Your details are already registered with this agency, you will need to contact the agency direct to re-register your details.

- Right to work:

  • Passport
  • ID card
  • Birth Certificate
  • Biometric Residence Permit (BRP)

- Non-UK residents will also require: 

  • Valid Share Code or
  • EU Settlement Status Code

- Proof of National Insurance 

- Proof of UK Bank Account (in own name)

- University letter including term/ vacation dates (for Student Visa Holders only)


Breaks: During working hours, all Temporary Workers are entitled to a break. Your break time will be allocated by the Shift Manager/ Supervisor at your place of work.  During break times you will have full access to all facilities on site such as canteens, toilets and rest areas. If you wish to leave the site during the allocated break time, you MUST be back at the workplace before your break ends. ALL TEMPORARY WORKERS WILL HAVE A MINIMUM OF 30 MINUTES PER SHIFT DEDUCTED FOR BREAKS (45 MINUTES FOR TRANSPORT WORKERS). 

Smoking Onsite: Smoking is only permitted in designated smoking areas onsite. These will be shown to you on your first shift. If you are caught smoking outside of the designated areas, you will be asked to leave the site.

PPE: All Temporary Workers are required to have their own PPE, please ensure that you know the requirements of the site before you start your first shift. 365 People can provide a Hi Vis Vest if requested. 

Timesheets & Pay: You will be informed of the hourly pay rate when you are booked on to an assignment. Every Friday, 365 People will send a blank timesheet to your place of work for the Client to fill in your hours. Some workplaces may require you to clock in and out or record your start and finish times. Failure to complete the procedure allocated by the workplace will result in non-payment of hours. 365 People will inform you of the timesheet procedure before your first shift. All Temporary Workers get paid a week in arrears, every Friday. Depending on how quickly your bank accepts payments, you may be paid any time before 5:30pm. In the event of non-payment of hours, pay discrepancies or change of bank details, you must call the payroll department on 0116 497 9777

Absence/Sickness, No Show & Lateness: When placed on an assignment you MUST arrive on time. Failure to arrive on time for your shift will result in loss of earnings as you will only be paid for the time that you start your shift. If you know that you are going to be late, please call your assigned branch so that we can inform your place of work. If you are unwell and cannot attend your shift, you must call 365 People a minimum of 2 hours before your shift is due to start in order for us to find a replacement. In the event that you do not show up for your shift and fail to let anybody know, your contract with 365 People will be terminated and no further work will be found for you.

Leaving work: In the event that you need to leave your shift early due to an emergency or sickness etc, you must inform your point of contact at 365 People and the Shift Manager/ Supervisor on site immediately. If you are found to have left a site without informing anybody of the reasons why, this will result in non-payment of the hours already worked on that day as we will be unable to confirm your total hours worked.  

1. I have the following PPE items:
2. Are you looking for work with a Student Visa? 
3. I have the following transport available to get to work:
4. Please provide an email address that you are happy for 365 People to share with our Payroll Provider: 
5. By signing this form, I have read and agree to all the information provided to me and will adhere to the instructions:

Organisational structure: 365 People Limited is a provider of recruitment services in the UK. 365 People Limited has its head office in the UK. We have been trading since 2020 and specialise in temporary recruitment services for Driving, Logistics and Warehousing, Engineering and Technical, Commercial and Managed Services roles.

Our business: We’re a dedicated, professional team, with knowledge and expertise expanding across our core sectors: Commercial, Industrial & Driving and Engineering. We have carefully added to our team of experienced recruitment specialists, who understand the requirements of our customers, in an ever changing and competitive sector.

Our policies on slavery and human trafficking: We are committed to ensuring that there is no modern slavery or human trafficking in our supply chains or in any part of our business. Our Anti-Slavery and Human Trafficking Policy reflects our commitment to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place anywhere in our supply chains.

Due diligence processes for slavery and human trafficking: As part of our initiative to identify and mitigate risk, we adhere to the guidelines from Stronger Together and the Ethical Trading Initiative. As part of our due diligence, we ensure that all new suppliers are visited on site, suppliers are audited and re-audited every year to ensure adherence to our strict standards of ethically transparent supply chains.

