In the fast-evolving Facilities Management (FM) sector, hiring the right staff is crucial to maintaining high operational standards. For managers navigating staffing decisions, understanding when to use temporary versus permanent employees is a key part of effective FM recruitment. With the rise in UK temporary and contract workers, and UK FM businesses increasingly adopting flexible staffing models to manage project peaks, seasonal demands and skill gaps, choosing the right approach can significantly impact productivity, cost-efficiency, and team stability.
At Boden Group, we specialise in FM recruitment, helping FM businesses find the right talent for both temporary and permanent roles.
Temporary vs Permanent FM Staff – Key Differences
permanent fm staff
Permanent staff are employed on an ongoing basis, providing continuity, stability and deep knowledge of your operations. They are ideal for roles requiring long-term commitment, consistent service standards and alignment with company culture. While upfront recruitment and onboarding costs may be higher, permanent employees often reduce turnover and retain institutional knowledge. Engaging permanent staff through expert Facilities Management Recruitment ensures you build a strong, reliable workforce.
temporary fm staff
Temporary staff are engaged for short-term needs, such as seasonal peaks, project work, or covering absences. They provide flexibility and can be scaled up or down quickly, offering cost control for short-term requirements. Using FM recruitment specialists to source temporary staff ensures you get skilled professionals quickly and efficiently.
contract fm staff
Contract staff work under a fixed-term agreement, usually for a specific project or set duration. They bring specialist skills to tasks that permanent employees may not cover, ensuring expertise without long-term obligations.
interim fm staff
Interim professionals are experienced managers or specialists brought in to handle transitions, lead change initiatives, or fill leadership gaps. They deliver strategic value for a limited period and can help drive operational improvements without committing to permanent employment.
temp-to-perm fm staff
This hybrid model allows businesses to trial a temporary worker before offering a permanent role. It mitigates the risks of a poor hire while giving both employer and candidate an opportunity to assess cultural fit and performance.
trends in fm recruitment
The UK FM industry is evolving rapidly, and staffing strategies are shifting to reflect this:
- Rising Demand for Temporary Roles: In April 2024, the UK’s contingent workforce reached 1.43 million, with many organisations reporting that one-fifth of their workforce comprises flexible employees. FM businesses are increasingly relying on flexible staffing to handle project surges and seasonal demand.
- Focus on Skills and Specialisation: Clients often request temporary or contract staff with niche skills, especially in technical maintenance, compliance and energy management. Interim managers are also in demand to oversee change initiatives and large-scale projects.
- Flexible Workforce Strategies: Many FM businesses now use mixed staffing models—combining permanent staff with temporary or contract professionals—to balance cost and stability. This reflects wider UK trends: CIPD’s 2025 report shows 91% of employers offer flexible working, yet over 1.1 million employees left jobs due to inflexibility (CIPD, 2025). These figures highlight the need for flexible hiring strategies to attract and retain talent.
choosing the right option for your business
When deciding between temporary vs permanent FM staff, consider:
- Nature of the Role: Long-term operational positions suit permanent hires, while project-based or specialist tasks benefit from temporary or contract staff.
- Budget and Cost Efficiency: Temporary staff reduce short-term costs, but long-term reliance may increase cumulative expenses. Permanent staff involve higher upfront investment but can provide better value over time.
- Project Duration and Flexibility: Short-term assignments, seasonal peaks and sudden absences are best covered by temporary or contract staff. Permanent staff are better for ongoing responsibilities and continuity.
- Cultural Fit and Retention: Permanent employees are more likely to integrate into your company culture, which enhances retention and long-term performance.
final thoughts
There is no one-size-fits-all solution in FM recruitment. The right mix of permanent and temporary staff depends on your business’s specific needs, budget and project timelines. leveraging specialist Facilities Management recruitment agency, you can make informed hiring decisions that align with operational goals while remaining agile.
At Boden Group, we specialise in FM recruitment, offering tailored staffing solutions for both permanent and temporary roles. Whether you’re looking to fill a long-term position or manage short-term demand, our expertise ensures you find the right talent for your business. Register your FM vacancy with Boden Group today and access our specialist Facilities Management recruitment services.
frequently asked questions
What’s the difference between temporary and permanent FM staff?
Permanent FM staff are employed on an ongoing basis, providing long-term stability, cultural alignment, and in-depth knowledge of your operations. They’re best for core, continuous roles where consistency and retention are priorities.
Temporary FM staff, on the other hand, are hired for short-term needs such as seasonal demand, project work, or covering absences. They offer flexibility and quick scalability but are less suited for roles requiring continuity.
When should I use interim FM staff?
You should use interim FM staff when your business faces a transition or needs experienced leadership for a set period. Common scenarios include:
Covering a senior vacancy during recruitment.
Leading change initiatives, restructures, or large-scale projects.
Providing specialist expertise that isn’t required permanently.
Interims bring strategic value without long-term commitment, making them ideal for bridging gaps and delivering results fast.
Is temp-to-perm a good recruitment strategy in Facilities Management?
Yes – temp-to-perm is a strong option in Facilities Management because it reduces the risks of a poor hire. It allows both employer and candidate to test cultural fit, performance, and role suitability before committing to a permanent contract. For employers, this means greater confidence in hiring decisions; for candidates, it provides security and clarity about the role before making a long-term move.