The Recruitment Trend That's Reshaping the UK Workforce

Temp or perm? 

A few years ago, that decision felt pretty straightforward.

Need someone for the long term? Go permanent.

Need extra hands for a busy period? Go temporary.

But in 2026, it isn't quite that simple.

Across food manufacturing, driving, warehouse and logistics, we're seeing employers think much more carefully about how they build their workforce, not just who they hire.

And increasingly, the answer is a bit of both.

Why Is Temp Having a Moment?

 Temporary recruitment is becoming a bigger part of workforce planning. 

Recent KPMG and REC data has shown growth in temporary billings while the permanent recruitment market has been more cautious.

It makes sense. 

Orders change. Production ramps up. Someone calls in sick. A warehouse suddenly needs another shift running.

Our clients need to be able to react without permanently increasing their workforce every time demand changes. 

Temporary recruitment gives businesses breathing room when they need people quickly but don't know what demand will look like in six months. 

Flexibility is becoming a major reason employers choose temporary recruitment, particularly when future workforce demand is difficult to predict.

But Perm Isn't Going Anywhere

Permanent recruitment still has a huge role to play.

Some jobs need consistency. Others take time to learn or rely on experience that businesses don't want walking out of the door. 

Think warehouse managers, experienced drivers or specialist roles within food manufacturing.

Our clients still need people who can grow with the business and become part of the operation long term.

Permanent recruitment remains important for roles where continuity and long-term knowledge provide greater value to the business.

Sometimes You Need Both

This is where things get interesting. 

Imagine a food manufacturer with a strong permanent team. 

A major order lands. 

Do they recruit another 30 permanent employees when they don't know whether those volumes will continue?

Probably not.

Temporary workers can provide the extra capacity while the permanent workforce provides consistency.

The same applies to warehouses during busy periods or logistics businesses needing extra drivers to cover changing demand.

That's why we don't really see it as temp vs perm anymore.

We see it as building the right mix.

A blended workforce allows businesses to maintain a permanent core while adding temporary capacity when operational demand changes.

Candidates Want Choice Too

There's another side to this conversation.

Not everyone wants the same type of job.

Some of our candidates want the security of knowing exactly where they'll be working months from now. 

Others prefer temporary work because it gives them flexibility or lets them experience different workplaces.

And sometimes temporary work becomes permanent because both the candidate and employer realise they've found the right fit.

That's why our conversations with candidates matter.

It's not about assuming permanent is always "better". It's about finding out what actually works for the person. 

Temporary and permanent employment offer different benefits to candidates, making individual circumstances an important part of recruitment decisions. 

So, Temp or Perm?

The answer is frustratingly simple.

It depends.

And that's actually the point.

At THOMAS Recruitment Group, our job isn't to push one option over another. We work with our clients to understand what their operation actually needs and help our candidates find opportunities that work for them.

Sometimes that's permanent.

Sometimes it's temporary.

And increasingly, it's a combination of both.

The UK workforce is becoming more flexible, and our approach is changing with it. By understanding both sides, we're helping our clients build workforces that can adapt while giving our candidates more choice in how and where they work.

Maybe the biggest recruitment trend isn't temp vs perm after all.

It's knowing when you need each one.