We also have in place systems to: 

  • Identify and assess potential risk areas in our supply chains to include country and business transaction risk
  • Mitigate the risk of slavery and human trafficking occurring in our supply chains
  • Monitor potential risk areas in our supply chains
  • Protect whistle blowers

Supplier adherence to our values and ethics: We have zero tolerance to slavery and human trafficking. To ensure all those in our supply chain and contractors comply with our values and ethics, we have a dedicated compliance team, which consists of representatives from the following departments:

  • Compliance
  • Human resources
  • Procurement
  • Sales

Training: To ensure a high level of understanding of the risks of modern slavery and human trafficking, as well as all aspects of regulations, laws and standards in our supply chains and our business, we provide training to all of our staff. This forms part of the induction process which every new employee receives within their first month, as well as refresher training, which is completed 6 monthly for all staff to ensure they are aware of our stance on preventing slavery and human trafficking within our business and supply chains, and for those staff involved in the supply chain process, e.g. procurement, sales etc.

Our effectiveness in combating slavery and human trafficking: We use the following means to measure how effective we have been to ensure that slavery and human trafficking is not taking place in any part of our business:

  • Business function reports
  • Internal staff training and induction process
  • Our suppliers are obliged to audit their own supply chains and report on the findings.

This statement is made pursuant to section 54(1) of the Modern Slavery Act 2015.   

1. By signing this form, I have read and agree to all the information provided to me and will adhere to the instructions:

The 365 People holiday pay year starts on 1st October and runs to the following 30th September.

If you wish to request holiday, you must submit your request via:

All holiday dates require at least one weeks’ notice from the first day of holiday being taken. 

If you are requesting more than one week, then you must give double the amount of notice than the number of days holiday being requested (for example, 2 weeks of holiday requires 4 weeks’ notice).

Holidays cannot be taken when sick days and Bank Holidays are not automatically paid. Only your typical working days can be requested as holiday (for example, if you work Monday to Friday you cannot request a Saturday as holiday).

You can request any amount of holiday but you will only be paid what has been accrued in the current holiday pay year.

All requests are subject to end user authorisation. Where required, your request will be sent to your place of work for authorisation. 

If you have any questions regarding the Holiday Procedure or your personal accrual, please contact your nearest branch or email your enquiry to 

Your holiday cannot be carried forward to the next year. It is the worker's responsibility to manage their holiday and ensure that it is taken in the correct timeframe. 

1. I confirm that I have read and understood the above information and only requests which follow the correct procedure and notice period will result in my holiday pay being processed:

All employees should be aware of the safe practices when manual handling. The Manual Handling Operations Regulations 1992 applies to work which involves lifting, lowering, pushing, pulling and carrying.

If a manual handling task is required to complete your role, and you have not been trained or do not understand how to complete the task safely, do not attempt the lift and seek guidance from the management team.

Manual handling injuries can have serious implications for the employer and the person who has been injured. They can occur almost anywhere in the workplace and heavy manual labour, awkward postures, repetitive movements of arms, legs and back or previous/ existing injury can increase the risk.

For any lifting activity, always take into account: 

  • Individual capability 
  • The nature of the load 
  • Environmental conditions 
  • Training 
  • Work organisation

If you need to lift something manually:

  • Reduce the amount of twisting, stooping and reaching 
  • Avoid lifting from floor level or above shoulder height, especially heavy loads 
  • Adjust storage areas to minimise the need to carry out such movements 
  • Consider how you can minimise carrying distances 
  • Assess the weight to be carried and whether the worker can move the load safely or needs any help – maybe the load can be broken down to smaller, lighter components

If you need to use lifting equipment:

  • Consider whether you can use a lifting aid, such as a forklift truck, electric or hand-powered hoist, or a conveyor 
  • Think about storage as part of the delivery process – maybe heavy items could be delivered directly, or closer, to the storage area 
  • Reduce carrying distances where possible

Good handling technique for lifting. There are some simple things to do before and during the lift/ carry: 

  • Remove obstructions from the route 
  • For a long lift, plan to rest the load midway on a table or bench to change grip 
  • Keep the load close to the waist. The load should be kept close to the body for as long as possible while lifting 
  • Keep the heaviest side of the load next to the body 
  • Adopt a stable position and make sure your feet are apart, with one leg slightly forward to maintain balance

Think before lifting/ handling. Plan the lift, what equipment/ help is needed and where it will be placed. Remove obstructions such as discarded wrapping materials. Wear appropriate footwear and clothing.

Get a good hold. Where possible, the load should be hugged as close as possible to the body. This may be better than gripping it tightly with hands only.

Start in a good posture. At the start of the lift, slight bending of the back, hips and knees is preferable to fully flexing the back (stooping) or fully flexing the hips and knees (squatting).

Don't flex the back any further while lifting. This can happen if the legs begin to straighten before starting to raise the load.

Avoid twisting the back or leaning sideways, especially while the back is bent. Shoulders should be kept level and facing in the same direction as the hips. Turning by moving the feet is better than twist-ing and lifting at the same time.

