You will be employed by and paid by OPRA, the employment agency.
You will be paid on a weekly basis. Timesheets must be submitted to payroll by 10am on a Monday morning for hours worked the previous week. These are then processed for payment on Friday’s. Timesheets received after this deadline may result in a delayed payment.
Our payslips are issued onto an online portal called myePayWindow. You will receive an email directly from the system in order to register. You will need to input your full name, date of birth and NI number, this will then allow you to create a username and password. From then on you will need to log in each week to view payslips.
You will be sent a blank copy of a timesheet within your booking confirmation email, a replacement can be downloaded here.
You are entitled to 28 days holiday inclusive of bank holidays. This is accrued on an hourly basis and not an automatic allowance from when you begin your assignment. On average, whilst working full time hours (35 hrs +) you will accrue approximately half a day holiday per full week worked/ 2 days per month. Your personal holiday year will begin from the start date of your first assignment and will expire one calendar year on from your start date. Any untaken holiday cannot be carried over to the next year and will be deemed as lost.
Please note we must have at least one weeks’ notice should you wish to request paid holiday in order to process paid holiday in replacement of worked hours (minimum 4 hours), should this be received any later holiday payments may be delayed. You should discuss with your manager and complete a holiday form. This must be authorised by your manager and then sent through to payroll. You will be notified by the payroll team when they are processing the holiday with an update of your holiday balance, this will be on the Tuesday/Wednesday after the week in question in order for an accurate balance to be given.
Any payroll queries should be directed to or phone 01277 285874. Please note response times will be delayed on Tuesday’s due to processing.
If your client company has provided you with a telephone number you must phone them directly before the start of your shift, however you must also contact OPRA. If you do not have a contact number for the client company OPRA will be able to advise.
You will be entitled to SSP as long as the criteria is reached.
Please phone our main office number, 01277 285870 and ask to speak to our GDPR officer who will be able to go into further details and answer your questions surrounding how we handle your data. You can also take a look at our GDPR guide for candidates, available in our Document Library page.
In accordance with your data subject rights under the GDPR you are entitled to all records held in connection with your pre-employment screening. Under GDPR is this referred to as a Subject Access Request (SAR) and should be made directly to your employer, who acts as the data controller. Please contact the employer’s HR department if you wish to make a SAR (Subject Access Request).
We would love to receive your feedback! You can enter your feedback via the Contact Us page. We value the opinions of the Candidates that go through our process and are keen to share positive feedback with our clients and employees. Constructive feedback allows us the opportunity to improve our service and make changes as necessary.
Third party screening: On completion, OPRA will notify your employer. Your employer will also receive a copy of files that we have gathered during the process. Your pre-employment screening is only one part of the onboarding process therefore if you have any questions please contact the HR department of your employer. Temporary assignment screening: OPRA will contact you to confirm that your screening has been completed and explain the next stages in the onboarding process.
Third party screening: This is dependent on your employer’s onboarding process. Please discuss with your employers HR department and they will be able to advise at what stage you would be able to start working for them. Temporary assignment screening: It is very unlikely that you would be able to begin work without completed screening. Please discuss with your recruitment consultant or contact Chloe Creasey on 01277 285874 for further information on when in process you would be able to start work.
Third party screening: The decision regarding your start date is made by your employer and OPRA do not have access to this information. Please discuss with your employer's HR department. Temporary assignment screening: OPRA will confirm your start date, you will receive an email confirming your booking and detailing payroll information such as how to submit a timesheet and pay date.
The length of the process depends on the number of third parties we will need to contact such as universities and past employers, and therefore varies case to case. Usually screening will take between 2 – 4 weeks however if we encounter any delays this time can be dramatically affected. If you have lived overseas these checks can take more time. If we do contact you for any additional information, please respond at your upmost earliest convenience as this usually prevents us from proceeding until information has been provided.
Third party screening: Your employer will provide you with our application form and consent forms, these are provided to us on commencing your pre-employment screening. Should you have any concerns or do not wish to consent to the required pre-employment checks you should raise this with your employer’s HR at point of offer. Temporary assignment screening: You will be provided with our application form and consent forms during the recruitment process, should you have any concerns or questions, please speak to your Recruitment Consultant or contact Chloe Creasey on 01277 285874
You should make contact with the HR department of your future employer (if you will be working on a temporary contact this will be us, OPRA. On this case please contact Chloe Creasey, Office Manager on 01277285874 to discuss any matters in confidence)
In order to complete the screening process, we may need to request evidence for activities we have been unable to confirm at source, or because we are encountering delays at source. For example, if a company at which you previously worked has closed down or changed hands, or school records have been archived off-site. In addition, your employer may have a policy which requires employees to evidence any activities during a gap in employment. Your case handler at OPRA will talk through any such requirements and explain what documents you need to provide.
We will give you a call once the screening team have received your file, this will be to introduce ourselves and confirm the information we have received. This may also include any additional questions that we have surrounding the information supplied or to request any missing or further information required. Following this call we may follow up with an email to recap on any additional information we have requested from you and also gives you a way to respond at a convenient time. If we are struggling to get in contact with you via telephone we will also send an email or text.
We are unable to process our checks unless we receive clear and legible copies of required documents. Please ensure all four corners of the document are shown in the copy you provide. All details must been clearly visible and legible.
In accordance with Article 5 of the GDPR (which states that ‘personal data shall be adequate, relevant and limited to what is necessary in relation to the purposes to which they are processed’) OPRA gathers only the minimum amount of information, as required for the screening process.
Financial checks will be run against publicly available records, for example, court records and bankruptcy filings and orders. These checks do not involve looking at an individual’s credit score. They leave a “soft footprint” on an individual’s credit record which has no effect on the credit score.
Convictions, cautions, warnings and reprimands are required by law to remain on a person’s criminal record for a certain period of time, after which they are considered ‘spent’ and therefore removed or ‘expunged’. Some convictions are so serious that they are never expunged.

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