. This last factor might be more surprising, but it is not to be overlooked. Who wouldn’t want to feel fulfilled in their work?

Tapping into the flexible workforce

With the benefits of hiring flexible workers becoming clear, businesses are looking for the best approach to finding reliable temporary staff. While traditional agencies still have an important role to play in the world of staffing, new entrants such as Coople are making the whole HR and recruiting experience much easier and faster for employers and workers alike. Even more importantly, they truly put workers in control of their time. For that reason, I expect to see continued growth of these app-based employment platforms. Aside from enabling quantitative and qualitative matches between employers and employees, the use of rating systems to evaluate both assignment and service quality have helped bring transparency and light to an often opaque landscape.

However, each new disruption faces its obstacles, and flex work is no exception. To unleash its full potential, businesses need to change their attitude towards flexible workers. Until they stop viewing flex work as a short-term transaction, they miss out on its potential to serve as a permanent solution that contributes to culture and business success.

Managers need to understand the opportunity that lies in viewing flex workers as a core part of their company’s business. When flexible workers are onboarded with care, equipped with the right tools for the job, they feel a sense of belonging, they will lead to an increase in overall company productivity and performance, just as full-time employees.

To sum it all up, a smartly integrated flexible workforce can help businesses manage staffing challenges as well as driving competitive advantage. But only if these workers are onboarded carefully and treated as a core part of the team.

Find flexible workers today.

Kevin Green is the former CEO of Rec and HR Director of the Royal Mail letters division. He is the author of Competitive People Strategy, How to Attract, Develop and Retain the Staff You Need for Business Success, published in July 2019.

Facts behind the myths of temporary work

Facts behind the myths of temporary work

Fact or fiction: what’s the truth behind the myths of temporary work?

Workforces across the UK continue to grow and evolve. Figures published by the Office for National Statistics show the overall employment rate in the UK stands at 76.1%. This is the joint highest figure on record. The general increase of this number since early 2012 has been attributed to a variety of factors. One of these is the growth in people utilising ‘flexible’ working options.

A 2018 DBEIS report shows 4.4% of Brits have worked in the gig economy in the last 12 months. This figure is only forecast to continue to grow in the coming years. 62% of those working flexibly state that they first got involved in the gig economy in the last two years.

The terms “temporary work” and “gig economy” often come with misconceptions. For many they bring up images of students earning money alongside their studies. Some only believe these options are somewhat of a last resort. Whilst these people do form part of the flexible workforce, this fails to tell the full story of a diverse section of workers who want to work in ways that suit their lifestyle.

Temporary workers continue to be major players in the gig economy. With the industry expected to become a $2.7 trillion economy by 2025, it’s vital that we paint a realistic portrait of the growing flexible workforce.

Too often we make assumptions of who these workers are, whether it be their backgrounds, their qualifications or their ambitions. In response, we have outlined three of the most frequently-held beliefs about temporary workers. We want to show you the facts behind these myths of temporary work.

Myth 1: temporary workers lack qualifications and training

The level of qualification of temporary workers has continued to increase over the years. According to the RSA, an impressive 44% of gig workers in the UK have a university degree. On the Coople platform we have thousands of registered Cooplers with a wealth of experience both academically and in their respective fields from hospitality to office work.

In fact, the high skill level amongst many temporary workers in the gig economy regularly creates examples of under-employment. Whether it is due to being in-between jobs or wanting the freedom to work flexibly, many workers can be found performing tasks they are overqualified for. This demonstrates that temporary workers often possess a diverse range of skills across a huge variety of industries.

Myth 2: temporary workers are only young students

Research shows there is no single type of temp worker. The proportion of older working professionals joining the flexible workforce has continued to increase. In fact, over half of gig workers (52%) are between the ages of 31 and 54 whilst 14% are over the age of 55 according to the RSA.

One reason we see more older people entering the flexible workforce is that it allows them to decide how often they want to work. A survey of 12,000 workers over 50 reported that 78% want to see more flexible hours. With temporary or part-time work, this possibility becomes a reality.

Myth 3: temporary work is a last resort option

Temporary work is often seen as a transitional phase, but it can also be a long-term solution. Recent studies show that 45% of temporary workers chose to work this way as it suits their situation. Professors at UoP also found that a large number of people in the gig economy did so not because of necessity. Instead they chose this lifestyle to supplement their income. This demonstrates that working flexibly can suit the lifestyles of many whether it be a full-time working solution or a way to generate additional income.

Coople is designed to make flexible working rewarding for everyone. A few clicks is all it takes to start working the way you want to!

​ ​

Coople makes flexible work a rewarding experience for today and tomorrow.

For companies

© 2021 Coople. All rights reserved.

united Kingdom
United Kingdom
​ ​ ​ ​ ​ ​