Email pay@priorityrecruitment.co.uk  (please only email once you have read the FAQ and below), or reply directly to your payslip.

If you have a query about the portal & how to use it, the guide might help.

Message us on Whatsapp Here - This contact is for payroll/compliance questions (not for shift enquiries). 

If you need a UCAS or employment reference, please direct them to email Priority Recruitment at 
reference-request AT priorityrecruitment.co.uk  .

Telephone references will not be given.  We typically complete references within 2 business days.  If you need to put a specific name, Use Kieron Smithson, Head of HR.

If you have completed the correct processes, i.e., clocked in & out, adjusted for sleeps, etc and no discrepancy prevents a manager from signing off your timesheet, you will be paid on Friday the week after your shift(s).

Weeks run Monday-Sunday, so for example, if you work on a Wednesday night, you will get paid 9 days later. If your shift is on Sunday, you will get paid 5 days later.

Your timesheets run for this same period, from Monday to Sunday.  The only crossover would be a sleep/night shift starting Sunday and finishing Monday AM.  

Do not submit your timesheet until you have completed all your shifts.  

Pay is usually in first thing, but can technically be anytime during the day. 

Payslips will generally be available in the portal between Wednesday PM and Friday AM, however this can be up to 6pm Friday.  

https://priorityrecruitmentservices.evertime.co.uk/ The user guide for the portal is available here.

Please add pay@priorityrecruitment.co.uk  to your address book.  You can reply to the payslips email if you have a pay query.

There is no app for Evertime. 

Message us on Whatsapp Here - This contact is for payroll / compliance questions. 

Holiday pay balances and requests are made in the portal. 

https://priorityrecruitmentservices.evertime.co.uk/ 

The user guide for the portal is available here.

If you are on Calculate and Retain and want to request holiday pay, the cut-off for guaranteed payment on Friday is 12:00 Tuesday*.  

Please note that requests up to late Wednesday might be included in that week's pay run; to be sure of getting it next week, process your request from Thursday onwards.   

Calculate & Retain

Your holiday pay is calculated weekly and added to your holiday pay pot; each week's accrual is available for payout from the following week.  There is no time limit to claiming; if you leave, your balance of holiday pay will be paid out to you.  

Calculate & Pay 

Your holiday pay is calculated and added to your payroll that week.  You will not accrue a pot of money, as it will be paid out instantly.  

To move to Calculate and Pay, please email pay@priorityrecruitment.co.uk to request the change. Requests made after 12:00 on Tuesday* will be actioned the following week.   

*During certain weeks (bank holidays/christmas etc) there may be changes to cut off dates, which will be communicated in advance.

How is my holiday pay calculated?

Your holiday pay is calculated at 12.07% of the pay you earn working (not rest/expenses etc).

This means for every pound you earn whilst working, you earn an extra 12.07% to cover your paid holidays.

✅ Example:
If you earn £100, your holiday pay is £12.07 (because £100 × 12.07% = £12.07).

This ensures you still get paid for time off, even if the holiday pay is shown separately instead of when you take your holidays.


Not sure what holiday option you signed up for? Easy to check - just look at your most recent payslip. If the holiday value is above £0, you are on Calculate and Retain; if it is £0, then you are on Calculate and Pay. 

How do I opt out of the pension? 

Legally, we cannot opt you out, you must follow the process provided by Nest: https://www.nestpensions.org.uk/schemeweb/memberhelpcentre/opting-out/how-to-opt-out.html

How do I increase my pension contribution? 

As standard, you will be contributing 5%. If you wish to increase that, please email payroll AT priorityrecruitment.co.uk and confirm what you would like to increase it to.  

Where can I find out more information? 

Nest will send you a welcome pack by email; however, you can also view information here: 

https://www.nestpensions.org.uk/schemeweb/nest/my-nest-pension.html

As a PAYE employer, we keep all deductions transparent and limited strictly to what is required by law. We do not charge for uniforms, admin fees, or umbrella-style margins.

The deductions we make from your pay include:

✅ Statutory Deductions

These are required by HMRC and include:

• Income Tax (PAYE): Calculated based on your earnings and personal tax code.

• Employee National Insurance Contributions (NICs): Payable once your earnings pass the weekly or monthly threshold.

• Student Loan Repayments: If applicable, these are automatically deducted based on your earnings and loan plan.

• Pension Contributions: If you are enrolled in a workplace pension scheme, your contributions will be deducted unless you opt out.

✅ Court-Ordered Deductions (if applicable)

If we receive an official order (e.g. an Attachment of Earnings Order), deductions will be made from your pay in accordance with the legal instruction.

💡 Note: All deductions are variable and depend on your earnings and personal tax circumstances. You will always be able to see a full breakdown of any deductions on your payslip.