Keep the head up when handling. Look ahead, not down at the load once it has been held securely.

Move smoothly. The load should not be jerked or snatched as this can make it harder to keep control and can increase the risk of injury.

Don't lift or handle more than can be easily managed. There is a difference between what people can lift and what they can safely lift. If in doubt, seek advice or get help.

Put down, then adjust. If precise positioning of the load is necessary, put it down first, then slide it into the desired position. 

1. I have read and understood the Manual Handling and Heavy Lifting information above:

1. Are you at present on any medication or treatment prescribed by a doctor? If yes, please give details: 
Do you, or have you ever suffered from any of the following? 
2. Fainting Attacks
3. Fits / Blackouts
4. Mental Illness
5. Recurring Headaches
6. Ear Problems / Deafness
7. Chest Problems
8. Asthma
9. Hayfever
10. Heart Conditions
11. High Blood Pressure
12. Repetitive Strain Injury
13. Back Trouble
14. Skin Conditions
15. Diabetes
16. Stomach Issues
17. Bowel Trouble
18. Epilepsy
19. Are there any other physical or mental health conditions to your knowledge that we need to consider when offering work, or many prevent you from working at night? If yes, please give details:
The Health and Safety Work Act 1974

All Employers must have a Health and Safety Policy stating who is responsible for Health and Safety and Health and Safety arrangements in place, it is your responsibility to familiarise yourself with this policy, particularly with procedures for fire, first aid and accidents upon arrival at a Clients premises. All temporary works have a duty under the Health and Safety Act to take reasonable care to safeguard their own safety and the safety of anyone who may be affected by their activities and actions and to co-operate with the Client and others in meeting statutory regulations. The Act also requires Temporary Workers not to interfere with or misuse anything provided to protect their health, safety or welfare in compliance with the Act.           

20. I have completed the Personal Health Declaration to the best of my knowledge and read and understood the Health and Safety Declaration above:          

1. Between 365 People / Fresh @ 365 People (hereinafter called "the Employment Business") acting as agent for the Client and [PRINT NAME BELOW]
hereinafter called "the Temporary Worker".


In this agreement the following definitions apply:

Assignment: means the period during which the Temporary Worker is engaged to render services to the Client.

Client: means the person, or business engaging the services of the Temporary Worker.

Working week: means an average of 48 hours each week calculated over a 17-week period.


The Working Time Regulations 1998 provide that the Temporary Worker shall not work on an assignment with the Client in excess of the agreed working week unless he/she agrees in writing that this limit should not apply.


The Temporary Worker hereby agrees that the working week limit shall not apply to the Assignment.

Withdrawal of Consent

The Temporary Worker may end this agreement by giving 3 months notice in writing. The notice bringing this agreement to an end, will not be construed as termination of the Assignment with the Client by the Temporary Worker. Upon expiry of the notice period the working week limit shall apply as above.         

2. The Working Time Regulations 1998 require that a worker shall not work in excess of 48 hours per week averaged over a 17-week reference period unless this is agreed in writing that the limit should not apply. Please tick which statement applies to you from the options below:
3. In order for the Employment Business to fulfil its obligations under WTR, you must tell us of any additional working time you complete whilst working on an assignment for us, even if it is for a different employer.

I have read and understood the Opt Out Agreement for Temporary Workers:

Rehabilitation of Offenders Act 1974

I declare I have no current criminal convictions other than those that are spent under the Rehabilitation of Offenders Act 1974.

Confidentiality Declaration

I will not at any time divulge to any person, nor use for my own or any other persons benefit, any confidential information in relation to 365 People or Client of 365 People or in relation to any 365 People Employees, business affairs, transactions or finances which I may aquire during the currency of my agreement with 365 People.

I confirm that the information I have given in this application is correct and there is nothing further about which I am aware that should be taken into account when offering me work. I understand that if any information given is found to be incorrect or inaccurate then my Assignment may be terminated.

I hereby authorise 365 People to seek references and I understand the information may be used to assist my application. I agree that the information on my application may be used for registration purposes under the Data Protection Act. I understand that if 'Stop and Search' is used by a Client that I will comply with instructions. I confirm the terms of these declarations and agree to be bound by them.         