If you have any questions about your deductions or payslip, just let us know—we’re happy to help.

For guidance on this, click here: 

YouTube - Expenses on Timetemp

Simple guide to mileage expenses on Timetemp (May 2026)

- 

Fuel is £0.55p / mile.  The journey must be detailed and assigned to the correct day.  

All expenses other than the mileage must have receipts attached.  

All expenses must be done on your timesheet for the relevant job. 

We will also be linking to various resources here: https://linktr.ee/priorityworkers

Message us on Whatsapp Here - This contact is for payroll / compliance questions. 

CQC (our regulator) expects us to have reliable systems to make sure the person arriving for a shift is the same person we recruited, vetted, and DBS-cleared. Photo verification is the simplest way to evidence this.

It’s not a new ID check every shift. Instead, it proves that you—the cleared worker—are the person actually providing the care. This protects you, our clients, and the business.

Think of it like your staff badge in digital form:

• It confirms to us (and to regulators if they ever audit) that the right person is on shift.
• It prevents the risk of anyone unverified turning up in your place.
• It provides a secure audit trail showing compliance with safeguarding rules.

This approach isn’t unique to us—photo verification is becoming standard practice across many industries that use temporary staff, from healthcare to retail to hospitality.

Without this system, we’d have to rely on manual checks every shift, which would be slower and more intrusive.

Who can see my photo and when?

Your photo is not readily accessible. It sits within a secure sub-page of the timesheet system and is only visible to:

• Your timesheet approver (this may be your team leader or case manager you already meet face to face), or
• Our internal office team who process timesheets.

When viewed in the system, your photo initially appears as a tiny thumbnail (about the size of a 5p coin on a normal screen).

If someone hovers over it, it can then be enlarged slightly for confirmation.

Just like your pay and personal details, your photo is handled in line with GDPR. This means it is stored securely, only accessed by authorised people, and protected under the same strict data privacy rules.

Why do I now need to clock in and out with GPS?

From 1st September, we are moving to manual clock in and out with GPS geofencing. Auto clocking will be turned off.

This means:

• You must clock in and out at the start and end of every shift.

• You must allow GPS access for the Timetemp app.

• You will be asked to take a selfie when clocking in (please ensure no service user, family member, or colleague is in the picture).

• You must be very close to the shift location to clock in or out.

Nothing else changes:

• You keep the same app and login.

• If you have Timetemp notifications switched on (and you should!), you’ll still get shift reminders.

• You can still edit your timesheet before submitting it at the end of the week.

Update January 26: Whilst the vast majority are adhering to GPS clock-in, some are not. Repeat offenders will lose the ability to manually edit their timesheets & will only be able to submit time by clocking in and out.   

We have now also increased the functionality of the system, and from 19/01/26 everyone will be required to clock in, even those working in care homes or working in irregular locations.  

Why are we doing this?

This change will:

• Streamline the authorisation process.

• Reduce errors and disputes.

• Give us and our clients assurance that the correct person is on shift, at the right location, at the right time.

• Help ensure you are paid correctly the first time and on time.

Just like your pay and personal details, your GPS and photo data are protected under GDPR. They are stored securely, only accessed by authorised people, and used solely for timesheet approval and compliance.

YouTube - General Timetemp Help (All Videos in a playlist)

Specific Videos:

YouTube - TimeTemp - Switching jobs/packages on Timetemp (no contract/clock in issue common fix)

YouTube - TimeTemp - Turn on GPS iPhone 1st Sept' 25+

YouTube - TimeTemp - Turn on GPS on Android phone1st Sept' 25+

YouTube - TimeTemp - Clocking Out Using GPS 1st Sept' 25+

YouTube - TimeTemp - Clocking In Using GPS 1st Sept' 25+

YouTube - TimeTemp - How To Undo Your Timesheet Submission

YouTube - Timetemp - How to get paid correctly for Bank Holidays & Reminder on Sleeps

YouTube - Expenses on Timetemp

YouTube - TimeTemp: Onsite Sleeps - Please ensure you set Day/Date to "Onsite"

YouTube - TimeTemp: How to Submit a Timesheet on TimeTemp on your Computer 💻

YouTube - TimeTemp: Submitting a TimeTemp Timesheet on your Phone

Failing that, email your consultant, or pay AT priorityrecruitment.co.uk for help.  

Message us on Whatsapp Here - This contact is for payroll/compliance/support questions only. 

You can download the app in advance here: Apple or Google Playstore. 

Don't worry, this is just us kickstarting the admin.  No need to do anything.  Thanks. 

Please be advised that we have been told about messages & calls being made attempting to impersonate Priority Recruitment. We believe this is being done to attempt to gain personal details, including your banking information. If you ever want to confirm if a call or message is legitimate, please contact us in the office on 01618334094.

The latest scam messages have been coming from 0 7 8 3 2 3 4 9 9 2 8 - please do not engage with this number.

Priority Recruitment Healthcare On-Call: +447841115326 

Priority Recruitment Office: 0333 577 4777

Thriving & Priority Operations Team: +447458946280 (WhatsApp Only)

Thriving Office & On-Call: 03339963566

Reporting sickness and absence from shifts

If illness may prevent you from attending an agreed shift, you must notify Priority as soon as reasonably possible.

Where possible, you should give at least 24 hours’ notice and must normally contact us no later than two hours before your shift starts. This gives us time to potentially arrange suitable cover and minimise disruption to the vulnerable clients that we serve.

We recognise that illness can arise unexpectedly. If you cannot provide 24 hours’ notice, you must contact us as soon as you become aware that you will not be able to attend.  There is no time of day or night late that is too late/early to call, we may not be able to answer, that is when you must leave a detailed voicemail (see below).  

Failure to provide reasonable notice of your absence, without a satisfactory explanation, may be addressed as a conduct matter. This is separate from the rules governing entitlement to Statutory Sick Pay.

Notification for Statutory Sick Pay

For Statutory Sick Pay purposes, you must notify Priority that you are unfit for work no later than 12:00 noon on the calendar day after you first become unfit for work.

You must call the on-call number:

+447841115326 

If nobody answers, you must leave a detailed voicemail confirming:

• Your full name
• The date you first became unfit for work
• The shifts affected
• How long you expect to remain absent, if known
• A telephone number on which you can be contacted

If you are unable to speak or make a telephone call, you must email pay@priorityrecruitment.co.uk with the same information.

If you notify Priority after the deadline without a good reason, Priority may withhold Statutory Sick Pay for qualifying days falling before valid notification was received. SSP will then become payable from the first applicable qualifying day on or after valid notification, provided you otherwise qualify.

Self-certification and fit notes

You may self-certify for the first seven calendar days of a continuous sickness absence. This period includes weekends, bank holidays and days on which you were not scheduled to work.

If your absence continues for more than seven calendar days, you must obtain a fit note covering your absence from day eight onwards.

All fit notes must be emailed to:

pay@priorityrecruitment.co.uk

Fit notes and subsequent replacement notes must be submitted promptly and should provide continuous cover without unexplained gaps.

Fit notes received after 12:00 noon on Tuesday are likely to miss that week’s payroll deadline. Any SSP due may therefore be processed as arrears in the following week’s payroll.

Submitting a fit note late does not, by itself, remove your entitlement to SSP. However, failing to notify Priority that you are sick within the required timeframe may affect the SSP payable.

Sending a fit note does not replace the requirement to report your sickness by calling the on-call number within the required timeframe. Where a fit note is received without any earlier notification, the date and time the fit note is received will normally be treated as the date of notification. Priority may withhold SSP for qualifying days before that notification was received, unless there was a good reason for the delay. Failure to follow the sickness reporting procedure may also be addressed separately as a conduct matter.

Statutory Sick Pay examples

The following examples assume that the worker otherwise qualifies for Statutory Sick Pay.

Example 1 – Sickness reported on time

A worker first becomes unfit for work on Monday and calls Priority before 12:00 noon on Tuesday. The absence later continues beyond seven days and they provide a fit note.

The sickness was reported within the required timeframe, so SSP is payable for all applicable qualifying days from the beginning of the absence.

Example 2 – Sickness reported several days late

A worker first becomes unfit for work on Monday but does not notify Priority until Thursday. There is no good reason for the delay.

Priority may withhold SSP for the qualifying days before valid notification was received. SSP will only become payable from the first applicable qualifying day on or after notification.

Example 3 – No notification until a fit note is submitted

A worker becomes unfit for work on Monday but does not call the on-call number or email Priority. Ten days later, they submit a fit note covering the full period.

The backdated fit note does not correct the failure to report the sickness. Unless there was a good reason for the delay, Priority may withhold SSP for all qualifying days before the fit note was submitted and valid notification was received.

Example 4 – Late notification with a genuine reason

A worker becomes unfit for work on Monday but is seriously ill in hospital and is unable to contact Priority. They notify Priority as soon as reasonably possible and explain the circumstances.

If Priority accepts that there was a good reason for the delay, SSP will remain payable for all applicable qualifying days from the beginning of the absence.

Example 5 – Fit note received after the payroll cut-off

A worker reports their sickness within the required timeframe but submits the required fit note after 12:00 noon on Tuesday.

They do not lose their SSP entitlement because the fit note was submitted late. However, the payment is likely to be processed as arrears in the following week’s payroll.