Privacy and Data Protection

I have read and understood 365 People's Privacy and Retention Policy, a copy of which is available to me at my local office or online by emailing

1. Signed: 

1. Have you had any motoring offence(s) in last 5 years?
2.  At date of signing this form is a prosecution pending?
3.  At date of signing this form is a prosecution pending?
4. Have you had any Road Traffic Accidents in last 5 years?
5. Have you suffered from any illness in last 5 years that has affected your driving ability?
Vehicle Safety and Security

You are responsible for vehicle checks before driving on any Assignment. Please check wipers, fuel, brake lights, horn, water, tachograph reader, speed limiter, oil and tyres are all in a roadworthy condition. Please report any issues to your point of contact in Transport Office immediately. You must ensure that the vehicle is left securely with no doors/ windows left open when leaving the vehicle and no valuables are left within the vehicle.

Driving and Parking Offences

All Drivers are responsible for any fines incurred whilst on Assignment. 365 PEOPLE are not liable for any fines incurred under any circumstances.


All drivers are responsible for reporting accidents and the correct completion of accident report forms at a Client's Office.

Driver Hours and Tachographs

Drivers must ensure they have enough driver hours left (according to EU Hours Laws for HGV/LGV Drivers) to complete any Assignment they accept. Drivers must be able to produce at any time the last 28 days tachographs and must return to either the Client or 365 PEOPLE within 35 days of tachograph date. Digital Tachograph Cards must be carried at all times.

DVLA Checks

By signing this declaration, you agree to 365 PEOPLE carrying out DVLA checks at time of Registration for work, and after 3 months has elapsed whilst working via 365 PEOPLE.

6. Please tick all licences that you hold:
7. I understand that as a professional driver, under terms of the Road Traffic Act I am responsible for keeping up to date with changes to driver legislation that may affect me and to adhere to them at all times. I have read and understood all points above and have answered the questions to the best of my knowledge:

1. Please answer these questions if you are a direct food handler.

Have you ever had or been a carrier of:

  • A food borne disease
  • Typhoid or paratyphoid
  • Tuberculosis
  • Parasitic infections
  • Has any close family suffered from the above conditions?

Have you ever suffered from any of the following:

  • Diarrhoea or vomiting
  • Skin trouble, boils, styes or septic fingers
  • Discharge from eyes, ears gum/mouth
  • Recurring gastrointestinal disorders

If you have answered yes to any of the questions, please give full details below: 

Food hygiene regulations

All workers are required to strictly adhere to the hygiene regulations and dress code that are considered the basic requirements.

  • Jewellery is not to be worn in the production area. Jewellery can be defined as watches, rings, earrings, necklaces, bracelets and any other body piercings.
  • Changing/ locker room procedures must be followed.
  • Eating, drinking, chewing and spitting are strictly forbidden.
  • The consumption of food and drinks is restricted to the rest room facility.
  • Smoking is strictly prohibited in any internal part of the factory. Smoking is only permitted in designated areas.
  • Fingernails are to be kept short and clean. Nail varnish or artificial nails are not allowed.
  • Heavy aftershaves or perfumes are not allowed.
  • Make up of any description is not permitted.
  • Any instance of vomiting, diarrhoea or skin complaint must be reported immediately.
  • Hands must be washed frequently, and not limited to after eating, smoking, visiting the toilet and handling rubbish
  • Persons with facial hair must wear a beard guard / net in production area.

I certify that I have understood the above rules and regulations. I can confirm that I will comply with the above mentioned:


Company Name: 365 People / Fresh @ 365 People Limited ("the Company)
1. Your Name ("the Worker): 
2. Types of personal data: 

  • Name
  • Date of birth
  • Contact details including telephone number, email and postal address
  • National Insurance number
  • Bank details
  • Salary/ pay details
  • Experience, training and qualifications
  • CV
  • Other personal data relevant to the role

I give consent to the Company to process and share the above information:

3. Types of Sensitive Personal Data:

  • Disabilities and health conditions relevant to the role
  • Criminal convictions
  • Any other sensitive personal data relevant to the role

I give consent to the Company to process and share the above information:

4. I consent to the Company processing the above personal data for the following purposes:

  • To process my data internally within the Company to provide me with work and work-finding services
  • To process my data on a computerised database with access by the named provider above to provide me with work and work-finding services
  • To process with or transfer my personal data to the named client(s)/third parties above in order to provide me with work and work-finding services
  • To process my data using automated decision-making processes. I am aware for what purpose it is being carried out; the logic involved; the significance and the envisaged consequences of such processing; my right to express my views and to contest the
  • To process my data with the named third parties above for audits and investigations that the Company is complying with laws and obligations
  • Other relevant purposes for processing personal data
5. If you answered 'No' to any of the above questions, please give details below: 

I confirm that my consent is freely given and that I have been provided with a copy of this consent form to retain for my own purposes. I am aware that I have the right to withdraw my consent at any time by informing the Company that I wish to do so and completing the appropriate Withdrawal of Consent to Process Personal Data form.